001The order of the Carney School District Board of Education. Please rise for the pledge of allegiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Roll call, please. >> Matt Baker, >> here. >> Jason Clint, >> here. >> Jay Clean Smith, >> here. >> Christina Lindsay, >> here. >> Whiter, >> here. >> Vasquez, >> here. >> Bailey, >> here. You're all here. We have a quorum. >> Adopt the agenda. >> Move to adopt the agenda as presented. Second. >> All in favor? Opposed. Thank you. School spotlight. We have got Hawthorne students here tonight. Thank you all for coming. We're very disciplined. I used to do the chair. >> Okay. >> I think we should do
002the one we pledge allegiance to kind of there like somewhere. >> It's just hard in this room. Hey, good evening and uh I want to thank you on behalf of Hawthorne Elementary for allowing us to come here and spotlight some of our students. So, this is our part of our second and third grade music uh program that we just recently had. I want to introduce Michelle Johnston. She's our new music teacher this year and you guys uh allowed us to hire someone to come in and teach music in our building because we were sharing with K before and that allowed us to have the opportunity to have music programs and we had a fourth grade Veterans Day program that was a a big success and this was our second set of programs with our second
003and third grade having music programs our our Christmas programs. So, we wanted to share a couple songs if we could please uh to show off our skills a little bit. So, I'm going to turn this over to Miss Johnston. >> Perfect. around the Christmas tree. Christmas tree I have a house. Christmas tree. baby sing. Merry Christmas. I'm not Okay. We'll go ahead and have you guys back. This is your All right, perfect. Big smiles. Good. Excellent. Hold on one second. >> Wonderful. Parent, don't go anywhere. Parents, pictures. HELLO. BAKER. >> Thank you. >> Thanks for bringing them. It was good. >> Thank you. >> You sound better >> every day. hospital. >> Clive was sick, so I didn't get to see that. He didn't he didn't go to that. >> She's done. She's done. >>
004She does. I mean like the the fourth grade veteran. It was really good. She she's done a really good job. >> The teacher come from >> these are >> she That's why I was asking >> something. >> Great. I think we should have music every time. >> Yes. >> In my opinion. >> Yes. >> Next, we have no public comment. And then we have our superintendent report. >> Yeah. Just >> just a recap of things that have happened this past month. Uh turkey trot happened on Thanksgiving Day and we had over 700 people register to participate in the event. We're so thankful for our event sponsors. Again, those funds go directly to our students and our staff. Um, and also it also helps out our cross country team. On December 6th, we had all state
005band that took place in Colombia. Um, Carne High School had three students uh to earn honors in the all-state band auditions. Uh, Phoebe Taylor uh earned all state flute. Daisy Burnham uh all state honorable mention. Charity Smith, another all-state honorable mention. Phoebe will actually get to uh perform with the All State band at the Missouri Music Educators Association conference on January 31st. So that's quite an accomplishment. >> Yeah. >> Also on December 6th, we had the Show Me Bowl Championship uh held in St. Joseph's uh at Missouri Western. And congratulations to our Carne High School uh varsity football team for winning the 2025 class 4 uh championship. Uh the team was undefeated this season. Uh second state championship in three years. Uh 11 Bulldogs were honored this week with all state selections by the Missouri
006Football Coaches Association. Class 4 offensive player of the year was Carter Temple. Uh defensive player of the year was Isaac Beaver. Um and coach of the year was our very own Logan Men. This past Monday, um, we had the Special Olympics Basketball Jam, um, featuring the Carne High School boys basketball team and the Special Olympics Dream Team. This is always a great event and this year was no different. Um, the Dream Team won at a very, very tight game. So, um, this event is a great example of our comm how our community comes together to support all of our students um, this holiday. Uh just want to remind you GM Balvo's Woodfired Pizza and Pasta and Carney um is uh offering special pizzas created by our students at Carney High School Culinary Arts. Uh teacher
007Cassidy Robertson's class. Um there will be a new special pizza every month. So we really appreciate uh Gian Balvo's partnership um creating real world learning opportunities for our students. And with that, that closes my superintendent report. >> Thank you. Next we have the consent agenda. move the move that the consent agenda be approved as presented. >> Second. >> All in favor? Opposed? Thank you. >> Next we have scroll down information items. First one is the bond project update. We're happy to answer any questions that you have. Both are two written reports. Um Mr. Schwin has updated the numbers on the BOD project um as well as um u Mr. Nolans provided a written report as we're heading into more deferred maintenance projects. >> All right, next financials. Mr. one. >> Not a whole lot to
008add this month uh other than uh things are still tracking to where I still feel confident we will exceed the 20.29% predicted by June. Um hopefully we'll be somewhere in the 21 maybe close to 22, but it all depends on SAT coming in at 7145. Uh right now we're still being funded at 6,900. So hopefully uh we get caught up by the end of the year and all will be well. And with that, I am happy to answer any questions you might have. >> All right. Thank you. Thank you. >> Next, we have a written report from the library. >> Any questions on written report? >> Thank you for keeping our librarians. That's not always the case in a lot of school districts around us. Several of them have been replaced through attrition and combined
009and that's a really important spot. So hopefully that will still be a focus for our district. Appreciate that. >> I did notice that was impressive. the the amount of like years in education like I just showed the tenure was pretty awesome. >> They're wonderful group. Thank you. I'll pass that along. >> Thank you. >> Okay. Next we have program evaluation for parents of teachers program. Thank you for coming. >> Good evening. I'm Amy Ba. I'm the principal at the early education center. Um one of the programs housed at our building is parents as teachers. Um these are the people with parents as teachers. Britney King is our program coordinator. She's here this evening. Um she does a wonderful job. She operates the day-to-day um does all the troubleshooting for the the program. Um and is
010really the the spearhead of it overall. Um this year we also are super happy to have two part-time employees who are also full-time school district employees. So people with backgrounds in early education and social work um that do a wonderful job during their full-time job and then also come and and serve the community in a broader capacity on a part-time basis. Um we've also added a another part-time parent educator this year who has a strong um teaching background in kindergarten as well. So we're excited um with our our strong new team we've developed. Um there are kind of two components to the parents as teachers program. Uh the cornerstone is our family personal visits. So, um, one thing that changed a couple of years ago is that we are able to offer an on-site visit
011space for families who may not participate in the program, um, if it's reliant on us coming into their homes. So, while we still try to get into famil family's homes as often as possible, we also offer an on-site option, um, for the families that that better serves. Um, I put kind of the last three years worth of visits at this point in the school year up there. Um, and so we've and and I'll talk a little bit more about kind of how staffing has changed, but kind of the the point of this is that we are getting better at um more frequently visiting our families in the community and and how what we want to see. We also have a a wait list for the first time since I've been here. Um so we currently
012have 11 families on our weight list. We're excited about that. We're excited that the community wants to participate in the program. Um, and so we also are are hoping to add that fourth part-time um, individual to get those families moved off the wait list and continue to to visit with with good frequency. Um, the other component of our program is the developmental and kindergarten screenings. So, historically, parent educators would do both the family visits and the screenings. Um this year we've kind of revisited that option so that our parent educators who are with us on a part-time basis are really focused on that family personal visit. They're getting into homes. They're really getting to know the families. Um work with kiddos on their developmental milestones, things like that. The screenings um are being handled now
013entirely by um our pro our coordinator, our parents as teachers coordinator. So those are that's great because she's full-time. So parents are able to call up to the center, schedule those on demand. So if they need an evening or weekend, if they need during the day, she's able to accommodate that and schedule those screenings for kiddos. Um so while the number is a little smaller at this point that is we're still going to exceed I'm sure by the end of the year what we have previously um because of the increased availability but it's a little slower at this moment mostly because um we only have one person doing them and she's going great guns with it. Um we also have had um a decrease of one child care center in the community. We had one
014childcare center that closed. Um, and one of the things that that Britney's done a great job about is partnering with the area childcare centers. So, she's going into now every single child care center in the district um and doing developmental screenings for those kiddos as well and providing the families with resources afterward. So last year our goal was kind of financially minded um and and while the overall goal of of kind of decreasing that gap is still in progress um we are proud of the the objectives that we met within there we did like I mentioned redeveloped staffing. So instead of two full-time parent educators um we now have four part-time which or we now have three part-time which increases kind of their availability. We kind of have a mix of people who are working
015evenings and weekends because they work for the district during the school day and then we also have people who are more interested in working during the school day. So, we've really increased that availability. Um, and like I said, we now have Britney doing the screenings throughout the year so that those parent educators are really able to focus on those personal visits. Um, and then we've also looked at at items that are and are not reimburseable in order to to kind of decrease the expenditures. Um, and Britney's done a wonderful job of of networking in the community and then with other coordinators in different area districts. So, this year our goal is to increase parent educator retention. We have a pretty um new to PAT staff that we really hope to keep on board. Um, so
016we're looking at all the different ways we can accomplish that because really truly our biggest expenditure is um the initial training costs. And so when we have people that come on board, we get them trained and then they end up not returning to us, then we're paying to retrain the next person. And and when that keeps happening, that's that's a significant expense. So um we also just have really good people that we hope stick with us for a while. Um so we did move that to the part-time basis. they get um rate flat rates based on the job they complete. Um and then we also have built in kind of an incentive just like with teachers where longevity rewards you and the more years you stay the more you earn. Um we do have an
017increase for those um annual annually for the first three years to kind of build that buyin when the years are the hardest. Your first time going through a new job can be tough. So we're hoping that encourages folks to stick with us um longer term. And then uh more frequent staff meetings um mentoring. Britney's going into visits more and observing and providing feedback and things like that just to be able to respond to their concerns um more quickly. And then this is just to close out. We annually have our holiday celebration. Um and that's a partnership among all the programs at the early education center, but it's really hosted by parents as teachers as a community connection event. Um, we had all sorts of activities for the whole family. Kids had a great time. My
018kids came. I've got a a 12 and a seven. They both loved it. So, that's hard to accomplish. Uh, my 12-year-old wouldn't admit that. So, uh, but it was great. And, um, we added a food truck this year so families could come in, enjoy all the activities, and then just grab dinner on their way home. Um, we had over 350 people total attend, which was um, a little more than 90 families total, which is our best turnout. We also learned that it was hosted the same night as two childcare centers that also had um a Santa family event. So, we were thrilled with the turnout. We're excited about next year. We've never encouraged donations previously, but this year we just said if you can and want to that we would take um donations to our
019new uh Bitty Bulldog clothing closet at our building that services ages birth to five. Uh we ended up with a mountain of donations from these families. It was just the coolest thing to see. I mean, we'd pulled out like a a cart to roll back and it was just overflowing. We had to make multiple cart trips. Our closet is well stocked. Um, so we're very excited at all the partnerships happening between parents as teachers and the caring community. Thank you for your time. Any questions? >> Thank you so much. Next we have the survey results. Right. >> Good evening board and thank you for the opportunity to share highlights from Carney School District's 2025 annual survey. Uh our goal with this survey is simple. Uh listen carefully to our stakeholders. look for trends over time
020and use that input to guide continuous improvement. Where the data is available, I also included historical comparisons going back to 2022 that uh we can start so that we can start to see some long-term trends and not just one-year snapshots. Um I have a long way to go and a short time to get there. So I'll move efficiently through the key findings and then pause for questions at the end. This year's survey, let's see, this year's survey was administered through Qualrix from October 1st through October 22nd. We received 1,882 total responses, which is about,00 fewer than last year. The biggest reason for that drop was student participation. We had 713 student responses this year. Even with that reduction, those responses provided a 95% margin of error of plus or minus 3.3 percentage points, which is
021still solid by industry standards. Next year, I'll work with principles to increase student participation so that we are including their voices as much as possible. One possive note, we also saw a significant increase in community member participation, which was one of my main goals this year. Uh so I appreciate everyone who took the time to weigh in. At the highest level, the story is positive. Perceptions of KSD remain strong. The overall liker score uh average is 4.03 on a five-point scale. When you break it down, we see strong confidence among all stakeholder groups with students a bit lower, which is consistent with what we often see in school climate data and gives us a clear reason to keep focusing on belonging, engagement, and student voice. Next, we asked whether stakeholders believe KSD provides an excellent
022educational experience. Overall, 86% of the respondents selected one of the top two responses. Breaking that down a bit, uh 90% of parents and guardians and staff agree that we're providing excellent educational experiences, as do 81% of students. So, again, these are strong results. They are also a reminder that we should keep paying attention to how students experience school dayto-day. We also uh ask parents, guardians, and staff whether KSD uses our resources effectively. This year, the top two result is 66%. When you look at the historical trend included in this slide, we've moved upward over time from 55% in 2022. It's not a straight line, but the broader trend is encouraging and points to growing confidence in how we are stewarding our resources. This slide captures student culture and climate ratings over the past two years.
023What stands out is that each of these measures improved. The liyker score for I am proud to attend my school increased by 4%. I I feel cared for and supported increased 5%. I am treated with dignity and respect increased 4% and the liyker score for my school includes students and decision-making increased 6%. All of those increases exceed the margin of error. That is meaningful. That is a meaningful set of gains that align with our broader focus on building relationships, improving our culture, and facil facilitating student voice. Belonging and acceptance are among the measures we watch most closely. Again, in alignment with with our strategic priorities. This year's average is 4.02, which is the excuse me, the highest point in the historical comparison showing shown here, up from 3.85 in 2022. That doesn't mean the work
024is finished. Uh but it's a strong indicator that our culture building efforts are having a positive impact for students. We also asked students which areas KSD should prioritize. The top five selections were safety and security, college and career prep, having at least one trusted adult at school, having fun and engaging classes, and having great teachers and support staff. To me, this is a clear road map from students. Keep f keep focusing on safety, keep building adult connections, and keep pushing engaging and relevant classroom experiences. For parents uh and guardians and staff, the highest rated culture and climate characteristics remain very strong, and several have improved year-over-year, including well-qualified teachers and staff, which increased from 4.38 to 4.42. safe and secure environment which increased and positive reputation which also saw an increase. Two areas were essentially
025stable uh with small shifts, high quality principles and having a caring learning environment. Overall, this continues to affirm that we are what we hear anecdotally which is strong confidence in our team and on our school culture and climate. When parents, guardians, and staff were asked what KSD should prioritize, the top themes were safe and secure learning environment, well-qualified teaching teachers and staff, competitive staff compensation, teaching students dignity and respect, helping students become good citizens and employees and and and creating a caring learning environment. The presence of compensation and the top priorities provide some important context as we look at the need to bolster our staff recruitment and retention efforts. Even if you pull staff responses from that list from those responses from that list compensation still lands in seventh place overall. So if we look
026at slide seven uh this next slide this slide highlights three measures that align with DESI's MTIP 6 expectations. So we are required to ask these questions. Uh positive classroom learning environments uh which is at 4.21 Lyker score. Student voices heard and respected 3.91 and providing culture and climate data to stakeholders 3.64. All of these LYERT score Liykyert scores have increased significantly since 2022. The opportunity here is clear. While people generally feel positive about classrooms and student voice, stakeholders also want us to continue improving in how we share climate and culture information and communicate progress over time. Work life balance remains uh a very uh important factor for us. Um you can see it's very stable. The stability is good. It's also a reminder that the work environment matters um especially given the staffing pressures that
027uh we and and all public schools face. We ask staff to rank benefits by importance. One is the mo is the most important. Seven is the least important. You can see the results. uh salary and compensation is the most important followed by health insurance and then uh very closely after that is workplace culture and climate and then uh PTO vacation is in fourth place. So when we talk about employee support this gives us a very clear top three that um our team can work on as we address those needs. Finally we looked at communications and engagement obviously very near very near and dear to my heart. The averages shown here uh include keeping students informed 4.0 01 overall communications 3.82 and public engagement 3.74. The takeaway is we're doing relatively well keeping students informed and
028we have room to strengthen broader engagement especially by making it easier for families and community community members to find information, stay connected and feel heard. So uh this is a very high level summary of the key results from this year's survey. It's not enough to listen, we also have to learn. To that end, district and school leaders have access to detailed dashboards in QualricS and are using that data to help uh drive improvements. Um, in addition, I have provided those administrators with an analysis of the feedback from the surveys open-ended questions. Um, I have also provided you all with a deeper level executive report. A public report will be posted tomorrow at ksdr1.net/anual survey. Uh thank you again to everyone in the community who particip participated. Uh and thank you all to the board. Uh
029thank you for uh your time and attention and I'm happy to uh take questions. >> Ray, any idea um why the student participation was so much lower. I think that really just comes down to coordination, which which I take responsibility for, making sure that we get ahead of it and that we're coordinating with school leaders to make sure that they're taking they have the opportunity to coordinate with staff, you know, in terms of giving time for students to do that. Um, so it is it is an optional survey. So, you know, students have that that choice. But I think next year we just need to make sure that we're giving schools plenty of time to coordinate, you know, when those students are have that opportunity. So, >> I think in previous years it was a
030little more scheduled. So, it was a little bit less optional. So, >> and I may have missed it. What grades do we send it to? >> Uh, you may have missed it because I might not have included it. So, this this would be um third grade through 12th grade. >> Thank you. Can you share as you've kind of looked through the data what what are the uh themes of the uh resources being used effectively or not effectively? That seems to be kind of one of the lower scores that we had. I'm just curious. >> Yeah, let me follow up with you on that in terms of diving into some of the um the uh prompts that we the open-ended prompts and I can I can take a look at what that looks like what that
031would suggest and follow up. >> Yep. I think it'll be it's also important for us to share with you um how many what percentage was in neutral as well as disagree and strongly disagree. >> Yeah. >> Thank you very much. >> Thank you. >> No, there's no change in the audit. Next, we have the audit report. >> Move to approve the audit report for the 2024 2025 fiscal year as presented by Westbrook and Co. at the November 19th, 2025 board meeting. >> Second. >> There is no change to the audit report from what was presented last month. Um, we just received final guidance from the federal government OM compliance supplements and so this is uh here before you tonight for approval. All in favor? Post. Thank you. Approval of the 2627 academic calendar. >> Move
032to approve the 2026 2027 academic calendar as presented. >> Second. So the the draft presented uh to you all uh this evening uh contains 172 student days, 182 teacher contract days, 107.5 instructional hours. And so this this calendar allows us to meet Desessie's minimum requirements of 144 hours and it also provides instruction that protects us from needing to make up school um to make up if we would have inclement weather in the future. Um there are two additional student days added to this calendar. We have 170 this year. This next year will be 172 and those would come from the Monday and Tuesday before the Thanksgiving break. Those will actually go back to to student to student uh contact days again, school days. Any questions about the calendar draft? >> Was there >> Did people
033not like that? >> No, I think I think it was wellreceived. I think it was about half and half. I think some people really liked it. I think some people didn't. We had the calendar committee sent out surveys and then inquired with their building leadership teams and I think it was received but there were other options where we could get those two days from um like PD in the second semester starting on a Monday at the first first day of school and I think this was the lesser of the evils that we needed to get the two extra kid days. >> Makes sense. >> Yep. >> It feels like it starts and ends later to me. Am I imagining that >> Just the way the calendar falls. >> Yeah. Yep. >> When you say no
034snow days, does that are we away from the AMI days as well? Then >> this will enable us not this calendar will keep us from having to use AMI. >> Okay. This year it depends on how many inclement weather days we have because we didn't meet the 1104 requirement. >> Okay. Yeah. >> So next year then will teachers still work on snow days or not? It'll still be a It'll still be a contract day. >> It's a contract day. Okay. >> Cancel have the day off. >> All righty. Ready to vote. All in favor? Opposed? Thank you. >> Next, we have the approval of additional positions. Move to approve the extra duty positions for concession concessions management as presented. >> Second. >> So, we've talked about this. I've sent this in board updates quite a
035bit. Um, this has been a interesting position or interesting problem to solve our athletic. um our activities director for helping me with this. But athletics office when it comes to assistance and and the the folks that have left us have cited this as being a big reason why they're not working um in that position because all of the concession management, which Klay County uh requires anybody that's selling um food to have a concession manager's license. So those aren't easy to come by. Well, they you can get them easily, but not many people get them. And so most of the concessions that require concessions throughout the year in the activities office. So they were working 60 70 sometimes 80our weeks because of the amount of of activities we have at the high school. >> And so
036two different positions, two separate positions, but also the concessions um the scheduled people to work the gates and the concessions to only one person has to be there that has the concession manager license. If they have that then anyone else can just work that we've been put in that position and come out the concessions revenue which is where we already pay our workers just consistent structure. I don't believe it's going to cost any more money. We're already paying someone to do that. This just gives it to a couple people that this is their charge. And also the activities uh admin assistant will also have a bit of the plan is to split to split those 100 events up in thirds between the three people that would run that. Like I said, we could director um
037assistant, excuse me, revenue and expenditure neutral uh moving forward just provides a better structure and some support for the activities office. >> So this is money that comes out of the con concession revenue. So it's being paid for out of that. It's a stipend for two two folks to extra duties. Ideally, who would that be? Is that somebody that's uh current on staff that will pick those up as as stipens? Could that theoretically be someone else? I'm >> appreciate your question. It could be someone on staff, but it could also be a community member. We've had community members um uh reach out to ask if they could help with concessions. So, it could easily be one of those, too. >> Great question. Any other questions? All in favor? Opposed? Thank you. The roof bids. >>
038Move to approve the bids for roof restoration and replacement at Carne High School, including the purchase of materials from Garland as presented. >> Second. >> Good evening, everyone. Um this is a continuation of our u roofing deferred maintenance package. Um it is nine sections on the high school roof plus uh the fieldhouse which is the locker room for softball and football. It was originally part of our deferred maintenance uh roofing package. This we we put on hold as we moved through um some increases in the roofing on the first goound. Uh this was bid out by Garland. We would continue using Garland products to ensure our warranty and uh consistency through the district. We had five biders come for uh pre-bid walks and uh four ended up putting bids in. And so we would be
039asking for uh just approval of the the bid package itself which includes Garland Roofing Materials and the labor provided by Kerberg Roofing who had uh worked previously in the district. >> Eric it and I could be wrong about this so correct me if I'm wrong but it mentions the fieldhouse as a part of the roof that it needs to be redone. It it strikes me that that is not that old. If we're talking about the new one, we're talking about the old one. >> So, we're talking about when when I I guess referring to this fieldhouse, we're talking about the softball football locker room roof. >> It's a different type of fieldhouse. >> Yes. >> Are these funds part of the bond still? >> Yes. Uh part funded fully by the 2022 bond. Yes. Other
040questions? All in favor? Opposed? Thank you. >> Next, the uh over $50,000 payment to music. >> Oh, I'm sorry. >> Move to approve the agreement with Kerberg Roofing as presented. >> So, officially, darling, yes, you that was part of the uh item that we just discussed. This is just to formally approve uh the signing of a contract to uh sign on with Kerberg to provide the labor on the high school project. >> When will they start this? So the the high school itself is stipulated for the day after the last day of school and uh with the uh assumption that they could start on the fieldhouse portion in May once we get through um possibly hosting a final track meet or whatever. So nobody's out there during the day. um it became a an attractive
041piece for a company to come in and not have to wait until u the end of May and June to get started on a a good project. So, >> okay. And they look to be able to finish the high school within the summer. >> Knock on. >> I hate to say yes, but that's the idea. Yes. >> All right. All in favor? Post. Thank you. Okay, we're done with Kerberg. So now we have the over $50,000 payment to music. >> Move to approve the over $50,000 payment to music as presented. >> Second. >> Okay. So, uh obviously asking for approval of an over $50,000 um payment. This would be our school district insurance including uh property um liability cyber workers comp and um in the amount of 1 million28,939 which is an increase of 16%
042which um is 144 more than last year. Um some of those increases we have added square footage with our additions. We've added payroll and that essentially accounts for about 37,000 of that increase. The statewide increase for all music people was um in the range of for us is 36,000 just a straight increase for their rates. And then workers comp u accounts for the other $74,000 of our increase. um which partially we do have some workers comp claims, but they they figure the mod um factor um on a 5-year average and they said this was not a overly unique situation because everybody is rolling off the COVID years on their five-year rotation where we weren't in school and we had a lot less um incidences for workers pump and so those those years are rolling off
043which really bring us back to sort of what what it would normally be. So that's accounting for um some of our workers comp increases. We are uh in the process of talking through with music if there's things that we can do to uh decrease our premium as well as uh what we can do to um improve our um mod rate for uh figuring workers comp. >> Questions? This seems like a pretty pretty substantial increase. Just and maybe this is Doug if if this is directed for you. Is this something that we foresaw and accounted for in the budget or is this going to be kind of a an outlier that we'll need to plan around and and adjust for as we finish out the year? >> Yeah. Um I did happen to go back and
044look and see what Ginger had budgeted for insurance and she did uh increase that number pretty significantly. So, um I think we're okay budget-wise, uh that this number falls within that range, but obviously it's a lot higher number than we would have hoped for, but there's no way to predict that back in June. >> Yeah. >> And I will say I appreciate both Doug and Eric um making an effort to pick up the phone and have conversations with music and dig into some of the numbers and try to get some of the history. We've seen some increases over the last two or three years that have been pretty steep. Um and again trying to look for strategies on how to how to reduce that. >> Y >> uh >> if I remember correctly, it went
045up pretty significantly last year as well. >> It did. It did. >> Well, and that was my I guess hopefully I'm remembering it right. I I wasn't on this board a year ago, but I do remember that when you were discussing this, they talked about was there an opportunity to go out and get another bid for this? >> Talk about that. >> Is that something? I mean, competition is typically something that helps here. 37,000 of it is our own fault it sounds like but 108 of it is not. Um so is there an opportunity for competition to get a get a second bid on these in the future? If not today is there you guys are strategizing your answer so I'll wait. Uh but >> yes the answer is yes. You can go out and
046you can and shop it independently. um if we decide to leave music which in I think that they have 94% of public institutions and if they if we do leave them we they won't let you back in for a period of 5 years and um >> but we're not we're not making a decision to leave them. We'd be making a decision to get bids and then it would depend on what those bids came back to figure out whether that made sense or not. >> Yep. The opportunity is there. Yes. >> That >> Oh, I I I agree with that there. I mean, there's Well, there's two reasons there. Part of it is just the lack the institutional kind of it continues on. I think every now and again, I think you ought to check and
047just make sure you're getting your best deal. >> So, I'd love to see, you know, as you guys approach this next year, I'd love to see us at least get an opportunity to understand, should we put it out for bid, and if so, would there be anybody that would bid? What would that look like? But I th this is a we're not going to be able to sustain these types of increases. And so competition if there's no competition, you will continue to get these types of increases. So I think we should take a look at it. >> Doug, did you mention earlier today that we we still have the ability even with this payment to look at re reviewing and revising policy? >> Yes. Uh one of the things they're looking at is a $50,000
048deductible which can possibly pull down our premium. So although tonight we're asking you to approve this package, that doesn't prohibit us from continuing to talk and try to get the number down or find something better that'll save us some money. So we haven't given up on this. This is pretty much worst case scenario right now, but we're hoping we can bring back some additional savings here in the near future. Just so I have a full understanding, it's just so music is this is this like a one-stop provider compared to if we did it ourselves, we'd have to manage dozens of policies. Is that basically why we go through music because they specialize in this and and there's no one else that does that or >> um I think the reason why we do music is
049everybody does music. Uh with 90 94% participation it's just easier to be part of a pool. I mean theoretically the more that's in the pool the better the rates everybody's going to get. Um so >> and they have an understanding of school districts and the risks that apply to it as well. Is that correct too? >> Correct. Yeah. Completely agree with the whole points. Just also agree with the points on the other side of if they come back again next year and raise it another hundred and something thousands because we they can yeah we're we're going to be not in a position to keep doing it. >> Is there a way to see what we paid over the last three years, four years? >> Oh yeah, I've got all that information a spreadsheet. Happy to
050share that. >> I think that would be nice just to see what annually they've you know the increase rates been. >> Would you include the payouts as well? Can you see what our claims have been? >> You've been grabbing all that? Yes. Uh, I'll be happy to put that in the next board update because I I ask for 10 years worth of history trying to go back and see and I've got 10 years worth of premium so I can show you both sides. >> Is this pretty well the trend? >> Um, yeah. I mean, everything's going up so it's not surprising that we're getting this increase. Um, on the Kansas side, I was part of a July 1 renewal and it was up 20% close to 20%, too. So, it's it's on both sides. Uh,
051it's pretty much industrywide. Somewhere it's got to stop. I don't know where, but it's it's not been pleasant. So, >> what's the notice that they give us from the like when they send us a renewal to when we actually have to make a decision? >> Just over a month. >> Just a month. Okay. And that and that's probably something we should we can try to work on and push them a little bit to get better news a little so we're not taking it to you and then going well we're going to try to go back and maybe get a better rate. Hopefully we can bring to you a final number when it's time to approve it. So I I'm not real optimistic that this number is going to move any. Just want to let you
052know we're going to still ask questions and see if there is any movement possible. All righty. Any other questions? Ready to vote. All in favor? >> Thank you. >> Next, we have the agreement with Marzano Research. >> Move to approve the agreement with Marzano Research as presented. >> Second. >> Yes. So this is a continuation of working with Marzona research um to u have our assessment our interim assessment data dashboard interactive to the public. It's linked on our website. So this is a continuation. The only difference is that instead of it being free of charge, it's now $1,500 per year cost. Um and um really it helps show all of our growth in in real time. for our students who take NWA in the beginning of the year and then in the middle of the
053year that uh that data changes so a a parent or community member can go in and filter the information to see um growth and academic readiness. So questions >> are you able to see how it's being used by the public the interaction? >> Um that's a great question. I can ask to see if we can get that data tracked. >> I'm just curious if >> yeah know how many people actually >> might be something that I can start with Rey to see if if that it gets tracked at all by um our new website platform. >> If not, maybe it's something that we can produce internally. Maybe we could use students to program that and put it on. >> Be nice. >> Again, to Nick's point, if depending on how many people are using it,
054if we wanted to keep doing it, it'd be it'd be great if our students could do it. It's not a huge amount of money, but it's also money. >> Understood. Yep. >> Well, >> part of that is also >> if if it's if it's valuable and it's really a way for us to create some more transparency for it just looks good and people are using it, >> let's find something else. >> And maybe we need to send more updated information to the public so they know it's there, right? >> Yeah. >> Um, but part of it it's also being part of the success ready student network. And so as as they're looking at that pilot group, all that data is there, which I think is also helpful when they take that back to the state
055to determine whether what we're doing is effective or not. >> Yeah, it's oversight. Yes. >> Okay. Right. Any other questions? All in favor? Opposed? Thank you. Board member comments. Do you have any thing for the go to the cause? >> The football game was fun. >> Um the community really showed up. I um have to say I appreciate what um that program has done with those boys in the high school and their willingness after the game to take pictures with the young kids. um whether they had I mean whether it was the girls in the little cheerleader outfits or um the young athletes as well that those boys um are respected in our community and they show respect to our community. So I think that that's great. Congratulations. It was a really fun season to
056watch them. >> And I will just add Dr. Miller mentioned the um Special Olympics event on Monday night. I had not had the opportunity to be at that before and that was that was great. And again, a great display of our kids supporting each other and and the community folks that came out for that event was was really really good and I would encourage anybody that has not been to that event to try to go sometime because it's very and I know we have staff members who put a lot of time and effort into that. So, thank you. >> It was amazing. >> Yeah. And then the spring, what's in the spring? Is that the track meme? The spring. Yeah. >> Very good. All right. Important dates. December 19th, half a day. That's a day
057and a half away, right? Uh December 22nd to January 2nd, winter break. The district offices are closed except for December 30th with it the last day for candidate filing from 1 to 5:00 p.m. January 5th is a professional development day. No students. January 6th, we start spring semester or third quarter or whatever. We start back after Christmas, I guess. There we go. >> Classes resume. >> January 21st is our fall student recognitions prior to our board meeting. We will um bring everybody together for a great celebration of all of our fall activities. So, and our next board meeting is January 21st. Action for close session to immediately proceed the regular meeting in January, including any record or vote to discuss items and issues allowable under section 610-021 of the Missouri Sunshine Law. >> Second. >>
058Roll call, please. >> Matt Baker, >> yes. >> Jason, >> I. >> Jensen, >> yes. >> Christina Lindsay, >> yes. >> Bailey, >> yes. We're returned.