001[Music] i pledge allegiance to the fire of the united states of america and to the republic for righteousness one nation under god indivisible with liberty and justice forever good evening i'd like to welcome everybody who is attending here in person and also for everybody who's watching in on facebook live i would like to remind you folks of tuning in on facebook live that with the cancellation of the public health emergency that governor holcomb did the requirements have changed for public comment when we get to those parts of the sec parts of the agenda and we will no longer be taking comments online if you'd like to make a comment uh during the public comment period we encourage you to show up and do that live uh when we get to that public comment we're going
002to be looking at the people on the road for that future board meetings may 10th and 24th here at 6 00 p.m and june 14th here at 6 p.m we have no revisions to the agenda so move right into public recognition we have a recommendation to approve a seventy dollar donation from jody and harry roger of rusty's chicken for northville high school robotics we also have a recommendation to approve a 402 dollar and fifty cent donation from jody and eric roger of rusty's chicken for sharp creek elementary we have a recommendation to approve a 500 uh donation from edward jones called northville robotics and finally we have a recommendation to approve a 250 donation from cortiva for norfolk ffa i'll move this acceptable uh donations motion and second to approve the the donations all in
003favor say hi all right okay school recognition all right i want to move back or go back just briefly though all of the donations of course just a reminder of everybody the reason why is because of the robotics teams that will be going to dallas texas in may um the four teams from shark creek and then one team from northfield and i will tell you that there'll be a long list of donations uh next time may 10th so that's great to hear but i just want to make sure it reminded everybody why some of those donations have been improved i guess not all of them because one was for ffa but um still trying to find that trip for the kids to be able to go for the school recognition and i also say mrs
004moore will be here but she's running a little late because she's at a robotics meeting right now and she texts me and i know she has some things on here but i'll go ahead and share those also but i will start off the ones that i have first of all i just want to share that the ihsaa every year sends out a 2021 in this case the 2021 annual report raising the bar and it's really really neat because i always look to see if there's any pictures or anything that has anything to do with us and they actually have a picture of the northfield girls softball team on here and it says norfolk beat the four highest ranked teams in route to their first 1a softball state championship and so just to show you that
005it's just pretty cool that uh we made the annual report so not every state championship team uh meets it but northfield did so congratulations again to them and also of course listed everyone would be a part of this though for softball 1a addison baker was the um mental attitude award for spring sports for for that uh for softball so from the indiana prom bureau insurance so i thought i just want to point that out that's really cool we get these each year and they made it and i know another superintendent a local superintendent also mentioned it to me after i already looked at it but other people see it and also make note of that so congratulations to them also i want to uh read an email that was given to me um a lot
006of times there's questions about different things but sometimes there are very very good positive things and this deals with jake snyder andrew mcdaniel and it comes to us from the community foundation walrus county from joe and case who does a lot with the 529 uh plans uh for our students it says you already know this but i wanted it well it says hi mike you already know this but i want to tell you what a pleasure it is to work with jay schneider and andrew mcdaniel over the past couple of weeks they have arranged several opportunities for consent students to complete the university of michigan survey instead of turning everything over to me a stranger to most of the students they took attendance and tracked down the missing students and they also arranged makeup times
007they treated the initiative like their own project and the students fell right in line my job was easy and i greatly appreciate their thoroughness and energy behind the scenes we had a couple of tech problems but they were definitely you burn your diversity of michigan problems not msd so thanks to aaron hayden also we appreciate working with you and your team for the benefit of our students have a wonderful day to join case program officer so it's always good to get those emails i probably could share more of those but i thought i'd share those uh for aaron and for jay and for andrew because they do a lot of work to help that work out jay steiner would like to share that norfolk received notification in the indian department of education on wednesday april
00820 that northfield was successfully renewed their designation as a family-friendly school for the 2022-2023 school year the family-friendly schools designation focuses on addressing the academic physical emotional and social needs of students while providing the needed resources and fostering the active involvement of their families through schools and the community a thank you to mr ellsworth for working on this renewal for northfield jerusalem high school and also just a reminder that sharp creek also received that designation this year and for the first time that was a renewal and for the first time metro north elementary this is something that you have to apply to the state but also the list of various tasks that you have to complete to be able to be recognized as this designation so we appreciate them doing that um the choir saying
009this is also the acapella choir saying at the isma's choir organizational contest at normal high school last saturday and received a gold rating in their division a select number of eighth grade uh eighth graders was also joining the group for the performance this is the first time that a cappella choir received the isma rating since 20 2003 and we are excited to be able to bring this to norfolk once again so congratulations to mr johnston and all 14 singers we are very proud of your hard work um and this is from mrs moore so she's not here yet so i'm glad to read it for her so while sitting at the track meet on friday a staff member from charlotte creek gardens shared how amazing our little norse preschoolers were during their field trip to
010the gardens last week in spite of the rain and cold our preschoolers were excited and engaged and incredibly well behaved there was not a single complaint or whine about the cold and rain was that adults too okay that must be the answer right there i was also shared how engaged our teachers were with our students very short wait times preschool teachers practice rhyming counting and sorting skills i only did one of them so you got two more so no i told him while you were you were at the robotics and we talked about all the donations there and i just finished the first one talking about charlie creek gardens and how they talked about our little norse preschoolers and so i did ask the question though if there was any whining going on from the
011adults you said students so uh okay so you've not done about little norse enrollment for okay um so i just wanted to provide you with an update on our little norse registration we have currently a wait list for our little norse threes our little mars no our little horse threes our little ninth threes our little knights fours our little minus fours and we're this far away from having our little norse force those three classrooms at capacity as well so and we'll just continue to get more and more which is exciting we've always still had a few openings as we've headed into the summer that we've then built so um super exciting next tuesday is our little ninth open house and during that time go to the meet two of our little nights teachers but then
012also sign up and apply for online pre-k which if families that qualify we'll find them 100 and then um and then the other thing that i had is our elementary summer program registration for that was underway and as of 4 30 we had 128 elementary students signed up for a variety of programming 48 for half day which is academic support um 35 for a full day which is academic in the morning and then the afternoon is enrichment with ymca 23 hormones in action level one which is just staying in our community and surrounding area and then mine's in action um two we have 22 [Music] tent [Laughter] like [Music] get in or if somebody's on the wait list someone will have to cancel or not show up and then we'll invite them on let's do
013so don't worry but it's it is a great thing um see if i can make room for those additional kids but we there's not capacity okay all right well our next event tonight is to do the spotlight so if i could have the spotlight participants [Music] um so mrs amos actually nominated mrs meredith and so um it's great to have this team the comrades together and so i'm going to go ahead and just turn it over to the same as to share a little bit about what you said about mrs meredith stacy is a compassionate grade level leader she serves littles with every ounce of love and grace possible stacy treats the students as her own working with her is a joy she always has a positive attitude and a laugh i love her leadership
014style as she's willing to share her health daily she checks in on us she gives us stuffed little gifts and always a hug when we need it stacey's such a light at the end and we are blessed to have her as a coworker [Applause] she was meant to be a preschool teacher and i can say that as an administrator and as a parent um she had the pleasure of having a principal's kid one year isn't always the easiest um but i knew then the dynamic educator she was and then just to see her in this preschool role is where she is absolutely meant to be um she's kind and warm and loving balance was firm and fair which isn't easy to do um because if you're you know four-year-old since i still love you even
015though you know you did nothing so um it's a difficult balance add to that she's incredibly knowledgeable about what is developmentally appropriate for and i learned a lot from her in those regards because even with an elementary license you don't know what the little ones are learning to do most importantly she's a champion not just for her students but for other kids in our building she partners with jesus donaldson's class where they read to each other um second graders which is just exciting and when we are having student meetings is always like well send it down they get rid of my little ones um which is just exciting that not only are her kids able to take risks any student in her ability and just welcome in her room to be a risk taker as
016well because she was um when we first started talking about little noise i don't even think preschool had come out of my mouth in our meeting she's like sign me up i want to that's me i'll do it i want to teach because she needed that bless her heart and souls so thank you for all of you not just our students well let's do this first though well anyway this okay it says congratulations because you have dreamed big and work hard we figured we might like this place to rest thank you for doing what you do so well but not from one to two [Music] i might be [Laughter] all right [Music] okay we'll move on the next item is public comment for agenda items only if anybody has anything okay approval minutes from our
017last meeting on april 12th 2022. i'll move you through those minutes [Music] motion and second to approve the minutes from the last meeting financials claims i'm trying to find a little quicker chris but was there like a vehicle okay we had those maintenance vehicles those vans we've had it on our list to do for a while now but we're just trying to squeeze everything out a couple years ago we got rid of one of the maintenance fans we didn't replace it and then we're down to our last one it was really slowly so we it's actually a truck um so so then we'll for now we'll still look to maybe have another maintenance vehicle at some point but right now we just have steve's vehicle and then this one he's had his for quite a
018while now yes yeah yeah those vehicles were pretty rough yes i saw a thing on there about uh the uh bathrooms of metro north yeah that particular project of payment that we made yeah so how's that coming it's going along well we have our next meeting next week we meet twice every two weeks and they are finishing up the first phase which were the two restrooms and so once those can be opened up we'll move on to the second phase which is the other two sets of restrooms um so everything's looking good nothing new about how the ornaments are payroll [Music] motion a second to approve [Music] payroll financial summary uh a couple things uh one before i forget is we are going we are starting our audit uh it's been a couple years since
019our last audit so they will be auditing the 2019 2020 and 2020 and 2021 fiscal years state board of accounts will not be performing this audit because they are so far behind that they are partnering with another auditing firm i don't know how many schools they've ever done before so this will be an interesting audit one and then two it's all virtual so we're gathering a lot of information and having to submit that so that's a new experience for a lot of us in that standpoint as well but mike just got the audit engagement letter and so that process will start i don't know if they'll meet with us in the past they've always met with us and we've had to have a board member represent that usually it's the board president but they have
020not given us any of that type of information or that's even going to be happening at this point so i just want to inform you of that uh and then any questions with that i guess yeah [Music] so is it the same i think it's put in statute that's what the fee is what was it like 700 an hour a day for federal audits and it's like 200 something for state audits which i thought they travel and all that but it's not true wow [Music] it'd be faster this time since they don't have to travel here we can only hope tongue-in-cheek it's like a lawyer that tried to make dragons so yeah so that so that will be so that it'll end like the fiscal year will be the last june 30th of 2021 so
021it won't include anything from this year that will be in the next cycle of auditing so they do it every two years and then the federal because of all the federal dollars all the schools receive that adds an extra layer on it because there's a threshold that it schools earn so much federal dollars and they have to have it audited yearly so there's upside to like the uca art it's all good it's just it takes a lot of time and effort to do so all right uh then going to the cash flow so these are the update cash flow expectations or estimates for 2022 up through march some of the things that have changed from the last time you saw this was that we did receive our reconciliation for our spring adm count so that
022would be reflected in the basic state grant there for april may and june we don't have we don't have the amounts passed or for july on yet those have not been pushed out yet based off of our estimated aem counts but i just carried what was from the beginning of the year on to the into the rest of the year except updated what those reconciliations would be for april managing uh i've also since we've been talking about classified and admin raises for later on for next school year i've also incorporated the costs uh the anticipated costs for those into the spreadsheet to reflect uh how that would look for both uh education and operation funds because a majority of those custodian majority of those classified staff raises will come out of operations as well so
023that is all reflected then in both of those cash flow estimates so the did we get we got a vote from the enrollment though so yes so the increase in the moment you would see there for april may and june would just be based off the increase of avm from the fall this spring okay when we had our february difference yes and if our adm would have went down then yes we would have received less for those months i was going to ask this later when we talked about raises but the raises would kick in on these cash flows in the june july 1st some some of them would depending on the position uh but then but uh some about about half and half some would not start until august 1st yeah there's good growth
024in the operations fund even with those but i guess we're only looking at half a year yeah it's a pretty good estimate right and so the only thing that would not include at this point would be whatever we would negotiate for bargaining for the next teacher the second year of the teacher that's all i had for cash flow all right moving on to personnel we have just a short list on it these are all under resignations and these are all effective at the end of the current school year connor hobbs teacher at southwood elementary delaying law slpa at wmap and mark mary lowry cook at northville high school that's it for sure that we included hr todd promotion the second charles favor said hi heartland career center reports meeting last week and we were kind
025of updated on a letter to be sent with the eda and we tabled that and we'll have another meeting tomorrow to go over that to hopefully make sure things line with what they expect us to be and so it's kind of a i got a leg here you guys can take a look at and see how that is done so that we can be in compliance with eda and other than that we just business as normal bed up may 23rd they'll have 240 seniors graduating out there that's amazing wow and next year they have their ass 670 students are asking to be in apartment and there's just not room and we were talking about the building trades you're wanting to add another class of some sort because there's just so much demand at this point
026a few years ago there wasn't so we eliminated one teacher and moved things around now it's coming back around that's a good thing any other programs met real strong the cna classes they're they're very strong yeah there's an end machining and uh cosmetology always that's always packed welding is always pretty fun yes you know three or four major ones like that i don't know how the auto body is but the diesel and stuff like that's pretty good so then the ag one is i was just gonna ask the anticipated number of precision ag more than they didn't give me that [Music] but they are going to hire her full-time without the grant at this point because she was hired on using a grant for two years that way and then they graduated some in the
027cdo classes and that's huge right now yeah if they were just a little older they go to walmart for 100 grand a year i think [Music] yeah what i'm going to talk about tonight is very preliminary but just won't let you know that we are going to talk about it so house enrolled act 1310 was the virtual learning um instructional day act that was passed by legislators and there's been a lot of talk about it because it talks about um the three days um that you're allowed to do asynchronous learning um not synchronous learning and so um originally it was april 8th that they were going to come out with the guidance from the state that was pushed back to last friday and now they finally released the information today although there's still a lot
028of questions with it but one thing i want to let you know is that since we have in our calendar next year for the 2022 calendar three days we'll be okay with that part of it but we also use e-learning days for weather-related cancellations and so we will have to look at that and they talk about what they talked about you know the waivers that can happen but we don't know necessarily um if that is weather related i think it would be but they use different terminologies that we'll have to find out um what that really means and talks about extraordinary circumstances in the meantime in the meantime the actual information also shared about the legislation that happened a couple years ago and that was the uh i think it was 1003 flexibility yes the
029103 flexibility waiver request grants some schools have requested waivers to be able to transition from days like 180 days to minutes and so that you can use those other days for other things like professional development and so we have been when i say we a larger group of superintendents have been uh chatting about you know what we could do and even in this it was just released today so it was interesting i'd already set a meeting with our area program and our heartland personal group the five superintendents to look together because you can go together as a group of schools or individual schools to apply for those waivers so we're going to at least investigate the 1003 flexibility waiver request and it actually gives us writing information from the indiana department of education another option
030to be able to do that instead of worrying about this virtual days and so really very confusing uh dr kuhn mr drake and myself we looked at this real quickly tonight when we received this but they don't answer all the questions but we're going to go ahead and proceed and look at the waiver um the first waiver which is a virtual to see what that's going to be you'll have to explain that more and then also the 1003 flexibility so just stay tuned um nothing no decisions nothing to bring to you yet but at some point we may bring something to you to request um some changes and we'll see how that works out but everybody in the state of indiana has been holding their breath for a long time we thought we're going to
031get all the answers we really haven't got all the answers yet that we're still working on so i don't know we are starting i learn testing so we'll hear about that and since i'm going to talk about textbooks to kind of set my side time later on to talk to you guys about that so okay that's good we will move on then to the new business and we have a recommendation to approve classified and administrator raises for the 2022-2023 school year we'll turn it over to dr kuhn but either one of us can answer questions sure um so those first three items on your agenda kind of go hand in hand with each other a little bit um so specifically about the classified admin portion since when when i first got here we started implementing
032a just kind of a two-year cycle on on looking at classified administrative salaries um we look at teachers on a yearly basis uh we kind of went through out of looking at those on a couple year basis it's helped with a lot of different things with budgeting and predictions a little bit so the last time that we've looked at class or approved any type of races for those positions would have been uh right when code started in 2020 or 2020 there right at the end of the school year and so at that point in time we took a look at a better comparison of how we match up with schools that are similar to us with schools around our area and with schools across the state and we found some significant gaps in some of
033those areas so when we did that two years ago we tried to address some of those gaps for some of those positions it wasn't necessarily kind of um the the original tint was to catch them up a little bit faster but because when covet hit we took a little bit more of a cautious approach because we were not sure how funding was going to look at that point in time because there was a lot of things happening at the state level that led people to believe that we could see a reduction in funding because of because of code but we did we did approve uh raises in those areas so coming back around this time we did a similar snapshot and look at those areas and we tried to better address a lot of those
034gaps in those areas and so what i bring to you then is a reflective of some of those areas are much improved um some areas may still fall short nobody would receive less than a five percent increase on that with that being said there will be some that may get a little bit more just because of the gap that we've seen in a comparative matter so i guess that is the kind of the recommendation then for those positions uh and how we would like to move them moving forward and then we will obviously continue to monitor those gaps and areas of weakness that we see in the future a couple thoughts the pay scale for their cooks do we struggle finding people with that so the pay scale is relatively still new um i think
035that was kind of started right before i started where it used to be a pay scale level that was like went up to like 10 15 years and we reduced it to a two level pay scale so you got your beginning pay and then the next year you're at the top of the pay scale essentially and so we've we've really tried to address both of those areas with beginning pay i think beginning pay is also a struggling issue with getting people in the foot in the door but then as they see okay the next year i'll move to the top of the scale then then by that time we're in another cycle of looking at increases and so forth so um comparatively it is an area that we have we were behind but we feel
036like we've improved a little bit uh to that but that's just that's a hard position because a lot of it is not just about the money it's about the hours because most of our cooks are just three hour positions and so a lot of times people are looking for more hours when it comes to a position like that i'm just saying transportation costs on the drive and we've really encouraged a lot of them to at one point some of them were doing that where they could also maybe drive a bus to pick up more hours and more money some of them have even been you know aids during part of the day to pick up more hours and more money so if those situations work out we try to encourage them to do that but
037sometimes they don't necessarily want to bring them uh depending on what their hours are and the time the stuff is needed but speaking of the bus driving thing then the wage increases is great i didn't know as we struggled to find bus drivers is that at the top of one two of the list of why it's hard to find bus drivers other than the split in the day and the whole the split of the days is hard the other thing that's become really hard is getting their licensure a lot of requirements and holes they have to jump through to make that happen i remember kevin let me tell him a story one time that when he was when he started there they just threw him the bus keys and he started driving the bus it's
038not that way anymore and there's a lot of regulations a lot of requirements that they have to go through that i don't think is a draw sometimes so on the first of [Music] yeah we do we we pay we pay our bus drivers comparably pretty well i mean you're talking at most they're probably working three hours a day did they do anybody i think i had a friend that i thought she drove her best for and uh she said she got benefits yeah a lot of our bus drivers don't want that benefit because then that puts them in some type of financial issue that does not work out for them so we don't offer it or do we offer it they can take it we don't provide a benefit where we contribute anything to it
039if that makes sense but it's not worth the money what's the difference between what is the classroom instructor i'm lost on that one i know what a paraprofessional is so a classroom instructor is a position that takes on more of a teaching instructional role like they prepare for [Music] lessons and things like that so like um we really started the classroom instructor position at white's when we did some of the when they transitioned to more of a uh not a virtual but an online platform uh where they're managing the classroom so it's just them and managing by themselves yes then they're not managing it by themselves they're managing with the teacher or they're making as a teacher essentially so they're providing the lesson plans they're preparing the lessons that day they're offering the classroom when
040we added the three-year-old preschool instructors we they also became grouped into that category as classroom instructor the three-year-old there's a four-year-old four-year-old still a life yeah so that is the difference between the classroom instructor and one other thing to mention too especially for you guys are a little new so when we change to this format there were like five or six different pay schedules and different classifications of all these different people and so it was it was streamlined to be able to like this and the thing was too there were not raises for many many years for classified or administrators at the time so you know obviously financially we're in the it's beneficial that we can do a lot of this now too so it's and that was about seven years ago when we changed
041the format of this and really the philosophy behind that is okay you hire somebody and we feel comfortable with they're doing a great job and so they're going to go to the top of scale right away whereas before just like chris said it could have been you know someone were 15 18 years to get to the top of scale and that really would not work in this this environment that we're in right now so it just makes it a lot better situation so it was a little tough during the transition time because some people were at the top and some people then got to the top right away but it's been transitioned enough i think it works really well so well i i wasn't getting this for some reason i don't know where i was
042not finding it you know going back to the cooks you know i just obviously all of us have employees and you know yeah it is the hard part about the food service is that it's its own entity because of the federal dollars that we give so everything strictly comes out of the food fund and so we've had years where it was red and our concern right now is that um we've been getting money from the government for these free meals and that's going to go away and how that's going to impact our food service fund and so if we're not careful that could really draw down pretty quickly and then the state's not going to reimburse us for the monies that we had been getting through this covet period and you're going back into the
043paid status for meals and that's very i mean that's right now there's no extension for free meals going in the next school year now there's legislation out there still that might extend it but right now going into it it looks like that we would be going back to the pain free and reduced status and so that free and reduced test yes we do get some money from the government but it's not like what we've been getting now and the money some of them like the money that we're spending now is not going nearly as far because of the expenses of food costs so because because i've had someone ask me about this so since we get free lunches we can't ask for people to pay because that only if it's the ala carter yes that's
044well i'm just asking because i mean i've had one person say what if i want to pay for my kids i don't want free life it's an all or nothing options know that they can donate donations they can make a difference it's an all or nothing option we either had to stay with the the paid free review status or we had to go to the three-year status because [Music] i don't know so with that being said if that's always a way and go back to being in the red where do you pull that income or how do y'all set that red money how'd you do well last time we had to uh take money out of rainy day fund and then we had to make adjustments at the end of the year with staffing to
045make it manageable you could do it again am i correct if we get too much money in there though they make it spin yes yes and that's where we're at and that's keep recruiting that's where we'll that's where we'll be at that's where we'll be at and they'll tell us we'll have to spend it down and like i said that can go pretty cool okay did you want to handle each one of these one at a time or do you want to explain yeah i can go with the second one the second one then deals with the handbook the salary handbook i gave you a snapshot so that you didn't have to go through everything you could just identify those pages so the main changes would be just the salary amounts that we just discussed
046there are some name changes there's a few things with language changes just to try to make some things more comparative to what we currently are doing i think the biggest changes there would be for those classified positions that received vacation days we wanted to do some things differently with that we may revisit it again down the road but at one point to get so many vacation days it took you 20 years to get to that point and so and then there are times when you get hired that it may be a year and a half before you got any time and so we wanted to try to um make it a little bit more reasonable and so we base a lot we base our years of experience based off number day's work and so for
047the most part it's been 120 days for our staff it wasn't for some of those classified staff positions so we made that back to 120 days and then we put in a provision for those that do receive uh vacation time that if they worked less than 120 days for that year they would still receive vacation time when the when their contract they don't necessarily have contracts but we'll call them contracts that when they're when their pay rolls over to the next year so their pay rolls over on july 1. and so in the past if we hired them in let's say march they wouldn't get any vacation days come that july one they'd have to wait until the full year so that next july one period to receive any vacation any time off and so
048we wanted to we wanted to make it more consistent with 120 days because that's what we do with teachers and other classified staff so then if they worked more than 120 days so if they got hired in february let's say and they work more than 120 days that july 1 period then they would get the five days but if they worked less than 120 days then they would get 30 days their years of experience is based off the 120 days and so that's the vacation time was related based off of those experience years i guess or time does that make sense so this is a hopefully a better benefit to maybe keeping or enticing some of those employees that they know that they're going to get time sooner than later because it really you just
049don't get employees that stay for 20 years anymore and so if we can reduce some of that time when they can get those benefits a little sooner than later that's what this is really doing the other change would be perf changes and the perf changes relates to the cooking cook position um that was not ever updated when we made perf changes back before i had even started and so the reason for these changes is to align a little bit better with what we are currently doing with our other staff the issue that we run into now is that cooks that were receiving perf had to work four hours or more well most of our cooks work three hours we do have a few that were four or five and we would keep them on perch
050but what was happening was we'd have a cook leave so then we would hire somebody or we would increase one of the person's time by an hour or so so then they would have to put on perf they'd be put on perf for maybe two weeks and then be taken off perf because then they moved back to the three hours when we replaced that position so we were just moving people i mean we're just it just became a hassle for as little of time that they would be receiving that that birth so it wouldn't change for anybody that's currently receiving turf it would be for those new hires that come in that wouldn't be receiving the curved contributions at that point in time which aligns to how we've been doing all of our classified staff
051since 2016 i believe was when that was implemented that's what the third component was on the resolution uh the perf resolution was just updating that list of perfect eligible positions so what i'm going to do then is even though he described all of these together i'm going to entertain motions separately in case there's one that you would rather not vote so i'll take a look entertain a motion for the recommendation to approve the classified and administrator raises for the 2022-2023 school year motion and second to approve the classified administrator raises for next school year all favor say hi the recommendation to approve the changes to the msd salary so almost a second to approve the changes to the mst salary handbook all in favor say all right recommendations to approve the updated perf resolution so
052uh i'll have a bush on a second to approve the updated perf resolution all in favor say aye next we have a recommendation to approve an overnight extended out-of-state trip for norfolk ap physics chemistry and calculus to cedar point math and physics day on friday may 13th so moved second focus on the second to approve the how to state trip for northfield on paris we have no unfinished business um we've been talking what you said you're going to talk about taxes well let's uh let me remind you that uh in the middle of march coordinating we talked about social studies textbooks uh and then we put those out for public consumption and then at the end of march we did math textbooks and so we've had some people from the community look at those and
053the feedback has been positive and i shared some of the concerns of the community with the teachers and of course the teachers will tell you um that we're hiring the teachers to teach not the books right and so the books are just a resource for them and they are all very well aware that their job is to help children think through that not just memorize that or move on and so lots of good conversations um i would point out um matt's a great question about florida and what's going on with their math textbooks um just the background when textbook companies tend to target bigger states for the money right and so indiana is not one of those states texas california florida new york they drive textbooks and so typically you get textbooks that convey to
054those and we just kind of get something that follows along with that but in the recent years with the whole push for technology textbook companies have gotten much better about targeting specific states with their materials and with the advent of different states having different standards that makes it difficult for them to make one textbook for a size of this all and so i reached out to the vendors just to double check it but the florida department of education has on their website a pdf of all of the books that they well i'll show you the title it says k-12 mathematics instructional materials not recommended list does not meet criteria and so i sent you guys the link to their website and i think i gave you the pdf too and so if you'll if when
055you get a chance because you're i'm sure you're just dying to read it you'll notice almost all of the titles um specifically mentioned florida because they've created that textbook to reflect foreign and so i went through and none of the titles that are on the florida list correspond to any of the titles that are on our list um and so i've reached out to the vendors just to double check to make that to me to make sure that's the case and i've heard back from a couple of them but i feel fairly confident saying that the titles for instance like pre-calculus they're one of the vendors has like five different types of calculus works um and the one that made the florida listing for calculus is actually an online book which we're buying textbooks which
056isn't the same and so i i think that puts that should put our minds in these uh as far as that goes um and i don't know if you've had a chance to look at it essentially what the complaints were on some of the textbooks especially the upper level math was that they included um charts and formulas that demonstrated um critical race or you know just just some kind of things that would be red flags for us and our school community for instance the one that comes to mind is they give you a chart and it shows you people that were surveyed and their level of racism well then they correspond that to the age of the respondents and they turn that into a formula so you get the impression that if you plug in
057somebody who's 40 and you you know you figure out the formula oh well i can see that they're going to be racist or uh and the same thing with political party uh liberal conservative and so anyway a lot of that stuff really isn't what we're trying to teach in our math classes we're just trying to teach the other stuff so um so anyway i just wanted to address that i thought that was a great question is she looking that up yeah yeah racism racist 40 year olds were once racist 20 year old so he doesn't change if they're racist they're racist so it doesn't mean you know the textbook doesn't need to go into that no and and of all the things to try to explain by formula human being is probably not the one
058right and so so uh i i with that and we've had them out for public preview for over four weeks just because of spring break and the meetings and whatnot i would ask your approval for those books for social studies and that and you see they're listed there all right i will do that as new business then so i guess i would entertain a motion to adopt the math and social studies textbooks that mr drake has brought us soon motion and second to approve the math and social study textbooks all in favor say all right bye okay now we'll jump that back down to unfinished business which we have done um and then board policy uh second reading and the vote for the uncompensated lead policy so i put that up on the screen again
059um you can see what is proposed and what was the present and did not receive any other comments or questions about that so i just i would like to make a recommendation that you approve the new uncompensated lead policy so ocean second to approve the uncompensated leave policy all in favor say hi all right public comment on any items okay any items from board members it's just standard i think it should be mentioned maybe that as we give races tonight to administrators that it's responsible as a board that we evaluate mike's salary level and we'll discuss that and pursue raising that in the near future right because we left them off of christmas anything else all right