001here I'm going to go ahead and call this meeting of the Albemarle County Public School Board to order we'll start off with a closed meeting certification I move that I move that the board certified by reported vote to the best of each board member's knowledge only public business matters lawfully Exempted from the open meeting requirements of the Virginia Freedom of Information Act and identified in the motion authorizing the closed meeting were heard discussed or considered in the closed meeting second Miss Thompson can we get a roll call a roll call vote please Miss Lee Yes Dr acup yes Miss Osborne yes Mr Page yes Mr alcaro is absent Dr Berlin yes and chair Carlson yes so moved next up will be we have two motions coming out of that meeting first motion will be Draco
002I move that we accept the recommendations from HR about the appointment of Four elementary school principals second all those in favor aye aye any opposed we have one other motion coming out of that meeting Dr Berlin I move that the school board approved the superintendent's recommendation to revoke the teaching license of employee a second all those in favor aye any opposed that brings us to the roll call before we do that I just we have a substitute student rep so we have not had the chance to meet him if he's in the audience though yes awesome come on your seats up here it's all right [Laughter] awesome so with that we will do a roll call we'll start with Mr Holden and make our way around Ross Holden School Board attorney Rebecca Berlin White Acuff
003Jack Katrina Carlson Rio District Rampage Samuel Miller District Ellen Osborne Scottsville District Valentin Dowd student representative Matthew Hall superintendent Christine Thompson clerk to the board thank you that brings us to item 2.4 which is our Pledge of Allegiance please rise next up we'll observe excuse me a moment of silence and then from that for anyone who's curious I I always make those 30 seconds I don't know if anyone's ever wondering like how long are we doing this for 30 seconds is the answer next step will be approval of the agenda do we have a motion and a move we approved tonight's agenda second all those in favor aye any opposed next after that will be item 4.0 approval of the consent agenda a move we've approved tonight's consent agenda the second moved by Miss Osborne
004seconded by Mr Page any discussion all those in favor aye aye any opposed okay that brings us to our announcements and we have I was going to say Valentine but Mr Dowd is that is that the correct we have Mr Dad here to do our Spotlight on education thank you madam chair um this is National School versus week a time to celebrate and thank professionals who work tirelessly with students their families and staff to ensure their health and well-being and to be on call ready and often the first responder in a time of crisis it was during the Roosevelt administration that the position of the school nurse was established no not that Roosevelt I mean Theodore Roosevelt School nurses have been protecting lives for more than 100 years and this special week of recognition has
005been in place for more than 50 of those years in a few minutes we are going to hear how our nurses exemplify the theme of this year's special week nurses make a difference anytime anywhere always it's important to note that our students staff and families were spared the worst of the pandemic outbreaks were relatively few and modest in their scope thanks to the heroes on the front line our School nurses provided masks comforted children talked with parents of the importance and of quarantining when symptoms were present and they volunteered to help provide immunizations during Community clinics it worked the full story of our School nurses is told however not in one chapter but in many pages of a very substantial book some of those pages contain the name Elaine Gomez she was honored on the
006state level for her groundwork and getting inhalers into school she was the lead in our division in coordinating the services of our nurse throughout covid and for the long time support she provides to our school health Advisory board for her close partnership with the medical community and most recently for her leadership in the addition of the monarchan dispensers in our schools Miss Gomez herself served for more than 25 years as a school nurse at Hollywood and to borrow a phrase from an investment firm's very old commercial when Elaine Gomez speaks everyone listens with Miss Gomez this evening is one of our School nurses who was selected as her school's classified staff member of the year I'd like to ask Ms Gomez to join us at the podium and to share some of the highlights of
007the invaluable contributions School nurses make every day of the school year and also to introduce her special guest who will share a few of words with us about their experiences Miss Gomez I'm not so sure about that buddy listens part of it but that was a lovely tribute thank you it is my honor and privilege to speak about our school nurse program with you this evening as you may know we now have School nurses in all of our schools school nurse offices are busy places last year there were over 66 000 visits for an average of about 550 visits a day across the division School nurses treat a number of different conditions on a daily basis from minor illnesses and injuries to more serious and sometimes even life-threatening conditions and events we have a number
008of students well over 2 000 of with chronic health conditions such as asthma severe allergies diabetes seizure disorders to name a few and our nurses are often involved in their daily care so these students can be safe comfortable and ready to learn at school an important responsibility of our School nurses as Mr Dow mentioned is the management of infectious illnesses and never was that truer than the during the covet pandemic they worked tirelessly to manage our coveted mitigation strategies and I believe the division whether the public health emergency as well as it did thanks to their efforts most of our nurses joined the Medical Reserve Corps through the Virginia Department of Health and became either coveted vaccinators or post-vaccine monitors and you may have seen us if you were if you participated in any of
009those clinics it was actually pretty fun for us to join together and carry that out in addition to the Daily management of students and staff presenting with symptoms and Reporting positive test results they served as valuable resources to our families and our employees as Mr dad also mentioned Albemarle County has led the state in several school health initiatives including our instrumental role in getting undesignated Albuterol inhalers in all the schools across the state we also have aeds in every school building and we crafted an athletic heat and coal policy before either the aeds or the cold and heat policy became required by law furthermore as he mentioned all the nurses have been trained in the use of Narcan for opioid overdoses and we participated in the stop the bleed training to be prepared for significant
010bleeding events I am proud to work with this group of hard-working dedicated Health Care Professionals as he also mentioned two of our nurses were named classified employees of the Year Emily Sims at Baker Butler and Carol Jansen at Albemarle High School who unfortunately could not be with us this evening these two nurses work at our busiest school nurse offices they're really astonishing if you ever want to see some amazing work you visit them 12 other of our nurses were nominated for the we notice Awards by our students or their families they are Steve Floyd of agna hurt Dorothy Trotta brought us wood Christy Canty Crozet Elementary Ashley Wright Holly Mead Lisa Bitner Meriwether Lewis B.J Fortune Mountain View Karen Grenadier Murray Vivian fuel Scottsville Tanya Floyd Stone Robinson Daniella Martin Walton Chris stutzman Albemarle and
011Terry Tomlin at Monticello thank you for joining me and honoring this group of dedicated hard-working professionals Emily would you like to say a few words about your role as a school nurse to think about it my name is Emily Sims I've been at Baker Butler for about three years but I've been in the county as a school nurse for about five years I was asked to speak about possibly what my favorite and most important part of my day is I would say it's about making a connection with the kids knowing that you are there from um for them from the beginning of the day to the end of the day just being there and also making sure they're healthy so they can learn as best as they can so you have any questions I don't
012have a question but nurse Gomez was our nurse when our son had extreme allergies and we felt so confident with him being in the school because of you so I just wanted to thank you and all the nurses I just want to say that when I first came in the school board this is the beginning of my 10th year School nurses were not full-time in elementary schools and that was one change that I was very supportive of and I don't know what we would have done with covid if we didn't have that kind of coverage in our schools and I think it's also um it needs to be pointed out that for many of our students this is the primary caretaker the primary access to the Health Care system and so I deeply thank you
013for the work you do thank you thank you I know Kate and a lot of you have been champions of the school nurse program we would greatly appreciate that I would want to add on um all right I'm sure I could extend extend things to all of our School nurses but I want to make sure to call out both you miss Gomez leading us through the pandemic and having give us consistent updates and let us know and keep us up to date with what's happening was invaluable so thank you and then I have to also say thank you to Mr Floyd who I actually speak to probably more than my kids classroom teachers because I probably have a frequent flyer to the nurse's office so I get a call from him probably every other week
014and he is a pleasure to talk to and I feel like my son is in great hands with them and you all do a wonderful job it is shocking to me to think that we ever had elementary schools not have full-time nurses because I feel like they get they get a lot of action in elementary school um so thank you thank you just one more one more thing sorry to bug you again um I know that you also work with our Mental Health Providers and counselors and you're part of that team I don't know if you want to add anything about that work say that I work hand in hand with my school counselors we have three at Baker Butler just because we're so large and therefore I do if I need to be the
015first person that the kids come and see I am available for them all the time in case the counselors are not there for them thank you I was going to add that the uh I don't know if you've been watching the uh covet numbers but they are much better than they were when I was speaking to you periodically very very much but both in our school and in our health district are there any other questions well thank you so much if you um we I would love to shake your hand so if you want to come around with Shake Your Hands say thank you even without sanitizers thank you so much thank you you all make learning possible in our schools I know I'm really behind we've been a pitch hitter this past few years
016I haven't she's done a lot oh absolutely thank you I mean I always work for you yeah okay that brings us to the next topic on our agenda which is going to be school board and superintendent business does anyone have any business they would like to share Mr I mean Dr Haas sure so first I do want to Echo uh everything I heard the board say with regard to our school nurses um when I first came to the central office I had the Delight of working there were one of my areas of responsibility so I really got to know Eileen she had her daughter Laura was a student at Almont High School the for four years while I was there and she was also on the State Volleyball championship team and she's a teacher now
017in the school system so I learned something new every time I talked to Eileen and I want to say that it the health implications for our students are powerful and not to um take away from that but the role of the school nurses really increases our students success academically that we have a mission to close achievement gaps and as you as many of you pointed out or Dr a cup pointed out for many of our students their Primary Care their reason for coming to school is to get is to get treated by the nurse and oftentimes when the nurse treats them they're able to come back and our the pandemic numbers for covet are down but Dr McLaughlin was letting us know the other day that our attendance numbers are just a half a percent
018away now from where they had routinely been prior to the pandemic and we have our we have a lot of people to thank for that uh particularly students coming to school but also really the fact that the nurses are there day in and day out treating students and helping them helps them be academically successful and helps us achieve our mission um I also want to point out we do have three principals here with us tonight art Stowe is here from Scottsville Jen sublet from Western and Dara Bonham from Albemarle I did do a walk of uh of outmall on Monday with Mr Bonham had a lot of fun a lot of great classes going on teachers doing a super job and the one thing I'll say is that um an enormous school all over the
019place Dara seemed to know everybody's name and maybe it was just frequent flyers that you see all the time but the other part is no students were surprised at all to see him in the classroom and sitting down with them looking at their work and talking to them about what they were doing but there are some times where I'll go to schools and students will say what are you doing in here for the principal none of them said that to Dara they fully expect his presence because I I believe he is everywhere all the time at the school so uh thank you Dara for having me it was a great visit I really I really appreciate it um if you don't have plans yet for the weekend crybaby the musical started last night at Monticello
020I saw the preview for it today the video it looks like a lot of fun um and also Little Women the musical is playing next weekend at Albemarle at Albemarle High School correct and uh Matilda was running a couple weeks ago at Western that was a lot of fun that was a great play the kids did a great job with it and the there are two prompts tomorrow night uh Alma High School not tomorrow night Saturday night Alma high school and Western at The IX Art Park and on at the Pavilion so um if you happen to be in in the area you want to swing by and see what the kids are up to and also just kind of send out your thoughts so we have safe safe travels Monticello had their prom two
021weeks ago and everything was great I went by for about an hour and the kids were great so I don't have any other announcements do I cabinet okay all right thank you thank you thank you for those updates Dr Haas do we have any board members who would like to share business foreign that brings us to our next agenda item item 8.0 public comment Mrs Lee will be leading public comment today thank you chair Carlson we invite and actively seek The public's input in matters relevant to school board governance and provide time in our business meetings to hear from our residents and community members during public comment we expect respectful and on-topic comments disruptive behavior from speakers or from members of the public in attendance will not be tolerated anyone who willfully disrupts the meaning
022in a manner that prevents or interferes with the orderly conduct of the meeting may be ejected by the chair individuals and or organizations wishing to speak during public comment must sign in with the clerk sign up is available online beginning at 9am on the Monday of the meeting week until 3 30 pm on the day of the meeting public testimony guidelines are as follows speakers should adhere to the following protocol state name and address or voting district address comments to the school board as a whole limit comments to those matters that are relevant to school board governance or School Division operations give written statements and or and other supporting material to the clerk if you're unable to complete the presentation in the time allotted a copy of supporting materials will be provided to school board
023members three minutes will be allowed for each presenter to speak a color-coded light system is used to time presentations the yellow light means the speaker has one minute left and the red light means the speaker must wrap up in order to maintain respect for all points of view the school board requests no clapping booing or any other audible form of support or non-sport be used if members of the public wish to show their support for a speaker they may stand or raise their hands debate and dialogue with the school board is not allowed use of the projection system is reserved for staff scheduled agenda item presentations only tonight we have two speakers we have Phoebe rebhorn and Tori summer Phoebe [Music] oh um just one second do you see a light system there yes oh
024okay good okay hi I'm Phoebe rebhorn I'm Gabby McClellan and I'm Karina arbaugh we're from Monticello High School which is in the Scottsville district and we're here to talk with you today about Sol testing for non-english speaking students in Mountain rural County public schools in Virginia schools today according to a study done from 2016 to 2017 by the migration policy institute there's a disparity between the performance of Esau students and other students on standardized tests they reported for example that on the World Geography Sol the percent of El's passing was 15 while the percent of all students passing was to be 30 or in the biology Sol the comparison was 53 to 82 and this isn't confined to just these topics it exists across all standards and grade levels but especially in high school disparity
025could be decreased by offering sols in other languages particularly Spanish we have testimony from multiple experts who have roles as well testing who say that this could drastically improve esol students scores and Foster a more inclusive environment we understand that this decision is not up to the acps school board and that the vdoe would have to pass legislation to make this change but we want to appeal to the school board in any way they may have well this task may seem daunting we learned that it's actually much more feasible than we have anticipated we have the resources to hire translators to write these tests in different languages which could then be used in variation for many years to come and therefore we would just need the legal ability to fund this change and we would
026not be alone in this endeavor States like Hawaii Michigan New York and Washington have also begun offering standardized testing in other languages and they have seen vast improvements and a very important factor members that the content of sols are not significantly changed excluding grammar and reading between languages students learning abilities are reflected in their Proficiency in a topic not their ability to read the question itself therefore this change simply gives students the opportunity to really focus on the content of the tests and not devote all of their time and energy to just understanding the question and while they should still be practicing and understanding English the place of test that proficiency is not on a standard that determines graduation learning English doesn't happen overnight and the acps should accommodate for The Unique situations of students
027more but more than that this is about students and their success acps schools are diverse places that promote a welcoming and inclusive environment but when students are held back not by their level of knowledge but a language barrier outside of their control divisions within the community Forum we want every student to feel that they can perform their best every day and having those test scores and therefore graduation requirements reflect that hard work we understand this isn't fully in your control but we hope you can all be an advocate for this change within our school Community you all like us care about all of our peers and we want to see each succeed and grow without barriers in their way thank you all so much for your time and please feel free to reach out to
028us if you have any questions thank you thank you very much for your presentation good job next we have Tori salmer good evening Dr Haas and members of the acps school board my name is Tori stelmer mom of four in the Whitehall district and teacher to many in the Scottsville District I am back one last time for one simple favor make it make sense yes I am talking about moving all 8th grade math and Ela classes to every other day and seventh grade algebra as well I have sent you an email tonight an open letter that has over 60 parents and teachers across the county signed it and yes I have the data to back that up be sure to check your emails and check that out speaking of data acps has stated that they
029always follow the data Dr Haas has shared that data at a parent council meeting and Debbie Collins has shared that same data with teachers at the March dplc I do wonder if anyone has actually read the data that was shared I did let me quote it for you the data analysis indicated that 7th grade students who received 90 minutes of mathematics instruction daily at a statistically significantly higher growth in their test scale score than 7th grade students who received 90 minutes of mathematics instruction every other day additionally these results are supported by the nctn 2014 findings that increased time allowed for increased student teacher interaction to deepen knowledge of mathematical concepts with more time to practice and fully engage in the material study later summarizes that there was no significant difference between the two groups
030of eighth graders but reading the details will show you that there was a small positive difference for 8th graders taking math every day if acps follows the research please tell me why 7th graders are taking algebra every other day when the research clearly does not support that why are 8th grade algebra and geometry every other day why are we changing math 8 the data supplied by our own superintendent does not support this decision and I need you to make it make sense if data and research are not enough let's read some words from Jay Thomas regarding the high school schedule this quote comes from the division compass through climate surveys it's clear that our Comprehensive High School environments are not as conducive to learning as they could be we also know that our high school
031students have not performed as well on their Sol test since the transition to an eight period day back in 2010 and perhaps most importantly we recognize that rapid shifts in our student demographics demand greater focus on knowing each individual student that is saying that we need time to build relationships not less time if eight classes on every other day schedule is not successful at the high school why are we imposing this on middle schoolers again I say make it make sense just because we were making a move to give every student the same middle school experience does not mean that this is the right experience to provide let us keep every day Ela and math as an option in the spirit of teacher appreciation week might I suggest a great way to show appreciation to
032your teachers is to talk with listen to and trust your teachers when they have concerns address those concerns by including them in the conversations before decisions are made thank you for your comments miss summer and I see the back to you jerich Olson thank you very much Miss Lee I can't not say it I loved having the student speakers thank you that's like my go-to anytime a students come and speak I'm just so proud of you and so thank you for taking the time to come and speak [Music] um did you want to do public comment so the way that it would be done in the future is you have to sign up online but we will have our next meeting when is our next meeting May 25th and I'm sorry that I can't make
033an exception right now just we're trying to keep it equal for everyone so thank you that also helps explain because I'm glad to know that you were here to make comment because we I was wondering why you were wearing life vest so maybe we will find out next week I'm very curious or you can catch us on the break and talk to us when we're out there we're gonna have a break in about 30 minutes um so that brings us to the next item which is 9.0 School Division business and we will have a presentation on employee engagement about 30 minutes then we'll have to break followed by then our transportation update and then a community engagement update so for employee engagement I believe are we going to have you presenting Miss Kaiser okay Dan
034Mr ready all right where's my present there it is all right good evening school board members and Dr Haas we are here this evening to talk with you about the 2023 Gallup Employee Engagement survey we have a lot of data to share as always we start with our vision and Mission and I believe Employee Engagement is embedded throughout our mission we talk about working together as a team the team comes together that's engaged employees determining what practices will work best for students we build relationships with families and communities all of that knowing every student speaks to highly engaged employees within our values and our strategic goals engagement is also embedded especially in goal three Equitable and transformative resources the key to retaining our employees is high levels of Engagement a few milestones in our journey
035and our partnership with Gallup related to the engagement survey we first administered the Gallup survey in April of 2022 and presented that data to you in June of last year over the course of that summer Human Resources worked with leaders throughout the division principals central office directors to help them unpack the Gallup resources that support improving Employee Engagement all schools and departments had to have an employee engagement goal in their Improvement plan for this school year over the course of that year the leaders have been implementing those strategies and that led us to our second administration of the Gallup survey in March of 2023. just earlier this week the superintendent's cabinet got a got a high level view of the data and we also engaged with leaders across the division yesterday to start looking at
036school and Department level data with us this evening is Mr Stephen Shields he is a senior consultant with Gallup and he is going to help us unpack this data I'm going to bring up his presentation all right Mr Shields thank you very much so it is such a privilege to be able to partner with you in this small way to create an even more inclusive and respectful environment for the purpose of the success of the students and I'm happy to represent Gallup and and helping you with this by quantitatively measuring the quality of culture and the quality of leadership within the organization you make it more likely for all of this to happen there are a lot of numbers but let me hasten to say we have advised every leader within the organization to take
037a very simple approach to operationalizing this data Gallup has discovered over the years that organizations that are very modest in their effort that take a very simple approach to action planning actually get more done than those that do what I did when I was a Gallup client 18 years ago which is to come up with boil the ocean action plans so we hope that you see within this data many many opportunities for improvement last year you were on a five-point scale you were at a 3.73 and this year you have moved up to a 3.76 last year you were at the 14th percentile in our K-12 database and you have moved up to the 20th percentile keep in mind that when we percentile rank you and compare you to other districts and divisions that we
038are comparing you with some districts and divisions who've been doing this for 5 10 15 or 20 years and this is only your second year with this particular survey a meaningful Improvement would be an improvement of 0.2 and based on your percentile ranking we would like you next year to move up by point three at point four sorry we would like to see you move up by 0.4 one thing I want to bring your attention to on the left side of the graph is the fact that the participation rate has gone up precipitously from last year last year 75 percent of employees responded and you have moved that up to 81 percent of employees who have responded at the bottom of the slide you will see the engagement ratio this is the ratio of engaged
039employees compared to actively disengaged employees earlier this evening we heard about some of your very engaged employees who are nurses who go and this is the definition of Engagement above and beyond the Call of Duty in what they are doing sometimes when people look at the number of non-engaged employees you have they catastrophize that number let me assure you that if an employee is not engaged they do every single thing within their job description but what they don't do is what we heard tonight that some of your nurses do is to go above and beyond the Call of Duty that is what you're engaged to and right now you have 33 percent of folks who are engaged and 53 percent of folks who are not engaged the group to be most concerned about is the
040actively disengaged and today 14 of your employees are actively disengaged at the bottom of the slide you'll see the current ratio of 2.4 engaged employees to every one actively disengaged employee when Gallup does statistical correlation analysis on such performance metrics is absenteeism as turnover as student grades we find that it takes four engaged folks to make up for everyone actively disengaged employee and so we would like to see you as soon as possible and we believe that you could do this next year to a ratio of four engaged employees to every one actively disengaged instead of the current ratio of 2.4 to 1 which is an improvement for LA from last year and I do want to point out to you that one thing that we see in the data is that you had a
041multiplicity of schools that did improve meaningfully and some that had even fantastic Improvement in the level of culture that they have and also in the quality of leadership the rest of this is covered by some of the other slides I'm not going to go over all of this slide in detail this are already covered at the top you see your level of engaged not engaged and actively disengaged Associates at the bottom you see the average percentage of engage not engaged and actively disengaged in gallup's K-12 database but again let me hasten to mention some of those divisions and districts have been doing this for 5 10 15 years and you're only in your second year but you're making good progress and we think you have an opportunity to continue to grow I believe that Tim
042shared these questions with you last year I will only briefly mentioned that though we've been asking questions around these areas since 1935 about 30 years ago we tested thousands of candidate questions with about a million people and using a five-point scale a liquid scale we chose questions where High performers gave them fours and fives and low performers gave them ones and twos and every three to five years we retest these questions to ensure that they still have a statistical correlation for the performance metrics that you were all very much concerned about and legitimately I mentioned that we use a liquid scale of five point scale and I wanted to quickly review what these numbers mean when you are looking for the emotions of a school or the emotions of a department or even of a
043particular team you want to pay particular attention to the fives and the ones you don't wake up in the morning in a good mood and give something a five you give it a five because in your perception it's good and it's been good analogously you don't wake up in the on the wrong side of the bed one morning and give something a one you give it a one because in your perception it's bad and it's been bad so even though a survey is a snapshot in time of how people are feeling at that moment your fives and your ones or a little bit of an exception because they tend to link to persistent sources of Engagement what people like and sources of disengagement what people don't like a four is also a yes but it's
044a yes with a mental reservation it's a yes but a three is a nice no a two is a solid no and as I said earlier a one is an angry no and so that's the scale that we use on all of these questions this is a very busy slide but I want to draw your attention to the fourth column from the right because when I asked our analysts to do was to list each one of the 12 questions in descending percentile ranked order what that lets you do is to see where you are strongest at the top of the slide and where you are weakest at the bottom I don't have time this evening to talk about all of these but I do want to mention that one of your strengths is question number
045five the full wording of which is my supervisor or someone at work seems to care about me as a person and I want you to draw your attention to the percentage of fours and lives that you have on that particular question 49 of your population gave that a five and then when we aggregate the force and the fives we see that 76 percent of your population gave that a yes in my opinion it's one of the best things about you the relatively High collegiality between people leaders and their subordinates it is a leverageable item as you work on some of your weaker items towards the bottom of the slide one of those items I'm concerned about is question number eight third from the bottom the mission and purpose of my organization makes me feel my
046job is important on that particular item we see that you're at the 15th percentile in gallup's K-12 database now we heard earlier this evening about people who absolutely get what their mission is within the organization we want that tribe to increase we want to see more and more people empowered by the mission to create a more inclusive environment so to make it more likely that students will succeed and so one thing we've suggested to your leaders is to Leverage The relatively strong relationship that exists between people leaders and subordinates to have more dialogue not just Proclamation but conversation about why are we doing this what are you doing if I filmed you doing this what behaviors am I actually filming let's get very granular as we look at what people are doing to operationalize and
047to Incarnate the mission of this organization in my opinion of all the graphs I'm showing you this this is the most important graph that we're looking at this evening that connects to when I speak about the power of dialogue that connects to your first custom question you have here there is open communication throughout all levels of my organization currently only 13 percent of employees give that a five the way that some of my clients in the 15 years I've been with Gallup have increased their scores on that question is to create more vertical up and down the food chain of your organization dialogue not just monologue but dialogue in both directions of what's working and what's not working within our organization and that will drive the percentage of fives up which is currently at the
048sixth percentile in our extra custom questions database and I think that's the most other important question of the three I'm going to go ahead and move on and for the sake of time not talk about the other two questions they this is also a busy graph I draw your attention to the second column from the right which is the grand mean score for the superintendent's cabinet the leaders and the associates those are the three categories and if you look on the left of the slide you will see the delta in the grand mean score between the cabinet and the leaders which is 0.51 and between leaders and Associates which is 0.32 a best practice recommendation is that engagement is closer within point two instead of 0.3 and 0.5 we want a homogeneous relationship or rather
049a homogeneous culture all throughout the organization and not just at the top of your house so we do see an opportunity again it underlines the importance of dialogue so that we can know what it is that we need to work on this is also a busy graph I would draw your attention to the last column what the last column shows you on each one of these items is the difference between the engagement of teachers and the engagement of all other associates and as you can see in the last column the Delta is precipitous when we compare those two groups for example the biggest difference is on praise and recognition question number four we see a 0.5 Delta between teachers and all other associates we would like to see that much less in fact we'd like
050to see no difference whatsoever that teachers in addition to other associates feel that when they do a great job that that is also being recognized um you will not see a great difference amongst Generations except Generation Z but because when you first get a new job there's a six month engagement honeymoon I wouldn't necessarily get too excited that the Gen Z's the oldest gen z's are now in their early 20s are getting or that have that much higher engagement because they're going to have higher engagement when they first get a new job we don't see a great difference amongst uh race look at the top line which is the grand mean score by the way when you were reviewing this deck after tonight a meaningful difference when you compare one group to another is a
051difference of 0.2 or more that's how you can know if it's a meaningful difference we do see that Asians do have a significantly higher engagement than other groups but the other groups tend to be flatter when we look at their level of Engagement before I invite your questions I just want to say a word about operationalizing the survey results because surveying will do nothing to change your culture it's what we've learned qualitatively from the numbers of what people say about why some items are high and why some items are low that and we take action on those insights that's when we truly truly can create a more inclusive environment that is more conducive to Student Success and this is the best news of the evening that I started out with Gallup has discovered that less
052is literally more now doing nothing is too little but anything above nothing you're actually going to get more done by coming up each people leader each team with one new behavior of something that they're going to do in the next two to four weeks we have found that taking that simple you actually gets more done than coming up with boil the ocean action plants I am proud of myself this evening because I have left you an extra 17 seconds to questions questions on anything we've talked about or comments the item analysis is it this line uh perfect so so I'm just curious about the two questions the one do my best which we there was a kind of a slight point for decline in and then the progress q11 because that seemed so the most
053significant increase yes thank you for pointing that out question number 11 of the five development questions on this page is the most tactical question the specific wording of the question is in the last six months someone has talked to me about my progress and I should comment that I'm not going to five you if I work for you because you talked to me twice in the last year I'm going to five you because you talked to me and I thought it was a fantastic conversation and to your point if you look at the second column from the right it is the only item that went up precipitously or more specifically that went up meaningfully for an organization station of over a thousand people a point one and that's why it has the Little Triangle the
0540.13 is an increase and an encouragement for me was that I learned yesterday that you put specific focus on the quality and quantity of those progress conversations within your system and what this shows is that that did make a difference and then the other Development question you asked me about was question number three the specific wording on that question is and I have had an opportunity to do what I do best in my particular role and on that particular item let me find it you did you went down but not precipitously that's not a meaningful decrease we'd love to see it go up for a group of over a thousand by at least point one but it did not go down did you have another question on that question the only other question I had
055is Gwen and it's just because I'm new or here is when we say when you say leaders on the superintendent's cabinet leaders Associates who is included in that leaders cat worry um I don't have an answer to that can you so the superintendent's cabinet is the superintendent and assistant superintendents and Chiefs leaders is defined or grouped as principals assistant principals directors assistant directors those who supervise others and Lead programs departments and schools thank you appreciate it I have learned to refer all very difficult questions to Dan thank you other question yes um slide with numbers and charts and things this one that one yeah so you said that you would like to see us move up by point four I'm guessing like four points one six is that what you're saying yes I apologize I
056should have said point I think I did say this right and then corrected it to the wrong number 0.3 is what I want to see I'd like to see you move up to a 4.06 the reason for that there's two one is that so I'll be excited and if I'm here a year from now I'll say if you moved up by 0.1 to 3.86 that is a meaningful increase the reason why we're putting some additional numbers on that is because of the percentile ranking because currently you're in the bottom quartile of our database and so we have quartile specific recommendations and it is achievable with the number of people you have we would like to see you move up to a 4.06 but I would be happy if you moved up to a 3.86 and
057my apologize for the incorrect information earlier so that would be 10 times a bigger change than we had over the past year you may have a bigger math brain than I do but that sounds about about correct that just seems like a lot that seems like a big jump to me a point uh for increase 0.3 it looks like we made 0.04 that's correct oh oh I see what you're saying yes that's absolutely correct that's right it would be approaching a 10 times increase right it is possible I have had many clients who've done that I've had clients who've done more than that in terms of a year-over-year increase thank you yeah good question if you go to the recognition bar yeah there we go okay on that one is there any way that it
058could be broken down into like teachers and classified or is it just one oh no in in our Gallup access tool which you all have access we can get in fact that's one of the unique things about our survey if any team has at least four people who responded they can get detailed information on percentage of ones twos threes fours and fives on any one of these questions School level department level Team level Etc so yes that is available to you sir okay good question and this is the most common if you look at the fourth column from the right this is the most common pattern but it is not an ubiquitous pattern I want this slide out of our system for any team I'm action planning because the lowest one which is overall satisfaction
059you probably have some teams in an organization this size where it's the highest one where it has a very high quartile ranking so even though this is the most common pattern and is the pattern for the entire division each team will have a unique pattern and when you're action planning you look at that yes I don't know if it's for you or for Dan or for Dr Oz you said that there was a lot there was an uneven Improvement across the schools and I'm quite my question goes to did all schools have the same sort of action plan or how much how much did they vary and if we're not setting out to boil the ocean how do we pick and choose which variables to focus on and I have to say I'm shocked that
060our that after we've worked so hard on our strategic plan and our mission statement that there's a lot of our staff don't know what that is so there's a bunch of them I'm sorry I know you can handle it they're great questions um first I would say it's not necessarily that our staff that are across our employee base that they don't know our mission um my interpretation on that question eight is how they're connecting to it in their work on a day-to-day basis um and and I think I I agree with what Mr Shields has posited that the question five the relationship between supervisors and team members we can really leverage that to move past here's our mission we all looked at it here's our vision we all looked at it to start having more
061meaningful conversations so School nurses as the students are rolling in and sharing things that are difficult for them ways in which they're hurting you're showing care and compassion those relationships build student engagement tie students closer to the school we'll let them know adults care about them and build achievement that's our mission let's make those really explicit connections Taps on a couple other indicators like recognition um in terms of schools and departments every school and Department chose a Gallup indicator for their for their Improvement plan for this year and we met from Human Resources with them to make sure they were familiar with and comfortable with the Gallup resources one of the things that I learned this year that I'm excited about is in box two on this slide which is really thinking about instead of
062setting a Gallup indicator as a goal what are our goals as a School Division every school has student learning goals as an HR we have employee satisfaction goals we have fill rate goals how do these Gallup indicators help us meet that goal so rather than focusing on I'm going to improve employee recognition I'm going to improve student learning how can we celebrate great things that teachers are doing that move the needle on student achievement and therefore impact student learning so Gallup is more of the how and our work as an organization is the what and I think that gives us some key insight into how we might work going forward and if I could just make one other comment on the last thing that Dan was talking about so I'm going to go back to
063the questions and I'll do this quickly um so when people are action planning we want primarily for them to action plan against the work and not against the 12 elements the 12 elements you don't manage to the 12 elements you manage through the 12 elements so we ask every team every Department every school first what's an issue preventing us from meeting our critical goals our work goals secondly which one of these questions is most relevant and then thirdly as I said earlier what's one thing we can do in the next couple of weeks to move in that direction and I think I'm out of time thank you all very much it's been a privilege working it is a privilege working with you yeah and I think we can still continue with questions if um if
064you're open to that because are there any other unless you're on like a time where you gotta you have to go I'm good we're stuck here my mine was more just an observation I was looking at the um I'm a data geek so just going through this so the item analysis by position and the one that really stands out to me is this it's um 0.07 which is at work my opinion seemed to matter and so our principals and assistant principals have a 4.19 which really makes me think that like the superintendent's cabinet and all the work that we're doing at that level really and when the kind of Department chairs really are helping those principals and assistant principals feel like what they're saying matters but the different you know it's all we're almost at
065a one point we were at a point nine difference between the principles and assistant principals and teachers um and there's lots of you know I know there's lots of reasons for that but I mean that's a pretty significant difference and so it really makes me think about how can we make sure that those teachers feel like their voices are heard and some of what I think the principles and assistant principles are learning from the um this you know the Chiefs and the superintendents uh cabinet about having their voices heard how do we help them in places that we they can lift up teacher voice really do that um and kind of in a in a you know Dual Purpose like this is what I felt like where I heard my how do I then transfer
066that over to the teachers that I'm I'm leading so that's quite germane man it's a good comment um you may already be aware gallop one two Nobel prizes in economics and our first Nobel Prize Was Won by Danny Kahneman who also teaches at Princeton and he won the Nobel Prize and it's relevant to your comment for his research that 70 percent of our decisions are limbic system decisions or to put it more colloquially are emotional intuitive decisions and the out an application of that is people learn more when they're talking than when they're listening so hence the importance of dialogue around the mission of not only receiving proclamation of what the mission is and what it means but being able to express themselves on how the mission operationalizes in their job and their team and
067in their department but I think your comments were quite good the um the one one this is just my theory around progress one of the things that Stephen mentioned earlier is that we had taken an intentional action this year with our with our principals because when people do the gal they're in it in many ways they're rating the person that directly supervises them because that's their link to the organization so one of the things we talked about earlier this year is it's been an issue I joined the school system in 2004 we started something called learning walks and it never took off I mean even when it was required for a teacher to have five learning walks in the fall and five in the spring for their evaluation we would still get evaluations coming in
068and it wasn't being done and it's a four it's a four minute walk through sit in the teacher's classroom check off a few boxes and then after a series then you have a meeting with the teacher and you can you can give them feedback on what you're seeing and really the goal of it is is to get the principal the system principle out in the building being collegial with teachers and having them feel like what the what they're doing matters to their supervisor and you can also have quality conversations and give feedback because you have credibility because you've been in their classroom um so what we did at the beginning of this year is we said we're gonna we're gonna do the math and how many would we have first semester as an aggregate if
069we had an average of five per teacher and then in every principal's meeting we reported to the principals how many we had what's our goal and we didn't reach the goal we made significant progress over where we were the year before though but going into the second semester I I said every principal has to do 10 every week that's one of the things we've learned from York County uh when we did the day where everybody came in in exchange we learned that one of their strategies was just to have administrators comply with getting out and doing that and we heard that too you know you're telling us to comply with something and then and we're just like yeah but you'll see it's going to make an impact it's going to make a difference and so
070when I when I saw that number my theory is that that plus 0.13 which is the biggest one it's because they've done thousands and thousands of walks and for me it just validates the quality of the principles that we have in the schools and the assistant principles that when they're getting out and doing that engagement with their teachers it does matter to the teachers and I hope that the T the principals see that that they see hey I got out I did these learning walks I visited all these classrooms I was able to give good feedback and therefore there's a sense of progress in in the work that's getting done and the other piece I took away was you can take one thing just like Steven said you can take one thing and just keep
071that same drum beat let's do it let's do it let's do it and it feels like compliance but it's really just doing a strategy that's evidence-based and it'll it can lift it can lift everything else so that's just one theory that I had and it's an example of taking an action holding people to it holding them accountable and then moving forward and I do think the next layer of that is for principals to have one strategy with their teachers with their teachers with other staff in the schools and to say to the teachers this is a strategy we're using this is something we're doing with the students and I'm going to hold you accountable for that that I'm going to come when I come around do the learning walks if I'm expecting to see math
072investigations I'm going to tell you whether or not you're using it so that it it feels like compliance and it feels like wow that's telling somebody something mean but it's not being mean it's just being respectful of the of the role then you can deliver the news and say I noticed you're not using math investigations let's talk about it actually that engages that person because it brings them into a conversation other than just ignoring the fact that we're not having consistency of a program so I do and that's the that's the Gap I see between like the cabinet and the principles there's that Gap and then the big gap right is because um we have to get down to that next layer of really engaging the the teachers in the classroom level so they really
073feel like people care about what they're doing and are there to support them with feedback that's my take on that yes sir the other thing I would just add before I go is I want to remind the school board you when you you've kind of you take a risk when you do stuff like this because all over the state there are School boards that are just happy with the Virginia climate surveys and all that other stuff to me we're we're out performing all that but that's being a Tall Tree in a short Forest you take a risk because you're you're jumping into Gallup which that's getting Into Thin Air the school systems that do this tend to want to go after something higher with their employees and we need to do that because we have
074significant gaps that we're trying to close so but at the same time you could just say well we're happy with our climate surveys we'll move on this is far more rigorous because the bench the the districts going into this are higher flying they're willing to spend the resources to really support their employees so I'm in some ways it's it's hard to see what you know not moving out of the bottom but you're in the bottom of the top because there's so many places that just don't go after things like this it's true I had a few questions the additional item analysis last year we had a different set of questions that we got answers for about pay and incentives being fair in comparison to the job market diversity and inclusiveness and everyone at the organization
075is treated fairly do we do year-over-year comparison for that or do we just pick another set of additional items every year to just kind of measure since we're doing this survey a great question actually this year we had the opportunity to consider do we want to ask the same three or do we want to shift um I uh will confess to choosing what the second question there is an HR Benchmark that we want to measure our Performance Based on um I might be regretting my decisions at this moment um but I do think that's an important one for us to be thinking about in terms of recruiting and retaining employees in this market right now we need to be thinking about will our employees recommend us to others as a place to work so we
076did want to go forward with that question and communication touches on so many of the 12 core questions it is an integral piece so communication is a a potential pathway for us to improve overall engagement so we wanted to use that as a as another measure the pay and incentive question and we were actually looking to that as one of our benchmarks also in HR related to compensation how do employees feel about the compensation they're receiving in terms of fairness so that's the rationale okay and then my second thank you for that explanation Mr Redding the second question that I had and we might be getting to some of this but just on the board level while I appreciate we're doing this work it feels kind of like that movie I remember the quote where
077it's like step one idea step two step three is profit and nobody knows what step two is so that's what it kind of feels like is step one data step three is where we want to be and on the school board I kind of lose sight of where is step two so to Judy's point it seems like we're gonna have to do something something much more than what we've been doing to get that 10 percent Inc or the 10 times increase that we want to see what we got over this past year so my question is are we going to have a presentation around that or is that just an amalgamation of all the different things we're doing but that's what's kind of missing for me today is okay and as a positive just to
078say I do really like how you very clearly put the data from last year the data from this year that's something that's nice that we can just see the question is what are we doing to make these these go up so let me make a comment and I'll kick to you because I think you probably have more to say on that so every level of leadership within the organization needs to action plan down to the team level and also at the highest level of the organization for example I was with the general and I was action planning for the 18 to 19 000 people that reported up to her and I was with the general and with her senior staff and what I said to them what are the sources of disengagement that if you
079in this room do not work on them no other leader on basis Hispanic control to be able to address them simultaneously every subordinate team is working on local sources of Engagement and sources of disengagement in that way you're very comprehensive in your approach because you're attacking little issues she turns the thermostat up I turn the thermostat down every day and you're also dealing with big issues we do not have enough parking at this particular building so it helps you to deal with all those kinds of issues I am smiling because that was the biggest fight I got in with teacher when I was teaching was a thermostat I got yelled at because the thermostat wasn't at the right temperature up it's a big problem okay for some people that's why I mentioned it it's one
080of the reasons I always wanted a trailer classroom because I had your own thermostat okay I was in a trailer classroom and the thermostat didn't get set to the right thing and she was very upset the next day I'm like I didn't touch it um I I believe this slide kind of provides the best roadmap for us in terms of this action planning we have this data next week during the executive leadership team meeting we're coming back together with principals and directors they'll have had some time to unpack local data and have a little bit of guidance there will be some more work done around what does this look like as we go into next year the first step of course is making the data transparent so for example within HR I'll be bringing the
081HR department level data to the HR team and saying here's where we went here's where we improved as a department here's where our scores went down we're going to start thinking and planning as an HR team over the summer for what's our work next year how did these indicators help us achieve those goals and what one can we leverage and focus on a focus upon in order to move our goals forward the what we're hearing from Gallup is that's how they're participating organizations make progress on engagement embedding the indicators in the day-to-day work I'm as a former principal I hugely believe in trying to embed this and all the other work that is happening our principals and our directors have their hands full there's plenty to be done so the ways in which we can
082integrate this as part of the existing plate rather than here's another side dish on your plate I think will be helpful in ensuring that it's manageable and doable okay so is it fair then to um have a working if this is a priority we're making our teacher engagement and pushback if y'all don't feel it is but I feel like is this fair to add for a work session or another update later in the year we get that kind of missing piece because I remember the first time we had this presentation there was talk of like how do we improve our teacher recognition what are some things that we're doing so maybe a check-in about what we're doing it to make it so that when we get this report yeah next year yeah I would love
083to see almost just like because I know you have it like like almost to see that visual of like that time frame of like this is what we're doing by when and how the data is being shared out and then um if there's a way for us in a working session to see and if we don't you know we can decide so if it's we can do it by like what the goals are by school or department or if they across the board these are the different types of things people are like working on just so that we can kind of visually see what those are and talk through them I think it'll be helpful so I have to give you one example you have a school that went up by .55 and last year
084all they focused on was praise and recognition I hear you like what's the one thing everyone can be laser focused on remember and like operational honestly sorry but I think we'd like to hear more of some of those stories about what those are okay so I put it in our list of proposed topics in our working docs employee Employee Engagement efforts ee I already got a name for it okay all right one other question could you go back to the frame that looks like a triangle yeah this one no oh oh you want to go back to the 12 questions yeah yeah gotcha gotcha okay all right and open the column it says employee needs right yeah basic needs yes all right is there anything else are there any um follow-ups to those things that
085would help us to focus on those needs or yes okay so one thing that we encourage your leaders yesterday is to look at all the data and I'm giving you tonight the quantitative data but your leaders also need and when I say leader I'm talking about any level of people leadership in the organization they also need to look at the quantitative data the quantitative data I'm sorry the qualitative data the qualitative data is what people say about why an item is high or why an item is low those summaries in the last column on the right that you identified those are summaries of a common definition of each one of those questions but people think about what they think about for each one of these questions for example when I work in hospitals on question
086number two do I have the materials and equipment I need to do my job right my Hospital leaders say you know what we don't have enough of we don't have enough nurses we need we need more nurses and they apply that to question number two even though it says materials and equipment and what I never do is say you're wrong you should not be thinking about that because I want to know what that qualitative data is of how they're interpreting the questions so the way that you can get an idea of what those questions mean in a school of what those questions mean to a team of what those questions mean in a division is to ask people why is this high and why is this low their response is what we actually encourage people
087to action plan around a very good question I have one last question just for those who I guess weren't here for the presentation last year I think I remember you saying this last year are there is there is some of the status specific to school settings correct yes when we present our rank you it's against the K-12 database okay great I just wanted to make that clear are there any other questions [Music] okay thank you so much for this presentation and providing this information and being here today thank you very much thank you and we'll be back in the fall to talk more about 3E 3E used to we've got a name for it now um I love it okay that brings us to we're 10 minutes out of schedule we're going to go ahead
088and do our break I think we've beat it um that will be we'll be reconvening at eight for our last two topics [Music] thank you one minute passed our eight o'clock return we're waiting on Dr Haas run no you can walk um the next presentation that we have will be Transportation an update and plans for our 2023-2024 school year [Music] it's white will be presenting thank you sir you can yeah you can start thank you you can pull down the mic okay Miss White yeah yes yes can everyone hear me yes you're very good um good evening to you the members of the school board this school year has been quite a journey however I am pleased to be leading this mission to meet the transportation needs for the students of Albemarle County Public Schools
089as we look at this strategic plan of the school division learning for all the transportation department primarily aligns with Goal three equitable transformative resources our staffing updates consist of 14 home-to-school vacancies presently eight drivers are in training and training plans are underway for staff who show interest in driving next year since the start of school 12 routes have been consolidated nine drivers have completed training and started a route six drivers have resigned or either retired on time arrival the data that you're looking at reflects the weeks of May 1 through 5. the Department's goal is 98 on-time arrival across the division due to the hard work of the employees for example hiring route modification double back runs split out routes Etc I of our daily 251 morning routes 98.9 arrived on time or up to
09015 minutes late now this is an improvement from where we started at the beginning of the year however the way we achieved this task isn't sustainable we want to stabilize our Workforce and meet our goal of 98 on time of arrival daily let's look a little closer at the work that has been done this year I've said this before but I want to State it again on behalf of the transportation department we want to express our appreciation to you for the for the driver's pay increase the step scale approach has set us above our competitors again thank you so we look at what we've done this year as I said we've increased route modifications consolidations we looked at the I've already stated the driver's pay increase our recruitment efforts radio ads local TV commercials local
091newspaper ads job fair we're targeted Outreach to include Job Corps UVA students Etc and even a referral bonus um we Diversified our Fleet we're using the type 1 buses and we're also using electric buses we evaluated the Bell schedules and we invited we're evaluated on what we call third-party partnership which is outsourcing and we're still in the negotiation phase of the solicitation so more information is forthcoming okay looking ahead to the next school year Transportation wants to maximize and fully utilize the drivers we have prioritize services to those who need it and stabilize daily operation and provide predictable for all drivers families and School staff all right so the transportation leadership team along with the superintendent develop what is called guiding principles they are as follows the Fallen guiding principles were used to evaluate the
092viability of each modification each modification will improve on time arrival stabilize the daily work for staff and normalize the work from day to day provide consistency for drivers families and students not adversely impact compensation be simple consistent and easy to explain internally and externally be implemented within each fetal pattern and not impact one feeder pattern more than the other and have advantages that are more significant than the disadvantages and lastly pass an equity checklist in addition these modifications and guiding principles were reviewed and evaluated by the pmoc and principles both Elementary and secondary for procedurally processes and students family and employees impact we have partnered with the equity team to ensure we are mitigating the plans to reduce as much as possible the equity impact across the school division are planned modifications for the 2023-24
093school year we want to expand the walk zones we want to consolidate the bus stops on private roads utilize more stacked routes update the registration process and eliminate service to an open route if drivers are unavailable now let's take a look at our walk Dunes we propose an increase of 0.5 miles for elementary and 0.5 miles for secondary that being said it will be a mile for elementary and a mile and a half for secondary the impact the schools are listed this modification will save us about two buses some areas we expanded the walk Zone and in some areas as you see there the schools are listed there we have implemented Walt zones thank you the transportation will consolidate bus stops on private roads and neighborhoods where there is a safe Community place to have
094just a few larger on pickup locations this saves approximately 200 miles and approximately 11 hours daily of drive time division wide and again the impact of schools are are stated here is a visual of what this change means currently buses circulate through the neighborhoods well multiple bus stops next year we're safe these bus stops will be Consolidated into the larger Community stops this saves time and allows the bus to be potentially utilized to serve other neighborhoods Sac wrote this is a model in which we have in place now at Greer and agnar hurt now a stack route is when a bus will drop some students up to 15 minutes early to school and then pick up additional students and bring them to school on time this change will affect the afternoon as well some students
095will leave on time and others will be dismissed up to 15 minutes early stack routes will replace double back runs which have proven to provide inconsistent student service late arrivals and ex and are extremely difficult to communicate with daily changes Transportation wants to start with a clean slate this will allow for greater route consolidation and Fuller use of buses the registration will not automatically roll over beginning next week all families must either request or deny transportation for for the next school year the registration deadline is June 30th after the deadline students will be placed on a waiting list if there is no capacity on their assigned bus requesting Transportation before the deadline does not guarantee service the deadline does not apply to new students who register after the deadline or students whose IEP require Transportation
096accommodations during the school year if a student doesn't lie for 10 consecutive days they will be removed and placed on a waiting list if capacity is not available when they re-register let me be clear the transportation the communication surrounding the registration process is critical that being said we have partnered with the Communications Department to ensure all students are notified of these changes they have done such an amazing work in such a short time to help us meet the needs to contact every student and family open routes Transportation will no longer be able to serve rails which are open when a driver is unavailable and let me pause for a minute this is not a conversation that we really want to have with our families but I have to be transparent and let you know where
097we are the routes will be planned with capacity maximized so this will eliminate the ability to split double back or modify routes which is what has occurred this year we are trying to increase our relief driver pool and a relief driver basically is a sub driver this will help with the disruption of daily call outs but may result in more open routes families will be notified by July 31 if they do not if Transportation doesn't have a driver for them again this is not a conversation that we want to have with our families however I am hopeful that if we're able to implement the modifications and to continue to recruit new drivers then it will reduce the number of open routes all right so let's take a look at how we're going to develop our
098routes and the assignments so route designs we will utilize routes designs from this year then we will modify the years with the year's registration data and we're going to consolidate we're feasible and then we will implement the stack routes where possible that's how we're going to design the routes when we look at the assignment route assignment assignments will be prioritized by the following or else with higher percentage of gaap Group 1 students special needs education students English language Learners and our economically disadvantaged students we will bail this out the resources we will not necessarily put all the resources in one area and then the other area is without we will try our best to balance out our resources and the third point is critical and very important to our drivers they've asked can you possibly
099try to get us close to where we live and we want to try to do that if we can all right so then we land on the subject of open routes if Rouse succeeds available drivers routes will be considered open routes if all of the steps are effective the number of open routes will hopefully be minimized so what are our next steps letters will go home to families the week of May 15th individual letters the walk Zone information bus stop changes just your general letters to all are requiring to respond either yes or no to transportation and we we need and want a hundred one hundred percent response we've already spoken with our principals we're meeting with the OAS because this component of what we're trying to do the registration process is critical so our
100policy the policy draft is attached it will be on your May 25th consent agenda for action and again the registration deadline will be June 30th 2023. this concludes my presentation do you have any questions you've had a challenging job this year Miss White yes um who are the who are the relief drivers presently we only have about one relief about one relief drivers and we need more and the relief drivers are full-time staff we don't have like a list like we have substitute teachers yes exactly the relief driver is considered it's more like a sub so you can understand their duties but it's it's like a full-time position the relief driver will go wherever this the assignment is but it would be a full-time position I mean maybe there's regulations against having something like a
101list of substitute teachers the sub I mean is it possible to have former drivers that can pitch it sometimes or not I mean is it what are the barriers to something like that okay so what has been the barrier in the past is because it's unpredictable you don't know your assignment in a given day a lot of drivers become very attached to our students as you know and they'd rather be assigned to a a specified route every day and that being said a relief doesn't do that you you never know when you come in you get you could be on bus two bus five Bus 15 bus 20 and that's the nature of the relief position but we'll we have we're working with HR to try to come up with some other ways to maybe
102design the assignment so it would be more attractive I want to add to that as well so the relief driver is a permanent position it's the equivalent of our permanent Subs I guess could it could it could we go to like a substitute some traditions they do have a very limited sub I think you have one or two sub drivers um it's hard again as much as it's hard to find a driver it's hard to find a substitute I did want to call a specific attention to is we put a message out in our Compass asking if we have existing staff Tas always anybody else that would want to drive and we had a very positive response I think almost 18 different people of different organizations said I can't do it full time but I
103would love to help and so we're working on training plans to train those staff over the summer that could fill in uh like a substitute as needed on occasions I mean I guess the question goes to I know we have people have health care appointments and you know to the degree that we could plan someone to come in for a day or two that would be great yeah how long is the training program to train a driver I see that we have eight that are being trained right now yes so it takes about 40 45 up to it could it could be 60 days getting you trained pending your schedule uh the I've shared with the trainers and the trainees if you're available we can make this process go through much sooner so they're not
104a minimal class together excuse me they're not all in class together well what happens is the first couple of weeks is doe mandates okay a 24-hour class 24 hours behind the wheel so the minimum is 48 Hours okay on the minimum but again it's based upon how successful the trainees moving through the program so it's possible we'll have more than the eight veteran training right now we certainly hope so we are trying with all we know the recruitment process is Con we're going to continue doing that and we are we are hopeful thank you can you tell us where we are in the Outsourcing Outsourcing we're still in this solicitation process we're trying to negotiate and so I'm as you know I'm not at Liberty to go any further with that I can share with
105you right now is looking at it could cost us maybe five million dollars roughly not insignificant number now so in terms of the um registration getting properly registered just looking at the transportation update it looks like we have anywhere from three to four thousand people registered more than our actual daily ridership still correct and that is a struggle for us because we we end up planning for about 3 000 children that's equates to almost 20 buses so if we could have a more accurate account of how many children needs Transportation then it will help us in our planning and it also will help us with less open routes so um I I guess I thought that we were having a more strict registration process this year I know at the beginning of the year when
106we talked about it we thought that it was going to shake out so that we had a better sense well what delayed it was because we had a lot of parent traffic um our administrators in the OAS were a little hesitant just to pull students off but this year we're approaching it and that's why we're meeting to talk about the logistics of how we need to do that so we can be assured that if students need the transportation it will be available if capacity will allow it and if you don't we will be asking parents to transport I know that when we were discussing the pay raises a big part of our discussion was comparison with Charlottesville um how would you compare our transportation issues like are they still having translation issues as we are
107yes they are I certainly what I would say about the trend what with albemar I can't express enough that's why I said thank you so much for implementing and deciding to increase the pay because the the scale this the step scale is what has put us above the the others they are still struggling with recruitment as well and so are we but what we also know is that the step scale has served to be a retention tool for us and that's a that's a great team we're doing all we know not only to recruit but we want to retain air Jarvis as well and so that's where we're seeing the strength of the pay increase I noticed that we had nine trained this year but then we lost six is that turnover about is that
108what you would have expected yes that's a little that's compatible to what we've seen for one reason or another whether sickness the family Dynamics change whether they found something that was more suitable for their families they chose to to lead some were not successful in training and so it's just a different whatever the Dynamics was for that employee landed them at making the decision they didn't want to stay with us and so I'm retired and who gets to drive the electric buses well that's a snap that's a picture of our electric bus there so it's anybody certified but they're they're functioning as you would have expected yes they are thank you okay at the beginning of um this year when we had the double roads there was a problem because I think certain students either
109economically or racially were being every day being picked up early if we go with the Stacked Road process will that be eliminated I can't say that would be where it's possible and we've indicated in the presentation which schools can actually accommodate stack routes it just isn't going to work time won't allow it so that being said a rotting design is going to focus on what we consider our Gap group one and so that being said they're across the county so we just don't have resources to accommodate all the routes but we're going to do the best we can to make sure that we get as many as we can there on time and then if not on time within that 15 minute window so hopefully I'm asking answering your question we're going to try to
110balance that out as much as we can Mr Page okay thanks I have a just some quick questions as well um communication communication communication I really appreciate this presentation it sounds like one we're centering the needs of our school bus drivers in a way that we probably haven't in the past because we've just been so focused on how can we do the service and it sounds like the answer just might be we can't at the same level we don't have enough drivers we can't ask them to solve all of our problems we don't have enough so I appreciate the honesty open Clarity around where we are communicating that to families especially if we're going to be changing how we put students on buses and having to proactively make you make them register I am confident
111we'll be able to do that because I know I personally got calls from all of my kids both my kids teachers several times when I didn't respond to them about what were my plans for the bus so just making sure they get that information and that's really that's those are really my only comments is just a really big focus on letting families know where we stand and I can appreciate that we're not in a great place but letting people know so they can plan appropriately is important I I mean I just want to say Charmaine you've just been amazing this year you've been a great leader through this whole thing you just took a ship that was on the rocks and you you find a path and keeping it moving forward you and your team
112William Renee all the all the staff that you have it's been a really tough leadership role this year and I you know every chance I get I want you all to know just how much I appreciate because of what it does for the kids that that need to get to school the other piece I would point out is that we're going to continue to have the staff thing like ceiling for the transportation department at where it was originally so that we're still going to keep recruiting to get the drivers so that as we are you know I'm I am optimistic because of our strategies around um around the pay scale and the pay increases and the improving climate in in the transportation Parts but steadily improving under charmaine's leadership that we as we add bus
113drivers then we will alleviate the the plans that we're having in place so our plan is not to manage expectations down and then just say well now now good news now we don't need as many bus drivers it's going to be we're going to build that Fleet back to where it should be so that we we have more services for students Dr Haas thank you so much for your comments but I certainly couldn't do what I do without this team right here so I really appreciate that any other questions thank you so much for your time thank you I did have a quick question if that's all right um I don't know how like it plays out but I am in the past I have been on bus routes where a lot of um school
114bus stops have been just like Juniors and seniors would there be a way to like add questions about whether like in my case at least I know I'm fortunate enough to get to drive to school the most days which I know a lot of kids are not able to um and I value that but would there be a way to like add like a question somewhere in all the communication if a student becomes able to drive to school and they can communicate that to the school and not have to make that extra stop yes we will great feedback we will certainly take a look at that and see what we need to do to implement that okay I didn't know that was a possibility we'll take a look at it and see whether or not
115that's an option for us to do that great feedback all right thank you so much [Applause] thank you all we are 13 seconds ahead of schedule we'll move on to our last presentation Community engagement uh good evening chair Carlson and school board members thank you for the opportunity to provide an update from the office for Community engagement at the end of last school year our department underwent a restructure to include the addition of two directors with specific emphasis on the culturally responsive teaching program and Equity School family and Community Partnerships in addition the communications department has joined forces with the oce to focus our efforts on expanding our engagement and Communications reach to historically marginalized students and stakeholders through the review of division data including assessment Panorama Gallup as well as Community engagement feedback from
116our students families employees our team has begun work to implement initiatives to focus on academic achievement of students trust and relationship building to empower our students families staff Community to become equal Partners in these efforts we continue to refine our culturally responsive teaching program to support staff with their work towards meeting and exceeding the goals identified in our strategic plan learning for all it is critical that we support Educators to successfully engage with and teach culturally linguistically ethnically racially diverse students and students with special capacities to close achievement gaps census Inception in 2015 the acps culturally responsive teaching program continues to evolve expand and equip Educators with necessary strategies and techniques to ensure culturally inclusive and responsive learning environments that support academic achievement for all students this year the equity specialist team led by Miss
117Ayanna Mitchell director of equity education made several program adjustments to include clarifying overall expectations such as general requirements our application process data collection and timelines providing timely resources and exemplars streamlining professional development having tighter alignment to instructional practices differentiating professional development for classified and non-classified staff differentiating the credentialing assessment process and aligning resources to address Equity gaps in the most impacted schools in a few moments Ms Mitchell will highlight the work of the equity team and provide micro credentialing and certification cohort information for this school year along with the culturally responsive teaching program and the anti-racism and transgender gender expansive policy work which we will expand on during an upcoming school board meeting our department has focused on facilitating empowerment of students and families and reigniting engagement of our business and Community Partners giving them
118voice and agency with the work of the division through our engagement with stakeholders this year we have heard feedback about the importance of being active participants in students education trust allowing for all voices to be heard and transparency regarding follow-up actions from the division based on stakeholder feedback we have begun the relationship and Trust building with our stakeholders and have plans for more intentional engagement activities for students families staff and Community Partners after the culturally responsive teaching program highlights from Miss Mitchell Dr Eric Irizarry director of equity School family and community relations will provide a summary of the school and Community engagement activities and events from this school year at the end of the presentation I will provide information regarding our plans for the culturally responsive teaching program and Community engagement moving forward but for
119now I'm handing it over to Ms Mitchell director of equity education thank you and thank you everyone as you know I just saw you all at the work session we talked about our PD so I'm hoping to help answer some of those questions and share a little bit more with you about that you know so I have a little video before I get into it um just from some of our Educators who talk about what is culturally responsive teaching culturally responsive teaching is broken into really three parts the first is about understanding ourselves as Educators and as humans our own lenses and then also getting to know our students and their families and their worldview the second is really about using that in instruction so how can I capitalize on the various backgrounds and strengths
120and cultural assets of my students to help them learn and the third part is really about Partnerships how can Educators partner with families and the community and students in order to increase academic outcomes culturally responsive teaching is teaching in a way that empowers the culture of all students it is seeking ways to engage seeking ways to acknowledge taking ways to understand the students who are in your classroom and making learning meaningful for every single student the difference in culturally responsive teaching and just good teaching I think that with culturally responsive teaching you take that extra step to really figure out what elements of your instruction are vital to the learning and what other kind of structures in your classroom may actually be holding students back or preventing barriers to success for a certain group [Music]
121there we go so um as you can see our work is deeply rooted in the outcomes that we are looking for as stated in our mission statement here in Albemarle County Public Schools and in our department we have Stephen which you met on the video before he became an equity specialist Shea Megan and Leslie who all share all of our buildings and all of our departments to work towards closing achievement gaps and supporting Educators excuse me to make those changes that were discussed by those educators so we are able to provide levels of support on the division level the school level and the classroom level you can see that we do everything from creating and implementing professional development opportunities that support our strategic goals on the highest level by working with cabinet members directors and
122county level leaders all the way down to supporting and coaching individual teachers and administrators and buildings in order to help support their growth in being culturally responsive I'll give you a moment because I don't believe in Reading slides so you can see what I'll do so last time I was here we talked about all of the ways in which professional development is supported here and what is our model by providing job embedded self-directed just in time and content focused collaborative work with our Educators we're able to meet the goals now we do only have four Equity Specialists and you know we do not only have four buildings so that means they're spread thin and they work very hard to do all of the things you saw them saw that they do foreign for years we've
123had the goal of building Collective efficacy around culturally responsive teaching in order to increase Equitable outcomes for all students so my question for you and I will share is how are we doing what have you heard how are we doing that's my question for you you must be doing something right you have more and more people signing up to be get certifications in culturally responsive teaching so right now you'll see that in in the report that I attached earlier you'll notice that in 2015-16 when we started our credentialing there was only a certification and there was a small number of Educators who chose to participate in that program by 2018 we introduced a micro credential which allowed an increase of different ways in which people could participate and be part of the programming to get
124a certification you would need to do reflective work around all three characteristics in our program that was mentioned by Monica a little bit earlier and to do a micro credential you would focus on one of those characteristics that plan has developed over time even as I was an equity specialist but I saw where we were missing some things and we had some challenges and I saw where our strengths were as of right now we have 287 credentialed Educators currently employed in the school division we've actually LED about 356 people through the credentialing process since 2015 but we've had people who have moved out of the school Division and gone to other opportunities of those 287 prudentialed Educators 60 are building level or division level leaders instructional coaches lead coaches and ltis 32 are building administrators
125so most every building has an administrator who has a micro credential or is fully certified some have to this year our window just opened for our new cohort so between May 8th and the 19th we were expecting up to 165 submissions of those 50 of the candidates are classroom teachers who mean which means they're having direct impact on instruction in the classroom and the other 50 are other instructional staff they are administrators specialists and um teacher assistance yeah so we have a few different other categories so we are trying to work with classified and non-classified staff because we know that to be a culturally responsive School Division everyone has to be part of the um part of this process Eric I'm gonna pass this over to you to talk about that good evening board chair
126Dr Oz School Board we've been working as a team as well to really engage our community um this year was the first year a true Year back from covid and so we started off with a few different initiatives this year one of them was the community information session that was a new initiative to bring current or what we call Hot Topics of information to our families and to our stakeholders so using feedback from our community and through our advisory groups topics were selected and then we brought in national state and local experts to give pertinent information to our attendees and to our families these meetings were done through Zoom recorded and then shared through our acps YouTube channel and included topics like safety special education and and mental health we also held our first equity
127and opportunity fair and early last summer Dr Kyle Dr Kaiser realizing the connection between her Equity work teacher retention and Recruitment and student achievement had the vision for this equity and opportunities fair and the purpose of this fair was to showcase our Equity work at the division level and then at the same time partner with HR to hold on-site interviews for some of those critical positions so in February we hosted the first equity and opportunities fair at Burley and hosted over 100 participants and offered three early contracts uh community events were also a big Focus for us this year so you see some of these pictures from the back to school bash um Ashby Candler works very hard behind the scenes to make sure that our students receive school materials and backpacks but also our
128technology department was there Transportation Esau to help with some of the translation School nurses and administrators were there to distribute covet kits the backpacks school supplies and just answer questions that a lot of our families had we also worked with Habitat for Humanity in the southwest South Wood Boys and Girls Club and brought back the Southwood back to school celebration Mountain View Elementary Burley and Monticello High School families were able to get schedules meet their teachers learn their bus routes principals and teachers were there just to do meet and greets or technology help to register and make sure PowerSchool information was up to date and despite the rain we had over 300 participants attend the event in the Southwood community um we've also worked really hard at Gathering Community stakeholder input many of you all
129have participated in our magisterial meetings so school board members have participated in four magisterial meetings this year and we're in the process of planning a fifth later this month these meetings have been open to all of our families and our feeder patterns and I provided an opportunity for direct dialogue with our school board members and provided some valuable feedback also Dr house has been very busy with his uh listening tours in our school buildings and he's held numerous listening sessions with staff and students and staff and students were able to give open feedback directly to the superintendent and in case you're wondering our elementary schools lobbied very hard for full day recess lunch and PE uh the employee and family uh list uh where where am I there we go uh We've held some uh
130employee and family forms and student forums as well uh three sets of each with our students with their families and with our staff and for uh families where we're using Panorama data to really dive a little deeper into some of the areas we didn't score as high as we'd like to really trying to figure out what we can do to better engage our families especially the families that we're not hearing from yesterday we held our third Community partner breakfasts and that was a chance for our Community Partners to give some feedback on curriculum planning for Center two and we've also talked to Our Community Partners about work based learning and clcs as we move into that phase of the work uh We've also worked at with the schools to do school-based family engagement so we've
131worked with Burley Middle School and there's not here anymore but we worked really hard with Albemarle High School to engage with uh with our families so Burley Middle School held their first uh black community and family meeting which was very well attended by not only our schools and and School Division but by our families as well again still trying to get information on how we can better serve our families and I know Albemarle High School with their changing demographics has worked hard to hear from their Latino families as well and those Latino family nights have become more and more popular and we're getting some great feedback from those folks as well it doesn't end in the school just like we have the Southwood event Mountain View is working hard to establish a an event in
132the Timberland Community early this summer as well again still trying to get information and get information and out but also get information in on how we can better meet the needs of our community and lastly student voice and Leadership and representation has been it's been probably one of the uh I don't know fill in your cup uh experiences that we've had we've assisted AHS in developing their student Equity team earlier this year we had some student groups that uh you know had some conflict with each other uh Darren his admin team along with his counselors and Esau teachers worked really hard to establish Affinity groups the black student union the latinx Student Union and others to bring them together for Meaningful dialogue not only did it start to work out some of the conflict they're
133having that found out that they have a lot more in common than they have differences and they've beginning to work closer together social events doing podcasts together and that's hopefully will serve as our model for the acps student Senate that we hopefully will have at each of our high schools next year we've also worked for the athletic directors and the Latino health initiative to provide opportunities for free physicals for uh for our students that that need them especially our Esau Latino Community um oftentimes you know the physicals themselves are barriers to engagement after school and in extracurricular activities additionally it looks like Parks and Rec for albemaro 2 is requiring physicals for middle-aged Middle School age students so again we're still trying to break down those barriers to um to access those sports or clubs
134and there was a great story about albemaro and their their intramural soccer team that seems to be undefeated and it's opportunities like that they can't participate without a physical but there's that need to engage those students in the work outside of the classroom as well so again just trying to bring everyone together and that we've supported Community initiatives one of the last ones we've we did was the house of cuts event that has been traveling to schools talking to House of cuts is a local barber shop here and they've been giving free haircuts and braiding hair for our students talking about gun violence and talking to them about different career there's you know in the cosmetology field the picture you see there UVA football players were on hand as well just to just to build
135that Community around students obviously gun violence is a you know is impacting our whole Community but especially Our Youth and this was an opportunity for everyone to come together in a positive positive environment and then volunteer re-engagement we've had over and this number keeps going up over 2 900 active volunteers this year and we've been able to re-engage with a lot of our a lot of our partners that give us our volunteers and help us with volunteer recruitment including America reads UVA athletics has really come on strong this year getting UVA athletes out into our buildings Jabba fish 100 Central black men in Virginia Crescendo juntos which is a great Opera a great organization they've been working hard at uh at Burley or sorry journey in Albemarle High School and then our mocha Wilco program
136has been very strong as well all right so moving forward our goals for the culturally responsive teaching program include providing more opportunities during contract hours to work through culturally responsive teaching program I'm supporting more Educators to obtain micro credentialing and certification through self-selected pacing research and directly aligning tasks with professional Learning Community or PLC work I'm developing various Pathways for school and grade level cohorts to obtain the micro credential and designing a new administrator course for those without a culturally responsive teaching credential as well as a refresher course including a speaker series that we're going to work on in collaboration with the human resources department for culturally responsive school and division leadership to support them in working with diverse Educators and staff to improve culture increase support especially emotional support working conditions Etc to improve
137the likelihood that Educators and staff will remain in the division also in collaboration with the human resources department and the African-American teaching fellows we are developing a quarterly Workshop as a pilot with African-American teachers to establish trust provide supports for daily teaching as well as social emotional mental health Wellness Etc again with the goal of increasing the likelihood of teachers remaining in the division regarding Community engagement fully activating and engaging our families businesses and Community Partners through providing diverse opportunities for families to participate in school-based activities with specific emphasis on academic and curricular programming um for example we've talked with the principles about um sponsoring four academic events next year for their families I'm a reading night a math night a Content science of social studies or social emotional learning and a multicultural event and
138then continuing to solicit participation from our business and Community Partners such as volunteering mentoring work shadowing opportunities internships apprenticeships and provide a platform for our partners to give feedback on instructional programming as well as opportunities to collaborate directly with school communities on various projects and then specifically addressing the social emotional and mental health needs of our students by initiating a student Senate to assume leadership and decision making on various issues including extracurricular activities for example like offerings and participation across the division and then seeking out Community Partners to provide services and make connections for families one example Star Hill pathway program which you'll hear more about in an upcoming school board meeting serves the whole student with exposure to Career Pathways but then they also support families connecting them with Community Resources so these are
139a few of the identified initiatives for our team that we will work on next school year and we look forward to coming back to the school board with an update on progress during the next school year and then at this time we will take questions so there was a lot in there that was really really great I appreciate it um and Ms Mitchell I apologize because it's hard for me to I always think I'll talk at the end but one thing I will say about CRT is that and I've said this before up here those Equity conferences that I go to at the end of the year are my favorite day of the whole year because I get to see educators of all kinds talking about ways in which they're changing fundamentally how they're doing
140their job they're understanding themselves better they're reaching their students better they're showing the data behind it showing it's just my favorite day um one thing I'm really glad to see you talk about is giving contract hours to finish that work I think that we've always said that it was important but we didn't put our money where our mouth was were uh so I'm really glad to see that um one thing that just gave me a little bit of pause uh was the chart that you showed of credentialed staff and teachers at each School um you'll see that the very lowest numbers are at Greer and AHS where we have possibly the highest concentration of students from traditionally marginalized groups so uh I able to say that is disheartening to me and I'm not sure if
141you have any insight to share about that or I'm hopeful that it'll go up um so are we so that's part of where we're going to be really thinking about next year how we use equity Specialists to really be in targeted spaces working directly with plc's where we see and notice the largest gaps so once that data this new data comes in we'll be able to work directly with our intervention director of intervention and work with our lead coaches and we've already started conversations about where we can kind of sit together to talk about who's doing what so you're not overwhelming teachers by everybody showing up but how do we support them with the things that they need whether it's instructionally or developing classroom spaces that need to be more culturally responsive what does that
142mean and how do we work together to do that and then having cohorts be able to complete the credentialing process at the same time so that it doesn't feel like one more thing so that's part of why we want to really be in functional about how we target how those next year will be five Equity Specialists who are going to be in buildings to really support um Educators where they need to be right now it's been more of people just said yes I want to be in the credentialing process where we're going to be very intentional about where we put our energy in order to support that for those reasons um I will say Wendy eckerly has done an amazing job leading her cohort of of Educators this year she got her certification last year
143and she has been working to lead with Steve their cohort through I think they're anticipating one of the highest numbers of people who will be in a school who will be completing their credential this year um Burley is another one that had an extremely low number and they too are another one that will be matriculating through a very large number this year that's the anticipation they've been working very hard at that this year great that's good here thank you yep I think Dr Irizarry I think you mentioned job shadowing or reaching out to the business Community one of the things that I've been concerned about for several years now is that not all of our students are equally situated to get great job shadowing or internships or in the community how do we make sure
144our sophomore with poor language skills finds those opportunities yeah I know uh you know Amber Roberts and conditioner are really taking that into consideration as they're building these clcs and you know that that is a reality um and I think it's really trying to figure out um who are the you know the employers or the organizations that are within the vicinity closer you know closer to the schools and then trying to match uh student interest with you know with the opportunities we have as well and how we can help businesses do that comfortably yes yeah and the other thing I would say too Eric had talked to me a little while ago about it is um they they do uh Lauren McLean who's worked worked with Amber and Eric around because they have good language
145skills it's just language skills in Spanish uh but right actually hiring interns uh that are English Learners to tutor students that need extra time support who are also English Learners so I just want to make my pitch that we we need you know we have 2 700 employees we should be employing as many of our own students as we can so because they're so talented but that's just an example of something we can do a sheltered internship where their learning skill they're learning the like job skills they're getting paid and they're really serving a need in the in the school system for their peers and the translators in training that that has started so we're hopefully use those in our department for our community outreach opportunities for a Community Information sessions yeah yeah you say
146it again it's translators and training that's the name right yes sir thank you thank you one of the things you noted on your kind of to-do's um for next year is a family engagement framework can you just talk a little bit more about that and I mean and what you're thinking how that might uh we're using uh Karen Maps work she's out of Harvard Education there's very few uh family engagement Frameworks out there that you know the research shows that you know when when families are engaged uh students do better staff does better but there's not a lot of how to's and Karen Maps work it's called a dual capacity model and what and in a nutshell it's basically building capacity for schools to engage with families doing Equity audits really diving deep to figure
147out how they uh how they can connect with their communities but also what their communities need at the same time working with families in order to go from you know that backs you know sitting in the back seat to actually being a partner in their students education so we're going to be leading um the the framework is kind of housed in beyond the bake sale it's actually you know a book and we're giving professional development this summer and some of the ptos and parent groups have reached out to and they want to they want to get involved in that and the book is accessible by not only the school side but also so the family side as well so that's going to be our plan moving forward thank you appreciate okay one comment um two
148comments procedurally I saw the thing that it says that there's going to be another update on June 8th is that still accurate on the agenda item online okay say that again I can't hear you sorry I'm sorry for the school uh June school board meeting we will have policy updates and a report from the diversity and Equity committee okay so I really appreciated this presentation and there's no one to blame except probably myself in the future it feels the work that you guys are doing feels almost like it could be too different it was like two different presentations if that makes sense I was it's like a presentation on CRT and a presentation on engagement and I would almost like a deeper dive into each versus grouping them together and I'm sorry if I don't
149understand the organizational structure that makes it so that you all are grouped together but I would have liked to see them separate but I appreciate that we got them I'm impressed with the work that both of you guys are doing very very impressed so happy you're working for us and on are on our team for the CRT piece um just the same things I noted in our in our working session about at some point wanting a deeper dive into the data around the effects that it's having in the schools that have a higher percentage of people receiving the CRT certification versus the other schools but we agree so I was really hoping to be able to give you like a small update of some of the questions that you asked about administrators and things like
150that I know it felt separate and spend some more time with some new things that we're doing in our department but we are looking forward to being able to come back to give a little bit more information again as we do more targeted practice around this work because right now it's still been a lot of I want to so I will I will name that of the 287 credentialed Educators 150 of those people got their credential just last year so they're still novices to this work so sometimes we need to give it a little bit of time to even you know take and have people really be able to practice and and hone their skills and with four Equity Specialists it's a little bit difficult to be able to spend that time building capacity and
151continue building capacity so we're looking forward to being able to share that data as well as it aligns to the way we target our instruction next year okay so from a very practical standpoint if you were to do a deeper dive update when would you want that it would not be this year you'd want a presentation next year where you're giving data driven I would love to be able to share again sometime around this time next year about our data and personally I would love to have a work session time with you at some point next year so that we can really share a little bit more about what we do and really clarify how that looks and really answer more specific questions with the equity Specialists who are really in buildings doing this work
152okay awesome one of my sorry nope I was gonna say one of the my wonders for that session that's for next year is either to your point it's going to take a while for these people kind of trained in kind of the credentials on the micro credentials to kind of begin to make changes differences in the schools but I just because you happen to be at the same time as the Gallup poll I really wonder if next year we're going to see different School differences potentially for those schools that have a higher proportion of people who are credentialed uh yeah that would be really interesting to see I also think there's a lot of interesting things happening across the division right now that's going to be working together to be able to change outcomes I
153always tell people that culturally responsive teaching is not the thing that changes academic outcomes for students it's one of the ingredients that you put into the cake to make it moist and wonderful you know if you're a great instructor and you're culturally responsive then your students are all going to benefit so you need to have all of the ingredients in order to make it work and I have a feeling that we're going to see more and more how they are all all the ingredients are coming together and aligning so that we can really get the results that we want out of students and it may be a little bit of difficult to parse out specifically that it was because of this one thing but you will probably see some significance changes between our science of
154reading programming the way we're really building Fidelity around investigations in math and how we're working with teachers for culturally responsive teaching practice Robin and then great job I I'm so appreciative of the work that both of you I'm because that's why it's hard because it's like two different presentations but also great job I've been to one of the magisterial district meetings obviously the community breakfasts are amazing and really thrilled with the work that you're doing so thank you thank you and I will say even though these presentations except you know there's a lot of Separation we're continually working and helping each other behind the scenes as well so it is kind of a yeah I'm sorry if I'm just like it but the data points made yeah it just seemed different but I know you
155all are working together and so thank you for sharing all the hard work that you're doing and bringing it to us and I just wanted to make sure I'm getting capturing whatever else you need to present to us so it sounds like CRT a deeper dive next year Community engagement next meeting there's going to be a little bit more around that or the how around the policy work and the diversity and Equity committee okay will report awesome are there any more questions Dr Haas oh no I was just going to thank you beautiful work thank you thank you keep up the great work thank you all so that brings us to other business and we are one minute and 11 seconds ahead of schedule um it's all right if we go over does anyone have
156other business that they'd like to discuss oh I just want to tell you that oh remember how we had that um we brought in three school systems that we're doing you know doing really great one of them was York County and we learned so much when they came back in January that Patrick set up a field trip for us tomorrow so several of us are going down there in the morning and they have set up a half day of professional development on the things that they do in York County to get the results that they're getting and we're we're going to bring some principals Patrick is driving his uh his van and so we're all we'll all be down there the first half of the day but we're looking forward to learning some more of
157the the things that they do really well through their system love it it's awesome that's great I'm going to put in a little plug as chair to check out the school board working docks I will resend everyone the link we have currently visited almost every school and the school years winding down we are missing one School prep Piedmont Regional Education Program so if anyone wants to go and get a visit in there it would make it so that every school was visited big shout out to our missing board member jono he has pretty much filled in that chart but that's good that means that we're hitting our goals and then the evaluations in that working document as well so you can look and remind yourself of what we're going for I think it's like two
158School visits at least each and a few other metrics so that's all for me anybody else I call this meeting a Jared 9 10 . next week next week awesome