001Good evening. It's 6:01. I'd like to call the policy order. Please rise for the pledge of allegiance. So our first agenda items are approval of the minutes. Our first meeting minutes are October 20 22nd 20 25. I have a motion to >> so move. >> Second >> discussion actions extensions hearing none. All those in favor? >> I motion passes. Um our next meeting minutes for approval are our special policy meeting which took place on November 24th, 2018. >> So moved second discussion hearing none. All those in favor? >> I motion passes which brings us to public comment. Have we received any public comment in person or online this evening? >> No public comment. >> So that brings us to number four. Review and possible action on the following uh policies. Our first one is policy
0022151 with uh which is a with an accompanying regulation and it's the policy for hiring traders. Um just a little background on this policy and the three others that follow. Uh so these policies uh were it was proposed it kind of came out through our policy audit and some feedback from KE um that these policies they appear on prior agendas including our last month special policy meeting. We continued it to this meeting for further discussion, but it was recommended that we take a closer look and Cab offered some feedback along with uh CE's senior policy analyst Jiar. Uh and so outlined in these policies are some proposed changes for the committee to committee to consider which will keep us in alignment with uh the connect the Connecticut state laws and our obligations. So our first
003one is policy 2151. Um and you'll see that accompanying. Uh if we adopt this policy, it was recommended that we resend policy 2100. Uh our current policy or the the draft proposed policy, it introduces uh the formal operational regulation which was developed collaboratively. Uh there was feedback from superintendent deputy superintendent resources. Um and then the regulation was designed to really formalize the district's administrative hiring practices to ensure alignment within same guidance. Any questions that may have? >> I just have one. They're very similar, right? So 2100 is because I was going through it and noticed a lot of similarities. So it would make sense to send the 21. >> Yeah, they are very similar. I found that the proposed draft policy. Uh it it offers really specific guidance. Uh I felt like it was very
004it was organized very well. was easy to understand and really offers uh a process to be followed. >> I agree. I think with the interview like there's more logistics. Um the idea that the same questions would be posed to everyone for fairness and equity. Um 2100 doesn't mention anything about proportional representation in terms of diversity. So, I feel like that's a clear um improvement in 2151 and um just like 2151 includes just more perspective and representation of the community. >> Another question, the regulation, the superintendent is in charge of the regulation. Correct. >> So, administ Yeah, it's superintendent and then the >> administration. recently >> whether it's an adopted regulation or not is the superintendent's decision. Um and that was the recommendation in this case so that there was u transparency and a very clear
005process in place uh for that she supported. >> Okay. So then if if we adopt this draft policy 2151, we're not necessarily saying that that draft regulation has to be >> No, it is. >> Oh, it is. Okay. So then I I do have a question though in terms of um in the draft policy in the fourth paragraph it talks about the composition of the selection committee and in this paragraph it mentions um representatives from employee organizations such as VFD BAPS um AFSME but in the draft regulation under the committee membership it doesn't really explicitly mention like an employee organization. So, I was just wondering if that should be added. It It says um additional >> administr administrator would be the BAPS union, right? And then at least >> one certified staff member, which would
006be, >> right? And um outside of that, if the position were a specific union position, then the it they would pick representation like the superintendent would do that. >> That makes sense. Thank you. Did I miss that connection? >> That's all right. anything? >> No. Um, I've looked this over quite a few times and I feel as though it's a well-drafted uh policy and one that would support the district. my phone. I um I just appreciate the um addition of proportional representation. Just knowing that there's just research that shows that students learn best when they see representation. It's connected to academic outcomes. You're having more diverse perspectives across the board. Um so I just appreciate that. >> Like to make a motion to pass policy to 51 with the resation. >> So move second question
007hearing none. All those in favor? >> I see the motion passes and gets moved to the full board. So that brings us to policy 411 one affirmative action um equal opp equal employment opportunity and for this policy recommendation was updating terminology. Um so where it says minority educators um changing that to diverse educators and that would align with K state guidance. You know, for me, I have I'm good with that. I think that's a great change. >> It just makes sense. I think that's an outdated term. Agree. >> So, I'd like to make a motion to pass affirm equal employment opportunity moving to full board. So >> second discussion question in favor. >> Motion passes. Brings us to policy 411.3 increasing educator diversity. Um and recommendation for this policy was that uh adoption of the
008new pol the new policy that is presented for us to ensure compliance with the public act and CSD guidance. So for this one, we don't currently have uh comparative policy and it was recommended that we adopt this to the compliance. >> It's pretty straight. >> Yeah, I think I we didn't change the re they recommended at all. >> The only question I had was um the third paragraph at the end where it says recruitment efforts and data collection. Is there a way that maybe we could take it one step further and just say like reporting to the board annually? Like we would collect the data, but can we do something for accountability purposes? >> Does it not say it? >> I don't see anything about reporting. just is it in we can do it even
009if it is but I feel like maybe it's in 215 open I feel like I saw it somewhere Okay. So it does say under the regulation section the super uh superintendent shall report administration of the procedures to ensure fairness transparent equity consistency and hiring principles assistant principles central boxers. Um to add it again if you want what Gerbowski um >> so why what I can share is um with the public act um there were some documentation that I was reviewing in the state with our um districtwide diversity plan. They do not require us to report the data. of the state's philosophy was that the last two years they had us create these plans and in their presentation they want districts to kind of get their feet wet with creating plans and adjusting plans and at
010this time they're not having us report to them. If that's what the board wants, we can do that, but the state that's not part of the state requirement. So my wonder is that's why it's not in the policies. It's the state's not requirement. >> I think it's a great suggestion. whoever's saying >> I'm fine. What would the reporting entail? Because they you have to collect the data, but you don't have to report it. So you ha you will have >> it. It's a little challenging I think because in our the tool we use for teachers and staff to apply is called Frontline. And in frontline and this kind of goes to the federal level is you can't discriminate against an applicant because of their race. And that applies to everybody. So in frontline they do
011not collect racial data. So when I go through frontline I as the HR director for Bris public schools can see that detail but our hiring managers cannot see the racial demographics of candidates because it could be seen as the opposite if we're trying. Do you see what I mean? Um so I think that's the fine line we have is reporting out. But you could, but potentially you do have the data to say if how many people applied or didn't apply. >> I would have that. I would be the only one, but staff do not have access to that. >> We could have deidentified like just numbers. >> Yeah, I I Yeah, I could get that. Yes. If need be. So ultimately what we've reported out always every year is in September when we review the
012hiring report is when I would present out how many roles we've filled and what the racial demographics are. So that would be like our equivalent where the board would see oh like we hired 20 people but only >> Oh so you do include racial demographics in September. So we do have that. >> Okay. >> Well because we'd have to be able to prove that we're reflecting the demographics of the student population right in some way. Well, no, we're supposed the goal is >> that that's the goal and that's >> right to be able to have the >> and that's the struggle that all districts are facing because just if you've gone to Edite the pool of teachers of diverse backgrounds, it's so slid. It's challenging >> going to colleges. We have plans to go to
013like the Yukon uh career fair, right? There's a lot of factors involved with hiring because a lot of the a lot of our eager teachers who are young and right out of school, they go for the jobs are readily available. So, if we don't have retirements posted by a certain time and we go to our Yukon job fair and we don't have certain roles yet, it's hard for us to project out. We have an idea of how many retirements we'll have, but until we actually have that retirement, I can't advertise a job without having that retirement. So, that's always been a challenging point for us as well. And that's why some school, not to go on and on, I could, but like that's why some school districts offer like um in their contracts, oh, if
014you notify us by October that you're going to retire, we gave you a statement of like $1,000 so that you will know like region 10 does that. Um so they have information >> and then you can build like relationships college, you know, students. I think there's a lot of things that you're thinking about. operationalizing and moving forward that didn't exist. >> So it sounds like we already do in September we will view uh the collected data. What are your thoughts on that? Do you think that that would fulfill >> it would? I was just wanting to see it in just taking it one step further. But well, you could we could add into the policy that it's in September since it happens in September anyway. So that it's already going to happen and then this
015confirms. >> Okay. >> I think that'd be good so that we're not having an expectation of it being at a different time. Right. >> So I just went to that first part. You're saying got it. You're suggesting adding for >> Would you prefer it has a month? I think the best would just say in the HR. Yeah, in the HR director's annual hiring overview report, something of super nature. >> Well, give us the words cuz we're going to vote it in. >> Oh, it's a lot of pressure. I would just say in the superintendent or chief of talent management's annual hiring overview. management talent management >> hiring over report >> correct >> annually >> because sometimes we splice it up over September and October but in September we're still finishing up hiring >> chief of
016talent management and report it out in the chief of talent management's >> well because she said collect the data where is it at >> I have yeah hold on let me find the sentence Where where were we putting it after? Right here. Okay. So, can staff training recruitment efforts and wait take out and so recruitment efforts, comma, data collection reported annually in the chief >> of talent management um hiring report. We said annual annually in the chief, right? Okay. Taka, >> I swear I changed my brain today. Okay. Comparative sediment. We got it. We got it. Thank you. >> Thanks. >> Very great. Think quick thinking on the fly. suggestions other questions discussion. So I would like to make a motion to adopt policy 411.3 personnel increasing educator diversity with the addition to paragraph in
017addition and adding a sentence in the third paragraph. As discussed >> as discussed I think she's good by standing. >> Yeah. >> So move second. >> All those in favor >> I motion passes. Thank you. >> And the res. >> Yeah. Now we just need to our last policy is the rescending. So policy 21000 administrative staff organization. It was recommended that if we adopt policy 21 51 that we resend this policy uh it's not tooive. So move second discussion question. >> All those in favor >> I policy has been resended meeting dates. >> Meeting dates business. How do the deeds look for everyone? You'll know the time change. um the time change after findings because it goes longer a lot of the time. So it gives you that flexibility if we need it. Typically we
018have we don't have a meeting in November and December, right? >> I feel like we >> No, we had a special meeting. We had a special meeting in November. Nothing in December. No, that >> but we'll have one. >> Well, we can always cancel it if we need to, but I think we have so many policies to revise that maybe just having it there was Um and um I believe the the timing uh so this is the second Wednesday of the month. We were meeting later last year, >> right? So it would have been really close to New Year's in that week after. So maybe that's why >> and for the 2026 it would fall in November. So that's why >> okay motion to pass. So move >> second. >> All those in favor? >>
019I motion passes. >> That's the quickest policy meeting. >> Yeah. Um 6:24 and our policy meeting. Yeah.