001thank you good evening and welcome to the Garfield Heights City School District special board meeting work session today is Monday June 12 2023 and I called this evening's meeting to order please yes Mr Eisen here miss King here miss Morrison here miss Thomas here Mrs Daniels here at this time can I have a motion to adopt tonight's agenda please so move okay is there any discussion if there's no discussion Mr opal that was moved by Miss King and second by Miss Thomas can we have low call please miss King yes Miss Thomas Mr Isom yes Miss Morrison yes Mrs Daniels yes at this time our first item on our agenda is our TSL update I will turn it over to Dr Reynolds and he can introduce our presenter this evening thank you madam president um
002for the last several months uh the Sizzler has been working diligently to ensure that she's able to provide more information on TSL Grant and her efforts and her team's efforts to to Really organize on the requirements of this grants um this is an opportunity for us to really take advantage of um funding that will allow us to do multiple things and she'll have an opportunity to to tell you a little more about it and uh offer some questions at the end and uh Miss Madison thank you doctor or do you want me to stand tomorrow I'm just kind of over there it would be perfect yeah thank you so much about the TSL Grant TSL stands for Teacher School leader we're part of um a cohort of other districts there's four other districts that partner
003with a group called Insight education to build systems that can be in place long after the TSL grant that improve in our instructional practices and our recruitment retention efforts as well as our as building leadership capacities so um IBM working uh on the TSL Grant in particular at the beginning of January where I started to dig into what are the three components what are the objectives of each of the three components and then what can Garfield Heights do to improve our practice in each of those buckets um and I we just started digging in the first bucket as I mentioned was instructional Improvement um I'm going to talk about each of these specifically and at the end you can ask any questions or feel free to interrupt and ask questions as we go it's fine
004anyway um we're very fortunate by the way to be a part of the TSL Grant the Partnerships that we've been able to build with the other districts or TSL grants but also with the consultants and the ESC and also through inside education have been literally invaluable providing us insight into things that are happening nationally and then regionally as well so I'll just dig right into these each of these components the first one was instructional Improvement I started and I'm not sure uh where we're at in understanding but the district at the beginning of the school year we started with instructional coaching we moved we took a move uh to talk about to look at instructional practices and at the beginning of the year we had an instruction coach at each of the elementary buildings through
005partnership and data with inside education and the ESC we understood that wasn't Equitable because we have kids in the other buildings as well and new teachers in other buildings and when we look at the impact of instructional coaching this is where it's at Job embedded professional development for teachers right there in the moment so we took a look at that and in January when I started to take over we put a coach in every single building and it has made a ton of difference in terms of what we've been able to offer in terms of professional development and so we can take a look at each one of those the district adopted Jim Knight Dr Jim Knight's model of instructional coaching and it's student-centered instructional coaching so all the data is informed all the data
006used to inform the coaching moves is what I call it is based on student outcomes so teachers partner with their coach for whatever um whatever data component they're deciding to work through the coaches and I worked together we partnered we started last year and then finished up this year coaching manual literally building what is it that an instructional coach does and what are the philosophies and the work that we're supposed to do that aligns with positive unmistakably positively affecting students every single in that same vein we built an instructional Playbook and they're linked here in the presentation that I'll share the presentation with you and if you'd like to see some of us I can show it to you as well um this year the instructional coaches worked together to make the instructional Playbook um
007digital and so it will be LinkedIn access and everybody in the district will have access to our Playbook it's literally a researched Playbook her lack of outer term but all of the strategies are straight out of the visible learning or John Hattie's research the highest impact strategies that the coaches spent the entire year being professionally developed on so that we can teach them to teachers foreign so each of these when you look at the research what is what teacher moves make the highest impact on students and what can we get better at doing instructionally so the coaching Department worked on building those the next year we'll roll that out to all tbts all building leaders and it will inform how we speak about teaching how we talk about learning how we talk to teachers about
008teaching and learning how we talk to students about their own learning so it brings everybody to the table to talk about that educational Journey for our Scholars um and again the whole model is founded at Dr Jim Knight his work through instructional coaching the in terms of instructional Improvement we needed to take a look at District data to inform how what professional development we're going to do and Dr Reynolds partner with um will make an academic discourse is really what happened and we we found out through research that the teachers needed some help in terms of what to teach and we really wanted to get back to the basics and so the coaches got busy we started understanding uh Dr Nancy Fisher Dr Doug Fry's work on teacher Clarity which is basically Teaching Standards to
009be dug into and read we did a partnership together as a team and we read the culturally responsive practices in the brain and that Loretta Hammond's work that talks about rigor and making sure that we are providing students what they need based on their backgrounds how we build relationships and inform what students need so the coaches got busy doing that in turn also explicit instructions so we had this model and I'm not sure if you've heard Dr Marvel's talk about it but what we teach is the standards how we teach it explicitly and that's Dr art Anita archers and the SEL is there in the Middle with Dr zoretta Hammond's work because it's what glues it all together so we wanted to make sure we were Titan right on a PD plan and that we
010developed that we use data to inform how we professionally develop our students and that all came from this deep dive into this work and each of the coaches worked really hard to get ahead of those things so they provide professional development in many in all three components so when we look at what is best instruction we need to model that right so we need to have opportunities for whole group those are PD days smaller group and building level and so those are building this year we started implementing instructional staff meetings so that principles can inform what's going on specific to their building how are their teachers doing in these districts initiatives and so they get an extra pdva sandwich specifically to their building every day or every month excuse me the coaches provide small group
011coaching cafes based on teacher interest teacher request feedback it's literally a hey let's come in and talk about explicit instruction or some new udl or some other type of professional development the coaches just partner with them with the teachers and they come in as casual a one-track shop and then the one to one this is the Intensive coaching that coaches have been trained on for getting into a classroom a teacher collecting data and planning teacher moves teaching specific strategies like we talked about in the instructional table and so we now we're providing a gamut of professional development with intention and it's all data informed one other thing that the TSL Grant has afforded Us in terms of professional development and this is innovative um is the teaching Channel and so what we have been able
012to do is offer a stipend tubes teachers who've demonstrated competency in those areas of teacher Clarity SEL explicit instruction and cultural responsive teaching what we are doing and what the what they've been practicing doing for the past couple of months since we've got them is videotaping their lessons so now there's no more excuse for uh that won't work here that doesn't work with our population students because we have on video our teachers using these strategies with our students and are uploaded right into the teacher Channel and accessible to everybody so if I'm a teacher and I'm looking at my data my kids my students just really I'm just gonna hashtag explicit instruction and see what comes up and then we get to watch ourselves and each other teach at night at 9pm when I'm trying
013to figure out my lesson plan I finally got my kids to bed or just whenever we can use the videos to inform CPT practices take a look at different strategies and what they look like and also um coaching conversations with principals so if I'm in a meeting with my principal and I'm being evaluated or I'm just in a coaching conversation with my principal and we're trying to figure out what I can do better this is now again another resource outside of and in addition to the instructional the digital instructional Playbook that we can really just use to start again guiding us in our conversations about high impact instructional practices and informing our teacher hopes see before I move on to this component I would be completely remiss and it would be irresponsible of me not
014to acknowledge the people who did all that work in structural leadership so I just need to say to you that some of the most hard-working individuals this year and I am so honored to have to lead them and I just want to call them out my name is Miss Debbie Debbie Corinne in Maple Leaf Miss Brianna Ray Kemper at the high school Miss Jennifer Corrado at the middle school Dr Sam Lipinski is our Mentor coming to us from the ESC Miss Cara rice she was also at the high school and also at the beginning of the year in elementary schools Miss Betsy Raymer she's at Lloyd Foster Miss Abby clamor was at the LC and nonetheless McCormick was an Elwood these individuals have been Monumental in network of instructional practices and I'm proud to call
015them colleagues okay emotional peace out uh um District leadership so this is something that we have been able to take with and run and starting tomorrow we are going to be hosting the first annual aspiring leaders Academy where we've got a call out to District employees and if they want to come and learn about our district initiatives and how they can plug in and their leadership roles they get to come and partner with us in inside education to learn about those things and it starts tomorrow I'm super excited and also a little nervous about that as well so um they will participate first in this June 13th and 14th like Academy we will plan to do that now the structures are built and in place and I'll work out games as I go um but
016they'll be able to have the opportunity to participate in monthly collaboratives hosted by Insight education and this is a phenomenal gift for our district in terms of building leadership capacity the big Trend in leadership right now um is to grow your own we talk about that with teachers as well but also in terms of leaders plug people in early get build on some success and some knowledge about um what the district initiatives and values are and then you get the retention of people who've been doing the work and they're kind of on board with what you're doing so they have opportunity to partner in attend monthly professional development sessions and so they'll learn about that in the next couple days and then sign up if they're ready to rock and roll so I'm really excited
017about that the other thing the district gets to do and this is also unique to our district is we are going to have on-site um what we're calling Bulldog Institute we'll be able to repeat this over and over and over again but it's literally the partnership with the aspiring aspiring Leaders The District principals and building leadership to work on ahead of time building your school Improvement plans and mapping those out for the year so one of the things that we decided to do here as a district which again is outside of what anybody else has been able to do so far in the TSL cohort is through the Bulldog Institute we will get two things the aspiring leaders will be able to develop and build out and map out a school Improvement plan with their
018leaders they'll get approval from Dr Reynolds this is something he likes to see blah blah blah blah as they're on their leadership Journey this goes on their resume and also we get a finished school Improvement plan at the end of the year so it's part of the TSL Grant it's part of their um the and the aspiring leaders program so they'll be coached throughout and checked on by us and um it's a two-pronged kind of thing for your buck I'm really excited to do it um and to see what we get out of it and the work is pretty rigorous and intense and you guys know that so on the TSL grants offering the supports the TSL and that's offering us what we need to kind of make that needle move a little bit Okay
019the third component is recruitment and retention uh the district really has made some big gigs over the past few months on the recruitment retention aspect of the TSL Grant so um in this bucket we partner with Dr Pete Lyda who is Recruitment and Retention kind of Guru um super super fortunate to work with him and get to meet him and building what they're calling a campaign and we uh Sean and I went in January to New Orleans and we learned about this in the same way that businesses recruit and so when we say Garfield Heights what do people want to hear grow with Garfield grow with Garfield just like you see the guy code just like you see Flow from Progressive and we literally learned marketing campaign and then how do we apply that into
020an educational setting um and what does that even mean so we built the grow with Garfield campaigna um and some of you may be familiar with a lot of it I hope that video just doesn't come out and play but if you haven't seen it we've we started from what they call Cradle to grave so if I am a person who is looking for employment they can be in any age range a veteran teacher somebody who's retired and coming back can also be in any category so I'm a Community member who is looking for a part-time job and I want to come clean that AI any of these things the campaign promise is that when you come here our investment is in you to grow professionally or whatever way that goes and that everybody who
021steps on our campuses is here to grow in some way for whatever reason that might be um and so we made the recruitment video I think it's up on the website and also recruitment you can see out here miss teenager who has really done a great job of developing a campaign for people when they come in that they that were saying the same things we mean the same things or speaking the same language about we truly want all of us here are here to grow grow children grow ourselves um and kind of like this kind of garden feel is how I talk about it quite often um and we've been out here I'm going to pass that unless you guys want to play it one word to describe Garfield Heights is Progressive as a district
022we are continuously improving and moving forward at the district always looking for ways to support our students students and staff Garfield Heights has supported my growth as an experienced educator by providing me teacher leadership opportunities and professional development that will equip me with the skills I need to achieve my professional goals my name is Sarah Ruth and I'm a proud teacher at Garfield Heights Middle School for the last eight years a place where there's so much life and activity in our building I love working at the middle school during these formative years with opportunity to maintain connections with students and families for example I'll Teach an 8th grader and then watch as they grow and mature in high school and sometimes I'll meet a younger sibling at a conference or other school event and someday
023I'll teach them too for me this makes me feel connected and I love every minute of my time in Garfield Heights if I had to choose one word to describe Garfield Heights City Schools it would be supported since I've been teaching here and from day one every teacher every administrator every one at central office the first thing they've always asked me has been what can we do to help you what do you need and it's been not system asking with them following through on that question that has really made me feel like part of the Garfield family I guess what I would say to anyone who's an experienced educator that's looking for a place to land is think about Garfield Heights it's all built around people that love kids and that want to help this
024community and help these kids reach their level of success your name is a word that describes what is special about Garfield Heights and there's a great many things that make our district unique from my perspective Norco hikes has been unique and it's approach to education with the creation of the Learning Center we are building a great place for experienced teacher because we can use our expertise to adapt to necessary changes our approach to change can help guide our students to accept change as a way of life overall Barfield Heights has been great in supporting me and achieving my professional goals and truly Fosters the grow your own mentality in helping teachers within the district Advance their career Garfield has supported my growth as an educator by allowing me to be creative and unique in my
025approach to teaching our students it has to provide a lot of opportunities for me to grow as an educator through collaborative conversations and through professional developments that specifically Target those issues and needs that I have in my classroom as I try to meet the needs of my students there's no doubt about it Garfield Heights has fantastic teachers and working here has given me so many opportunities collaborate learn from and grow alongside all of my colleagues teaching middle school can be challenging but I firmly believe that nothing will expand your skill set as an educator faster than teaching Middle School and coming to the district as a second grade teacher I've had the opportunity to grow as a professional and now serve as a coach to the amazing teachers in this District in integrating social emotional
026learning into their classroom I have grown so much as an educator here at GH students because I was given room to grow and I have four bonds with some wonderful Educators and staff that make me a better educator the connection in Garfield Heights as a teacher is strong in connection with the students connection with the families in connection with the administration everyone should experience this wonderful connection for experienced teachers Garfield Heights has several opportunities to grow as Leaders to be a part of bring professional learning communities with some really talented teachers within the district and it's a great place to work and grow as a professional teaching is my second career plan to retire from wonderful High this is the best job I've ever I know that I have made a positive difference in the
027lives of so many of my students over the years I am grateful for the governor High School we're here for every child and every day together grow with Garfield grow with Garfield grow with Garfield grow with Garfield so good right that's great so good right I'm so proud of that work um and Mr Jim fruits and magic and producing wonderful wonderful content um so we built this campaign and we want to talk talk and walk the walk and um and we've really been working with um the inside education group and recruitment retention team that I can't wait to tell you who these people are and the hard work that they've been doing to ensure that when we're out here recruiting when we're out here having conversations with people who do work here or offering them
028here that anybody can come here that were all inclusive come here because you're later in your career come here because you're retiring looking for something more to do with your or serve your community whatever that is that when you come here Our intention is for you to grow and that everybody no matter where they are in their Walk of Life is welcome to um service and be servant leaders in our um these are some of the campaigns out we're looking real tight and right um and some of the job fairs that we've attended so we went to Xavier Ms Kira rice went down to Xavier and um did some recruitment efforts she was the top recruiter on the team they had that event um Mr Paul Blazer went to Findlay in the Ohio State University
029again to have recruiter at the event just having something to say with materials with our girl with Garfield we have well it's not up but we have our backdrop and we have our video playing QR codes where they can immediately scan into our Apple track and our employment website they're right there we're getting their contact information we're making these connections the campaign is meant and built to follow up with them so we're having those phone calls after we met you at the job fair and we're saying hey it was wonderful to meet you um have you visit our website is there any additional questions that you have for us and we're getting out there making connections went to the noted job fair that's hosted through Baltimore's College I don't know where that was it was
030that yeah it was at Akron this year um also CSU this uh Japan went to CSU and did some recruiting there same thing we're making connections getting people logged into Apple Trek using the QR code and then um Gina Wilson and Jonah Ford say went to the ESC and we were the top recruiters at the ESC event as well um with that being said we I had Mrs scholaro do an analytic report on our appointment web page where three times the hit this time last year than we were left this year than we were last year so people are they're hearing us they're listening to our message and we are on a recruitment adverb the last part of the TSL Grant is Partnerships that any type of Partnerships in the and they have been the
031inside education group and the ESC have been working with us to build Partnerships to recruit recruit and retain candidates of diverse backgrounds the work that's been happening is really um pretty profound honestly and really Innovative I'll talk to you about the work that we've been doing we are a wait list unfortunately Who Would Imagine but you have to be on a waitlist to get into the camera the Cleveland area Educators I can't remember what camera means I actually was we're on a wait list to be a part of that which they're a Consortium of Educators who get together just kind of talk about the recruitment retention needs of Canada's of diverse backgrounds in September for the recruitment committee members are going to fam you and it was kind of interesting that the way that I
032learned about that but we're going to go to their job fair and we'll meet their their candidate students and seniors and be able to follow up with them over the course of the Year invite them in for events keep their contact information hey um here's what's still going on here in Garfield don't forget about us They also Ms clotman is taking two members of the recruitment retention committee to Tuskegee they're going to also in September the week before the FAMU event and they'll be meeting with the freshmen Juniors or freshman sophomore students and seniors on different days in their seminar classes to talk about um to talk about Garfield Heights but also partner with them in building what are things that a freshman could do that will help Advance their career in education and will
033be partnering with Tuskegee to do that it's kind of exciting and then the biggest partnership that Gina Wilson and Paul Blazer were able to establish is with Central State and we will go there in October the entire recruitment retention team and they have a whole program that is to bring their candidates to our campus and then we go there they'll come with us to different events in our district they'll come to the Central State students will come here and speak to our students about going to Central State and so we've built this a phenomenal partnership with them that will last the entire year so I'm really proud of that work that they've been able to accomplish at first it seems like a huge undertaking and um we did it we did some things we did
034some things that weren't in place last year and I'm really looking forward to Growing that further um that's one of the things uh that's that's the presentation looking forward to any questions or comments or concerns thank you Mr Sizzler um for the presentation today um it was very detailed and we appreciate the update on TSL Grant and how it's impacting the Garfield Heights City School District um do anybody have any questions on this District and the president um a question and a comment so with all of the um the Bulldog aspiring Leadership Academy the book club all of the changes within teaching and learning how receptive have our teachers been um I'll tell you what they say on our feedback forms so for the first time since I've been here we literally in real time
035are getting teachers QR codes and every professional development session and asking them what went well what did it and um for the most part I will tell you that the teachers are just happy to have consistency and structure in the professional development plan the vision was set out from the Jump by Dr Reynolds and now there is a connection to what we're doing we it's very very serious the teaching and learning Department that we need every single child every single day and that we cannot do it alone we have got to build this environment of collaborative disposition professional collaborative disposition so that we can learn from each other together to positively impact kids I'll say that the biggest other feedback in terms of like what's bothering them there's there's been a significant instructional change when
036we're talking about moving from teaching like the book versus teaching the standard and um that's a fair right that's a fair observation from the teachers and one the big thing that they're asking is can we have more time can we have more time to collaborate and plan and all that stuff and that's the best thing for them to say that means I want to do this work I just need more time to do it and um I think through Dr Reynolds says through practice through continuing to practice continuing to provide the opportunity and us staying consistent that all those pieces are going to come into play and I'm seeing it already in terms of instructional practice people actually utilizing the coaches and attending coaching cafes and coming uh the attendance and participation feedback from instructional
037staff meetings things like that we're we're hitting you on every level there's not going to be an excuse moving forward for I didn't know or it wasn't clear on what the mission was it wasn't clear of what my expectation with the teacher are and I think people we like structure I mean like questions answered and so I would say that that's been the biggest feedback for teachers they want more time to do the things that we're asking them to do and that they do appreciate the consistency and the Clear Vision that they have for teaching and learning and my comment is thank you very much for the update on um Recruitment and Retention I've really been um digging my heels in and increasing our pool of diverse candidates and I'm very hopeful that a year
038from now after these uh Partnerships have been able to fully Blossom that we begin to see an increase in our our home applicants here at Garfield yes I'm hoping some now but you know definitely with the work of all of the Partnerships that you talked about because they're all starting in the fall you know that I'm excited to see the fruits of of that labor yeah me too um and so is the committee it's uh we're all learning alongside each other and looking at National trends for Recruitment and Retention and one of our big uh barriers for lack a better term is overcoming um so we've got a lure people we have the campaign now now and they're looking at our website how do we get them in the door and um we've been able
039to and Central State literally has they've done a great job of kind of helping us help ourselves and they're they really the first question they asked they're being pretty kind of um diligent which is a good service to their students is what is why should we partner with Garfield Heights what do you guys have to offer our candidates and that makes us it's the right question to ask because it makes us be reflective about that question and be able to answer it moving forward and so that that's kind of where we're at is well what do we offer and what can we do and telling the truth when we answer that question instead of what we don't want to do is uh say what we think we gotta everything's got to be based on data
040and true experience so it's providing us the kind of gas the tank to keep moving you um for the presentation and it's very informative um I think that it really helped us to kind of when it comes down to wrap my head around this test sub granted exactly what it should be doing and exactly what it is to make um in present time I do have a few questions one of my questions was about attendance at the optional um PDS which you kind of answer with um Miss King's question so I'm assuming that attendance at the optional teams are the cafes and different there are you see that increasing um I think it states study yeah more study than nobody's running through the door okay at the time um and some of that was our
041marketing right just at first we were calling it new teacher Cafe so we were like oh we know any teachers we need a space and a place and a place to connect and we want to build those relationships and then we realize as we were beginning to dig into professional development as I got that opportunity to say all right here's what's happening on PD day but what then is happening who's on the ground and you find out this really needs to be opened open Sally um that everybody should be open to those conversations and then you know that we were behind the eight ball a little bit on our marketing campaign and so I would say that we are steady the new teachers come on they love it they need that opportunity to come and
042talk to a coach vent a little bit or ask a veteran teacher how do you or how do I or why do I feel like all I'm doing all day is creating papers having you know the new teacher kind of stuff that was really great it was really great for our veteran uh so experienced but new to Garfield Heights teachers too kind of learn the ropes and so we had consistent attendance with veteran teachers who are new to our district in that area as well um I I anticipate kind of like we were talking about with recruitment retention I anticipate that blossoming even further as we get ahead of it for the next school year and the and begin to consistently communicate you can come to a one-on-one small group with your friends you become
043a large group like look we're here for you and this is this is our job and our role and that kind of leads me into my second question um so we heard a good deal about what we're new um staff members and teachers to the district um what do we have in mind or what are we working with name our current teachers we might be um losing their attention so I'm glad you asked the question because I really need to be honest with the Board of Education about um what's going on here with the TSL Grant in that way so we do have the formation of our campaign and the help in building Partnerships with colleges and I kind of alluded to the colleges coming back to us and saying well what are you guys
044doing for your recruits there's an entire component of the TSL grant that is meant for it's literally cash to go into the pockets of teachers who are here and also in the recruitment that lure piece and getting them to come and stay and so it's a three-pronged bucket so three crumbs and then three prongs within this bucket and it's called a performance-based compensation is the title that is in this bucket um and the grant outlines how the money is to be spent so performance-based means teachers who teach tested subjects and they have grown your students there's a whole ton of cash that we should be able to award our teachers indefinitely our students grew you're clearly putting in the work as Dr Reynolds says you bring in a fire and we want to compensate you
045for that um the other piece to make that Equitable and this was in Partnership Dr Reynolds myself and um the the inside education group said well how what about the teachers who don't access the subjects how do we provide some level of equity um and so Dr Reynolds did a data dive and we found that the teachers who have really High attendance they're here every day their scores are higher so we would assume then that the teachers who are here every day but should have had a tested subject their students are probably learning more consistently right um and so we decided as a district to offer and um through an equity lens in attendance component of performance-based compensation so if you know whatever the number of days that you've been here you also can earn
046cash right in your paycheck and to help retain again the teachers who are bringing the fire doing the work um and then the last component of that is for the recruitment piece which is supposed to be for signing bonuses so myself and Jonah Forte Dr Reynolds and Mr Ogle partnered in building a three-tier component for district meet so what are the um categories of employment that we cannot run our district if we don't have enough employees right and so then you tear it out and then if we are recruiting and I'm just going to say this intervention Specialists High District need right now and they're State mandated we have to have the legal mandated component of um number of people service our kids and I know I'm not saying that right right now but um
047then they would receive a signing bonus to come and stay at our district other districts are offering signing bonuses and we are actively losing losing good candidates because when you're new and young a couple thousand dollars is a lot of money and all other things considered equal that's the decision going to be made right and so we're having that that problem and at the we have got to get a partnership in order to get it approved with the Union honestly we we don't have a ton of control on how that component is written if we do not spend that money we will lose it for the rest of the grants and so thank you Mr OKO for reinforcing that there's the bucket of money I have to spend it the way the grants is written
048it and if we don't come to an agreement we're not putting out cash in the pocket packets of our teachers the federal government will sweep it and forfeit it and yes are we in negotiations with the Union are we talking with them and they don't want the money um I I don't really have that discussion so I um what I can say is that the unit has has the proposal um and it wasn't accepted at this point I would love to have further conversation but again the way the grant dictates how that money is spent and it's you know we're going to do our best to continue to reiterate the fact that we have got to spend it or we lose it forever and the way that the grant is written and the federal budgets
049come out sometimes that could be even more money so right now it's an ex seller it could be X plus some dollars moving forward so that's a barrier that we're kind of trying to kind of get through right now so that we can do the Recruitment and Retention efforts that the TSL Grant is set up to export with us and Dr Reynolds as it relates to the I'm sure that you are very confident that um as we're working through this in the stages of getting to this point that we will most definitely come to a conclusion that will be in the best interest for the students and the district as it really is I'm extremely hopeful that we'll be able to a point where we can submit this proposal to the TSL folks and uh
050if this thing important because the last thing I want to do is miss out on opportunity to put money into pockets of teachers that is the last thing we want to do so I want to ensure that we are ready and willing to have conversations to make this thing work for teachers we've all always been looking for opportunities to to Really um to reward our teachers who have been consistent who have been growing kids who have been here in a lot of cases and this is our opportunity to do that and this is the opportunity for us to to compete with other districts who are who have uh incentives for their teachers for for the new recruits the signing bonuses and like she said um that right there would be if everything was even a
051signing bonus could turn the table for for some of them was trying to make a decision on on their future we want to not only just kind of focus on those new Crews but also focus on these folks that we have here every single day and that's why we came up with this plan to hit everyone to make sure everyone is benefiting from this and we are very very hopeful that we'll be coming with something very soon just to ensure sure that we're putting this money right directly into the pockets of our teachers um I know the Performance Based um incentive and attendance space is probably something hopefully we can roll a lot sooner and later by having kind of missed the window to employ the signing bonus opportunities because I mean we're like at
052I mean where are we at with hiring season as it relates to educators so um it's always hiring season and that's what we're learning in our campaign we're getting close to that window yeah we're getting close to that window where um we're gonna just miss out on those candidates because it's last month was the high time so we need to make sure that we are taking advantage and that's why I was trying to put kind of a um a sense of urgency to this because there's a window there's a hiring window where you want to track our best candidates possible for our students for that into things and there is a time that's going to be going to come up that we are going to need to submit this proposal to the TSC say here's
053what our plan is and I don't want us to get caught up in the process where we're now another month and then we're we're at the end of that that window where we can get our best candidates so there has to be a sense of urgency that things can't just kind of Linger on because we're going to miss out on an opportunity and the last thing we want to do is send money back that is the last thing that we ever want to do um and also I think more than the money piece the last thing we want to do is I mean I think it plays into the retention piece is not being competitive but not getting having access to the best qualified candidates and having to settle which means that we have to
054turn those people around because we had to fill a position with the candidates that were available and we were not in a position for the highly qualified or to be as competitive and just losing out on those opportunities it's just not good for the district at all we don't want to you know keep me in behind the ball um and not being competitive and our hiring practices because I'm sure that plays a big role in our retention issues that we just are not we're not attracting the candidates yeah or we're losing them because there's things that you know and not just monetary but there's a lot of components that as a district you know what are we doing to make sure that we're attracting yeah we just want to be able to speak the truth
055right so if we have an opportunity to feed teachers financially is one thing but it's also this is what we're saying we care about you and every opportunity that we have to enhance the work that you're doing or reward you for the work that you're doing we're going to seize that opportunity and there's a huge sense of urgency as we've attended digging through it's been um interesting ride kind of figured out what is this grant actually what's the essence of it why why is there confusion um and just uh Dr Reynolds is like ask the questions and keep asking so they get the answer and that's what the team's been able to do and just figure out um all right now what can we do that's really great for us and we have in just
056a few months and this sounds I'm not super good at like bragging or whatever but we've been able to by bringing that sense of urgency that Dr Reynolds talks about to the TSL Grant and saying we're not stopping we've been able to set ourselves apart we're the only District who had in in the tsf corp report who has a coach in every single building we're the only District who already has an instructional Playbook and a coaching manual our PE plan is data informed and we're being asked to present at the state level on that right it's hard work that's been happening now we just got to make it pay off um and in these obstacles are things that we gotta we have to have that sense of urgency we have to do what we say
057we're going to do and reward the people who are here growing every child every day you know that's that's kind of the big push for us in terms of the TSL foreign and we don't pay it uh so I don't know how necessarily but the ESC wrote the TSL Grant which is how all these districts get access to it one of the things that we did talk about though um is there's the teacher Channel and inside education kind of took that over but then we wanted one specific to us because we didn't have to one have to worry about like videos of kids right and so Garfield plates will have our own so each of our own teachers will have or it's actually going to be instructional leaders and principals will have their own logins
058so that when we're having those coaching conversations it's not just open out to anybody um and it's part of being a TSL Grant member so that's amazing and it's really impactful for what's been happening in terms of just coaching and we think we know what we look like when we're teaching and then we see ourselves on video and we're learning some things about what teaching looks like on us and it's been pretty impactful our coaching conversations have just got really meaningful and deep um and I didn't realize I always stood right here I didn't realize I only called on the kids who raised their hands you know things like that because we don't see what it looks like on us so I'm really looking forward to what I consider like nitrous in the tank it's
059going to propel our ability to reflect really on our own teaching looking forward to that it's kind of my jam um along with yourself and the other coaches um correct me if I'm wrong you all of you guys were Educators here in the Garfield High City School District spent time in the classroom teaching our students so you guys come from not just a teaching perspective but actually just under truly understand what it is to teach in Garfield High School District so um we do have Miss Nicole Martin she came from Florida she looked up and she's an instructional coach and when we hire and now actually we've posted some positions through TSL Grant we're able to add an additional coach of the middle school and in terms of need that'll be the building right and
060new teachers and things like that and so um we partnered with Insight education to really come up with a rigorous kind of hiring process our grow with Garfield campaign is really important right because we mean that we want people to be able to grow the other thing that I'm learning um actually through the two of Dr Reynolds is the importance of variety and so one of the things that we're discussing as a leadership team is not necessarily always taking our best teachers out of the classroom because it's a difference in being a teacher leader versus a classroom teacher right and so we really want to make sure that we have people through the aspired leaders at cohorts things like people who have that leadership Vision that servant leader is really what we're looking for and
061in that recruitment of instructional coaches that's going to be our lens this is a service position it's not about coming in and telling people what to do you're getting in there and you're partnering with people they have honest conversations and teachers aren't failures this is work of our hearts you guys know that and so sometimes when we talk about teaching and learning and when the data isn't right or it doesn't reflect the effort I put into something it can be kind of a difficult conversation to have and you have to um kind of have the ability to navigate those and so we're looking for specific types of candidates that have that servant mentality educational experience that's huge um and um the ability the leadership mentality too that leadership kind of I think it's in our
062DNA sometimes um and the things that you can't teach those are the ones we want in there with our teachers because that's where you get the biggest impact her kids and again the coaching medal is purely about the impact on students the teacher moves we make and how does that impact students and constantly reflecting on what can we get better what can we do better I think I just got one more comment or question maybe look at like our past hiring and detention strategy versus where we're at now with this TSL Grant I don't know what the approach was but it seemed like we didn't have like a large team like we reported with with the TSL Grant so you know we maybe had like this small handful of people that was responsible for hiring
063um and you know retaining employees into things like this grant has actually not saying that our past practices were not good but it don't look like we had the resources and the manpower to really come up with to really move this thing um and so um I'm just glad that we have this opportunity to really kind of put some things in place just like with the playbooks and other things it really looks like we're using this grant to do some sustainable things like we have money now but we're creating some things that would let will last throughout our district and can grow up with Garfield um as we grow um as a district I want to commend you on your work and just since January as I heard that you took over um this component
064of the Grant and really took off with it and really had us making Leaps and Bounds um it has also been my understanding that Garfield High School District on a little bit but we're really kind of setting some trends for our cohorts and really a lot more Progressive in areas and those are the things that a lot of people just don't know the wealth we have within our district and just the treasures that we have here and our ability and capacity to be great leaders just not within our school district or just in education in this region so I'm grateful to you and your team who are highlighting the leadership and the gyms that we do have here in the Garfield Heights City School District and those are the things that will attract candidates to
065our district and have the opportunity to impact our students over time so thank you guys for that yes and you remind me because I have another list of people that they think I know you're all trying to do that but not without this first um our recruitment retention team and also thank you to Dr Reynolds because that's what the guess who came is setting a vision and then we all get after it and opening the door to who wants the undercubator retention and it's it to some people it can sound like it's more work but the team dove in and um we have a great team I just want to acknowledge on this Adrian clotman uh Mr John aporte Mr Timothy hurt of course Jeff Miss Gina Wilson the district unicorn I call her um
066and honestly just a phenomenal human Mr Paul Glaser has been phenomenal and recruitment every attention Kennedy mascara rice also I don't know where she gets her energy and her passion but she wears it out here and it's just putting it out a Miss beijer just super detail-oriented making sure that we're Titan right on all the things every detail every eye every team dotted and crossed and then of course Mr Patton and leading the work with the campaign well before I even got started so we do have you're exactly right and thank you for acknowledging that and thank you Dr Reynolds for the opportunity we have some really great people who really really truly want to bring the fire and do the work and and it's it's setting us apart already districts are asking us what
067we're doing and that's really huge in just a few months it's really great I'm really really proud of the team and it's not me I just went and did some detective work and I never stopped so there's that are there any other questions I just have one quick question sure um the aspiring leaders program that starts tomorrow um it hasn't been well received and what's the initial amount of people that have signed up to do that okay so we sent um into in the previous year we sent three people um to go and uh Miss Augustine on our last professional development she kind of did a commercial and what does it mean to be an aspiring leader and I have 17 people in the district who have signed up um and want to be a
068part of the work of leading the district initiatives and partnering with Dr reynolds's leadership training to do it so I'm really excited to hear that 17 people um and so Without Really knowing what a firing meters were before and then people not really knowing what that email is still um they heard from a teacher who was out here saying yo this works this is really good it's impacted by teaching and now they want to be a part of it too so we went from not really having a real sure footing of what that would look like to more than enough people who want to talk about it and be part of the conversation I'm really really pleased to dive in tomorrow with with those people so um the way that it worked out because it's
069summer work right so how's that going to look and 17 people are like yeah some people are on vacation there's a different professional development but please sign me up send me all the materials I want to be a part of it and I'm getting emails since we're getting close you know it's still on right it's still so they they still even after a full year they've only been out of school for a couple of days are looking forward to coming back and being a part of it so I'm really excited for that I'm a little nervous that I hope I don't let anybody down but I'm really excited for it thank you and I just kind of want to give it up to our Educators just as we're rolling out these new initiatives and these
070new pushes and just you know for them really putting in the work to um because this would not be successful if you did not have um the Educators buy-in and it just kind of been you know they've been putting into hard work while we do what's best for kids um and pivot in some different directions so I just want to say thank you to the Educators for your hard work and your commitment and then those of you who are just really taking some leadership roles and ensuring that just even you know taking the time to um perfect your craft because it impacts our children at the end of the day so I see all this not being able to happen and work um if we didn't have our Educators or their willingness to do the
071work even when they're unsure because there's so many new and different things but they're hanging in there because they do share the vision of the district to do what's best for kids so and that's the thing we are committed to making sure that we're collaborating with teachers that we're providing these opportunities because they have they've stepped up they've been part of a lot of these things and we want to increase that collaborative effort because we can't make this happen without them and what I call this called feeding the fire and what we do is making sure that when we see that teacher who wants to do more wants to learn more we feed that my book Studies by sending them to national conferences we had an opportunity to do that with several bar teachers we
072want to continue to do those sort of things because that's how we help our kids by helping our Educators to to do more to do more and reward them we feed them we feed those flames and that's how we're going to go ahead and be uh very very successful industry thank you guys thank you thank you any other questions if there's no other questions thank you again thank you guys for having me thank you so much I appreciate it thank you okay our next item on our agenda this evening is the tentative agenda review this is the review of our regular board meeting which is going to be on Tuesday June 20th and um just wanna is there anything you would like to highlights yes um we will be introducing our new director of Technology
073um he will actually be here to uh to accept the the invitation of being a part of this team um we will definitely miss Ms Bay and Ms Bailey is going to be going out there to do some wonderful wonderful things that I am very jealous of and um we have done a great job with um with coming up with the plan to help transition uh Mr Whalen into onto the team we're also looking at a new supervisor for special education as well um we are working to to respond to the the minutes of the district as you know we've learned throughout this first year and I think a lot of the things we'll be talking with TSL Grant with our new hires with some of the the new job descriptions that we are also
074talking about is all in response to what we've learned these are in that situation where we just kind of let's do this and just throw anything out of that they're actually well planned well thought of partnering with our new Treasurer to ensure that we are being consistent with taking care of the financial health of the district as well so so these new hires will be a great assistance with us the other pieces are are basically the a few contracts that are consistent with what we're doing as a school district with our special ed Department uh and also we're going to be purchasing some new items and I'll leave us up to our treasure to talk about that a little bit so ode committed to allowing districts to use Esser funds to purchase new buses if
075it allows for the operational continuity of the district in response to the kova 19 pandemic so we um with Gary Moore our new uh business operations manager we're able to get four bids for buses for four new buses for the district three of our buses will not meet inspection so the four will allow us to replenish if we using a ceremony which is the opportunistic time to use it given our allocation next year and then we'll also have one to kind of bolster the flea so we can build that Capital plan moving forward in the next five ten years so we're not you know we're not making five bus purchases in one year in five or ten years so um that will also help with just transportation and in the issue of not passing plus
076inspections for the district we're also looking at Vans for special education transport as well another I'm working with OD to make sure it's all all good under that Usher Grant but that would be that would come later but that is um because it was a good good news for the district so it's going to Total about um 480 000 maybe 500 000 a time when we get the final quote but all within what we'll budget and that's what theology thank you is there any questions regarding the agenda now the president under um section 11 where we're talking about um on page 10 of 19. um we're still missing some language in there um prove the following teachers for attending professional development conferences outside their contracted days as outlined in appendix e of their of the
077contract to be paid out of title 2A Grant but there's no teachers listed we'll get that we'll get that up and then right underneath um we've got teachers teachers it'll be title 2A yeah apologize for that you did have a question about the Bulldog start aspiring leader Academy doctor one was the most also won um item number 11 and the number of directed Nations that we have on here um just I want to ask publicly are we doing any type of exit interviews to kind of determine um by people pardoning for the district so let us we're creating some retention plans they are data driven yes as most folks who talk to me in the district they know that data is extremely important to me especially when we're trying to make decisions on how to
078improve our efforts and yes they will be an exit survey what it is a survey I actually spoke with Mr Patton um and all of our folks who are are actually in the district will be providing opportunity to communicate with us exactly their reasons and things that we can improve on and you know sometimes those responses are tough responses but that is what makes us better as a school district to really understand some areas that we can improve in so yeah we do have some resignations that we are um we want to ensure that we are there's some resignations and they've had some really good opportunities and others that we don't know and we need to know what's happening and how we can improve so yes very good you know some of our um some
079of our gyms on this um and um I think it's important for us to you know understand um what we can do better so that we can hold on to the gyms of the district is there any other questions regarding um in item number 18 um there is also some items as it relates to curriculum is that um Edmonton East Sparks stem courses um did we how I know that some of the board members have and we haven't had an opportunity how to address the ship which we need to soon um we all want there won't be initially but just we talked about a curriculum committee and how are these decisions being made relative to the curriculum and in particular these stem courses and just say stem courses um and will the board eventually just
080kind of be outlined on exactly what those courses are going to look like and yes specifically about the stem course is one of the areas that I wanted to ensure that we provided more opportunities for for our students to have more opportunities in the area of stem we're talking about um uh especially with the math science engineering technology um we want to ensure that they have those opportunities because what we're seeing and what I've seen in my uh experience in the past there are so many opportunities for our students that we just hadn't tapped into because we hadn't really exposed them to those opportunities and whether or things that they are available for them so we want to start younger same thing what we're doing with um our gccc program um to expose them to
081what stem really is those opportunities to create those opportunities to to really start collaborating with partners and and doing those different things in those areas of technology engineering and and Mathematics and Science um so those courses will be in our uh elementary schools uh and also in our middle school as well and we currently have um a course in our high school as well to expose more of our kids to stem and that leads to other opportunities for with CDCC um with what we're trying to do with um the gccc um but and also with the curriculum pieces that we're doing some of those like Ed men and we operate we currently use to expanding that but what we're doing is looking through the um the question that I know that the board has had
082in the past are we looking through the lens of equity and that is a part of the um of choosing the curriculum that we're using um there's actually a form that we provide to any of the the folks that we are intending to partner with that we have to make sure that they are able to answer in those questions I'll provide that to the board this we'll be forwarding that to them because she headed this endeavor but it is not something that we're doing along we're also collaborating with our teachers so that they have some input on exactly the technology and the curriculum that we are choosing so there are processes and one another thing when we talk about data but another thing that we're also making sure that there's processes and their structures in
083place and that we're not just on just making decisions but there are processes in place and how we make our decisions as a history so those things are influenced when we do with with curriculum like word standing and bring it on something that we've used before do we have ways is there a point where like Educators get a chance to provide feedback on how particular program work for them you know you know did it provide them the support they needed and applying that structure like is there somewhere those conversations happen that allows the teaching and learning department and say oh we need to think about a different curriculum or we need to expand this because this is working for our district and this will will benefit us how do we kind of come to those
084conclusions as it relates usually those happen in those instructional conversations our teaching and learning departments is embedded in our tdt process so they're in meetings with our teachers as well and they usually just happen organically there's not something where we come back and do a review of the the um of the choices it really just happens organically within those meetings and those meetings I'm usually around data in the first place so there's not something where we kind of do this process alone it's embedded within those conversations within our TV teams thank you for sharing that I just wanted to make sure and is our current technology teachers are they equipped to teach us a stem expanding their instruction to stem versus just strictly technology too thank you yes they are so miss cost has been
085working with them over the past few years they've been to several trainings they've been looking at the curriculum they've been implementing it in little bits and pieces and they're fully prepared to go forward with it next year to implement full stem thank you I know and at William Foster Elementary our children's technology um curriculum has expanded Way Beyond just the computer like they get robotics I think they did Sony I mean they it has expanded and I really and they've enjoyed they really enjoy it have been coming back like I only know because the kids are coming home talking about the Hands-On project-based stuff that they're doing within the technology class that's an exposure that we're talking about just exposing kids to those opportunities consistently that is how we um lure kids into exploring so
086we'll continue to do that we have it stem right now is at the summer school program so Camp invention this is our second year and the students are really enjoying it again I was watching them do some measuring today of these little things that they're making to whirl across the room and they were really excited by it we want that same thing during the school year so we'll continue to support those stem teachers they'll have more professional developments and they've even gone to visit other buildings in other districts that have successful programs happening right now so we'll keep providing them with that support and of course the materials to do all of that as well for students I mean even as a parent the stems there that you guys had at William Foster I didn't
087even understand how how you know um vast them is and the kids were like already and I have a kindergartner and first grader and they were already familiar with the things I'm just like how you do that oh my God it does that all you have to do is this mom is so yeah it was very nice oh that was amazing like I don't think we've ever had anything in the district like that before and that was phenomenal and it was um and the parents were learning and enjoying it too so it was for the she put that on at the school and um she actually received a grant from the Army Corps of Engineers so this year they will be actually making Rockets real rockets that they will be launching within their stem programs
088and that's a great opportunity because not many schools receive fat Grant from the Army Corps Engineers so we're excited to see more stuff happening wow thank you those are questions any other questions regarding the tentative agenda there's no other questions regarding the tentative agenda our next item on tonight's agenda is just a discussion on the board of education summer retreat we were um talking about doing a summer Retreat and we wanted to kind of look at some dates and some framework thank you um Miss King Miss King sent over some items that she would love to see um discussed in that summer Retreat I know when we went to coaspo um I did attend um a professional development about or Retreats and um just something I want to share with you guys that was some
089good insight about something that we can think about framing our Retreats moving on next year they did um this the district that was presenting indicated that they did a fall Retreat and a Spring retreat each year and during the fall Retreat is where they received um a status check um just on where things are at with the district and you and they examined the progress toward the Strategic goals um it's what happened during the fall Retreat and then in the Spring retreat they use that to um explore data plan for next year and to explore new initiatives so that was the time where you know in the spring you talked about the superintendent will present where we're at and what new initiatives that they would like to see go forward into the next school year
090and that would happen um in the spring um getting it started um they talked about how they started all of this off kind of because you got to kind of set a foundation before you kind of get into this um with a two-day Retreat is we're kind of all started for them and um this two-day retreat they did a whole board training just on some governance um they had departmental reports and updates so each cabinet department reported and updated to the board they had teachers students teacher and student panel discussions two part of this today Retreat just to kind of get some impact some feedback on um the Strategic plan and how it's impacting teachers and students so that panel was based upon just where we're at with the Strategic plan and it was strictly
091just based upon strategic plan impact um we didn't get into the weeds with other things it was just strictly four level questions relative to how's the Strategic plan impacting you um and and then they talked about they would talk about just classroom observation and School tours that they had and that's where they would share um feedback um during that so those are some options for us to kind of think about as framing making sure that we have regular Retreats with like intentions to move our Governor's work together but I think our summer Retreat it may benefit us to do a two-dayer just to kind of get you know caught up to speed especially with our current team here um and then you know know how we'll be planning for the fall and the fall can
092be just you know a Saturday we treat nothing you know and do that so I I can work with Dr Reynolds Just based upon you guys feedback and things you guys want to see with Dr Reynolds and Bill to establish it and um you may want to share some of the things you sent over and bring my sticky notes but it was um teaching and learning and really looking at comparing our data from last year to this year um SEL looking at all of the contracts that we've had with SEL providers and looking at the the outcomes because if we want to continue to utilize them we want to see the data and we want to make sure that it provided the services not provided the services but it had the impact that we wanted
093to see um diversion program I know we just started in in March what was the impact that we've seen thus far on the diversion program how many students did we send to the diversion program looking at discipline data over the year how many students were sent for expulsion hearings as compared to impaired the last year but how many students were because that was an extraordinary year for everyone um um academics including mats and data this year compared to last year and academic plan overview social emotional learning number referrals number of expulsion hearings and diversion program update results of the data collected from the contracted SEL providers um Dei update have we taken any actions from Equity audit and other Dei update and results overall strategic Plan update attendance reorganization with new positions and org chart
094visual foreign Retreat does that give us enough time to get the data because we're having we do testing in May so we're it takes a while to get that data and if we do summer you also have the results of the end of course exams so we kind of know what we're going so summer would be better for us there's an opportunity for us to get all the data and all the information in once we have a year and close out facing so we can go ahead and gather all the information and everything that we're submitting to the state as well so it's consistent with what we're going to be having conversations about it's going to be very consistent with what the report card would eventually look like so um a summer Retreat the the
095fall is exactly right that that matches because we want to see where we are Midway see what we've done this is what our plan was at the beginning here's where we are now here's an update and then after um everything's all said and done we can go ahead and then start talking about the data and what uh impact of all the things that you put in place how that's helped our children so yeah I think June July we'll probably be a little more than the people may so June July will probably to move more assistance to us well I guess my question when we talk about just reviewing new initiatives y'all won't be making those decisions in June and July you will kind of even don't wait for the day to come through you guys
096kind of know what we're calling or where we need to change and pivot prior to the hard data coming in yes that that is correct along the way we started figuring it out okay here's what we need to adjust next to you is where we need to consider for next year and then we gather and we have these conversations and we then make adjustments to the plan so that we are continuously working to get better every single year so that is the thing that we're going to be doing every single year even on the financial side of things when we understand what we're going to be working with now we need to come over to the plan for spending to ensure that we're going to be consistent with the plan that our treasure has in
097place and how it works collaboratively with what we're trying to do is structurally so these things are are things that are going to be just consistent efforts every single year these are the things that we're going to do in a retreat would also be a part of that so that we can update the board on where we are and what we're doing and what adjustments we've made and how the plan moving forward to improve our efforts yeah I'm fine with Summer to treat um but when we all kind of have deep breath you know a little sorry yeah it's a two-day Retreat you know in that fall um just you know Saturday I think that may be a good and then that summer that summer today we really kind of just talk about superintendent and
098Treasure of goals too because we'll have some data from you guys you know as to when we added things that have been accomplished we can make that part of the retreat so as we're planning for this summer looking at dates I'm gonna tell y'all this when's your school come back in all right you know unfortunately I don't think I'm gonna be available until like August surgery or the end of July maybe I can squeeze like I'm having shoulder surgery July 13th before but that's too so like well yeah the best we have something scheduled for the second third and fourth of August for leadership team other than that so we're looking at like August um fifth fourth and fifth fifth and sixth one yeah thank you and she said you're doing something the second third
099or fourth second third floor yes oh the dates two three and four not weeks okay okay okay teachers are back on the 14th and if two days is a challenge we can set it into one day and just you know are we looking at Friday Saturday or Saturday Sunday we had two days what we're talking about or what is everyone's pleasure yeah whatever it wants pleasure to speak Friday would have been if it's we're talking all day we need to take off from work I don't want anybody to have to take off the water what about the 11th and the 12th I'm up the 11th for the 18th 19th Court s yeah it's well yeah the 13th or would people be available for a couple hours you did that as the half day I'm fine
100with that agenda again that the teachers returned on Monday was not shorter how much work ERS might you know like unless trips like a four or four day I know we're looking at presentations from different departments and seeing highway to promote the treatment today before teachers I think we have some things planned yeah appreciate that we do have some things planned for that that day the 14th I'm just bringing them back on convocation complications and gotcha before the I mean if we do it that way the presentation is going to require them to stay for the whole Retreat we'll just schedule a time for them to come in person to the board you know take more than 30 minutes you know between one of that on Saturday okay you know just the you know 10
101minute presentation enough time for some questions and then they don't have to say they do they need Factory presentation time and we're not talking about a lot of listeners we didn't just talk about that Academy people yeah and then I work with Dr Reynolds and feel with just coming up with um agenda based upon the things that you guys asked for and then we'll kind of believe that is there any um um more topics that you guys would be interested in or any speaker or any presenter you guys would be interested in coming in to do anything for us at all thank you okay yeah [Music] okay so if everybody can put that on their schedule to weekly for the 12th and um say half a day on the 13th possibly we'll look at the
102agenda if we can fit in them one day as usual without it being you know jam-packed um and then um the 13th too and then if you guys have any speakers or anything because I think one thing is really looking at too is just um our strategic plans up in 2026 which is coming up sooner than what you know another school year you know the 25-26 so we gotta really start looking at that took like a a whole year you know pan out um we're performing in what we want to start seeing the district goals we really suggest so we need to start having some of those conversations too once we get the overview where we at once you teach it plan um yeah I think it will need to complete it in to roll
103it out in 2026. right if there's nothing else regarding that is there any other discussion this evening before we go into a brief executive session if there's no other discussion can I have a motion to enter into the executive session class of 7 34 pm and for the purpose to discuss evaluation of personnel and Personnel matters don't move second was moved by Miss Morrison and second by Miss King with recommendations internal support to Executive session at 7 34 pm to discuss the evaluation of personnel because I walk home please miss Morrison yes Miss King yes Mr Isom yes Miss Thomas Mrs Daniels yes your insurance executive session as of 7 34 pm no action will be taken after