001grace okay we are now recording good evening everyone i am amy mcmullen the chair of the windsor southeast supervisory union board and i'm calling our regularly scheduled meeting to order at 6 33 and are there any changes or additions okay we'll do the first thing i see michael and jaclyn are here so they don't have to write yeah that makes complete sense okay you can do that um so i will take a motion to approve the minutes from june 27th to approve the minutes is there a second second elizabeth okay uh are there any changes additions um clarifications necessary to the minutes hearing none i will do our roll call starting with anne-marie davis hi elizabeth i jamie i am staying i was on vacation okay and nancy i abstained because i lost my head
002and forgot to come [Laughter] thank you very much next we have public participation on items not related to the agenda if there is anyone in our public who would like to speak on anything um now is your time hearing none and seeing no hands being raised this is also time for board members administrators to make any sort of announcements if there are any uh i'd like to just comment on the superintendent's corner i think that's great i really appreciated that um who's the is anyone can access that right the community the parents because that's everyone thank you for that i really appreciate that and i wanted to thank larry um it is so much more user-friendly the way to access um this the information now so thank you no problem and uh i've heard that
003from a few people since we did it july 1. they were kind of surprised like people didn't know about it you know they said oh that's everything's on one page i said that's the goal and we can run analytics it tells me how many people have viewed it oh okay which is pretty awesome you get emails that people are reading it that's great thank you um we are moving on to the administrative report we have our woody audit update yes um i won't share my screen yet because i think michael are you or jacqueline are you going to be presenting a slide deck tonight i will yes so i'll wait but i can introduce um this is jack jacqueline williams and michael moody there from insight education they are going to be helping us with
004our equity audit our internal team of angie katie and myself met with the team from insight education two weeks ago and did a preliminary discussion of what what it was going to entail and invited them to present tonight and they'll um there is one more team member i believe uh lean england that's going to be joining at some point to help with the process but it doesn't look like she's here tonight so she's out this week but they'll actually be a few more members joining but she'll be leaving the work as well so so michael i'll turn it over to you okay great yeah i think it's okay with everyone i'll share uh do this extreme sphere i have just a few slides to provide you an overview i'm happy to provide the slides after
005the fact as well okay can you all see my slides i can't see perfect okay i can't see anyone right now while i'm sharing my screen so feel free to jump in just kind of shout or turn your audio on i'll share a few slides don't stop screen sharing so i can see everyone we can do q a but we just thought it would be helpful to give a quick overview of the process and the team and then we're happy to answer questions as well my name is michael moody i'm the founder of inside education group um we're all educators by training kind of we've been teachers um coaches school leaders i was the chief academic officer in washington dc uh for a number of years as well um and this gives you another as
006an overview of the team um so you can see myself jacqueline williams is joining jacqueline is an analyst in our team jaclyn's is the is the brain behind the research um they'll be doing much of the analytics and analysis of the research as we get into the process and really facilitating some of the work kate england if she's on vacation this week but she'll be the what we call partnership manager it's our project lead essentially the way we staff our projects is we always sign one partnership manager that way you don't have to worry about who you're talking to we'll have multiple people on our team involved in the process from analysis of data to stakeholder focus groups um so there'll be multiple people involved but if you need anything have any questions along the
007way kate england will be the primary point of contact she manages us so you just have to go to her you'll have her cell phone and email and she's a she's a senior member of our team as well she's been a chief academic officer as well in hartford um but also educator by background and she manages our equity out of work and so she's quite familiar with the process and all the tools that we use this just gives you a little sense of who we are i'm sorry go ahead i'm sorry um what does cao stand for chief chief academic officer academic officer okay right i've misunderstood you when you were saying that thank you oh sorry i i was speaking quickly yeah chief academic officer this gives you a sense of who we are
008um i think i've already alluded to some of the pieces you know as an organization we've been engaged in our own equity work for about a dozen years it started as our own professional learning um and it was through that work that our team was like you know we should be doing this with our partner districts it's work that's really valuable to to the work we're doing we've all kind of had the opportunity to sit in that learner's seat when it comes to the equity work and so all of our team in addition to being educators we all walked kind of in the shoes of the equity work we do the work continuously ourselves um our own professional learning um but as you can see we engage with our partner districts quite extensively in both
009equity out of process but also the work around implementation so we do a lot of professional development with educators um relative to equity and all other sorts of things we do a lot of strategic planning work in districts as well helping them connect the dots between the equity work and the strategic planning process but essentially our organization for about 20 years has supported deep engagement with school district partners um we also know that the equity work requires all stakeholders to see themselves as critical partners in the work so we'll be coming to you the board and asking lots of questions and doing a focus group with you all relative to this work but we'll also engage parents and caregivers educators within the district support staff um students as well as the district leadership really to
010get a really well grounded view of the equity work as it's happened in the district to and also as it should happen in the district kind of identifying any opportunities to address inequities that we might find and we've all been practitioners there's not anyone you'll work with at insight who hasn't been in a classroom both as a teacher many of us have been school leaders district level leaders but all of us kind of we're educators by training and and kind of are quite passionate about what happens in classrooms when we think about the equity out of process what we'll be engaging your district in we ground our work in our equity framework we built this framework probably three years ago just before covet actually because what we're finding is there was a lot of emphasis
011on the professional learning aspects of equity particularly with school districts but maybe not on all the elements of what districts could be focused on relative to equity so you'll see here there are five domains in our rubric we talk about opportunity and outcomes quite a bit um but we really want to situate our work in understanding what are the beliefs practices and policies that drive the work and then how do these five domains really situate themselves to dig in and so i'm giving you this is a more granular look the same five domains just presented a little bit differently but what you can see here are the bullet points below and so if you look across each of these domains the pull points give you a sense of the types of data we'll be looking
012at and the type of analysis will be trying to do relative to each of those and you can see on the first one structures systems and resources we'll look at policies and organizational systems we'll look at strategic plans when they're available and really try to unpack kind of where's equity show up in those and then allocation resources which hits budgeting and resource allocation relative to central office i won't necessarily read all the bullets to you um because we'll be you might have had this already because this uh framework is included in the proposal and i know that you all approve the proposal so you may already pretty be pretty well versed in them but i want to show them because i want you to understand and kind of understand how how we approach the work
013and also the domains with which will look when we get to professional learning we'll look at professional learning that's already happened look at alignment and integration of other professional learning initiatives um we look at culture and climate we'll definitely get a sense of belongingness we'll ask questions of educators in the district students in the district parents and caregivers of their lived experience relative to the work you're doing the district as well but we believe that each of these five domains will help us get a pretty well-rounded picture of the work in the district the other thing i'll emphasize here just briefly is you know it's it's likely that there's some work that's been going on relative to equity um we see this in many places so we don't walk in with an assumption that this
014is a start from scratch um type of process part of the reason we meet with district administration particularly before we even start is we want to get a real sense of what work has already happened what might be pressing issues that you'd like to get a sense of um get to collect some data around and so we'll do a lot of pre-work before the process begins to make sure that the equity audit process is really tailored to the needs of your district really going to meet you where you're at um oftentimes we do some sort of assessment of work that's already been done so we can gauge how effective has it been if it's been effective great how do we build upon that work or most of it's been affected but there might be pockets
015of uh opportunities for growth and if that's the case then we'll dig into those a little bit and talk about the trajectory for the work moving forward but our hope is that it doesn't feel like we're you know we're not um paying attention to the work that's in process in the district rather we're really getting good sense of what's currently going on the district and where's the opportunity for growth and how might you look at this for years moving forward and we'll end with the report with recommendations relative to each of these domains and how the work could look moving forward finally just give you a quick sense of the timeline and then we can open up to questions we start with the review of the data we believe this data review really helps us
016start to identify where are there opportunities for growth are there an equities that show up do we see disproportionality in any aspects of the data it also includes a kick off from our team to really get to know the district a little bit more how do you get to know our team as well make sure you know the people behind the work and examining district existing district initiatives phase two then comes after we do the initial data review when that data review will get insights into what's going on in the district it'll give us more questions probably to ask relative to different stakeholder focus groups so we'll do surveys these will be anonymous online surveys we'll distribute them across the district both internally and externally to stakeholders as you've identified and we'll deploy those surveys
017really with an effort of deepening our understanding of what's going on the district relative to the data but then preparing us for phase three which are stakeholder focus groups and these allow us to go one level deeper so we've done the district data review we've we've analyzed the data relative to the stakeholder surveys we have a wealth of data at that point um what we'd like to do then is talk to people get in into your schools and districts and really meet with different stakeholder groups we'll meet with the administrative team at the district we'll meet with school leaders with educators support staff we'll do meetings and stakeholder focus with students groups and also parents and caregivers and if there's any you identifying the in the phase one so sometimes our partner districts they're working
018with certain nonprofits or um they have certain external partners who provide tutoring for example or other services to the district anyone you think that would be valuable for us to speak to relative to this work we'd like to talk to them to get a sense of their perspectives of the work what's been effective about it as well and so phase three will be those stakeholder focus groups and then phase four will be the development of the report um the way we build the report essentially is going from phases one through three really dig into the data we present findings relative to each of those five domains we have a research base so we'll essentially say kind of when it comes to this domain here's what research says is best practice um what we should be
019paying attention to um then we'll present the data and the findings which will include not just kind of quantitative data but also qualitative data you'll see quotes from students and teachers for example what we try to do is really paint a picture and help understand the data says this and here's what it looks like and feels like for those who you support in the district and then we will present a report with recommendations as well the recommendations will be over generally it's a two to five year period depending on how aggressive the work could be but really trying to help not just say here's a bunch of stuff you could do but here's the timeline in which we think it would be effective here how we might stage the work here's a great starting point
020for the work in terms of recommendations and so phase four will be about that report at which point we'll vet the report with you all as a team um and then we'll help make it available as you like um so sometimes boards just like to take the report and kind of do with what they want we've sometimes presented the findings at a board meeting if you want the public to have access to as well and so we'll follow our lead your lead excuse me in terms of how you want the findings to be shared but just know that the report process will be several stages where you'll get to look at the report and give feedback on the report as well sometimes on the report folks look and say that feels right but that doesn't
021read well to us we're not sure kind of we understand what that means and so we might go back into the data we might hold one more focus group but there will be an opportunity for us to get feedback on the report itself to make sure that we've captured everything effectively and accurately as part of the process so with that i'm going to stop talking and open it up to questions and see if we can't help answer any questions relative to the work itself and i'm going to stop sharing right there so if anyone has questions they can just raise their hand davis uh yeah first um you know dr moody i want to thank you that was there's not a lot of details i think that weren't covered in that uh that overview so
022i appreciate the uh the exhaustive amount of work that goes into putting that all out um i guess the only question i would have is uh when it comes to how how the report is presented and i know that you you know you've said that we can kind of take the lead on how that is are there any methods or or modes of presentation that you've found have been more or less successful for uh districts that you've worked it with in the past um or is it is it kind of a you know different strokes kind of situation you know there's not really like a one-size-fits-all solution to that there's not necessarily one-size-fits-all and jaclyn if you have anything to add please feel free to pop in but you know there's there's not one size
023fits all but i would say you know when we found it to be most effective generally the i would say two things number one there's some sort of engagement process with us and your team up front to make sure you fully understand the report you're you you believe kind of what you're reading and if if they're things that make you scratch your head you understand why they're there and actually we can show data to support that and so we want to make sure that you all as a board and a district administrative team fully understand the report because once it goes public you know obviously there are going to be lots of opinions about a lot of things in it and so we want to make sure you feel prepared to do that we've also
024found it quite frankly the most effective when you present the findings versus us um and we're happy to do it but and the reason is when you know when you present findings your stakeholders know you they understand they know who you are um you know they either elected you to office or their stakeholders because they're teachers or parents and in the district itself and so the message coming from you tends to read a little better um and also it helps everyone understand how you all as a district community are engaged in the work and you know oftentimes people are worried that it's going to be a report that we kind of drop in your lap and kind of walk away and say okay great good luck with that and you're left not knowing really what
025to do with the rapport and that's just not how we operate we're we're support organizations so um you know we we oftentimes partner and collaborate on things like the presentation itself so if you all had a board meme you want to present we'll oftentimes build the deck for you sometimes we'll do a mock presentation um so we can we can bet questions that may come up from the community and you feel prepared to present those to the community in a way that's most effective but you know i think community members especially often want to see that you're engaged in the work and you're not passive bystand the equity work is challenging especially right now the kind of political context is quite hot as i'm sure you're well aware um and so we we like to
026anticipate all kind of everything we might see relative to an equity audit process and the report of findings as well so you know the i would say the kind of the best case is typically us working together to collaborate on a presentation style we can help build the build the collateral that you might need sometimes it's a one pager that you want to hand out sometimes it's a powerpoint sometimes we'll do a video presentation and we'll give it you know a 15 minute video overview of our presentation findings but then you present it and you can kind of lay the context around that free community as well and so i'm not trying to be evasive at all what i'm trying to say is you know kind of we want we want it to feel like
027it's appropriate for how you typically share these types of um findings with your community as well and sometimes districts go all out and kind of depressors and all that and sometimes they keep it a little more tight because of the nature of the report and the fact that you all have structures and systems already in place of how you share this work and so we'll work with christine and others to make sure that it's suited to your your contacts sure yeah thanks for that uh yeah of course there's a pretty wide breadth of how we can go about this there is and we've seen districts yeah rebecca um thank you that that was a a very helpful presentation so i have a couple of questions um um you're aware i think you've had an opportunity
028to read that you would be working and interviewing four different communities and okay um and um correct four different communities so i just wanted to um ask you um what are you looking at right now as a time frame you know when do you think you can you will start and um i know you mentioned um interviews with families and students so i suspect that part of this is also going to go into the school season when this the students are in the school absolutely jacqueline i saw you come on me you wanted me absolutely yeah i'll be happy to take this one um so you're referencing two sets of um stakeholder engagement so i'll start with the very first and being the stakeholder surveys and our intention is to of course to work with
029the district or the supervisory union in which time frame works the best but right now what we have outlined is mid-september to october to conduct the stakeholder surveys and you did allude to the four groups in which we would be surveying being school leaders on district leadership wanted as well as parents and caregivers and then secondary students so we do try to limit the student engagement to secondary just to be able to make sure the content is appropriate and that there's enough experiences to be able to truly answer to what we're asking on those surveys which are truly about what the processes are around equity what that might look like in the school setting as far as curriculum and engagement's concerned so we do try to really see what the lived experience is like based
030on those five domains that michael was talking about earlier in the presentation after we conduct the stakeholder surveys we are looking to conduct follow-up focus groups so part of that would be going into october november if need be we try to keep a three week time frame for focus groups to make sure that we're engaging as many parent caregivers as well as secondary students as possible but when we start working with school leaders or school staff whether that's certificated or certified as well as classified we try to make sure that that fits in a schedule that's already kind of set for educators and staff so we're not kind of getting them outside of school hours so again we would try to do that later in the fall being october but if we feel that we
031need to collect additional data we will extend that to november if need be but again none of these um timeline changes will occur without you know making sure that this is something that fits for the district um if that doesn't answer your question i'd be happy to kind of add some more just let me know um what i can clarify for you the only thing i would add is um your our goal well i'll go ahead and have a report in hands finalize before you go on holiday break um we like to get it into this year that will get into anticipation of you know after the holiday oftentimes folks go to planning for next year the budgeting process all kinds of things that might have implications relative to this work and so our hope
032is that you have a report in hand and it's doable depending on your timelines but um we want to get what we'll probably do is do some engagement before school starts collect as much data as we possibly possibly can give everyone a break to get schools open which is important and and let the bus settle a little bit kind of like everyone gets settled into school and then we'll pick up the process again and that's when we get into this surveys and stuff because then people will be settled in and then we can kind of use the early part of the school year to get collect that data thank you nancy um i want to follow up on rebecca's when we get the report is it is our district as a whole or do you
033break out the various schools that could be very different from each other in the various communities we will give you a report with the district as a whole but the data will if the day if we see disparities in data or the data looks different across those different communities that's stuff we'll highlight in the in report itself and so and that's not uncommon oftentimes you know even in more kind of quote-unquote traditional districts uh with the single community we'll oftentimes see this just you know disproportionately maybe between secondary and elementary or across different schools and it will give when we see different school data we're like oh maybe that school leader is doing more equity work than the other or something like that so it's not uncommon for us to really even those one umbrella
034to really find um different different findings kind of within the larger kind of the supervisory unit so we would definitely have it would be one report but we would if we need when where it's appropriate and when we need to we'll definitely pull out data and kind of cite data among those different four communities as needed thank you elizabeth did you start to raise your hand earlier no any other questions or comments i can share we're gonna we have a meeting with on the team the administrative team has a meeting uh august 11th i believe in the morning so we're going to get started oh one yep we're excited great well thank you for sharing the information and how the equity audit is going to work it's very good our pleasure thanks for having us
035we're looking forward to supporting you in this work so thank you thanks for doing the work too this is really important work and districts tend to shy away when it feels a little controversial but i appreciate your commitment to it i think your students will benefit for sure so thanks it's very important work so thank you for helping us thanks michael and jacqueline you certainly are um it's okay if you believe us thank you so nice to meet everyone good night that was part of my report okay so i'm just going to skip ahead because we just did the equity audit update um again we'll get started in the next couple of weeks and we're pretty excited they're very organized and um experienced teams so i feel like we're in really good hands right just
036this presentation they're they're ready yeah they're ready to go and they do this work very expensive yeah um just a couple of um little things we i received an email from the hartford area career technical center advisory board and apparently there's always a representative from um the board that goes to these uh their i believe or meetings a year right and it's usually from now this technique school it is the amount of scuttling okay so we can we can talk about that scott and ebay anybody that's on that board can think about they want to be the representative um yeah i think that reports somebody already agreed yes perfect yeah i think we do that at reorganization okay so i probably missed that that's okay so it's bill okay and that makes sense because he's
037already up there yeah excellent okay um just to keep you in the loop we've been doing a lot of work this summer and when i say we i mean mostly brittany but she's leading a lot of the front line work on the back end for us but i wanted to let you know we've been having meetings with them to get our professional development forms and the system in place for new for new staff they'll be using the system all the mandatory trainings are going into it it's pretty slick and it's going to be really efficient but there is a lot of work on the back end getting people in the right groups for um uh approval on different forms and brittany's taking the lead on that angie and i just kind of kind of watching
038off it's a tremendous amount of work it is but it's going to be great it's so good and it'll give us the data that a way to capture data that we haven't had before which will be really important um for us in terms of our plans and our compliance and all that stuff that we do so yeah it's good stuff and it will be set up so that there are trainings all staff have to take um in the spring i think britney shared this when she reported uh she did a survey of all staff what trainings they've done she's created a system where she can keep track and place people where they need to be so that they're you know not having to take trainings multiple times they have a lot of voice and choice
039in what they're taking but what we're going to be putting into the system eventually will align with the strategic plan goals so when you're signing up and i think it's my learning plan you can go in and select a particular training and it will you know it'll ask you which goals it aligns to um so that people are doing you know we're doing the work that we need to be doing together yeah there's also some options for other things i mean there are specific things that teachers sometimes need to work on um personally and that will be incorporated into that system as well so pretty exciting i was familiar with the system um similar to this um what was also very good about the system was that the person which would probably be potentially eventually
040brittany kept um dates of teachers re-certifications so if my recertification was in three years i needed to over a year period complete whatever however many units and every year this person although you were monitoring it yourself but this person would also monitor this with you um and and that third year when your recertification was due um you needed to make sure at that by that point your um your three-year package had been reviewed over every year was signed off um and you would have all of the units necessary for you to become certified and if you didn't i mean fall into that plan i mean it was like you know not not not you know it was dealt with but i but it was really it was helpful yeah because i think what it helped
041um some of the staff do is like they had someone else that was helping them sort of monitor this as opposed to it all being on you and saying oh my gosh you know i have like 60 units left or whatever and i only have 30 of them um because i i've just been doing so much of this that i haven't been able to get to that i just wonder if that's something maybe it's it for britney to think about i don't know what the what the program looks like but i thought it was really helpful um because also whenever professional development opportunities were offered by the school you had the opportunity to say you know i i need like three more or whatever and you would sign up for it and so it was
042a way for the school to continue to provide the professional development that teachers that staff needed um and also help them help staff monitor um their professional development over the whatever three four year period and make and also make sure that the staff was recertified at the time that they needed to be they were required to be yeah yeah having structure to yeah people stay in line and not have to keep personally keep track and keep looking at a calendar eventually it's going to tie into our supervision and evaluation oh yeah and by the way all in and so it will and i think it's a very was that um sau6 yes yes you were part of it yeah it's very similar from what i've seen so far okay yeah that was because i i
043think that you know but i think the person who did it did it full time yeah so i i don't know yeah if you want to we recertify every five years so it's even more documentation i would imagine i don't know how new hampshire works but i think it's less time and so it's fewer i think it's through your stuff fewer things that you have to keep track of but what is really cool about the system that we don't have is so if they do local pd and then i present them with a certificate uh if they don't grab it out of their email and put it in a folder in their drive or print it then i'm getting emails from people kind of in a panic where are all my certificates and um you
044know it's only due to my organization that i'm able to provide any like sometimes they don't have titles on it like i don't put their names on them but um this system will keep track and if they take a course it also will uh remind them to up like they have 30 days or 60 days every day 30 days to upload their evidence their certificate then it's all right there with them for them yeah so um it's like you know it doesn't do a step of putting it into the vermont system for them but it's all right there and we're also trying to make our any other local pb the write-ups that have to so they follow the same format as the write-ups that they have to do in the vermont system so it saves
045them a step if it's all right there on their certificate or something they can access in the system it's easier if they wait until the last year before their certification then they have to crawl 90 credits in which you know how that happens yeah right it doesn't it does it does this this will be user-friendly yeah nancy you have your hand raised i'm okay now thanks okay great all right i'll we'll keep you posted we got another training on friday so we too on the employee evaluation system it's the other side of it all right moving forward um so angie and i have been meeting with this group called the first friday group i don't know if you've heard of it but it was um it's led by mike nicholson some of you may remember
046him he was our consultant from battelle who worked with us on our um our portrait of a graduate work and our strategic plan and when the pandemic hit we just all started going to zoo meetings friday afternoons and talking about how to grow student agency and voice and choice in our schools and it's a group of people from across the country um who are passionate about this work so they've been really um excellent meetings and angela angela angie and i went to um we drove to virginia to see mike in action at a school on implementing some of this work with administrative teachers um so we've been in touch with him and we um before david left we were engaged in conversations with mike about how we could go about moving this work forward with
047our teachers and being able to provide some support training because it is a shift when you're asking teachers to let go of control and let students lead their own learning that looks very different for many many teachers and it's scary and um [Music] it's hard hard work um so we've been meeting with him um regularly and we have a proposal or plan to bring to you tonight with that includes mike nicholson which will look like um he will come to vermont four times um and maybe we may be partnering with another district that in vermont so when he comes we people take advantage of his work with us but the last time he spoke to him we said you know mike it was very clear in one of our sessions with mary gannon that we
048don't have a clear and compelling vision for our su and is that is that work that um you do with districts it seems like it should tie into the strategic plan and we've done all that work for nothing right they should they should align and we had lots of conversations about how our strategic plan really it is our vision it's just not you know it's not clearly articulated um in a short succinct way or fashion um so we would like mike to come to vermont work with our teachers on student student agency on those same days when he's here he would like to engage a parent group to talk about this topic and need to work for the parent group and he would like to do some community forums with us and work on our
049vision over the course of the year and um so we're really excited about that because uh those of you that know him know how how versed he is in this work the research he does um around student engagement and student agency and you know the things that we're learning now about it and i've attached so excited i'm getting myself so there's our plan forward with him he is no longer with patel he's he started his own um organization called learning inspired and um that that outlines what we'd like to do with him this year but i have attached and i'll share this with you a couple of things that he shared with us about the research on student agency and does that impact academic performance and the research is starting to come out on on
050that topic to show that it does and it increases not only academic performance but student wellness because when students have some control it's not funny um there's like adults yeah yeah so i've attached a couple of articles we don't won't get into them tonight but you can certainly read them at your leisure they're pretty interesting uh the proposal for the atlantic article was actually written by a couple of people in the first friday group um so so that is our plan for the year it ties right in i'm going to go to the next slide and i'll i'll take i'll take questions um it ties right in to our work with mary gannon and the visioning work that we talked about with her she um she is willing to actually work in consultation with mike
051he gets the visioning started we get the equity audit back and she kind of comes on board and leads some it helps us lead some of those community forum um discussions that tie the vision um to the equity work um so that's our that's our rough outline um i'll go back and take questions on i thought rebecca had a question on that i did um i just had um i needed some clarification because i think in the past when i've heard um administration talk about um i guess the battelle organization um i was under the impression or understanding that supposedly they were going to return and provide supportive um work to the school district so my question is um is are we now talking about mike separate from the tel plus patel patel and is
052continuing the work um i want to say it's the same work without patel um yes and and so we would our preference would be to go with mike okay so you so what you would consider is not continuing with blessings with patel but considering you know mike as that um fill-in for mattel yes he he came he did the work with us i mean he guided the portrait work he wrote the strategic plan with us he's done all the research he did he swat analysis he knows our community he knows our team um and i i can honestly say i've never seen anyone as passionate about this work as that's mike nicholson he actually we weren't able to go but he did a um a summit for um people all across the country that are
053doing this work he just uh it just it happened during our administrative retreat so we weren't able to go unfortunately we really tried um but brought these people together to talk about this work and how to move it forward and how to support teachers and communities because as you heard at our the forum we had in the spring it's a new concept for parents as well it's not the traditional um student sitting in in desks listening to the teacher deliver information and there's a place for that and we're not saying that goes away completely but you know we want to engage our students in doing the work and being curious and passionate about what they're learning and integrating the curriculum um and and being able to um engage in the learning in a way that
054works for the student so uh my mike leads that work so yeah it would be he would be our choice to move the work forward i don't know if you really have rebecca no i was not but i i do remember some of the conversations afterwards about it so i i was that's i just needed clarification on that i knew that you were gonna i knew there was an interest in continuing with patel so i just wanted to know we're now talking about mike instead of patel so we are okay yeah one thing i think that's worthy to know is that the uh work that we do with the staff will also be optional because we are modeling for the staff what we want them to what we want them to be doing with their
055students challenge by choice you're interested in this work come and find out what it is we're having four sessions come and learn about it support each other we're gonna have students there um and it's just going to be i think it's going to be exciting challenging and um fun and interesting so i think it's going to be the best work we do all year and he will connect it to the y i mean he took us through that process when we were working with him for the portrait you know the the world has changed and education needs to change to meet the needs of 21st century learners and workers um and those skills that kids need to go into college or the workforce are very different now than they were you know 100 years ago
056and schools were kind of created for what society needed at that time so he has some incredible research around that and and some very um i mean videos that just kind of amaze you when you watch them wow yeah yeah so wow yeah yeah so we are really excited um and we're we're looking for the board to kind of give us the go ahead on this plan for uh the work for the course of the year it will take you know if we do it right it'll take the year to get to that clear and compelling vision with him and he'll take those four sessions with the community and the staff and the students and we want that we want to get it right right so we don't want to rush it so i would
057love to hear what you're thinking i don't think we need emotion but just you know well i think the work that we've done so far if we were to stop it would be really disappointing for everyone who has done the work yeah there's a lot of time and effort put forth and the fact that we're doing the equity work and we we absolutely have to have flexible pathways for our students and not only there's that law thingy right but there's also it's i think it's morally correct you know to to provide all the educational opportunities for students based on how they learn what they want to learn parameters of course because there needs to be a foundation but at the same time if it's just if they're just if a person is just put in
058a chair and said okay listen um they're going to rebel and they're not going to be the best that they can so i i think we need to work move forward with mike nancy your hand is raised yes i think this is just the next logical path in the way our school and our boards are working and i think it sounds wonderful and exciting and i i can't imagine anyone not wanting it but um if you're not going to take a vote that i'm a definitely yes please go ahead excellent i think it's so important i what resonates with me besides what amy shared is the piece that they um that he's willing to work with the community because i think that um many of us are in in many ways understand that the value
059of flexible pathways and um but i think we want to get parents on board we want the community to understand what that word means that and i think that um we need to have those conversations with them we need to bring them in we need to um get them get that information to them on the superintendent's corner they you know they need to know okay it's coming yeah the school is talking about flexible pathways what does that mean oh yeah the fact that we've been talking about flexible pathways for about eight years yeah i mean i i it would be great to be able to to to poll you know a couple of parents and say do you know a flexible pathway so i think that the idea that he's willing he's saying this is
060not just working with staff this is working with your community and also asking students what is your experience yeah and he i mean that was mike he said i need you to get me a parent group and you know he'll work with staff on their half days uh their early release days we work with a parent group and he wants us to form that group he wants to bring people in and then he'll do the forum on top of that for the larger community so if you have ideas of people that would be great on that you know i'm calling it a parent advisory committee well we may use them in different ways as well they've got some other things um just send sending my way getting a list together now so that may be
061a great idea also to to have this parent advisory group and but not make those parents feel like i need to be at all those meetings i need to do you know right and say you know we you know there's a large group of you and some you know we don't want you to feel burdened but we but we want you at the table and so you know we're going to work with you so that you can be available for certain things um and not for everything but i i think that would be also a very different way of thinking of parents teachers is so associated you know what we what i grew up with you know pta right right um and we'll feed them get them something we will we'll feed them while they're
062there for sure crackle off of that okay um it's does anybody else have any comments are we good to move forward with i i also want to comment on you apparently mary gannon has been engaged in this conversation and she feels that this is something that she can also support and work with yeah that that bringing those parties together would be powerful and and helpful because they're all seeing parts of our community right that um and bringing that together with yeah and we did we talked to both of them about you know um giving students voice and you know bringing them to the table and having conversations it is about equity right it really naturally goes together so um yeah she's on board um and i i we did meet with mary angie and i've
063been meeting with her she is she wanted me to extend and offer to do some more work with the board in the fall if the board is interested in that work she has been assisting us with the hiring process for the dei coordinator which uh the position has been posted and we already have three applicants so we're excited about that yes we have three um so far which is which is awesome knowing the hiring pool and the you know sometimes we're getting zero applicants for teaching positions so this is very exciting um working on setting up the interview committee we want it to be diverse we want multiple perspectives on that committee so i have sent out lots of emails to parents students board members administrators i think i have about 14 people right now
064two students have checked their email over the summer and have responded i would like to be on it they're high school students so i'm giving them a little bit of time i'll make some phone calls because i know students aren't probably actively checking their emails but she um has offered to meet with that committee help us develop some interview questions together um if it works out in her schedule and try to make that that happen and then she will come on board once we hire that person and help um the coordinator take the action steps from the anti-racism committee and and really figure out a priority list of what we're going to work on and tackle first but she'll support that person in the beginning to get that person off to a strong start which
065i think is important um so and she is willing to come in and work with mike and help us with the um sharing out of the equity audit results if that makes sense so right and having the coordinator and the equity on it happening yeah at the same time i think that's wonderful yeah yeah that person will help having awesome voice in that yeah and elizabeth your hand is raised thank you i just want to say that i really really love the the uh paragraph at the end of the um of the job announcement about about uh how studies have shown that uh people don't necessarily apply for jobs when they don't feel they fit 100 of the um qualifications i thought that was really so poignant and well put well mary helped with that
066she certainly helped guide that um so yeah and and it's it's interesting to think about it i mean we went back and forth do we require a master's degree that's going to really eliminate a lot of people from applying and that's not what we're looking for so if you have lived experience that counts and so yeah it is a shift in how we think when we advertise for positions in education and and i appreciate it i think it's the right thing to do so uh and i can certainly share that posting with the board if they're interested in reading it i'd be interested i will um the next slide is about our just uh general hiring updates for the su just so you know where we're at we are fully staffed at heartland and weathersfield
067we are short at in the mount of stutney school district i believe albert bridge is fully staffed but windsor is not yet so katie still is looking to hire two case uh special ed case managers six support staff members although she's had a couple of interviews today so that she may have found a couple of people we're still trying to hire a third grade teacher that's critical the fourth grade teacher we can we have a plan to um to combine the fourth grades will be a little bit larger in numbers it's that bubble class the three third graders three third grade classes so we can manage with that but that is a posted position we're looking for a 6-8 teacher a health teacher and colleen kate and sergio jen have a plan to cover the
068high school health required course work in health um if we don't find a teacher so they do have a backup plan for that and they're still looking for a french teacher they also have a backup plan for that because we're really just not getting applicants and they um they don't have a huge number of students that want to take french so they have um a plan a real flexible path pathway for the kids that want to to be able to engage in french so that's where what other language they would want besides to see you know what they're interested in see what they're interested in that's a great point yeah um what did you say the title interventionist is not on that list so we're missing a title interventionist at 435 in madison okay at
069windsor at windsor and jim reports he needs three part-time maintenance staff members that's what he needs to hire so we're still optimistic that we're going to fill these slots and we're going to be creative if we don't and we'll make it work but i just wanted to give you an update on that which leads right into our hiring employment policy which i think is on items for discussion so we can um talk about it then because um i can come back to that slide i just i i know i reported it madness got me um board meeting that summer academy had started and is in full force and it's just going so swimmingly well i wanted to mention it again tonight about a 100 children on average we have attendance of about 90 because of
070summer vacations and plans for families and some kids are at camps so they're missing a little bit but on average about 90 kids a day it's really going really well i can't say enough i can't thank katie enough for all her hard work putting it together so i had to put her in a picture to show her i'm sure and then i wanted to show you craig he's outside every day um parents can come and pick up or community members pick up summer meals for kids 18 and under at first he was doing about 20 a day pickup he's up to about 35 he said so it has grown we're still delivering on mondays to 84 84 kids are getting lunches delivered by um mounted scotty hospital they've partnered with us but i just wanted
071to shout out to craig as well and he sits there from nine to noon every day yeah today he was inside because it was raining that's that's really great that you know they're feeding they're feeding the kids that's great yeah so he um yeah he's wonderful so um that concludes the report and i will stop sharing my screen and we can go back to the hiring lights into our discussion great did any does anyone have any questions for christine thank you you're welcome very informative um we are moving on to items for discussion we have our equity audit update it's very exciting it is yeah we'll talk the rest tonight um next we have item b that's the pupil privacy policy um so there were privacy people privacy rights which is the policy and then
072there's a procedures and i believe will the procedures go into the end yeah we've talked about where to house procedures and we don't have a ton of procedures for many policies but larry is going to work his magic and we're going to have the procedures we're talking about a staff section of the website where we can house things for staff in one easy location kind of like we've done for the board and the board packets so there will be a place for procedures so that everybody can see them would it also make sense though to have something like this in the student handbook yeah so that whenever parents would know or students themselves have an agency yes you know what is happening um do you have any intentions of um or is that done annually
073um reviewing the um student handbook yes we just spent days at our admin retreat oh okay i didn't know that though thank you yeah we look at it every every year um and two years ago i think we did a we took all of our local handbooks and um spent a lot of time creating one wses youth handbook so it's consistent this year we um it was a team we got into subgroups during retreat and they there's a team that updated because we keep track of things during the year that might need to be adjusted they worked on that we had another team working on the employee handbook so we'll have a wcsu employee handbook and this would be very these would be appropriate in there as well so that everybody's right you know yeah
074yep elizabeth your hand is raised is there a way to would it be possible to have all of those things accessible online i think so yeah if uh you know i know the procedure's published i'd probably put it on the board thing that's not really a board thing but i could put it in the void portal and be a separate folder from policies just called procedures well i mean would it be possible to like somehow have a link between the policy stock and the procedure that procedures that goes along with it link them to each other yeah i mean if i if i could do that if i had everything and i could help worry with it i could make it sure if it's done that would be great because like if if somebody went
075to look up for exam just as an example that anti-racism policy the procedures doc is just as important as the policy and if they looked up the policy they wouldn't know to then go to the procedures yeah i like it i like it better than creating a separate folder yeah attach it essentially to the policy through with micro link we can do that and not every policy has procedures in there so yeah okay thank you but the ones that do the procedures are important to be with it yeah i'll work with lori in that thank you so this is the third reading of the people privacy rights if we are ready um i just have a question i i i don't think i have the most updated one i think that can i remember conversation
076about thinking oh thank you thank you so i will take a motion to adopt the people privacy rights and the associated procedures so moved thank you is there a second second it's beth thank you are there any comments questions that anyone has jamie first i apologize that my camera is off i'm on my cell phone trying to reserve battery life so so i have a two questions so on the pupil privacy rights procedures there's probably about three quarters of the way down there's a bullet point that starts with religious practices affiliations etc and then the next sentence is parent slash guardians where students 18 years of age or older does that actually belong with that bullet point or is it supposed to be broken out [Music] we're better connected to the following yeah yeah that's
077a good point or okay hold on additionally no student shall be required to take part in okay so um i think what needs to happen and thank you jamie for catching this um parents guardians students 18 years that should be a separate oh all in its own and then the bullet point because they have the right to opt out of the following activities which is then the collection and the 18 years it should be of age not or age correct yeah and then a question on the pupil privacy rights for number six it's referencing in the second second line subparagraph six above should that say five maybe i'm not sure what it's referencing but isn't it it's referencing six insects it's probably five because we eliminated four right so she needs to fix that okay
078thank you good catch thanks with those corrections i will do a roll call to to adopt this policy starting with anne-marie i davis hi elizabeth hi jimmy i nancy i rebecca i and i amy mni who is it has been adopted with those corrections let me see where are we next um so we have a draft of the hiring policy in our packet there was the raft from vermont school board association and then there was sorry as we all got wandering around to get the lights to turn back on so does anyone have any questions on um i think what we will be doing is seeing what we currently have that had been adopted in 2019 look at how it um what might need to be added from the um the 2020 version from vermont
079school board association and then come back at a future meeting for for a second reading if anyone would like to work on that you're more than welcome i guess contact yeah elizabeth and i met um to look a little bit um add some examples or ideas around hiring kind of slash employment policies i did reach out to tom up at hartford to talk and chat with him about what he does up there and because their policy governance he actually reports out um on a whole bunch of policies that kind of roll into hiring and employment that might relate to that so yeah like that means yes yeah in fact he shared his report with me i put it in here for you to look at if you're interested um in that slide that uh there
080are i think 10 policies that go into that that he reports out on but he did talk about his you know the practices they use at hartford um in and he's created and he did share a like for it for interviews a rating scale that he'll use when hiring people which is which is helpful that kind of voltage that's right just for consistency and equity right right and equity yeah so we did um we did we talked about melissa and i chatted about you know where the strategic plan fits in when we're hiring do we want should we be communicating with what our strategic plan is when we're hiring people they need to know what we believe in and what we value and and we do and if that's whether that's in the policy or
081the procedures um you know where it makes the most sense you know tom's opinion on that was you know in the procedures probably makes the most sense for that piece but that's all stuff we should be talking about and so um right did i see on that slide that you had the vital communities yeah they were very helpful they had some hiring practices i can pull it up if you want okay we were just kind of searching um for examples and things that we could look at to help guide us so let me share let's have an elizabeth certainly jump in if i'm not accurately communicating everything [Music] so you've got the current policy it's in your packet and the vsba updated policy i think they updated in 2020 so soon after we adopted tom's
082report is there we also um at one of our trainings with lavell brown this year he uh shared a resource about sistine like when his sustained educators were calling but here's the vital communities um hi christine it's elizabeth did you not get that i sent you to the to that little video um the link was you sent me that it was when i clicked on it it was the sustaining educators in of color in vermont so i was going to ask you if you have it we can we can play it tonight so they have um listed and why is that not showing oh i've got to click a different tab hold on sure this time it's dead that might help oh that's small too but um uh so it goes over their hiring practices
083oh there's beth thanks beth she shared it um it talks about their mission statement what they're committed to um principles of justice equity diversity and inclusion what they you know what they do um and to ensure that they're not discriminating they and then they have um a list of the things that they do review job descriptions for implicit bias in gender terms value lived experiences some of the things we've already started talking about and i think will likely come out in our equity audit as things we need to work on um so we were just looking at some ways to engage in the conversation to help inform what our what our policy and protocols might look like so thank you beth for putting the link in there you bet and if you if anyone has
084questions about their hiring processes i'm happy to help i was part of developing those before i left there so maybe you should join elizabeth makes sense yeah and like i think that it has commitments right right there i mean bro and i will say it's it's it has not been easy you know when you you're stuck in a box of what you've always done for hiring processes and then and it's always urgent you know or so it feels like you need to get somebody tomorrow kind of feeling that putting a lot of these processes in place really takes time and so that's probably one of the biggest things is that just um be ready for taking that time and that it's going to be a slower process and that's that's okay that's just what it
085is yeah i have to say that my my interaction with folks from vital communities has always been a really good interaction so it sounds like they've been very careful about who is it that they've hired because you know i think since they became a community yes i mean i mean every everyone i've had any sort of interaction with from that from that community from that organization they're just on top of their game yeah so i i you know so kudos to their hiring process and you know will work um elizabeth did you find the link i did i put it in the chat okay let me um we watched elizabeth found this video and i will play it um don't you share my screen to play it looks like i do hold on a second
086i hope you'll be able to hear it um all right it's not long um everyone hear it so as we talk about hiring we recognize that there are different kinds of challenges that you may be facing some may be focused on diversifying the applicant pool some may be focused on diversifying your staff others may be looking at hiring practice that practices that you have as a school district organization and examining how inclusive and equitable those are and so we recognize that there are connections between diversity equity and inclusion but that they are also unique in their own right and so i just want to share briefly a statement from a mentor and friend darika blackman who once said that diversity is a fact inclusion is a strategy belonging is a measure and equity is the
087goal so often these words get bundled together so much that they become interchangeable or almost indistinguishable and we want to just bring a level of clarity and distinction to them um you know diversity is the presence of variety different thoughts backgrounds identities and approaches inclusion is about the strategies that we use to incorporate everyone in all communities um belonging is the measure that we use to assess if those inclusion efforts are working effectively but equity is the goal right the tailoring of support to ensure that everyone can thrive and the recognition of the historical context and the cultural backgrounds that inform who we are and how we move through the world and so you know it is the cultural culture and systems level change that not only identifies but radically changes the policies the practices
088and the systems that have excluded others all right and so now we're going to talk a little bit more about the specific processes that you might want to examine within your hiring experience so the question that we have as a focus here is what is your approach integrating process that promotes diversity creates inclusion and creates opportunities for potential equitable recruitment of talents so some of the things to think through here so having rubrics having antibiotics training that is a important starting point and something that is already part of the hiring culture and process at a lot of organizations but it's not the it shouldn't be the stopping point so sometimes we forget that as you're going through a hiring process it is an investment for candidates too so you really want to think about what
089are some of the things that you can do to build on those anti-bias trainings and those rubrics to really ensure a more sustainable equitable system so what it is reflecting and designing changes to the duration and touch points of your equitable of your hiring system again thinking about things like what what are some of the barriers that your talent pool might experience in your process that you can help address so for example you might be having several interviews and people are having to take time off from their current job for each of these interviews or maybe they need to find child care multiple points in the process transportation costs can add up so those are just a few examples but really kind of putting yourself in the shoes of your talent pool and thinking about
090what do these touch points look like what does the duration process look like are these things that are going to be a burden for your talent pool are there ways that you can help support your candidates throughout the process so it's not so much of a burden so you can alleviate some of those um frustrations and challenges that might end up excluding some people in the process and the next is allowing fit to be discussed without thinking about what are some specific the specific data and metrics that you're looking for so i think fit is one of those things that you know it does kind of come up in hiring conversations without people recognizing the inherent bias that is pulled out of those conversations so when you're thinking about things like does this person really
091fit in with our cultures as someone who we could see our see being a colleague and see um you know being part of our organization of our district inherently you're looking for traits that are going to be sort of reflective of what the community currently looks like so if you're looking at having a more equitable hiring system that's going to be inherently biased so what we encourage districts to do is think about the notion of what does it mean to really be successful so what are some of the objective needs that you have what are some of the um clear metrics and clear skill sets that you actually um that candidates actually do need to have to be successful and then focusing less on some of those biases that might be more about personality or
092culture or fit all right and then lastly um having a process that's designed for all and used for the under represented so again i think this is a challenge that we often see where districts really just sort of have a one-size-fits-all process where they're really not thinking about what are some of those barriers and challenges that under underrepresented communities might be experiencing so making sure that your process projects all forms of bias and assumptions elevating blind spots of the designers so sort of thinking about what is the more user-friendly approach you can have for those underrepresented communities as opposed to designing a process that is intended to serve all people which will inherently disenfranchise or make the process a little bit more difficult for your underrepresented communities and so um some of the challenges to
093or some of the ideas to think about here your policies so again with that referral process what are some things you can do to ensure that it's a more equitable approach is it something that you want to continue do you want to encourage people if you are going to have referral process how are you going to encourage um building out a process that invites more um diversity into the talent pool so sometimes you want to think about your job descriptions and review and think about is it really clear what the metrics are that you're looking for how are your descriptions going to ensure that people do feel invited and everyone who is qualified is going to apply as opposed to people just sort of feel you know maybe marginalized by that um description or your
094process so what are some of those policies that you want to revisit and again we really encourage districts to kind of do a thorough audit or check to kind of go through the experience from start to finish to understand what are the policies that you might want to shift to ensure that everyone feels invited to be in the process or to apply for your opportunities and practices so interview deep debrief process how are you collecting information and data that you can use to understand what the challenges and burdens might be for a more diverse talent pool even internally what does your debrief look like what are the metrics that you're looking at are you having conversations that are focused more on on culture or fit internally as opposed to really evaluating candidates objectively for the
095value that they can bring to your organization and then people so thinking about things like who's on your interviewing committee is this reflective of the community at large what are the voices that you want to amplify and include to ensure that everyone feels uh invited that you have a community of interviewers that is reflective of the community at large [Music] wow that seems exciting to have a process like that it's like it just sounds wow it just opens the gates yeah it makes you think yeah yeah wow so a good resource for us while we start diving into this thank you see elizabeth thanks amy um just to add to what christine said about the policy slash procedures we also talked kind of at length about um it not just being a hiring policy but
096being a whole employment policy and having uh building in um regular uh excuse me regular evaluations and having the evaluations be tied to the strategic plan and uh but also have specific standards and um uh and 360 reviews and and that sort of thing um that would still kind of in a way mirror the hiring process um so that it's consistent all the way down through so that when a person is hired their expectations are clear and they're they're set up to succeed in the in the uh employment part the exit part that that reminds me of when we were talking earlier about the professional development and have we thought about also um because that is what we're hiring them for have we thought about connecting an individual's professional development to what our strategic plan
097is because that's what our goals are um and i i well i isn't the strategic well i'm sorry the plan the overall plan for professional development is tied to that strategy yes but yeah ideally yeah and and some of those mandatory trainings that we spoke of like trauma informed practices those tie right to our strategic plan and people have to take those as at least a baseline um and if you're very interested and passionate you can go further and you can even become a trainer and post your own professional development within that site so it also is promoting teacher leadership um they have opportunities to be trainers themselves in topics that they're really excited and passionate about experts and so yeah so it just helps if you are hiring someone you know is you know
098your job description to some to a large degree other than the skill set that you're bringing in is really not that it's linear but it really is um it's a process it's a process it's connected right it's connected it's not you know disjointed it's connected so yeah that's exciting it is and angie is heading up um some work this year on supervision and evaluation because our system is um it needs immediately yes 2014. yeah so that's uh one of her goals for this year is to work with a group of teachers perhaps students get them involved and um revamp that system so that it's more effective and it's more uh reflective almost i mean this the current system doesn't typically change practice it's an evaluation once once every three years was your tenure right and
099that's yeah that's part of the contract um i think it is tied to the contract yes i mean that we have a yeah we have to by contract have a supervision evaluation process that is shared and transparent with the staff yeah that's why they have some opportunity for feedback on that elizabeth i also i i feel strongly that um i mean that the uh evaluation is not just a time for employees to be evaluated but it's also a time for employees to reflect on their own job and it would be great if there was a way to incorporate that reflection somewhere so that it goes somewhere um uh but anyway i would be glad to if anybody is interested in working with me on on uh creating an extended policy bath [Laughter] i really i
100i really uh feel passionately about it but i i certainly don't want to do it by myself and i don't want to tie christine's into having to work with me when she has so much awesome other work that she's got on her plate so yeah i'm happy to help elizabeth thanks beth great thank you i mean should we should we should you be included in that discussion oh angie yeah yeah yeah i mean we don't want to make a policy or procedures that undermines or or duplicate you know it'd be great if you hit it completely but it should be aligned don't you think yes yeah for sure so elizabeth are you gonna head are you gonna leave that work and you just let me know if you you want me or need me or
101do you want to do it okay i can't i'm glad to lead it i cannot do anything on it until after the election okay which is next tuesday okay so is it in is it ambitious to say a draft for the next month's meeting i think we can do it draft at least yeah yeah i'll have more time i mean if we can work on it more before school starts then that's i have more space yeah sounds great okay great and the election is two weeks right right right right sorry yes no yes i almost had a personal thinking okay it seems like two days to me so it does to me too a lot of work um okay so our next meeting that's gonna be very cool um we are now on items for
102action um there is also um i guess if if we had an item on our agenda called new business old business kind of thing um and something to think about for our next meeting is to vote on actually bringing psba to assist us with the um permanent superintendent so that we can begin looking at the community involvement in the hiring process that will be excellent and you want that under items for action well i guess items for discussion and then action because we we would need to vote on it because of the experts but that would be nice so do we have any items for action tonight we already voted on the people privacy i don't believe we do yeah so we are setting the next agenda so um hiring policy um let me see
103what day will that mean monday is it the second august 22nd yeah so that is the 22nd at 6 30. so um any um vacancies that kind of thing um yeah control pairing and then hiring policy and um engaging the discussion to engage okay um elizabeth amy i can't remember are we having a retreat or no we could combine this next meeting with a retreat dates that were being thrown out were not workable because of other meetings that were happening and it became very confusing i think was that the meeting that i was freezing and i couldn't it's much nicer in here tonight yeah we shut the era before yeah before the meeting uh i think i think it might be a good idea to um [Music] just all right quickly and easily and simply
104uh set a a um schedule for uh touching policies touching old policies so that we so it stays on our radar so that we um [Music] so that we do it consistently and uh so we have uh a uh have it be a regular item but if we know when they're gonna be scheduled we'll have the time to sort of uh look at them in advance and right um policies kind of went off my radar in the last three we've been a little busy but we all have now i have no excuse i just wanted to make sure we had the required policies yeah yeah and it's a matter of just looking at them and saying okay this quarter we're going to look at these policies yeah i think the more consistently we do it
105then the easier it'll be to go right and then we won't have 30 all at once that we're crying i will say you're in pretty good shape when i cross-reference the dates of um when the policies were remember we sunset all the local policies and adopted the wsasu policies in europe 2019. so none of them are super outdated there have there are some that have been updated um at the sba and we are missing a few recommended we have all the required which is which is good but we also we also i believe last year at our we committed to at least touching the policies we don't have to we don't have to you know go through the whole rigmarole of of uh re-upping on them or anything like that we just want to make
106sure that they get touched right and so we all see them and know that oh yes we do have a policy on this and and maybe have a short discussion on it and so we don't know what the policy so we're all familiar with the policies too i mean not one of them are short some of them are long and really boring and arduous but uh again we don't have to take three months with each policy we can just give them a lot and then decide if it's very helpful i think we can share that spreadsheet out if it's helpful yeah and i will take a look at you because i think having a schedule of we'll look at these two policies at this meeting these two volume season just go through the whole to
107it's yeah it just makes sense you know what you're you know what the expectation is you know and then maybe two years from now we're looking at those first two policies again yeah so yeah that makes sense a regular system and that the system outlives anyone who is currently on the board or do you know right right does it make sense to look at for you to make that schedule or do we do anything together yeah looking at it together okay it's just a matter of making some choices okay so we'll connect yes okay and we could even bring a report from that yeah okay and that will focus on i that a lot going on amy okay were there was there anything else um maybe talking about how [Music] um did they say employment
108you know yeah the vacancies yeah and have an update on that and how we're all [Music] looking in shape for the beginning of school because it starts uh it'll start that week okay for new teachers and and um in service for staff yeah it starts on the 24th so unless anyone has any other comments or questions um i'll take a motion to adjourn our meeting and thank everyone for coming and for contributing to the equity conversation and the employment hiring conversation i think there's some really exciting work being done here in our educational communities so thank you so emotion please motion and it's their second second by nancy and i'm going to go down because i just love this roll call anne marie aye beth bye um and we have a new person colleen spence
109hi david can you hear me hi yes okay elizabeth hi jamie hi nancy hi rebecca i and i amy and i and i want to thank everyone enjoy the rest of july tonight it's quick too right