07/09/2025 Planning Committee Meeting

001So, what I would do is you're going to want to change your camera. So, go down to the microphone. Make Ready. Show. [Music] That's a tab. [Music] Yeah, not a problem. planning. Are you going to be able You got everything you need for the beginning, right? Okay, perfect. Yeah. I just want to make sure you got everything. I get it. So I want to talk to the school 15 minutes a day. to just raise her. It's now 5:30 p.m. We're going to start the planning committee meeting on July 9th, 2025. Uh the first thing on the agenda, give me one moment to pull that off. um are public comments and the guidelines for public comments are the board recognizes the value of public comment on educational issues and the importance of allowing members of the

002public to express themselves on district matters. Any person or group who would like to have an item put on the agenda cell should submit their request to the superintendent no later than seven days seven business days prior to the meeting and include the name and address of the participant group affiliation and if and when appropriate topic to be addressed. Such request shall be subject to the recommendation of the superintendent and the approval of the board president. To permit fair and orderly public expression, the board will provide two periods of public comment at the regular board meeting and the board publish rules to govern such comment and board meetings. The presiding officer of each board meeting at which public comment is permitted shall administer the rules of the board for its conduct. The presiding officer shall

003be granted the following rules. Public comment shall be permitted as indicated on the order of business. Anyone having a legitimate interest in the action of the board may comment during the public portion of the meeting. Participants may be recognized by the presiding officer and will be requested to announce and document their name, address, and group affiliation in writing if and when appropriate. Each statement made by the participant shall be limited to three minutes. Is it two minutes during committee meetings? I believe right. Um, and committee meeting comments have to pertain to the committee that you are addressing. Is there anybody that would like to make a public comment? No. All right. So, then we're going to move on to the strategic planning portion. Thank you. Yes. And so, just a reminder that this section of

004the agenda are just updates. So, want to get keep uh folks in the loops. And the first is our strategic planning. And when I thought about what is the what are the updates around strategic planning, I really fleshed out three things. One is that uh Chris Malloy, our data guru and specialist and I are working with the director team to finalize a presentation that we'll bring to the full board in January around the strategic plan update. And that'll be um equal parts of the year goal. What are our measurables? What are those showing? And then what forecasting the future? And so we're putting out we have a a draft of a presentation. We're finalizing that. And we have we'll hear from most of the director team or all of the director team and others around

005those updates. The next thing I wrote down is that I think we've talked about it before, but we worked with uh before our contract sunseted with Donovan, we worked with them to create some core values, posters. So, we have our students on on posters highlighting our core values that were identified through the strategic planning uh process and those posters will be available in schools. I saw some uh already at summer school, but they'll be available during the school year for sure in our schools and classrooms. And then it's not directly connected to strategic planning, but Chris Malloy and I are also uh uh thinking about and getting some feedback around this idea of having a district-wide data team. And we want to engage more of our stakeholders from each building. So, we'd have a rep

006or two from every building that would meet regularly throughout the course of the school year to look at fresh academic um behavior, attendance, uh uh data and and be really a conduit of communication between that district leadership team and then buildings. And so, uh it's really in the infancy stages, but we're thinking through that and what that would look like and get some feedback around that. Is that the wise way you'd be they'd be using the data team? Oh, the wise dash local. Yes. Y u that platform. Uh it's a great question. U we've been using Wise-L local for more than three years now. Okay. It's been uh in pockets of subgroups who has access. Uh Chris Malloy and I had a pilot group of teachers uh in the spring that I had full access

007and we're working towards having all teachers have access. essentially every staff member would have access uh by the end of quarter one next year. Uh can I ask one more question about that? As part of the plan, is there an intention to keep the board in the loop of the data that is being absolutely given to Okay. Yeah. Any other questions or I'll move to budget. All right. I'm going to move to budget. Um, and again, uh, we know that the lion share of our budget planning conversations comes through fiscal, and Sarah will continue to have those conversations. But three things from a kind of a non-fiscal piece that I wrote down here to think about or share is that uh, Dr. Burke, then Melissa, and I are planning for a July 21st focus group

008um, that held at Mark. And so at last I remember there was about 40 folks that we are inviting and it would be similar to the focus group that I believe Sam um and others engaged in really getting feedback from people around three things. What did we do really well in the last referendum? What didn't go so well? And and if we were to go to referendum again, what were the things that we should be thinking about now? And so uh we have some invites that are out and for a large contingency of our stakeholders to engage in that. Um, I think you've heard it here again, but Melissa is finalizing. I'm not sure the update right now. We're meeting tomorrow, but Melissa has put together a mailer for our community and it's really heavy

009on educating folks around. We know how difficult school finance is, right? The complexity of that. And so it's equal parts educating people around school finance and also educating people about the current state of our union and district. And so uh the last I heard that uh she's going to print and putting some final touches on it, but I I'll have a clear picture on that tomorrow. And then the other piece that I wrote down is that uh Dr. Burke and I are finalizing a letter uh that will go out to staff, community, and uh parents certainly and it'll be similar to the letter we sent in the spring, but just giving an update about the progress and conversations we're having around the financial health of our district. And so we're targeting the latter part of

010July for that to be delivered. Okay. Would you be able to provide us with a sample of that mailer that you're putting together for the community? I can ask Melissa. Yeah. Thanks. I'm sending a sample. It's just about have her send it out to you guys tomorrow. Um, you know, you guys can take a look at that before we send it out to the community, but I do believe that she's trying to hit by next week to mail it out. Gotcha. Thank you. Okay. To share the the PDF for sure. Any other questions about budget? All right. Thank you very much. Okay, now we're on the board development. So, Sam, that's Yeah, definitely. So, last time we met, we talked about some different ideas for board development sessions. Uh, the first one that we talked

011about, well, the first one on my list is attorney board basics. The reason I have that first is because we had a little bit of that during um I think it was an HR meeting 616 uh June 16th I mean uh we had Brian Waterman come in talk to the board about some of the ins and outs of uh board authority and board functions and things like that. U I'm guessing that as we encounter different things throughout the year, we're going to continually have opportunities to learn from our lawyers. So um I think that I think that was a good start, but this is probably going to be a recurring piece that happens every so often. I do believe President Morton is working on another um he's got a list of items already to think

012about discussing. So, okay, excellent. Um and that kind of leads into the next one. We were going to originally have a board retreat yesterday uh regarding collective commitments. Uh but we decided to hold off on that because we thought it would be best to welcome in uh whoever we're going to be getting at the end of this month so that they could participate in a collective commitments discussion as well in the month of August. Uh and during that board retreat, we were probably going to talk about some of those pieces as well. Uh that was at least what I had heard from uh Mr. Wardman. Uh and then another item that we had that was on the docket was a border trade about Robert's rules. Uh that's also being held off until August. uh we're

013still finding out some of the uh price points, the feasibility, and what would be the best path forward regarding uh order treat on Robert's rules, but that's definitely something we're going to be bringing in the very near future. Um and then after that, we had uh two more on our list. Last time we had uh some education on dates and some education on district finance. Uh we'll figure out where those fit in once we get the collective commitments and Robert's rules out of the way. Those are kind of our foundational pieces. Uh, and then I had one other that was added on and that was a discussion about um kind of how DPI and state statute and federal law play together and how those interact with local school districts. I thought that would be good

014to have a discussion about at some point in the future, but again, uh, that's definitely farther down the line beyond our collective commitments and with Robert's rules. Uh so that's where we are and we should have some better ideas about that towards the end of July about you know we're probably going to be putting out uh requests you know can you make make it this day or this day regarding our collective commitments meeting and uh we'll do the same thing for Robert's rules. Hopefully uh by September we can do that. Um, another thing that I had uh brought up to me as I was going through these and figuring out some of these pieces was the idea of not only having those larger, I guess you could call them special board meetings as board retreats,

015but also doing smaller episodes like we did with Brian Waterman, uh, before a board meeting or at a committee meeting where it's relevant. Um, and just having, you know, maybe like a 15 or 20 minute presentation on one topic or another. We could do that on dates potentially uh or on district finance for that matter. Uh those those things work well for having a shorter demonstration if need be. And for that matter the DPI piece could as well. So that's what I have currently. Uh you guys got any questions? You said August is when? Yeah, August should be when we do our collective commitments and uh we'll see about the Robert's roles piece how quickly we can integrate that as well. But it kind of stems out of where everyone's schedule is by that point.

016Good. All right. So now we're going to move to the discussions topic for the parent engagement survey. I can uh take that please. Thank Oh yes. Uh I'll start with gratitude. I want to thank the members of the board for the support around the parent and uh student engagement survey. As we talked about planning throughout last calendar year, uh these are this is the first year that we have the parent and student engagement survey through school perceptions. Okay, we've had in the past through a different vendor, but this is our first year with school perceptions. You'll hear more about the student engagement survey data through that strategic plan update, but uh tonight we're here to learn more about our parent survey. And um tonight we have uh Derek Got here. I told him about the

017tradition of visitors bringing treats and he brought donuts for us. So thank you Jere. Yeah. And so Derek has been instrumental in our work to deliver this survey to our parents at a really high level. He's been instrumental in walking Chris Malloy and I through the data and understanding the data and he's uh been gracious enough to not only bring treats but come face to face and share the data. So I really appreciate you and thanks for being here and I'll turn it over to you. So thank you. Thank you. Uh hi everybody. I'm Derek. I'm from school perceptions. We are quite pleased to have been able to do staff and student and parent surveys. The report that I'm going to show you tonight, which is up on all of these uh screens, is going

018to look uh very similar to the other reports that you or other committees will see later on, student reports, staff reports. I do want to say at the outset that uh one key difference between because this is the first year that we've been doing parent and student surveys. We've been doing staff surveys in Watertown for some time and so the reports look a little bit different because we have our own longitudinal data and can show change over time. This is baseline data for parents and students. So it's going to show current averages but obviously you can't see growth uh measures. So next slide please. There'll be a lot of that Basically tonight want to go through some background talk about the people who responded the results and the analysis and then I'm happy to take

019questions and talk through uh anything that you would like to go through next. We have been working with schools for over 20 years to provide independent survey based research to school districts. We've conducted you know millions of staff, student, parent and community surveys. uh in order to help schools improve and have worked with over a thousand school districts, virtually everyone in Wisconsin, but nationwide uh as well. So, the parent survey for this spring went out in the middle of April. May 1st was a survey deadline. There were 505 respondents, 17% participation rate. That's as far as parent surveys. Parent survey response rates are the thing that everybody who does surveys of schools whether for prompt or not is trying to solve. Uh 17% is within the normal range. The highest we get is like 25%.

020So bear this in mind as we go through the data that the people most likely to respond are the people most likely to hold a strong opinion. So, this is just to say that uh just to encourage caution in terms of making inferences and judgments because there's a whole lot of parents that aren't represented in this data. Here we have the distribution of which schools are attended by the folks who responded. Watertown High is a significant response rate. These will add up, as you will see, to more than 100%. It's obviously because parents have kids at more than one school. That's all. Uh, next slide. Grade level distribution is relatively even. A higher number of parents of juniors responded. It's interesting but not meaningful. Next, just the percentage of uh respondents who have children who

021are receiving uh certain kinds of services through the district. Next slide. Demographic breakdown. Okay, now we get into our analyses. So we use a fivepoint liyker scale, but respondents don't have a neutral option. So that is to that is to say there's no three. If you disagree with something, you select either one or two for strongly disagree or regular disagree. If you agree with something, you select four or five. It's obviously possible to get like a mathematical mean of three, but that option is not on the table. If you have if you check don't know doesn't apply it just is taken out of the uh averaging calculation. What this means is that for any individual item on this fivepoint scale basically if you see a score of like 4.10 it means your average respondent is

022agreeing with that statement. Things below a four well things in the three range are you know in the middle and anything in the twos or below are uh disagreeing. are indices. We use uh a standard set of indexes that are fed by individual items. And what you're going to see the index scores are the average of every response to every question included in that index. So next slide please. I realize that more than I need to. So informed included educational excellence atmosphere and experience. These are the uh the indices that we tend to use. What I just want to draw everybody's attention to is that four of these five indices are above four. That's fantastic. Educational excellence is the only one that's in the threes. More on that in a moment, but just this is

023a broad look at how parents feel about their relationship to the district, the experience that their kids are getting, how uh how the schools are doing. This is good data. Next, please. Planning priorities. This is always interesting. Uh we have this big menu of potential areas that we ask uh parents to select up to four and then we will represent them uh as such. Next uh slide please. Make sure the so paying attention to the top four the most commonly selected one. Parents would like to see as you're planning for the future, the inclusion of more life skills, recruiting and retaining high quality staff, mental health services for students, career and technical education, student behavior and discipline is fifth, school safety and security is sixth. It's good to see those two items that far down

024the list. That's uh that's an indicator that some baseline needs are being fully met in the district such that we can think about areas that the district wants to expand services and life school skills and career and technical education uh are very commonly used in the top four these days. Next slide please. There's another there's another side. It's like here's some other stuff looking at what's in the bottom uh or of of the least important to parents. It's also worth noting student transportation, integrating technology into coursework, educational uses of AI, preschool stuff. Interesting. Next. And now we're going to go individual item analysis. So, same Liyker fivepoint liyker scale, but we're just going to go item by item. I won't read them all because that's exhausting, but not exhausting. So, in terms of leadership and

025communication, these are the items that parents have the most concerned about. Here's a it's important to remember what when this survey went out and when it was taken, it was two weeks after a referendum vote that wasn't successful. So, parents are expressing a lot of anxiety in these three questions. District administration is doing what it takes to make our district successful. Scores in the three, only 68% agree. School board is doing what it takes to make our district successful. 47% agree. District is heading in the right direction. 42% agree. You're going to notice a striking difference between uh parent responses to this set of questions about district level concerns and again their their impression of their relationship with their kids schools and the experience their kids are getting. Next, please. Merrick, is that common? What?

026Where you see a difference between district and school relationship? Yeah. Um, yes. Uh, yes, it's common. This is more stark than normal. Good. What is also common, Could you scroll back up one more time because I wasn't paying attention to this when I was looking at this. What is also common is this distinction that you're seeing. parents. This is also true of staff for when that survey comes across your desk, but like uh parents are always more willing to blame one aspect of district leadership, either the board or the administration and and go relatively easy on the other one. And it varies incredibly on who they're assigning responsibility to. So that's that's just it's also not only is there normal for there to be a discrepancy between the way that parents respond to the district

027as a whole and the way that they respond to their kids schools, but also it's normal for there to be a discrepancy between different bodies within the overall leadership of the district. Overall, how would you rate communications from school? I just focus on the good and great part of this, which is just to say, you know, twothirds of people say good or great. Only 9% say actually poor. That's also relatively normal. How would you like to receive school information? This is entirely ordinary and all our reports look the same, but you will notice a massive sort of skew. For parents, it is emails and texts. For community members in advance of a referendum, it is something on paper. Cool stuff. Like that's an important distinction. Uh, next slide, please. Now, the school experience page. And

028again, just right away, you're looking at 90ish% agreement scores above four. I feel welcome in my child's school. School facilities are clean and wellkept. School staff treat my child with dignity. respect. I have at least one school staff member I feel comfortable contacting when I have an idea or concern. It's great. Next one. We have like ordered these in terms of the score rating. So, it's it's downhill but not seriously is what I'm trying to say. Safety, great. Fair treatment, great. I know how to support my child's learning. Great. Overall, my child was able to handle the emotional challenges in school. basically a four. Next uh page, please. My child gets help when they need it. The school has high expectations. School teaches with materials that reflect my family's cultural and racial background. The school

029provides opportunities for parental involvement. All of those are around four. Upper 80% agrees. Most days my child enjoys going to school. 84%. I'm satisfied how much my child is learning. I am updated on how my child is doing. I have the opportunity to provide feedback to school and teachers agreements above 80%. High threes. School communication is both timely and transparent. There is a healthy culture at our school. I'm satisfied with our school's efforts to address bullying. That's where we start to see a drop off in terms of agreement percentage. Healthy culture satisfied with our school's efforts to address bullying. A couple of notes on that quickly. uh the bullying item is low everywhere. It's most often the the uh bullying or the the lowest item. What is unusual in this data compared to other districts

030that we work with is is the high level of agreement with the phrase when my child breaks a rule at school they are treated fairly. Usually those items track together because there's a larger sort of discipline concern or a concern about how uh discipline, safety, etc. are going. So to see those three items, bullying, my child feels safe at school, uh when my child breaks the rule, they're treated fairly coming to part is interesting. That's worth thinking about like why it's bullying in particular that is uh getting the disagreement here. Next slide, please. This is totally standard. Don't know why the slide presented exactly like this. That is this is just a question about the amount of homework. Threearters of people say it's uh just right. A small percentage say too little. A small percentage

031say don't too much. That's normal. Does your child currently participate or plan to participate in these school sponsored sports? Just basic information. Reliable access to reliable internet 98%. That's great. Overall satisfaction. You'll have to scroll one more slide. This is our net recommener score. The idea being that uh this is uh an indicator that is predictive of whether parents are not only I mean the question is would you recommend our school to a friend or family member but also it's an indicator of how willing parents are to continue enrolling their kids in the district itself. What we look at are the eights, nines and tens. Those are your uh your proactive uh advertisers, your word of mouth advertisers, people who are will start conversations unprompted about how much their kid likes their schools, how well

032their schools are doing. And so for that to be over or around 50% is extremely good. There's the 3% 1% 3% in 2 1 and zero is a little higher than we tend to see with those numbers indicating some softening but overall this net recommener score is quite good. Okay. And this summary analysis is the part where I'm like here are the items of the highest scores is basically the uh the first slide. Again, school staff treat my child with dignity and respect and that's in the top five as well as the my child feels safe at school. Good things are happening. It's probably worth looking into why the the bullying question is so different from those two. That's interesting to me. Um, and one of the most important predictors of parents willingness to recommend

033the district is that they feel that their input is valued. And so having at least one school staff member I feel comfortable contacting when I have an an opinion or a concern is a big deal as well. Next slide, please. Items with the lowest score, healthy culture, the district level questions, and uh bullying. So the the healthy culture, the satisfaction of the efforts to address bullying probably go together. And of course the district level question being completely separate from their school experience is also a data point. Is it fair to say Derek in subsequent years those slides will look different because we'll have some some more data sets to compare? Yes, absolutely. The slides will look different. You'll see. So in what we saw there was an agreement percentage and a composite score. In future

034years you'll see four columns. So like agreement percentage, previous year's score, this year's score, growth uh or ch percent change between those two things. So you'll be able to track this longitudinally uh over time and measure progress on these. Thanks. Questions for Derek? Any more questions? Thank you for presenting. Yeah, I have a question. Um, did the parents have the option of a personal comments on this survey? They did. Yes. And there were no comments. It's not that there were no comments. Those aren't included in this report. We sent I believe comment reports to the administration. Okay. So yeah, we what we do with those is you know 500 parent we parents have something like nine opportunities on the parent survey to provide open-ended comments. A couple of them are like what are the school's

035biggest strengths? Where can the schools improve? Um other things are like to me being involved in my child ed child's education means etc. Those are really interesting uh data. What we do with those is we qualitatively analyze those for themes, pull out uh the top five or six areas of major concerns, write them all, and give them to the district administration. Great. Do we know what the five or six areas of concerns are? I don't off the top of my head. No, I don't have off top of my head. I would just say if we could uh if we could get a copy of of that certainly helpful. Yeah, those were helpful on a te teacher surveys. I I could pull them up if you would like. I can share them. I have that executive

036summary, but I'm not sure it's on the executive summary. I think I have. Okay. I can share. Uh you said that when there is this answer coming in, there's the don't know doesn't apply option. And when we're looking at these percentages in each individual question, we're only seeing the percentage of the number of people that answered a 5, four, two, or one. Correct. We're not. They're removing those don't apply answers. Can you scroll up to one of the slides that we're talking about just so I can make sure that it'll be of it'll be a little bit something like that's like that. Those are percent agree. Sorry, I should have clarified this more. That is the percent of all respondents who answered either a four or a five. Period. Okay. Gotcha. Yeah. Okay. It's the

037the score the 4.22. 22. The don't don't apply answers are not factored into that. Those are just not scored. Okay, that makes sense. Um and then uh does school perceptions and this is a broader question but does school perceptions provide like professional development response techniques and things like that uh for for these answers when we're seeing you know say the issue with um satisfaction with school's efforts to address bullying healthy culture things like that. We do we do we uh we are a small shop. There's eight of us uh who work there and so we don't have the capacity to do a lot of like in-person staffwide coaching or anything like that. But we on a regular basis will be like here's what the research literature says is effective in moving these kinds of things.

038Here's here are the other items that you can expect to move if you move this and here is the uh impact that you ought to be able to see in terms of the net promoter score which has enrollment effects. So yeah, we we can provide that kind of stuff. Okay, gotcha. Have we procured any of that at this point or we haven't reached out for that? Okay. Um, all right. Then I am uh because I have a number of things that I'd be interested in asking about that, but I don't necessarily want to take up an hour. So, I'm wondering if maybe I can request some additional information, some samples of what you guys do there. If I could get that and then maybe we can I don't know exactly where we could like postly

039add it to the minutes. Would that be possible? or a link to those things just so that it's not like something that I'm just getting after the fact. If you if you want to send me the requests, I will read the form and then I can share it with everyone. Sure, that sounds perfect. But just so I can wrap my head around it and think about it on my way back to Joseph, what is an example of one of the questions you might have? Uh yeah. So um uh chiefly what what those materials are for you know that for the advice that you're giving on here's how I would combat uh a low a low score for healthy culture. Um and uh how are I guess how are you calculating those results? How are you

040measuring them against each other? I don't know how much of that you guys do. Um but mainly the professional development options that you guys provide any brochures or introduc introductory material to ideas. Um, and uh, as well as, and I know this one's a little bit more abstract, but how you analyze especially those comments, but the answers to the surveys and kind of how you bring those out because I'm guessing that, and I could be wrong, but I'm guessing that when we're looking at the not the likely recommendation, but more so the uh, where is it? It's a little bit farther up here. The uh, planning priorities, life skills, recruit. I'm guessing that those comments are playing a role in how that's calculated as well. Would that be correct or would that not be correct?

041Oh, that's a separate question which like there's literally a series of check boxes that parents get but like here are the various things life skills whatever pick four that you find or up to four that are most uh important and then what you see on the slide is like the percentage of people who pick that particular one. Definitely. Okay. Yeah. So mainly um the comments are are much more like they help give uh flesh that out a little bit in terms of like when they say life skills what do they mean? It's often financial literacy you know that kind of got yeah that would definitely yeah that would definitely be helpful. So yeah definitely looking at that and then the either professional development or uh guidance for administration I guess you might call it. So

042the staff side and the administration side um and the board side as well. So those sorts of things. informally. I'll just share uh with you here that the our basic approach to doing that kind of stuff is we we are like here's what we know tends to work for this answer. This is because like the questions that we use are nationally norm. There are species of questions that have been asked you know in school surveys for 20 years not just by us but uh by other folks and so we'll be like educational researcher the journal has tracked these impacts. Here's like a bunch of randomized control trials that have done uh intervention studies. Here's what they suggest. Also, here are five districts in Wisconsin that are roughly your size that have really succeeded in moving

043this. Here's the contact information. Here's what so like we try to provide like I come from an academic background. I came to school perceptions from a professor job in education. And one of the things that I'm really excited about working here is being able to play a little bit of a connector role between districts who have had success in these things because what the research tells you always looks great and but like whether or not it's going to work where you are is a totally open question and so having the ability to have conversations with people who taken a shot at something and succeeded is uh much more valuable. Definitely. Yeah. Thank you. Okay. Yeah. U like I said I'll give Jason further details and he can email that to you. I'm not looking for

044it like in 20 minutes or anything like that. So thanks. Thank you. It's so important to note that u school level uh data was shared with principles and so that every principal is working with their leadership teams over the summer develop digging the data and then develop some goals. So they're digging into the state as well. Good. Is it possible to get that school level data as well to the board? Um yes. Um we can um we had in the past uh really high level school data and if we have interest I think you and I can talk about when we meet. Sure. Talk about the next plan. Okay. Derek, thank you again. Thank you very much. Thank you for having me. Welcome to stay but don't feel obligated. Get home from Yeah. Just leave

045your game over there. You should take a donut for your four-year-old. I'm sure he'd love it. Right before bedtime. Can't have that. Thank you. Nice to meet you. Yes, good evening. Have a nice time. See, the bullies rated 20 points higher than school board. I blame that on Carl, but Wow, that was a driveby. Thanks. All right, so now we're moving on the technology team update. Yeah, so I can do the introduction there as well. Always again start with gratitude. So, uh, Lynn, Tyler, and David have been working hard on developing systems that allow us to be really effective and efficient and increase engagement, I think, right? And so, they're here to walk us through the why, what, and how of two things. Uh, one is transformation of using uh, Zoom, which is Google Meet,

046and then also uh, I think the increased leverage of YouTube. And so they're here to share some some information, get some feedback, and then ultimately work towards navigating the execution of the plan. So I'll turn it over to you and thank you very much. So um we are as you said, we are trans uh transitioning our um virtual meeting platform from Zoom to Google Meet as well as YouTube live. And then we also have been working hard putting um up our all of our um meetings from the 2425 school year into YouTube and that uh YouTube link is now live. So um the our why behind this uh trans transition from Zoom to Google Meet would be because uh Google Meet is included in our fees paid in our um Google Workspace for Education account.

047Zoom is a second platform that we're paying for. So so it would be cost effective to get rid of that second platform. And then um we're also uh Google Meet is also a little more secure than than Zoom. So, um, and then also as far as the online availability of all of our our board meetings, um, we know that the community has been asking for this for a while so they don't have to request from me the links to to these meetings. Um, so we're this is more of transparency and ease of access for our community. So, beginning with the July board and committee meetings, all of our meetings will be on Google Meet. Okay. But the July 28th board meeting will be YouTube live as well as Google Meet. Um we are requesting that

048um people who would like to just watch the meeting and not participate use the YouTube live link. And then if they want to participate in the meeting, it would be they would need to uh use the Google meet link. And when I say participate, I mean they want to do virtual um virtual public comment. But then um our administrators if they had to remote in for whatever reason would use the Google Meet link and then um or a special guest, let's say our gentleman that was here tonight, Derek couldn't make it face to face, he would Google meet into the into the regular board meeting. um our our committee meetings are not going to be on YouTube live. So um we would encourage um I'm sorry I completely lost my spot there, but um the

049links to YouTube uh live and Google meet will be available in our public uh notice within board docs, but they're also going to be available on our um on our website in the the news events. Um, could you scroll down or Tyler? So, there's events there and you see July 28th. Uh, if you scroll all the way to the bottom, if you click on that, uh, click on that event, the YouTube live link is there as well as the Google Meet uh, link is in there. So, uh, they can access um, the community can access those links there. the I have always since I've been in this position posted our links to our meetings there but now um it'll just be uh Google meet as well as YouTube live um the YouTube live is only

050again during the regular board meetings and and the discrepancy or the decision between which one really is whether or not they want to public comment or not. Correct. Yes. One real benefit of the YouTube live is um community members can subscribe to the channel and get notifications when they're live. So they don't have to go looking for a link to join the meeting anymore. They'll just get a pop-up notification and they can just join the YouTube live which is what we anticipate most community members to do. And I was saying, so your thoughts are mostly people will just go on the YouTube live, right? Unless they're one of maybe one to three people who use the electronic way to address the board, they would use that Google Meet, right? Or if one of the board

051members couldn't make it, right? Then they would use that Google Meet. Correct. Yes. Thank you. Can I ask if we're what the if it's a capacity issue that we're creating, which is fine if it is. I'm just wondering if that's why we're having a Google live and a like a Google meet where they can come in and participate, you know, because there was like a capacity with Zoom of like 300 attendees and then they wouldn't let anybody else in the room. Is that is that the same case with Google Meets? Like is there capacity? Google Meet is a thousand. Okay. Okay. And that isn't I mean that's that's sure that's a bonus but we've only seen that once with Zoom. The bigger problem with Zoom in my opinion besides the fact that that we're paying

052for a second platform and that we already we already have Google Meet with the full bells and whistles and the same things that Zoom offers. But also Zoom has a real problem with with people being able to get their links and agenda without going out to see them. Like they can data mine those. And that's why we see people going into Zoom links. We constantly get emails saying, "Hey, your Zoom link might be compromised." Just a heads up. And we did that almost every meeting. Yeah, we've had people streaming in and just the meeting. Oh, I remember. We've done a And this is going to be much more secure. It'll be much better. They can't damine it like that. Um, you know, there's other there's other things that you can meet that you can. um

053the way it integrates with our Google Docs and presenting and sharing and and the calendar. It just I mean we've transitioned to become a pretty much a Google school and using the Google tools that are part of that environment makes sense. Okay. Thank you. A little bit off this is so we've been live streaming just as an example we've been live streaming the athletic events for a period of time. So, a little bit of bait off of that is a lot of people who like to just be in the know and see what's going on like to put it up on their TV and with the YouTube availility they can go ahead and put it on like the living room TV or something and just be able to watch what's going on in the district.

054The real difference is is you get the difference between the people who want to attend the meeting just to see what's happening, right? and the people who are attending the meeting but they also want something to say uh when when those people attend the Google meet it's like them being in the meeting the rest of the people are like they're watching from the window I'm just watching what I can hear what's happening in there I can see what's happening in there but they they can't interact through the YouTube right there'll be some comments that can happen through that YouTube thing I believe right yeah we have comments turned on you and they can comment through that. Um, it's up to Well, I think as as a board, uh, we should really discuss whether or not

055we want to continue to have live commenting during our meetings. Um, as you guys might know, the last couple of meetings, it's been really abused. Uh, and like, you know, people being vulgar towards one another and towards our board members. Uh, if you're if you're following it, um, a lot of that's been happening. Um, President Hortman and I um are really concerned about that and during the meeting if they were here doing that of course they'd be gabbled out and asked to leave, right? Uh, we can't really do that with commenting, right? And it's not fair for one to have to moderate that entire meeting. Yeah. And and and not only that, but it's distracting for those of us who are logged in, right, to to see what it looks like on that side of

056the coin. Uh, and then um to see those distracting things and to try to stay in the meeting. Um, and so at a at a board meeting coming up, I think uh it's President Morbid's intent to put that on as a discussion and see if we want to just shut that off. Um, because uh, you know, he does have perview as board president to to gamble somebody out, but he thinks that this uh, this is something that probably needs the full board attention and discussion. Okay. Yeah. I would I would wonder if uh Google Meet has an option for certain uh key phrases or words if someone uses vulgar language or something like that if we can have uh some sort of restriction where that comment doesn't get posted. Um I'm always a big fan,

057you know, I mean, I've been advocating for this since I got on the board. I want I want people to be able to communicate as much as possible. I think it's really important for people to do that. So, if there's a way uh and I'm just throwing it out here out there for now, but if there's a way that we can maintain that avenue of discussion for people during the board meeting, I I don't really care if they have positive or negative things to say as long as they're not using language that's that could be potentially offensive for other people who are viewing on Google Meet um or on YouTube for that matter. Uh I I think that would be that would be fine by me. But I think that having a way that we

058can ensure that they're not kind of crossing over that boundary would be important. So maybe if we can look into that. I can look into it. But I will say from a technical standpoint and and kind of from the legal background on my end, you never really want to have a school platform that you're supplying to the public that they can abuse and moderate. Right? So even if they're not using abusive language, but they're still being they're still attacking other people in a way that is not using vulgar language, but still an attack. I I I personally I struggle with that as us exposing ourselves in a way that we allow that supply to platform to do that without moderating it or you know having it and to supply yet another person to moderate you

059know a platform in that way and then choose it. That's a struggle. That is going to be a real struggle for for the district to be able to control, you know. And I and I know, Mr. Lock, you're not an attorney, right? But but I I will tell you that Mr. Wartman has reached out to our our attorney on this topic because he was worried about maybe possible liability and opening ourselves up to that. I don't know what the uh response was, but I know that uh he has some concern over this issue and we should talk about it or or whatever he wants to agenda it as a discussion. Yeah, if we could uh just to to get out in front of that with information if we could get some info on potential abilities

060for uh filtering of scene language and uh moderation possibilities because again I would rather if possible leave open the avenue for people to continue to speak because I think even if someone has criticisms for me I think it's still valuable for them to be able to put those things out there. I think that if there's a way we can do that without it running a foul of legal issues, without it starting to get into some really negative territory there, really bad territory, I I think that would be best. So, um, if you if you can find some information on that for us, that would be awesome. Thank you. I really appreciate it. Completely agree with you, Sam. Thanks, Carl. Okay, we have a couple more things that I had. I'm pleased that um can can

061you guys go back to the menu? So, like I said, all of the 2425 um meetings have been uploaded and every single website has a button that says board YouTube link. Click on that and when they click on it, it will go to um switch to the tab. It open up a new tab. There it goes. And this is where um this is our this is where all of our meetings are. Oh, nice, Lynn. So, um please start. Um please know that anything prior to the 2425 school year, they'll still have to request for me a link to it because there are a lot of videos out there and to upload them um would take a while. And then um my other thing is social media and the website. There's going to be announcements pushed

062out to website social media tomorrow so that the public is made aware and they'll be encouraged to subscribe to our board of education YouTube channel. Thank you for working on that guys. Yes. Thanks. Yeah, it was a big endeavor. You guys have done a really good job. I think it looks great. Uh I think what you're doing so far is really uh is a really great move for the district as far as you know transparency and the opportunity for people to communicate to get a hold of that information easily. I'm I'm really happy with it. Any other questions, concerns or Thank you for your work. Yeah. All right. So, now we'll move on to the dates professional development. Um, so I I can't really say it's going to be a professional development. I'm just really

063going to go over what I've learned from the videos because I've never actually been part of the DAP's process yet. Uh, well, not part of the plan. Um, okay. So, we're going to go to how it I'm going to first introduce how it was presented. Please correct me at any juncture because I was not part of the planning with you and Diane. So, um I don't know if it was the committee or Diana and you or the whole board that decided that the DAPES process is supposed to be a superintendentled um evaluation tool where the super self-evaluates and does a self assessment. Uh he picks his strategic goals and plans for the district. um they decide at that point if they're going to put out a special survey. My understanding is that we decided not

064to because there was already surveys going out with school perceptions and we were just going to use that data. Um instead of it being a uh individual self assessment, they went in the direction of it being a group group effort. Was it the entire board participating in that or was it just you and Diana? because I understand that the process is Diana works with the board and then you and Diana work together because she was like the leader of the dates process. Um yes and no. Um because I I think you're getting further down than we got to. Well, no, this is just the initial goal setting, right? And then the evaluation, the first step evaluation where the self evaluation. Yeah, the self-evaluation. It wasn't necessarily a self-evaluation, correct? It was like board input. It

065wasn't you actually evaluating. It was me evaluating um where I thought I was based on input I've received over the last couple of years from board members. And I use those board members statements uh as discussion points for um sharing my thoughts, right? I picked the ones that stood out to me. Okay. Um that makes sense. It does make sense. So it was a self assessment. Correct. It wasn't it wasn't the board assessing me and then me putting it in there. It was um a number of us quarterlys that the board had done over a couple of years and me bringing statements to the forefront of things I thought um resonated with me uh things we were working on and things that supported the goals that I put together and I could say well here's

066why I put that goal in there and so on. Okay. So we did the step one appropriately. Step two, we did a um a super check-in. Um and per the video that I watched, there's supposed to be artifacts in there provided by Jared um given to the board at that point either in the system um that they could look at or the super had an option to print out all of those artifacts for us to see during his review process. I think there might have been a hiccup. Things were a little busy, so none of those artifacts got put in there. I was um again a learning process. Um I was not instructed by CISA 6 or Diana to put those in. Yes. Yes. You know, so we didn't get that far in the process.

067Yeah. Is what I'm saying. But yes, in in general, how I understand it to be is I would be also uh by the time we hit that first meeting uh be putting in artifacts. Correct. Yes. for artifacts that align with. So Jared will pick up to three goals. Um and the artifacts that go in there would show that he is meeting or exceeding those goals that were set as well as other artifacts that have to go with the other goals that he did not set his goals around that year uh to present to the board to show that he's meeting or exceeding those expectations. At that point, the board is supposed to convene, discuss it, and then the person responsible or or the head of the dates process would then go into the frontline system

068and uh give reflection back to Jared based on the conversation the board had after the meeting, the the check-in. Um, and then we I have not been part of the the the last step yet. I don't even think Jared has, right? Because it's so new. Yeah. I mean, we we already hit the wall of what we've been through. Yes. We haven't been through a whole year of the process. Yes. So, that's coming up in October. Correct. I believe October is the second time we're supposed to meet and by then u you and I will have worked together to end CISA gather those u you know um artifacts put them in have some discussion around you know the importance of those um and then move forward with the discussion with the larger board around those uh

069and and myself as a discussion piece. you guys will then have some conversation um give her uh statements to be putting back into the tool that I can reflect on. Okay. Right. So, we have a couple things that I think we need that's my understanding. Yes, this is at my understanding too. Uh we have a couple things we need to decide. Uh previously when we implemented the process, it was decided by the previous board that we would not align uh Jared's um evaluation with the school year, but rather with his contract. Uh the rest of the district administration aligns their evaluations with the school year. And I think for consistency, my I think it might be better for the board to discuss if we want to move back his evaluation to go with the school

070year and not with his contract. So any reflections you guys feel about that either way, please let me know. I prefer consistency in the district. And if all the other administrators are assessed on the timeline throughout the school year, I think it would be best to move our superintendent along with that having the assessment during the school year. And I'll share the same thing I said last time they they moved into it through my contract. Doesn't make no difference to me. I I I want to make sure that we just get through a process um a full year, right? Go. I mean, it's now my third year in the district and we're still working out like how best do we evaluate the superintendent, which is, you know, not no shade. I've been in that process

071myself, but we're just trying to learn, right? and um with a lot of transition with the board and and four board presidents in three years, things got shaky. And so we're hoping to take the shaky out of it and get back on a path and really get there. Yes. And we also need to decide as a board if we want a superintendentled evaluation tool or if we would like to work alongside Jared and come up with his goals together and not have it be a self-evaluation. Now, I think we could still use the dates and the front line, but there should be a disclaimer added to the front of that document saying that we are not using this as a self- assessment, but as a tool where we collaborate with our superintendent to set his

072goals. Yeah. And I think that because the goals the goals were set before I got on the board um by a year, half or something like that. Um my first my first year these the board said these are your goals. Sure. Second year it was, well, we we've got to we've got to modify. Let's have a discussion about goals. And then this last one was, Jared, come up with some goals based off of like our last comments in the strategic plan and and things that you think are important to the school district. Yeah. And I think I mean I think the goals that we have in dates are not bad goals by any means. I think that uh looking at some of the some of the stuff that we would want to improve in the

073district, it really does align with that. We're talking about um I guess uh handling bullying or discipline or whatever you want to call that. Um that's already in there. We were talking about the policy process which I think has gone very well. It was very ambitious project. I think that there's a lot of that there. I think that may be uh like you said more of a collaborative thing and helping because I like I said I think that I think that Jared's assessment of where those goals should be was not not half bad by any means but I think that maybe adding a little bit more context fleshing that out a little bit and saying hey uh while I appreciate those goals there are a couple there are a couple things here or there that

074really do need to be addressed as well. Um I think that would be uh I think that would be worthwhile to do. So, I would personally be in favor of bringing that, I guess, forward for a discussion at least at the full board. Yeah. Like I I think I agree that the goals um align with what we're looking for, but I I think there should be at least one goal attached to academic outcomes. Let's please question can first of all can I get the information about the dates that Oh yes of course so you know full disclosure I know this meeting is recorded I'm not an official member of this committee right so I do have your permission to speak oh yes the whole actually all the committees we encourage all board members to participate

075if they're able so um I've been on the receiving end of what you're doing and uh as as a president of organization as well as an administrator of a private school, a hybrid approach to professional evaluation at the level that we're talking for Dr. Bird I think is appropriate. Okay. Okay. Um his assessment of his um attainments or weaknesses and strengths and you know those things is very very important for us to know. Yes, I agree. But there needs to be outside consideration as well to be helpful. You know, there is I and I I don't know that I'm a fan of it. I know there's a 360 evaluation as a school I don't know if the school districts ever use that. Jason, you might know. I found it I I found it intellectually um

076a bit unwieldy, but it's an interesting concept because what it asks is the person above you and below you to give input. And um I I think that comes with some risk. I don't I I have where I struggle is with the person below you who's reporting to you. Uh because there's a lot of room for for issues to develop there. But um I do think that the board should have some opportunity to have some input in developing the goals and um but also getting very good information from Dr. Burke relative to his performance. Yes. Then I don't think that it was intentional by any means that Jared didn't add any artifacts. It was just so new and everything was changing so quickly with the board over the past six months that I think it

077was ahead. Yeah. He didn't know until I watched the training videos and said, "Hey, Jared, you didn't add any artifacts." And he was like, "I didn't know I was supposed to." Well, and again, this is this is an ignorant question on one level, but educational jargon is amazing in this context. What does artifact mean? uh just like documents to support that he is needing data other things. I assume that's what it was. But so for instance, one of my goals, right, was was to uh cut $1.5 million over three years, right? Uh and so I would then document um the the cuts that we made to this year's budget um the dollar amount that those represent and say, "Hey, I worked really hard with our staff to do this." Leave it to education to come

078up with a term that has multiple Oh, I like it. It makes me think of like uh it's it's like the district is a tell and yeah, we're doing an archaeological dig and we're finding out about Jared's uh Jared's lineage and legacy. Um but like in reverse. So that is that is great. I like the word, but I'm a really big fan of Indiana Jones. National Treasure, right? Yeah. Nicholas K. Sorry, but thank you for asking. No, not Indiana Jones. So, this is really just a starting off conversation because we need to figure out how we're going to move forward as a board uh with with the super review. Do we want uh Gelain had expressed that she thinks that it would be good if it was a collaborative effort? And I also agree, but

079because we're going to still use front line unless we use a different tool, I personally feel there should be a disclaimer in the beginning of that self-evaluation tool stating, you know, this is not a self-evaluation. This was a collaborative effort of the board and administration or and the super. Yeah, I I I Yeah, I'm a fan of having a team I can work with to talk about where we can continue to improve Right. Um and as long as we keep distinguishing the difference between an evaluation uh system that you know DAPES is is meant to be an evaluation system right that talks about professional development how do you get better right there's a component of every evaluation system that you need to think about and have that becomes the other part which is uh if

080you're if you're not meeting goals right we would then be uh removing moving myself outside of that evaluation system and we will be talking about some kind of a improvement plan, a personal improvement plan, right? Uh and so I just want to make sure that everybody understands that uh you know that is part of a possibility for evaluation. Hopefully I never make that a reality for you guys. Um but the the rationale is um just because Dave's focus is mostly on goals and how do you attain them and if you don't hit the goal we understand you know um but it's about process of keep getting better uh I want you to know like if there's some serious doubts you you need to share those as well along the way uh and uh we need

081to talk about that so that I don't get to the point where you're frustrated and there's a uh personal improvement plan or other discuss questions about, you know, um, finding a different job. You know, I want to hit that up way ahead of time. Yeah, I agree. Yeah. No, I think that's completely fair. I think what it what it comes down to with my thoughts, because I agree with Delay and Tammy, is although I think that the goals that we have out there currently are really good and I think that they're they're noble goals to have, I think the only problem with them is in a lot of ways, like with policy. policy is a pass fail kind of goal. It's like it's done or it's not done. And we can talk about pace and

082things like that. And like I said, I don't have any complaints there as far as how fast we've moved. I think we've really tried hard over the last uh few years. But I do think that having something that could be uh data rich or something that's a little bit more concrete in that way would be helpful in tracking progress as far as the school district goes. So that would be that would be where that would come in. I don't think it's anywhere like improvement plan territory though. Um even with discipline, I think discipline because it's relational in nature is really hard to get solid data points about. You can say this is this is where uh discipline is at. But that can mean uh you can have a couple of different things. If you get

083rid of all the laws, it looks like crime is at 0%. A crime is probably not at 0% if you get rid of all the laws. it's probably way worse than if you had them. And so balancing that out is a really important concept. Um, but I think that what we've been talking about so far is good and that would be something that I would want to discuss. I don't know how we would move forward with that exactly. Is that something that we would bring up at another planning meeting? Is it something that we would bring to the full board? I think it's something that we would um do both. We would bring it up to the full board and if the full board was like, "Yeah, this makes sense." Then it's in and coming

084to come back here make a timeline make a plan talk with our advisor from CIS6 make sure that we can uh you know not make sure that we can use the tool that way because they will say it's it's the tool use it however really benefits you the most. Yeah. But really getting some guidance from them as discussion points where I'm sure other districts have tried some of these things we're talking about about a collective discussion point and all those kind of things. they will be good to give us guidance as how to do that well and effectively. Okay? You know, and then put us on a better path of getting there. And and so it's it's really going to have to come back, go on a timeline, and make sure that we're we're hitting

085those um points. Okay, that sounds good. That's what I would recommend then as a member of the board is let's bring it to a discussion point, a full board meeting, and then uh see where it goes from. What's up? I'm not sure. Craig was trying to um raise his hand. Oh, sorry guys. Okay, go ahead, Craig. No, not a problem. I was just uh I was just getting a little bit nervous. I wanted to just try to caution us to stick to uh not talking about or setting the specific goals, but rather just making sure that the conversation is centered around uh planning for for those particular goals. And then because we're still in open session, at some point we'll have to have a close session about those particular goals. Yes. Sure. Great point. Thank

086you, Craig. Is there any way that we could maybe have the CISA 6 rep come to the board meeting and discuss to the whole board? They would absolutely just because I'm really just going off of a 20 minute video and somebody that has a little more in depth. Yeah. And and I, you know, I can check to see their availability on the 28th. It might be a short turnaround for that discussion. Okay. Uh but um you know uh we'll we'll try to see if we can get somebody there or Jason, will you help us with that? Yeah. Okay. Thank you. For note takingaking purposes here for action items. I'm writing two action items that Jason will reach out to uh Tim see his availability for the full board. Even if it's Zoom, you know, just

087zooming in for that part of the meeting, he doesn't have to come meeting. Yep. And then the second is that we would put on the full board meeting in July. I'm guessing under strategic conversation or something uh dates as a process as a conversation. Yes. Strategic discussion. Yep. I'll put that I'll work with Lyn to make sure. Okay. Perfect. Thank you. I would call it DAP's process planning. Good. So that way people you know uh know to keep it like Craig said that higher level. Sure. Okay. So, no more questions. Are we ready to move on, guys? Yeah. Okay. That donut was so good. Okay. So, item B is the board of uh board of education self survey. Uh Jason and I had discussed potentially introducing a new survey uh starting in May after the

088new election comes and I just want to get the board's temperature on how they feel about we don't want to survey the board to death but um it might be a good idea I feel to add an extra survey after every election cycle at the beginning of May to have the board members uh survey and share what they think is a point that the district should focus on and improvement. ments um to see if there are a number of board members that that have the same thing that they think needs to be focused on so we can hit the ground running on things that the board can collectively agree upon to move forward and make changes of. Uh that would not get rid of the commitment survey. We would still have the commitment survey kind

089of like a board reflection on how we feel we are working well with one another. um improvements that we need to make as a a a board body so that we can work well together or any sort of feedback that we need to give one another. I'm just really trying to get the board's temperature on how they feel about having two surveys, two different surveys for so four times a year, right? No, I think we said Yep. Uh two for the uh focus survey and two for the commitment survey. Yep. So at the beginning in May, we would do the initial focus survey. What are we focused on? We'd check back in again in six months and say, okay, well, how well did we do with those? Do you, now that we've conquered that, are

090there any new things that we think we should focus on as a group? Um, and in between that, do the commitment surveys to see how we feel we are working well with one another or not? Yeah, that sounds great to me. Please go ahead. Yeah, I'd just like to make one suggestion. Um, instead of may I would uh like to look at maybe the June and June and December for two reasons. One, June and December line up better for like first and second semester. Okay? Right? And it helps divide up that year logically. Um but also um not everybody uh when they come to the board maybe feels comfortable after being just voted on or even knowing what the board's like. Give them a meeting to settle in. give them give them one meeting to

091roll through, right? Uh and that will also give them at least 30 days now that they know they're in the role to really dig in deep, talk to constituents, talk to teachers like many of you did. I mean, think about your first 30 to 60 days. You're going to be in a much better spot in June than you are in May. Okay. I don't disagree with that. Thank you. I I I I don't And I don't think that terribly knocks around, you know, the four times a year. It's just shifting them by a month. Yes, I agree. Yeah, I think that works great. Yeah. Anybody thoughts, opinions, concerns, anything? Sam, didn't we take the word self out of that survey the last time we talked about it? That was a discussion. And I think that's

092part of the treachery of language to me. It's self-evaluation. The word self can refer to an individual or it can refer to a collection of individuals depending on the context. So if we want to take the word self I mean if you're I understand the idea of like hey let's not make people talk poorly about themselves. I don't want to go through a Chinese struggle session at all. But you made me do that on a self is fair. It's a little bit different. I think never mind. I'll talk about that later. Um, we're not supposed to talk about individual personnel matters during open session. Um, I love that. But, uh, so I I understand we don't want to just we don't want to just pile that on people, but I don't think that's what the

093last survey turned out to be as you worked through it with I don't remember who you worked with, maybe Tina, I think, um, or Diana, but I don't think that's how it turned out. I think that the last survey had some interesting questions and it was more about, again, it's about the collective commitments. How is the board functioning? How do we feel the board is doing with moving forward in the manner that it wishes to as as a body? And so I think self-servey makes sense in uh in that sense. And I would rather like I said, I can go either way on it. I don't want to add the word collective self-serve or something. No, certainly. Do you did you like those questions? I thought some of them were really interesting. you weren't at

094the meeting where we discussed them and I think one of the questions the question that garnered the greatest level of interesting discussion was one that you suggested. So I really liked that one specifically. I don't know if I can say what the question was or if that's getting too far into whatever but I I really enjoyed that one. I thought overall it was interesting. Um obviously the context in which a survey is taken regarding a group of people is very important as to how that survey fits. You know every every group is different. So I think that's an element but that's also where making sure that we've assessed our collective commitments as a whole is really important and I think that's something that we would have to do with that collective commitment survey is we

095would have to make sure that we revisit it fairly quickly then every time we have new board members enter. Now, say in April, we don't have any new board members enter, we wouldn't need to readress that because it's something that unless someone specifically requested it, but if we have new board members enter, it's something that I think would be important to do is to adjust both our collective commitments and how our survey reflects those comm collective commitments. I don't know. I guess I somewhat disagree with you on that, Sam, because I do think even if everybody's still at the table, a lot can change in a year in a district. So, it might be good to revisit those collective commitments or even reach out to the board members and say, "Uh, please respond and let

096me know if you feel like we need to revisit our collective commitments and let the majority rule if we should discuss that or not." And that's what and definitely Drew How would recommend uh and he's the gentleman that we have been going to uh for guidance on collective commitments, goal setting, and and board development in general. He would recommend an annual review and an annual recommmitment to those. And he would also talk about doing something like give new board members a month to get on the board before asking them to commit to something that they have no idea what you know how how we even function. M and so he would say say somewhere around that June time would be a good time to do that too because that would give them some time to

097have gone through committee meetings see how things happen and at least be able to raise some questions or discussion points. Definitely. Yeah, I think that uh the June December timeline is a great recommendation. I mean and that's just a review on those collective commitments. Then you can survey those right around that September timeline and then six months from September do another survey on those collective commitments just before the the um community votes again on new members. So, you actually have a final discussion on Yeah. that survey that you guys were talking about around the collective commitments. Tammy, do you think you need to uh have a a subcommittee that would formulate the questions for that survey? Um I I'm not opposed to a subcommittee for That's what we did the last time. Yeah, I would

098be absolutely comfortable with getting a subcommittee together. I don't know if we want to move this to the full board to discuss it. So, everybody's available to decide if they want to participate in a focus survey or if we want to make the decision here at this level to say we're going to move forward with a focus survey and a uh commitment survey. Well, I think either way we should recommend it as it would be voted on by the board. I think that would be fair. That was one of the main things that I heard during the last uh survey process was that there was a preference for more of a full board engagement and affirmation of those surveys and I think that would be good to do. Uh additionally in the same vein although

099I I don't have problems with subcommittees certainly I think that having the opportunity for all board members to participate might be best. I think there's a little bit more to be discussed there as far as what does it look like when that survey is being crafted and adjusted. Um so yeah um Sam and I uh and Craig um are in discussion about building the agenda for uh that retreat coming up in a August with Drew. Mhm. And one of the things that Drew wanted to understand was what commitment the planning committee had towards collective commitments, goal setting, and surveying of the board. Uh and uh we'll we'll report that back at our next we got another scheduled meeting to finalize that agenda. We'll report that back to him and that'll help him shape that discussion

100point. So whatever comes out of this meeting today, we'll share with Drew and then he can help plan that for August. And then at that time in August, the board will be together and they can talk about maybe some of the final points of those things, the collective commitments, the survey piece, how we want to go about doing that. It'll be, I think, a really good tiein. It'll work perfectly. Okay. So then we're going to move this to the board for voting to see if they would like to do the focus survey or if we just want to stay with the commitments. Yeah. Yeah, I would say. So would it be a full discussion and then a vote? I would say doing that at that retreat would be a good idea. Like I you know

101you know if if that's okay. Yeah, I'm comfortable with bringing the the conversation bring the conversation to the retreat, right? um if you guys are you know committed I mean I guess what Drew would want to know is are you committed to doing work on collective commitments do you think that's valuable right um do you think it's valuable to um uh survey yourselves around those collective commitments on an annual or bianual basis uh and then um when it comes to goal setting having that discussion that you talked about about twice annually uh what's important to each board member right? And how does that develop goals for the next six months? He would really key into that discussion. Okay. So, if if if I'm hearing right, um the committee so far is talking about doing um

102a goal setting uh and and uh whatever discussion twice monthly, excuse me, twice annually, uh six months apart, June and December. uh and a um a commitment to uh collective commitments in um you know uh in a June meeting creating the collective commitments uh evaluating yourselves on those twice annually once in September and once in March right and that's the help that he can help us with in August. Okay. Right. And uh if that goes well, the board will commit to that in August as as a as a part of the retreat. Okay, perfect. Yes, I am comfortable with that. Is that is that what I'm hearing? Yeah. Anybody else? How you feel about that? Yeah, sounds good to me. Okay, one thing I would like to have um the opportunity for all board members

103to submit questions that would be on a survey. Yes, I think that's a good idea. Yes, I completely agree. I think that's a good topic for when we get together in August to talk about how those uh check-in surveys are going to be done, whether it's around the goals or it's around those collective commitments. Okay. Yeah, definitely something to be uh something to be discussed at further length at that meeting. I think that would be good. Okay. All right. So, now we're on the action items. Oh yes. I thought we did public comment first. Oh no, it was removed from them because committees only have one public comment section in the beginning. I wrote down seven action items um from stem from tonight. First is that I will work with uh Melissa Lampy to get

104that PDF of the mailer shared with all members of the board. Second is that I will share the themes from the parent survey uh and share that with the members of the board. I will uh uh Sam is actually going to uh email me some some further direction or requests that he has that's thinking about for school perceptions and I'll work with Derek to get that and shared with the school board. Uh Tammy and Jason will discuss school level parent uh survey data while we connect and part of our planning. Uh Jason will talk to Tim from CISA about his availability for the board of education meeting in July and uh I will work with Lynn to make sure DEP's process planning is a strategic discussion. If Tim is not available, do we still want

105to have the discussion? Um, I think we should still have the discussion. I'll just watch the video a little more and maybe be able to articulate it. Watch it get together. Yeah. Right. Take it or something. Yeah. And then the last one is I have uh Dr. Burke will work with Sam, Craig, and Drew to make sure that part of the planning for the August retreat is around the focus survey and commitment survey and planning out what that looks like. Okay, there was and I don't it kind of falls into a little bit of a gray area, but I did ask about bringing some information about options with uh like keyword filtering on the chats or moderation options for for Google Meet just to try to maintain as many opportunities for people to discuss as

106they as they can get. With YouTube, it's a little bit different because then it's out to the whole world. But I think with Google Meet that's yeah I mean like on the on YouTube it it really doesn't I get that there's some some legal discussions and everything else about liability and opening and then keeping keeping those chats because it's a record of the school district and all that right but there's some of those discussion points that um you know I think Craig was keying into with our attorney um but YouTube in itself uh it if they're doing it on that platform platform, right? That's that's not like doing it right here in the meeting. Again, it's like people are outside, they're looking in the window, they hear what's going on, and they're talking to each

107other out there, right? We can't necessarily Yeah. It's not bombarding Lynn with a bunch of comments on it's not it's not hopping up and trying to move things along in the meeting. Um, and I will tell you that there are people who are trying to attend the meeting virtually who are not happy with that interrupting the meeting all the time. Yeah, I agree. That's why I think that the YouTube live option is fantastic. I love watching stuff on YouTube live. I think it's a really nice mix where you can just totally shut off comments if you want to, whether or not they're even there. Sometimes they're, you know, sometimes they're shut down, of course, but I think that's a really good solution. As I said, I'm super happy that yeah, so that was the only

108thing. So I wrote down that I'll work with Dave Blackstein to further explore Google check filtering and monitoring and I'll share awesome what he learns. Okay. So good. Yeah. All right. So there's past agenda items. Um I did reach out to Craig to get the next meeting of the chairs. Um he's looking into his schedule. We haven't said anything quite yet. Um, you did connect with the school board of acu, we've already connected with the school board of academic excellence on possible professional development, but as Sam had discussed earlier in the meeting, it's just delayed due to, you know, um, some hiccups on the board. Um there was you invited PE people to the planning committee Jason. That was that referendum debriefing that was held on May 12th. Yes. We had some folks um participate

109that. Okay. Um and Sam's still working on the workshop stuff, the board workshops. He did a brief overview of that. Yeah, I do have a discussion point on that. Um I know that we're uh still trying to find people to do the um Robert's rules of order and everything else. Um on the um WB uh agenda for this, um Stevens Point meeting, they have somebody doing that work. I don't know if you want to reach out to the person on that agenda. Sure. Yeah, if you email me their contact information, I'll definitely reach out. That sounds great. I'll look on that agenda again, figure out who it was. But I just saw it as listed as one of the topics. Parliamentary procedures and the boardroom or something like that was called. Okay. Perfect. Yeah. Absolutely.

110Love options. All right. And we worked on, you know, we have our standing date, Jason. Yes. Good. All right. So, future agenda planning. That's just a link to that previous calendar. I think you and I get get into that. And the tenant the next meeting date is September 10th of 2025 at 5:30 p.m. Tammy, I have a please something I'd like to address. Uh the 26 26 27th calendar. Um that idea I think I mentioned that uh we could shorten the school year by lengthening each day 15 minutes. Mh. And uh in in Burlington they say a million two. So at least discuss that some future day in planning and obviously would involve fiscal to a certain degree. So, so would you be looking to change the calendar that was already set for 26.97? Yes.

111Or I mean we're trying we're trying to stay two years ahead for people so that they can you know families really right wanted us to give them a lot of time for vacation planning other things that they're doing right um it may it may cause an issue with parents to say we you just got a two-year cycle and now you're changing it. Yeah, I'm just thinking if if the referendum fails again, we may be forced to make a change, then you're right. It would be good to have the discussion sooner rather than later because it's good to get the information out. So, is there any way that we could possibly um add it to or we could discuss maybe putting it in next month's agenda to discuss what that looks like. Uh, and I could

112reach out maybe to Sarah to see about maybe getting some financials of uh, what she would anticipate this district would save just on transportation. Sorry. Yeah, I was say that would be a good question for fiscal to to look into. So, you know, getting a hold of Carl and talking about what that would look like. Uh we want to try to keep fiscal stuff in fiscal and you know um planning stuff calendar usually goes through HR so that might be a thing for HR to look into. Um Craig I think was wanting to talk but that's what the rustling was right. Yeah I saw Yeah. Sorry about that. Um that was good. Yeah. Uh the it wouldn't be for the July meeting for sure because we we have a packed um a packed agenda for

113July. So July what? Oh main board meeting you're talking about. Correct. If you were to bring that forward, it would probably be bumped to August. Oh no. We would want to bring it to a committee level first and Jared's recommending HR or fiscal. Yeah. Well, I'm recommending calendar, probably HR because HR works on that calendar with Margaret Brady who does the the calendar planning stuff. Uh, and then transportation of course and costing of transportation uh would be more fiscal responsibility and s more on that. So, good idea. Just wanted to make sure that we put them in the best place. Otherwise, you're going to require Margaret to come to this meeting in addition to her HR meeting, Sarah to come to this meeting in addition to and it could be done there. Okay. I mean,

114we those meetings as well. So, so just for action items, are you comfortable reaching out to Margaret or Oh, yes. I'm absolutely comfortable with that. Thank you. Yeah. And she runs HR anyway. Every time every time we talk at planning about moving something in HR, I always want to say, "Hey, can you connect with me?" Yeah. Can you connect with yourself and the committee? And then who's going to connect with Sarah around the fiscal piece? Um, either I can or I mean Carl, you can as well, but I can do that for you if you want me to just be my guest. Can I just out of curiosity, can I draft an email to S to Margaret and attach Sarah and Carl to it and say for us to understand how this might work for

115us. Uh could we maybe have Yeah. Could we maybe have the fiscal data available at our HR meeting? Oh, sure. That I mean potentially. I I'm asking if that's okay because I don't kind of getting that request out to both committee uh administrators and the chair I think would probably be the best way to do it. Okay. And then Carl, if you're able to attend the HR meeting, maybe you can. I'll be there. Okay, perfect. Perfect. It will it will shake out perfectly then. Awesome. No problem. So, I I would uh you know, um we already have HR and fiscal being planned for July. I would aim for those in August. We were going to hit that topic in in August anyway. Um, you guys know that we're planning to put all of these things

116together so that we have a communication out to our community about if a referendum doesn't pass, here's all the things we're going to do. That's already in our pocket as one of the things we may have to do. Yeah. Right. So, we're already starting to plan for how many days would we want to shave off of contracts for people? How much transportation savings is that? we have to look at our contract for transportation because it's a tenure. So, I don't know if we save money or don't save money, right? And we're in year I think six of that tenure next year. Um, and so there's a lot of different things, but we would need a little bit more time. Oh, yeah. I think that my Mar my meeting with Margaret is not next week, but

117the week after, and I wouldn't expect Sarah or her to have any of that information readily available to present that quickly. So, I understand that. I just listed as a to-do that you'll you'll work with Sarah and Margaret around uh learning more about that calendar idea. Okay. And Dan, maybe you and I can just touch base on I think you said it was uh after Memorial Day before Labor Day out or is it the other way around? And added uh 15 minutes to each day. Okay. And so that the teachers will get a pdeium raise without it costing the district anything. You know what I mean? So okay that lingo means can you explain that lingo curiosity per day? You know less time but they make more per day. Okay. Got it. Keep the pay

118at the same rate. Got it. Okay. Uh if you do that you don't save any money but they they get paid more for the days they're working. Okay. Lose any money either. You don't lose anything. That's the big deal. Okay. Perfect. So, anybody else questions, concerns, suggestions? [Music] All right, then. I'm going to say that this meeting is coming to a close. Oh, please go ahead. I think Craig was trying to speak again. Okay, go ahead, Craig. No, no. I I appreciate it. I was I was just trying to make sure that we're stay sticking to the agenda and you guys are, so that's all good. Okay. Thanks, Craig. I hope you have a great night. All right. So, we're gonna say the meeting ends at 7:07 p.m. Yep. 70. Perfect. That sounds like a

119seven and seven. That sounds good. Next. This is our This is a one that's coming