001And I'm going to call this meeting to order. Four board members are present. It is the practice of our board of education to begin our meetings with prayer and the pledge of allegiance. We invite you to bow your heads for prayer and stand to join us in the pledge if you so choose. Lord, we respectfully ask for your guidance and your wisdom as we proceed with the business before us. Keep us mindful of our purpose of providing a quality education for the students attending Taylor County Schools. Amen. >> Please join me in honoring our country's flag and those who protect and defend it. I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Dr.
002Stallings, do we have any adjustments or addendums to the agenda? >> No, Miss Garvin, we do not. >> Thank you. Superintendent respectfully requests approval of the agenda as presented. >> Motion moved. >> Mr. Daddy moves. Mrs. Gallow seconds. Questions? All those in favor? I >> I >> opposed abstain. Motion passes 40. First thing on the list tonight is to administer the oath to our appointed fifth board member, Mr. Rodrik A. Summers. And to do that for us this evening, we have the honorable Judge Nines. Robert United States of West Virginia. Congratulations. Mr. Summers, at this time, if you would take your seat next to Mr. Dowy. Wonderful. And thank you, Judge N, for your time this evening. Um, that moves us into the 5000 series, student matters, personnel, and legal matters. On the agenda in
003the 5000 series this evening, we have six personnel hearings. Um, I'm going to call the first name on the list, Karen Anderson. Our first question for you, Miss Anderson, is, would you like this meeting to be open to the public or in closed session? >> Yes, ma'am. >> Okay. Um so it is my understanding that the administration goes and then um you have opportunity to uh rebut andor present evidence. >> Sorry I'm with Shaw and we do uh most of the county's legal work. So, I'm kind of here to just provide a little bit of guidance and make sure we kind of stay within the parameters of the law for these hearings. Uh, the first thing we're going to do in each hearing uh will be uh provide to you uh a general statement from
004your treasurer, which provides a lot of the specifics regarding the county's financial situation. And uh in every situation we have here tonight, uh the reason that we're doing the reductions and transfers is based on the financial status of the county and the need to reduce personnel positions in order to uh get the budget uh under uh reasonable control without having a major deficit next year. So um I was not going to have Mr. Dolan read his information. He can just provide it to the board members. Did you give a copy to Miss Anderson? Okay. and to the employee. Um you can each review that on your own. It just provides the general basics of the financial condition. Uh and then we'll have Jody go ahead and explain uh the specifics and she'll address Miss Anderson's
005situation first. All right. Good evening. So tonight we're here for our first hearing is is for Miss Anderson who is on transfer and she is currently employed as the executive secretary of payroll. The transfer is being recommended due to our projected overage of 73.49 positions and if no personnel actions are taken, we will have to fund 73.49 positions next year. Of those 43.6 Six of those are service personnel and as you'll be able to see in your financial information that we will not be able to fund that amount of positions and make a balanced budget. So Mrs. Anderson is not the least senior employee in her classification. So the law requires us to reduce a a less senior employee in that job title at that person's position will then be posted as well as the
006others that are being reduced and Mrs. Anderson will have the opportunity to apply for those positions and then based on her seniority, she will end up in a position next year. Once all that happens, that's when we will know where she is. Included in your packet, you have this hearing information that gives you a timeline of how the the information for personnel happens. So, it starts with the uh the data collection. Then that gets sent to us at with from the state department. And then from that we have to speak with our building administrators, our directors to makeformational decisions based on how we can stay within our budget. And so of course these are very difficult decisions that none of us want to be here making. They are unfortunately necessary to ensure that we remain
007financially stable and that we are able to maintain that balanced budget. So in that packet you have the timeline that I'm not going to read to you. You also have the the data sheets that came directly from the West Virginia Department of Education that identifies the overage. So that's not our numbers that came to us from there. And then also how we are being funded, the enrollment count that the state department is using to fund us. That's also there for your information. The the last part is just a little bit more of a in-depth explanation as to how we got to where we are here in this transfer of Mrs. Anderson. So, as we presented to you at our December 2nd board meeting, we talked to you about that p that number of overage. And
008in response to that, what we did is a systematic review of our county office departments. So, we conducted all kinds of reviews of and to make staffing reductions to make the minimal impact on our operational effectiveness that we could. And we we reviewed workload demands. And then we also received direct input from our directors. And Mr. Dolan is the director of the financial department. So currently our finance department has five and a half positions making it the second largest department in our county office. Historical staffing patterns indicated to us when we reviewed that when there are short-term or long-term absences, we do not get substitutes and that Mr. Dolan has effectively and efficiently maintained the workload. So everything has been continuing to move forward with payroll functions, payment functions, and so when we met with
009him, he affirmed that he felt the department would be able to effectively manage their workload with fewer staffing. And so it was recommended that this staff position be eliminated based off of the redistribution of duties, being able to um do that and without negatively impacting his department. Again, this transfer recommendation is solely based on budgetary constraints, our realignment and and demonstrated occupational capacity. It has nothing to do with individual performance as none of these do. And these decision decisions just reflect the data informed process that we went through to analyze how we could make cuts even though we really obviously don't want to be doing that, but this is a necessary evil. So, that is my part. Um, if board members want to ask Dr. Decker any questions, you can do so. >> It's okay.
010>> So, I know you provided us with a timeline. I'm just um we have till I think May 1st to take action. Is that correct? And then at that time after that when will the positions then be open for bid or or whatever. So actually all the recommendations are appearing on the April 7th board agenda for the board to review and and decide. So as soon as that vote is made and decisions are made, we will prepare those postings and get those posted immediately so that those those who will be transferring into positions get that done as soon as we possibly can so they know where they will be they will be ending up. So our plan is if if the board takes action on the 7th, those postings will be ready on the 8th.
011and any any proposed transfer like this, all of the certifications travel appropriately and >> um there's nothing that would be like in order to actually make this happen, you also have to do get this certification or increase your specific knowledge base. So it depends on what position they want to apply for. So it could be that a a position is interested in that they have we have reduced someone else in that they do not have that qualification that they might have to take a service personnel testing if they're interested in that position. But there will be positions that that this person can can Mrs. Anderson can fall into without doing that. >> Okay. Maybe to speak a little more specifically to that, what we do is we look at like in Miss Anderson's case, we
012look at her job title or titles uh because a lot of our service personnel have multiple titles. We look at what job titles they hold. Then we look at what their seniority date is in that job title. Uh and as in her case with a lot of people, she's fairly high in seniority. So we get to the bottom of the seniority list for all job titles that she holds. And that's the person who would got notified that they would be reduced in force. And then in turn after that person is reduced and they're removed from the position pretty much then that's the job that will be posted that will make a spot that Miss Anderson or other people could end up in. But it ensures that we have created a vacant spot. So she will
013definitely have a place to go next year. Do any board members have any additional questions for Dr. Decker or Mr. Dolan at this point? Hearing none is is now an appropriate time to open this up to Miss Sanderson. So, I've given you a copy of my statement that I'm going to read along with um information that verifies what I have in my statement. I have been a full-time executive secretary for the Taylor County Board of Education since December of 2009. I started at that time as receptionist and worked 50/50 with the transportation and special education. I was hire hired solely for special education office in February of 2013. I took my current job as payroll secretary in May of 2022. But now, after 17 years of working in the county, my position is being cut
014and I am told I have to move to one of the bottom four positions. Losing my current position will cost me anywhere from $3,700 to $9,300 per year. We keep hearing that there have been no cuts in the central office, but in fact, there have been several that have led to us picking up extra duties. In January of 2013, the trans the receptionist position was cut and I was given all special education duties previously assigned and was to assist child nutrition secretary if and when needed. In March of 2019, the maintenance secretary was cut and I was given the duty of driving to the warehouse building to accept deliveries as needed. At the same time, because of the cuts, we were given an assigned work time and an assigned lunchtime so that no director had
015to answer the phone or the door. In November 2023, we started receiving observations and reports because I choose not to participate in the luncheons of the parties held. I am labeled not a team player. I've also had many marks on these as need improvement or effective when in fact when it comes to my knowledges of a job, I should have been considered highly effective. In May of 25, I received needs improvement on willingness to take on task. I did not sign this evaluation as I did not agree with the scores given. I have taken on anything the treasur has asked me to do, including job duties that others in our office did not complete. I also did not agree with my willingness to be part of the team that I believe was due to not
016participating office lunchons. Our office also had received direction from the superintendent to the finance department personnel that we were not to take lunch at the same time as people come as to help people to come to our office. Why was no one else required to keep their offices covered? In my current position that I was hired for, my supervisor has always been the treasurer. It was even on my job posting. I have reported problems, issues, and questions directly to him. In June of 25, when I questioned evaluation of using proper channels and extra duties and stated that I did those things, I was told that he was not my supervisor and only oversees responsibility and provides feedback on my evaluations. I have never in all the years that I have worked for the county received
017any bad evaluations, letters of needing improvement, or reprimmended for any task not done or done correctly. They started with the current administration. I went off on leave in November of 2025 for foot surgery that kept me out longer than I expected due to unexpected issues and other health problems. Not one time during my almost four months off did anyone send an email or even a text just to say, "Hey, how are you doing?" until they wanted to know when I was coming back so they could give me my transfer letter. During that meeting, I asked how they plan to get payroll completed and was told they did just fine while I was off. I feel as though as I was being punished for being off, there was what what we feel an unnecessary position hired
018for personnel and finance in January of 24 that could have been cut instead of some of the ones they did. This position until I was off had never had to cover anything for payroll. We've been told numerous times that these discussions were done between the administration and our supervisor. My supervisor still denies knowing anything about these cuts. I believe if anybody had been open open and honest at the least gave us a little insight into what was coming and what the plan was after, we would had a lot less anger and disdain for our employers. We certainly understand the need for cuts, but certainly do not agree with cutting four executive secretaries at the county office, especially the two biggest as well as the employees who have been here the longest jobs for the county.
019Because of my autoimmune disorder, I cannot work in a public place such as a school. I would not be able to protect myself from being in constant contact with so many people. I cannot even have my employee health plan at the central office followed which has led to many more sick days off than I would have liked to have taken. I have always had pride in my work knowing that it was done correctly and was done on time. Right now I feel as though I'm not a valued employee and they would rather keep a newcomer than someone that can do the job. >> Scarvin, if I might interrupt just briefly. Uh it's just important to remind that is we're not supposed to be mentioning other people's names in our presentations. I was just cautioned about
020that by our attorney. So, uh she didn't want to interrupt at that point, but um I'm just passing that along. >> I heard positions but not names, but okay. noted. Thank you. Does anyone have anything specific that they would like to ask of Miss Anderson at this time? Apologies, Mrs. Anderson. >> Mrs. Anderson, I just had a clarifying question um in regards to your duties. Um you had mentioned in your what you've provided us that you had um special education duties um some other duties. Are those still your duties or that was when I was in the special education office? >> Okay. >> Because I went moved to the special education directly just special education in February of 2013. But every time something has been cut, we have been assigned something else. And those papers
021where we have signed for extra duties are in your packet. >> A copy of those for you as well. >> Okay. Thank you. Does anyone else have any questions for Mrs. Anderson or any follow-ups for Dr. Duffer or Mr. Dolan based on I do have a question. Um, our service personnel is paid on a grid is the wrong word. um number of years of experience equals a specific pay grade, right? >> Um >> well no the job classifications in the code each one has an assigned pay grade. >> Okay. And that is there, please to remind me. Um, do those pay grades assignments also come with years of experience bumps? Am >> I asking that question direct correctly? >> Yeah, correct. It's based uh very similar to the professional pay scale. It's, you know, based
022on like I said, the pay grade uh based on that how the state sets up what uh each uh defined job title is and then years of service. >> Okay, thank you. Does anyone have any additional questions regarding Mrs. Anderson? Am I allowed? Do I have to close this one or can I just move to the next one? >> We're ending this one and moving into the next hearing. Um, hearing no additional uh questions or clarification points. Um, I believe that this concludes the hearing for Miss Sanderson. The next name on my list is Angela Lada. Would you like this meeting o this hearing open or closed? >> Open, please. And I would like to advise that I have um the WB SSP at speaker right now. >> Okay. Thank you. >> He'll introduce himself
023when I start speaking, but I wanted to bring in on the legal side. >> Very good. Thank you. >> Thank you. >> Okay. For Miss Lattis hearing, um we'll also begin with um the board already has the u financial statement provided by the treasurer. Um and I would just ask Mr. I don't want to give a copy to Miss Lada, so she'll have that for her file. Um, and it just describes the general financial conditions that have led to uh reductions and transfers for personnel for next year. And Dr. Decker will explain uh the specifics of Miss Lattis position and why she's being recommended for transfer. All right. Very similar to our last hearing, we are here for a transfer hearing for Mrs. Angela Lada, who is currently employed as an executive secretary, coordinator of
024finance. Again, this transfer is being recommended solely due to our financial obligations that we're going to have and the projected number of being 73.49 over the formula and 43.6 of those are service. And as we have stated before and Mr. Dolan's packet has informed you that that funding uh is going to be difficult and we're not going to have that to cover and make a balanced budget. So, Mrs. Lad is also not the least senior employee in her classification. So, the law again requires us to reduce a less senior person in that classification. That person's position will then be posted and Mrs. Lada would have uh the opportunity to apply and then ultimately she will end up in a position similar as what we talked about before. you have the same information regarding the timeline,
025the data from the department where it it identifies our funding where we're being funded based off student enrollment also our overage for profess professional and service I'm sorry and again they give us this information to help us prepare for that and these are decisions again that are difficult that no one wants to be making but due to our budget and being able to balance it we're here to do that again so again that you have the same data the timeline line the sheets directly from the West Virginia Department of Education and then the overall overview of Mrs. is the same of that. We did a comprehensive review of our county office staffing levels and we found that due to this projected number of overage, we needed to look at our system and systematically overview what
026we were doing in our departments and how we can do that with fewer people but not impact our operational effectiveness. And the the review uh reviewed workload data also direct input from directors supervisors in the departments. The finance department is our second largest department within the county office of five and a half positions. That historical staffing pattern of not getting substitutes has indicated to Mr. Dolan that he's able to perform the workload within his department with fewer people. He was uh consistently covered those responsibilities making sure that payroll was completed, finance was done, bills were paid, all of those as through that historical data. Also based on this uh operational data, it was determined that those duties could be realigned and without negatively impacting his department. So again, this this recommended transfer is based off
027of budgetary constraints, our realignment of staffing while trying to maintain occupation operational capacity. It has no in has nothing to do with individual performance. None of these do and the decision decision reflects that data informed effort to try to realign to fewer staffing. Any questions? So, Dr. Decker, you said that the finance department is the second largest in the central office. Is that where we're talking? >> Correct. >> Just for clarification. >> Yes, within the central office. If no one has any specific questions for Dr. Decker or Mr. Dolan at this time, we can open this up to Miss Letta. >> Excuse me, I'm a little slow walking. Um, Mr. Bunikardi, I'm going to let you I'm not sure if they can hear you. I'm going to let you introduce yourself while I pass out
028these packets. >> All right. I'll try to speak up again interested to read to present to the board and hopefully get some clarification on think prepared a statement for everybody. >> Thank you, Anthony. Um, I would like some clarification before I begin. Um, Mrs. Anderson was just notified that she's not allowed to use names. May I use your name and Dr. Decker's name, Dr. Stallings. >> Yeah. What what the concern would be is since we're doing these publicly, which is unusual, most people want their hearing closed. >> If we were in a closed session, then you could talk about whatever you want. The problem is we're, >> you know, showing this publicly >> and if someone's being discussed and they don't get to be here to address what's being said about them, >> understand that's
029just not fair uh to them to do that publicly. So, that's what we're trying to avoid. I understand that. Um, >> it's like a superintendent or somebody speaking to you superintendent. >> Okay. Gotcha. All right. Well, it's been a rough couple two and a half weeks. So, pardon me while I muddle through this. So, um, good evening. My name is Angela Lada. I'm currently the coordinator of financial services for the Taylor County Board of Education. I feel it is important for you to know my story before I make a final decision. Before you make your final decision on abolishing my position, I started as a substitute for the Taylor County Board of Education on November 14th, 2002. I was hired as a halftime secretary at Flemington Elementary School in October of 2024. And I was
030ripped from that position in June of 25. My riff was a result of the closure of Prinytown Elementary School, Hepsub Elementary School, and the opening of West Taylor Elementary School. I sat on the substitute secretary list from June 2025 till August 2027, excuse me, 2007. Um, my hopes were dashed repeatedly as secretarial jobs were done away with. I was finally awarded a job at the central office in August of 2007. My job was a compilation of three full-time jobs that were previously cut. an executive secretary of special education, an executive secretary of transportation, and a receptionist. That job has also since been abolished and the duty shifted all over the central office. I transferred to an executive secretary job in the finance office in September of 2009. A previous employee held my job for over
03136 years, and there was another employee prior to her. Um, I was honored when the former administration took notice of my roles and responsibilities and in August 2018 reclassified me to coordinator of financial service. I will be beginning be beginning my 18th year of service in the finance office this fall if my job remains and 20 total years of service at the central office in your free in in your free time. I'm kidding when I say that. You can take a look at at home exhibits one through seven. I have them all marked accordingly. As I stand here before you today, I can tell can't tell you how astonished and frankly I was in how insulted I was when I was called into the into a meeting with the superintendent and assistant superintendent on March
03213, 2026. I never dreamed that I was they were going to tell me that my job was going to be abolished and I was going on the transfer list after 17 years of my position. After some words, I signed the transfer letter and took a day and a half off just just to try to process what happened. Sadly, I still can't wrap my head around it, and neither can anyone else who has contacted me in support. I've seen this county through five treasures, 16 outstanding audits, three excess levy special elections, multiple SBA projects, and trained countless of central office secretaries, as well as paying millions of dollars in invoices in a timely fashion. Matter of fact, we just paid over $2 million in March alone. And let's not forget about CO. Um, I'm going to
033read to you a letter on the stay-at-home order from the governor that was written by uh a former superintendent March 27, 2020. To whom it may concern, Angela is considered essential personnel for the continuing operations of the Taylor County Board of Education as her role as business office coordinator. In this role, she will be required to check into the office periodically throughout the governor's stay-at-home order. And that was signed by a former treasur. Sorry, I got to get rid of that. It's bothering me. Um, so while I was home, while I was doing this, people would trump my salary, they were home remodeling, and I was out in it. I made sure the bills were paid, the utilities were on, and putting myself and my family in harm's way for my job. I challenge you
034to see how many other employees have this letter in their file. Um, I'd also like to read a few words, um, some excerpts from evaluations that I received from former Taylor County Board of Education treasurers and their feelings of importance of what I bring to the finance office. Angie always meets her deadlines, even when the odds are stacked against her. She is very dependable and is the one I rely on most. She manages her schedule very well and docu documents her flexible hours, provides good reasons for absences, and has all absences timely approved. Angela is a stickler for detail, following county policy, and is a real asset to the board. She brings any problems that arise to her supervisor and is excellent on following up on unfinished details. I never have to bother Angie because
035she's just that good. She is my most dependable worker because of her wide breath of knowledge. She's very capable and runs the AP system by herself. Angie's work area is kept satisfactory by the standards of someone working in AP. AP is a function that requires a large assortment of documents to be used to process payments. Angie has a great attitude toward her job and is the MVP of the business team. She promotes a high level of integrity, accountability in her work, and when problem surfaces she brings into her supervisor if appropriate. Angie enjoys the autonomy she has provided by running the AP system for Taylor County. Angie's quality of work is beyond outstanding. She deserves to be commended for what she brings to Taylor County. She produces far more than what is expected of an
036average service personnel and she has the wherewithal to read between the lines in her in the work she completes. She finds mistakes before I do. I place high value on that. That is from a former treasurer. We we don't get evaluations like that now. We get check marks, you know. But anyway, I'm going to move on. Like I said, you can look at that in your free time. Um, hold on. I got ahead of myself. I apologize. Um, now I think it's time to discuss some transparency. Um, during my meeting on March 13th, I was told that the cuts were a direct result of recommendations by the central office directors. The directors say they had nothing to do with the cuts. So, who is it? I don't know. It's been told that you, the board,
037only received the number of jobs that were being cut in each location. And I can understand that the administration not pro providing you with names as not to bias your decision, but I feel you should have been made aware of the positions that were going to be abolished, rifted or transferred. Honestly, I feel like it's more of a popularity contest right now than a roof and transfer. Please refer to the 2526 secretary seniority list and you will see that secretaries with less seniority were untouched while those of us with more seniority on the riff and transfer list will be subject to a loss of days keep decreasing pay grades loss of stipens resulting in significant pay cuts as 30 like I said right now with me that what's what's in play could be up to
038$3,800 to $9,700 and as I told you when I spoke with you on March 17th days equal money. It's just it days equal money. Um, I'm going to repeat what Mrs. Anderson said. Um, I figure this is what she got called out on for, but I'm still going to say it. I'm very curious to why a relatively new hire in the finance office was spared the cuts. Hire date 1224. I am left with the possibility of a lateral move to the coordinator of board services after after cutting three secretarial positions and one coordinator position at the central office. So, what's that job going to look like? How will these duties different from the last two job postings which I've included in your packet? Um, will I be expected do to do both jobs, my current
039job in this job? No one knows because no one has told us anything. I asked the assistant superintendent for a list of all service personnel, no names, with 17 years of service, such as myself, whose position would be affected in the current Riffen transfer. She said that I would have that via email. She said via email. She told me I would have that before my hearing today, which I did receive it. And the answer to that is no one. Um, other than myself and the former person who spoke, most everybody on that transfer list was hired between 2020 and 2025. Um, sorry, I got ahead of myself again. Um, I want to touch briefly. I do feel like, um, part of these decisions are being made due to a recent absence. I was absent with
040the total knee replacement. In preparation for the procedure, I had asked the assistant superintendent if I needed to take a leave of absence or file FMLA. She said I did not since I had enough crude acred time paid time paid time off to cover the absence. There was another employee off in the finance office. Therefore, I tried to make sure all of my pertinent duties were covered during the absence. The remainder of the work would sit until I returned. That is exhibit 21 and it did sit and it's taken me a month to fix it. But I'm going to go on with the permission of the treasurer and some of my co-workers willingness to help. And just I want to say just because we step up and help somebody doesn't mean we have time to
041do more work. We step up and help somebody because there are friends, there are colleagues. We do that just to get by. They tell me I got one nostril above water. But they want to help. They put the most important work in front and they set their stuff aside. That's how that works. But with the permission of the treasurer and some of my co-workers willing to help, I put a plan in place for my absence. I put a plan in place. I'm very appreciative of their health and would be forever grateful. I had asked the superintendent and the assistant superintendent in our meeting on March 13, 2006. I told them, "Don't be fooled by thinking my job is not necessary because I was off work for surgery." I'll bring you now to this document which
042are snapshots of my call logs while I was off recuperating. There's 37 pages here. I took 97 phone calls while I was home. 97. And that excludes text messages. This is on my time while I'm home taking days. Um I also did a three-day 1099 project that needed to be completed while I was home recuperating. I can't share that with you because it has sensitive information in it. It has social security numbers, FBI numbers. I can't share that with you, but it's a quite an arduous task. It's not push a button. It's a lot of handwork. I got those in the mail, got them done, like I said, while I was home recuperating. So, um, let me pick back up where I was off. Uh, I was on speed dial, taking returning over 100 phone
043calls, some lasting over an hour along with too many text messages to count. I also did the 3 1099 project while I was recuperating and I'm happy was happy to help out. But if anyone's is if anyone is leading the administration or you to believe that they have time to do my job as well as theirs, then maybe theirs is the job you should be be abolishing. Let's break down the timeline to keep things in perspective. I was off for a total of 47 days, six of which were holidays and three central office staff snow days, bringing my total days off for a complete knee replacement to 38 days. I find it reprehensible that decisions were made potentially that decisions were potentially made regarding my 17-year position based on 38 days off for a knee
044replacement. I'd like to segue now into um when we address the board on the 17th. Um there was concerns about some of it may potentially be something that should be addressed in a hearing. And um you all have all this, but I'm going to finish that statement if you don't mind. I'll read it quickly. We kind of went through the whole situation where we thought that the data was misrepresented. But I'm going to start where I stopped. I'm sure most of you know now that since the last last Thursday, which when I'm saying that, I'm referring to the 13th of March. The following coordinator and executive secretarial positions are set to be abolished at the central office. Co coordinator of financial services, 20 years plus service. That's me. Executive secretary of payroll 17 years service.
045Executive Secretary of Curriculum, four years service, total 16 years in the county. Executive Secretary of Special Education, five years of service. The coordinator of bird services is also set to be rifted in the purpose of cuts. This will be two coordinator positions and three executive secretarial positions that will be affected in the riff and transfer at the central office. I know you all have struggled with the word abolished but abolished and telling some so you know when we're told our jobs are abolished are no longer necessary abolish are no longer necessary doesn't mean taking those jobs and restructuring them into a remaining jobs or posting new jobs with those duties included and it seems to me that Anna Jarvis delegation spoke and the administration and the directors listened to a one-sided discussion and it is
046very heavy-handed It was stated by the administration when I was in my meeting that we have never made cuts at the central office and we're starting here. Well, just because you weren't here doesn't mean it didn't happen. The following positions have been cut at the central office over the years since I've been here. Full-time receptionist, full-time secretary of curriculum, the HR insurance was changed from service to professional through attrition, halftime special education secretary, full-time child nutrition nutrition secretary, excuse me, and full-time transportation secretary. Five and a half positions were cut. We've taken our cuts and we have signed for extra duties and I do have those included as well. We may not have those same duties, but we did have them. We have different duties. You know, we're always getting more duties, but I just
047want to thank you for your time tonight. Um, I know there's a lot there to process. I'm happy to answer any questions for you. Um, in closing, I know you're facing tough decisions, but I of all people am aware of the financial constraints of this county, and I've spent 17 years being a good steward of the taxpayers's money. Abolishing my position as coordinate of as coordinator of financial services will not add to your will not add to your Sorry, I was doing so good. Abolishing my position as the coordinator of financial service will only add to your problems. It's not going to solve them. And I appreciate your consideration. Thank you. Thank you, Miss Lada. >> Thank you. >> Do any of the board members have questions or clarification moments that they would like from
048Miss Lada? >> I think my question for clarification might be more for um Dr. Decker or um Dr. stallings. But um Miss Lattis shared with us the 97 different messages that she did on her own personal time. Was that at any point uh told of her that that was an expectation? >> No. The answer to that is no. >> Okay. Um, and then I see the the piles of papers that she has provided as an exhibit of the work that was facing her when she came back. So, um, that looks like a lot of work to me. So, I'm just concerned about the absorption of those duties when she was off for 30 days. So, um I don't know if you could expand on that anymore or >> I mean really as stated we're going
049have to divide up duties and process that work as it comes. So it's not piling up. So we'll have to work work through that process. So >> where deadlines um I know Dr. Decker mentioned so deadlines were still met even with that work that was accumulated. >> May I expand on expound on that for one moment? Um a comment I was told was made was well everybody's still getting paid. Well, that 37 pages is why everybody got paid. Okay. I don't know about payroll, but on the AP side >> because I was I was the Angie hotline and I'm I'm fine to do that. Somebody's going to help me. I want to help them. I don't leave them stranded here. But just because they didn't call anybody else doesn't mean they weren't getting help. >>
050I will say that that the central office directors have met and Dr. Sings to realign workloads of all these things. So there is a plan in place to realign those. It will not be the executive secretaries as um Mrs. Lattis stated. So the position that she was referencing or the ones that are remaining that will be reposted here, they will be reposted in a very similar fashion. They will not be adding duties that were are coming off of the executive secretaries that we are are abolishing. >> Okay. >> Directors in the departments will be picking up the responsibilities if that is needed if it hasn't already been happening with some of the areas. >> Okay. Thank you for that clarification. >> Does anybody have any more questions for me? >> This is a lot of
051information to process. >> Well, and I know that and that's why I didn't sit here and go page by page. Um, and don't feel like you have to look at it now. You can look at it at your leisure in your spare time. Anthony, is there anything you would like to say? I think you covered it all. >> Not at all. central office because everything that your duties are ultimately absorbable or easily absorbable because it wasn't that they were being done easily by somebody in a 37 or more calls a day that time to assist and help that work get done um you know come back from work from your abil to other employees in the office and so I think that is a concern and one that has a valid concern because she is
052the she's going to be another and if that is the case I think it's her argument is that there's duties that she is handling and so there isn't a period of time she'll be looked at was by providing that information on a daily basis that all >> you have any questions for Mr. Bencoy? >> Well, I will leave you to it. Thank you very much for your time this evening. >> Thank you very much. >> Thank you. Thank you, Anthony. Thank you. >> And with no additional questions there, that concludes the hearing for Angela Lada. The next hearing on the list is Valerie Jones. >> And Mrs. Jones, the first question for you is, would you like this in open session or in closed session? >> Open's fine. >> Thank you. >> Can I go
053ahead and pass out? you can pass out and we will um hold looking at them until the other side. >> Thank you. >> Okay. So with uh regard to Miss Jones hearing uh again the first item for your consideration would be uh the documentation that's already been provided to you from the treasurer uh which describes and explains uh the uh financial condition of the county and the need to reduce positions for next year uh in order to avoid a very substantial uh budget deficit. Um and I think he also has some information for you in addition to that for this situation in particular uh involving the community and schools program uh which uh the state has gradually uh reduced funding every year for that program and had from the beginning I I believe that everyone's
054understanding was that the state meant for the counties to eventually absorb the cost of communities and schools. So that's why they've decreased state funding each of the years that it's been exist in existence uh with the intention that the counties would take up the cost. Uh unfortunately you as with most of our counties uh have lost enrollment and are also u losing substantial uh funds from the state. So uh some of these programs unfortunately are not sustainable when the county already is facing a deficit. So I think that's what the information that Mr. Dolan has for you and Dr. Decker can explain the specifics. >> Right. So, this matter is concerning this is a reduction hearing for Mrs. Valerie Jones who is currently employed as a community in schools coordinator. As uh Mrs. Spataphor just
055said due to the diminishing communities and schools funding, loss of enrollment as well as the state aid funding reduction, the superintendent is recommending all five existing community and school coordinators are reduced but is proposing the creation of two itinerant community and school positions. These positions will be deployed strategically to address the high needs based off of data which will be identified through principles uh coordinators uh and administrators. So that is and all these current coordinators will have the opportunity to apply for those positions. Inside the packet again is just the data of the timeline. It is also um the figures that we are using to to determine our funding for next year based off enrollment, the projections from the state regarding the overage of 73.49 positions. And so that is where we are based off
056of that data presented to us in December. And again while these decisions are are are almost impossible they are actions unfortunately that we have to take just about finances. So that timeline is there for you and uh that data from the department is there also we have a little bit more data regarding communities and schools. uh again as we shared in our December 2nd board meeting we're projected with that over the formula and in response to that we then a we looked at grant funded and supplemental positions which is what communities and schools is and it we also looked at positions that the department the state department as Mrs. Spataphor stated informed the county when they created these positions that they would be temporary and subject to uh future reductions from the state department paying
057Mrs. Roberts, the director of the curriculum instruction department who oversees communities and schools, um explained to us that since the inception of the communities and school program, schools across the state have been told that this is going to be happening and that you have a page behind this that projected how the budget would decrease annually and how at first it was um funded even more per site coordinator and each year it's reduced whereas next year we'll only receive 37,500 per site coordinator. Mr. Dolan has provided you the detailed information of the salary costs per person and what we would be total um in in for cost. Also, what happened when once this communities and school funding has decreased, Mr. Dolan and Mrs. Roberts used what's considered step seven funding to offset the difference from the
058communities in school grant to fund it. But Mr. Dolan has also been informed by the West Virginia Department of Education that our step funding is going seven funding is going to be decreasing as well which impacts our ability to fund those positions. So step funding has historically been used by the district to offset that difference. So with the CSI grant and the step sub and support decreasing the district's going to not have the funding to support all five positions. This information was shared with the communities and school also with our principles. Um, also when we were reviewing this data, we looked at statewide data that further demonstrates that our current staffing model, Taylor County's current staffing model, it's exceeds the typical implementation of the CSI program. So, of approximately 694 schools in the state of
059West Virginia, there are 298 communities and schools, meaning that most schools within our state do not have a full-time communities and school position. Right now, we are maintaining one communities and school coordinator in every school, which does not align with what the state is doing staffing-wise. So, our staffing is no longer financially feasible for us due to this funding loss. As part of the planning process, as you have been shared for the se the uh April 7th board meeting, principles gave input just like we have said directors. I've shared that communication with you to demonstrate that the principles were given input and if we were having to make reductions what positions they felt could should be reduced by a priority list. Um I will say that communities and school was on every single one of
060our principles list with one asking to maintain half of a position. Again, not that they want to be making this decision, but it's it's in a tough time. They had to look through their staffing to determine what areas they could cut. They felt like this is a position that that prior to communities and schools, they were doing as well as their teachers were doing and that they would continue to do that and have a plan of how to sustain what they are doing to support our students and have the continuity of supports. Again, not things that people want to be considering, but due to our financial situations, that's what was presented to us. So, um, the program is not being eliminated entirely, as I said, or being recommended to be eliminated entirely. They are there
061is a recommendation on the agenda that with that those reductions that the two new positions be created to still service our our county with community and school supports, just not to the level that we had. and and so the recommendation reflects the financially necessary staffing realignment driven by funding statewide implementation norms and operational feasibility. Again, this has nothing to do with individuals, their performance or anything of of that. So, it is totally about funding and how we've funded it over the last several years. And as I said, the sheet behind that is shows the support that since the inception of the program that was distributed to local school systems to show what year one through year nine of funding and as you can see um there will be zero funding in year nine which we
062will be entering year seven. Does anyone have any specific questions for Mr. Dolan, Dr. Deer or Mrs. Spataphor at this point? >> Yes, Mr. Dolan. Um, Dr. Decker mentioned that step seven would also be decreasing. Is those numbers here in our packet or do you have that information? >> The state has not provided that information at this time. >> So, we do not know how much is being decreased. >> That is correct. >> Do we have a timeline when we will have that information? >> Hopefully in the coming in the coming days and weeks. Um, okay. >> They they've pushed out a little bit of information this week in regards to regards to our upcoming budget. Um, you we'll have to have that information done by the end of the month uh presented to you
063all. So, >> so therefore, it may not be here before the 7th. >> That is correct. >> Thank you. We don't have any additional questions for the county side. We would invite Miss Jones. >> Oh, sorry. I have one more. >> Sorry. >> So, Dr. Decker, you mentioned that um the five positions would be um up for reduction in force and then the two new positions would be created. Would the individuals that are being rifted like there's nothing with seniority there or would that >> so as to sorry >> I'm sorry I just didn't know with it being a grant in state funding how that worked as far as personnel >> so it's a little different with uh professional positions so service positions are totally based on seniority but professional positions follow policy 5000 so
064they will be interviewed and with the team and then that team will make the decision. Obviously, these five people will be known applicants for that position. And so they will be on our preferred recall list until uh that they get a position back if we have something for them. And so they will stay on that list and they will be considered obviously for these two positions. We will not I've said this and I will say this again. We will not be hiring anyone outside of ta that's currently h in working in Taylor County right now until our preferred recall list um does is not there. If there's someone certified on our preferred recall list, we will be putting them back in a position first. >> Thank you for that clarification. >> All right, Mrs. Jones,
065and my apologies. I have it written as Ms. and Mrs. Which is correct, please. >> Miss James. >> Miss Okay, >> Mrs. Sorry, >> I'm nervous. Okay. >> Oops. My gosh. >> Thank you. I just wanted to make sure I was addressing you correctly. Um, so the folders that I gave you has data, newsletters, flyers I've sent out for family engagement, communication with um with parents and students. Um, I have something I'm going to read. Um, good evening. Most of you know me, but for those who may not, my name is Valerie Jones. I proudly serve as a communities and school site coordinator at Taylor County Middle School. I have been in this position for two and a half years and in our school system for the past 10. I am known as the one
066with the calm, cozy room, the place students describe as therapy where they feel safe. To some, I'm their fourth mom. To others, their best friend. I'm a trusted adult, a safe place, and someone who listens without judgment. Through CIS, I provide basic needs many of our students are missing. Clothing, shoes, school supplies, hygiene items that allow them to walk into a classroom with confidence and focus on learning. Even small things like a hairbrush, hair tie, or I've even been asked for a lint roller can make a difference. Whatever the need may be, I am their go-to. When this position was first introduced, there was uncertainty. Many didn't fully understand the role, myself included. But once I stepped into it, I didn't just learn about the program. I saw the impact it has on our students.
067And it made me wonder, why didn't a program like this exist sooner? Now, just a few years later, the impact is visible in our students, our schools, and throughout our community. I also want to recognize those those standing and sitting be behind me. They represent more than support. They represent impact. Some have benefited from this program. Others are part of the community network we rely on. And many have seen firsthand the difference CIS makes. Their presence reflects the relationships built, the trusts established, and the real impact this program continues to have. Through CIS, I work directly with students on academics, behavior, and attendance. I meet with students regularly, set goals, track progress, and connect them with additional support so we can work together to help them succeed. Students reflect on their progress each week, and
068when they meet their goals, they are recognized and rewarded. We also provide incentives for attendance. For example, last year, one of my students missed 40 and a half days of school, putting him at 78% attendance. This year, he is at 93%, missing only 10 days. I didn't do that alone. It takes a village. But through CIS, I was part of that team that helped him stay on track. And what he said stuck with me. Coming to school isn't that hard. All I have to do is show up. I am one of his safe places. At the beginning of the year, I aligned my goals with our school strategic plan to reduce chronic absenteeism and the data shows progress. Attendance is improving because of intentional con consistent support. We started at 15% and the goal was
069we set was 13. As of today, we're at 14.36%. It's slow progress, but it's better than no progress. It has fluctuated and even surpassed the goal at one point during the school year. In addition to setting goals, I make three-day attendance calls home and support students on my case load with poor attendance. Through CIS, we also improve attendance by building relationships, identifying and removing barriers like lack of clothing, hygiene, transportation, providing incentives, maintaining communication with families, and collaborating with staff to intervene early. I also run attendance reports um through weeus. I have also supported students through deep, deeply personal challenges. One student struggled with bullying related to her weight and refused to eat even in my room. Through consistent support and conversations about confidence and selfworth, something changed and one day she asked for food
070and sat down and ate. That may seem small, but it's not. That is a student beginning to feel safe, gain confidence, and believe in herself again. Because of the relationships we build, we can recognize the needs that might go otherwise unseen. A student once felt comfortable enough to ask for help during the holidays. Through the trust and community support, we ensured her family did not go without anything at Christmas. No child should have to worry about that and that is what makes this program possible. Through communities and schools, we also create opportunities that support and engage student families, including some of the things that I do throughout the year's Noble Nights is a parent breakfast to recognize student growth and attendance, behavior, and responsibility. Weekly food bags for students who need extra support over the
071weekend. Our back to school bash providing school supplies, hygiene items, free haircuts, and community resources. family engagement events like our fall fest trunk or treat, the backyard brawl, building school pride through fun competition between middle and high school students. Holiday support. We provided 30 meals. This past year at Thanksgiving and Christmas, we assisted 42 students. Monthly community and schools new letters, newsletters sharing school updates, attendance, encouragement, and family resources. Student led service projects like the humane society drive. We have blessing box at TCMS that's restocked weekly for community members in need. PostGSA reward events to celebrate student effort and achievement. And I actively participate in SAP meetings to support student planning, identify needs, and ensure students are connected to services by adding them to my case load. I manage a case load of around 50
072students in a school of 571, which is 10%. This is how we track growth and impact. And beyond my case load, every student matters. Their needs do not go unnoticed. We must also consider the impact of removing this level of support. Without CIS, we remove a system that eliminates barriers and connects students and families to essential resources. And we must ask, what impact will that have on our students? What will that mean for our schools as a whole? The impact will be real and it will be immediate. When we remove support, we create gaps. And those gaps affect not just students, but our entire school. We all know schools operated before this program, but why remove something that fills the gaps, keep students from slipping through the cracks, and support staff so they are not
073stretched beyond capacity? I hope that with everything I have shared, the data, the stories, and the support behind me, you will consider keeping communities and schools in our schools because at the end of the day, our students should always come first and I cannot support taking something away that is proven to benefit them. When we remove support, we don't remove the need, we remove the solution. I would also I know you kind of went over this, but to address the reduction in force recommendation directly, um the letter had stated as action is due to financial constraints and the need to realign staff. However, it also been communicated that community schools program is not being eliminated but re reconstructured into two positions. That raises a critical question. If the program is valuable enough to continue, how
074does eliminating the current positions best serve our students? You have acknowledged this program benefits students and families across the county. And I ask you to consider whether reconstructing is the way preserves that impact or weakens it. Because what makes this program effective is not just the title. It's the relationships, the consistency, and the daily presence within each school. When we reduce presence, we reduce impact and our students feel that. >> Thank you, Mrs. Jones. Does anyone have any questions or clarifying moments for Mrs. Jones? >> Could you just clarify for me? You were talking about chronic absenteeism, and I know that that's something it's a goal for us, and we've worked, you know, really hard across the county on that. And you mentioned what we were at now. Did what were we at? >> So
075we started >> prior did you say that? >> So we started it's okay. We started at 15%. Um I checked it earlier today. We were at 14.3%. So it's but it's fluctuated throughout the school year as I've checked it. It's been down to 12 13. It's kind of >> Yeah. >> So >> Okay. Thank you. I I'm sorry. I just didn't know if you said it and I missed it, but um thank you. really appreciate what you do and the information you've provided for us. >> Thank you. >> I could hear me but yeah um with respect to the absenteeism um what are some ways that you reach out to the parents? What what avenues do you take? >> So um weekly our admin will run the um three-day letters. I call the three-day letters.
076he calls the fiveday letters. Um, we also Sorry, what was your question again? I'm not >> No, no, you're fine. Just examples of how you she she wanted Mrs. Gallow asked about those numbers, how they went up and down. My question was more the keys to success and how you saw those numbers go down. >> Yeah. So, the three-day letters are sent home. I also make parent contacts, let them know they're coming home, remind them about notes. Um, we Oh my goodness, I'm so nervous. I'm so sorry. Um, we also do um incentives like we've had a March Madness bracket. Whoever's home room um had the best attendance, we rewarded them like with the hive. Um so we the middle school loves a good competition between grade levels and home rooms. So, and then before
077Christmas, we did a um 12 days of Christmas because we know a lot of the times around holidays, the kids kind of like to stop coming, you know. So, we had a 12 they would get a ticket each day and then the last day if they made all 12 days, they were in a drawing for like a basket full of prizes is what we all did. And this might be a question for Dr. Stallings or Dr. Decker or maybe even you. Um are our community and schools a part of and correct me if I say this wrong like the LIC um >> team they could be that improvement >> that's each school's level of decision of who they invite. So it's not required in code that they be a part of the LSIC >> but
078they could they could be participating in this. Are any of ours in Well, is Miss Jones involved in that or do we know are you part of that? Okay. Okay. I was just wondering because I know that that kind of all collaborates a little bit. So, I have a question. Is that okay? >> Yeah. So, um, it was brought to my attention by a few different people about the house bill, House Bill 5694, um, where the governor had signed, um, the appropriation of $4.9 million that was to go to communities and schools that kind of rolled over for the 26 school year. Um, I know I had emailed about that. Okay. I wasn't sure if >> I inside your uh folder that I handed you, I got clarification from the state department or yesterday that
079that 4.9 million was the total allocated funding for the whole entire state. That was not additional amount. So they clarified that the money if we if the five positions are funded for next year, the total amount is $37,500 per site coordinator >> and that is all. >> Okay. >> Thank you. >> Welcome. >> And Mr. Dolan, can you confirm for me as this seems to be a a shared funding with a change, we only get that funding if we put the other part in, right? We can't >> if the pos if the if the county has the position uh like I said we're at year seven which is 37,500 and next year it it drops down to 18,750 which you know increases that gap that we have to fill and then year nine there's no
080funding at all. >> Well, I understand that but um I guess my question is we only get the funding if we take the split. >> Correct. Correct. >> Correct. Yeah. >> We can't say, "Okay, we're just going to reduce this position to 375." >> No. >> Correct. >> Okay. I'm I'm just not that I want to do that to anybody either, but I just want to make sure that >> I may be >> that's not an option. >> I may be confused by your question. What are you asking? >> The way the grant is, >> they give X, we give Y. >> If we say we can't give Y, but we still want the position, can we still have X? The answer is no. >> Are you asking to split the Y >> or among
081more people or >> No, no, no. Okay. >> I I am asking if if we can get the 375 from the state for communities and school without putting in the 75%. >> Wow. Okay. >> And and and unfortunately make that position much smaller but still be able to fund it. And the answer is no. We have to take the match for the split. So regarding the two positions, how are you are you allowed to answer like how we're going about that? Like are the positions are we going to be like respon like is the communities and schools going to be responsible the site coordinators for like multiple schools or so those decisions ultimately until the board makes a decision we can't specify that it's going to be based on need. it it when our last
082conversation occurred, we were going to base it off of need of schools. So maybe every school would not have a service if their need was not as high as other schools. >> Okay. >> So, but no final decision has been made on that. I that would be a partnership of work between Mrs. Roberts, whoever is named in that position, and our building level administrators. >> Okay. Well, speaking on behalf of the middle school, um I think the need to have one communities and schools is is essential. I've got kids and inside out of my room all throughout the day. No two days are the same. Their needs change daily. Um so I think that's really something important to consider. Does anyone have any additional com questions or clarification points for either Mrs. Jones or the
083county team? Um just another clarifying question for probably Mr. Dolan. So are there any other funds to cover those um CIS positions or because I know we have like state grants um state aid and so forth, but any other monies that could be >> utilized? The funding would have to come out of our our general fund or the excess levy if the positions were to be funded. >> Do we have to rewrite anything in the excess levy to do that? I don't have that copy in front of me. That's why I'm asking the question. >> No, because there's a line item in there for um positions uh to fund positions. So >> which is what's going to be covering the so in the overall overview of the positions if we are reducing 40 positions we
084will still be funding 33 positions which if it it's not funded out of a title one funding or a special education funding the rest of that will have to come out of the levy. So that's where we came to the projection of Mr. Dolan reviewed the levy of how many positions can the levy fund and it is around that that that number. But when we combine the levy, our federal funding and our grants, we can fund around 33 positions. Anything other than that will be reducing local funding of some sort, taking it out away from something else to to fund positions such as facilities or transportation. I'm just giving alternative options of those things. Would that also include then other positions like taking from other positions? Is that what you're >> So >> other than
085just facilities? >> Well, right now we can take the the decision of what positions. The only options we have are what's presented to you as we've passed those deadlines. So any position that the board determines that they want to remain and we don't reduce, the funding will have to come from one of those other sources. there won't be other positions now because we've we're past all those dates of deadlines. So that when let's I'll just give an example. If you decide to keep five communities and schools, then you'll have to find the funding for five communities and schools that offset the cost out of a different location because we have already allocated where our funding of excess levy positions, title one positions, special education funding, unless a different funding source comes back in or comes
086in differently between now and August 1st. And at any time if that happens, we could bring back a position that's impacted. >> Mr. Mr. Dolan, do you have like an approximate like is 80 to 85% of our budget come from personnel and then the remainder is like facilities and maintenance or do you have like a ballpark for us? >> 80 roughly 80% of our budget is salaries and benefits for employees. So if two positions do remain, is that going to be a year-to-year basis? >> So e every position depending on again we'll the same process will happen with I have that gave you that timeline in there. So in October we'll submit our data to the state department. They will then based off of enrollment give us projections of what our funding would look like
087overage and we will go through personnel season to determine what we need to cut or not cut or what we have funding for. So that's every position. It's not just communities and school positions. All right. Does anyone else have any additional questions? Thank you for your time, Mrs. Jones. And that brings the hearing for Mrs. Valerie Jones to a conclusion and moves us to the next hearing on the list for Miss Jennifer Escridge. >> Oh, I'm like The board will go first. So if you want to wait. >> Yeah, sure. >> um so I apologize in advance. You're going to hear the same thing three times um because we have three employees in one program who requested hearings tonight. So this hearing will be basically um from our point of view will be a repetition
088of the last hearing. uh this is a community and schools position and all of them are being recommended for uh reduction in force. Uh the first consideration we would request uh would be that you review the financial summary that your treasurer has provided uh which explains uh the uh severe deficit that the county would be facing next year if uh a large number of positions are not eliminated. Uh, and we also have specific financial information regarding community and schools in particular. >> Missaphor, >> I'm sorry. >> My apologies. I'm going to interrupt you again. >> Okay. >> Um, because I neglected to ask Miss Eskridge if she would like this in open session or >> Okay. >> Yeah, >> she does want open session. Now that we've confirmed that, I apologize. Carry on. >> I
089think she said it and you didn't hear. >> Okay. >> A lot of people were talking. Um, so I'll just turn it over to Dr. Decker. she has all the specific information about uh the reason for the reduction. >> So you received this a similar packet regarding the the reduction hearing for Mrs. Jennifer Esgridge who is currently employed as a community and schools coordinator. Again due to the diminishing communities in school funding the grant the loss of our enrollment as well as the state aid funding being decreased. The superintendent is recommending the reduction of those five communities and school positions but is pre proposing to create two itinerant community and school positions so that funding can be appropriate that we can afford to do. So these uh again positions will be addressed by high needs.
090All those decisions as I stated before have not been decided. Once those positions are created, if the board so chooses that, then they will be posted and then as that team will work together to make that decision regarding those. Again, you have been given information of the timeline of how we receive data. The data is sent to the state department. They send it back to us to review so that we can make these decisions. That's why it's called a projected number of 73.49 positions. So it it we are currently at this moment not 79 point uh 394 73.49 positions over if we do nothing with our funding that we're getting for next year. We will be funding 73.49 positions over and that's what Mr. Dolan's data represents the total cost of what that would cost
091and that our balance would not be our budget would not be balanced at that time. Again, these are very difficult decisions. Nothing that any of us want to be here doing and unfortunately due to the financial restraints, that's why we are here. So the timeline is there, the data regarding the overage is there that's provided to us and then the summary of the communities and school positions are here as well where we are talking about our December 2nd board meeting stating that information and then also the since the inception of the program the board that created these positions were told that this would eventually be happening. And so this is uh something that we reviewed looking at those positions that are grant funded and supplemental and known to be temporary for or subject to future
092reductions. So due to that um Mrs. Roberts has confirmed as she oversees this program that the funding that we will be receiving will be insufficient to fully fund each of those positions and also that our step seven money again we don't know exactly but it will be being decreased from the department as they are maintaining some of that funding to do some things at the state level. So we are not going to be receiving as much and historically that seven um step seven funding has been how the district has supplemented that cost. So due to those two positions uh two reductions these positions were on the list of for reductions. The information was shared with our building level principles and as we reviewed before the current staffing that Taylor County is doing for community and
093schools exceeds what the rest of the state is doing. Of the 600 and approximately 694 schools in the state of West Virginia, there are approximately 298 CSI coordinators, meaning that most schools do not have a full-time CIS position. And so we are over that typical funding or um the allocation of people in those schools. So due to that uh that and the loss of the funding, it's going to be difficult for that. So as a part of the planning process, as was shared with you for your with your April 7th agenda, principles were given input to that. They were there were lists that were sent directly to me that I then shared with Dr. Stallings. be reviewed and then those recommendations that the principles again I said um the PR every principal had this as
094one of the possible reductions from their schools again not because that's what they are are wanting to do but as we're having to make difficult decisions that is a position as we talked about I heard um the previous we talked about uh absence and attendance letters in code those are the principal's responsibility to be doing so communities and schools are an extra support of the principal but code does reference that a building level principal is required to send those letters and print them. So I I do know that the community school is a great support of those principles and making those calls and things. And so that's why again Dr. Solings is recommending not the elimination of the program but just a restructure of the program into two positions where that we can financially support
095through the funding that we will have. Uh again this is just solely based off of recommendations due to financial u situations where we are. It's it's driven by funding, state implementation norms, and the operational feasibility. It has nothing to do with how well anyone does their job, and it's not related to individual performance. And again, you have the redu, the funding reduction list there. Any questions? you've already heard so I'm not sure that you'll have any. >> If no one has questions or clarification points from the county team, we will invite Miss Estridge. >> I'm sorry. I feel like your mic's not on. Okay, thank you. >> Perfect. >> Okay, can you hear me? Okay, now. Okay, so much better. Um, I'm with Education West Virginia. My name is Katrisha Martin and I'm here today
096on behalf of Miss Esgridge and she is being considered for a reduction in force as it pertains to the community and schools positions. If you are not familiar with this program or maybe you are, this was something that was started in 2018. It was a pilot program and the state has consistently looked at different data measures as to how the effectiveness of the program is. If you look in your packet, I'm a data girl, so you know, I can tell you all day about how wonderful this program is, but I need to see the numbers. So, there is a graph um on the back of the first handout. And this was coming right off of COVID looking at the programs, its efficiency, and the things that it helped. So, um you can see at the
097top of the graph, um improved attendance, improved behavior, academics, um students who were promoted kindergarten through 11th grade, students who stayed in school, and students who graduated. And for this, um when you're looking at this data, um Taylor County was 94% graduation rate, which is amazing. And I'm hearing now that it's closer to 97%. And that's with the consistent supports of community and schools, having each person in your school because we know that our graduation rates don't start in high school. They start at kindergarten. They start with those developing habits, making sure that students basic needs are met. Um these positions, you know, throughout the state are being added. We we have a lot of counties who are looking at general funds of ways that they can support these salaries because they see how necessary
098that these positions really are. Um I brought with me um a packet of things. Um I I was looking through and I'm going to let Miss Esgridge tell you all about it because this is her job. This is her well-being. This is her dayto-day and all of the children that she supports in the county. Um, but I was looking through the packet and you might notice that there was a petition um that had been circulated around the county and there were over 400 community members signed this petition to keep the program. Um, so I'll let you hear from her um as to, you know, the the reasons and and things that she wants to stay in her position, but I would strongly urge you as board members um to keep her in place um as
099it pertains to community and schools, especially at the high school level. Um this position is so needed. Um it supports these students daily. It makes sure that they have what they need to succeed so they can study hard and so that they can um be successful in Taylor County. Good evening. Um, I had something typed out and I just debunked the entire thing because I just thought I was asked what my dayto-day looks like. And like Valerie had mentioned, there is no dayto-day. No day looks the same. So, I'll just go over my day today. Um, my entire agenda today was to get ready for my regional meetings tomorrow. We have regional meetings tomorrow. um our representative for the states coming in and we have to have all our data completed and things like that
100and I didn't touch it at all today. So, um, not that I'm going to be in trouble tomorrow, but it is because I am from the moment I walk through the doors of Grafton High School till the moment I walk out, I have students, parents, community members, um, teachers, staff that are constantly of need of something. Um, for instance, I I was supposed to speak at our old school agenda today about prom and and everything that's coming up for that, which is super exciting. Um, and they couldn't find me. They couldn't find me because I was in my office with a student. Um, really upset because he hasn't seen his mom in four months. And he didn't know which way to turn and he wanted to stop doing drugs and he didn't know what to
101do. To me, that was way more important than telling the students of Grafton High School that your prom is from 6 to 10. So, I helped him with that. Called his parents, talk to them about certain programs that we have in our community because they're not from here. Um, then after that tried to get myself back into getting into with the kids, checking on some of my case managed students. uh which what that means is basically asking them to come in, talk with me, see how they're doing. We have goals for each one. Um a lot of them are attendance, some of them are behavior, some of them are social emotional. Um check-in grades, just whatever whatever in that student is needing for that goal is what we discuss. In the middle of that, I
102had a phone call from a parent that they needed food for this weekend, for this spring break. They were concerned that they had no food for the kids. They have two in high school. So, I stopped my day with that. Got on to some making some phone calls with some community support members that we have. Picked up a food basket, dropped it off for the family because the family doesn't have a way of getting to the food. So, that's just two stories of a half a day for me. Um, I could keep going, but we'd be here for a while. Um, so when you ask what does your dayto-day look like, you never know. Um, I don't punch a clock a time card from 7:30 to 3:30 every day. Um, I don't know if any
103of you know I had to work Christmas Eve. I took time away from my family, which was not a day that I was supposed to go in. a student messaged me crying because her her siblings which were in elementary school and middle school and herself had no presence. So I worked with a community member, went out that morning, got some presents, asked some community support members to help um raise some money. I went shopping, delivered everything for them. This job isn't just 9 to5. This job goes above and beyond. It's through the summer and and we don't get paid for that. Not that I'm asking for it, but I do it because it's a need. It's something that needs to happen. And I care so much for the kids that I look at them as
104my kids. So, if I can't sleep at night knowing, oh, it's Christmas for my kids tomorrow and they get to open presents and I'm watching them open presents and I'm thinking of these other kids that aren't g able to open them. So that's kind of my day-to-day. My day-to-day is caring for kids. It's not teaching a classroom. It's not a structured environment. It's quite the opposite. But without those supports in place, I keep hearing that we're not essential. But who else in the building would do that? I don't know of any other person in that building that can drop everything to just go and do what's essential for those students. um condensing schools, I don't see how that would work. Having us work in multiple schools, it might, but if I'm at the middle school
105or the high school and somebody needs me, vice versa, it's a lot. Um like I said, I'm I'm from the moment I wake up, sometimes I'm getting phone calls from parents or whatever. Um, I was answering parents over there while we're at this meeting for prom and it's spring break for them. So, my communication level goes with students, um, parents, grandparents, nieces, nephews, uncles, um, my parent communication. If I can't reach out to a parent, if if we're trying to figure out where Johnny's at, nobody's heard from Johnny, we need to find Johnny, we need eyes on Johnny, I go to the home. I try to see if I can find Johnny somewhere. I reach out to community, see if we can find Johnny wherever. Um, couple years ago, I found Johnny in a tent,
106in a field somewhere. So again, where else in school can you think of somebody that has the ability to leave the school during the school day to go find Johnny in the tent? That's our job. Um so I have in your packets which is this. It looks like um this is my job in five years which I know it looks thin but if you look um I have circled the case managed students that I have done that year. Um for instance this school year right now currently I have 59 students. The highest that I've had so far was 68 this year. If you look at the next page in the pie chart, it shows this tier one supports that I have created and have done for academic assistance, attendance, clothing, hygiene, food. Um the goal
107for our school is attendance and I am in our strategic plan. So every year they have put my position in the strategic plan. Um, I have been at the high school since our job has been at the high school for five years. Um, so within the strategic plan, it talks about attendance. It talks about having me working with students um, with DF students, with chronically absent students. And I'm sure you guys know what chronically absent is, but chronically absent isn't tardy. It's not truency. it's how many times the child's not in the chair. So, um I look at kind of the whole ball game, not just why we're going to court and things like that. Um student snapshots, which is tier two and tier three that will show you the hours, um the different types
108of needs that we go through, behavior, case management, mana management, life, social skills, academic assistance, things like that. Um the f next page you'll see on page 11 is the approved number a percentage that has improved. Um for example this year so far on my case managed students 76% of my case managed students are doing better than they were when we first started. 17% hasn't changed nor hasn't gotten changed in the positive nor the negative. and only 7% has either stayed where they're at or has fallen. So um and then if you look at um social emotional 60% of them are doing better at this moment. So this data repeats for every year that I have been there. Um it starts from the present all the way back to 2122 school year. Um same same
109data repeated itself. The following is a packet of awards, certifications, things like that that I have through the job. Um, it's just a touch of some of them. I couldn't find all of them. And then the following would be 407 signatures from community, staff, students, parents um for a petition and some made some comments. And then the next packet would be student letters that had wrote one for tonight, a staff letter. Um, the students also do what's called senior memory books. Um, every year since I have worked there, at least a handful of students have given me a a letter to a staff member thanking them. Um, out of the five years I've been there, I have graduated over 300 students. You will hear from at least one today. There's a couple in here that
110will show you if it wasn't for having my program or this program or myself in the school, they would not have graduated. Um, there's several students currently that I have spoke with that have told me if I I'm not back in the school system, they're not sure if they're going to graduate. Um, there's parents that are begging for me to be there and it's out of my control. It's, you know, it's something that I will always be there for them. Um, I still talk to students from 2122 school year. um just that's the kind of bond that we create. Um it's not just somebody that's there from 9 to5. It's somebody that there is there for their lifetime. So that's all I have. That's what's in your booklet. Um we would like if if we
111may call Jennifer Bowers, a community member who is a partner in this program as a witness. I have no idea if that's standard or not. I I apologize. I just don't know. >> That's going to be up to the board's discretion. Um I mean, the reason for these positions being eliminated is funding. Um no one's ever challenged the quality of the program or of the employees. Uh, so I guess I guess my point would be that it's not really something that the board could consider when deciding whether or not to reduce the positions. Um, so I would leave it up to the board whether they they want to entertain witnesses. >> All right, please. Thank you. I appreciate that. Jennifer Bowers. >> Three minutes. >> Very brief. I got you. Thank you guys very much.
112I appreciate your time. Um, my name is Jennifer Bowers. I am the executive director of Trouvine Ministries. We are a community-based organization where we work with the members who live below the poverty line. As you mentioned earlier, um, most schools in the state of West Virginia do not in all counties do not have a communities and school coordinator. Well, unfortunately, the the residents in Taylor County live below the national poverty line average. So, it's very vital that each one of these schools I know you guys have pretty much, she's already said, you've already made your mind up that due to funding, you have to eliminate this position. But if I wasn't disheartened before, we we're into year seven that we could have been preparing for this, right? I'm not here today as an advocate for
113a position or a job. I'm here for the advocate of the child that that textbook is not going to matter matter to them. Okay? I stand before you today because my only focus is because our communities and school coordinators are the one that dismantle the non-academic barriers. You guys have heard testimony after testimony of what will happen. She stated it earlier that our teachers are going to be the ones to step up and help us with prom salon this year. This is our third annual prom salon. But we're going to take a teacher out of the classroom who's already burned out to run and get a food order. Okay. We already have an issue in this county with declining registration. It's probably because the parents don't feel that we're meeting the needs of our children.
114And this we're eliminating a position that data proves that graduation rates have been increased by over 5%. So by removing this, we are removing the safety net of being able to get our children out of the cycles of poverty. Without education, we're not going to change poverty. This position removes the barriers. And if we're able to keep these positions, we are investing in our community community and the academic future of our students. In Taylor County, there is an estimated 17.8% of our students receiving SNAP. That would be approximately about 400 of our students in the school system. these communities and school leaders just today had to go pick up food. The communities that school organizer does the honey or the bags on Fridays. I'm sure she'll get into that. But again, we're willing as a
115county to put this pressure onto our teachers because we've lacked the accountability for the last seven years to prepare for the state removing this funding. So again today I have worked with every single one of these ladies. I don't know students names but just last week it was new boots and jeans so a young man can change his life and start a new job. or last earlier in the week, I have a crazy request. I just had a young student diagnosed with cancer and all she's asking for is a cross necklace. That's mental health. That is meeting the needs of our students in this community. And please forgive me for my bluntness of saying that how dare the board drop the ball and not prepare for the last seven years for the most vulnerable children
116in our community. No position should be eliminated. There are facts and there is data to support this program. So, how dare Taylor County choose? And I know you guys have your hands full. You, the board, you have a hard decisions to make, but we should not be standing here before you today fighting for the most vulnerable children in our school systems. So, I'm sorry you guys have to make this tough decision, but I come to you today as somebody who was in these streets every day. Just at Christmas time, there were six children with no coats. Is a teacher supposed to come out of that classroom and go pick up those coats? No. communities in school already knows and have built relationships to pick up the phone and if she can't do it, we can.
117But our English teachers are supposed to do that. So I encourage you if possible, I know 20 years of service is a long time to have to cut a position in a finance office. My heart aches for you, but my heart aches for the children in this community that we have no concern for but more importantly, I know it doesn't it didn't matter before and it's not in their jobs descriptions to have to work on nights or weekends or Christmas Eve, but that's what these ladies in all five of these positions choose to do. They choose to put their family on a back burner for bare minimum salaries. And please forgive me, but let's look at some of the higher up salaries and see what can be adjusted. So, I apologize if I offend you,
118but again, I am here as an advocate for every child in this county. And you sit on here because I know each and every one of you truly have a care and concern for the children in this county. So, I thank you for allowing me this time. I'm sorry you have to make this hard decision, but again, you could have prepared. I'm not saying you in general. I understand this is a time limit, but we've had seven years to prepare and now we're just willing to cut the throat of our children. So, I thank you for your time, >> Miss Escridge, do you or your representative have anything else this evening? Um, we wanted to see if we could call um, April Con, a former student, as a witness. >> I would ask that she
119be brief. At this point, we have spent 10 more minutes more here than we have on anyone else this evening. And that is simply in the interest of allotting a level of equity. >> Okay. Thank you. Hi, my name is April I am a 2024 graduate of Grafton High School and Mountaineer Challenge Academy. And I just wanted to say that I have lived in West Virginia since about 2022. I'm originally from Baltimore, Maryland. So moving here wasn't just a cultural shock, but I was also going through something that not a lot of teenagers my age or even younger have ever experienced, which I'm not going to get into much about. But I will say that I always had Miss Escridge in my corner when I first came to Grafton. She's helped me in ways that
120not even any teacher could just up and help me with. You got teachers in classrooms that are worried about math, science, language arts, etc. They're not really just sitting there worrying about like what's going on in this kid's life outside of school. Why are they acting the way they are? They're wearing the same clothes as last week. Not a lot of teachers are going to sit there and think about that like communities and schools have. So when I started going to Grafton, I I really I really didn't have a lot. Like I truly didn't. It was a brand new town. My aunt and my uncle had just adopted me and my brothers. We didn't really have it good. So I was just trying to adjust. Miss Escridge reached out to my aunt and asked if
121there was anything that I would have needed because I was the only high school student in my house at that time. I have gotten to know Miss Escri so well that I've even considered to make her my mentor at Mountaineer Challenge Academy. And basically what she does with with that is from my post residential, she keeps tabs on me. She lets them know like how like how I've been doing outside of the program, like how the program has benefited me. And I will say Mountaineer Challenge Academy has done a lot for me too. And I feel like having a support like that behind me other than my family has really helped me become a way better person than I was before. And I feel like that every person should have something like that in their
122schools or workplace, anything like that. You know what I mean? So, I just want to thank you guys for your time. Thank you for letting me come up here. And I hope y'all can make y'all's decision. Thank you for sharing that. Okay. Uh, Miss Estridge or you have anybody else? >> That's all we have. We're gonna respect your time, but we still appreciate you allowing us. >> Very good. Does anyone have any questions uh for clar or clarification points for Miss Esridge or her representation? I don't have any. I just uh again want to thank you for um all that you do and and bringing this information before us. And just just to clarify for everyone, you know, as has been mentioned before, these decisions are very difficult and there's going to be decisions that
123we do have to make that we absolutely do not want to make. Um and in in regards to, you know, dropping the ball. You know, the state comes with a budget and they make the cuts and it's based on a formula that hasn't been updated um for decades and it's really overdue and it's based on you know different things but it's headcount and not really the acuity and the needs of our kids. So, it puts boards in a very difficult position. It's why we need to do more >> talking with our legislators um to help help all of us. I mean, this is not a unique issue that is just in Taylor County. It's it's across our state and unfortunately, >> but again, >> I'm sorry. This is not where this is headed. Thank you
124very much, Mr. Escridge. If that concludes everything you have and the board has nothing, the county team has nothing else to add. I'm sorry, Mr. Roger. Mr. Summers, >> thank thank you for uh for that. And uh I I echo what Miss Gallow said. Uh I feel like I'm drinking from a fire hose tonight, but for my clarification, the information we provided that you provide tonight's been very good. The uh question I have is I see a lot of statistics and maybe it's from you, but um I'm specifically going to point out the one that you handed out. Um you know, I see the number like 90 for Taylor County is 94%. So is that 94% of the the students in the CIS program or is that Taylor County school high school in total? >>
125This is um the high school in to I believe. Um it was um back in 2021 when they did this extensive study because in 2018 as I said was when the program was first piloted. So they wanted to do some studying to see specifically um h as it pertains to the program how it supported these um and then you know um that your graduation has continue to increase um and you have a lot more students graduating successfully from the county now um but when you look at the factors that they address in community and schools it's clear to see that there is a trend in the data from that >> okay so are I definitely I I don't want to specifically I do not want to point out a specific group. I'm just trying to
126understand the impacts. Um and so so overall this is everyone in Grafton High School's graduation rate. >> Correct. >> Some of which are not in CIS or never participate. >> Yes. But um one of the things I love about the program is that every student is eligible. So, you know, it's not in the same case that student would have to have an IEP or a student would have to be poor. Um, throughout our state, we have students who, you know, maybe they have everything they need at home and they need a spare pair of jeans for the day because they had an accident or something, you know, and that's how the program benefits the the student body as a whole. So, >> Sure. Sure. I I appreciate that. >> You're welcome. And you know, statistics
127and percentages are a fantastic thing, but if you don't understand them, they can be misleading. And I don't want to be misunderstanding what what we're looking at here. And all it's >> it's a fire hose worth of information. We appreciate you all. >> You're welcome. >> We appreciate your your participation and bringing this forward. >> Yes, of course. >> As Miss Gallow said, these are these are tough decisions. >> Yes. And and we completely understand in that and you know, we appreciate your dedication this evening. I know it's hard as a local board. Um but again, we appreciate the local control that we have in our counties um as to these types of decisions that are made from board members. So, thank you. >> Thank you. Anyone else? All right. At this time, that concludes
128the hearing for Jennifer Estridge and moves us into the hearing for Casey Renamman. Miss Renamman. Mrs. Mr. Rendman, my apologies. Uh, would you prefer this hearing be open or closed? >> Thank you. >> Uh, so forums reman hearing. Uh, of course we would request that the board consider the uh financial packet that's already been provided by the treasur uh which explains uh the significant deficit the uh county is facing for next school year and uh the reason that uh positions are needing to be eliminated in order to deal with that budget deficit. Uh we also have specific financial aid information regarding the communities and schools programs in particular uh which Miss Rodrik is uh a member of uh and working in one of those positions and Dr. Decker will have the specific information to explain
129uh this employees particular situation and the need for the reduction. >> Hello again. and we're here regarding a reduction hearing for Miss Casey Renamman who is currently a community and school coordinator. Due to the diminishing funding from the grant as well as loss of enrollment and as well as the state aid funding being reduced, the superintendent is recommending that the five existing positions be eliminated and then two new positions be created to still offer these services as we've been discussing. So those will again be deployed out to uh schools with high needs and those decisions will be made if this is how the board chooses to move. You've been giving given the information regarding the timeline of how data is collected. That data comes from the West Virginia Department of Education. It's not something we
130just collect. It's collected through the department and all of our all of their sites. And so that data is there presented to us. And again 73.49 positions is Mr. Dolan's financial packet will indicate that the amount that the we will have to pay with the budget and that we will not be able to balance our budget if we do not make any of these decisions. So again in that timeline these are again as we've stated and everyone here has stated that these are very difficult decisions that uh none of us are u wanting to do and and obviously um that's where we remain in this position as well. So you have the timeline, you have those numbers, you have the data based off of enrollment, and then again, we are going to share just as
131a reminder of the same things we've already talked about with our two previous community and school positions that uh we did look at grant funded positions as well as positions that were supplemental in that they were known from the start to be temporary or due to future reductions. So Mrs. Roberts did review that data with everyone that since the inception of the program that school systems were informed of this again previous um as we said seven years ago and again that was before our timeline here but that was presented at that time that this would be coming down the pike for the local boards and so we will um be looking at insufficient amount of funding to cover all five positions and again step seven funding will be decreased from the West Virginia Department of
132Education as they are maintaining some of that for some things there. So that will not be able be available to help offset the cost. So both of those decreasing um allocations will no longer allow us to support the number of positions that we currently have. Also statewide data as we represented that not all schools in our state have full-time CIS positions and that again we we have been doing that through those available funds but since those funds are decreasing we are not able to do that. We talked about the recommendations. Again, those recommendations were made from a group of of decision makers, not just one group of or one person. So, that input was given as you've been um given that information out through principles making recommendations. Again, the principles in their buildings understand the
133operations of their building and the daily operations that happen from their employees. and they they made the recommendations and as a former principal respect their decisions of the what runs in their building and how they should um be making have input in those decisions. So again, we're not recommending that this program be eliminated in its entirety that we are just recommending that it be reduced and um all applicants will be considered for that. So this is only about finances reduce reducing of funding. It's not about feasing. It's it's about the feasibility of the program. It's about state aligning with state what the state has done done with implementation norms. It's not about individual performance or what anyone has or has not done as that's not anything that we've taken into consideration. So, any questions? >>
134Yes, sir. >> I'm sorry I didn't notice this earlier. I appreciate you taking this. Uh just for my clarification understanding uh on the the pages that you have for the funding support broken down year by year. >> Yes sir. >> Uh it says year six. Um it looks like for pilot counties they were like a year earlier or a year stepped into this a year sooner. >> Is that the way I read should read that? >> Yes. >> So my only question is is Taylor County a pilot county or not? >> No. So, as you can see, um, we we did not they started those in, I believe, 2018. Taylor County did not start until 2020. So, we ended up jumping in to where they were. So, that's why we will be entering in year
135seven for the 2627 school year. >> All right. Thank you. >> You're welcome. >> You have any additional questions or clarification points from the county team? >> Thank you, Dr. Decker. Miss Renman. Thank you. Before I get started, I brought a pair of shoes with me and I want to just have you guys take a look at them. This is something that I see pretty much every day. Preschool sneakers. And as you can see, Unfortunately, that is not unheard of at AJ. All right, so here we go. Dear members of the hearing committee, my name is Casey Cox and yes, Renman, but everybody knows me as Cox and I go by Cox. So, I'm just going to clarify that for you. So, my name is Casey Cox and I serve as the communities and schools
136coordinator at Anna Jarvis Elementary. I want to begin by expressing my appreciation for your time and your willingness to hear from me. I have approached the situation with professionalism and respect and my intention is not to challenge the process but to provide a clear, accurate and complete picture of the wrong being or the work being done and the impact it has on our students and families. And I am very very nervous tonight. I fully understand that difficult financial decisions must be made. However, I respectfully ask that those decisions be made with complete understanding of both the level of need within the Anaj Jarvis Elementary School and the measurable impact of the communities and schools program within this building. Anna Jarvis is the largest elementary school in the county by a significant margin. The needs within
137this building are not only greater in volume, but they're more complex in in nature. Many of our students face barriers such as poverty, food insecurity, lack of stable resources, and limited access to basic necessities. And these barriers do not exist in isolation. They directly impact attendance, behavior, and academic success. Because of this, the support provided through communities and schools cannot be effectively reduced or divided across multiple buildings without a direct loss of impact. While combining positions across smaller schools may be feasible, Anjarvis requires a consistent daily inschool presence to adequately meet the needs of its students. I have also consulted with our CIS regional specialist regarding the program structure. While it may be possible to split a coordinator between two schools with proper approval, expanding that across three schools is extremely difficult and unlikely to
138be approved as it compromises the fidelity of the program. When the program is stretched beyond its intended design, the level of service decreases and students begin to fall through the cracks. To provide context grounded in data, I have supplied five years of communities and schools data specific to Anna Jarvis Elementary. This data reflects only this building and clearly demonstrates both the volume of supports provided in a consistent year-over-year increase in need. This is not a new or temporary trend. It is a sustained and growing demand for services within the school. It is also important to note that the data for the 2025 2026 school year reflects only the work I have personally documented from January through the end of March as I was a mid-year hire. Even within this limited time frame, the number of
139supports provided is substantial. I ask that you consider what the level of impact could be if this role were sustained for an entire academic year. This year alone, I have supported over 100 students and their families. Each week, approximately 130 students receive weekend food bags to ensure they have access to meals outside of school. That number has continued to grow even since the last board meeting. In addition to ongoing food support, I coordinated and distributed large grocery hauls for 40 families to ensure students had access to meals throughout spring break. These efforts were made possible through partnerships I established within the community and included full meals and essential food items. I also personally delivered groceries to families who lacked transportation, ensuring that no child was left without access to food right before I came here.
140I manage a clothing closet that provides students with essential items such as shoes, coats, and clothing. This include or this includes not only students lacking appropriate clothing but those experiencing accidents, weather related needs or unsafe conditions. Recently I encountered a preschool student wearing shoes so worn down that exposed wires were actively shocking her feet. This is the level of need that we are addressing on a daily basis. Beyond meeting basic needs, a critical component of my role is working directly with students who are chronically absent. I work closely with both students and their families to identify the specific barriers preventing consistent attendance. These barriers vary from transportation issues to unmet basic needs to family instability and require individualized solutions. I then create targeted systems and supports to address those needs, ensuring that students are not
141only able to return to school, but are set up for continued success. I'm just going to pause for a second. I literally make a a morning call to one family every morning at 6 am because the mom works night shifts as a nurse and she can't get up. She has an alarm clock. It doesn't work. I've actually knocked on their door and this kids attendance has improved so drastically and I know that's not in my job description. I know I don't have to. But I love these kids and I believe in them and I just see this this child and I know that he could be so successful but somebody has to help. somebody has to push him in the right direction and I am that person for this child and he doesn't have a
142lot of support. I just I don't unless you're physically in our building and you see what I see every day like I don't know I wasn't there for the conversation with the principal. Okay. I do know that my principal loves me and respects me very much. I know that I'm valued. Um, I also know that the workload that I take on at that school, my my jobs, you know, what I do, and then also I wear many hats. Um, I help in any way that I can. Um, I just can't imagine what would happen if I wasn't there. So, it I do find it very hard to believe that she would have even said that. I mean, I'm not trying to call anybody, you know, you know, but um I just it just it's a
143little shocking. Um, anyways, I'm going to move on. Um, in the few months I have been in this role, I have already seen measurable results. Approximately 90% of the students on my case load have exceeded their individual attendance goals for the end of the year. I tried to get that data for you guys, but I couldn't figure out how to do it without a bunch of confidential information being on there and I just didn't feel comfortable. But um, I will see if I can figure something out if you guys need that later. This level of progress is not incidental. It is the result of intentional intervention, consistent support, and relationship- based work with both the students and family. Additionally, I implement schoolwide attendance initiatives and engagement programs designed to build positive habits and increase student
144connection to school. These efforts are already showing impact with plans in place to expand and strengthen them further. The responsibilities of this role do not disappear if the position is removed or divided. Instead, they either shift onto already overextended extended ex staff or go in unmet entirely. In either case, the result is the same. Students lose access to critical support systems that directly impact their ability to attend school and succeed academically. I would also like to address which this has already been addressed, but I would also like to address the recent state level funding related recent state level funding related to the communities and schools. According to the West Virginia legislaturator legislaturator's 2026 budget, communities and schools continues to receive approximately $4.9 million in state funding through the Department of Education. This demonstrates that the
145program remains a recognized and valued support system for students across the state. Given this continued investment, I respectfully ask how these funds are being allocated at the county level and whether they are being fully utilized to support schools with the greatest need. at Anaj Jarvis Elementary. The level of need clearly supports maintaining a full-time dedicated communities and schools position. Additionally, I have provided examples of grant opportunities that align directly with the services offered through this role. These funding sources further demonstrate that sustaining this position is not solely dependent on local funding, but can also be supported through strate strategic planning and community partnerships. I care deeply about this school, these students, and this community. This role is not supplemental. It is essential. When we move or dilute supports like this from high need schools, we
146are not simply making a staffing adjustment. We are incre we are increasing the likelihood that students will fall through the cracks academically, socially, and emotionally. I respectfully ask that you consider not only the position itself, but the documented data specific to Anna Jarvis Elementary, the measurable outcomes achieved already achieved, and the opportunity we have to continue building on this progress. Thank you for your time and consideration. I also want to just note, I didn't put this in here, but at every single school, especially the three that are here because we're large. Um, we have clothing closets as we discussed, but a lot of those clothes, we have to go shopping for those. Okay? And clothes are expensive. If any of you guys have kids, I mean, you guys know how pricey clothes are. So, like,
147for instance, last Saturday I went to Fairmont and I was able to get three over 300 pieces of clothing for less than $1 each. Like, I go and I bargain shop. I mean, I have racks and racks of tennis shoes that I went to Gabes. They like let me in early and I got like my own shopping experience and I mean I got these shoes for $150 and they are brand new with tags. The kids are so excited. I mean, some of them have never had brand new shoes. the need to Anna Jarvis is just I mean and I don't know I don't know you know I know you've been to Anna Jarvis um but it's hard I mean you guys work and you have you know your own lives and my god you guys
148do plenty here but also if you haven't stepped foot in Anna Jarvis you just can't imagine the need it's just like a whole different world Jay and I mean I love my babies I love them all but we have hard days and these supports are important what I do is very important very and I just I mean I've got colleagues having but a couple here you know they'll tell you this program is so special and unique and AJ it truly matters. So that's basically it. If you guys have any questions for me do any of our board members have questions or clarifications they'd like from Miss >> Cox? Renamman Cox. >> Renamman Cox. Like I was confused before with a miss versus a Mrs. and now I don't even know who I'm talking to. >>
149So >> whatever I feel like today. >> I I don't think so because my questions have already kind of been asked. But as I told the others, I just want to thank you for what you do and we do appreciate all the work that you do. >> I appreciate >> I know it has an impact. >> I appreciate that. All right. Does anybody have any questions or clarifies for the county team at this point? I just have one question about the the step seven. So, were we aware that that was decreasing or is that something that the state decided and we're just now aware of it? >> We're just now aware of it. >> Okay. So that's what >> step seven is part of our uh funding formula. >> Yes. >> And some of it
150comes for that. But then addition um they they did make some cuts there within that the legislative session. >> Okay. Thank you. >> So I'm confused. So maybe I'm not following. Can you explain that further? Like I'm not You're saying that you're you earlier you said that you had known previously that it was like 37,000 blah blah blah blah blah from step seven. Now you're saying no. Am I not? >> Okay. Okay. I was just making sure. the communities and schools inside your packet there's the the list of how the funding >> started and it decreased each year and next year will the funding that is available for each site coordinator is $37,500 which then anything over and above that we have to offset with step seven funding that we are just now learning that
151>> so I will just I just want to note $37,000 is a real big chunk of our salary. I mean, you don't really have to come up with that much more. And I'm just curious, you know, is there not somebody here at this office who is capable of writing grants? I just knowing that this was coming, you know what I mean? I just >> should that I kind of had a a question related to that. Should we have looked at this before year six? My understanding of it was that the communities and schools coordinators were that was part of their jobs were to work with securing additional funding sources and grants working with community partners and everything. So, that was something that has been stated to communities and schools coordinators since the inception and since
152they go to their state uh state meetings or local meetings and stuff that they go to frequently. That that was part of their part of their job title was to go out and seek those funds and work work with securing that to to help the to help the program along. But that's to fund things for students, not to fund their salaries, right? >> Absolutely. >> Yes. >> It was for both because they knew that the funding was decreasing. >> I I beg I just it if you knew the things that we do every day, I mean, I don't I cannot imagine when I would find the time to secure funding for my own position. Am I not is my position not valued enough that someone at the board of education could maybe write a grant?
153Do they not see our value and our worth enough to take that time? I we I mean at Anna Jarvis at least. I'm telling you, let me tell you about my day. My day started with my six o'clock in the morning wakeup call to a student. Then I went to school. I run student council. So the kids and I had made posters and we had stickers and we greeted all the kids in the hallway as they came in. It was great. They were so excited. I had, you know, stickers all over my face and we did that. They went to class. Then I went to the cafeteria into the custodian's closet, loaded up a ginormous tarp so that I could go to First Baptist Church with my father-in-law who graciously brought his truck. And it
154was raining. It was or it was supposed to rain. Thankfully, it didn't, but I had the tarp just in case. So, we go over there to First Baptist and I get 40 giant bags of groceries and even freezer bags full of meat and then we haul it all back to AJ where I have to unload it by myself with my father-in-law and a couple couple cooks did actually help. They were super sweet and helpful. We loaded that all up into the freezer and into a clos like a closet space and then um by the time we got all that done, it was time for parents to show up that I had arranged for them to show up. So, those parents, you know, we got our drive-thru going and I'm loading them up by myself. Load
155them up, which I don't mind. I loved it. I got to see all these people. Got to make their day. It was great. Load them up. Well, not everybody could make it. So, then I had to check my list. Who didn't come? Then I have to call all of these people and I have to make arrangements. Hey, can you guys come at 1:30? In the meantime, for the third time this week, I have backpack me backpack programs that I have to deliver because we did three days this week. Three days because not every family could get those groceries. So, you know what? I had extra bags in my room. So the kids that were not receiving that on Monday they got an extra bag and on Tuesday everybody got a bag and then today everybody
156got a bag and some people got groceries. So I did that right and I delivered all these food. I also went around and I did student of the month for all these kids. In the meantime I had to make a crisis or take a fall a phone call about a crisis. Um had a really positive outcome on that. So that was a win. Um I just I mean it's all day long. It's all day long and I had numerous people have accidents and spills and I mean I had one girl come in that had Dr. Pepper sprayed all up her should her shirt all over and I said girl why do you have Dr. pepper in school, but here we are. You know, it's it was just a day and it's like that every day.
157It's if it's not that, it's something else. And I don't and I know you guys are tired. My gosh. But, you know, I just I don't know when I'd have time to try and figure out how to get myself paid, right? >> So, >> I I just want to clarify just so I understand this. So, an expectation of employment when Casey Renman Cox applied for a job with community and school when it was when it was went over her employment with her, she said, "This is the job. This is what it entails and you are responsible for securing your funding of employment from January 1st of whatever going forward. Is that is that what I'm understanding? >> I mean, I can speak for my department. No, that's not in our job description. I I cannot
158speak for what the West Virginia Department of Education is saying. That is not something that is in the Taylor County Board of Education job description. >> Okay. >> I can speak to >> I wanted to make sure that because that >> I can speak to that much. >> Okay. That did not sound right. >> Not to me either, >> but I've only been in it for a few months. I thought, well, maybe I am supposed to find my own way to get money. I don't know. >> Thank you. >> Is that it? >> If there are no other questions or clarifying moments, >> Mr. Summers. >> Uh, thank you. And I'm not sure, Mr. Go and Miss Cox, which which one is maybe neither one of you. And if you don't have the information tonight,
159that's fine. We can get it in the next few days. But uh you had mentioned in your in your statements uh like $4.9 million in in uh in the legislature budget. Um I I don't know what it is. That's for the 2026 budget for the 2027 budget. But I mean we have a breakdown and that that covers the entire state I know and that's you know hundreds of schools. So I mean I'm assuming somewhere we have a number shows what we do get. >> Yeah. It's inside your packet. Like I said, we we are getting So for each site coordinator Yeah. each site coordinator that we >> have employed, we are going to receive $37,500 for each site coordinator. And inside your packet again, it's it also states that if we for the $187,500, if
160we have all five site coordinators, Taylor County will have to find funds in the amount of $191,000 >> to continue their salaries for the county. >> Yes. >> Okay. >> 37,500 for each site coordinator. And like I said, at five five site coordinators is a total of 187. >> Okay. >> Five. >> Okay. >> So, it's always been a a percentage us and them, the X and the Y. It's just that we're getting >> this this year, I mean, this year we've had to start offsetting. We we became the Y this year. The previous years before that, there was enough funding we were receiving from the grant that covered their salaries completely >> plus >> no their salaries. >> Just their salaries. >> Yeah. Maybe in the beginning there was enough to cover their salaries
161plus. But as you look through that chart, you'll see, you know, uh like I said, we Taylor County took the initiative in 2020 and then it's it's decreased every year since then. So this year we've had to offset salaries and benefits uh with the grant and step seven funding. And then like I said, next FY27 it'll be $191,000 and then the year after that it'll be, you know, 20 something,000, you know, like I said, and then we'll we'll have if you continue on it'll be fully funded. >> Okay. All right. Thank you for that clarification. Thank you for >> I was just wondering really fast. We're never getting out of here. So, like I said, I do a lot of stuff every day. I'm always doing something. And um I'm just curious. So, if our
162positions I mean, I know that we're talking about creating two new positions. Um which I did mention in here. I did talk to um the regional specialist about that and you know, he said for two small schools it's feasible. And I don't know what you know what that looks like. Um but for two small schools it could be feasible, but for three out of the question. and say like if they're talking about doing all of the elementary schools, it's just not going to happen. Um, and I mean I don't even think they'll approve it. And I mean, he felt very strongly about that as well because it compromises the fidelity of the program. And this is not a Taylor County Board of Education program. This is a communities and schools program. They have guidelines and
163expectations and they have, you know, ways that they want things done. And if we are put into a position where we can't execute those duties the way that that that company or that you know that I can't talk communities and schools wants us to well then we're it's kind of ruining their their reputation and their own data. You know they pride themselves on providing quality supports and if we are stretched out like that it's just going to it's just going to dwindle down to you know the kids are getting the bare minimum and I do know that somebody needs to be at Anna Jervis at all times. So, all right. >> I can respond to Casey's comment on that. Mrs. Roberts has already reached out to the department regarding creating two itinerant positions with some
164parameters that she has set for that. So, Mrs. Roberts has already gotten permission to do what she is thinking of >> for three elementary school >> how to move forward. We have not said that it will be three elementary schools. It will be two itinerant positions and and then determination of where data determines that to be placed. So that's >> with all due respect, I don't see how possibly they could have approved that because they have to have all of the details to approve. They're not going to say, "Hey, yeah, we'll approve. >> We have an email response that Mrs. Roberts has that she provided me. That's all I can I can share that with you." >> Well, that's not quite an approval. I mean, that that might be that's a verbal agreement. Like, I'm
165just saying they're not going to approve something without having all of it written down. They're not going to say, "We're going to do this without all of the information." >> So, they are not here. >> Yep. to confirm, deny, defend, or um so rather than anybody else, continue to speak for them. >> Do we have any other questions or clarifications for the moment? >> Hearing none, we will close the hearing for Miss Casey Cox, Reneman, or or is it Rene Cox? >> It's whatever you want it to be. >> I would like to get it right. All right. And that will that will bring us to what I have listed as the final hearing for this evening. Um for Melissa Thorne uh Miss or Mrs. Thorn open or closed? Okay, very good. We are open.
166>> Thank you very much. And now that we appear to have uh reinstated calm in the room, let us please begin this hearing. >> Okay. She said open, correct? >> She did confirm open. Yes. >> Okay. Um for Miss Thorrenering um once again uh we would first offer the uh financial information provided by the treasurer which explains uh the financial condition of the county and the uh large deficit that could result next year if a number of positions are not reduced and uh that is the reason that so many reductions are being proposed to the board. Uh and as to Miss Thorne, Dr. Decker will have the specific information about the position that she currently occupies and what the intentions are for her transfer and uh those circumstances. So this is a transfer hearing for
167Miss Melissa Thorne who is currently employed as a student support facilitator. Again this transfer is just based on the projected overage number and the loss of funding. So uh Miss SAR is being transferred to a multi-categorical special education position due to her certification uh due to her seniority and certification. We were are are required to reduce another employee so that she could transfer into that position and service and professional are different. Her position is named as professionals bump based off of seniority and certification. So she does know where she will be um when if this transfer is approved. So that has been identified to her. Again, you have been given the timeline uh regarding the personnel process along with the data from the department which indicates our funding based off of enrollment in our projected
168overage for professional and service personnel. So that is where we took the information from to give you this um formula statement. Also again, these are difficult decisions that we're not wanting to make and it's required due to financial information. So there's the timeline again uh that we reviewed the information. There's this the overage numbers and the enrollment numbers and then we'll get into specifics regarding the the student support facilitator. So, as I stated uh that Miss Thornne is the student support facilitator. And so, in response to that overage, we reviewed positions that have been added in the in recent fiscal years as this position was added in FY25. Uh so, which roles can be realigned or re or absorbed within existing structures or to align with structures that support other schools. So uh again this
169position is um funded partially through step seven funding as we have stated before which we are having a reduction in and also the other portion of special education funding which we do not have all the details on that funding at this time. So this position was created in FY25 to support the student assistance team coordination at the middle school and the high school and services related to grand families. We reviewed our current practices and across the district. Uh the elementary schools manage the student assistance team coordination through extracurricular position. So we post those as extracurricular and we pay someone to coordinate that that role rather than a dedicated full-time staff member. So after consultation with building level administrators as you again have shared that information in the email you could see that um the recommendations
170uh recommended that we could realign the SAT coordination to with the two remaining schools to match what we're doing at our other elementary schools which would be creating an extracurricular position as they had that previously before this position was created. So this would take us back to the exact same model that we had before this position was created. So these adjustments would ensure that we were consistent across our buildings um while reducing the need for this extra funded position. The grand families component of the student um success facil facilitator will also be continued. Mrs. Roberts oversees that program. she will assume responsibility for managing that either by assuming the role herself or once all funding is received if there is enough funding creating it could be a possibility of creating an extracurricular assignment also that
171um Miss Thorne could possibly apply for if that money exists to help coordinate the grand families as most of those um activities could be done through that but of course we don't have that finalized money yet but that grandf family support will continue so again This this recommendation uh through the superintendent is just the staffing realignment based on being fiscally responsible with our funding, making sure we're still operationally uh efficient by making sure our student assistance team and grandfamilies needs are still met, but also being consistent across all of our schools ra again, this is not about performance or what the the job importance. It's it's just about being financially responsible. So, uh any questions? So just for clarification, I think you said that this was FY25. Is that when this correct position? Okay. Thank
172you. >> Right. Any additional points of clarification? Very good. At this point, we'll open it up to Miss Mrs. Thorne. >> Hi. Um, I'm here for Miss Thorne and um, I just want to speak to you briefly as to the dynamics of this position. When I was studying this, um, this is not something I was super familiar with as it pertains to this county because a lot of other counties, they do the extra duty contracts and they assign a teacher to coordinate SAP meetings. And if you can imagine a teacher who already has an eight hour school day to work, to grade papers, to look at students who have missing work, imagine then those teachers trying to coordinate SAT meetings. And basically what that means is when a student is identified as needing to have
173a team assistance meeting, whether it be behavior concerns, academics, sometimes all the above, then they will set up a meeting um that consists of people who are made up on that team. and it's, you know, parents, members of the staff from the school, and they make determinations as to the accommodations that they can add in to help ensure success for the student. Um, Miss Thorne does this full-time. This is what she does between the middle school and the high school, and she has provided some examples of of different things, obviously redacted um as to her workload, which is quite a bit um to make sure that these are managed properly. There's certain deadlines you have to adhere to when you call a SAP meeting. You don't just to call one for the year and be
174done with it. You have to consistently set dates for SAT meetings. And she does just that. And in addition, she does facilitate the grand families program. I don't know if you've heard of that program or been a part of it, but we have a lot of grandparents in the county. I think she mentioned, she correct me, but around 30 families who benefit from this program who are raising their grandchildren. And this program basically helps implement resource for them. Um it is a grant-f funded program. This funding that comes for this grant is specifically for that position. Um so looking at you know how seamlessly her job and the roles that she plays now fits with between the middle school and the high school. Um it's a wonderful thing. I would hate to see it eliminated.
175Um she does a lunch and learn and I ask her again what does that mean? and she says, you know, students who have missing work, um, they get to eat lunch and and work on that missing work and she helps them get caught up, which is directly correlative of student performance. Um, in other counties that utilize what they call lunch and learn, they call it detention. And so when I heard, you know, her positive PBIS reinforcement of this and helping these students, it's truly amazing what she does on a daily basis with every student in the middle and high school who has missing work. um and just looking at, you know, the partnerships that she um has created. Um she she does a great job um in forming relationships with the students and the staff
176so that she can work to help provide the support in these schools. So, I'm going to let her speak to you and talk to you about what's in her folder. All right. First, um I want to clarify, and you're right, It is lunch to learn but that is not my baby solely so I don't want to take all the credit for that. Um the high school initiated it before I even took this position and then the element or the middle school followed suit with their pathways program and the lunch tolearn is for students who have one I'm sorry >> I am so sorry for interrupting my fault I I feel like I'm not on the same page so I just there's an an acronym here that's SAT is that >> that is the student assistance
177team >> I I'm sorry up to this point I was scholastic aptitude test brain and that's my fault not yours fault it's not anyone's fault I'm sorry about that I just so it's what what >> the student assistance team >> okay >> and I'm sorry I'm super short so I have to >> All right thanks for that clarification it'll help me get on the >> You're good my bad for >> No you're good you're good because every time I see it, I think of when my sister was in high school and preparing to take the SAT, she called it her Saturday afternoon test. So even still, I see SAT and think Saturday afternoon test. But um what I like to do for lunch to learn at the high school and for pathways at the middle
178school are the students who are onset and have to attend that program. I like to go into Weeus and print off all of their assignments where they have or have had and then highlight the missing ones, highlight the zeros and then take them to the student and handdel it to them. So they have to look me in the eye while I say you have seven missing assignments in such and such's class. Why is that? You need to take today's time and work on that. See if they'll still accept it. Ask. It never hurts to ask. 50%'s better than a zero. So maybe ask if you can still turn that in. But I also um my biggest concern is that I do know that it used to be three extra duty contracts. I was the SAT
179coordinator at the middle school for the extra duty contract. Um I just want to make sure that this is still that isn't going to go to the wayside. Uh whenever, and I know some of you don't know her, but whenever Molly Wagonast was here, she was the SAT coordinator at that time. That's been five years ago, and she took the middle school SATs and cleaned them up and got them all situated and taken care of. And I'd really hate to see all that hard work that was put in be tossed to the side. It just it really means a lot to me. I don't want to see that taken away or pushed aside because it is federal money and it is federal thing. Um if you open your folder the healthy grand families um whenever
180I took over this position I did not have a list to go through. So and I apologize when I stapled it when the copier stapled it I said left hand corner but I had him in the copier the wrong direction. And so it's stabled at the bottom left hand, but it's there nonetheless. Um, but I didn't have a list to go on. So I went into Weebas and any child I started with Flemington and if the child's name or had a guardian listed as grandparent or grandmother or grandfather, I called them. I introduced myself and I asked if they wanted to be part of the program. So some of these they get the flyer mailed every month. the session that I hold and they can come if they want to. The very last one, the
181very last page. Um there are 14 families and these were the 14 where in November they participated in our Thanksgiving session. They participated in the December session. So these are the 14 that I called to see if they wanted an Easter dinner basket. And these were the 14 that got Thanksgiving baskets. They got Christmas presents and a Christmas food basket. And then they also got tonight they picked up their Easter basket. So there are 14 grand families that are very dear to me now. And the program means a lot to me because my parents were would have qualified for this program whenever I was in high school 30 years ago. So they raised their grandchildren. My parents did. So whenever this position came open, it really meant a lot to me and I really wanted
182to get my hands on it so that I could be a part of it. So if it even if it does come up as extracurricular, it is something that I still want to keep as my baby. As far as the SATs go, um the middle school SAT list, we have I think roughly 45 kids on SAT. So you have to host a SAP meeting for the parents once every nine weeks. If you would do it once every 40 or once every nine weeks, you could hold a meeting once a day for that nine weeks and then starting back over the next nine weeks and hold another set of meetings. The high school, we don't have near as many. I think we have like 15 to 20. So that would be more feasible, but the middle
183school like it would have to be something where you would do daily. Is there anything that any questions I can answer? I really just wanted to plead the case of they at least need to be extra duty. We can't get rid of them. >> I I do have a clarifying question. Um, so for the SAT, you said it was once every nine weeks. >> Yes. >> But correct me if I'm wrong. >> Um, if the student, family um, sees a need or the teachers, they can call for one in a sooner period of time. So >> the frequency may be more >> Yes. >> than one every nine weeks. The one in nine weeks is the minimum. Correct. >> Right. That's what I >> like. I have one um at the high school right now
184where we are getting ready to do a mid nineweek window because he was failing three classes at the last one and we wanted to see if if he could keep it pulled together long enough to do halfway there and then we're going to check back in on them. Are those um virtual meetings in person, >> in person, over the phone, however they parent wants to do it. >> That includes the teachers as well. Yes. Right. >> Yes. And it's a very thin line because um we have to like the teachers, it's very difficult to get them to come during their planning periods, which I understand. I've been in that boat. I know how it is. So, I always ask, you know, would you be willing to give up some of your planning time to have
185this meeting if we do it on a planning period? Um, normally we do marathon meetings, so they're all day long. In the middle school, it normally takes three or four days to get through. At the high school, we have it down to one or two depending. like the last time I was able to do it in one day. Um, simply because a lot of our kids from the high school that were on set were either sent to a detention center or some like they moved, they were transferred, they went virtual, they went home school, something like that. So, um, I was able to get it down to one day, but we have to do it like and we have to have substitutes to come in and take over the classroom teachers role or the floater
186sub. So, and if it is an extracurricular duty at that time, then you almost would need two subs because you need one for the and then it would be would it be double dipping then? I don't know how that would work. I >> the policy says so the SAT coordinators don't have to attend every SAT meeting. They just have to arrange it. But the it has a SAT team has to be three people. So a chair, a building principal, a teacher. It doesn't say it has to be that SAT coordinator. So depending if you have >> a chair could do the same. >> Yes. Absolutely. So it would depend on the how the school >> would choose to do it. >> Yes. Okay. Right. Do anybody have any additional questions or clarifying points for Mrs.
187Thornne? >> Sorry, I have another one. Um, I think you mentioned Miss Thor, Mrs. Thorne, about uh the grant uh paid for the position. Can you just clarify? Is that >> Oh, the healthy grand families. >> Yes. >> Um, so the healthy grand families program and I should have brought my flyer. I didn't even think about that. But the healthy grand families program is ran through the West Virginia State University >> and um it is a grant distributed by that university. But currently how we have it working that program like that money is in pot a basically and um mine it's currently my step seven my paycheck generally comes from step seven for the grand families. So, um, the grant that West Virginia State University gives is held in a different fund and I've normally
188just been using it to like last year we used some of that money to pay for a furnace for a family. And um, we've paid electric bills. We've paid um for glasses for a set of grandparents. they couldn't buy their glasses. Um, we've bought groceries, just different things where just specifically out of that pot of money, like I try not to touch that pot unless a grandparent needs it. >> So to clarify that, I'll clarify that. So that those are two separate funding sources. That is not funding held within Taylor County schools. So grandfamilies, the grant funds, so if a grandparent comes to Mrs. Thorne and says they need something, she writes to that there's an organization we Mrs. Roberts, myself, Miss Thorne, we sit on that as a contact with that organization and then
189everybody has to vote to decide whether we can dispense that funding to buy resources for grand families. It does not pay for any salary. It's not even in our budget. It's not tied to Taylor County Schools budget. It's a separate entity. So the the funding source for the our person comes out of our allocation of whatever monies that we have to fund it. So previously it's been an extracurricular position before we created this position. So it's not a a funded position through state aid or any of those types of things. It is something that we do as a support to that that grant that we have access to. So I heard the mention of step seven. Is that again talking about the step seven that is decreasing in funds that we're not aware of how
190much yet? >> Correct. Okay. Correct. >> I just want to make sure I've >> It's a lot of funds and a lot of grants. I wanted to make sure I got it straight. Right. Any additional clarification points or questions for either Mrs. Thorne or the county team? Thank you for what you do. >> Thank you. >> All right. Hearing none, we will say that this hearing for Mrs. Thorne is closed. As I understand it, that is the end of the discussion this evening. Okay. That brings us to the 9000 series future meetings. Uh, Tuesday, April 7th, 6 o'clock here at the board office. Tuesday, April 14th, 6 and 6:05, that 6 o'clock meeting is a continuation of the levy here at the board office. April 28th, 6 o'clock here at the board office. May 13th,
191that is a Wednesday, 6 o'clock here at the board office. and May 19th, six o'clock here at the board office. >> I just wanted to notate the one meeting that um the training that are that they had emailed over. Um I know it doesn't need to be on here just as a reminder to us. I know that our meetings are a little scattered. So >> that's in couple trainings in Harrison County that's was just popped on us there. >> Oh, okay. >> That Yeah. >> Yeah. I think the regional meeting and then just >> then there's another one. Yeah. >> Okay. >> All right. Uh at this point I will entertain a motion to adjurnn. If not moved >> all five. All five. Five. Yeah. >> All those in favor >> I opposed abstain. >>
192And we are adjourned at 8:48. Thank you all for your time and for everything you do. who go safely in the weather this evening.