001call our meeting different [laughter] >> unfortunately our language teacher is out so we don't have them but in honor of Native American heritage month I'll lead you in the pledge of inapp But they made that >> I'll be signing up for >> [laughter] >> To the flag of the United States of America and to the stand with all Mr. >> We do not. Hi. >> [laughter] >> Agenda insurance officials and automatic payments. >> Mr. I move we approve agenda as >> any discussion hearing none vote all in favor >> I opposed hearing none we'll go ahead now for the round table I have a statement to make at the beginning we're conding a board which is actually a business meeting. I don't think I've done a very good job keeping us online in some cases
002towards getting our business meeting. So, I'm asking all of you to help me keep things moving forward because like tonight could go depending on the questions could get lengthy. We don't want that. Um, so my I apologize for not keeping things going straight forward, but hopefully you guys will not tell us all about HR. What was that Carl? >> Well, good evening members. It's always nice to here. I am Lindy Niels. I'm the HR director and I'm here to give you a little HR update. Um, so before I get started, I just want to tell you something really quickly that I know you already know, which is that our staff at Fremont 25 are some of the best people ever and we couldn't do what we do every day without them. We started a new
003um series, professional development series for our classified staff and it has been incredible to spend time with staff that I don't normally see. I obviously don't interface with every single 550 classified certified staff members who work here. But I do have a front seat to some of the great stuff that folks are doing. And someday I would love to be able to come uh to a board meeting and share some of those anecdotal stories from our bus and our drivers, our food service, our custodians because we have people making really great connections with students and just some really heartwarming stories that brighten their day mine. But I'm not gonna talk about that. I'm gonna talk about data. So, um, as you know, a couple years ago, we are two and a half years into the
004implementation of our electronic personnel system and our application system. And so, what that means is we are able, we've been able to set our analytics in a certain way that we've been collecting data for now two and a half years. So, while that's young data, it's enough that we can kind of compare. Now, we have a baseline and obviously a baseline is important so that we can um trends and we can get our staff the support that they need. We can know when our busy seasons are there's lots of value. Another piece of value is I often get questions like from Jody or from you all during like our resation and retirement seasons when we're like is this a lot? Does this sound far? And so being able to actually have those conversations I'm excited
005about. So just a quick review because we have had some changes over the past year. This is our team. Amy Frasier our HR clerk, Josh Mills is our benefit and finance clerk, and then the HR director. So, we're a team of three. So, this first slide just kind of walks through our recruitment seasonality and our strategy. And so, this is from our perspective, what our job looks like in the HR department here at 25. So, our critical season is January to April. That's a really competitive season where we're looking for certified staff. And so, our vacancy numbers aren't that high, but the specialized talent that we're looking for during that season, every day counts. And anytime we offer that early incentive to staff who are making plans to leave and as soon as they notify
006us, we um have our processes in place to recruit hard to attend fairs to make localities and colleges to try to get. I want to point out that the number in 2023 was 19 in 24 it was we hired 83 people and then 25 65 people and I credit that solely to the fact that I was new in the position in 23 and I didn't realize how critical being aggressive was last year and the year before we had a blast. It's like a sport during January to April. It's just all hands on deck and it's it's really fun. It's like fishing. Um, so then that moves us into our kind of our less critical but equally busy season, May to August. That's when our classified staff are making their plans for the following year. We
007don't incentivize our classified staff to notify us for a week they're leaving because it's cost prohibitive and it it actually incentivizes them to get a little bonus and then go get a job that pays around the same amount. So we don't do that and the cost of that is just that we are busy in the summer as people make their plans and let us know they're not coming back. So our summers are usually filled with classified staff changes. U we organize our summer staff. We get our acception authorizations ready for the fall so we can make sure our certifications are all in place and then we work on recruiting large groups of paras and some other classified staff positions. So you can see uh this summer we had a busy summer. We hired 18 people.
008So that's on boarding them going through orientations like that. Right now is our project season which is my favorite and that's just when we get our ducks in a row to get ready for those busy times. So we've done a couple major adjustments to our onboarding. We changed how we're doing our background checks. Um so those are quicker and more efficient and we're looking forward to that January season right around the corner. >> All right. So um I talked about some of the the data that we've been collecting through our system. Our applicant Our application system has been tracking how folks hear about us and apply for jobs here. And so I just grabbed the the individuals that we hired. So we've hired 106 people since we've used this new system. And out of those
009people, this is how they came to know about our openings and applied. So largely employee referrals. And what that tells me is that it is beneficial for me to make sure that our climate is positive and people want to work here. It focuses retention because really our recruitment and our retention are directly tied together. When I first started this position, we kind of looking at our finances and our budget and we canled all of our subscriptions to everything. We weren't sure what was the most effective and this has been really helpful looking at actually, you know, making sure our staff was happy that we can do that referred to our job. A lot of see it from our website. So we have given the HR payroll and benefits page fac and then some WSBA as
010well. We had spent a lot of um subscriptions like locally like in our newspaper we found we only had so here is a snapshot of what end of employment looks like I won't go into this uh into these numbers but you can kind of see that the really the only two years we can compare is 2324 to 2425 and there was a slight increase in resations retirements in 242. That could be for a number of reasons. And honestly, until we have another year in there, we won't know if 23 24 was particular, you know, was slightly lower or if 24 25, but at least it gives us a conversation or a baseline as we go into. All right. Um, so I want to kind of go through some of our exit survey data. So, we
011do offer not We do send an optional exit survey to everyone who resigns or retires from district 25 and just like on a national level and other organizations particip participation rates for exit surveys is relatively low. Usually it's around 13% of folks that are leaving take the time to fill out an exit survey. Ours is a little lower than that. We're around 10%. Um, but we do offer them to fill it out online or they can request a meeting. And I have had a handful, two handfuls of meetings in person with folks that just felt like it was easier to convey um their feedback. And those have been really insightful. One thing that I've gleaned from those meetings is that people really care as a they want us to be better. And I feel like
012the feedback I've gotten in those meetings have made me um a it's reinforced some of the other qualitative data that I'll cover in a second that comes through the exit surveys, but also just um so I wanted to give you just a snapshot of who we're talking about when we talk about this feedback that we get at the exit surveys. So 68.2% are classified staff and then 29.5% certified and then there's 2.3%. So as we go through the next All right. So, when asked if 85.4% of the participants said that they would say the top three reasons that folks cited for leaving the district first and foremost is personal reasons, then relocation. or inseat that I think makes that third reason make sense. I think that we'll talk about it in more depth in a
013second, but I think that that comes from our classified staff feeling like we're throwing them into their positions on boarding and they just figure out how to do the job on the job and we have made some strides and adjustments on that. But there's also felt like they had the resources that they needed to be successful for both staff and students. individuals felt like there were development opportunities that they were supported in their professional learning and their opport sense of community. Individuals felt like they were part of communities that were supportive of one another and willing to collaborate. So I included more of the areas of improvement just because that's kind of the style of our district leadership right now which is good is to constantly be reflecting and figuring out what we can do
014better. So the top six um that individuals talked about they mirror the the conversations I had in person as well and that's part of my motivation to include all six because I just hearing some of the struggles from staff um wanted to make sure that I so um you have a more granular view in your packets of the specific things in each of these categories I didn't presentation but I'll kind of talk about the inments So discipline and student support this was by far the number one individuals wanted consistent timely effective and fair discipline systems. Um so not related to me gathering this data I just did this fall I sit on our cabinet team and then go to our admin and this topic of discipline and how it's kind of evolved in the last
015couple years postco and how we reach all of our students our students our genist school has been a hot topic or at least topic um for a while now. Systems is one of like passions that she brings to the table in almost every discussion. Something that she feels really strongly about is having a place for our students when they need so my um okay so leadership accountability and culture was one of the recommended improvement. There were calls for stronger, fairer, more clear, structured leadership practices. Um, professional training folks asked for training should be purposeful, job relevant and supported with followup and coaching. Like I said, we started the classified PD and then as you know, Christina has been working on just kind of innovative ways to do PD as a district in general and leadership
016is always one of our topics that we can have strong that trickles to everyone here and collaboration individuals wanted collaboration across one of the things on this topic that we worked on as a cabinet and a plan to know that we're developing right now and what does that look like and Our plan is to share that out not only with administrators but so in our hand just a reminder of how all that works compensation and retention. This has actually become one of my favorite things to work on staff and see how hard they work. I am it is really easy to start a conversation. I think you know I'm a driver and local drivers get paid a little more. I love those conversations because I do know how hard our staff work and I've had
017a blast working throughout the state making sure that we're being competitive and we're being fair. I know that I've heard a couple times that she wants us to be the most competitive district in Fremont County with our wages. We've done really by our teachers recently and I know they appreciate that and just continually specialized staff want of their unique needs. science and resources uh for effective teaching. And just to give a little perspective, we started gathering this data in 2023 and we made huge changes since then. And so I think largely we are addressing some of this lots of different questions. You talked about I'm not sure how that's my favorite way of doing it as well. I als Third way is to meet. >> You know what? No, I haven't. That's a good idea.
018One of the things that we implemented this year is a lengthy orientation and they're all students. We have other guests that come through. I think that has helped me establish a reli of our orientation. Yes. So what is the number of people? >> So it's about 10%. So it's like total that is something that's why I said how many people that it does give some insight that some of those are the first time I read those onar. So when we as she mentioned the orientation physical survey rather than verbal survey after the orientation but I don't do it on anis five or six people and so on. I'd rather >> it's not hard to do. >> I do like conversations and it's hard to probably want to talk, >> right? >> I like that. I'm
019gonna bring it to the spring. indicate we do have many of our retirees are back as soon as they can as soon as they come back. So that's a position that is not uncommon at all. just fall anecdotally. Yes. >> Oh, yeah. I'll watch I'll replay this over and over with my list, guys. Great. I appreciate you saying that and I think that's just think staff focused. Well, obvious before I finished. >> Okay, so let's start with Okay, so facility plan um is on the table and we're working on that and as you know we've been doing the Mercer study and the elementary school is going to the joint appropriations committee next but um not approved at this point in time. However, we still make a facility plan um with that in mind that hopefully
020we're going to get that. We did move um Jackson school is now full because Frontier Academy did move there. We had that conversation. So, conversations about the use of the old Frontier [clears throat] building are starting. So, I just want to be very clear starting. So, no plans have been made. It's, you know, we're just starting conversations. I'm starting the conversation with the board tonight of some ideas. Um because I don't want this to have the ripple effect that the reconfiguration had when we talked about it at a board meeting and then it exploded. So, um I've had several conversations about the use and I did survey um some district administrators. didn't get a lot of feedback through the survey. We did get some conversations. Um, one of our most pressing facility needs is the
021relocation of the maintenance department because they currently are housed in the behind rende. They have to go inside. So moving them to that facility um would be beneficial. So Ed and I reviewed the available areas in that building and we kind of developed a tentative plan that might work for them to move over there. Um and and that was great. And then Slack and Aizah reached out to me with a very solid plan for what they would like to use the building for. And it's seems rather promising. saying we're doing it, but presenting it as an option at this point in time. Um, you know, as I know and we just talked about that our student behaviors are rising. We already have a plan in place for Jackson and we're using our step up program
022there. One of the things that is and Brady thought about doing was moving their Spartan Academy out to that space and and making it bigger, enhancing that behavioral program which potentially could lead to um some restructuring of the step up school and having instead of it being a K8 potentially doing K5 and Frontier and then doing some 68 at um the building that's between the high school that Ben Aiz and Brady would be right there over the SRO would be there. Um so we are committed to strengthening our and expanding our programs to better support the behavior and relocating Spartan Academy would free up some existing spaces for um in the RMS building as well which they also expressed they received that Exxon mobile funds if you remember I think it was I don't know
023if it was 36 or $46,000 can any 34 okay so I was off both but quite a sum of money and they purchased an a lot supplies for STEM. They would like to have a STEM lab and then they would like to incorporate a life class where you would how you change a light bulb. Here's how you patch drywall. Here's how you do just those little things that people wonder why don't we teach that in school, which would be a great opportunity for middle school students. So, um that that was their proposal. Um I think it's a viable proposal, something that we can to talk about and what I need from this board is um some direction on how you want me to get additional feedback and who you want me to get that feedback
024from. Other possibilities that we discussed were relocating the preschool and day care programs. Um looking at this for feasibility wise, we already have the playground equipment there that is for those tiny moving playground equipment. Nobody will do it. it's a liability. It they won't insure it, those structures. So that would be a waste of that equipment that's down there. Um and so feasibility right there and not having equipment at that building doesn't seem like a great idea. Um then there were uh the idea of using the space for training and professional development, but that seemed like it would result in the building being vacant much of the time um because we don't have training to professional development all day every day and it would not have the same day impact on students. So um I'm
025happy to facilitate more conversations and to get more public input if you think that's necessary for the use of the frontier building. on that. >> So it's so my concern about builds refuge for The ideior program is that it is a behavior modification system that moves in and out. >> Yes. So, um I will share a link with you all to look at is um the information that I have been getting recently. So, we're going to work really hard at K5 establishing our boy town and get our tier one instruction and our tier one classroom management to be very I don't know the right word, but very strict with very consistent with their application of the Boytown process because that is a proven researchbased behavior intervention program. We spent the money with our mental health
026grant. So, that will be our K5 focus. I've learned recently about the Discovery Institute. Um, I will send you all the link after this meeting that has a program that does a One of the options is it's a sixweek program that the kids that go to their school have to pass before they get to come to their school. If they drop out of that program, they have to wait until it starts again and they start the sixe program again. It is researchbased. Um there are programs that are using it have seen success. It has been around since the 1990s. Um, I would like to see us use that for Frontier Academy. We're having a lot of trouble with behaviors and emotional regulation and those things. The um program itself with the curriculum. I can find
027it for you and tell you what the units are because it's six weeks of units and it is all day if you do it that way. There are options for how you incorporate it within the school day, but the curriculum units are Effective group skills and team building is unit one. It's one week. Anger management is unit two. One week. All of these are one week. Effective communication, assertiveness, training, problem solving, conflict resolution. And there's proven success with this program. So Justin and I met and Roy came in to meet with them about potentially offering a training. When I talked with Aziz and Brady, um, I asked them to please look into this and and help to see if this would be something that we could incorporate. Um, Sheridan County uses it and I guess
028they're a model for using it. They've they've used it in their alternative program for several years. >> Uh, Sheridan too. >> Yep. Um, additionally, Cheyenne Central is using it and has spoke very highly uh of the program. So, our plan is not to have just another place to house kids, but a place where kids go and learn the skills. I think we've had this conversation quite a bit of we're sending our kids out and then we're bringing them back with no programs to help them when they do come back and if we had a program we wouldn't have to send them out. So, that's what we're trying to build. I did reach out to WBI and ask them what um the potential for a partnership would be with them here in our community where we
029helped with the educational component and they did the residential component. Their CEO responded back to me and said at this time they can't expand because they're having a tough enough time even in Casper finding staff and they think that that would be a problem here as well. So if we could figure out that staffing issue they would they would be happy to start working with us to program. So that's my that's my answer to that. Yeah. No running water. >> Yes. So the plan with um so the plan the current plan with moving RMS Spartan Academy in there if that's the direction we go. We only sectioned off and I did not bring the picture of how we did it. A portion of building for maintenance. So now there is a large portion of the
030building that still needs to be used. Even if maintenance goes in, we have to make a plan for the rest of that area. >> Yes, >> we we could definitely do both of both of those. We could do um we could do other options as well if we want to consider those. Those are the only ones that have been brought to the table. Yes. >> Yeah. Or an easy sale potentially. I think they could be hauled off and they probably are worth I mean there is probably we could get some value out of them >> just continuing across the district we're seeing more behaviors than we have and that's a that's a continuing trend and it's statewide >> I think the behavior problems are close to Carl's commentaries. Right. And that's the goal. So I
031think what the current what the thought would be is if they move the Spartan Academy out there and the the Spartan Academy teachers. Um so when Aziz and Brady asked me about it, I said I will definitely present it. I mean, we can't say we're very early in the process that it's a guarantee, but it it can be on the table for sure. So, because I was going to put it on the table tonight, he wanted to talk to his staff about it, and they were very excited about the possibility of what they could do differently with their Spartan Academy students um to increase their engagement and and their exposure to to some opportunities. That's one of a We've talked between Oh yeah, actually good relationship. So I think if they weren't able to make
032it through this this is part of the conversation I had with Aiz and Brady and I've had with our [clears throat] family resource advisors as well about trying to develop systems and how it would work. But it seems like what we would do is have those students if they couldn't make it through that six week program that's probably time for placement. We can't do it. If we if we can't do it in that then it's potential that they need to go to a different place then they could come back and probably So I would absolutely love to talk to this board about rewriting our discipline policies and practices and procedures and having some components of in order for these things to work like our stipulated agreements. I haven't had time to investigate fully what would
033that look like, but I think that is our next step if we ever really want to be successful. So, I'd like to work session when we have our ducks in a row for some of the systems that we're trying to put in place to present those to you and talk through it. It's going to be a few months down the road because um it takes a while to have everybody at the table to think through it and then we will present it to you as as your ideas and potentially some change in policies but um we don't have it ready yet. Okay. So the required mandatory Have you heard that? That's on the table because I have not in the WSBA. Okay. But not in the joint education committee or anything yet. Okay. So that
034potentially and that's down the road because it takes a little bit longer for those things to reach. Okay. So I don't want to continue to take too long. So I am planning to go to the joint education committee this week. Um things that um just quickly to share with you is the literacy bill um has an extensive amount of administrative overhead with with it. Um potential for instructional overhaul for some districts, not ours because our district already is on board with that. But it does seem to be a little bit of overreach by the legislators to be mandating what you can't teach. Not I'm not saying that we're not not in agreement with what type of teaching is the best for reading. I'm just saying that could potentially be an overstep. Uh staffing and time
035because it's going from K3 to K12. Um 15day timelines for us to have to inform people of assessment results. Um once a month progress reports to families. It's basically like putting an IEP in place for every single struggling reading student. And I think you all have an idea of how intensive IEPs are. Um, so they're putting this in place while it seems like it would be a best practice to really be monitoring. We're already doing that, but they're adding mandates to us that just makes us have more work. So, I encourage you to take a look at that and see what your thoughts are. Uh, let's see. 26 LSO0217 I think I have it down correct. I can share with you all of the links. Okay. So, I'm sharing with you discovery and the other
036is the discipline. Um, I do think it's It's great that we're supporting discipline and that we want to I'm not sure that 100% of the bill is something that I would agree with. There are some portions of it that I think are fine. There are some that are a little bit um you know having to get written permission from a teacher to put a student back in the classroom seems like potentially that is something that they heard from a couple of people and it shouldn't be a statewide thing that that's a requirement. Yes. So, if a teacher um removes a student from their classroom, this bill would make it to where the administration has to get written permission from the teacher to send the child back to class. So, there are a few things. While
037I see that they're trying to protect teachers, I think there were some instances that brought this about that probably are not what's happening um in general everywhere. So, um I will probably I I actually not will probably I will be advocating against some of the portions of that discipline. Um students principal. >> That's what the bill is saying. So if they have my understanding is and I and I will read it closer. Um my understanding is from the other interpretations that if a teacher removes a student from the classroom they cannot return until they get written permission. So they are I mean I believe that it's a little bit of overreach as well um and other superintendents do also. So um I will like this is all my not on it and I will share
038a compressed version with you. I just didn't have time to finish it today. Um the other thing is the home homechool. Um that is the homeschool participation. There's a lot of conversation about that because what they're saying is that we have to allow homes students to participate if they choose to part time in our district. So, doesn't matter if it's going to complicate our staffing, doesn't matter if it's going to make it to where another student can't take the class because numbers are too high. Doesn't for activities, they don't have to pay a thing and we still have to support it even though we're not collecting any ADM for those homes. >> They don't give us anything. If they are a full-time homechool student, but they want to come and participate in our after school
039athletics, we still have to we have to according to this bill. So that's another one that we'll want to look look at closely. >> Well, so we potentially I mean you have >> that student So they So that's a good question. I'd have to research that one further. What they're saying though is that we cannot um and I have too many notes here to find the exact note. But they are saying that we cannot not allow them to participate. >> Yes, we would chemistry class. We also So I believe >> I think we still get the ADM for the classes but not the participation after school. But the classes they'll still give us partial >> yeah after school activity speech and debate if it's co-curricular if they want to participate in the FFA program then
040they have to take the class um yeah so yeah so there's no accountability mechanism um so I will my notes on that as well. >> Not for the after school activities. >> I would have to look at that too, but we don't. And so >> we could do >> Yeah. Well, a lot of districts in state do. A lot of districts It's >> I was just looking at the time because I was thinking, wow, I didn't I really speaking of filibusters. At any rate, >> that's all I have because we have an awful lot of discussion items as well. But I did want to update you because once the session starts, they're inundated with stuff. If we can get to them before the session start, we might our voices might be heard. All right, >>
041little report on the board little bit and then we voted on recognition to some of the people in devote their time and energy to help Then also advertising, but everybody should know that if they do have a recreation >> and that's it. Carl, I'd like to send this It'll still be going if we get done with this. We can go out and look at it. >> That's bait. >> Are you done? >> Okay. Well, then Borealis is gone. [laughter] >> Okay, Christina. Monday. They're just looking at I'll take science. We've had a lot of changes. Roy, I want before you start talking, I want to thank you very much for doing. >> So, you have anything to add? Thank you. >> Okay, cool. Um, I did a Zoom meeting for chairs and they talked about
042a couple of things that are in consideration. One of them is that was adding more reporting, you know, um well, it's pretty much what we're already doing. Some of it's new, but it's just more reports that teachers or somebody has to do that we're not getting any compensation in any way. And my fear is that they're going to somehow tie that to funding at some point down the line with the reading and all that. And then the other one was responding to public information requests that they're talking about changing that to like five days. Five days and no way to do it. I mean some of that stuff is give us everything regarding Joe Blow. How can you search the system? Well, we're talking about the FC and >> what's that? >> I can't say
043it out loud. Right. Not necessarily news outlets. It could be anybody health insurance. Right. Exactly. They're using for giving it to them for free. So, I'm done. >> Okay. Any visitors? Are you a visitor? No. Okay. Let's go on to discussion items. need to find our postage was created for CT first director. trying to get centralized system started. as it involved still. She was a driving force. But anyhow, we went out all first. Since then we have a few classes. So the question is now Our district. So, do we want to change the whole director? So, that mission of course there's seven districts. I know one member has a whole different he wants to keep the old CT. So just how to in this decision Well, that's the idea. So the super at the superintendent's
044um the Fremont County superintendent meeting on Friday, we talked about this a little bit and um basically um we talked about the understanding from most of them was that the current Fremont County Bosey's board was wanted to keep a director. Maybe I misunderstood. >> See that's just it was And so he sort of listens. I think there's only >> ide brand new board member think I think it's a crapshoot we're allelcome So in our in our discussion, we just wanted to make sure that the Boseies continues to meet the needs and supports the students of the districts. But we all agreed that alternative placements are a high as they said they have a couple of kids that they could definitely place if we decided to do that. Um most of them want to keep CTE
045as a core value even though the majority of spending money on CT except for Shosonyi and how so then we talked about it's really not a board it's not a cooperative if we're not using the money in cooperation right I mean why have a funds aren't being used to benefit all the programs in a cooperative effort so we talked about potential focus areas director if we went that route if we don't go with the director then our Boseies as our superintendent we need to use the Boseies in this in with this as a cooperative effort instead of we just pulled more money and we just use it individually and it's not cooperative at all. So some of the potential focus areas for AOSI's director none of these were these were just all a whole list
046Perkins grant coordinator and compl for every district. So we put all the Perkins grants on the Bosey's director and they facilitate it and then somehow we combine it um workbased learning coordination and liaison role project based learning support facilitation still the substitute manage management Fremont countywide professional development opportunities early childhood collaboration I mean so all of these things basically in summary if another director. We need to get one that's strong and proactive. >> So, energy people they went out and found like raises the administr and that means that we're going to have to dollars. >> My personal preference was for us to absorb it so we had more money to impact programs and kids rather than more money to impact people. I think that's superendants like >> so we were told at that meeting by
047Bruce that he felt like that that's what everybody wanted to do. That was his feeling from that and so we put that together. But I do believe prior to that meeting, previous meetings, all of the superintendent Let's absorb that director position. So have one of us have a district get a for managing it instead of paying we pay $200,000 in between the two people that work it and then salaries and that 200,000 could go to support programs we wanted to but then we would have to work closer together as a board and as superendent to make it cooperative. >> Yeah. Salary and benefits. Keeps answering the phone. So our so you know our our million right there. So we don't have power. So in a way the money goes to that district already equalization of
048it we We used to give more money so we could not [laughter] if we're going to do it much more keeps us that reserve dollars. not give us. We probably just pay for the administration and we came up with this year and Mr. Christens were because we were putting in extra $22,000 on top of our very service from the new contract so that started giving us more dollars. The reserves are spending now. We had a million plus 2017. So there is The best thing out number trying to cut costs I'm more into the Just take the money. It's just a mechanism to reserves. We have to make a decision. We're gonna >> talk about this behavior. Seems like everybody's struggling. a person who can manage these things in >> I don't that's a super >>
049I don't think so I I think um using the money for support staff for it but we've already got um if if we decide to to use the old frontier building for the Spartan Aziz and Brady want to take on the supervision of that and then we have Justin to supervise the frontier and then it would be the K5 program that's over there and if we provide him and his staff with the training that they need I think we have the right people to do the job it is we don't have the training behind us to implement what needs to be implemented to make it work >> right It took us from 2017. >> We've only used the grant reserve dollars. We've used it for training program with our people. We used it for >>
050CN reserve spend money. We've kept all of our bill to $200,000. So $200,000 and then if we got rid of the stipens and whatot that's $100,000 is that that's how much we would see if we did it on a co-op unless the reserve Reserve dollars down fairly quickly. >> You thought about it that way? >> Well, I I have thought about it as it would be potentially would be hiring the positions and working it out amongst our districts of how we monitor guarantee somebody could So maybe maybe let's meet and talk about the details of it again. But are you actually going to post or advertise? But that doesn't mean you have to hire. >> That's true. >> I mean, if you don't find the right qualified candidate, it's better to leave the position than
051it is to put somebody that's not going to do the job. >> But I want you to understand this is a go back We used to program training. drivers. Also, workforce services. We were doing tons and tons of train. every day and now we're just changel both research. That's what changed. He does some training teachers. and CWC got into the business of training CN took that grant that So what do you need from us today? just kind of fade away >> and a lot of it CTE and a lot of CTE is funded through Right. So, let's move on to the superintendent evaluation. >> Okay. So, I sent that to you. I don't know if you had a chance to look at it. I think that the directive that you that we all came to
052the last time and said we needed to make a tool that was less repetitive and that we had more guidance around what to look for with it. So, I put together what I thought would work and um don't know if you've had a chance to look at it yet because I didn't get it out to you on Friday, but we put in kind of a plan then for If we discuss the evaluation tool tonight, um, November 25th, um, we can discuss the, this is Jada and I kind of planned this out to see if this works for you all, the board tool because I also recreated a board tool and that was shared out to you. Um, December 9th, we could do the executive session where I do my self evaluation with you all. January
05313th, we could do the executive session where you all give me your evaluation and determine next steps for my contract. And then January 27th, we could do the board evaluation discussion. So that January 27th, so I don't if you have recommendations for changes to the tools, then I could take those all the way through November 25th and then update them and then December 9th I would come with that current tool that I created myself like I did last It looks a lot better. Just remember when you need to send it to me. >> This brings you during my round table. I wanted to reorganize the board. So everybody needs to be thinking about what you want to do. you don't want to do, you know, so that we have some idea of what direction to
054head when >> that's not my job. >> My job is ending pretty soon. >> Okay. >> Yeah, I can do that. But that's I'm just saying start thinking about it so that when I do poll you >> No, that's okay. So, um I won't what I'm thinking is at our next board meeting if there are changes or in the meantime if you would email me your changes and responses then we can update the tool. Then at the December 9th meeting using that tool and whatever other tools that I find that are pertinent to me as self-development like we did last year, we'll meet and I will do my self evaluation with you and you will have all the way until the 13th to compile all of your evaluations and review it with with me on
055January 13 and decide how you're moving forward with my position. And then you would have from November 25th when we finalized the board tool till January 27th to get your board tools filled out so that we can compile it. Last year I compiled your board evaluations for you. Um so that was the end of that evaluations. That's totally up to you. You have time to like what we want to >> do. >> And what I'll do is I'll make um actually Jada or Terry will actually Terry and I will probably sit down or Jada and Terry will sit down make copies of the tool and share them directly with you so that you have your own copy of it and not the And so you can write on it and do whatever you want or
056we'll give you paperies whatever. >> Yeah, you'll be done with them by then. and your and the summary will be done and that's when we'll go over it. >> So, are we going to do all seven? >> So, that's what we needed to decide. >> So, and I actually there's more now. I added more. I added board. I added HR and I added so but it's more concise, but it's more standards. It also does still contain everything that the >> statute requires. >> There's only seven We just divided them out to make more sense in my mind. >> So, what you might want to do is on November 25th, tell me which ones you want to do because then you've December 9th to get done. But like last year, I'll probably do the whole thing.
057>> No, we're only required to But >> two plus the one mandatory which is now standard. >> Yep. So come November 25th with your options for what you think you want me to what you're going to evaluate me on this year. in addition again. Okay. So, do you understand the resolutions everyone? >> Yeah. How do we want to direct her to vote? >> So, I did have some concern about the not teachers and then if they are convicted they're charged but not convicted only Remember this is a very unusual circumstance ever up to two two years for them. So you're talking they wouldn't be able to hire a teacher. So that's that's the case. So the criminal one is that's decide Okay. So, let's pick let's start with the first one. The special education reimburse.
058Let's go to the second one. Tmin out. >> Yeah, it's not even them dragging it out. It's just drags out. >> But are they saying this then that it has to be completed within days? We stop. So just because what is that administrative service? So I think it's called the administrative service and they put out a We can what we're doing is advocating for it by the legis Right. >> We know it's not happen. We're not saying it has to happen in 100 days. We're just saying So, I think we want you to vote in favor of that. >> Certain crimes. really discuss on that one. You know, I'm going to say months. He was eventually charged. So that did happen to us. Well, I guess for the benefit of the school, not for the
059benefit. I'm saying yes. Anyone disagree? You're not going to hurt my feelings if you do. >> I just wonder if there's some legal ramifications. Honestly, I'm just thinking about insurance issue. It's in stat. It's in their best interest. not >> just All right, let's move on to action items. First one is to consider administrative recommendation to approve school. to approve school improvement plans for the Aspen Elementary School presented for the 20256 school year. It's just a lot in there and we're voting that yes, we think these are good plans. Everybody ask Talk to me a little bit more. Thank you very much. You know, it has been a while since [laughter] One year we were ding because we had a cohort that is English language and we only have five and it takes two years
060for that five to only takes two blow it up. >> I think we went over last year. >> Yeah, I we do it annually. We do a >> We do our accountability report annually. We just don't have the principles come and do theirs. >> Um to approve it. >> We're still voting on this. All in favor? >> Any opposed? None. We will adopt that. Consider administrative recommendation to declare items as surplus. discussion. None. All in favor? >> Any opposed? information items include school improvement plans for elementary school >> 2526 policy 513- reserve revised district staff supervision and evaluation policy 2085 Revised school property disposal policy revised property management I'm assuming is that first classified staff changes effective October 24th as a floers. Angela Miller to a career center to food service worker to a frontier
061food service worker as an RMS transport children will >> just mention that we lose 50 a year I just saw this for two schools.