001Nice. Next time I'll tell you no tomorrow. Do the update tomorrow. Hi, Charity. Can you do a sound check for us, please? Absolutely. Fine. Can you hear me? Thank you. Perfect. With that being said, we're all here and we'll get started. So, why don't we kick it right off to the consent agenda and Margaret, I'll turn it over to you. Okay. So um today's consent agenda we have a few hires not uh not too many and a couple of people have decided to look for other positions. Um I it's about what we would expect for this time of year. So, I don't really have a lot of additional comments as it relates to today's consent agenda, unless you have any questions. Question. No, thank you. Dan, are you good? Um, yeah, I think I'm good
002on that one. Very good. That will move over to a resolution. We'll go to summer school. So, summer school, this is the first of numerous uh a consent agendas that usually come out over the next few months. These are the hires that are being made in accordance with the staffing plan that was approved. I believe it was in January at the January ed services meeting when they go through the uh staffing plan and the budget and the plans for courses and things like that. So, if um those of you that have been on the uh uh committee before will recall that uh there was some discussion as it related to who does what as it relates to positions and staffing plans and hiring and things like that. And it was agreed upon by the board
003that ed services would essentially build the foundation which would include the courses that are being offered, the number of people that were going to be hired, the schedule, and then we the HR committee would essentially act as a flow through for the hires that result from those decisions and that approval that went through ED services. So this is the start of the hiring. This is this is like the biggest amount that you will see come through, but there are still some remaining vacancies that are posted. Um some we won't know for sure that we will be offering because it'll based on um enrollment and and uh staff or the enrollment for students doesn't open until I believe April 7th. Okay. And just to foreshadow because this is a question that happens every year. You you
004will most likely see right a summer school uh sheet that you approve after summer school already started because it's a last minute hiring. It almost inevitably happens. And I know we're going to be talking about hiring and processes a little bit later in today's agenda, but I just want to force them for you. There's no way you can get around it. Do we have any questions? Yeah, we may have answered this earlier, but what happens if there's only one student who signs up for the class or something, you know, really low number? that that's kind of one of the things that may lead us into a hire that comes in a you know after the programming is already started maybe even the teacher taught halfway through or all or already all the way through the
005course by the time the um the June meeting hits us right because we were working really really hard to continue to find students and fill that class to get to our minimum offering right and if we can get to the minimum offering without cancelling the class we're going to try to do that and sometimes we do it. We find the teacher and we're we're ready to go, right? Um but sometimes we don't and then sometimes we have call that parent up and say, "Hey, we're canceling that." Of course, we couldn't find enough enrollments. Sometimes we do that, too. And the other question I had was uh why are there so many strength coaches? Because of the numbers of kids. Yeah. Okay. And if you look at PE in general, the bulk of our PE courses
006are that because we don't cap out the number of times a child can take that course. And uh kids who typically fail FIAD, you know, attendance wise and so forth take that strength course to make up that credit in the summer. No, no, it's not. Um it's it's it's a nonredited course. in the summer most of the time it's kids who you know um take and like the course and they want to keep up uh for athletic reasons and other reasons or just general health reasons but all I'm saying is it's super popular mean to conflate the two as as they're both for credit or not one in summer is is just because it's popular just like the course is popular too well are there offerings that kids can make up credits credit recovery Yes,
007Julie Casper does not ades if you're asking for FIA. No, no FIA. Okay. No, not currently. All right. Those are my questions. My question piggybacked on that and that was if so and so is on here for XYZ course but the course doesn't run then they just it's all good. There's nothing we have to worry about from an HR standpoint and a promise position or anything like that. I'm sorry it didn't go. They're not under contract. Yeah. So, um yeah, we'll deal with any questions about the course work to add services. But any further questions? Charity, are you good? Totally good. friend. Thanks for asking. Very good. All right. Uh now we're going to talk about uh the hiring process. Yeah. So this one uh I ended up asking uh at the last meeting uh
008to put on for further discussion. Um because one of the things that I noticed uh at the last meeting was there was all of a sudden some new reports that were being generated uh and and everything else. And I thought, what are we doing differently and why? Um, and part of it was I wasn't at any meetings prior to that. And it sounds like, um, the explanation that I got was the previous chair uh, had some questions and wanted to forward those questions on and talk about the process of hiring. At which point I I then said, "Well, I want to talk about that a little bit because uh, you know, if we're working as a team and hiring is under the purview of a HR department and and the superintendent and in my job
009description, it does say that I have authority over final authority over all hires, right? Um, we set up a process by which those still go through you for discussion at HR and then approval uh at the board level. So my question is what is it within our processes or discussion points that there are questions about so that I can understand and help direct that work instead of coming into work that has been uh directed that I don't I don't understand because if I'm going to be held to hey Jared you know it's in your job description and you have final authority over these hires uh but there's questions about processes or procedures and I'm not aware of them I'd like to have some conversations so I know how to direct the work. So, can I
010jump in because the question really came from me, okay? And I wasn't at last month's meeting, but we summarized it the month before. I did send an email to both Margaret and Mike which summarized those questions in there. And the basic gist is this. Um, I'll I'll give you a little background since you weren't for them to. Um, a few months ago, consent agenda had winter sports on it, for example, and we were two months into the winter sports season, which is the four month season. We're two months in, and now we're getting consent agenda for these hires. And I I'm not talking about new hires. I'm looking at or I've asked the question, what's the process for the recurring hires, the ones that have already been there? because why is it that we are
011halfway through the season and now is when we have a recurring hire come up on consent agenda. So, I'm just wondering what the process is in it. And if I recall correctly, Margaret explained there's a process out there. It's kind of confusing, whatever. And I'm just curious. Um and at that meeting David kind of summarized it then saying you know can we have a process for and I'm just talking extracurriculars right now um because that's where it kind of stemmed that okay spring sports are you know the bulk of them again not new hires the bulk of recurring hires by this date winter by you know right now we get a spitter spattering of each and some are before some are first month some are two and three you know it's just is I just
012my question always comes comes back. You all know me well. What's the process that we have? And if there isn't a process, should we have one? Because right now, when I look at spring sports, for example, there are some that only have one or two hires, some have multiple. Spring sports start next week. Um, so then we're into the end of April. The season ends at the end of May. It just seems kind of foolish to have a recurring hire through at the or at the end of the season if we already know that they're going to be there. I didn't ask for an additional form or anything that way. I like forms there. They're I shouldn't say forms. I like organization to it. This seems pretty organized. If that's what helps, great. I don't
013and I said that I don't mean to create extra work. I was just curious what's the process because it just doesn't seem and and I could be missing a big piece of the puzzle and please help you know if I am but there's just something a piece that seemed missing. Okay. So, if that makes sense or if you need clarification on the question, it um it I don't need clarification other than um just to play devil's advocate, right? And and some of the discussion and this goes to some of the work we've been doing as a board to talk about norms and one of those things we discussed is um like whose job is it anyway, right? And um if you look at that right uh we talked about hiring of non-essential employees the whole
014board's reaction to that as well as mine was whose job is that and I'm asking what was the answer to that question? Superintendent. Okay. And so if that's the superintendent's work right and and and your job marginally might be on an approval sheet. The question I ask is again philosophically and just devil's advocate. Why um why are we looking at the process if the process is in my control and my workflow? Let me answer that question with a question. What is the purpose of us looking at consent agenda? Is it just to put a stamp on it? Here you go. Is it to look at okay here's what we have. We have six hires here. who hires you for the overall piece. I guess that's exactly why I asked of right but that's where tell
015me and that's where I say maybe a puzzle piece is missing that if our job and consent agenda is simply to look at what I know we look at summer school and questions came up because we have a blanket of them there. Wow, we have a lot of them here. Help me explain this. When you have a spitter spattering over four months of whatever extracurriculars we're talking about, there's no way to look at that. So if it's just simple okay consent agenda stand do okay that's fine because if that's our general understanding let's communicate I guess I didn't understand that um I trust that it's your work I just have to understand then what's my work exactly and that's why I asked the question I did um is for us to try to understand what
016each other's work is so that we don't uh start crossing over into uh different lanes unnecessarily For instance, the reason I asked the question is what's your interest in that? If we've all decided um previously with some board work, hey, that's that's in Jared's purview and how he handles that and does that is his, we have a vestage of a approval sheet that has gone to the board previously. Um, and that seems to have gone unnoticed and just approved with the only step in the middle being a review at HR. And again, what has HR really done to review that? I don't know. But right now, the feeling is we don't know why we're doing it, which is why we're asking questions that tend to be more management questions than guiding p policies and practices,
017right? And if that's the case, I'm okay with that. As long as we all understand that, then that's the board's perview. It's not Jared's perview, right? The whole hiring practices are going to be what the board works on and decides on. then we all know each other's territory. But if it's not and if it's jured and or his design then that work remains where it needs to remain. The only the only uh impact that I have on both of these is one I have a state statute that says you have to review and you are the hiring agents of anybody with a certificate right any teacher or administrator. In some school districts the board doesn't deal with any of the itinerant employee hires because a lot of times they come and go so quickly. um
018that uh just staying up on that paperwork and everything else um it's not worth it because by the time you say yes to somebody uh we've already got it posted and we are on hire number two for you then to say um we changed the consent agenda. we had somebody taking that position, but we don't have them taking a position. And some school districts just tend to say like by law, we don't have to approve those. And you know what? We're just leaving that just to the final authority of the superintendent, which is what my job description says, but in our practice, we haven't been practicing that way. So that's why I wanted to bring this up just as a mere simple question of, hey, we're we were acting one way. Questions are becoming now
019of why are we acting that way? And there are more management questions than guiding principal questions. And so that acted, you know, that that for me said I should ask the question for clarification sake. I'm okay with however we want to operate. I just want to make sure it's clear how we're operating. And I have no intention to take a management piece to it. It's the clarification of okay, our role, I'm fine. It's kind of a stamp of approval whatever moving on because that primary piece is yours. I can't speak for other board members, but we did agree that we have management and we have governance. And right now, I think as a a collective board, again, I'm not speaking for everybody, I'm saying my viewpoint is that we have been blurred into a lot
020of the management pieces. And um thank you for the reminder of coming back to a piece of governance. I didn't do it as a reminder. I just did it to seek clarification because when things get unclear, that's where that's where people start, you know, wondering what's happening and uh and we start stepping on each other's toes. I saw this because all of a sudden I saw a bunch more work that the HR office was having to to try to navigate to try to answer some questions that seem to be a more management style question, right? I expect them to do that. if I have those questions like why why are these coming late or and I would expect you as guidance to say to me like hey um you know we're noticing practices that aren't
021aren't juggling with the program and if I can't answer for you why I think it's okay then for you guys to give me some guidance to think about clearing that up and then I have to decide am I going to work on clearing that up or not because that's a management issue right I can see that happening uh but But what brought up a bigger question for me is um if if you're not um if you're not clear as to how the workflow has gone either one we need to clarify that work or we need to disengage from that work because it's work that you guys are saying listen that should be yours. Why why is that those itinerate employees why are they even coming through on a consent agenda? Let's just deal with the
022ones that are the ones we have to deal with by law, which are those that was my next question that are teachers and principles. And each of you are going to have a different thought or feeling about control over the budget, vital control over hires that you'll need to um weigh out and and instruct me. I'm just looking for clarity because I'm seeing work that has that has been taken at the honest place because there were a lot of management type questions about how is this working and those really should come from me and they weren't coming from me and I I was wondering what's happening and so that's why I'm sleeping clarity today so that I can make sure that if the work has to happen I direct it appropriately. So I'm gonna ask
023a clarifying question. Sorry I don't mean to be taking over but well you're probably going to ask a question. I was going to ask. Go ahead. Yeah. So, my question is in the future if I'm sending an email to the chair and the administrator in charge. Should we be sending it to you as well? That way you be in on all of this. My assumption is that if they didn't have the direct answer or they needed clarification that they were seeking it to you. So, that could be my misunderstanding. No, that's exactly what happened. Um Margaret started going down the path of what was instructed by the the chair of the committee and then she said uh do you uh I need to tell you what's been asked of me. Do you approve of this?
024And I said I have to ask more questions. I don't I don't know what I don't know and I'm I'm trying to understand why these kind of questions are coming. um and they they happen to be centered around athletics, but we actually have more uh disruption in the hiring process around our uh custodians and our um you know other other you know support staff support staff than even those uh but the questions are coming from that area. I'm wondering is there a a sports issue that I is there something else but the questions are coming here? I I you know I I didn't know what I was going to run into and it seems to me that it's just more of a process question which I'm I'm asking myself what would help for you to
025understand the processes so that you're not asking management questions. there isn't money. If we're saying that we're just a basic delegate stamp, then my question comes to the processes is why is it here? And I understand your question back of is there an oversight that's be needed from the board. Well, that sounds more like a fiscal question then, not necessarily an HR that we have this many that are contract employees, this many non-contract employees. This is where it goes. So, I don't know how. Right. That's a budget question, not a hiring question. Correct. So that's where I don't see how it fits here. Then I came into this a couple years ago and this was a part of it and I had question then about what's the consent agenda? Is it a blank statement? So
026it was kind of well this is what we do. Great. I get it where it stem from athletics is athletics were kind of clustered together where there's a spattering of here's a custodian here, here's that there. So it's kind of like okay that's easier to look at. I don't want to say to track, it's just um questions of wonderment are easier to come up because they're clustered together. Um another question that I had with it is and I Sarah kind of just answered it. When you have consent agenda, these are the non-contract hires. Do contract hires come through, you know, when they employ. Yeah. Well, that's where we look at. Okay. So, we have and sometimes they come after the start of the school year, too, because it was it was a last minute hire
027after our our our last board meeting. They're already in the classroom teaching and then we're asking you to approve their contract in September at the board meeting because we were we hired them, you know, August 30th or whatever, you know, but I'm saying they're recurring hires. Recurring hires come through on consent agenda. So again, we have recurring hires that have been as part of our program for 5, 10, 15, 20 years that okay, here's XYZ person that's been here forever, but they're still not on a consent agenda as a contract hire for this year, whatever position that may be. So that's where my question came from. I don't understand the rhyme and reason. I'm not questioning the hiring. I'm just looking at if there's a consent agenda and we're here in March. Logic would tell
028me, hm, I should see the bulk of my spring sports. I should see the spring musical. I should see whatever because that's what's happening right now. I'm not telling I need more of this or that. That's just my logic is saying I can expect to see this here. I can expect to see this here. And I don't see a whole lot of rhyme and reason to when we get it. Yeah. Except except if there were a continued employ continuing in that. So let let me take it outside athletics and just talk about stipended positions, right? So which are for certified staff, right? Which are for certified staff, right? Um those, you know, are are unless um unless that stipen is moved to a different individual because of whatever reason that person doesn't want to do
029it anymore, the building principal wants a change or whatever, right? Unless there's a change, that's when you will see that come forward. Otherwise, that stipen just continues to roll in that person's set as long as they're in that statemented position with the contract. Yeah. With with their contract, right? And so when when we approve that contract, we're also approving any stipended position along with it unless it change unless it changes hands. Then all of a sudden you'll see something come through and that will then prompt you to say, "Okay, well I saw this on the agenda like a learning leader. How come I don't see the other building leaders listed?" You won't unless uh each all of the building leaders are turned over to a different role, right? And so uh again probably a question
030that a board member doesn't need to have to ask or understand. It's a more of a management issue that we we do too. you just see them on the consent agenda because a change happened, right? And we're informing you of the change because past practice has had us have that on an informed change on a consent agenda for you to find out do a final approval on. Again, final approvals for itinerary employees and stipens um and go all the way through a final approval for you. Or you can say that's insured's authority. Um, my job description says it's in the authority and the last work we did said it's in my authority which has prompted my question, right? I just want to make sure we're or formally how we should, but you guys tell me
031so we can have some clarity for the rest of the board. Well, Diana asked the question that I always had earlier, but then went off on one of those tangents that she usually goes off on. Yeah. The uh I love that. So funny. No, I I was waiting for an answer, but you answered another question. I'm sorry. It It seemed to me that we have responsibility for, you know, the consent agenda without even knowing who these people are, you know, why they were hired or, you know, whatever. And you're saying it's because it's law uh for the certified positions for the teaching positions and the administrative positions. Yes. Yeah. All the other ones you could literally say, Jared, we don't need to see these. It's under your per purview. Or you can say, "We still
032want to see them, right? and you have the time here in close session to review those ask questions and if like something sparks your attention, you can bring our attention to it if we didn't notice it. Same as at the board meeting. If this if they stay on a consent agenda because you want the final purview to be the boards, the board also at that time has the right to ask for it to be removed. It has to go through a a first and a second and an approval to remove it from the consent agenda. You pass the consent agenda without that uh job on there and then we schedule that job for a another meeting whether it's kick back to HR or another board meeting so that we can get the questions in and
033close session around that position to say why did you stop that hire? What what questions do you have? Again, we can we can follow a process that we've had and just confirm for everybody that's the process, but the process is around the individual, right? Metriculating to a final yes vote from the board. It's not about how do you get them to us, right? It it is about the individual then and then when you pull them off, it's questions you have about the individual, not about the process that the individual got to you. But they go hand in hand because here's the followup to that. If we have XYZ person on consent agenda and we do judice crime and ask to pull them off for ABC reason, in some cases that person's already been in the
034classroom in whatever. So you can't say, "Hey, I'm not going to hire this person. They've already been here for a month or two months." Well, actually, you could say you could say, "We're not going to hire them." Good. Okay. We just pay them for the time they put in, right? Because we always tell them. But do you understand you're you're starting your job, but final approval of this contract goes to the board. And we do we do confirmations of employment right along the lines that Jared had said. Like we'll have people new teachers that are moving into the area that want a a confirmation of employment letter for uh an apartment they want to rent. And we very specifically structure that you know that this person has been offered this position. we anticipate this person
035starting. This is what we anticipate their um um salary and and whatever other information they ask. And then we have at the end this anticipated hire will be will be is we anticipate this hire to be approved by the board of education on XYZ date. I mean, we are very specific and intentional during that period of time before we start someone and before they actually start their contracted employment. And some people will wait until they have gone through the board before they will give notice to another employer or and and then they have to like time it just perfectly so that they are not sit straddling two two contracts. But yeah, I mean we are very specific about at what point the board needs to, you know, at what point their employment actually becomes official
036and approved. So since I'm the one that posed the question, I will continue to move this further and that is based on the conversation. My intention was never to dig deeper into the management thing. If we get off of extracurriculars and talk about um custodial or nutritional services where that kind of led in the past is we'd see an overall table and this is kind of the trend of how it's gone. I'm good if that's all we have if that's all you know because yeah we're we're trusting you all to do the jobs in those pieces. So if the consent, like I said, consent agenda for us that our role is kind of a stamp of approval, then I'm perfectly content with here's where we have the information. We've had this many um new hires,
037this many left. This seems like it's, you know, an area we need to take consideration and market does a great job of laying that out for us. If that's all we need, I'm okay with that. Again, I'm not trying to make extra work if if that's not our role for consent agenda. So, that's just where I'm coming from as the person that brought up the question. I don't know how the other committee members feel um because I don't we don't need to belabor. I just want I just want clarity in what you're asking of me and that so that I can have clarity of what I ask for my employees and we have clarity for the rest of the board so we can share with them. We've had this conversation around this and this is
038what we're going to be doing moving forward. So, I guess my question is what do you want moving forward? Do you like what we're doing now? Uh do you want to change what we're doing? What what do you want to do so that we can move forward effectively for you? Well, I like the option that you discussed about we can pull some somebody out and and then talk about them later, but you know, agree on the consent agenda. I mean, I think that works, doesn't it? Yeah, that's that's kind of what we've been doing on certified staff. I mean, I anybody that knows me, I I I rather I would rather govern from a 10,000 foot view instead of a day-to-day operational view. And and if I don't have to see it, we as a
039board hire you, right, to to have to see it. So, we're trusting you. Um for for certified staff, absolutely. But for a coaching position or whatever, if I don't have to see it, I'm happy to say, "Thank you for taking it off my plate." Right. Uh, well, taking the confusion out, too. Absolutely. It cleans it up. That's my opinion, but I don't want to step on. Well, that that brings up another question. The head coach really should get the staff they want. I mean, that's always kind of been the way it is. But if there's somebody who's uh staff, yeah, you know, I mean, and they want that position, do you let the head coach still have that, you know, coach from the community or do you, you know what I mean? That becomes a
040Jared question. That's a management thing, right? And that's where if it doesn't, that's not even my question. I usually defer that to Margaret. I mean, we post any vacant extracurricular positions we post. But believe me if I have that. We open it up to the public. There's there's no inside like nobody nobody has inside rights to a particular job when it becomes vacant. Okay. And that has been consistently practiced is if it's vacant, we post it. Right. So, I am good with taking it off the board's purview because it's not within our realm anyway. We're talking the noncertified staff on consent agenda pieces. Um, I wouldn't say it's not in your own. It's not in your realm if you decided not to be a bureau. Right. What I'm saying is you do have to for
041certified. It's the law, right? I said for non-certified, right? non-certified. You don't have to, right? You can choose to have that just reside at the administrative level. I just want to know what you want to do. That would be my suggestion. You're happy with that. Charity, are you happy with that? I think we lost charity. Did we lose charity? Yeah. Um, well, I don't want to speak for charity, but I think we would have it three to one if she says no. So I'm more than happy to move forward that way if that. So then the the committee is going to make the recommendation to have the consent agenda be for certified staff only and that all the other hires will be finalized with the superintendent. Okay. And that will be a resolution on Monday
042is my assumption. But we will still be able to see it will have to wait till the next Monday. I don't know that we can turn around and change the agenda very quickly, but next month. Yeah, for next month I'll put it on as an action. Only because remember the board meeting is pushed out because it's spring break. I don't know that we can get that turned around, but we'll put it on for April. Perfect. Will we still be able to see the names and the hires, you know, just for curiosity sake? I I can give you anformational posting. Yeah. You know, but it doesn't have to be part of a consent agenda. It'll just beformational um at the HR level. Yeah. Yeah. Does that sound good? Sounds good. I'm happy to I mean because
043if you're on the board, if you're not on HR, you still can see just it being information shared at HR. Yep. Okay. I'll put that on as an action item. Thank you. Any other discussion, questions? Let's move to volunteer recruitment. Yeah, that was mine. Um, we got a thing in the mail, just a little flyer that said, "These are positions we need volunteers for." And if they had had that part of the the regular letter, I wouldn't have thought anything about it. But it just caught my eye and I thought that's a great way to get volunteers. And I remember seeing a 60inut special where they said in New York City there was a man laying in the gutter and he kept asking for help and people just kept walking by and nobody helped him
044until, you know, much later in the day and and they got him to the hospital and they asked why didn't anybody stop? Because there was somebody behind them that would help. if he had been in the desert and somebody drove by, they would have stopped and helped him because there's nobody behind them. And I think if you and and the the uh the psychiatrist said if you were in that position and you pointed to someone say you in the red jacket will you help me then they have to make conscious decision and I think that's what those volunteer things could you help do this for one hour a week that kind of thing and and I think if we had Melissa you know send those out let's see all the sure schools. Maybe grandma doesn't
045want to go to another elementary school, but she'd go to shurers and so forth. And and I think if we could target people because uh I'm seeing all the time retirees with plenty of time, plenty of money, and they're bored. And I'll bet they would, you know, volunteer if they it was directed at them. And if we had something sent to the senior center to the uh the crowd that plays sheep's head every Thursday or whatever, you know, you might get some help that way. And um I know we need volunteers probably in so many areas. And um I mean we have retired medical people from the hospital who said they wanted to help read the elementary kids. Um, if we just recruited in in those areas, I think we'd have success. So, I disagree.
046Yeah. Um, tomorrow we have admin team and so I'll just I'll bring up okay your your discussion point. Um and then just ask them, you know, how do they how do they uh work to get volunteers, right? Um and then maybe um you know, I can talk to David or somebody else. Maybe we can refer that because that's more of a more of an ED service question, I think, or like, you know, because most of our volunteering isn't um hey, we want to we want you to volunteer to help clean, right? We pay cleaners that the volunteer stuff is in the service opportunities for like tutoring and and those kind of things all fall more ed services. So, I'd like to kick this idea of volunteerism and we've been talking about it since I got
047here since you know when I when I was being hired it was a question uh around you know um I think it was more of an informal question around like you know what what would you do to help you know STEM parent involvement and volunteerism and like it was all kind of came together and you know we're still working on both of those like parent involvement and volunteerism, right? And trying to make sure that we're doing that um as much as we can in ways that are meaningful. And I think if it's targeted, you know, if you say we need a math tutor at I I'm sure that catch your attention. Yeah. When you have time, you know, because it it's something you're good at and you would love doing. So, you know, the more
048information we can give them, you know, right now, our targeted approaches come right from the classroom, right? There's not a a district level involvement. There's not even a necessarily a building principal level involvement. They're really coming directly from those teachers. Um, and so to talk about like is there a way to formalize that from a building or district standpoint is what I was talking about for tomorrow. Um but but in general if we want to talk about volunteerism in general I think that that resides in services. Okay. You know like that if that is a stem question that we need to continue to to kick a can on. Um but your point is taken which is can we take something that generally happens from a a one teacher one classroom as they need it kind
049of thing and formalize that to either a building or a district um direct sales approach. Um I you know we'll bring that topic up for discussion tomorrow. Good. Thank you. Yeah that was a good good suggestion. Thanks Dan. Yep. All right. With that being said, uh I'll be looking for a motion to go into session. So move. You got a so move. I second. Well, this is where I get to leave it. All right. We have to take a voice vote. Uh do we take a voice on that? Yeah. All right. Uh are you going to call the voices or do you want me to? Uh you can go ahead. Yeah. Yes. Yes. Yes. Okay. [Music] All right. Future, did you let go back in the Oh, that's only one participant. That's you. Yeah, that's
050just Okay. And this Brian we're talking about is one of our lawyers really general like okay tracks. So looking at April's plan uh looks like a pretty full meeting again in April. Do you guys see anything extra you'd want put into the calendar or anything you think we shouldn't talk about? It's unlikely that we will have enough information to talk about an annual pay adjustment or negotiations. Those two usually go around this time, but we don't have anywhere near the funding information that we need to be able to start that. So we I mean we would this year is a little bit off. We would be moving negotiations forward and then the the the um annual pay adjustment for other people then comes after that or in conjunction with negotiations or any agreement. So that
051clears it up a little bit. Uh still a relatively full agenda. Um, do you guys see anything else that you would want to add or we had um for this month? I see on there wellness committee update. Yeah, it's not that's not a big pressing. So, I'm assuming we'll just leave that on May and skip April. We can. So, we can do that in May for sure. I mean, they're doing their we were just mailing out challenge presents prizes today. And I mean I can it's not a need for it to be even every other month whether it be quarterly twice a year you know once a year. Um and then planning for health and dental insurance. I mean we can get an update in April. we we might be better served to have that
052in May because we'll have one more additional month of claims data that we can go through that will kind of be pointing the direction towards how our plan is performing. And there's some timing advantages to delaying that a little bit because the first few months of any plan year are usually a little bit lower because people are meeting their deduction their deductibles. But once we get into like the April, May type area is when we usually start to see a little bit of a ramp up in terms of like how what direction is our plan actually going in with respect to our claims performance. So I mean that's something that we don't have any um hard deadlines that we need to meet for that planning. It's more of a like a a checkin on how's
053our plan performing so far this year. You know, what type of markets might we be looking at when we get to the renewal discussion in summer? So, I mean, that's a that's a discretionary topic for you really. You can postpone that if But it sounds like it'd be better to postpone it based on what you're saying. I I would think yes because then we have I mean that will be a a couple advantages is maybe the later we get in the year we'll maybe have a little bit more information on what money is coming in and what if any strict cost parameters we'll be working with and then also we would have just that extra month of claims performance. So well now we got a light agenda for next month. Oh, I don't think that'll
054be right. I'm just kidding. Uh, so, um, you know, I know just because I know some of the things that, um, administratively Margaret's been working on, but Margaret, I think I'm fairly certain that we're going to have some kind of a draft in May uh, for the teacher compensation model. Okay. Right. So, we should probably put that out for May. Okay. And um really whether it's me or June, we need to discuss um there uh there was some unintended consequences for admin contracts that happened due to a decision that was made with teacher retirement. um that not only do we have to make you aware of uh as an HR uh team, but we also have to provide some solutions because what that consequence or maybe that was intended but it wasn't communicated um is
055it reduced uh the administrative retirement benefit significantly because the contractual language said that the administrators get uh the the I don't know I don't know if it's the best or it was the highest offered to any other group or employee right and so with some of that unsettling language for um some res uh teachers who have since retired that left those contracts open and vulnerable to the administrative team without oversight or preview of the board. We want to have some discussions about do you intend that or not and if so uh we we really need to do some clarifying language which is why we try to get everybody on the same cycle. Remember why I said hey we need to get everybody on the same cycle because there's some contractual things that we need to
056talk about. I'm foreshadowing with you. That's one of the things. And so we uh Margaret and I and Sarah have been working to try to look at uh other alternatives that are maybe less costly that maybe might work or whatever. Um but uh will maybe fill that that void in what happened with the teachers affecting our contracts. So just want to make sure that whatever we do with we do with intention and we bring it forward to you and you guys can tell us yes this is what we want to do. No we don't want to do that. Uh we we like what happened but just communicate it out. Whatever it is we need to have that conversation so that our admins understand what their contracts are moving forward. Those two things in the background.
057Anything else on the calendar? And thank you, Jer. Yep. All right. Uh, action items. Just a little review. Uh, I think we only had really the one come out of this, right? The hiring process resolution. Um and then we will um prep for a contract renewal non-renewal discussion or education opportunity for next month and those are the two takeaways on anything. Oh and then we were going to discuss volunteer recruitment with our cabinet. Then we have Yes. Um, one thing that came out of the meeting of the chairs a couple months ago was in the action item section number five. If we have a section called previous action items in board docs. That way it's just an easier piece to go back to see, oh, this happened. You know, this was done. It just it
058it's easier for checks and balances. um that was just something that was recommended at that point in time. So, we said we'd give it a try. Um so, we just need to make sure that that's happening here as well. Yeah, I don't know if that was ever, you know, how that be. That's easy enough to do. Yeah, fair enough. Yeah. And you're right for tracking that. Um, and then one thing that came out of planning is we are going to have a meeting of the chairs in May. So that'll be brought up at the board as well. Schedule is the first Monday of May or May 5th or whatever it is, but that first Monday of May the five because we don't have any regular meetings that point just kind of checking in how are
059things going, how you know and that may stay as something that hey we like it, it's been working or we haven't really tried started it yet. Let's just kind of a check-in because at that meeting um we said a lot of things that we would try and just kind of let's check in. We may have some new chairs and whatever. So, but that was just a piece of your notice. And that's so something doesn't fall through the cracks. Right. Correct. Yeah. All right. I'll be looking for a motion. So moved. Six seven. We are out. waiting to see if Dan wanted to take the first motion.