001They're going to push that to the committee, but I know >> at 11:01 or August 28th calling this meeting of the governance committee the corner. Welcome to 2025. already realized that um Andy Hollowman chair of governance and board member that you'll state names going around member >> Andy COR is the chief academic >> executive assistant >> board member senior director warehouse >> east education association Thank you all for being here. >> On line we have uh member Bellamy um member Wilson and member Donley >> and on his way okay didn't know and then Mr. Anderson is also >> thank you very much. Um pretty light agenda for today. Up first we have the policy review 4,000 sections. Um people want to scan through real quick. Have a question for our guitar director. Can we still
002get a sabbatical lead to anybody? >> Not under the heading of sabbatical typically. Um, we do have an extended leave program where employees from all of our age groups really can apply for a year or a semester of extended leave >> and then there's an approval process from that. Um, and so that has sort of I think covered the kind of purpose and intent of what is labeled so Mr. Chair, you have Margot with her hand up and then we typically go through the policies one by one for the board members to review. Feel like doing that practice. >> Um, we'll go through them lightly, but um yes, member Bellamy. >> I was just I was going to uh inquire as to how were we going to do them? Were we just going to Were
003we doing one at a time? Cuz I just had a couple of uh questions when we for each almost not each one. Uh but for um 51 uh 4159 the employee assistance, are we still doing that? What What I'm just interested to know what what kind of is that tied to the contract? H how does what are we doing for employee assistance? >> So we offer an employee assistant programs to all full-time employees in the district. Um the information specific to that uh member Bellamy is on the the benefits web page. >> Okay. >> Um there's one employee assistance program that is available for all groups except for AEA members. And then there is a separate employee assistant program that's offered through PHD for our AEA educators. And so yeah, all all employees have access
004to to an EAP program and those services. >> Okay. All right. That's great. I was just wondering if we and I I guess my other comment would be uh because this is so much of an administrative uh section here. I don't Do you guys think we need to tweak anything that's here? and or but if we're going to go one by one that would be fine. >> That was sort of my lead up in asking about sbatical. If it's something we don't do at all, would it make sense to eliminate it as a board policy? Um I I think it actually is a holdover from a very very very long time ago. >> Yep. >> I know people that um have had saticals from the anchor school district, but I'm pretty sure they're all dead
005now. And I don't think we've approved one since I've been on the board. >> I don't think they've approved one since I started working for the district. I could be wrong. I don't know everything, but um I guess that would be a question I'll put to HR if it really is something that it's not used at all. Um if you can let us know just as a way of cleaning up our board policy a little bit. um that that might be something we would choose to do, but I'm not suggesting we take any action today. Um we can go in order. Um I'm just going to go by the the major headings are actually listed on the agenda. Uh the first one is employee safety. Anyone had something they wanted to raise in that area?
006employee security. >> Mr. Chair, on I just have one quick uh uh edit really. It's not even to the policy. It's to the um the US code. We're still referencing I think on that one. We're still referencing the No Child Left Behind. And I think we want to reference uh Every Student Succeed Act down under US code. >> Yeah, see we're still referencing that. I think we probably should uh correct that. >> Member member Bellamy, just curious, is this something that AASB would have an updated version on? >> Yeah, it's the same except for that one piece right there. >> Yeah. So we could get the updated citation from AASB. >> Yes, we can. >> I can. >> Is that a housekeeping matter? Like do we have to approve that? We're just >> I don't
007think we have to approve it. I just wanted to point it out so that America and could um you know look at the I'm not sure how we we are doing that now. Carl, we might need to talk about how we are how we're how we're doing that. >> Yeah. My my thought is we're just updating the legal citations and the text of the policy isn't changing. All we really need to do is ask for ASB's model policy, get the legal citation from them, >> copy and paste, and then update it. >> And for this one, I did look at it. Everything, every word is exactly the same except for the citation that citation. >> So, I'll send an email to AASB and ask for their policy on >> I think. >> Yeah. Yeah, we
008have it. >> Okay. >> Yeah, >> we'll just get you we'll get you the database, Carl. >> Well, yeah, it'll go to Andy. I just was h happy to have help. >> Yeah, I thought Andy had it though. Okay, >> cool. Thanks. Um, anything else under security? None employee assistance programs under wings. Anything under sickly? It's a pretty short session. Mark member Elmy, >> something happened in the legislator last time. Legisl uh the legislature last time. Would that impact leave in any way? I I I tend to and I don't know. I mean, I don't I I remember something about maybe it's how we c how we there was something that changed the way we do >> I don't know something. Can I somebody help me out in the room? >> So, if I might
009I think I think you're referring to the the minimum wage law that also added a provision for leave, but I think all of our employees are well above what's legally required. So, >> okay. So, all right. So, if we if it doesn't apply to us, that's great. >> We're such a good employer. We're more than >> Why are you laughing? >> And I would add to that. Yeah, >> because you're you're getting your your kudos today. Thank you, Carl. All right. I was just going to add and build off what member Jacobs said that um when proposition one passed the one uh employee group that we had some uncertainty around the substitute teachers we did get a legal opinion on that and we don't need to provide that unless they meet the threshold of a
010certain number of days of substitute work of course which has always been the state so we are good there >> anything under sickly anything else under cyclic Anything else under sobatical? Anything under family and medical rel. Uh that brings us to item two on our agenda. um personnel and harassment and I believe HR has something to consider. This is um so Mr. Chair, this is an item that I think the board was interested I think member Higgins was maybe chief among those members um talked about being interested in revising um and wanted maybe the summer to work on that. So we brought it back for member request. Okay. Um so you do have a revised policy. >> This is this is boiler template right now. Um there was interest from again specific members being member
011Higgins was one of them and bringing an amendment forward before we noted this is reviewed and this was from last year's review cycle. >> So if we're happy with this policy we can mark it as reviewed and move on. If there are members who still wish to amend it, this would be the format to do. That's when that's when we revised it and then we wanted to bring it back because there could be some changes to make. Yes. >> Anybody have any questions? >> Member Belling. >> I just have a question. I think it's paragraph one two three four. Uh we encourage student staff to immediately report incidents of harassment I to the principal or designate. >> Um are we somehow I'm just trying to figure out because if the principal is the source of
012the problem then what do we do? Do we we we still want them to go to the principal if the principal is the person who is uh presumed to be uh harassing? Or can we add language that allows them to go to uh um some other place >> or access some other tool? Yeah. I'm I'm just thinking >> I don't I don't I think and I think that's what Pat is Pat in the room. >> Yeah. >> Okay. Because I think that was one of the things that came up when we talked about this the last time is the reporting piece and how to I mean we I I'm not saying we don't need to send people back to their to the principal, but if the principal is the source of the harassment, where do
013they go then? >> Trace, did you have something? Yeah, Margot, I was um I'm in the same line of thought as you are and I was wondering if the district had a I don't I don't do AR or whatever, but some type of document that has a chain of command that if your immediate supervisor is the potential issue, h what do we do then? How do we support those individuals? >> If I might, I think it can be addressed through an AR. I mean that would be up if that is what this I don't know I just wanted to hear from staff on that. I mean I I don't I know that that is the way we we we've directed employees but we've always had as I recall if your supervisor is the source of
014the harassment then then this is what you do. But maybe that can be in an AR once we cuz I know uh superintendent is making some structural and and Marty or making some kind of changes. So I don't know. I just I just think that um I I I just think we we need to give people a little bit more uh uh problem solving options, especially in a case where the harasser is their supervisor or the mistreatment, the presumed mistreatment. It might not even >> stop. Thank you. So, stop. It's not >> one of the ways that we have addressed this specifically in some of our CBAs is by adding language that says if the principal or supervisor, you know, is the source of the complaint, then you know that person can bypass the principal
015or supervisor and go to their I think we have language specific to that in our principal contract. So, could certainly add a line specific to that, you know, in the board policy as well. We sort of dealt with that through different CBAs over time. Um I believe once we launched the employee complaints dashboard or the complaint dashboard general it's both for you know families, students and employees that pathway might be a little clearer and and they'll see multiple different ways that they could raise that complaint but certainly out of language here to address that very specific situation comments. Yeah, I'm used to policies where basically this type of allegations when it's raised has to be sent on to human resources. Uh because how it needs to be handled will vary depending upon circumstances whether it's
016a staff member, whether it's a parent, whether it's but the principal or anything else. But you would think that somehow that would be something that would be reported uh and would be looked at and to make sure it's handled correctly. So I would like to see all any allegations of harassment that that you know um that the princip that the super principal is required to provide uh information to human resources to ensure and human resources responsible for ensuring that proper investigations conducted. These types of investigations go a lot more complex than usual rule issues that that principles handle all the time and they got different obligations and legal issues and uh I just don't think this would be safe to maintain it any other way. I just think human resources should be the subject matter
017expert how to properly handle investigation. You got to conduct a proper investigation. you need to uh do that before reaching any conclusions if you're going to do it from a legal standpoint and principles don't have that type of training or experience to do. >> The only amendment I would make to that suggestion Pat is that we moved the EEO function employee relations functions out of HR and now under Tony Riley's department. So we would want to point specifically to wherever that function in the organization lives. it may not necessarily be under the HR division umbrella >> and if they're doing the investigations I would say that would be appropriate to say it needs to be needs to be forward it you know you know email or something and document it and forward it to um
018the EEO office and I think I don't know I think human resources may want a copy of that because you may have to deal with the disciplinary issues >> if there was discipline involved it would get referred to the labor office in addition too but specific. >> So I would think that you would want to be copied uh in each one of these because it goes beyond just a simple EEO issue. >> Could be a safety concern, could be all kind of issues. And I would say if the if the district administration could lay out to employees how a complaint against a supervisor would be handled in a way that that does make it more impartial and protects them that might improve your relationship with your workings because I don't remember it ever being brought
019up. it's just something you're supposed to muddle through on your own or it causes people to turn to their representation, the bargaining unit representation. Um, which some principles just view as hostile on the face of it. Um, but if there was a stated pathway that made some acknowledgement that this is a touchy situation for employee to step into, um, I think that'd be a positive force. Mr. Rice. >> Yeah, I'll just add uh I like I like what I'm hearing. Um the EEO office, I think to the credit of their their efforts have been really genuine doesn't always um feel very good to the employee because many times they just say you're not a protective class or you're not. It's just not it just doesn't seem to be the appropriate place for many of the
020incidents that um come forward to us. And I would add that I think 90% of what is interpreted as a harassment and threatening could be solved just with better relationships. I know that you guys have been working on that with your supervisors. So I think keep that effort going to build those relationships. Um and then and then it would be a great thing to have a place like a that people could go and at least feel like they're getting advocacy. Um because harassment threatening is really challenging, right? It it's not always their cut and it's not always um uh a lot of it's just personalities, conflicts, not you know and we have a lot of personalities. It's a lot of lot of people a lot of people have conflict. >> Yeah. And I just and
021then the last thing I want to say is I think an anonymous resource through a website or something is I don't I don't really think that that's approp like I don't think that helps you guys very well because there's no good followup. How do you how do you act on that? Um things like that for staff Margo. >> Yeah, thank you. Just a followup. Um, I think, well, it's clear we're going to have to do some more work on this one, but um I just think that Corey, do you guys still have uh mediation services for for because we used the district used to access those mediation services and we were trained to provide mediation for employees. I'm not just wondering do you still have uh does AEA still have media uh invest in that
022in that service for employees? >> Not that I'm aware of. We we will provide mediation. You know, Courtney and Jessica can provide some mediation, but that's not necessarily I don't think a principal thinks that that's a good mediator. You know what I mean? And and when it's an employee to employee or AEA to AEA, that's really challenging for us. We will sit in I' I've sat on on things before where that's more um when it's a member on member that's really >> administrative >> yeah that's more administratively done but we will sit in to support both sides but when it's principal when it's supervisor subordinate I'm not aware of anything of that that that nature >> all right so I I I just think that uh with the changes that are already underway, we might
023want to hold on this until we we see uh how how the uh new uh uh problem solving options for employees are going to be kind of fleshed out >> and if it's if we might leave the policy the way it is, but just add some uh some ARs to it. So, cuz that could work as well. But I do think there should be a safe >> uh way for employees to address issues, especially those issues that um that that that are uh about their supervisor. Um I think the supervisor should know, but I also think sometimes employees just don't they don't do it because they think they're going to be in trouble. they're going to be uh people are going to treat them badly, even worse. I don't know. But I I I'm glad
024that we are having the discussion and I think and I'm glad to hear uh uh Marty and the superintendent are making some uh making some changes >> and this is in our policy. We don't actually have to take an action on it. I think just expressing that we would like to see um more definition to what an employee should do when their supervisor is a source of a complaint and yet I do think it may be done as an AR which we would review but not >> have to yeah member >> yeah I I um um usually these policies a lot of times they put specific language in there saying that individuals raising these concern concerns will not be retaliated against and if there's allegations of retaliation and be promptly investigated because that's a chilling
025effect that takes place uh when you got somebody that feels like you know I'm being treated differently because I raised concerns you want to reassure them that unless it's uh uh maliciously raised and knowingly false those are the two criteria you normally hear that we will not tolerate any form of retaliation for raising concerns And if allegations or ramply investigated, allegations should be raised to the EEO office or to whoever you want to. But I just I I think these types of policies should always make reference to that reinforce employees that we're not going to tolerate that. >> And just to respond part of that, I I agree there is another board policy that I think states that very specifically for any complaint >> that is, you know, harassment, discrimination, sexual discrimination of that that
026is very specific about that. >> You put the language in here in reference that that would still do it. But I just think anytime you talk about reporting concerns, you want to emphasize that you you're devoted to that, >> you know, that process. >> Any other questions or comments? >> Seeing none, that actually completes our agenda. Um, did you want to disposition what we're doing with this one? What what can be done? >> If I'm reading this correctly, this this is in policy. It just came up for review. It was fighting to come up for review at the time it was put in. Um, we're anticipating that the administration will come back with some explicit ARs uh and perhaps suggestions for modifications for the policy. They're always free to do. So, I I do think
027this um we can we can either put it on a future agenda to revisit at a date certain or if the administration just wants to say that they will come back in a month or two when they've had time to think of language that makes it more explicit to to employees. >> How much time do you think we would need to put together a draft AR? Two months. I think we could uh aspire to have it for next month, but definitely next few minutes. I want to involve Tony Riley in this conversation because she'll largely be the one. >> This is one where plagiarism really pays off. There's so many policies out there. >> I I believe in plagiarism. Okay. It's lazy, >> but that people have dedicated so much time to voiceing this steal
028what they've done. >> Okay. So we'll look for the administration to come back with uh probably AR like this u in a month or two we could add to the website with a complaints dash too that's quickly for so I think that would be good. >> Any other questions or comments? Seeing none any new business? Um, do we want to talk about an administrative audit plan? I think we do in finance. We do one at the start of the year. And so I want to say we have an administrative audit plan for last year. Do we need to draft a new one? I I honestly don't know what the status of it is. So I'm asking the question without knowing what the answer is. >> Yeah. Um my thought was that the board should come
029up with a very limited number of operational audits they want to see happen this year. Um and I also would like for the board to be more involved in the process of it. Um talk to member Higgins about it some detail and kind of waiting for him to come forward with a couple of suggested topics on the >> Yeah, I'll be glad to jump in. We talked about two audits. one was in curriculum and one was special ed. Um the issue is how does the council of great city schools factor into this? I don't have contacts from the previous auditors but I know that the scope of what the audit will do will be something that the superintendent they do they will not want to do anything that superintendent doesn't want. They're very much the
030superintendent organization. we didn't get from purchasing what we had hoped but with the questions and I don't know whether or not what the role the superintendent wanted them to do it didn't want to do it or we just let it go but we didn't get accomplish that and I'm not able to get the phone numbers yet for the audit and I've asked for that so I'd like to get that and try to follow that up that's for the purchasing then on the issue of the curriculum they have done some good audits in the past but once again uh they're going to look to the superintendent But what is what are you comfortable with? I believe and unless we reach agreement with the superintendent, we're not going to get what we want. Not from the council
031of great city schools. It gets more expensive when you go outside the council of great city schools. Council of state schools were just paying permium and travel, which is really dirt cheap, but you go outside that you're going to pay more. So the issue is what can we do? We will on September 10th I'll be in Los Angeles uh with Cube and that's the National School Board Association with Ly School Districts. I want to find out what they can do and how they can help in this process rather than rely upon um the council of great city schools. We're not that twice several times we've gotten not what we wanted from councils and they didn't advocate we couldn't even be discussing anything that might interfere with the superintendent once once I I will never forget
032that um that's memorable but u so the question is if we're going to go city schools it needs to be with the understanding and support that's the superintendent that want to agree with the scope of this and not because anything that he builds was uncomfortable with they're not going to want to do it. The last report on coine said it was a consensus report. I still don't know what that means. Uh and it didn't address the issues that we had asked in a meeting and we never were told they weren't going to address it. So um uh I just don't know how to go forward with this completely on what the options are. I think the council of the great city schools, I mean, I think the two with the large urban school districts, I
033think they're probably doing stuff, but I want to find out from them what they're doing. So, maybe we can go forward more um with options other than council of great city schools in the future if they're not willing to recognize the role of the board. Um I remember when we talked about purchasing, they said, remember, you know, you're reporting to the administration. I said, no, you're not that didn't change anything. It was a board audit but it matter. Um so um let me I I would suggest that we wait till September. I will have already gone to the um cube conference. I'm plan on meeting with a number of people there in regards to this and see if we can come out with some of the options that will give us results. I don't see
034whether where the s where the where the curriculum audit should be controversial. It should be neither. But special ed, might special ed may say, "We think you're doing something wrong." Well, they they're going to say, "Okay, don't don't share that." I don't know what they're going to say or what they're going to do because if everything is not pro administration, they're going to kill it. I guess I that's what that seems like. Um and and it should be constructive on both parties. But um I I just want to see options out there at this particular point in time because of that and see where we are. I hope to go forward also with you know the committee for purchasing but I was hoping to get one of the one of the uh individuals involved in
035the audit with purchasing because they were the ones that suggested it and I've never heard of putting together a a communitywide type event so that vendors can come see what the options were but we could do that with us and the community and the state and everybody else uh it could be beneficial but I've never seen that and I'm not able to talk still to any of the uh auditors uh that was involved with purchasing and I don't know you know that's something I would like to be able to get the phone numbers with that and be able to talk to somebody in council of great six schools and regardless the scope of the audit what in relationship before we go forward but I need those numbers and names to talk to Chris we did
036send you a list of names in their districts but that doesn't have any contact information would that be the one to Yeah, that's always >> member. >> Uh, thank you. So, um, I I agree with the curriculum audit. I do not agree with member Higgins. Um, um, the way he talks about the Council of Greater City Schools, it is not a superintendent organization. I know, I understand that that is your feeling. Uh, that I I don't share that feeling. uh the special ed audit. However, I think our consiliation I mean we do we really need to have another special ed is that not another but do we do we need to have a special ed audit since we just went through uh the huge um consiliation uh with the I know it was on restraints
037but even >> the department of justice one. >> Yeah. Do we need I mean I think because I think we have done a we have really made we have responded to to to to we have given special ed attention. I don't know. I just don't think we need a special ed audit. But I'm interested to hear from the from the staff uh whe whether or not you believe we need another uh a special ed audit because I think the one the the Department of Justice one just not even two years old gave us opportunities to fix a lot of things with with special ed. Well, I will say the Department of Justice was more a settlement of a lawsuit in a really specific area. I' I'd want to see the proposal for what the audit
038the scope and of the audit. Um I mean, if it actually deals with whether or not we're meeting our responsibilities to IEPs and to our our students, um I'm not sure how recently we've done that. So, >> I think uh the one I've most recently seen was from I believe it was seven years ago >> was a special ed audit that the council did. >> Um if just to kind of give my two cents, I I think that the more important one would be the curriculum audit right now because I do believe we're out of >> Yeah. >> out of source, especially with the last couple budget cycles. We haven't been able to even do and some of those are decades old that we were going to be working on. So I I I would
039be happy to help us go through a curriculum on it. >> I don't know if this is an appropriate question, but uh somebody raised to me that the secondary springboard is no longer being that the ELA springboard is not being published maybe by the manufacturer. I guess that's a part of a curriculum audit. >> Yeah. >> Like what phased it out? like it's being phased out and maybe not supported anymore. So, do we need a new ELA curriculum? I mean, it's better out of left field. >> We own the curriculum, but it's the new stuff that and that would go through the process if we could get onto the rotation. >> Yeah. >> Right. But we we own the stuff that we need for the foreseeable future. >> Mr. Shar, >> yeah. So, could we
040could we refresh our memory? Do we have three audits? Three admin audits that we did last year in addition to the three finance audits because I want to say charter charter expenditures were one but was it a finance audit? >> Okay, got it. So I don't remember how many administrative audits we performed this past year. Was it two? >> It was just two for HR and both person was here before and that we we weren't involved in that at all. >> So our admin audit plan could be curriculum and curriculum person special ed. And of course we want to look at the scope before we absolutely bring it forward member. >> Yeah. And the special came up in the discussion remember with the superintendent earlier saying he would like to see something because it's a
041big area and a lot of school districts are doing some unique things or different things to try to improve it and and handle the expense. I I'm I'm not feel like that's the most important issue out there, but it's it's it's swamping a lot of other issues that we have as well. Um facilities would be one of we are so far behind on facilities. What can we do? How can we manage? It would be beneficial to get kind of a outside review. Give us a report that we can actually use. Uh I think that could be beneficial as well. So if we weren't going to go special ed, I would look at facility. That's the major liability issue for us with the amount of of unfunded uh you know uh expenses. I mean if we
042do one group every year, groups are not going to average 93 years. So uh we've got a crisis out there and so how we handle it, what options we have may be beneficial. I think uh that could be good. But I think the special ed when I've attended the council the last the national school board association there's been school districts out there that have really done some stuff. I remember the last one I remember was a long time ago was Arkansas but they've done things that really has put things back into the school to improve it to reduce the number of kids on special ed and they put a big emphasis on that and they were given a report on how much it was saving and what the consequences would be and and it was
043benefiting all kids. So, I just I'm curious because now with AI, with the online system, with this and with that, if there were things out there with special ed that the top school districts are doing new that might be beneficial to to actually help help the kids and also financially be beneficial. It could be the cutting edge of where the big uncontrolled expenses might be. um kind of thing. >> You have member Wilson overhead. >> Uh member Wilson. >> So I I just wanted some clarification because I'm hearing um what seems to be requests for multiple different audits and I'm not clear on how many audits it's feasible to do in a calendar year, what our process is for prioritizing those um and who does the audits and um that kind of practical information. So,
044if you could clarify that for me, that would be great. >> Yeah, I I'm thinking that before obviously before we start anything, the proposal would have to come to the committee um to do an operational audit that would lay out the scope, lay out who we anticipated doing it, uh what the avenues of communication would be, uh in terms of who's doing the audit versus the board and the administration. So at this point we don't have anything like that before us. So we're we're just throwing out ideas kind of kicking things around is how I interpret it. >> Number can I have followup? So, is there is the intention to come up with a process? Because I um I I I would like to see a a process involved in requesting the audits so that
045everyone has the opportunity to request one and have it prioritized and and such. >> I would say it would come to the board as a new business item, come to the governance committee as a new business item, >> but then also once the committee is done with it, um we vote on that as board, >> right? >> Yeah. would have to take action to implement. >> We could amend at that point got four votes >> and and my guess is that three operational audits would be the most um unless one or two of them are really simple and not very consuming at all. There is a cost in staff and money for everything we do like that lesson. >> I was going to speak to the cost question if memory serves me and being a
046friend here. Um, I feel like in the FY25, but maybe also in the FY26 budget, did we increase a line item for like board audits to something around $100,000? >> Yes. So, how do we have the I guess the question is do we have the the financial capacity in our FY26 budget to do $100,000 worth of audits or what is our capacity and how much does you know any given audit cost? That might tell us. >> Yeah, the council great little city schools audits were about 50,000 a piece. Okay, >> we do have the 100,000 budgeted for this year for these uh operational audits. Um, so you know if you went for someone else like Mr. reference for a special ed audit that might cost more then that kind of eats away your capacity to
047do a separate audit through a different vendor but it's kind of dependent on the scope of the audit how much time it takes a little history because school boards back in the 90s and that's got talked to school board members and Patt was that but they really tried to focus they were trying to go overboard they were trying to do audit of every department every three to four years every department so they but the audits were coming in and they weren't like that intensive in time because it was frequent and they were coming in looking at it and they want to run pretty quickly. So it was kind of interesting that they were able to do a quick audit kind of approach. They weren't trying to rewrite how the organization ran. They were coming in
048and looking for the obvious only. And so uh depending upon the scope you can go pretty quickly with them. Uh they didn't they didn't spend the type of time that was out there. I my experience has been that the goal has been um two to three audits a year is really what they we were shooting for in late 2008 to 2017. Two to three audits a year is what we always discussed but we were always falling behind what we were find hope to get done. member. >> Um I'm gonna ask the administration if you could at a very high level share what the area the COGIA accreditation that we went through about a year ago was not an audit per se, but did it generate feedback that it was audit like in any capacity about
049curriculum or about special education? It it was not like an audit. It's not going into the specific pieces. It was more about how are we um how are we teaching this stuff? It wasn't talking about curriculum. >> Yeah. It was Yes. >> Okay. Is a different fundamentally different product than an audit. >> Yes. >> Other questions or comments? >> Say one thing. When I think of the curriculum model, I don't think of it just what second grade looking at how it's how it transitions from one one grade to the other and all that. Within uh six, I never presentation at that time with you bishop, but it was a presentation on some of the results of academic growth and it looked at third grade and said it wasn't doing well in any school that reading
050and they attribute it to curriculum. I don't know what changes they made but if we look at the data like that and look at the transition of one's grade to the next and how it works and whether we used online system or not how that works for differentiate instructions and options what other people are doing. I just think this is a great opportunity. >> I think you're going to find and I'll be interested to see it. I think you'll find certain curricular areas were pretty up to-date and progressive with. >> Yeah. Um, I would think that that's probably the case for our English language arts right now because we put so so many resources and so much time and effort into really, you know, the science of reading and really moving forward with the read.
051Um, others, science, social studies, civics, those types of things probably we're going to be looking to have some kind of advice. And where do we go from? math. We're pretty we've done some um updates on our math program over the course of the last five years, but but uh I think what you're going to find is we're going to have some that are pretty progressive because of the reacting stuff and some that are probably we're lagging. Other comments? Seeing none at this time, that brings us to coming meetings that are listed on the agenda. Um, without exception, I'll adjourn the meeting. At 11:45, we are journ