001All right. So, this is the human resources committee meeting for May 12th, 2025, and we're starting at 5:32 p.m. Um, the first thing up for discussion is the consent agenda. So the consent agenda for this month is the first version of the revised um format that we'll be using that includes certified staff hires and you can see that on the consent agenda right now there we don't have um well we've had a few teachers that have resigned um none of them necessarily um unexpected and then the staff appointments are the higher for this month that would be in place for the 2526 school year. So some of these position all of these positions conform with the staffing plan that was approved last month. Um and that's those are the ones that we would forward. I
002should say for those of you that are new, we this is a draft consent agenda for next week's board meeting. Okay? We do add new hires a as they come along. Like I know I had a special ed teacher that accepted today and we also had a math teacher that accepted today. So or maybe it was a science teacher. Um, but when we add to the to the consent agenda on the school board, we designate those that have been added between the HR committee meeting and the board meeting with an asterisk after their name. so that you know that those are recent that those have been added to the agenda after the um the HR committee meeting and those are just added just based on timing of when people when we extend offers and then
003when people accept offers which can be you know kind of a back and forth thing over a period of days. So, we I should also say um there's a a companion document to that, although they're not included on the consent agenda any longer for support staff hires. Just from an information standpoint, we have this companion document that will summarize the personnel transactions that have occurred over the last month with respect to support staff. Correct. Um so I don't know what this really would really look like but um whether it needs to be at the committee level or move forward at the board level. But I feel like a strong practice moving forward uh should be that when we have discussions about um staff uh staff appointments for certified staff. um that that we we have
004a close session regarding uh the criteria by which uh the administration is choosing to move forward with those individuals and um have a have an open discussion about some of some of the details in those in that selection process. Um especially when it like you say when it comes to staff appointments when it comes to new hires uh it has been expressed by other board members in the past as well as myself the concern that uh here here's a consent agenda and it just gets kind of passed along without any further discussion. And uh there have been other board members that have also expressed um concern or dismay over the fact that we may have made a mistake in in making those particular approvals and avoid avoiding that that type of process moving forward. I
005would recommend that the staff appointments portion of the consent agenda at this point in time be held off of the um moving forward to the regular board until such a time as we can have a poll session about those staff appointments and the detail that I'm describing. So, um, I'm just going to ask a couple of questions just so I understand what you're looking for and it may may take a a question or two uh for our hearing just for proper notice. Right. So first question are we looking for a standing close session on every HR committee to go through uh in detail information just what I mean by that is in the EV in the instance that you had an in case of like in case I want to have a deeper dive do
006we do that because I don't know if we can do uh that I think we have to have specifics and we have to be talking about a specific person uh or person's contract in order to uh by law. So, I think it may be one of those things where you'd have to take a look at the list and say, "I'd like to pull uh this uh appointment or this hire off and uh have a close session with discuss in detail that and then we would have to notice it uh in a close session and be specific about that position in the close session." So, as far as I can see, I don't see much of a difference between the discussion I'm referring to and that of a of a staffing plan where you talk you
007may be talking about multiple other individuals and you're going into a close session or if you would like to put it onto a particular agenda as these are the appointments and and lay them out and say this is we're going into close session for these individual appointments for for for further discussion. Right. And that's that's why I'm I'm trying to ask what you're looking for so that I can appropriately ask how would we make sure that we agenda appropriate? Okay. With the appropriate close session. So, are you looking for a standing uh close session or are you looking for a process by which we pull people off and then have a close session? Um I I would be probably looking at a hoping for a standing close session um because it seems like there is
008a regular uh practice of the uh the this the HR uh department to have new hires um especially on the certified staff list. I mean that's that's what particularly concerns me. Um, but I can certainly understand if there's more discussion for the non-certified staff as well. Uh, you know, because people have had concerns about that in the past. So, I want to I want to like talk through uh what that would look like. So if we had a standing uh close session for instance and we wanted to talk about these individuals today um are are you asking me then to have every hiring um administrator here with all of their notes on each of the person's processes just in case you want to talk about it further or do you want to like be able
009to pull them off set a different close session and then that gives that administrator uh notice and time to be able to say here because I just I want to know what direction you're going so I can start informing and working with Margaret on how are we going to have it. Go ahead Margaret. So, one of the other things I guess I would clarify if if the process is being re reworked at that level for all s certified staff is like we would then have to revise our offers of employment. I mean, yeah, I was getting there, but Okay. Okay. I mean, you go ahead. No, I just I I'm trying to understand what what what you're looking for so I know how we can try to help work work it that way. Just because
010we haven't done it that way before, right? It doesn't mean we can't do it that way. I'm just trying to understand what you're looking for so I can help. Yeah. Um and if I can understand I can understand where for the sake of the discussion if there's uh individuals that are part of that particular process and uh then certainly they can they can be part of that close session to explain to the district to the board why it or the committee why it is that those selections um were need and what criteria they used, what process they used, whatever the case may be. And um at some point they would be dismissed from the discussion so that the board can the board or the committee can deliberate on whether or not to move forward with
011those particular recommendations. And maybe there there's still um an avenue by which at the board level one could still say, "Hey, I would like to um hold these particular pull these individuals out of the consent agenda for further discussion in a close session at the regular board meeting. Logistically, I'm not sure what's going to work the best." Okay. So then here's what I would suggest. because I I think that you know what you what you have for a discussion topic and I'm not hearing any um opposition to looking at a different process. I think we should have that agenda because we're not here to talk about process tonight. We're here to talk about this and these individuals. But I understand where you want to go now. Um, the only thing that we have remedied and
012available to us right now is if you were not happy with an individual right now here, uh, or or I I don't even want to say not happy. You're just questioning, right? Like, how did this individual's name get on? Or maybe can we have some more background on this individual or whatever. The only remedy that you have and have had is to say, I'd like to pull that from the agenda of the consent agenda and I'd like to have that deeper discussion at that as a closed session at a future meeting. Right? That's the only remedy you have and have afforded yourselves. So, if we want a different process, I I believe we should agenda that at an HR committee meeting and talk about what is our process moving forward as we do that. Yes,
013I I agree. However, um in this particular case, I I notice that there might be a couple of mo moving pieces here that um and play into each other. So, I just want I agree with that. Okay. Right. Yeah. Um, and I think that's why also why you guys are asking to have maybe a a different kind of process that will help us um have the board have better information about how those links happen and the choices that were made and whatever. And and I don't think that's bad that you're asking for that more a level of information than a consent agenda and then ability to pull it off and then ask questions later, right? But that's the process that has that we have in place. Uh and I'm open to looking at what a
014new process is. It's just not agenda for tonight. So I guess that it is agenda that these that the individuals are on the resolution and it is agenda that that this committee has perview of whether or not they would like to um hold individuals off of the consent agenda u whether it's staff appointments um or not um uh yeah staff appointments for the purposes of discussion in a close session at a later That's right. We You have that ability to do that to go to the board to the full board to the full board. Right. The recommendation to to forward the consent agenda without a certain person whoever is being called off of the consent agenda or right and then that goes as a close session topic to the next board meeting. So like if
015it were today and some and any individuals were recommended for that closed session, they would be recommended as a board a separate board meeting topic in close session for next Monday's board meeting and then okay and and in the interim we simply say can you whoever does the motion to to pull right can you give Margaret a call because at least that you can share with her the discussion or the materials or information further information that you would need in that closed session, right? And then we would provide that at at Monday night's uh close session on this topic. That's how we've done it in the past. Sure. But why would the committee just just say we recommend the resolution to say the we recommend moving forward with the resolution for the um for the
016resignations and we recommend a close session for the staff appointments. Okay. Okay. You can do that. But if you're going to not if you're going to end up changing whether or not you approve of one or another of those staff appointments, you want to pull those off of the consent agenda. Correct. But essentially, that's what you're doing at this work group right now. Like if there are and you don't have to pull them all off unless you want to, right? But whichever ones you pull off will go into close session and uh we will bring whatever other information you want to the board level. It'll just show up as a close session item, not as a consent agenda item, right? And then you can talk about the merits and the discussion pieces there and then
017make a decision whether or not you want to um approve them or not approve them as part of that close session uh discussion. and then you go back out of pose and resolution make the final resolution. So I don't mind trying a new process uh at all for that matter. But my question is isn't it kind of making it clear at Monday night's meeting then the like if we have nobody to pull off but we're still going to recommend going into close session just to talk to see if anybody else wants somebody pulled off. No, no, no. That's not what we're talking. Okay. So, am I misunderstanding? Okay. We were talking about two things. I want to finalize talking about how it has to be for now because this is the process that's in place.
018Process in place right now is that if anybody on the committee would like to remove one of these individuals so that we can have greater depth of conversation and close session, you simply make that recommendation, get a second, and have the committee approve to remove for a close session discussion. Right. still have to um talk about the position, not necessarily the person. So, for instance, if I wanted to pull the first one off the list, uh associate high school principal, right? If I wanted to pull that, I'd say, I'd like to be able to pull the high school associate principal position from the list so we can talk about it in depth at a close session. That's my motion. I get a second and then if the committee agrees, it's pulled off. Right? Then if
019I made that uh recommendation to pull, I'm going to call Margaret and say, "Hey, Margaret, here's the questions I had around that. Can you bring more information on X, Y, or Z, right?" Uh and that way she can come prepared. So that way in close session, the board can discuss that. And the first question that somebody from the board who wasn't here at the meeting is going to say, "So Mike, you made a motion to pull. What's the questions around that? Why what are you looking for?" And you can say, "Well, I talked with Margaret. I asked for more information about XYZ, right? And and that's how it's worked in the past. Yeah. Wow. That's the that's what you have available to you. Now, what I heard Craig say is that he would like to
020implement a standing close session at the committee level. So that way we could just discuss all of those appointments in close session. Um, but that's when I said, "Well, what what more information would you be asking for in that standing close? Do you want me to have all hiring administrators here then? So that way you can go into detail about each person we're hiring. Uh because then I would have a number of administrators here staying for the closed session and going through each individual hire, right? and and um if we also did that we would have to make some changes to how we've done the initial offers to people and what's stated in the initial offer and those kind of things all things we can think about doing but it's it that takes a a
021larger discussion policy discussion uh not necessarily a policy discussion it's just a how do we want to operate if that's if that's the the level of discussion that um board wants to get to then how do we get there and and probably talking a little bit with our attorney to say, "Okay, we here's what we want to do. How can how would you best give us some guidance? Have because they see everything in all sorts of other school districts, right? Um, and just because we've had a process doesn't mean we need to stay with that process. We we can be open to other processes, but I'd like to I'd like to make sure that we have a deep conversation what that is and the outcomes or aims and what is it that you guys want
022from that process so we can get it in place. Go ahead, Carl. Mr. Superintendent, I think you should talk to the attorney. Well, I I I'll do that, but I need to know what aims you want and what you're looking to do. We're doing what we're doing only because it's been done here for I don't know however many years. And um certainly I've been in many districts and each district does it a little differently. I guess ideally what I would like and I don't know if it's possible is I would like a standing meeting and if you're hiring somebody new or reclassing somebody you would come to us and explain to us why you think that they should be reclassed or why you think they're a good fit for the district um to give us
023some insight on that individual on why they would fit into um the large unified school district and what you see to place them at those jobs so we can make a well-informed decision. bringing things like uh like a resume, work history, right? Or if you're reclassing them, like what initiative they shown where they should be reclassed or promoted to that position or um if they've meeted or exceeded their annual goals that they had set been set previously. And I'm not saying I need detailed information about their goals, but if they've met them, exceeded them, if there's been hiccups in the process, just for Yeah, just for understanding. Once again, I don't mind trying to process, but Margaret might have a handle on this. Roughly how many new hires and reclasses and things like that do
024we do a year for certified? Yeah. ish. I Well, I mean, we obviously it changes from year to year, but usually it's in the 25 to 35 range depending on how much turnover we have. I I'm not real sure. I mean, we don't here in this district use the term reclass. We don't have like a reclassification policy. I mean I have worked in other organizations where there's a defined reclassification policy and and process but we don't we don't have any type of policy as it relates to uh like a position reclass. We had an appeal process for our support staff if they wanted to have consideration for their positions to be re-evaluated using the job evaluation system that the district had approved last year. But that activity is pretty much done and I would anticipate
025that we wouldn't have um like revaluation requests from I mean that's it's available but pretty high high bar to reach and certified staff. I mean, we don't use that terminology. We don't really even reassign staff very often. I mean, we may have to more now that we're doing the budgetary cuts, but like the reassignment of a a certain teacher from the high school to the middle school recently, um, that's very, uh, you know, that that's usually unheard of almost. I don't know when the last time uh we did something like that was outside of a outside of a hiring process where um you know the hiring building principal interviews somebody from a different building and that you know uh to to mandate a move very unheard of. Yeah. But I'm assuming and I could be
026wrong that that's a lateral move like they're we don't have usually reclassifying uh in any other shape or form. it. We do not often do internal only. I mean, there's no like there's no um internal transfer rights or things like that to any type of position that we post at the certified level. We p when we post positions, we post them as open for external or internal candidates. It's just that the application process for internal candidates is a little bit different. They don't have to go through weekend because they've already established their credentials in the district. But yeah, there's one on there tonight. No, that's not a reclass. That's an interview process that had in internal and external candidates. Well, right. There's last month we approved something different, which was you're going to be in
027the clifertified mature. Now it's a e-class. That's the way I see it. I mean logistically. So, so what what you're saying is uh the contract that was offered outside of the hiring process was to continue the contract as a teacher, right? Which is correct because when we when we did the internal uh hiring that we did earlier this year, we said it was just for until the end of the year, right? Because we were filling a vacancy that was termed at the end of the year. Yep. That was that person knew that they were going to be going back to a classroom teacher, right? And so you issued them a classroom contract. Now a hiring process has happened and occurred, right? Where by which that hiring team is suggesting to offer them a different job
028here, which means they would have to give up that teaching contract, right? if they were to accept the position that if you approved of would be offered. So it's not a reclassification. It's just a another different job within our system that they honestly look kind of you know what I mean. I I know without without extra discussion you can jump to many conclusions, right? Yeah. That that being said, I mean I I don't know which one you guys are talking about. I think I do. Number one. Yeah, that's that's that's kind of what I thought because that's the only one that stands out. I mean, I think to start, I'm not a member of the committee, but could a member of the committee motion to pull that that item from the this uh this consent
029agenda off to the side to have a closed discussion about it. All three and then that'll be yeah, I mean, I think all three because they all other ones are relevant. Okay. Yes. So, if someone if you if one of you guys are willing to do that, then we can have a larger discussion about whether we're going to change any proceeds going forward, but that's not necessarily a right discussion to have at this meeting. And I'm not trying to I think these are great questions. I'm very interested in that myself, but that that helps a little bit. It streamlines things a little bit for us. Yes. Dan, you got any Well, I just um earlier Jared had mentioned that uh do you want those people in here? I I don't want them in here on
030a regular basis, you know, because they get they're putting in enough time as it is. If we could get their notes or, you know, the notes would be given to Margaret, you know, for someone, but uh we don't need people coming to more meetings, do we? Well, I mean, it is it uh is it your desire to be able to make an informed decision um for the hiring selection process? Oh, it is. It is. Perhaps maybe we leave that up to the administration if they feel that they have enough information to pass along to the board. Uh that way uh that they can either choose to have somebody else available to explain that or not. Well, I I guess I I'm just thinking what what I learned from their notes, you know? I mean, they
031obviously agreed to hire the person so it's going to be positive notes and obviously if we're not going to um you'll also have a situation where you you you realize you have your notes but you might not be able to ask any additional questions of that process you know so there's a yeah I yeah I I agree with that so just that that standing thing that they have to be here at every one of those meetings. Well, I think having a standing close board meeting when we discuss contracts doesn't necessarily mean that whoever hires those people have to come to the meetings if the information can be passed on or if uh we could say okay we need this person aside and uh why don't you go ahead and set information to Jared or that
032hiring person of the questions that you have so they can be readily available to you whether I don't know if that information can be emailed or if that's a PEI issue. to um or given to you before the board meeting. Yeah. And then the other part of the process is you know you you have you can have uh you you can have a discussion about that. Yeah. Just just so you know um because I don't do all the hiring and Margaret doesn't do all the hiring. Um a lot of those processes, right? We're going to have to have those people here because you're right. I'm not going to have them uh deliver me their personal notes, right? I I don't need to have that become public record on their process, right? But they should be
033able to be here to answer your questions and relay back to their their private notes, right, as a hiring agent uh for our district to say, "Here's here's the process that we went through. If you want to know what the process is, here's the things that we looked at, right? Um and in the end um you may have trouble not with the candidate themselves but the process um and that will just talk about like how we can do processes different which is why I think being able to ask those questions is is good right you may have a a problem with the individual but if the individual went through a process a process that was designed to uh find something I guess what I'm wondering is what will happen or transpire when um that uh
034person went through a process who uh is being recommended to hire and you're saying no for what reason, right? Uh and then what does that reason transfer into would be things that I would be interested in when we're looking at changing our pathway? Well, what would our reason be to say yes with no information? Jared, I'm not saying that there. I'm just asking like right can I can I can I uh just re resppecify that while I am very interested in this discussion and I would like to see it happen more. I don't know how much this discussion falls within the parameters of what's outlined in the agenda and we should probably try to stay away from having discussions that are not outlined on the agenda because that's technically not what we're supposed to do.
035I don't want to be anal retentive but I think that we're in the local government that's the best place to be anal retentive. So, um maybe we can have a uh maybe we could have a subcommittee meeting between the heads of uh policy and HR and planning, which would just be you and me because you're the head of both. Um and then everyone else is invited as well. And then we can have that discussion in greater detail. It could go on any number of those meetings in the future, but we should probably have that as a specific meeting item if we're going to talk about this more in depth for that big picture. For now, we can do what Craig proposed and have the certified staff uh positions pulled off to the side of the
036consent agenda. We can have a close session discussion and then it'll just it won't be for this upcoming board meeting on Monday, those would then whatever the outcome is, that would go to June's board meeting. Correct. Agreed. Okay. I want to make sure I got it all right because I don't Okay. I I just want to ask if I am pulling these people off. I mean I some of these people have accepted offers under a different understanding and I and I feel I need to let them know that we're in the midst of a process change which could make their offer void. And I mean, so that I mean, am I supposed to like I this is this creates questions for me just from a nuts andbolts standpoint about like the way that we characterize
037our offers because in the past the understanding has been that we can extend offers under the authority of the superintendent who takes responsibility for the hires and then that would go through the superintendent if there was like a recommendation or or somebody wanted not to approve a a contract. And if we're now going through this different vetting process and letting them know we won't be issuing these contracts until late June when we've already kind of told them, we have told them that they're going to be on the May agenda. They are going to be on the May agenda. They're just going to be under uh close session discussion, not a consent agenda. There's nothing that has changed with our timeline. Okay. Uh and uh I believe you share with every candidate that final approval of
038the contract comes from the board. Correct. Right. Correct. And so I don't see anything different in how we've operated under that from what I see. We're just using the process that's in place. Yeah. The question is whether or not there would be a standing and standing committee and that would be a different process that may affect future hires, but I I I mean maybe just explaining to these individuals. Uh we we just want you to know that nor our normal processes that would go on consent agenda if approved from the um committee uh and then from there approved at the board from the consent agenda. Um this happened in a different way. Sometimes the board pulls it to close session. It will be talked about at May in close session uh and then they will
039make a decision after their close session discussion. Got it. But that's the only difference really is that it's it's going to be pulled for close. Well, I'll just say there are two people on this the on the certified staff appointments that are familiar with the practice that we have routinely used and I mean that that will be noticeable to them and I want to be able to it's only noticeable because we haven't often used the closed section correct piece but that doesn't mean it's not our process process we also totally agree with that largely new board Um, but that is yeah, that is still predicated on one of you motioning to uh to to pull these for a closed session and a second of you second. I so move. I'll second. All right. So then
040we're going to move forward with staff resignations and pull off the staff appointments for close session. You might technically have to do a voice acclamation. So all in favor Oh. all in favor. I think all oppose. No, it's little ins and outs and committee is definitely not quite as formal as full board. So, okay. And so, just in removing those staff appointments and going into close session, then what is it that I'm bringing to the close session? I mean, you had mentioned Yeah. So I I guess um what I would like is for um either the person who made the uh recommendation or the chair to call you and ask or and tell you more information they may be looking for with one or more of these individuals, right? so that we can come prepared
041and or have the hiring uh administrator uh there so that they can share their process the the timelines notes. Okay. Do you want to touch base tomorrow Margaret would sooner the better for you or whatever works. I mean, I have information. I just don't know what types of information. Okay. I'll be preparing. And then I'd want to notify the hiring administrators. Okay. That um that they would expect I I mean I would expect that they would want to be here. So yeah, I can connect them tomorrow. We can look at like what's open for tomorrow. Okay. again. I guess I just want to be clear. This is just for certified staff. This does not extend to the human resources support staff and stuff, right? I'm just making sure. That's correct. Okay. just changed the process
042on that. It would have had both of them. Okay. So, now we're going to the support staff employment notices of 2025 2026. Yeah. This just justformational notice uh outlining uh be sure that uh we would continue to inform you of the changes that administratively were made um within our hiring processes. So these are those for you. And then this the resolution that goes for the continuing employment. We are required to issue notices what's technically called letters of assurance or we call them notices of employment. Okay. to all support staff for next year, which there's an unemployment compensation component to this where if we we we need to issue those by June 9th so that all of these individuals are not eligible to collect unemployment during the summer months. So, if we issue a notice of
043reasonable assurance or notice of employment and that that um tells each of these individuals that they have a job starting in August for that their job is being continued for next year and um that's used by the unemployment folks in terms of determining eligibility for benefits uh for that state level benefit. Um this particular list is in in alignment with the staffing plan that was approved um last month. And so it's it includes only those individuals that are in pos sitting on positions that were part of the 25 26 staffing plan network questions. Anybody? No. Well, well, action item is to move forward with that then would be to recommend it for advancement to the This is the school board resolution. Yeah, we'd recommend moving it forward forward. Okay, I need a second. Right. Yeah.
044Okay. All right. So, we're going to move the schoolboard resolutions forward for or item B. You would still need to move on to item C and have a and have a separate Yeah. resolution for that. Any questions on that summer school? Oh, no. I I want to move forward that. Okay. Do we have a second? I'll second. All right. So, we'll move forward with the schoolboard resolution. And then we have the well employee wellness committee update. Yep. So um for those of you new to the committee the a couple years ago the um HR committee had recommended the development of a volunteeronly employee wellness committee which we have done and has been in place. This is finishing up the second second year and I periodically just provide an update on what the uh employee wellness
045committee is up to. They do a monthly uh wellness or they do a monthly employee wellness newsletter that actually has been uh gaining some ground with readership averaging around 130 staff members per month for a period of 10 to 11 minutes. They um include in each month certain wellness challenges based on the theme of the month. And the the wellness challenges are then uh incentivized with small uh swag gifts like stickers like this WUSD stickers or um I I mean whatever like leftover swag we have hanging around here because this is a no budget committee from other events that we've had. We use that and package it up as prizes. Um we have for the last few months been distributing between 17 and 20 uh challenge prize prizes each month. So I mean that's considering
046again I just want to say this is all done off of work time and is done um volunteers only. So 17 to 20 uh people per month submitting their challenge uh work to us we think is pretty good for a fledgling volunteer committee. Um and then they have some ideas going forward for next year which includes maybe the development of a healthy eating e cookbook. They are working on what that might look like. And also they have been looking at promoting uh and have developed a a walk route folder for um staff that includes like measured walks around each of our our buildings in conjunction with the water town walks or walk water town group that is runs its own set of walking activities. We don't I mean we're we're not affiliated with them, but
047they have all the walking routes kind of measured out and the city pretty much mapped out. So they provided some suggested walking routes to incent encourage people to um get up and out and walk around during the month. So that is the activities to date and I will give another update probably like fall of next year. We have a very small but dedicated core team of individuals that are uh working on that committee. Nice. That is good work. Yeah. Okay. So now um do we go to move to close session for negotiation proposals? Second. Yeah. Second. Who moved? Mike. Mike. All right. Um do I have that sheet? Yeah. Um Carl Schwarzy. Yes. Mike, yes. Dan, yes. Tammy's Yes. Sam, you don't got to ask us. You don't get back. Yeah. [Music] By the way,
048I like to have a 20 minute meeting. All right. All right. So, now we're to the future meeting planning. So, oh, we're back in open session at 6:58 p.m. So, the um future meeting plan is just a a general guideline for what's on deck for upcoming meetings. Um I was kind of mentioning this before the meeting began just informally we will have a busy uh June meeting. So, we have in addition to this consent agenda and the summer school staff agenda, we will have um Brian Waterman from BO Better, our our board board's attorney to come in and do some um information sharing on personnel matters including admin contracts, uh legalities of of union negotiations. um he may cover some records stuff which he usually does for our um board uh board and HR committee
049members and and then um we also have our USI broker Al Al Jagger and Heather Baker from USI will be here to go through the plan performance and then uh discussion on any potential um changes or what the future future looks like in terms of strategy for um containing our health insurance and dental insurance costs. So they come in and and give us an overview of how the plan is performing and then um give us some look into their USI crystal ball and decide, you know, make recommendations. Do we want to go consider going out for bid? Do we want to take a specific strategy negotiating with our current uh health insurance provider which is court's benefit? And then we get a good assessment of what the health insurance market looks like around here with
050respect to other school districts and you know what their premiums and plan designs look like and where we stack in terms of of those various components of a health insurance benefit. Okay. So that'll be kind of a longer meeting probably. And then this this document after that June meeting will be retired and we'll start a new document for um 2526 effective July 1st. Do you want any changes or you want to talk about other topics or re reordering the um order about any of these things to the extent possible? Um I know that uh the last well on action items for next for this month. I was asked to add um administrator contracts to the November meeting topics and I didn't do that for next year. I didn't go back. I mean we've already done
051it for this year but for the 2526 version of this planning document those have been added already as has uh I think there was a recommendation to add May or a March topic for teacher appreciation week in May and also in um that uh part of Mr. Waterman coming in June. I believe that's when um we are going to take the request from our board president to have a close session to discuss um administrative contract notes. Right. Right. The process. Okay. Not specific contracts, but the overall process process and or um discussions about what that might look like moving forward. Right. Right. Does that mean our discussion from earlier around today? Uh I I don't no Craig brought it up. Craig Yeah, Craig brought up that he would like to see between now and June
052a scheduled meeting where we could talk about uh administrative uh contracts and not andor non-renewals, right? That's right. Yep. I remember that. Mr. Waterman will be here. we will be able to go into close session and you can ask questions about you know that and have just general conversations about our contracts as they stand and anything else that you may want to ask. Okay. Okay. Um and why the need for close session aside from I mean that maybe specifics will be brought up. Yeah. If you're wanting to talk about any specific one individual. Yeah. And I and I I had indication that maybe you did. Yep. So, okay. Because you requested a close session to talk about it. So, that's why I took it that way. Okay. All right. Sounds good. Okay. So, else with
053the calendar. All right. So, then action items update. Yeah. So, um These were the three action items on previous actions and um I did add those additional topics to the planning document. I um did prepare that resolution for the staffing plan. That's all done. And I have I had started an email to all of you about the with the job descriptions for the secondary building administrators. Um, I'm still waiting on specific role information about a couple and I would anticipate getting those out by the end of this week and then all I have on action items. Okay. And new action items would be just a followup for next to put together those um possible scenarios that we discussed and closed. and the removal of the removal of the make adjustments to the consent agenda. Um,
054maybe I mean do we want to do you need as an action item on there to have some sort of a separate discussion about potentially changing the norms or proceeds with closed sessions and consent agendas and all that? Would that also be an action item? I would believe so because we need to schedule that. Yeah. chair of the committee to say when and where you want it to be a sub meeting or whatever you want to move. I second. All right. Meeting adjourned. He's in a hurry. So, I will uh what's the best way for me to get all your call or you call me? Call me call your cell phone or landline.