001Call to order the March 17th, 2026 regular school board meeting. We'll start by asking Mrs. Walton to lead us in a word of prayer. >> Please bow your heads. Dear heavenly father, Lord, we just thank you for another opportunity to come together today. Lord, we ask that you give us wisdom, guide us, give us clarity of thought and mind, Lord God. Lord, we thank you for the privilege we have to serve your students, your children, Lord God. We ask that you allow everything to be done decently and in order. These and other blessings, we ask in your son Jesus name we pray. Amen. >> Amen. Right. >> Please rise for the presentation of colors by Dothan High School, JOTC. And the pledge will be led by Gerard Elementary School fourth grade student JC Gray. Attention.
002Salute. I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisibley for all. Thank you, Jaci. Okay, I need a motion to approve the agenda and proposed agenda modifications. Gosh, >> madam chair. Madame Chair, I move that we approve the minutes from February's meeting. >> Okay. Do I have a second? >> Second. >> Right. That was We're propos. >> Madam Chair, I move that we approve the proposed agenda and minutes from February's meeting. >> No, no, we're doing the um to approve the agenda and proposed agenda modifications. Madame Chair, I move that we approve the agenda and proposed agenda modifications. >> Second. >> All right. Any discussion? All in favor? >> Yay. >> All opposed. The motion carries. All right. Um, board
003comments. Does anyone have any comments? >> Madam Chair. >> Yes, sir. This board has not had a discussion on student achievement except for one given by two professional experts, Dr. Ward and Dr. DeWalt. They gave data that revealed that 60% of our children cannot read, write, speak, listen, or do arithmetic proficiently. There appears to be no urgency to make things better for our students. We are about to send over 500 students into a cruel world and I pray that we have armed them with enough tools to survive and thrive. And secondly, ma'am, I I want to address a matter that affects both the governance and integrity of this school board and the district's ability to deliver timely service to students. In October, this board voted to have the board attorney review district contracts. The reasonable
004and appropriate purpose of that action is to ensure contracts meet legal requirements and protect the district from legal risk. However, what has developed since that vote appears to go significantly beyond legal review. Contracts have been delayed while the board chair and the board attorney evaluate whether they agree with the spending of spending decision or programmatic recommendation of the administration. respectfully that is not consistent with the roles established in school district governance. Administration is responsible for managing procurement operations and recommending services necessary to support students and school. The board responsibility is to deliberate and vote on those recommendation in public. The board attorney role is to advise the board and review contracts for legal sufficiency and compliance. When individuals outside the administration begin making operational determination about which services should move forth before those recommendations reach
005the board for a vote, the line between governance and administration become blurred. Most importantly, when contracts are effectively streamed or delayed outside of a public meeting, it raises serious concern about transparency and whether board decisions are being influenced outside of the public deliberation process required for governing. We have documentation indicating that this type of review has occurred in multiple instances that it has delayed service intended for students. That is not acceptable and not how this board should operate. And you all know our main purpose is student achievement and we haven't talked about that in months. Thank you ma'am. >> Yes sir. Anyone else? >> Yes ma'am. >> Excuse my voice. I'm going to try to get through this but sort of losing my voice. Madam Chair, okay, there are a couple of things that I
006want to make clear uh to the uh people in the audience and um last after last meeting, one of the uh community members came to me and asked me if uh how how did we go about making motions because she heard me made make a motion and she wondered if I was in approvement of that motion. I would like to clarify that recent question that was raised by this community member because I explained to her how we did it regarding the process of making a motion of approval. Any of the seven board members have the authority to make a motion and for it to be formally considered it must be second by another member. However, making a second making or seconding a motion does not indicate that we agree or support. It simply allows the
007item to be brought to the uh floor for discussion. The board must then engage in discussion and ultimately a vote will happen and the matter will be then f finalized. I hope that makes it clear just in case there are some of you who might not understand when we make a motion to approve. It's not necessarily saying that we agree with it. It's merely saying that we want to put it on the table so we can discuss it and then come to a vote. Okay, that's one thing that I want to make uh clear. Now another issue that I want to say today is that frequently it's frequently said that the board agreed on certain decisions even though these matters are not discussed with the full board but rather a select group. Any decision presented
008as representing the board should be reviewed and discussed by the entire board not just a subset few members. As a unified body, it is important that we operate collaborately to ensure that all members are included in the decision making. This is something that has passed us by for a few for a few months. And I want us to get back to understanding that we as a board are we are a body and when you say city school board that means all seven of us. So therefore we need to let it be known that if anybody makes that this makes that statement that they have addressed it with all seven of us not just a few it must be uh must be uh discussed with all of us. All right now uh just piggyback over what
009uh Dr. Jones has said, you know, it's time the contracts are up and according to what I have read and what I know, then contracts should be designed. I'm going to read you the uh Alabama Constitutional Code Amendment 284. And it says that superintendent by law are rules that the board shall not be conscred to constitute a limitation of the powers of the superintendent to negotiate or execute and enter into contracts and agreement including agencies of federal government as required by the operation of the department are to carry out programs approved by the legislature of the board. the superintendent should execute contracts and orders approved by uh on behalf of the board. And I want us to get back to that that we must follow the Alabama the constitutional amendment if we if we are
010wanting to make sure that all our rules are followed. That's all I have to say. Thank you. >> Okay. Anyone else? >> Madam Chair. Yes. >> Yes, ma'am. >> Good evening. Tonight, I want to focus on accountability and clarity. So, the timeline of this board's decision is no longer in question. It's well documented at this point. What matters now is what happens next. Seven months into this administration, we still do not have a comprehensive systemwide response in place for our most critical academic needs. This is not a matter of differing perspectives. It is a matter of urgency unmet. Every delay has a cost. It is born by students in classrooms today. This is not theory, but this is real time implications. I also need to address something more concerning. Members of this board have been
011threatened with censure for raising questions and advocating for action. Let me be clear. I will not be silent in fulfilling my responsibility to students. Open dialogue, especially when outcomes are at stake, is not misconduct, it is governance. This board is facing challenges not only in outcomes but in process. Concerns around transparency, consistency, and contract procedures, and adherence to defined roles are not abstract. They directly affect the district's ability to function and to serve our students effectively. When processes become unclear or are applied inconsistently, it creates barriers to implementation and delays support where it is needed most. That includes concerns about how contracts are being handled. When decisions about which contracts move forward for board consideration are made outside of the full board process, it raises serious questions about role clarity and governance. The board's responsibility
012is to review and vote, not to predetermine access to that process. We should welcome oversight and support and we should be candid about where improvement is needed both academically and operationally. My position remains the same. Students must come first. That requires timely action, clear governance, and the willingness to address issues directly, not suppress them. The expectation is no longer discussion. The expectation is action. If this board continues to delay, deflect or silence necessary conversations, then we are not just failing to lead. We are failing the students we were elected to serve. Thank you, Miss Walton. Anyone else? Okay, Dr. All right, I'm going to call Miss Harman to the mic for this month's superintendent report. All right, good evening members of the board. Tonight's spotlight recognizes Don City School students who recently earned honors in
013healthcare leadership through the participation in the 2026 host of state leadership conference where 25 students competed in 22 events and placed within the top 10 and top 20 in the state. So first let's just give them a round of applause for that. So from Dothan Tech several students are in top placements. Kayla George Richards placed third in world health and disparities in healthcare and also ranked in the top 50 in the state in the healthcare issues exam qualifying to compete at the HOSA international leadership conference in Indianapolis in June. Meline Hall earned third place in veterary science. Several North Tech students also earned top six finishes including Izzy Farmer who placed top six in epidemiology and received HOSA happenings recognition. The biomedical team of Jamari Hart, Janasia Perry, and Tia Reynolds finished top six, as
014did Kaylee King, and Jordan Robbins in forensic sciences. Additional Dothan Tech students ranked in the top 50 in the state and healthcare issues exams and qualified to compete in Indianapolis, including Fonggho, Quinton O'Hara, and Dalton Moes. Emma Sanders was also named a scholarship recipient. And several dozen tech students also earned the Barbara James Service Award for compete, excuse me, completing more than 100 hours of healthcare related community service, including Lexi Benfield, Juliana Gonzalez, Jada Lloyd, and Adani Hernandez Metsa. These students will also be recognized in Indianapolis. Carver 9th grade academy students also got some top honors from the state conference. From Carver 9th grade academy, Kirsten Salisbury placed top six in in healthy living. Kyrai earned top six in medical reading and Reagan Bass ranked in the top 50 in the state in the healthc
015care issues exam also qualifying to go to Indianapolis. In total 12 students from Dothan Tech and Carver 9th grade were will compete or be recognized in June at the conference in Indianapolis joining top healthc care students from across the country and we're so incredibly proud of how well all of these students represented DCS on the state stage. So at this time, any student or educator here on behalf of HOSA or medical terminology, will you please join the board on stage for a photo? Oh, not again. I made this very two last two. And then if everyone who just took a picture up here, if you guys will meet me out in the lobby, I'll take another photo of you out there. >> All right. And we also want to recognize students who earned top honors
016during the 35th annual Youth Art Month exhibition at the Wiregrass Museum of Art. This year, 894 pieces of artwork were submitted and 161 were selected for display, including nearly 50 works created by DCS students. Among the students receiving top awards, Ishel Sajid of Kelly Springs Elementary School received the Dothan Area Chamber of Commerce award. Also from Kelly Springs, Noria Shashali and Zikan McCrae each received a Wirerass Museum of Art Award. At the secondary level, Hannah Rose Ward of Dothan High School earned the Wiregrass Museum of Art Award for best in show, while Tania Stackhouse of Dothan Prep received the youth art month award. We're proud to recognize these students tonight for their hard work, creativity, and dedication. And at this time, student or representative here who won an award for youth art month, please join
017the board on stage for a photo. Look at two. Congratulations. Thank you. That's all I had. >> All right, Mr. Mallerie, employee of the month. Good evening. So, at this time, we will recognize our employee of the month for the month of March. Um, this employee was nominated by Miss Erica Delgado, the assistant principal um at the virtual school. And um the employee is Miss Sarah King. Miss Miss King serves as a as an accelerated recovery teacher. Um she has 17 total years of experience, one with DCS. Um she is located at the virtual school and works with the ARC program. So a little bit about um the nomination from Miss Delgado. Mrs. King consistently puts the needs of students first by ensuring that each student in the accelerated recovery center has a clear and
018realistic pathway toward graduation. Because every student's situation and credit history are different, she spends significant time working one-on-one with students to set individualized goals that keep them on track to graduate with their assigned cohort. I am nominating Miss King because of the extraordinary commitment she demonstrates to students at significant risk of leaving school without a diploma. The work she does in the accelerated recovery center is lifechanging. She reviews ARC applicants, verifies transcripts, and researches possible credit to ensure every opportunity for progress toward graduation is identified. Beyond this, she creates an environment where students feel genuinely cared for and supported. She builds meaningful relationships, celebrates their birthdays, and recognizes their achievements with graduation gift bags and incentives. Her dedication sends a clear message that their success and many students return to visit her after graduating, reflecting
019the lasting impact she has on their lives. If you would come forward, Congratulations. Okay, I need a motion to approve the minutes for the February 17th, 2026 board work session and the minutes for the February 17th, 2026 regular school board meeting. Go ahead, Madame Chair. I'd like to make a motion to approve the minutes for the February 17, 2026 meeting uh board work session and minutes for the February 17, 2026 regular school board meeting. >> Do I have a second? >> Second. >> Any discussion? All in favor? >> Yay. >> Okay. Motion carries. Okay. Um, I need a motion to approve the February 26th monthly financial reports. >> Madam Chair, >> yes sir. >> I move that we approve the U monthly finance report accounts payroll and certification of bank reconciliation. >> Okay. Second. All
020right. Is there any discussion? All in favor? >> Yay. Motion carries. Um, I need a motion to approve the February 26 financial report for Head Start. >> Madam Chairman, I make a motion that we approve the Head Start financial report. Do I have a second? >> Second. >> Is there any discussion? All in favor? >> Yay. >> Motion carries. All right. Um, do I have a motion to approve the Head Start menu for March 2026? >> Madam Chair, I move that we approve Head Start menu. >> Okay. Do I have a second? >> Second. >> All right. Is there any discussion? All in favor? >> Yay. Motion carries. Um, I need a motion to approve the Head Start enrollment and attendance for February 2026. Madame Chair, I move that we approve the Head Start enrollment
021and attendance for February 2026. >> Do I have a second? >> Second. >> All is there any discussion? >> All in favor? >> Yay. Motion carries. Um I need a motion to approve the Head Start monthly summary report for February 2026. >> Madam Chair, I move to approve the Head Start monthly summary report. >> Okay. Do I have a second? >> Second. >> All right. Is there any discussion? All in favor? >> Yay. Okay. Motion carries. Okay. I need a motion to approve the walk-in freezer bid for the Head Start. For Head Start. >> Madam Chair, I move that we approve the walk-in freezer bid for Head Start. >> Um, do I have a second? >> Second. >> Okay. Is there any discussion? All right. All in favor? Yay. >> Yay. All right. Motion carries.
022>> Okay, Dr. ESC. >> At this time, I'll call Chassity White from LeanFrog forward to the podium. She'll have a brief presentation for the board on a compensation study that she's working on for the district. somewhere. Hello and good evening. Thanks for having me. I'm Chassity White from Bling Frog and I've had the pleasure of working with your team um for the last few months um and was doing a conversation study. I want to give you a little bit of summary about what that work was like and some findings and recommendations that we have for you guys. Um first I'll just give you a little overview of the process so you can um kind of see what all we've done. Um we first spend our time doing data gathering which is that we want to
023understand your compensation program, how you pay your employees as well as the people here on your team who actually make sure that those payments are made. So, we spend a good bit of time understanding your structure, um how your schedules relate one to another, um what kind of increases that you give regularly, what are your um um degree values, things of that sort. So, we kind of look at everything, not just a comparison to your peers and to the market. We also really um spend a lot of time looking deeply at your current state. Um then we do um also look at retirement analysis, things of that sort to let us know where you may have some potential opportunities for turnover in the near future. Um and we use all that um in light of
024the peer data that we receive from um the the school systems around you that you compete with regularly for your teachers and for all your other staff. Um and then we also use market data where we're looking at things where you would have to compete with your local businesses or employees versus school systems. So, we share those um results with your your leadership staff that we talk to um and let them um get that information in regular meetings so that we could get additional feedback on what are some of the retaining issues that you have, what are some of the recruitment issues you have, how does it really affect you today so then we can put it into scope of what should you do about those things and what would be meaningful changes that you
025might want to make. And I want to share with you the summary of those findings um as well as those improvement um opportunities. Um we do our um compensation studies with a benchmark list of positions. Um these are the positions that we covered and also here you see what type of analysis did we do? Do we just do a peer analysis or did we also do a market analysis like I said because we would look at your local business um information as well. Um this is a good cross-section of your um employee um um it's your um entry level positions you know your your bus drivers your CMP workers your custodians um so we try to get all different um areas as well and then a lot of your leaders of course teachers are also
026included so we feel um like this is a good cross-section and this does um encompass at least 80% of your employees are in these positions um also just want to share with you the peers that we used. Obviously, I mentioned already that these are your local peers. Um the ones that you compete with for, you know, teachers um that are already in the area. Um you know, one thing of signific significance is that, you know, you are a little bit larger than most all of your um neighbors um other than Houston County. So, spending some time watching Houston County is obviously important um to you guys. I um I have the the um findings and the recommendations broken down for you by category that I think we can um and if you want to ask
027questions um as we go through the category that might be best. Um so the first is your teacher um comparisons. So this lists the um peers for you. It's a lot of data on the slides. Don't worry about all those other than the few bullets at the top which tells you that you guys also follow the state matrix but you put a two and a half% on your schedules to beat the state matrix and all your other peers other than Houston County um pays just the state matrix. They pay a 1% above the state matrix. So you are doing great um in comparison um with your peers when it comes to the teacher pay. However, there's always good recommendations for teacher pay, right? Teachers don't make enough. We don't pay them as much as we
028wish we could, right? So, um one action that would be um helpful, I think, for your retention of early teachers, um the state metrics does not include any kind of step change um between um zero and three and between uh after three to six um and then um until 10 again. So what I would recommend that if you have the funds to do so is to look at adding in some step values in those um steps adding increasing at year one increasing at year two um increasing at year four um so that you can also you know show those teachers that you do want them to to retain to be retained in the job. Most school systems I work with um the first five years is where we see a lot of turnover. Um teachers
029you may say gosh you know not making quite enough to stay with this. So, um this would be a good way to to help retain those teachers potentially. Um and then otherwise, you know, if you can do increases, um doing more than two and a half above the state minimum is obviously just puts you in an even better position. Um and obviously shows um the competitiveness and you know, like I said, the newer teachers to be rewarded as well. Is there any questions about that? So, the support take a drink of water. a lot of talking. So for your um support findings, um the first thing is that you do have a few um what I call misalignments with the with the market data that we saw. One in particular and most critical is probably
030your bus driver schedules. Um and I'm going to show you a slide that gives a little bit more detail on this, but but basically, you know, you are um getting increased um competitiveness from Houston. and they recently gave a raise. You're probably aware of that. And then when we looked at your schedule um you were about four almost 5% below in the daily rate um for teachers. So that would be a pretty significant opportunity for you um is to to take a look at those deeper and maybe make an increase um for next year on your teacher rate on your sorry your bus driver rates. Um the other is that your school bookkeepers are paid lower than your school secretaries. You may have heard that before. before. I know a lot of times I bring
031these things up and people have heard them before. Um, with the the the um responsibilities that they have, typically in most of your peers and in the market data, you're going to see that a bookkeeper usually makes more or at least equal to a secretarial position for school systems just because of the responsibilities they have. So, I did bring that up um and something that you may want to look at. Um most of the feedback that I have for you on your support looks at how your schedules perform. So most of your position besides the two um except for the one actually the bus driver um you start out you know really strong being very competitive with both peer and market data. Um however over time as your schedules progress you become less competitive. So
032um one of those things is that um you've had to adjust starting rates. When the state changed to $15 an hour everybody changed injury rates. You were not alone in that and did not touch the rest of your schedule. Some of them did, however, right? So, their entire schedule moved up and so now you're falling, you know, behind those school systems around you u when it comes to mid and later in your schedule comparisons. Um, and also you have varying rates in your schedules today. Like there's not a standard, you know, year one, year two, year three, um, step value. So, everything nothing is necessarily consistent. So, you do create some differences. um between you and what others do because they do often create a certain schedule um that keeps them competitive over time. Um
033the last here is that um you generally do not recognize outside experience um for positions other than school experience. Um but in accounting and technology and maintenance and those types of areas um the outside experience is actually very valuable you know to you and can um definitely be a reason to compensate higher when those folks are coming in um to the district. Um so it does limit you you know to be able to attract experienced candidates. Like I said this is a little detailed don't worry it's more like think of it like a heat map where you can see color and so color is there to you. So, the first two positions you see, one is the first driver and the next one is the school teaching assistant. You'll notice on the school teaching assistant,
034it is um really close, right? It's like less than a 1% I think um difference. Um so, this is how you compete with your peers um on the on their schedules, right? So, um the light red, which is a lot of that at the top, is that you're within 10% but below the peer average. Okay? Okay. And you see that's the beginning of the schedule, the middle of the schedule, and then the ending of the schedule. Where it is dark red, you're more than 10% below the peer average. So you see how you see that in later the middle and the late of your schedules. And then the green obviously is that you're above the pure average. And then the dark green is where you're more than 10% above the the pure average. So you
035see you've kind of got a big mixture here. Um, however, you can see where there's opportunity to focus particularly on the bus driver rates. like I mentioned um and then later in your schedules for some of those that again I'm going to bet that you brought up you know with the change in the state and therefore those were adjusted but not the rest of the schedules but a lot of places you're looking really great right you're dark green um very competitive but there's some opportunity obviously with some of your support positions to be as competitive speaking of those schedules a little bit about that and why that happens is um because you do have quite a few schedules that have what I would call a narrow range. So that's that difference between the starting pay
036and the ending pay. And some of them are even just at $2.13 an hour difference between, you know, step zero and and your highest step, right? So that kind of increase in pay is obviously not very competitive for people over a long term of experience. And that's what we saw also in those charts, right? That's why they turn into that red. Um and then some of them are even and so your range is from 4.7 97 to 11.9. Um competitive schedules, people often ask me this, where where would they be? Somewhere between 40 to 50% usually. So that's quite a difference from where you are right now. So um and then you do have some schedules that start at the same rate, but then their steps vary. Um so you know there's a structure that
037creates that a little bit more um step values that are percentage based or even flat dollar based. Some way of moving folks would be very helpful for you guys to also plan and think ahead about how pay is going to be done. Um the last um finding here is on your retention um and your high skill and hard to replace roles um accounting technology they do experience a lot of turnover. Those people gain instrument in you know knowledge of being there for a long time. Um and of course they create a operational strain and internal disruption. So focusing on those although you may have gotten feedback here that you're um in a decent place with those it could be helpful that you look at your pay as these kind of hard to fill positions come
038open. So um so the recommendations and I've kind of started I got a little ahead of myself started telling you already what my recommen recommendations were but um of course address those market um discre um discrepancies there right for your hard to fill ones especially your bus drivers um anywhere where that's not necessarily u your current rates are not necessarily helping you and then placing those at higher steps and when their previous experience would justify that would help you be a lot more competitive and also help internally when people you know come on board and they have more experience as well. Um the other is to look at the the schedules and consider some alignment. Um considering you know getting rid of schedules that really are not used or a duplicate of each other. Ensure
039that there's a progression of your steps that there is meaningful change not maybe $2.13 between the beginning pay and the ending pay. Um so that there is a difference that you're rewarding acknowledging longevity and experience with the district. Um also aligning anything with responsibility as I mentioned the school bookkeepers maybe move them at least to the same schedule as the school secretaries. Um and then of course you know looking at the growth when any job is in a promotional path one to another and making sure that there is a growth with those jobs that occurs. So the last category is there any questions about support before I move on? >> So leadership So there um few feedback um opportunities here with leadership. Um first the way that you currently do leadership compensation is that you
040apply a flat supplemental rate on top of like a 12-month teacher schedule for most of your leadership positions. And so what that creates is some compression, meaning that the opportunity to grow and move from a teacher position into a leadership position, there's not that much of a change. So there's not as much opportunity for um improvement in their their pay. Um and just a good example is that your teens um teacher schedule um is greater has a greater daily rate um for other than your leadership roles for everything other than your high school principal on the master's line. and that starts at step 10 and it doesn't change until we get to step 27 and that's only because your team schedule ends at step 27. So that yeah so you're and again team teachers are
041great and we want to compensate them well right we compensate all the teachers but when the opportunity to move into a leadership role obviously means that my daily rate is not going to increase I'm sure that's going to have an effect on your ability to to attract people into those jobs. Um and then you're using, you know, salary, um negotiated salaries, which is fine because that the state wants you to do that, you know, with with the principal contracts where you need to. However, it does create a good varying um you know, on the inequities um between your employees, right? People at the same role with the same amount of time, sometimes they're making different amounts and so that could be you know, not good for your morale. Um so adding those supplements also creates
042an complexity um and inconsistency because I think you know you have to look at those every year and approve them and make determinations about people's salaries every year. Um and again they fail to keep pace with the changes between one job and another. There's no way for you to really measure it that way. You may know that jobs are different or they have a different school level that they're over or different, you know, department that may larger or smaller. Um but you don't have a way to really measure that with a flat dollar. It kind of gets out of, you know, sink sometimes. Um and then a few position um a market specific misalignment. Um the starting paid for most all of your leadership is below the peers. Um I listed some of them here
043just because we we did do um some benchmarks um with these jobs. Um but particularly you know when we compare them directly with Houston and enterprise they they fall behind quite significantly. Um, one other note, however, is that your assistant principal pay is consistently at or above the principal the peer pay. So, your uh school principles fall significantly behind, but your APS are in good shape. So, creates a little bit of a want to get once again a disincentive, right, to move into a principal pay when your assistant principal job is pretty good. So, and this shows that a little bit. So, this is your assistant principal pay. Lots of green. All good. And again, that's great. There's nothing wrong with that. However, when we do look at principles, we see a lot more red
044occurring. So, even that the high school principal, you're more than 10% below that peer average. So, that would be concerning to think about long term. And that is, you know, those master specialist doctorate by the way there. Um, and then this is your central office. Um, we use a lot more market data where so that's the ones that are black and then they're over here on the end. That's just comparing you to market data. But you see the inconsistency here, right? And that's because your flat supplements are added on top of the teacher pay, right? It's not necessarily a schedule. It's not a pay based on the responsibility per se and relational from one job to another. Um so my recommendations for that is to maintain a teacherbased approach. However, instead of just using a
04512minut um schedule and adding a flat dollar, instead use replace that with index indexes that would give you a responsibility level indicator. Um you know, keeping with their position title, directors, coordinator, supervisors, those sorts of jobs, keeping them consistent. Um, and then consider things such as the school level, you know, your ADM, your supervisor responsibilities and jobs and create an index pay schedule where you're using the again your experience and degree that comes from the teacher, but it's multiplied so that we always know that those leadership jobs are being, you know, um, respected for the additional responsibility that they have. Um, and that is a, you know, very common consistent K12 norm as well. And I think that is mainly why you fall behind a lot of your your peers um because they continue to
046do that. We know that teacher pay has been on everybody's mind and we have been increasing it which is great. Um but we're falling behind you know and the leaders um for those because of that a little bit. Um so that what it does for you is it does keep your leadership pay and your teacher pay very common. Right? So then when you improve teacher pay then you have the opportunity to go okay we know our leaders are moving at the same pace and that we don't have to look at that again. Right? We don't have to look at that every year. We don't have to measure that every year. Um it does reduce that opportunity having that compression between one leadership role and the next as well the APs to the principles as well.
047So um and this just explains that formula. Um the important thing about doing that is that you do use the daily rate so that you don't try to use an index that also takes you know into account how many more days um that they're working. So this just explains that. Dale counties is right here just for example. um just because some people are like what does that look like right so I thought I'd show you that example but uh but the the index part would be the differentiating between the role you from one to another the responsibilities um and then you know along the same lines is just limiting the supplements to being temporary or nor you know non-core um things such as a temporary assignment or additional supervisory responsibilities or um some sort of
048extra credentials that someone might achieve use them for those types of things. So it does you know it does keep create a schedule and a permanency with using the indexes instead of using the supplements that have to be you know reconsidered over time. Um so it is more sustainable and equitable for you. So any questions? It's a lot. Hope I stayed within my time. Um so there is a survey um asking a question to your person. >> First question is, is this something we're going to get a copy of? >> I'm taking notes, but >> seeing it see why not. We can definitely make sure. >> Okay. Thank you. >> So, so yeah. So, you'll survey >> and Chassity does have a survey that I'll push out to board members where you can give her
049some feedback as we continue the conversation. Thank you for having me. >> Thank you. You're welcome. >> All right. >> Okay. I need a motion to approve the um Do you want to say anything about that? I'm sorry. Did you want to say anything? Okay. Okay. I need a motion to approve the out ofstate field trip for Herd Elementary 2 second grade students to attend the Gulf Gulf Air Golf Aquarium in Fort Walton Beach on May 8th. Look. Yeah. >> Her. >> Madam Chair. >> Yes. >> Uh I move we approve the out of state travel state field trip for her elementary. >> Do I have a second? >> Second. Is there any discussion? All in favor? >> Yay. Okay, motion carries. Um, overnight, do I have a motion to approve the out of state
050field trip for Doth and Preparatory Academy choir students to compete in the trails and thrills music festival on on May 9th. Madame Chair, I move that we approve the out of state field trip for Dothan Preparatory Academy. >> All right. Do I have a second? >> Second. >> Is there any discussion? All in favor? >> Yay. Motion carries. All right. Okay. Personnel agenda. Mr. Mallerie. We have one deletion. That's going to be C6. C is in cat six. And that's just an incorrect date. We'll come back and correct that next month. Then we have correction to previous action. Four suspensions, two retirements, five resignations, seven additional or temporary employment, 74 transfers, two appointments, six verification of higher degree, one and then one nonrenewal. I need a motion to approve the personnel agenda. Madam, Madame Chair,
051I move that we approve personnel as presented by Mr. Mallalerie. >> Do I have a second? >> Second. Is there any discussion? >> Madame chair, I would like to um pull G6 and vote on it separately. >> Okay. Any other discussion? >> All right. So, do we just need to make a motion? >> Motion to approve. approve. Okay. C6. >> C6. >> Okay. Do I have a motion to approve the personnel agenda deleting C6 and pulling G6? Madame Chair, I move that we approve personnel with the deletion of C6 and um and uh G and pull pulling G6. >> This is G6. >> G6. >> Okay. >> All right. >> C6 and G6. >> Yes. Do I have a second? >> All right. Is there any further discussion? All right. All in favor? >> Yay.
052Motion carries. >> All right. Do I have a motion to approve the feain principal contract? >> We got to go back to G6. >> G6. >> Okay. >> To do what? >> To approve of G6. >> Do I have a motion to Do you want to pull that for two? >> Okay. >> Madam chair, I'll make a motion that we table G6 and discuss in executive session. >> Okay. Do I have a second? >> Is there any discussion? All right. Okay. All in favor of discussing G6 in executive session? >> Yay. >> We're going to skip. >> We'll skip down to the job description. >> Okay. All right. Um I'm sorry. Go ahead. >> No. Ready? >> I think we're ready. >> So, we have a head start the recommendation to um amend make changes
053to the Head Start teacher job description. Um you guys should have those changes in front of you. Um those are changes that came down. Um obviously that's the federal side of stuff. So we're just following federal guidelines there to those changes, but it should help assist with recruiting in that area. >> Okay. Do I have a motion to approve the Head Start teacher job description? >> Madam Chair? >> Yes. >> I move that we approve the Head Start teacher job description. Do I have a second? >> Second. >> Is there any discussion? >> Okay. All in favor? >> Yay. Motion carries. >> All right. >> The um next job description is district safety and security coordinator job description. We have hired that position over the last couple of times through a contract. However, it has
054become more complex and we have not had a standard job description out there. So, um the job description that you see before you comes from the state requirements for that position. Um so, we're asking to create that job description for that specific position. >> Okay. Do I have a motion to approve the district safety and security coordinator job description? >> Madam Chair? >> Yes, sir. I move we approve the district safety and security coordinated job description. >> Do I have a second? >> Second. >> Is there any discussion? >> Madam Chair, I just had a question for Mr. Mallerie. Um on that, are you going to put it out for applications or are we just going to move that person that's already there kind of into that position? >> There's some it will be advertised
055when there's a position that's open. >> That's the All right. Any other discussion? All in favor? >> Yay. Motion carries. >> All right. Um, I need a motion to approve the DCS chiller and pump replacements for summer of 2026. >> Madame Chair, I move that we approve the DCS chiller and pump replacements for summer 2026. Do I have a second? >> Second. Okay. Um, is there any discussion? All right. All in favor? >> Yay. Motion carries. Just going to have to say I'm proud of everybody. We're getting along. I'm getting through this really quickly. Okay. Um, courtyard playground. Um, and Caroline shade structures at Doth City School Early Education Center. Do I have a motion to approve this? >> See, >> Madame Chair, I move that we approve the courtyard, playground, and Carline shade structures
056at Dothan City Early Education Center. >> Second. >> Okay. Is there any discussion? >> Okay. All in favor? >> Yay. Yay. Okay. Um, I need a motion to approve the kids first contract for Doth and Preparatory Academy. >> Madame Chair, I move that we approve the kids first contract for Dotham Preparatory Academy. >> Do I have a second? >> Second. >> Okay. Is there any discussion? Madam Chairman, do we have someone that's gonna talk about this or who should we direct questions to? >> Mr. Williams. >> James Williams. >> Hey, how are you? >> I'm fine. Are you? Good. Did you have a question? >> Could you tell us a little bit about what this is for exactly and why it's a contractor and not an employee? >> So, basically, we've been without special education
057teachers since Christmas. And when we we first advertise to jobs, there were no applicants. So, this has been in the works for couple of months. And so, at this point here, if we I have applicants now, but the way this process works, if I interview and recommend SPE teachers now, they're going to be approved in April at your at board meeting the third whatever April. So that means before we can get teachers end of April before we can get teachers, IPS are being written. uh we are struggling with getting those IPS written and being in compliance. So at this point kids first is ready to send in I think two individuals to provide services to students so that my teachers basically can double up on writing. >> So are you telling us this is an
058urgent situation that you're dealing with because it's significant uh amount of pay. So that's >> I wanted to add one thing too. Part of the reason with the teacher too is the prrated salary. I don't know if you guys know how that works, but when you have a salary when you're this late in the school year, let's say that you had a teacher that wor out of 187 days, they've already worked 95 days of that contract. Whatever's left of that 187 days is then what is left to pay the new teacher that's coming in and then that is divided over whatever length of time there is between when they start >> and August. So if you hire teachers pretty much after February or March they're going to be making substantially less money >> than they
059are going to be making at the beginning of the year. So, it's extreme one, you're not going to get someone that's going to transfer for another district over to to our district because they're going to take a pay cut if they're coming out. Um, you know, it it's just a timing situation as well. And the other thing now there are some applicants now, but based on the need that we have today, and this may not sound good, but I don't need fresh year, first year college people graduating in December to come and try to provide services to students this time of year. So, Kids First has experienced retired educators from my understanding. So, we're going to get some experience that can actually because we it's not training time now. We can't train teachers right now.
060We're in the thick of the work. >> Yeah. >> Can I ask a question of Mr. Mallalerie again? So, I understand what you're telling me the problem is is who wants to get that little pay in the middle of the year. Do we have a plan to correct that so that we're in this position again? >> Well, there would have to be a agreement and changes in the payroll process because that's that's a payroll. I see Stephanie over there. It would be more of a Stephanie, but it is a um that's based off of what we received from the state from a funding perspective. Oh, >> okay. And I mean, everyone's contract, all 1,200 contracts of all employees would have to be changed in order for that to be changed. So, I mean, you earn
061your pay over your contract period. And so, it just falls this way because the end of the contract period, you're out for spring break, you're out for the summer, you're out for all those things. So, the days actually work. They're are all done in the beginning of the school year. >> Okay. Thank So, it's just part of the the normal contract pay. >> Okay. >> Madam Chair, I have a question or a concern on it. We're talking about the pay, and I know that this is desperately needed, but we're paying these people significantly more than we pay our own people for the same amount of work in a day. And that's troublesome to me. That's we have people who are already in there doing those jobs and we're hiring this out and paying somebody more.
062I feel like there's got to be be a be a better way to do that. We're paying them $1,500 per day, almost $1,500 per day to come do that with us. And I I know I'm not saying it's not needed to you, Mr. Williams. You know that I have firsthand experience knowing how much this is needed. But that's we're not getting our own people in there, but then we're paying somebody else a large amount to come in and do that job. contract all this is charging this and then they're paying their personal >> good evening everyone when we uh asked for the contract and made the proposal for the amount of days we based it on the salary for the two open positions that we had because those funds had already been allocated for the
063rest of the fiscal year This is a dire need. Um we do need support. We have had experience with this type of contract with Kids First and it was successful at one of our other schools. Um they do have certified special educa retired certified special education teachers ready to come in and provide support to our students. >> Madam Chair, if I think what I'm saying my concern is is that we are paying this amount of money in the future. There's got to be a better way to do this because we're paying a lot of money that could be going to our own people that could be making sure that we have our own people coming in and doing that and we're paying another company for their people and then the contract and I just >>
064I would rather it go in-house to our own people. So there's >> in the future I feel like there's got to be a better way. to your point, um, one of the things we're working on, and it's not before the board tonight, but we're also looking at a retention and hiring bonus for special education teachers. Um, so that's coming. Um, and to your point, we want to build our bench, but right now it is a desperate situation. >> Any other discussion? I agree that our with all of our teachers, but after sitting with some of our special education teachers at DPA, and I'm speaking for them, I'm in agreement with them getting some additional funds because the work that they do writing IEPs and providing services, my hats off to them. >> Mine, too. All
065right. Okay. Any other discussion? All right. All in favor? >> Yay. All opposed. >> All right. Motion carries. All right. Um the universal screener assessment I already contract for Dothan Preparatory Academy and Dothan Virtual School. Do I have a motion to approve the universal screener? >> Oh, I'm sorry, Dr. Thompson, that's you. If anybody has any questions. >> Good evening, madame chair, members of the board, superintendent um ask you. Any questions regarding the universal screener for I Ready? You all approved it previously for kindergarten to sixth. We're looking to extend it for our seventh and eighth grade so that we can provide some consistency with our data and be able to make decisions regarding our students when it comes to reading and math. >> Hallelujah. >> Okay. Do I have a motion? Make a motion
066that we approve the universal screener assessment I Ready contract for Dothan Preparatory Academy and Dothan City Virtual School. >> Do I have a second? >> Second. >> All right. Any discussion? >> Madam Chair, I did have a question on it. It says Dothan virtual for 7th through 12th grade. You said that we were going through 8th grade. So, is it just the seventh and eighth grade portion of >> Just seventh and eighth grade? Okay. They do not offer the services for high school. >> Okay. Thank you. All right. Any other discussion? All in favor? >> Yay. All opposed. All right. Motion carries. >> Thank you. >> All right. Um, Miss Shaughnessy, the progression guide. I understand this is just the first read. Okay. Good evening. Please excuse my voice. I've lost it. from all the
067pollen I think. Good evening, superintendent. Ask you, madame chair and board members, um do you have any questions? I'm I'm asking in this recommendation that you table until the next April board meeting, the regular board meeting, um and have time to review the progression guide. Okay. >> All right. Do I have a motion to table the 2627 progression guide? >> I make a motion that we table the 2627 progression guide. >> Do I have a second? >> Second. >> Is there any discussion? >> If we have questions on it, just contact you. >> Absolutely. >> Thank you. >> All right. >> All chair, may I ask a question? >> Yes. I'm sorry. >> Can you tell us a little bit about the process of assembling the progression guide and who is involved and who gives
068input? >> Absolutely. So, at first we um I I I kind of headed it up this year and facilitated. So, I sent um emails and and had a conversation with principles. Um they were to meet with their faculty and staff um and it was on their agendas. In a faculty meeting, all staff and teachers had input or had the opportunity to input any changes or edits they would like to suggest. Um after that we met uh face-toface with representatives from each school. Um met with grades six through eight first and then 9 through 12 separate um where I compiled um all of the edits that they suggested and I brought it back to central office um for the curriculum department to review if it dealt with curriculum. Um I handed it off to anyone if
069it dealt with a a different um department. And then um all the edits that you see in front of you are the suggestions from the teachers and staff at every school. >> All right. Any further discussion? >> All right. All in favor for tableabling this? >> Yay. Motion carries. Thank you. All right. Okay. The school leadership and teacher support specialist job description. Do you want to say anything on that? It says call on you. Okay. All right. Do I have a motion to approve the school leadership and teacher support specialist job description? >> Madame Chair, I move that we approve the school leadership and teacher support specialist job description. >> Second. >> Okay. Is there any discussion? All right. All in favor? >> Yay. >> All opposed. >> Nay. So motion doesn't carry for failure
070to gain majority. >> Would you repeat that please? >> Motion does not carry for failure to gain. >> What was your vote? >> I voted nay. >> What was your vote? >> Nay. Okay. Um, school crisis and mental health services coordinator job description. >> Do I have a motion to approve the school crisis and mental health services coordinator job description? >> Madame Chair, I move that we approve the school crisis and mental health services coordinator job description. >> Do I have a second? >> Second. >> Is there any discussion? >> Dr. asky, can you please explain what is being recommended here? >> Sure. And I'll start with the position summary. Uh the school-based mental health and crisis response coordinator provides direct school centered mental health support, crisis response coordination, and prevention services for students and
071staff across Dolphin City Schools. This position focuses on strengthening school safety, supporting educators, coordinating suicide prevention and post vvention protocols, and ensuring timely access to appropriate community-based mental health resources. The coordinator works directly within schools and supports sitebased teams while maintaining district-wide consistency in crisis response and prevention practices. Um, it's a needed position here within the school district. um being able to provide that on-site crisis response um is invaluable for us. In addition to that, um it certainly aligns with requirements in the ESSA law and then also um it enhances school safety and student well-being. Um as you all are well aware um we've had a number of significant incidents this year as it relates to mental health um including two suicides within the district. And so I feel like this is a needed position
072Is there any other further discussion? >> Madam Chair, I have a question. >> This is a job description that we've already voted down in the past. So, can you tell me how this new one is different? >> So, it's a rewrite. Um, this one is schoolbased. So, this person would not be housed at central hall central office. Um, he or she would be housed in the schools and their work would be directly in the schools working with leadership and staff and students. Who would they report to? Someone in central office or a principal? >> Reports to the chief operations officer. >> Any further questions? >> All right. Anybody? >> Madam Chair, is there um I would like to make a motion that we table this and have some further discussion since it is a changeover.
073Just understanding all that. um and vote on it at the next meeting. Okay, we have a motion to table this. Do I have a second? >> All right. Any discussion? All right. All in favor of tableabling this um job description? Yay. >> Yay. >> I did voted. All right. All opposed of tableabling it? >> Nay. >> Okay. Do we have to vote on the approve? Okay. Um, we already had a motion and a second to approve it. Um, all in favor of approving it tonight. >> Yeah. All in favor? >> Yay. >> Okay. All opposed of approving it? >> Nay. And yay. Nay. So both tableabling it did not get a majority and approving it did not gain majority. So um all right Mr. Corbett 2627 code of conduct Good evening, Madam Chair, school board
074members. I've asked you um I'm here to present the 2026 27 Do City Schools code of conduct including all revisions um and updates. The revisions of the code of conduct were made by a committee consisting of school principles uh central office staff administrators. Additionally, we had additionally we had uh a Google document with all principles who were not a part of the committee who could share their recommendations along with staff members and uh central office department u department chairs too as well department members so they can share and gather their u recommendations as well. We also sent out a survey to parents um and we're in the process of survey out to students to ensure their input is included in this process. You have access um in assembly uh to this document. The uh policy
075drafts will be in yellow. So if you click on that, you will see the additional additions and revisions that are highlighted in green. um along with the deletions are struck through and they're in highlighted in pink. Um some may call it salmon, but whatever you prefer. Um also I have hard copies for you too as well. Some of you I think you would like to probably look through it um at your leisure. Uh a brief overview of the changes in the code of conduct. 29 out of the 47 policies were updated or revised. Um I'm going to be very brief. Uh policies 1 3 5 9 and 14 included just general updates such as uh typographical corrections um update employee names and titles improve Senate structure and then we made sure we added original adoption
076dates. So we had which took some time. We had to go back years just to make sure we um were in compliance with those policies. Uh policies 15, 16, 19, 20, and 21. Again, just uh improving the wording and clarity, Senate structure, uh typographical fixes uh in the original adoption policies as well for for that for those sections. Uh policy 23, bus discipline. Um as a committee, we looked at that. We wanted to add consequences for tobacco vaping on the bus. Uh, first offense up to two days off the bus, second offense three days off the bus, and then it moves to a class three offense. Um, dress code. We we worked a lot on dress code this past year, so it wasn't much. We didn't have much to change. Uh, the one thing we
077did look at was bottoms and we removed the three inches uh above the knee. We had administrators that were concerned about, you know, being measure or being able to to measure. So So we moved we removed that and added not higher than the mid thigh and so which would probably be uh easier for for them to uh to monitor and to uh maintain the dress code as it relates to uh students wearing bottles at a certain length. Anonymous alerts. Alerts was just a a change where um just to be consistent. It was in in the code. It it called it something different from what was on the website. So we uh so we uh made sure that everything is being is is consistent with uh what we're calling it from from day to day. Policy
07826, harassment, violence, just minor edits. And then we made sure we included the original adopted date. Um, yes. And then 27, sexual harassment. The policy on sexual harassment, we made sure we uh added the anal law and the errands law in that section as it relates lens law you know it relates to uh supervision and monitor of uh juvenile sex offenders and then the errands law has to do with sex child sexual abuse uh prevention and instructional programs. So we made we added that to that section and made sure we included the original adoption date. Medical information, it was minor updates. Student tribunal timeline. It was changed from 3 weeks uh to 10 calendar days. Every tribunal um hearing has to be done within has to be scheduled and uh met within that 10day period.
079So we made sure that was changed. It was three weeks in the code. We changed it to 10 by law and added we also added guidance for rescheduling after a parent after there's a no show. We um hold a hearing after the second attempt. So hearings will be rescheduled and um and we will proceed after the second attempt to get that parent to show up for that hearing. Uh policy 30, tribunal waiver, uh minor changes. We just wanted to make sure that we were able to we remove the uh the year and the um just to remain cons and the page number just to remain consistency uh with so we can remain consistent not having to change that every year. So that's what we've done with that. Uh the waiver the waiver form we did
080the same. Uh we did um update and add a signature line for the uh student I mean for the superintendent or designate on that waiver form as well. Policy 33 digital devices and fractions. We uh reorganized the class classification levels and then made sure they were consistent with the circodes u that were um in the code in in different places. You had different circodes in different places in the code. So we wanted to make sure consistent with those uh classification violations categories. Uh policy 34, we did add the uh teacher bill of rights uh to that section. Um it was not in the code. As you all know that is uh it's very important that the uh not only the administrators but the teachers uh follow the teachers bill of rights and so we made
081sure we added that in the code. Policy 35 just updated the numbers uh numbering for correct sequence. Policy 39 discipline actions for exceptional students. We just updated the staff um job titles. Policy 40, problem solving team. We updated the description to align with what uh we are currently doing um in here in Da City Schools. Um policy 41, student discipline rules of conduct and attendance. We updated the uh policy to reflect the correct sequence. Electronic devices um which we added the use of headphones while uh being trans while students are being transported on the school bus. Of course, we all know that would be a less distraction for for our drivers. So, we did add that so they're able to use their phones, I guess, to listen to music or whatever, but they must have
082headphones on at at all times while they're being transported. Restorative practices. I know I'm running through this pretty quick. uh policy 43 updated description of uh what we are actually currently doing as it relates to uh restorative practices. Policy 49, we replace virtual with remote learners. Uh the only students that should be classified as virtual are the students that go attend the Dothan virtual school, Dothan City Virtual School. other students should be classified as remote uh learners. Uh we added vape related offenses code 60 61 and 62 that has to do with use of possession and sale. We added it to class three offense. It was only in class two. We added to class three. We checked with the state department. really can't change make any changes to the description, but you can move it
083from a class two to class three. So, we did that and then we added the term to distribute because that was not in there. They also said you can make a note to add certain keywords to that as well. Um, and then add we added trespassing to unauthorized access uh which is uh sir code 335. It unauthorized access is considered trespassing. Um so we added that made a note where we added that um expanded um the expanded toy gun policy to include draw drawings. So in uh in the code you know it talks about a toy gun which is a code 280 but we wanted to add also a drawing if so if they a student draws picture of a gun, it can be addressed. We can address it as a class, too. Um, we
084clarify threats to include gestures and nonverbal actions, also drawings, etc. And that would be a threat to a school board employee. Um, so we we made sure that was added. We updated the policy to indicate that the tribunal committee who is authorized by the board uh may also impose penalties up to exposure. And the way it's worded in the in the code is if the principles or administrators can recommend exposure, but actually all recommendations come from the superintendent. So we want to make sure we word it to where you know it's it's not they're they're asking or requesting that the tribunal committee um disposition is exposure and so but that all comes from the superintendent our designated and then the last one is uh sir code 45 um the Google workplace which was just to
085make sure it's in the correct sequence. Last but not least we uh estimated cost of the printing which I think most of you may have seen this is uh 13,000. We've uh we have a savings of 14,000 because in the previous years it's been up the uh the cost of the code of conduct is been like $27,000. And and reasons reasons why because we did create a QR code. It is electronic. Uh currently now the the uh the whole code of conduct is digital. The forms are fillable. parents can do electronic signatures. Um all everybody has a smartphone so you know the the code of conduct is at you know at their fingertips as well. So you know we feel really good about being able to save you know as far as that is concerned.
086But tonight we just recommend that we we table it. Uh you have three to four weeks to look over. I do have hard copies for you. look over it and then till the next board meeting I would ask for you to approve it u ask you to approve it >> okay >> at the next board meeting >> do I have a motion to table the 2627 code of conduct >> madam chair I move that we table the code of conduct >> okay have a second >> second >> all right is there any discussion Dr. Corbett, uh, you mentioned that you were going to send out student surveys for their input. How will those be disseminated? >> Well, what I'm what I'm wanting to do is get the, uh, superintendent student council involved and start with
087them first. I I spoke with Dr. Ash about that. So, we would like to send that survey to them and then um, but normally with with the parent survey, we just put it on the website and we uh, ran it for like three or four weeks and And we can do the same too for the students as well >> and push it out through social media. That's probably social media. >> Probably will reach the most people. So, previously um and not last year, but I think it was the year before last year, Mr. Faulk held a meeting over the summer where he invited the public to come and give input. Um, and I like that. Is that something that's been considered or um what was the reason for not doing that? >> Absolutely. We could
088I don't have a problem with doing that. We uh we formed a committee and then we you know we done the surveys but I don't mind doing face to face you know as far as that is concerned. The more input you have the better off we can be um as a district. The only the only thing is when you do that you know there's certain laws that are in place of course and so you know we're limited to how much we can change in the code of conduct. >> Dr. Corbett, thank you. I know this is a thankless job. So, thank you. >> I appreciate that. Thank you, >> Madam Chair. I did have a comment. Um, I was a part of that public meeting a couple years ago and there was a lot of
089good things that were brought up that some of us hadn't even thought about and so I think it is just giving that option for people to come in and talk about it and then they understand the code of conduct a little bit better as well. Um, also thank you for the dress code. I know I have talked to you about it. I've had a lot of principles talk to me about it. Just the discrepancy with that 3 in made it very difficult for things. So, thank you for for hearing the people that spoke about that and making that change. I really appreciate that. >> Yes, ma'am. No problem. Thank you. >> All right. All in favor of tableabling this. >> Yay. >> Okay. Motion carries. >> Do you all have a hard copy of the
090second? Thank you, Dr. Corbett. Okay. Um, next we have delegations. Um, when an individual signs up two weeks prior, he or she will have five minutes to speak. Um, when an individual signs up, um, let's see, the day of the meeting, they have three minutes to speak. And we have three people that wish to speak. Um, Lacricia Johnson, is she here? Okay. Um, Leticia Jackson, >> welcome, ma'am. >> Thank you. >> And you have you have three minutes. Okay. >> Thank you. >> All right. >> Start >> when you start talking. >> Okay. So, um, I'm Leticia Daniels Jackson. I'm a deeply concerned citizen uh for do public schools and now for over 100 days since Dr. Ascu presented his 100 day it has now been over 100 days since he presented his 100 day
091turnaround plan. Our kids continue to languish reading below grade level and not proficient in math. Another school year is fastly approaching a close. What happens to our children who cannot read and do basic math? For those of you who oppose Dr. Ascu's plan, what is your alternative plan? After more than a 100 days, we have heard no proposal of an alternative plan from you for our children who who desperately need help. It is apparent even today that the majority on this board has no intention of approving anything that Dr. ask you is proposing to turn this school system around and to help our children. It is a derelction of duty to meet month after month with no plan to help our children. If it is not a violation of your fiduciary responsibility to make decisions
092in the best interest of the students first, it should be. I believe the time has come for parents and citizens to look into an alternative way, including legal action, to get our children the help they need. This matter is urgent, yet we all we've seen is obstruction. I welcome the attention of the state superintendent, Mackey, and I pray that he get stays involved and that he takes over this school board so that our children can get the help that they need. >> Thank you, ma'am. Um, next we have Anita Dawkins. >> You two ma'am have three minutes. >> Good evening. >> On behalf of the community villagers and parents of Dota City Schools, I come before you with both concerns and urgency. At this last meeting, we heard decisions about discussion about a summer training
093opportunity for up to 50 teachers. While we appreciate efforts towards professional development, I want to be very clear, training alone is not a sufficient answer to this crisis that we are facing. You stated that nearly 60% of our students are reading below grade level. That is just not a statistic. That is a call to action. Our question today is simple. What's immediate direct will be made inside of the classroom right now? Principles have already come before this board asking for support. Teachers have came before this board asking for support. Parents have came before you asking for support. So we are asking now three questions. What target interventions are being implemented for students currently struggling? What resources are being placed directly in classrooms to support teachers daily? How will the summer training translate into measurable results
094this school year, not next year? Additionally, we ask, are you considering bringing improving literacy and math experts? Especially is there any opportunity to revisit the partnership with the individuals like Dr. Dewalt who have demonstrated impact the students achievement. Our children cannot afford delays. They cannot afford another year of plans without results. We are not here just for questions. We are here as partners, as villagers ready to support real solutions. But we need to see actions, accountability, and urgency board because every child deserves the abil ability to read, learn, and to succeed. Not now. It's now, not later. Thank you. >> Thank you, Miss Dawkins. Okay, we need executive session for a pending legal matter. Do I have a motion to adjourn to executive session? >> Madam Chair, I move we adjourn to executive se executive
095session. >> Oh, and we also have a personnel matter. Sorry. Um, do I have a second? >> Second. >> All right. Is there any discussion? All in favor? >> Yay. Yay. Okay, we are adjourned. No need to Are you sure? Do I have a motion to reconvene into regular session? >> Madam Chair, I'll move that we reconvene into regular session. >> Do I have a second? >> Second. >> Is there any discussion? All in favor? >> Okay. Um, I need a motion to authorize attorneys to settle legal matter discussed in executive session. >> I make a motion that we settle on the legal matter discussed in executive session. >> Do I have a second? >> Second. >> Is there any discussion? All in favor? >> Yay. All right. Um, do I have a motion to
096approve personnel item G6? >> I move that we approve personnel item G6. >> Second. >> Okay. Is there any discussion? All in favor? >> Yay. >> All opposed? >> Nay. Motion doesn't carry. Fail failure to reach majority. Okay. Um, we do not have any new business. Monday, April 20th is the regular school board meeting at 5:30 p.m. Do I have a motion to adjourn? >> Madam Chair, I move we adjourn. Do >> I have a second? >> Second. >> Was there any discussion? Okay. All in favor? >> Yay. >> Motion carries.