001this is also being recorded so let us stand for the pledge of allegiance to of the United States of America and to the it stands indivisible andice all and then I need to take a rooll so Bridget's here Justin's here I'm here Jared's here Terry's here and Amanda's here are we following rules now following found out we weren't following okay and then we have a visitor do we have anybody online NOP okay so Haley hi hi any adjustments to this agenda nope okay so final review of the E standard you have any questions would you like to go over anything uh went over it last time so l l there are questions I can I can absolutely help out if if if uh we need to do such we need to do that I do
002know that um part of this of the district leadership we are due to a variety of things um going to we are rewriting the entire um student handbook uh for all three schools um being led by the principls myself and then um osba it it's via the osda model and we'll we'll incorporate a variety of things um which will be more specific um and we're doing dealing with um uh discipline procedures Etc um like I said but there's been some issues so that that's we're going to do that um and redo the entire student habb for the 25 26 school years so we'll all have three all three handbooks and because this District doesn't have much of a athletic handbook we are um assembling an athletic handbook for the 5 26 school year which will
003have the same kind of situations um we have looked at several uh North bands um a couple others one from up north um uh one from Tri Tri Rivers um so we're going to put use those um so we're not remot you doing the whole thing but we are going to have a student hand or a athletic handbook which we of course that has to be adopted by the board um so it would be we would do that in um August I would I would throw that out to you before that so you would know what you know so you know what it looks like and and then the the uh student handbooks also have to be adopted by the board so and and same kind of time frame we get those out to you
004during the summer um probably mid mid July whatever so you can um preview those and then and then of course the adoption would take place before the school starts so those are those those are coming um and it's crucial um you know like I said and then and then the last thing on leadership um we are U between Dan and I and um the gals and Carrie we have um we are putting together assembling a bus accident protocol um and procedures which we um I mean we have it but it's not it's not necessarily in writing I you know not it's not okay um first person is going to call this person this person will call that person Etc um this person will call every parent of of the students the bus um you know
005that kind of thing so that they're all so it's designated um where rather than have it on the scanner um and then goes everywhere and then everybody gets involved we know we're going so we can go we can make certain phone calls to certain people Etc um and then of course the 911 whether it be City police State Police or County Police so those those three things and then um we're going to as soon as we get that kind of completed we're going to sit with uh Scott and kind of go over that entire thing with with him and you know so so I gu one that's again that's part of the part of the actual leadership and what we and what we're doing with that so we do fill up a little Focus right
006now all right so Visionary District leadership ahead put in your rating and any comments and then go ahead and fill these out out and then send them back to me and we'll kind of go over them yeah and I'll just make the final one on my I'll make the final like what you guys decide okay exuse e e e and just put up today a Sprinkle so if anybody has any like old thing that you want to put in here for now said make sure got that I have two questions can we ask questions St cat three inclosing District culture how do I know what you're doing on that I think it's just basically the culture the culture of the of the district you know that is is is it operating um not we're not
007we're not talking about uh ethnicity or that kind of thing we're talking about the just general culture of the you know is is it is it welcoming um or do you feel like you can walk into a building and you know um and be all right with that you know there are people welcoming you and it is that kind of thing that's culture oh that's for for our discussion for later oh okay no yeah no that's that's one that I'm going to present to you guys we should have a board visitation day not telling one day say ding so obviously good thing it's the little one you guys it's wild oh my gosh Okay so now we need to about a narrative for the public meeting and we have a little typed up thing here
008you want me to goad do you want to do you want to go through those ones first so that we because this will be his final draft that will go in his file okay so just like go through each one and if anybody had marked anything less than what like the majority did then you guys talk about why you you know have the right to tell what their differences okay so um these are all fors everything's good with that uh we do have an ethics and professional Norms at a three um and then inclusive District culture at a two and then culturally responsive instructional leadership and Improvement at a three communication and community relations at a three effective organizational management three and then the rest are all worse so those are the only one that
009has less than worse on it okay but basically he will have a four on because I know some of you are new to how the um evaluation work but it would go by majority it's not like one it's a group of everybody's voice but since the majority is of four then he get would get four straight across and then you guys have the right to if you want to make a comment under there if there's something that you want to address to each one and then move on to the narrative so there's only one that um so like uh Visionary District leadership has rewriting School handbook um assembling athletic handbook um bu protocol I know we have ethics and professional Norms very knowledgeable about about information that needs to go to board knowledgeable about board
010position and communication inclusive District culture culture um look forward to conversations thoughts ideas and cultur response construction um communication and Community relation strong advocate for Rural schools effective management Financial management very competent fisal financial and then policy government governance and advocacy is the first those are the only comments that I can just roll them off there and type them on here then oh yeah okay so um The Narrative that we have right now which we can change uh for the public is the board is proud of superintendent Steve Perkin's progress this year especially with the a maple middle school has focused on building collaborative relationships with teachers staff and Community has boosted stakeholders satisfaction and strengthen commitment to the district's vision is there anything that anybody wants to add uh just my comment and I
011wrote it on there too I think that being a rural rural School District I know that super uh the superintendent Perkins has advocated a lot for of schools um for small school districts on the state level so I just wanted to capture you know that making sure that rural schools are represented and the narrative at the state level is very critical to small school issues about superintendent Perkins is a strong advocate of rural schools well anything else okay and then review of next year's evaluation which so yep I did put one in here for you guys to look at [Laughter] school I don't know like be your kid must be in trouble above me I'm at school the um when we were in when I was at osba they there was a lot of conversation
012about how csome the osa's book lit is and how seemed like it's a lot of time and and consumption to it when you're a small school district I get it in the bigger school districts where there's a lot more you know issues and stuff going on but burn Ridge shared theirs with everybody up there and I kind of liked it because it's a little more um straightforward it a lot of people don't understand standards and know what standards means and so I kind of liked this one as well I want to share it with you guys because it's something we can adopt we can still have a timeline if you choose like to have a a check-in however at like osba what they were saying your superintendent should be giving you a check in every
013month at this at the board meetings and those things should be being documented for yourselves like whether you're keeping a notebook for yourself hey I'm going to remember that when it comes time for his evaluation um so the timeline can be adjusted to as how are you guys want to do it moving forward but I didn't know if something like this is a little more easy to follow and then you guys would do these you know maybe like first part of January and get them to me to tally and then when we come in February for our first work session you guys already have some of the work done and then we're not you know sitting here going oh I got to read all this stuff and um so it was just I I wanted
014to present it because I know it was something that a lot of the boards were taking away and going use they liked it a lot better of course we're at osba conference and we're all going no we like something better so just say I um clarifying question so this is we would be completing this a year from now correct this would be next year so once you guys establish your goals and he has his goals the board's goals but you know all that stuff this is how you instead of this one that you guys just did it would just be these and then you would be rating these specific things in this section my question is on staff and Personnel relationships I don't know how much we know that so there's been done a couple
015different ways like over the last five years that I've done this we have done a survey to all staff the problem with that is n my probably 80% of the staff don't work closely to the superintendent as much as like your leadership do or so that we actually ended up having an issue with it the that year we did it was because somebody thought it was about the principles because they didn't read the the whole entire thing so then we had all these consu surveys that didn't really match things so um in the the second year you guys picked some staff and then all the leadership team got picked and then the last two years we really haven't done a whole lot of surveying as because it doesn't always come out it comes construed a
016little bit so um but I you know however you guys want to do it moving forward if you want to survey random staff if there are ways to do with um is it Google class whatever that one it can actually just random pick people yeah and then still do the leadership team because they are the staff that work the closest with that person can take out some of these too it doesn't have all of these seven things you I just want to make sure and we have good information yeah just take yeah no I get sometimes going through the other all these evaluations are a little difficult yeah they kind of want a round area and we don't have the whole round area to go from any other questions I think this is a good
017model that we can start from um for next years I like the wording better just like repetive maybe you know go through it and C out the ones that we don't really need or the ones that don't really work we can do an a survey as well yep of the I think doing a survey of the administrative team kind of that's where we need to show we're going to do a survey just of the actual that work with it if the dayto day all right any other questions or input okay um any coming meeting input then just that okay well then we will adour I for