001and i call this march 4th meeting of that mile county school board to order we will have a moment of silence so thank you and um because of the pandemic we must read this statement into our meetings uh into the minutes of the meeting the minutes of this meeting should reflect that this meeting is being held electronically perceived to virginia state law an ab mile county ordinance because the covet 19 pandemic makes it impracticable and unsafe to assemble a quorum physically in a single location the meeting is being communicated to the public electronically through zoom and streams live on the alamo county public schools website and public comment may be offered through the zoom waiting room feature in accordance with the school board's protocol or by written submission the introduction of our board members dr
002k day cuff kate akov jack jewett district miss daniel alcaro donald caro at large miss katrina collison trina carlson ryo district ms judy lee judy lee rivanna district mr dave oberg dave oberg whitehall magisterial district ms ellen ottensburg ellen osborne scottsville district okay i'm graham page samuel miller district and mr angel pelkey angel pilkey student representative okay thank you everyone is here and accounted for um mr pelkey maybe we'll let you read or introduce the um were you planning on doing that tonight or is that at a later time i was told it was moved to next meeting we scheduled that for march 11th okay all right thank you i said correct okay all right all right moving on to um this is especially uh the public comment tonight is especially in uh reference to
003our budget meeting or budget uh proposed budget so this is a public hearing for the proposed budget and ms carlson as usual will preside over the public comment thank you i'm going to start by reading the public comment guidelines we only have one speaker signed up so the school board invites and actively seeks the public's input in the matters relevant to school board governments and provides for time during its business meetings to hear from albemarle county residents and community members as authorized by ordinance of the county of albemarle the school board will hold its meetings electronically during the pandemic the school board is nevertheless committed to encouraging public comment despite its need to meet on a virtual basis for this reason there will be two ways for the public to provide comment first as always
004written comments may be submitted to the school board prior to the start of the meeting and will be given to all the school board members for review and as long as the school board member school board continues to hold its meetings electronically members of the public wishing to provide public comment during the meeting may sign up online by 2 pm the day of the meeting um speakers will have 3 minutes to speak they will be notified when they reach a 2 minute mark i'll hold up a finger indicating that one minute left and then i will let you know when the three minutes are up speakers during the meeting or those submitting written comments should state their name and address our magisterial district and speakers should limit comments to those matters that are relevant to
005school board governments are the operations of the school division last although the school board will not respond to comments made during the public comment periods board members may address comments at the end of the meeting agenda under other business we have one speaker and that is gray ovale i don't know if i see um him or her on here hi good evening i'm under my wife's screen name i apologize great you can go ahead and start when you're ready um is this the time to ask for a little bit more time by chance no i well i don't know the the procedure for that i think it's three minutes though okay in the future if you ask him in advance we can simply do but i think i apologize um so my name is ray
006good evening dr haas members of the school board my name is rail by addresses 3518 shelby road i'm here tonight to request that you consider giving all the classified staff a five percent wage increase as mentioned in the budget request we did not get a raise last year we're appreciative of the two percent increase that you're recommending however we needed to factor in cost of the living increase and the importance of what we do for admiral county schools i'd like to highlight some of the classified staff who support education of children and worked in the buildings throughout the year i'm going to begin with building services which is composed of hvac plumbing electrical carpentry energy management security fire alarms grounds air quality and custodians you're typically the first department called for building needs we're considered
007essential personnel who maintain the air quality for students provide snow removal services monitor alarm systems and clean and sanitize buildings all these services allow students to be safe healthy and in school regularly so learning can be maximized next i'll address administrative assistants who are at a greater risk for various reasons each day they ensure visitors follow the coven 19 check-in so students can stay healthy and attend school they monitor who enters the buildings and make sure that act as the first line of defense against an intruder they also make sure students leave with the appropriate person when early dismissal comes they play an integral part and keeping our children safe school nurses have been crucial this year the responsibilities have increased significantly they check temperatures as students enter the building overseas sanitation state stations and
008uh keep in close communication with various health officials they've also been supporting vaccine clinics and they're required to have an lpn license as well as cpr certification food services and bus drivers have also worked collaboratively together getting meals to our families we all know that safety and nutrition are basically needs that need to be met and enhance the well-being of our students food services personnel and bus drivers have made that possible one minute left thanks we can't forget the it department who has been critical to the infrastructure of schools they have provided a seamless connection for teachers to work with students virtually they have a group of help desk help desk personnel eager to solve computer issues this has certainly been an unprecedented year where technology has been crucial part of learning teachers ages like
009food services personnel have been working since beginning of cover 19. students who are considered part of a vulnerable population have received in-person instruction teachers aides have been daily here daily to support their education regardless of their risk um as stated previously we you recommend a two percent increase is nice and may help with the retention of staff currently however an equal raise of five percent would not only help with the cost of living increase but more importantly help with moral moral pride and unity of all paths of white staff mr o'valley that's into your time however i will say if you have written comments please feel free to email this to us that we can finish reading what you wanted to say very well thank you thank you for letting me appreciate it that's all
010thank you ms carlson um according to our agenda we have a break scheduled but since we just started about what 12 13 minutes ago at most um do i have any opposition if we move forward to uh session three of the um work session no opposition but can i just do one point of order yes and that is um i move that we approve the agenda thank you thank you very much thank you very very much okay all right it's been moved by mr alcaro that we approved the agenda is there a second second okay second by ms lee ms johnston please call the roll on this miss osborne yes ms carlson yes mr oberg yes miss lee yes dr acuff yes mr alcaro yes mr page yes thank you mr alcaro for calling that
011to my attention we will now move to our budget development work session ms schmidt and mrs kumazawa our presenters i think for tonight all right good evening school board members i'm maya kumazawa director of budget and planning i'm here to facilitate this evening's work session number three thankfully you won't hear too much from me this evening but i will provide an introduction and close up at the end this is the third of a series of three work sessions focused on special topics in our funding request we're happy to continue receiving written questions after tonight and throughout the continuing budget process in april and may our agenda for this evening is as follows mr kevin curse will present the student safety coaches proposal followed by dr bernard harrison's presentation on the equity expansion you'll see in
012both of their presentations an adherence to a logic model that we've established in order to ensure timely implementation of the proposals monitor our activities and provide a means to ensure to measure results and impacts of these new programs these metrics aren't set in stone but rather serve as guidelines for moving the proposals forward as you'll see the metrics are continually being refined in the same way that our proposals are continuously being improved after the proposal presentations i'll review some of our one-time expenditures for fiscal year 22. and then finally i will provide a summary of our revisions since the draft funding request was presented including an adjustment to the k-tech transfer and with that i will turn things over to mr kirst good evening i am kevin kerst your executive director of special education and
013student services the first thing i want to point out is a discrepancy in the title for you because what you may have expected to see was school safety specialists and um really it was admittedly an 11th hour change but with all the work that we've been doing on this proposal i think you'll find the division's decision to change the title to student safety coach really reflects the direction of this proposal much more i think accurately than the previous title so if you bear with me and allow me to share some of the uh goals and uh other information i think you'll i'll bear my point out so the goals of the student safety coach proposal is to improve school climate and reform school discipline while continuing to build upon and improve our safe and secure
014educational environments across the division we're going to do this through a really concentrated focus on mental health de-escalation and restorative justice through this proposal while maintaining the safety and security of students school staff and our property uh this proposal i think fits quite well with the objectives of our strategic plan it helps advance that plan by addressing uh the objectives of engaging every student improving opportunity and achievement and optimizing our resources the strategic priority of these eight full-time equivalent positions as part of this proposal directly addresses the identification and removal of practices that perpetuate the achievement gap i'd like to review the essential responsibilities of the student safety coaches and the first is paramount it is there and the biggest because i do believe it feeds into all the others so just want to take
015us just a few extra seconds on that and that is the student safety coaches are going to provide a safe and secure environment for students staff and guests through the building of relationships with the stakeholders that they serve they're going to establish themselves as part of our school culture by being an active and front-facing change agent through caring and problem-solving with the staff and the kids that they serve they will be active in ensuring that the perspective of mental health equity and restorative justice is infused into their interactions with those around them additional responsibilities again that will that'll just be infused in all of the other areas will include them serving on intervention teams two of note are the our school-based intervention teams and threat assessment teams but there are others they will support our
016school division efforts uh not just in a prevention capacity but also when it does occur with regard to school truancy they'll conduct assist administration in conducting investigations but we did want to point out specifically they will assist the division as well in implementing title ix investigations which really does look at sexual and gender discrimination and harassment the fifth responsibility will be facilitating inspections inspections of our campus to ensure compliance with safety and security codes participating in monthly schools safety meetings and assisting staff police and emergency personnel not just in handling prices situations but in planning for them right so doing that prevention work as well our next slide i'm going to review um the inputs that specifically we are looking to address before our next school year before next school year begins our goal is
017to finalize a job description publish an organizational chart that clearly delineates how the student safety coaches fit within our system determine a physical placement a plan for the allocation of the staffing and resources across the division an operational handbook not just for the student safety coaches but for administration and our community so that it's very transparent as to exactly what the role of our student safety coaches in our buildings is is about all the positions would be screened for interviewed and candidates hired before the beginning of the school year and to note that required professional development that we're going to make required by albemarle county public schools would be completed before the first day of school those are the inputs we want to highlight on the activity side of things um and really to drill
018down a little bit more in the preparation of the individuals that would become student safety coaches would be certification by the department of criminal justice services as school security officers really to enhance that perspective on the security side of security and safety they would also be required to complete a number of topics in training here in amara county public schools which includes but is not limited to trauma informed and culturally responsive student interactions mental health first aid in addition to basic traditional first aid and then training in school safety measures crisis intervention and de-escalation techniques and skills we also are going to support training in conducting title ix investigations and for the individuals that are student safety coaches for them to be active participants in our threat assessment process our outputs what we expect to
019happen is 100 percent of our state and locally required school safety and security reviews audits and inspections will not only be done on time but will be done successfully through their support that the student safety coaches will participate in monthly safety meetings with each administrative team at the schools they would continue their professional learning on an ongoing basis by participating in working collaboratively with the coordinator of mental health and wellness and that they will also be participating in a larger level in the division with our school seat safety liaisons at each of the schools and i do want to highlight that this we would be expecting community participation as well by the albemarle county police department in the focus of planning for executing and receiving feedback on our drills and procedures to ensure that security
020and safety of our staff and students on the outcome side of things we're looking to develop a specific internal survey of our school administrators faculty and students specifically about this proposal to get their perceptions of safety and security on our campuses we would then also assess the accomplishment of tasks that were um delineated by the director of student services and the principals and then lastly our smart goals would be determined by the success of a three-year trend on data on school climate by both staff and students particularly looking at their feelings of safety and security while at school in summary this proposal is looking at eight full-time equivalent positions of these student safety coaches with operational budget as you can see at fifteen thousand dollars a total budget of a little over five hundred and
021fifty thousand dollars that would include new funding uh required to make this work of over 286 thousand dollars if there are i would be more than happy to entertain any questions comments or concerns um i had a question who are the school safety liaisons yes each each school building we ask the principal to designate who they would like to be the point of contact for school safety i will say that the majority are either the principals themselves or a designated assistant principal i have a question uh mr kurtz um how will they be deployed i mean before we had five sros and now we have eight safety coaches so they each have a portfolio of schools or how will that work yeah so right now i don't we we are we haven't developed that plan
022yet but i could say that at least we have um right a perception in our mind of how it will could possibly look just by being reasonable and that would be that each of the um student safety coaches would be anchored to a secondary school at least that's the kind of foregone conclusion and then we'll refine that but that's the idea they'd be anchored to a secondary school right with eight our three medals five uh five middles three high schools and then from there sort of taken geographically the elementary including the charter schools right under their wing for full coverage but the specifics we're going to work out as part of our our inputs believe it was under our inputs thank you sure are there other questions on the safety specialist mr curse you were
023saying about the the eight and using the the three high schools and the five middle schools um how does um the soon-to-be erstwhile murray high school uh you know using the erswell part being the name how do they fit into that so that's a great question i think it's going to be part of the comprehensive plan uh again not having the specifics yet uh i i could i i really couldn't say other than it's going to be a geographical net so in the past for other coverages we have looked at geographical locations like with burley for example right it's right across the street so that might be one of the things that are put on the table of how could we pull in the support of the charter school the charter campus but again not
024having the specifics just yet i could see that being very reasonable to consider are there other questions for many board members just one more quick comment and and that is that i appreciate uh the questions uh the answers to the questions that were put in uh in the in the last few days because i was concerned in seeing that the objectives were to get a lot of the things in place by the end of the year and then uh in in in kind of fleshing this out and maybe mr curse you wrote this but it was uh it was good to know that these coaches will be in place for the opening of the school year and the training would hopefully take place over the summer as opposed to into next year so thank you
025for that absolutely other questions okay thank you mr kurtz sure it and if i could imparting thank everybody uh i just want to know um chris root uh coordinator of uh school safety i want to say uh it was instrumental honestly 11th hour hard work and helped me put all this together so it was not a solo in including the superintendent's cabinet but i just want to thank folks for all their support in putting this proposal together and thank you for your consideration okay and thank you for all of your hard work on um this endeavor okay miss kamazawa the next piece will be presented by dr bernard hairston thank you uh you can move to the next slide as i say good evening to dr haas and the school board and thank you in
026advance for your ongoing support of the division's equity diversity inclusion as well anti-racism priorities in the school division what i'd like to do is start with these four bullet points that will offer a summary of the equity expansion proposal first the expansion of the culturally responsive teaching professional development plan and certification model is necessary to address the projected demand for services to support the transfer to practice evidence-based model that we have designed second to provide oversight and implementation of the anti-racism policy and other equity regulations involving ongoing reviews and updates this requires curriculum development and training from an equity and an anti-racism lens third we are very happy to announce that all contracts of new hires effective 2021 will require culturally responsive teaching training and they must meet the micro credential or certification requirements within
027three years to maintain continuous contract status this will certainly have an impact on the culture of albemarle county public schools and fourth the inclusion of an equity and anti-racism framework will help address a systemic transformation of racial and equity achievement disparities this will allow for a concentrated focus on identifying as well changing division philosophies division policies programs and practices recognized as barriers next slide we believe this equity proposal um as a part of requesting the three ftes to expand the equity specialist team from three to six staff members we'll address four of the five division objectives and the three strategic priorities while advancing the division's strategic plan we believe this request is specific to training all staff to engage every student by placing value on their social and cultural experiences as relevant to how and
028what they teach this approach centers on strengthening strengthening the student the family and community partnerships we believe the re results produce a best practice to identify and develop students interest in understanding the value of teaching to the whole child we also believe this will naturally reduce opportunity and achievement gaps which will optimize resources while maximizing the tier one teaching and learning process you might call that avoiding and an achievement yeah next slide please now um this slide will help us understand the focus our focus over the past 12 years i will speak to these reference points from the bottom left of the slide to the top when you see the anti-racism orientation in 1999 albemarle county public schools was one of the first school divisions in the state to staff a diversity coordinator and allotted
029stipends to diversity resource teachers in each school to lead courageous conversations about equity and inclusion in 2008 a resource utilization study recommended a downsizing of central office staff positions the unfortunately the diversity or fortunately the diversity coordinator position was eliminated um rather than discontinuing this critical work the focus shifted from courageous conversations and that's the fortunate part to culturally responsive teaching to address one of the three goals of eliminating achievement gaps now from a historical perspective the culturally responsive teaching model evolved from the research of geneva gay's book culturally responsive teaching theory research and practice bonnie davis's work of how to teach students who don't look like you and the research of zoretta hammond culturally responsive teaching and the brain now in 2009 the work was field tested with mq which stands for math men
030mission and this program was offered through a summa academy a community partnership initiative with the 100 black men of central virginia to prepare african american male middle school students to enroll and complete algebra by grade 8. there were only two african american males enrolled in the seventh grade and eighth grade algebra classes offered in the five middle schools in that year mq teachers were hired and retrained to teach to and through the culture of the students enrolled parents participation was a required partnership learning occurred naturally through a culturally relevant and collectivist approach centered on the student not on the teacher high expectations were modeled by framing the student as scholars of brilliance and taught at bloom's taxonomy's highest levels subsequently the national school boards association recognized albemarle county public schools in 2011 and 2013 with
031the magna award for innovative best practices for closing achievement gaps in 2015 the culturally responsive teaching model introduced an assessment tool to validate the relationship of crt curriculum design professional development training and personalized follow-up coaching this assessment involves the submission of a maximum of a 10-page portfolio that documents the evidence of teacher and student growth over the course of a school year each candidate presents their evidence to a team generally four or five staff members who are assessors to validate the impact on student achievement this process requires intensive staff time personalized to each candidate simply because every student is different now between 2015 and 2018 the organizational structure expanded to include an equity leadership team school-based equity teams in each school and you the school board approved two two equity specialist positions and the crt
032micro credential was introduced between 2016 and 2018 about 500 staff were trained in the three culturally responsive teaching modulus of which 17 educators received certification and 13 completed the micro credential now in 2019 um you approve staffing for a third equity specialist honoring our growth at the same time the anti-racism policy was adopted and the anti-racism steering committee was created to implement the 22 regulations of the policy that same year the equity team facilitated multiple community conversations as directed by you the school board this work has expanded this year to rolling out an unprecedented challenge of de-institutionalized racism all staff are engaged in the courageous conversation about race book study and the orientation training on the anti-racism policy this slide truly represents a progressive school division and i thank you as visionary leaders next slide
033please now this graph represents a snapshot of services offered since 2015 16 school year and projections through 2024 to understand the increasing demand for services the light blue dotted line illustrates the professional development training growth from 2015 to 2024. for example in 2016 there were 12 educators to receive the required training on the three characteristics or the modulus of culturally responsive teaching now this peak to about 170 in 2019 and will exceed a modest projection of 300 by 2023 now the orange line tracks the number of educators who completed the crt micro credential since its introduction in 2017. we are projecting growth from the original 13 in 2017 to close to 288 candidates by 2023 the purple line tracks the number of educators who completed the crt certification since its introduction in 2015 2016. for
034example there were 12 educators to experience the modular training throughout the year 4 of the 12 completed the process and received the certification now we are projecting growth from the original four in 2015 to close to 160 candidates by 2061 candidates by 2023 keep in mind the equity team must be prepared to coach and assess about 449 candidates engaged in the micro credential and certification by 2023 now we want you to focus your attention on the far right hand side of the slide these items represent three of the many impactful unplanned unplanned spin-off initiatives that occur because of things such as a new policy or policy revision or directives from the school board or our superintendent or a strategic plan initiative these initiatives these new initiatives always require planning follow-up action steps and accountability oversight
035to receive those long-term outcomes so in august for example as per a directive i think from of the school board the equity team led staff members through multiple community conversations to assist with understanding the division's goal around equity access and the equity mission statement staff were introduced to achievement gap data and a historical perspective of race relations in albemarle county public schools the comments received were overwhelmingly positive in the 20 20 21 school year 1366 staff members have participated in one or more courageous conversations about um book study discussions equity specialists have planned and facilitated monthly leadership team meetings school-based faculty meetings have occurred and monthly feeder pattern courageous conversation forms have also occurred and also to date 837 staff members this year have completed the anti-racism orientation training and verification completed the verification form
036here's a good example of the work that's taking place and how impressed we are with how staff members have embraced this work last friday from 7 00 a.m to 8 30 a.m mr jim foley the the director of transportation and his leadership team facilitated a virtual training session for 188 participants mr foley's team worked with the equity team over several months to prepare and they are now working on smaller group follow-up training sessions next slide please now here are examples of inputs that will end activities that will require immediate attention by june 2021 the following deliverables will be completed for establishing the planning foundation we will formulate an operational plan to address the expansion of staff responsibilities with a focus on building a team of culturally and racially equity leaders we will review the current
037equity specialist job description advertise the position if approved interview and hire as soon as possible and begin training the newly hired equity specialists also by august 2021 the following deliverables will be completed to demonstrate the proposal in progress we will examine the current state utilization of resources targeted to daily operational demands this process actually began in november by considering requests for services and the resources we manage well one thing we determine is that our biggest resource is our social capital or the staff members in the school division who support this work because they believe in the work we will collaborate with the human resources department to establish structures that require all new hires to receive professional development training and a micro credential or certification within three years we will also coordinate with the committee tasked
038to review the teacher and administrative performance appraisal plans to ensure culturally responsive teaching practices are embedded next slide please let's look at the outputs and the outcomes and uh the following short-term goals um will demonstrate successful implementation of the proposal participation in micro credentialing and certification will increase by 70 in 2021 22. successful participants will be recognized and celebrated at the annual diversity conference and received stipends of five hundred dollars for the micro credential and one thousand dollars for the certification principles will establish equity dashboards specific to their school data to be aligned with their school improvement plans and performance goals principals will have will have acquired skills for goal setting strategies and tracking achievement data based on gradual increases of staff completing the culturally responsive teaching requirements now i encourage each of you to
039click on this link to review the number of educators who have completed the micro credential or certification criteria by schools uh and as you look at of this this spreadsheet this reporting of data you'll notice that only 8.7 of our teachers have completed the process and so this is a good indicator that we're not going to see re see significant changes in individual schools or this school division until we reach that let's say approximately 40 percent threshold or higher with people um being certified or receiving a certification so if you look at that that tracking you'll see school by school and you see that we have a lot of work to do but it is doable now if we look at the outcomes by the end by the end of 20 122 school year structures
040being will be in place to institutionalize culturally responsive teaching as an expectation for all staff to participate that means all new teachers as well experienced teachers by the end of 2023-24 academic school year schools will begin to see gradual a gradual impact on student achievement growth data at least 35 of the staff in the division's school division should have completed a validation or a um a validation to be validated by either a micro potential or certification of by that time frame next slide please in summary the three equity specialists are currently involved in policy reviews program evaluation oversight equity audits talent development demographic surveys community outreach initiatives grading practices lgbt policy development portrait of a learner design team covet recovery steering committee the human resources departmental assessment team the equity advisory committee the anti-racism stirring
041committee school-based equity teams liaisons to departmental departments and each serves as liaisons to eight or more schools currently they are offering 7 30 a.m 4 45 and 6 p.m training sessions and offering personalized coaching to the 141 staff members who are exploring the certification or micro credential assessment this year so i thank you for considering this request for these three new positions and as you can see we are requesting fifty three thousand six hundred and seventy five dollars i'm here to welcome any comments and or questions dr harrison i just want to say that i think you're a rock star and i am very very grateful that you're working with us my mama would appreciate that comment i would echo what mr oberges said dr harrison a couple of questions when you say all new
042hires will be required to participate in micro credentialing or crt are we talking all new teacher hires regular classroom teachers which are teachers aids how expansive is that group and does it include school principles um any person who has a direct responsibility um for um educating our students primarily teachers and administrators non-teacher assistants because they're classified will be required so if you're a guidance counselor if your principal if you're a classroom teacher you will be required to go through this process and i'm assuming i'm sorry i just finished a book study group with ilani keys and others that included the book by kalafi on on culturally responsive school leadership so i think it is critical to encourage our principals to participate in this as well i think that's very important um to this work to
043the progress of this work to have our building level administrators on board and those numbers are growing up yearly other questions from other board members dr harrison a question along those same lines with the new uh teachers uh principals uh administrators uh being required to complete it uh either the micro credentialing or the certification what is the time frame in which they they must complete it is it a couple years is it three years is it how many years is that so in order to receive tenure or continuous uh contract status with the school division uh you are eligible after your third year so if you are being hired as an educator in alamo county public schools this year you will get a notification that as part of signing your contract you will be required
044to complete this process and if you don't then your contract will not continue thank you dr what about what about teachers so you have three years to get it done got it what about teachers who have who come in with they already have continuing contract elsewhere they come in they then they have one year to get continuing contract what are we going to do with them so uh it still suggests that they have they're signing a contract which suggests that they have three years to get it done um can we legally require that i think we just need to look at that i'm not sure that we can make that because i think that i would i would ask the council look at that we we brought our uh legal advisor in on this process
045that was not a red flag but that specific question was not asked but we will i'll revisit it thank you sir dr harrison i i wanted to echo what everyone else has said i have a question about the uh school equity dashboards i know that we've talked about those uh on the board in the past and i think that they can be a very powerful tool um as measuring you know if you don't measure it then you can't change it i'm butchering that but you understand what i'm saying so what is the timeline for those um i will be working with dr mclaughlin as a part of his role in strategic planning we hope to have that in place by the end of the year where there is a clear expectation that the equity dashboards
046will be personalized by the principles uh for for data related to um each school in the division this is really critical in terms of of establishing baseline data and we're talking about baseline data and you move from that baseline data in terms of setting goals um to shift the data based on some very strategic plans that you have relative to our equity and anti-racism work that's occurring in the school division and and and that truly involves ensuring that teachers are properly trained and culturally responsive teaching as well have an understanding of how racism impacts the relationship between of the school and the home and the student so you mean the end of this school year or the end of in the end of this school year okay and so is there i know at various
047times there's been a district's wide equity dashboard that i think in some uh redesigns of the website has moved different places is that so available to us yes ma'am okay great the the last one uh was produced in i think 2019 because we have not received updated um standards of learning data because of covet okay and um will the uh school-based dashboards also be public i have not entertained that uh that question um i don't know why it wouldn't be but that's a question to be discussed why would we not make any of our data public anyway i agree okay thank you very much no i would add dr harrison first of all thanks just i really enjoyed your presentation um and i want to say that uh one of the things dr harrison and
048i talked about there's a pivotal thing that takes place every year um in the with the schools in the fall when they first come back they do something called a state of the school address to the community and our our goal is to have their their uh school dashboards ready for that public presentation so not only is it a static um uh i guess figure or a table that would reside publicly from their school web page but also they would have that opportunity to share it with their community and you know explain what the plans are to keep improving that data thank you great i'm really i'm very uh heartened to hear about that dr harrison um the the slide that had the the the colored uh curves to it i think one was orange
049one was purplish and uh and one was the light dotted yeah blue line it was a blue color yeah and so um the the light blood uh dotted blue you may have answered this but i just wanted to confirm that that got up into the 400 plus range and by 2024 and so let's just round it to 500 because i i'm not sure how much further it was over the 400 is that the cumulative number of people who would have um participated in crt or is that line made up of uh the the the the cumulative numbers going up for each year so that you're anticipating in some later years 200 participating um let's see because i thank you you may have said that you were expecting to be at 400 and some odd uh
050teachers who would have participated but i just wanted to confirm that so uh with that this is what i i talked about by 2023 we project about 300 teachers to um participate in the professional development training of going through the modulus for modular training for culturally responsive teaching okay so that's the cumulative number at that point okay great yes yes and um i had one other question for for that year for that year it's going to gradually increase year by year for that year okay so it's just for the year it's not cumulative yes yes yes yes so for example um this year we're looking at 100 about 150 people who are going through the training um next year we're looking at about 200 there we have projected like a 25 increase which is why
051that curve goes up at the angle that it does so do you then have a projected number of teachers just i'm just using teachers as the example who would cumulatively you know out of the 1400 teachers who would have cumulatively gone through it by 23 24. uh so yes sir so by in 20 um in 2020 we had accumula we had a cumulative of of um let me do some quick math here we had 62 people to go through the process in um for micro credential or certification uh in 20 or 20. um so so so what are you looking at by what year would you want that cumulative capital i don't remember the slide exactly but i thought it went through and i was just trying to to understand so much but by 20
052let's say for example by 2021 we project 105 people to go through either a micro credential or certification the following year we project 234 folks to go through the micro credential or certification and by 2023 we hope to process about 449 i think that's the figure that you heard me say and that would be about 288 going through the micro credential and approximately 161 going through the certification that's a lot of people to process yep yep okay that's why we need the additional support but we also need to look at a lot of restructuring to make it happen so for example um we are looking at um training whole schools starting with our small schools and so let's say for example you have a school with 13 teachers we can coordinate with the principal and
053run all of those teachers through um a year-long training and that's what we're going to start seeing when we get high percentage of of teachers in a school certified that's when we're going to see the impact on student achievement a student will go to a teacher in the first grade who's been culturally responsive trained second grade third grade and we're going to get the impact so we're we're considering focusing training on those small schools or and or focusing training on those schools where administrators have gone through the process and they understand and embrace the work and we get the results from those schools everybody else is going to be lining up like they're trying to get a cold shot last question thank you very much for that that's a great explanation is um for your
054equity specialist the three three uh ftes what's where are you gonna be looking for them will they be coming do you think internally and and and whether they're internal or external who would be your ideal candidate an ideal candidate would be someone who's already gone through the certification or micro credential process the job description says that you must have a thorough understanding of the albemarle county public schools culturally responsive teaching model you must have because ours is personalized to who we are you're gonna have to be awful strong to come from the outside to be eligible to i'll be a part of this this this team this program but it could happen thank you for all the outstanding work dr harrison yes sir and to your team any other questions or comments but dr harriston
055okay dr arsenaut uh want to join uh what's already been said and first thank you for spearheading our um equity program you've done a tremendous job in that position and also the goals i'm really glad that they are smart goals that we have a timeline to be able to assess them by and also um at red hill it was last week and i meant to mention this then but there was a workshop for the held by the parents that highlighted the anti-racism work that had been done at red hill to date and also the black history program that they had presented at the school so one of your equity specialists was there so it was just great work seeing what had been done out at red hill so again thank you so much for your
056work as the eyewitness specialist you've done an outstanding job that the principal at red hill is out front leading the work and making a difference she's part of a group facilitating southern feeder pattern sessions she actually initiated a book study with her staff back in august before we kicked it out as a division that's the kind of leadership that we that we're looking for she is doing in addition to her to mrs mccullen also i uh should have brought the names of this specialist or at least one of this two staff members that had spearheaded that for two so it was three people that really saw the spear here that everything that was happening out at red hill ayano mitchell yeah was one and maybe alfred toole a second one okay and i can't think
057of the third one right okay all right thank you very much for your presentation i wasn't going to say anything but now i feel like i have to real quick i just want to say um because i was going to type it and i'm like why would i check it and i could just say it uh thank you dr harrison i think you're doing a fantastic job i just i want to say that out loud as well i think your presentation is a culmination of a lot of work and a lot of years and a lot of effort and i love i love the direction that it's going so thank you for staying on any other comments okay thank you dr harriston all right miss kumbazawa you're back on this in the spotlight again great
058um thank you next i'll just spend a few minutes reviewing our proposed one-time expenditures planned for fy22 you may remember this slide from previous presentations about our revenues and i want to focus your attention to our fy 21 our current year state revenues at this time last year you approved a state revenue projection of 57.8 million dollars but by the time we adopted our budget a few months later that projection dropped to 52.8 million dollars in response to the economic uncertainty we were experiencing at that time that was the amount we adopted at the same time we reduced our expenditures to match this potential revenue loss now we know that we'll be receiving a full 57.9 million dollars from the state in the current year it's approximately level to what we are originally anticipating the
059expenditure savings that we're realizing in the current year will add to our fund balance a different way to look at this is the table shown here we're projecting a 5.1 million dollars in state revenues higher than what we adopted and planned for this will fall to our fund balance and we propose using 4.1 million dollars of our fund balance during fiscal year 22. here's the list of our proposed one-time expenditures they're listed here with their budget amounts as well as the page numbers in the funding request document for your reference in addition you can see how many of these align with our strategic plan objectives this evening i'll provide a quick overview of the top three as they represent programmatic shifts in the next year this is a program that was proposed last year to
060provide a one thousand dollar one-time incentive for first-year new hire teachers the local hiring process has become extremely competitive and research indicates the need for offering additional financial assistance and incentives to support teachers to transition them into their new careers this also supports our initiative to increase the number of minority teachers across the division so we'd like to propose this program again as a pilot in fiscal year year 22. some of the one-time funding will be used for capital expenditure since those are one time in nature the lease of a mobile unit at albemarle high school is expiring and we have the option for purchasing the unit rather than continuing with the annual lease payments and third we're dedicating a majority of the one-time funds to learning recovery as a reminder this piece will supplement
061the federal cares act funding that we're also projected on receiving in total we've earmarked over 8 million dollars in funding dedicated to learning recovery we also wanted to note that we plan on funding an expanded after-school program with these funds so next um i will provide you with a quick review of where we are with regards to the original draft funding request i have one more revision to share with you this evening and it's related to the k-tech transfer and ms stephanie carter is here if there are any questions we're projecting an increase in the transfer that we make to k-tech and fy 22. there are three primary factors involved with this one is salary increases for staff to match our division's salary increase proposal the addition of one fte math instructor and then finally
062an increased proportion of acps student enrollment to overall enrollment at ktek so this has been added to the list of expenditure revisions from the fy 22 draft funding request the ones at the top were discussed last week at work section number two we have added the additional cost for the transfer to k tech we're also proposing um to maintain a reserve for the remaining expenditures as we gain more information about our state revenues and that's incoming over the next several weeks as they have proposed a different pay strategy we want to reserve funds to make sure that we are funding our soq funded positions with salary increases that will allow us to pull down the full state funding and you may also remember there remains a significant portion of operational restoration that we did not
063fund we'll be discussing this in the coming months aligned with the timing of when we receive more information about any additional state revenues so with that i will stop four questions or comments questions or comments for miss kumazawa um i don't have one from ms kumazaba but for stephanie carter i thought she might want to explain the math instructor i don't know she's on why that's important to add at kt it's important well it's important to have some uh core instructors at k-tech beyond the auto body or culinary arts so they can more easily get all the credits that they need and we have i believe we have english and there's miss carter hi i'm sorry there was i had to step away for a second um if you tell me the question i'm happy
064to answer i was i just asked that you explained to the rest of the board why the math instructor is an important addition to the k-tech curriculum sure and some of what you said is absolutely correct that the math teacher is um important to k-tech because when we offer core classes it really allows students to have some flexibility in their schedule when they give up a half day to be a k tech it's hard to be here for a half day and not get to get a core class in but that's a that's a logistical reason that we want it um an instructional reason that we really want it is because we feel like k-tech offers an opportunity for our students to really understand the relevance of math i always use the same example though
065i'll use this one when you're building a house you're using a lot of geometry and we feel like our students that maybe haven't always understood the real life application of math will have the opportunity by taking math here embedded into building trades and electricity will really be able to see math in action and be able to understand why math is important and how they use it in their real life thank you miss carter thank you i hope i addressed the question it's carter are there other courses math courses anticipated uh besides geometry the algebras and what would your expectation be geometry will be embedded into building trades and we will embed physics into electricity there's a lot of physics are just inherently in the electricity curriculum as well as afda which is algebra functions and
066data analysis and um in electricity so our students that complete our electricity program will get a credit for afda and a credit for for physics and if they complete the two-year program other questions on this aspect of the budget any other questions or comments okay miss kumasawa back to you yep i just have uh one more slide to orient you to our next steps um next week uh we will bring forward um our what we recommend for the school board to adopt the funding request next thursday and then a few days after that you all will be presenting the funding request at a board of supervisors budget work session and then as you know in april we will be discussing how we will be budgeting for the learning recovery funds in preparation for our budget
067adoption in may and as i mentioned if there are updates along the way such as more information about state revenues for example we will bring that to your attention um in the next month and that's pretty much it from me thank you for your time okay thank you very very much thank you for the last three weeks of presentations um to us they've all been very enlightening and you've done a tremendous job so thanks so much uh do we have any other business from the board or from the superintendent i had a few items but if any board members wanted to go first um i have a couple of things chairman page i mentioned last week i would very much look forward to a review of the market basket methodology we use for our teachers
068i don't think it's been reviewed in at least a decade maybe more we did change it a few years ago to move the target to the top quartile but i'm concerned whether the school divisions that we're looking at are the right ones and we with the methodology that we have we are chronically behind city schools which i think is probably our stiffest competition so i would like obviously it would depend upon my colleagues you all supporting it but i move that we ask after this budget season prior to the next budget season that staff do an evaluation of this methodology second okay so move by dr akov second by ms lee that we asked staff to evaluate our market back basket um methodology and see if we can make needed changes there uh ms johnson
069uh is there any discussion on the motion all right he had no discussion ms johnston mr alcaro yes miss lee yes dr acuff yes miss carlson yes ms osborne yes mr oberg yes mr page yes motion carries so staff will undertake that uh that task as proposed by dr chairman paige i do have another motion if you entertain it it also has got my attention in this budget season but it is not critical for this budget season it would be something to be done prior to the next budget season um and i'll just read what i have so i don't get screwed up um as you know albemarle county public schools provides additional funding based on to individual schools based on the percentage of low-income students enrolled that is those students who are eligible for
070free and reduced cost school lunches this differentiated funding model was introduced about i know three superintendents ago but about 20 years ago and i'm not sure it's ever been evaluated as a program the overarching mission i think is to address the achievement gap but any of us that have looked at the past decade of achievement gaps have seen that we still are not where we need to be um so i would like um i mean because it's also it's focused only on income and not on the percentage of black or brown students the number of english language learners and other demographic variables and given the sizeable investment that we make for differentiated funding it's a huge investment i would like to make a motion that we look at this do a program evaluation of different
071our differential differentiated funding model given our high priority is to reduce the achievement gap of race and income and other demographic groups is this the best model that we can develop is it the best tool to address that those achievement gaps what is the rate of return on our investment and if some differentiated funding is warranted and we do have great variability across our schools is the income only model the most robust metric that to use so i would move that the division conduct a program evaluation of our differentiated funding model including examining other ways the funds might be used and as needed engage external resources such as eap identify the best practices to address our persistent achievement gap is there a second to the motion second all right moved by dr acuff second by
072mr al caro that we conduct or have staff to evaluate our um differentiated funding model and see if there are better ways of taking that task on is that a correct or close enough um summary of yours is much more succinct than i was mr page okay in a discussion on dr akov's motion all right miss johnson roll call please mr alcaro yes mr oberg yes miss lee yes dr akov yes miss carlson yes miss osborne yes mr paige yes much best motion cares no more emotions okay thank you dr aka for those two very good motions to enhance our division so thanks so much any other business by school board members all right well before um dr haas comes forth i do have one as you will recall we have had probably for the
073last three or four weeks each week a board meeting and so i would like us to consider canceling the work session for march 25th we have um a closed uh meeting that's scheduled for the 25th so we would still have that closed session but i would like to uh for the board to um accept cancelling the march 25th work session so again that wasn't a motion i can't make a motion so we need a motion i move that we cancel the uh march 25th work session is there a session uh second second okay move by mistake well any discussion on that motion all right it's been moved by mr oberg second by dr mr alcaro that we cancel our uh march 25th work session ms johnson could you call the roll please miss lee yes
074dr acuff yes mr alcaro yes mr oberg yes miss osborne yes miss carlson yes mr page yes so um i i'm keep saying october our may 25th work session is cancelled but we will have a closing march thank you but we will have um a closed meeting on that date on march 25th is there any other business from board members all right dr oz oh well thank you mr page so that was that was one of the things i i wanted to talk about so all i can say is uh thank you very much for um for bringing that up uh actually after we talked today i was uh went back and looked and we've actually had nine uh board meetings over the last nine weeks right and this will really allow our staff uh
075the central office staff one of the things i'm um requiring all of our staff to do over the next couple of weeks is to be out in the schools more so than ever and be visible and supportive of staff as they as the schools are really working hard uh to make changes and and get ready for the increased student and staff coming in so that will be really really helpful plus just realizing that we do have the board of supervisors uh presentation coming up that will help us to really facilitate uh your presentation along with ms carlson so i really appreciate you all looking at that and um the the central staff can really use our our energy to be supportive of the school so thank you very much to the whole board um the
076other thing i had was it's kind of something that really made my eyes pop you know annually we participate in the golden apple awards for teachers which is a program that's sponsored by better living to recognize excellence in teaching in all of the schools in the charlottesville albemarle area that's public and private and in the past last year for example we as a total for the whole school system over the whole process um we had 100 nominations for our teachers in our schools and as of the fourth day now that was over a seven week period as of the fourth day right now we've had over one thousand uh nominations the process has changed so that um the nunlis and better living they are doing it through facebook which allows obviously for greater uh participation
077also much more equity of participation by our students and families and community members to recognize teachers the election committee now is going to have a whole lot more work to do uh for the golden apples but i really think this is a testament to the value that our community places on uh our teachers and how how special they are to supporting our community so i just wanted to announce that i think that was just an amazing um amazing story and i'm sure it'll it'll be a headline for some time to come so thank you very much okay thank you duck house what is that a thousand nominations from albemarle county yes wow okay okay that's what phil's charity so to be highlighting that we truly have an outstanding staff in and advision yes we do
078yes any other business from board members before we adjourn okay if not this uh march 4th meeting of the albemarle county school board is adjourned hi everybody