001okay I don't want to see it oh sorry it's this multitasking that we do to make sure everybody can see everything so you all see the agenda there see a few people nodding so thank you I are you ready or yep I'm good all right we will call the meeting order at 5:30 so why we start with consent agenda market so we have for today oops let me just see here now I just lost my sent agenda oh not not any that were completely unexpected but we had a staff retirement for a special ed teacher um a couple of um other special ed teachers that have resigned at the middle school and uh one person who is not coming back from an extended leave of absence we have continued to make a PA professional appointments
002as they um come up through the year and then we have these extracurricular appointments which are formatted differently um uh obviously when we have the Musical coming up in Spring we have a large number of a surge of extracurricular appointments because these are like one andone type of appointments they work for the spring Musical and then they go away once they um once their the performances are completely done there might be you know a little bit of flexibility there in terms of how long they stay for wrapup and things like that um so that's what we have I don't know if anyone has questions about any of those yeah I I move that we don't allow Jeff Layman to retire I I think the principal had also sent an email to that effect saying that
003he refused to accept that I think it was a uh you know he's had a a long and esteemed career here in the district and we will definitely be sad to see him go so okay but please please please it right all right single questions any questions online hearing and seeing none let's go to the employ AC okay Bill do you do you want to do some screen sharing here let me just stop my share quick and um let me first introduce for those of you who don't know him Bill Foster from school perceptions I think some of you do know Bill from past years they've been administering the employee satisfaction survey for the last four five years four years at least yeah and um Bill usually visits us around this time of year to
004present a timeline for administration of the survey so I'll turn it over to you Bill go ahead all right so I'm joined with my partner Derek tonight um he was I think he attended your planning meeting in January so maybe you're seen his face before but uh basically our goal tonight is to go through the timeline confirm the timeline and then take a look at the survey and see if there's any changes so right now we've got a goal to have our survey finalized by the end of this month so we've got a couple weeks if you want to make any changes um you're going to be going all to Florida here uh the week of March 2 to the 29th um then when you come back everybody will be happy um and we're going
005to be launching the survey in mid uh April with a deadline of April 25th and then with the goal to come back and present uh results on May 19th is that uh Margaret does that look like the right timeline um that looks like a timeline that's similar maybe just a little bit earlier than what we've had in past years where we went into that last week of April um or the first week of May but I think we had been trying to move a little bit more towards the earlier before the end of the school year so I mean this this would work but still give us a timeline that's comparable enough to pass data yeah I'm I'm a fan of as weather warms staff are just like kids they uh surveys aren't quite as
006attractive so if we can get it done a week or two earlier I think that's good and we'll still be able to get reports back to you by uhu that third week in uh May so um and then let's go over to the survey um so I brought over the the same make it a little bigger here um same survey we we went with last year and really the the backstory on this is for number of years we used a Watertown custom survey and then last year we created this survey which is primarily built on our base survey with some additional Watertown questions um so basically the demographic information that we gather are the uh school that the person works at and their position and we are able to cross Tab and desegregate Douglas teachers
007and Lebanon teachers and so on and so forth so um we find this these two questions to be pretty helpful the next three sections are a standard for hours so in other words these are questions that many staff members across not only the state of Wisconsin but Midwest are are taking so we've got good comparison data on workday I'll let you read those on environment this is kind of the traditional climate items um by the way student discipline is the mo biggest challenge facing all school districts in Wisconsin right now um and then there's a support section now the support section A couple of these items are Watertown specific but the majority of these are in our base survey and there is one additional section on this page on U supporting equal opportunities for uh
008different backgrounds racial backgrounds cultural and dist students with special needs and then this is the additional items are the Watertown specific that we carried over from previous surveys and uh this was important to the group to be able to provide longitudinal data on these items and again these two are Watertown specific compared to a year ago overall job satisfaction and trying to measure commitment to long-term career again we know um where we were last year we can actually wait these like a 4321 create an average score and then measure again and say has it improved has it has it uh dropped and that's a way to quantify overall satisfaction and then on recommendations this is the one place where staff members have a opportunity to make comments this this is kind of our wrap-up question
009it's based on N Net promoter framework um so that gives us very good high level comparison data with other districts and then we simply have biggest strengths and work work of the district improve as comments to be analyzed so that was the survey that we ran last year and I guess the question on the table is that does the group want to repeat that this year yes I like that Dan says yes um charity for some background we kind of we were looking to kind of stay consistent uh is what the talk was last year so that we could look backwards always and and kind of measure where we we last year where are we this year where are we going next year type of a thing um that's my recommendation to would be to
010go with the same survey how your feelings are absolutely I just I actually having not had the contacts had a question as it relates to you know looking at the the timeline and things like that earlier um and then it said to send an email out to people who hadn't completed it I'm guessing then that this is not an anonymous survey it is anonymous it is it's a good so our software is program so it's Anonymous but um the software knows which emails have respond which ones have not so if you haven't taken it it we call internally we call it the slacker tracker um so if you haven't taken it the software will send out a gentle reminder followed up with a last chance and then but but we don't know you don't know
011actually our programmer probably could go in and behind in the tables and figure it out but it really is anonymous and it's Anonymous to me as well so our people in our company can't go in and see what what an individual is saying and I can't and nobody here in the district can see any of the individual responses so y last year the comments were really helpful I thought yeah you know so well no and I mean I I love the idea of doing a touch point and especially to have the same questions so we're tracking longitudinally over time I just when whenever I see that just from my day job perspective you know we do our Employee Engagement surveys it's the same kind of setup behind the scenes where it's Anonymous but people still
012question and it so sometimes it affects their answer so that's why just seeing that I just wanted clarification so thank you and I think that was part of the reason a few years back that we actually ended up working with Bill was because there was kind of the shadow of it's not Anonymous and it was administered out of the district office out of the superintendent's office and there was came a point where we couldn't get enough responses or or it just was starting to become ineffective and that's when we started working with Bill in order to build a like a very clear wall between information that was submitted and our ability to see the the individual who submitted that so and then is there usually a follow on like afterwards to say here were some
013of the recommendations you know here are some of the actions we took based on feedback so we have first we come back we'll come back to the committee with the results and usually Zooms in for that um presentation think it's historically been in June or July bill that sounds right and we go through what the out what the outcome of the survey was and I mean there's a little bit of Breaking Down based on various levels but not enough that people would be able to um determine individual responses we do get a number we allow qualitative comments as well and sometimes just by virtue of the qualitative comments um if you have been around the district you might kind of get a sense of where they're coming from or they'll identify um where what what
014their concerns or issues are but then bill bill has a a staff person who then does like a a compilation of the qualitative comments into themes and then we have historically come up with action plans to identify like what the key themes are and then talk with Jared who just joined the meeting um on on what type of specific actions we'll take both in the short and longer term to address some of the concerns on the survey that that's really the key of making this work and if if uh Jared stands up on the opening day in August and said we ask we listen and there's you know a couple things are going to be modifying based on your feedback the staff will take the survey again they say okay I see how this works
015if if they never hear any any feedback or anything that happens um you'll you'll see participation Rate rates drop or otherwise you actually see them increase if uh staff feels like they're being heard I think we've really driven up the participation to the point where like we have we have um a a communication plan to roll out not to individuals but at the school level where for staff if we know that participation is lagging we'll um ask the building principls to allocate some time 10 or 15 minutes to during a staff meeting to allow time to finish the survey um and just send out like Bill's team sends out reminders I send out reminders based on the feedback I'm getting from school perception in terms of just the raw numbers of people that are responding
016according to our timeline so um yeah the last year particularly we really pulled that together I thought terms yeah we were we were up to 370 that was our highest year uh that we had so it's it's actually has gotten better um and looks like do they have the option of stting their dat Pardon Me Do they have the option of giving their name um I suppose no not it doesn't there's not a specific field to allow you that to do that I mean I suppose you you you could sign a comment or you could say my name is Bill and I work at Lebanon and I'd like to know this right but uh but short of doing that it's it is anonymous and um we don't uh we don't ask for their any information
017any further questions online being none well thank you for that I truly appreciate it good good to meet you Derek likewise okay all right have a good night everyone yeah you too take care bye all right now we're g to move on to extracurricular appointments or some clarification around it so I think we had this discussion the last time that we were talking about um I'm just trying to get back to the screen here um about extracurricular appointments and a level of specificity related to how we do those appointments and um we decided you know you guys had asked for additional information related to how we make those appointments whether they're recurring or new hires um we had then I had taken that request back to Jamie ke and um Sarah Miller who do most
018of the administrative heavy lifting on extracurricular assignments and have put together this draft report in terms of the information that has been usually been asked at these HR committee meetings which is is this a recurring appointment you know has it po was po was it posted yes or no who who got hired which of course is always part of the consent agenda and then any extra you know an doal notes as it relates to um anything having to do with like the timing because sometimes we post um out of season appointments and like why did that happen somebody abruptly resigned or unanticipated vacancy occurred um we added a particular position which we haven't done for quite a while um so so that's what the note section is for and I just put this together to
019see if this is what you're asking because if if this this is we can do something like this but then what I am intending to do is to get rid of the the table here on the consent agenda because this does not this table does not translate well to the work that Lyn lykins does to prepare the resolution that actually gets passed at the board level so we would go back to just listing all of those and then we would have this background report on anyone that was on the actual monthly consent agenda that is submitted to the board so um I'm hoping that that would meet uh what you're looking for I I don't know some of you are looking for more Margaret can I can I ask a question of the committee because
020I I asked you this question and and my question is this and I I wasn't at the last meeting um what is driving the need or want for having more oversight over the processes by which we hire at the administrative level that's a great question Jared and and kind of thinking backwards if I remember right uh it was more along the lines if I remember have one or two just comments and questions that were just asked around extracurriculars I don't think there's anything like really driving or anything really like hey we have to see more uh more along the lines of same question I I think pretty much from the same individual every time you been um so I don't think that individual's here because I know I wasn't going to say that fair enough
021uh and and and so I guess driving behind it that's a great question I don't I don't think there's anything super the only reason I asked is because I asked Margaret I said you know why do we have all this extra information and a such a departure from what we've delivered in the past and why is that generating a different workload what are the qu because I'm more of a person that I want to get to the the the root of the cause and you know if it's hey we just want more uh transparency of information or whatever okay I can can understand that and then ask a little bit more what is the transparency that you'd like to see um but if there's a problem with the hiring process I need to know that
022you know if if that's what's generating these questions um and and if it's more information then my question is for for what reasons do you want that more information you know what what do you what is it that you need and I'm just trying to get at the cause of that yeah no I appreciate that and is there a way we could maybe table this until next month when we have a full committee and hey Mike um Craig I just wanted to point out that Craig has his hand up so I don't want to go before Craig because he actually raised his hand I'm just talking so but ple please uh yeah uh acknowledge Craig and then I'll have some comments on it as well sure no thanks for pointing that out my back was
023through the screen uh Craig I see your hand up yeah uh I'm not entirely sure what the recent request is for this but um uh yeah I would think that uh more transparency in the in the hiring process um as far as background information on individuals before the board makes a um a formal approval of those particular uh individuals I think that's probably what uh what was being driven at so um and and that again is a board uh as a a state statutory uh um right of the board to make uh approvals of staff and uh so yeah um I I think that's what was I think that's probably what they're after yeah I I think you're probably right Craig I just I don't want to speak for uh anybody else but it it
024sounds right but I I'd rather be sure right okay uh and if I may uh first of all I'm I'm not gifted at the zoom stuff so I don't even know how to raise my hand uh but but if I if I may um that's okay I forget to lower my hand so um I was present when this came up uh and and you're right both Dan and Mike it was largely driven by the former chair and I don't think it was as much about the names Margaret as much as it was about the number of positions and the timing right and I think you're right in in which case there was some questions regarding why are we talking about a volleyball coach and we're already two months into the season or Etc and I
025don't Jared personally have a lot of energy on this uh I don't think that we need to treat extracurricular with any more uh uh what do you want to call attention than we do anybody else on Margaret's consent agenda um I agree with Craig that the board does get that reviewed with them but and has the the you know the need to approve it but I wouldn't treat this any differently than any other appointment but there was certainly a a gap in the understanding of how these are filled and when they're filled and I'm not going to this is not a suggestion uh or or a request let me rephrase this this is not a request this is a for example suggestion uh Margaret would a document like this irrespective of names be able to
026be filled out the first two columns for every extracurricular position we have not to say that we should but that if if it's if the goal was an understanding of the process then and maybe the date posted the first three columns would that be something that would satisfy the previous request but Mike is current chair and and you Dan and and charity as current committee members um plus uh Diana I forget who the fourth one is um but if you want to table this i' suggest you you table it I don't see a lot of energy from the rest of the board uh with the exception of what Craig just said which is we we have the uh duty to review these at any time that they come forward for approval but I don't see
027an extra extraordinary effort required uh at this time uh aside from just our understanding Jared yeah my understanding is in the in the in the processes in the past right and that's why I'm asking because this is the departure at least on paper uh if the board wanted to see specific information around a candidate and the HR committee asked for that piece of information that information would come forward together in the board packet so that you could have a review of that at the board level if you wanted to before you made a yes or no up or down on any higher but as a Clearing House in general uh stuff that went to uh the committee were just um as you see above like regular names of people the position that they're in and
028so on uh and and that's the Clearing House that it went through and so if there's going to be a change and I'm just trying to understand what we're looking at are we looking at a change in how we operate uh or what or just an understanding um I I I'm just coming in after I see a change in operation that is leading to more work and and a difference and I didn't even know where it was coming from right and if you if we look at the processes of hiring right those those are within Administration the approval of the hires yes are at the board but again we had a process for that which is we went to a clearing house that Clearing House said hey yes up or up or down or maybe
029we need more information and can you bring that along to the board level you know can you include that in the packet and we had that all figured out but this sounds like it's going deeper into the processes than than that and I I want to know what's driving that so I can help guide the right change if we need to I Jared I wouldn't read it that way I think it was more of an understanding as to how extracurricular positions get filled and what's the timeline of them but I will defer entirely to a discussion among committee members to answer yours and Margaret's questions for what next okay uh and then they can recommend it to the full board um I'm I'm not on the committee and I don't have uh uh so I'm
030I'm not going to weigh in uh with the vote on this topic uh the the four committee members in the room should discuss that and and give some direction yeah no and thanks for uh you know clarifying A little bit there David uh Jared that David did it right on the head where this kind of stemmed from uh if there was a softball coach for example uh hired uh and and sometimes it wouldn't come before the uh the committee until two three four weeks into the season and then we would say well how did that happen were they not hired before I think is so it was just how the timing of things worked is really I think where the question stemmed okay I truly don't think diving any deeper um you know I agree
031with Craig transparency uh but digging deeper than how does that you know how does it work is a necessity really but um unless somebody can yeah well Jared I have one detail that I really like when we we look at the list of assistant coaches whether they're staff or not M and and the reason the reason I like that is that if we have a 10 coach staff and nine of them are non-staff that seems to be a bit of a red flag so I'd like to know you know if we're hiring staff members and their initial contract has them in football and then all of a sudden they're not coaching anymore you know the original contract is uh Chang enough so we're always looking for coaches you know what I mean yep yeah so
032that's my concern but okay well then I I think the proper thing to do uh is to um maybe just have a little bit more discussion about what what is useful it doesn't sound like you guys are looking at a wholesale change and how we do business maybe uh a little bit more information uh and maybe we we put too much information on this report for you right now um and you know for Craig Craig I don't know if we need anything different uh than the process we had in place before which I thought was uh you know useful which is if the committee um needed more information they sent that up to the board uh unless you think that we should do something different in that regard um well uh I I'm anticipating personally
033I I think that there needs to be a different structure in place but uh my question to you would be since when is the last time the HR committee has ever not approved a particular recommendation of a candidate to move forward to to the board uh and and I would say I haven't witnessed that and if that is the purview of the HR committee to to do that as a clearing house so to speak were they aware that they have that perview to do so um because if that's the case then then um we need to be on the same page look good question Craig and you know in my time that I've been on I've been on HR the entire time we've never not gone forward with recommendations but there have been some awful
034good discussions uh uh for some of them right so I I think we were aware uh but thank you for bringing it up we do have charity here and she is new to the the committee right so um but I think we were aware just never had a reason yet to to go R that's that that wouldn't be a good idea so the consent agenda has been put together for overall hiring approval the HR committee has not historically participated in an assessment of any the hiring decisions that have been made because I think like Jared said it's been our understanding that those are decisions that have been the actual person that's hired into the position is decided by the inter and hiring process that we use when when we have a vacancy and then at
035the board level um we have at there's been at least one incident since the time that I've been here since 2018 where a board member specifically identified a person that they were not in favor of supporting as a hire or as a continuing hire at a board meeting so we would forward this list of the consent agenda and then at the time that the consent agenda was put up for the resolution was put up each board member then like all the resolutions if there's like any discussion on that at that point any board member would be able to isolate a single H and say I will will not you know would make a motion or would would just say I will not approve that individual and I don't know all the Robert rules for order
036as that uh like what the official process for that is but it did give the board each board member the ability to say I do not support a specific hire the other thing though is like with the respect with respect to individual hires like we are in Open Session and so debating the individual qualifications and um you you know that kind of gets pretty blurry in terms of uh privacy issues so I mean usually when we discuss specific people we go into Clos session when we're looking at a Personnel discussion about an employee we we have and I mean some of you may have been involved in some of those where we've had a couple Clos session discussions related to Personnel matters of of uh but that's always done in close so that we can
037talk specifically about that individual and whatever circumstances led us to that point of going into Clos session so I I um I mean I don't know if that helps or not but that has historically been the process I guess my question is do we need to know when to start start date is just looking at musical for instance I was at Solen Ensemble on Saturday and they have the set half built so these folks if they aren't formally approved until now but they've been doing work is that good faith that we will put them forward and approve them and then if for whatever reason somebody did challenge them would we be liable for not having them as a as an approved employee as of the time they started the work and I think that gets
038to the root of challenge that we had right so from a practice standpoint these like recurring appointments are scheduled according to to match a payroll cycle there's a schedule for making payments related to fall Sports winter sports and um spring Sports and activities so like right now we're coming up on our timing for payroll purposes to start paying out the um stiens for these individual roles which are different than how we pay people on a regular basis so there's a a very a specifically defined schedule that is in the staff handbook that says this is how we pay out these um um um payments over and above your your regular or other um uh pay pay type so that's where a lot of these how the timing of all of these kind of gets set
039up where it's like okay the spring musical is coming up I think it is safe to say that if you're a recurring height there is an expectation of continued employment unless and until told otherwise right but that would happen before these names ever got to uh consent agenda because the consent agenda is like we have gone through the hiring or appointment process I mean this is like there's a there is a spreadsheet that we track all of these appointments and they're scheduled by those three seasonal time frames and so like now we're up we're we know that the spring musical pay is going to have to start breaking pretty soon so we put all of those through once they all get F finalized it does sometimes take time to finalize and changes do occur as
040hiring just like with any hiring I mean people come and go you know hopefully not too many not at the right right or wrong at the wrong time but that does happen and and so then they get like just added to the mix I guess is the best way to say that most of that work is done between Sarah Miller and HR and Jamie ke and or the person like for example with the spring musical it's usually done with the director of the the um musical team the the person that is directing that we also have people with um CTE like skills USA kind of the same thing okay sorry I'm done no that's okay I just I just I think um my question which started this off uh it was to seek understanding of
041of why you know we made a a change in the consent agenda I think we we need to go and it's not tonight because it's not necessarily addressed right it's is we need to have a discussion about the consent agenda and hiring practices right to see if we need to make any changes to that and that's that's a a different night you know I was just trying to seek clarification as to what why why there was a a a change uh put forth uh and how that change got put forth without having a process I didn't know and so I think we need to go back and change the process and and develop it there yeah thank you Jared and and I think Craig still is up again yeah but yeah it's other comments that
042um I I I feel like um just if we're going to explore the process in further detail one of the questions Andor concerns that I have is making sure that it's understood that it's built into that process that the board does have the ultimate veto power of that approval at that board level at that board meeting if that's the practice that we're going to uh um that that is in existence currently where the board votes on that consent agenda and I think that's already out there Craig I think that everybody if if people don't know that then I think we need to do a better job of of sharing that yes I agree and then the other the other component is if if the assumption is that there's some some sort of um liability or
043uh that that creates by a board me a board not approving of an in a particular contract or an individual then then we have to change that whole process so that we aren't uh at at risk of any particular type of a liability situation so ju just some of the concerns and from what I'm gathering from Margaret Margaret's comments right now that that we're not necessarily in a point of liability if the board chooses not to uh move forward with the approval of a contract at the board level no the the way you keep yourself out of that is you say I would you know I make a motion to remove this from the consent agenda right and you you get your your discussion points on why the removal and the and the and the
044the the discussion point is I'd like to talk about this further and uh we would need to have a closed session to be able to talk talk about this further and then the next month we put it on for Clos session to to get that higher moving forward that's the only way you can do it other than having a closed session for every meeting whether you need it or not and I I will not suggest we do that that is that gets into all sorts of difficulties so you know if there is a question it's always the board's possibility to say I want to remove this name from the consent agenda right or or vote on it separately without further discussion um and then if it's removed from the consent agenda put it on for
045a close session discussion I I I understand the um the concern of whether or not not that that there isn't uh perhaps the desire to be in a situation where we go to close session every month or whatever the case may be to have those discussions but other school boards do that well they do but we also have a clearing house we have an HR committee that should do the work on that and on the front half right if there's concerns they should do yeah yeah that that would be sure okay yeah and so that should limit the number of times we would have to pull something go into close session then talk about it I would I would say if we could uh you know just for the sake of time um you know
046great discussion Craig I appreciate the feedback Margaret maybe we could put this on for through the discussion uh action item next month okay um any any closing remarks on that before we move forward ju just thank you for indulging the question of why I appreciate it yeah no absolutely anytime um all right see no other P did you have one well no I just going to say the Charity's point we would have to have a vehicle where we're paying those people up to that point and we said we don't want them working for the CL anymore you know for some reason they worked that long we got to have a vehicle to P I think that goes back to Jared's comment about the hiring process because if there's no like if the expectations of how
047things are being processed and administered changes then I mean that would open the conversation as to can we tell people that they are going to be re recurring hires or or not yeah and if we can't that has some other impacts but that's longer than a longer discussion than more than the two or three minutes sorry sorry I didn't think it was me no no no you're good um uh all right well I'll be looking for a motion to go into close session then you got a motion pleas a motion we're gonna go over is that a second from Dan we are moving to close session okay so those of you online if you could just give us a minute to get the recording stopped and also make sure that we're all in closed session
048here uh Max n could you please identify yourself are you part of the uh School District uh employment or admin board or administrative team ma n okay max9 I'm going to remove you from the Clos session 83 uh telephone number 68 37734 could you please identify if you are um to attend this Clos session I'm sorry who who are you hi I'm just a citizen listening in okay I'll I'll move you sir to the uh uh waiting room until the Clos session is over okay thank you so right now I'm showing David Trader Sarah outen Hoven Sarah Duncan Jason bull oop sorry Sarah outen Hoven so I have seven people all of which look to be um on the school board or the administration team so we're good and did we do a Voice vote
049for uh we didn't since there's only three three people here but uh uh do you want to do a voice Bo um I think we're supposed to okay do you wanna come call off or charity I Dan yes me I and then David I think serves as the fourth person David are you good there we're in close session I thank you I just need to let people in one more I think I still have somebody in the waiting room here so okay we are back in open on all fronts all right so we're going to be looking at Future meeting planning so we look at that calendar um get to next month on that calendar March we got the consent agenda we'll start talking about summer school uh staff uh int to pleas more staff
050planning uh yeah so I mean so from tonight's meeting I'll be carrying forward the extracurricular appointments process I'll probably retitle that um just based on what we were talking about um a consent agenda the summer school staff consent agenda just so you know is like it usually starts to rev up around March and is ongoing for a really it sometimes seems a really long time that we have summer school hires but that's a separate consent agenda and we will like like the the regular employment consent agenda we will have a draft of that every month now for the next few months I'll add the um Staffing plan as a an addition to uh marches I'll confirm that uh we are we may potten eventually have a pay model update I I don't know if we're
051going to be ready to bring that to the HR Committee in March um and then negotiation scheduling is essentially right now a placeholder because we still have so much uncertainty in terms of what the state budget is going to to look like and so we're not even really I think at a point where we can start talking about uh going into Clos for you know discussion of what type of proposal we would want to put together and then the employee Wellness committee continues to turn do their good work and I'll bring an update on some of their activities and challenges that have been um going on for the last few months so thanks Margaret uh is there anything else you guys think we should put on there minus what Margaret is adding already from actions
052tonight be talk about for next next month next month well I I don't know if I'm serious about adding this but we got a mailing and there was just a little piece of paper with it that said volunteer opportunities and that was I thought that was very clever if if we have volunteer opportunities at various schools and the communications we send out like that you can volunteer for this position we might get some takers and so just a little you know bit of communication you know every time we send something out to parents we might get a grandmother comes in and reads to the kids or whatever yeah I think we tried that correct me if I'm wrong three it's not a bad idea by any stretch but I think we did try that when
053you were first coming on wasn't it J or maybe I'm wrong we've had a yeah we've had go ahead I I I agree um we we go through uh really uh trying to figure out and find uh volunteers um and I every once in a while I have somebody come into me and say Hey you know I I'm I'm looking and I'd love to volunteer love to put in some time but you know uh somebody told me that you're not you know you don't have anything for us to do and I'm like uh let me take down your name and I will find something for you because there are always opportunities to um do that as long as we uh get people through the proper channels right um but and and you may have heard
054me Dan I don't know if you were there when I was at the senior center talking a gentleman you know talked about you know how how this might be difficult the referendum might be difficult for him and he's a senior and I said you know what if if you if you can't um do that you know let's talk about how you can you know help in other ways I know you're feeling bad about it like but if you want to volunteer or other things and I I think many of you have heard me we're we're always looking for people to to connect with us so I'm not opposed to putting that out there it might work yeah it's it's not a it's not a epct idea uh are you looking to put that on for
055more discussion next month yeah yeah when it's warm yeah yeah might be warmer by Monday uh anything else seeing nothing and nothing online uh our next meeting will be on March 10th and I will be looking for somebody that wants to go home I so moved that we go home I are [Laughter] you all right we are adjourned thank you okay good night all good night thanks everybody good night thank you good night I think I'm start the truck before I even go running outside oh yeah must be nice should have did that about two three minutes ago I suppose that it starts [Music] com you know you can you can get your vehicle running but then it stops after