001I pledge algiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Mr. Will you please call role? >> Tyler here >> here. >> Jack Dawson here. >> Elizabeth Johnson >> here. >> Terry Lou >> here. This meeting is a meeting of the board of education and public for the purpose of conducting the school district's business and is not to be considered a public community meeting. This is a time for public participation during not actually not this meeting because it's a special meeting. If you can correct that please. And we are on for new business. So for the first item, uh this is a motion for the board approve and adopt a tenative agreement reached between
002the South Range Education Association and the Board of Education retroactive to effective July 1, 2025 through June 27. So 2-year contract going back uh 25 to 27. I think you have to do a first second read and then I can discuss. >> Just need a motion. >> Need a motion. Yeah, I'll move. >> Jack moves. Do I have a second? >> I'll second. >> Tyler seconds. All in favor? >> All right. Please discuss that. >> Okay. So, uh, just before we begin, I'd like to check the board that the contracts today's agenda represent about 80 to 90% of our staff. And for each contract, parties participated in good faith negotiations to ensure everyone benefited with that negotiation process. with the certified agreement um going back that process began last January and ended uh ended near
003the end of the school year for the first part was with payroll um that was an area which Mario could talk a little bit more about um a certain aspect of payroll and what we negotiated >> uh you just go on can you coordinate with the union on >> so no I'm sorry so based off the ESC meeting we had last week I actually didn't take this it's regarding any possible ease of the patient. >> So I know this is not good. >> No, go ahead. Take it. Go ahead. >> I'll be right back. >> Hey, I just had to do a coordinating with the union on addresses and sharing information. So that's all that first one was. >> You want me to continue or wait? >> Waiting for Jack. >> Yeah, I was going
004to wait. Let's wait for Jack. >> Okay. [cough and clears throat] >> What are the odds? >> We just talked about >> I know we talked about that >> aren't [clears throat] allowed out of their contract. Now, boards can allow them out, but some schools could opt not to allow a teacher to leave. So with this time frame, we talked about that in negotiations saying, "Hey, in the summer months, let's kind of work on this cuz we want to get a good candidate, good pool of candidates." Uh, with tutors, we negotiated an increase in pay and the hourly rate for tutors. And then for professional development, so there was a lot of language on certain committees and if you didn't have certain numbers of people on that committee, um, then you couldn't have the meeting.
005And we work really collaboratively here here in the district. So we work together to basically take out a lot of language and put in um what PD will look like we want to meet the teachers what do you guys what do we need for professional development and then we'll plan that PD so we negotiated that change of language for salaries and benefits effective the length of this contract we negotiated a 3% increase in each year so 3% the first year to 3% second year and with the supplementals there were a whole host of supplementals that we negotiated to increase supplementals. We have a lot of uh coaches in in the district, not just coaches, but directors and so forth that we negotiated increases in supplementals. We also negotiated certain um clubs weren't being filled anymore
006um or certain like it morphed from when the contract was first signed. A lot of times contracts were rolled over year after year after year. So some of the things when you're going through it's like we don't even have that anymore or so a lot of the conversations when you get to supplementals are like hey let's do this instead of that with that position and then you can increase this. So this whole section we did a lot of that conversation to increase uh supplementals into then to remove supplementals that were not um being filled anymore with extended a contracts. We negotiated changes in extended day contracts. Um like for example special education teachers [clears throat] depending on case load they can have more time if they need time to work on their case load. And
007if your case loads are smaller obviously you would have less time to work on that case load. Um and there are certain days in here that we negotiated and agreed upon mutually continually. Um there are certain positions that we negotiated that might not have a team. So in the event that one coach is working with multiple like boys and girls, there's a set percent. But if there's a big turnout for that sport, then teams will be split and then certain percents will be earned based on that participation. So um creative way to like, hey, if you only have four kids versus if you have 20, you know, to have an assistant uh or a head coach versus one. I'll let Mario talk about plan design changes to insurance. We had a lot of conversations uh
008about plan design and insurance. Um the negotiation started early and often with the teachers association. We had four insurance meetings. We had really healthy, really positive conversations about insurance. Um that led to some of these changes. Uh yeah, so the co uh the co insurance still share. Uh the deductible has increased by a little bit. Um co insurancees I think stayed roughly the same. Uh one of the bigger changes was trying to um increase some for emergency room visits some were not considered emergency. So try to entice people going to an urgent care instead of emergency room. So we changed the deductible um for those in some areas. So it helped when we went to get our insurance renewal in August with some of these changes. So we got a very minimal increase in insurance
009rates last year. So working with Indian on that uh as we will in the future to help keep insurance. >> Can you explain why we looked into different um insuranceances why we up the deductibles that way people have an idea? >> Uh yeah, just to put a little more skin in the game and then the insurance company knows we're trying to make changes to show that we're trying to help offset some of their costs. So they by doing that helped work with our rep lower help with not as big of increases because for a few years we weren't making plan design changes. Our rates were pretty high. I think we had a 12% 12% of 14.6. So the last two years with plan design changes we actually dropped I think it's roughly 2% and then
010very little increase this year less than 1% with the PL changes. So by doing that it has been helping us um with insurance uh with the insurance rate increases over the years. >> Okay. And the negotiations were with the teachers union along with administration and the people members. Correct. Over how many months? >> We started in January and finished in May and it very collaborative throughout the process. We would meet and we met several hours off campus. It was really healthy, really good conversations throughout the process looking at um we even talked about in the future there's there's a shortage of teachers nationwide. Um some of the best staff members are are the oldest, right? All these years of experience. So we had conversations on um possible retire rehire. So we added language that if
011the board were ever to choose to go down this road um there's language in there to consider. Um, and it was really good dialogue between us. So, it doesn't say we have to do it. It says the board can consider, you know, if there's a specialty position that's really hard to find, like a chem or I'm I'm making up like really rigorous courses. It's hard to find, then we could consider, but it doesn't force the board to do a retire. It just allows you to have the option. >> That was new to this contract. >> Correct. Mhm. >> They weren't allowed to do that prior to >> uh there was >> this contract but few other contracts passed. >> Thank you. Yeah. So the language of the old contract was actually from a couple contracts
012ago. So it wasn't even applicable. >> Okay. >> So when we kind of looked at that and the teachers brought it to us, we're like, "Yeah, let's look at it." You know, and obviously the board was Yeah. open to really revising it. So it needed changed and then through the conversation we're like hey if if this is something we're interested in you know let's make it where we have um we could we we're adaptable you know if we need to be adaptable >> I think about two or three contracts ago is when we allowed retire and it just changed within I think the six seven years. Mhm. >> Yeah. And there no later on September 1st >> about that. >> You talked about that you and I. >> Oh yeah, we did. >> So then
013moving forward um we have So one of the things right now we have a lot of teachers that work with students on their planning period for credit recovery, not necessarily for tutoring and they weren't being compensated. So we felt it was very important. No teachers, you're you're you're doing this. Let's give you some compensation for it. So we put in anal anonymal amount for that compensation. Um we added in times for conferences so it's contractual when parent teacher conferences because it was the again old language. We kind of caught it and updated it. And that's it. >> Any questions? >> I have a couple things to add. Um first of all I just want to say um thank you to both um both you Mario uh you and your representatives. Um the negotiations uh over
014the past over this past time went smoother. Um I feel that it was a uh it was something that you know we can build upon. I know there was change in leadership with the with the union. Um but I feel that you know everything went smooth. Um I know I pushed the issue for uh supplemental increases and was glad to see that got done because what our what our coaches and [clears throat] uh our people who do all the extra stuff like do for this to community and these students is second to none. So, um I wanted to see an increase in that and I'm glad to see that got done. Um health insurance continues to be a major major part of our um of our budget. Um it's it's uncontrolled. It's out of our
015control. So by taking a look at and seeing what we could control inside of that uh by doing plan design changes and little things that we're able to save a lot of money as and it really was kind of a minimal at minimal cost to our membership and I say that you know um I just want to say thank you for everybody for getting on board with that. Um, and again, just the collaboration was was uh, you know, a lot better. And I was glad to see that I think we're I just feel like we're in a better spot after this negotiations over the than the past one. So, I think we learned a lot and uh, want to say thank you for your efforts to both you and and the leadership. So, yeah, I
016mean, I guess we're all kind of throwing in things in here. I'll I'll second that. I know it second time around went much much better and if I could summarize it at least in my thoughts it was we were able to provide an economization of what needed to happen for budgetary purposes but also there was appropriate compensation for teachers and other individuals who were well-deserved earnings that needed to come and you know I realize the environment may look a little bit different now but Right. My intention is to honor what we talk about because what we gave them was deserved. >> Yeah, that's my feelings on it. >> And that as far as I know and I've heard that 3% um was the highest raise we were able to give them in a long time
017and in the in the duration of the contract, right? So, it's 3% year-over-year. So, that's that's huge. And I feel, you know, >> you know, our teacher did a great job. So, being a >> fantastic job >> being able to give them, you know, the uh the raises, the biggest raises they've had in a long time. I don't know if ever. I don't I don't know the history, but um but yeah, it's uh good to see. >> Okay. Motion to approve and adopt the tenative agreement reached between the South Range Education Association and the South Range Local School Board retroactive to the effective date July 1st, 2025 through June 30th, 2027. Do I have a motion? >> I'll second. >> Mr. Can you take a roll call? >> First Jack and Tyler. Okay, Mr. Dawson,
018>> this isn't >> Yes. Correct. Yes. Uh, Tyler Gates. >> Yes. >> Or Chismar. >> I do want to say thank you very much for that discussion as I wasn't here in the summer. So, I'll vote yes for that. >> Elizabeth Johnson, >> yes. >> Terry Low, >> yes. >> On to the next ten of agreement between the South Range classified Employees Association and the South Range Local School District Board of Education. So the same um so after we negotiate or actually simultaneously we also negotiated with the classified um uh group and the same type of process we sit with them uh very collaborative through many months. Uh we started a little later with them as we were getting the teachers. We had a lot of time with with the first negotiations, so we started
019the second negotiations and a lot of it this time was really centered on we increased um daily rates. So that was that was huge. Um there's language here for tier three drivers um with sick days, personal days, calamity days, holiday days are now eligible for a permanent route, which wasn't the case before. [clears throat] So u meeting with the drivers association we then increased uh drivers and and gave them instead of a set amount we wanted to make it worth their time to take extra trips. So some drivers were not even getting what their daily rate was. They were getting less. So it wasn't encouraging extra trips. So we we put it at their hourly rate um despair and they were like I said very collaborative in that in that whole process too. Drivers for
020extra trips will receive at minimum four hours of that work to be paid in. Like I said, with that hourly rate, continuing with maintenance repair for trips, we gave them the hourly rate. There was a set amount of money there and again, it wasn't really worth that time for for the drivers sort of here. A lot of this was increase hourly rate um to go through this whole breather. We did take a lot of time to talk about winter break and summer break extra trips because that was not in the contract at first. So the language in here is um there will be trips will be assigned equitably and then the driver has to be willing and available to full-time drivers and then if other drivers if the full-time driver can't take it then the
021director of transportation can assign it to other drivers. um there's a list of drivers and they'll rotate so that over time if you're on a holiday trip you know you don't have to come in and take a trip that if you say no then you can give it to somebody else. Um continuing with this we also negotiated a 3% and a 3% um for everyone except custodians. uh custodians are on a separate dollar amount. Um and Mario can talk more about the actual percent, but they actually got a little bit more than 3% because again their their hourly rate a little bit different. >> Um we also negotiated insurance insurance plan design with the uh classified staff as well. Same same plan design as the teachers. We then um also we have a new call
022off system that we negotiated. So they don't use HR kiosk anymore. There's a whole separate platform that we have negotiate. You have anything to add with the classified? >> No. Yeah, insurance changes with the teachers. That's why because usually starts a little bit um after the teachers because since teachers is a bigger group usually start with them conversations from there. on the salary increases. It was just that first year they wanted to bring it up to the one column, the $15 job for the custodians and then they got the 3% the following year um just because it was hard for them to fill certain roles when they came to us because they're getting offered for a certain hourly rate somewhere else that some people weren't filling the open positions. So that was yeah not as
023much as the other people. >> Just one question. So on the custodians since we up the base rate for starting did we also increase our regular custodians also? >> Yeah it was for all three >> and that was 3% you said >> not >> it was like it was roughly it was a dollar for each >> column 7% like so one. >> Okay. >> Yeah. >> So one was like >> understood. >> Any comments or concerns? >> No. No agreement. Thank you for sharing the or reiterating the details of >> motion um to pass ten of agreement between approve and adopt ten of agreement between the South Range classified employees association and the South Range Local School District Court of Education retroactive to be effective July 1st 2025 through June 30th 2027. Do I have
024a motion? Amen. >> Second. >> Liz moves. >> Jack seconds. All in favor? >> Okay. Please take a roll. >> Elizabeth Johnson. >> Yes. >> Jack Dawson. >> Yes. >> Tyler Bates. >> Yes. Or Chismar. >> Once again, thank you for the discussion as I wasn't here last year. So, thank you. Yes. >> Terry Lowi. >> Yes. Next. Contracts. Okay. So, this is essentially do we have to do the motion first or do we >> No, discuss the contract. >> We're going to discuss the contract regarding superintendent. Correct. >> Yes. >> That's that's the one we're on. >> Well, I took the opportunity our former president before was it four years ago >> um with our former superintendent. We didn't even add a super or a superintendent evaluation and our former president made sure we
025came up with a evaluation for the superintendent. So we went to the superintendent standards which I knew because teacher standards like if you're a teacher we have teacher standards they also have superintendent standards. We went back and we worked one summer of work session on evaluation and I took the opportunity to go back and look at um Dr. Zipnik's evaluation that we wrote up as a board and kind of go over it and I mean I'm still really happy with what we set the standards are and what he's hitting. Can you describe some of the standards in the evaluation that we went over? just like the communation, collaboration, um different things like sending the mass emails to the the weekly textes, the you know the different things that we asked that him to do coming
026in. >> And I'll add on that dude a major part of that also was uh the vision, right? So we have to know you know the superintendent's the leader in the district, right? So the vision is important and by developing like the Raider way and the get better every day and the and the everything from that the student celebration which I think is by far like the most important thing like you know to recognize our students who are doing that right so they're uh that are being examples of how what a Raider should be and and c by celebrating them and and just the um improvement on I know it's been uh uh there's always room for improvement on uh communication but I think we've we've improved on communication. You especially have done a lot.
027I actually had some I had some notes in my phone here. Um I I apologize. >> And [clears throat] while you're looking I know like one of the things that bothered me coming in is as a former teacher I get evaluated and I'm held to the fire. like I felt was super unttimely needed that also. >> So, so if if I may, and Tyler, while you're looking this up, if it's okay, I I'll kind of give my I'll try and again summarize my thoughts by giving an example. So, what what stuck out of my mind regarding Jared as an individual? This honestly is just come coming to me now. First time I've only been here a couple months, we sat down to kind of do a review with him uh before we did evaluations. Um
028I think it's okay to share this. >> Yeah. >> Um he presented to the entire board a essentially summary or siloquy of the year in a cap. Right. So he looked at how students had performed over an entire year span coming into the end of the year. He did an entire PowerPoint specifically identifying which children had had struggled. And then he had gone through and found out he he went an extra layer deeper and started to plug in reasons why that child may have struggled, why that child may have not achieved where they may have been. identified every single one and then proposed a reason why that child might be struggling and then proposed a a reasonable solution to offer that child to plug them in to a entity whether it was a team a
029sport [clears throat] a group any any entity that would allow that child to maybe succeed that showed improvement in others in the same area. So after we had concluded that meeting, I had never done this before. So this is my first introduction to it. He had left the room. I had asked more senior board members who had been there before. I had said, you know, I'm pretty impressed by that. I don't know if this is standard proceedings or this is what is supposed to take place. So how does this go down? And if I'm recalling this correctly for those individuals who were there and who had done this before, that had never taken place. Correct. >> Correct. >> Okay. My opinion is this. We all can get better. That's why life is more of a
030practice than anything else. You know, you will still get better, right? But I was highly impressed by that moment. Okay. Um, you're also a well-qualified individual in my opinion. You have a PhD. You know, you have a thesis that's completed. You look at market compensation or market competitiveness of what areas you may fall into. You're qualified in this realm. You may even be a candidate for university level. Um, I, you know, I'm happy with how you've done so far. You know, I'm I'm young at this as well. Um, I will get better. We all get better and you will as well, but I'm, you know, the character is there to continue to work to serve this district and these kids well. Okay. I second that. And I will add on that a lot of the
031a lot of what you do, we see it. I was sitting at the board like because we deal with you on a daily basis. Um, and I know, um, you know, some of the staff deals with you a lot more, but so many things, um, go on behind the scenes that a lot of people don't don't realize to make this district come and to keep on going and to continue to to to get excellent test scores and get high marks with the state and and that all just doesn't happen by accident. >> [clears throat] >> So, I just wanted to say thank you for for everything you've done and uh look forward to working with you going forward. >> Well, no surprise. I have a couple comments and while I can't share all the wonderful
032things that they that everybody else has working with you, I did spend we've spent a good amount of time together since I started here and I've enjoyed our meetings. I thought you've been very helpful. I thought that was great. My problems with this contract are not personal in nature at all. Um, I think committing to the contract of this size, which extends past our emergency levy in 2027, I think is irresponsible. I think that's too far. I don't think we should let be spending money. We know we're not going to have Mario. We're going to be down $1.3 million and we still don't have a plan for rec recouping that money yet. So, this is one way for us to act fiscally responsible and we can always renew that once we have that fixed. That's
033my opinion. Um, I also have a problem with the 20 optional days that you have to work at the elevated PDM rate that has been calculated. I think that's a little excessive. Um, I feel like the contract is very one-sided um as it doesn't protect the district at all. There is no exit clause. I understand everybody here is very happy with you and that's great. Um hopefully one day I'll have that feeling as well if you know aha. Um but just looking at the black and white on the contract I'm very uncomfortable with not having any type of exit clause in the event that you do fail somehow your job. We all have that as well as a way to out of a contract. So that is um I believe that's oh remote working days
034at 15 I think is a little excessive as well. Other than that I don't other than that I don't have a problem with the contract. Again it's not personal in nature. Um it's all financial based. Those are my problems with it. So thank you for letting me get that help. Um I appreciate all of you for listening to that. Do you have something else you'd like to add to that, Tyler? I just I just don't um I I want to say that the Saturdays, the Sundays, the 3:00 in the mornings, the the text messages at 10:00 at night, um the working on vacations. Um I think you'll eventually come to see the the the man and the character that Jared Jared brings to the table. So, I can I can personally attest to that. And
035I can probably say that uh I can't say with certainty, but I can say out of he's he's overperforming for for for what the contract is, you know, in my opinion. So I think you'll I think you'll see that eventually. >> Okay. I hope so. >> So I thank you for those are objective points which were very nicely raised. So again in my mind looking at more from an objective objective standpoint. So I gave you my personal opinion on how he functions. But when you look at so you kind of have to look at this from a threat side as well. So what if what if they leave right where are we left at you know what do we have to recruit in? What what competitive salaries then do we have to offer? What does
036that leave us? You know when you look at base compensation in general it is it's competitive. It is it's it's a competitive contract, but it's also not the highest one in the market area. So, if there was to be an exit and somebody came in, those are public records. They essentially know that coming into a new rehire position. So, then we're actually probably potentially looking at hiring another individual at a higher rate than he may have already agreed to. So, >> that's actually part of the problem I have too, though, is if Jared ever decides to leave and go over, you know, to another district and we get another uh candidate in here, they're going to look at that contract and they're going to say, "Oh, I want to get paid this." And as a
037first time, >> correct? So, I think >> not showing that loyalty. >> I understand what I'm getting at is it's already under six different schools. >> I I you want me to >> I don't I don't know what they are. This is going over my head. All right. >> So, just on base salaries here, because I know this is a a point of contention, right? So, base salary, um, information I was given, um, Jared sits at 118, uh, $118,450. Poland's base salary right now, that's Jared at 2026. Should we approve the contract? The, uh, Poland right now 2025 is 13,9500. Jackson Milton 137, Canfield 127, West Branch 121, Loville 119, Sebring 114. So I I don't think you're out of the realm. You have you have this is the leader of a district who who
038who is held to the highest of standards. And I think that South Range has held holds the highest standards in the in the in the county at minimum. Uh we we everybody I mean the the line for open enrollment is you know people are trying to get in here. So the the teacher uh the opening we had for the second grade position we had to shut it off you know a week in because we had 82 applicants because they want to be a part of South Range. And I think that this this this um this I have no problem with with the salary and and the leadership and the vision that has been brought to the table to match it. So, >> well, and it's funny that you mentioned the base salary being at 118
039and that might be, but when you put the base salary in and then you add in all of the buyback days he can have with the 20 remote days and buying the back, the vacation days, the 5% additional uh for investments and all of those perks, it adds up to be $152,000. >> Yeah. And I'm sure all all these that I mentioned also have some type of of >> nothing like that >> to come with it also >> not not at the not at the numbers that we have provided. It's a very rich contract. It's a very rich contract. >> Stability stability matters. >> Understood. So, so if you're going to if if if you're going to be stable a as a district, I think the leadership position needs to be stable to hold the
040same vision and values so we're not switching back and forth from superintendent every 3 years because we I I don't want to I don't >> So you're you're you're buying him that Jared is going to stay here. You're going to throw money at him saying, "Okay, well, we're paying you enough so don't leave." That's that's what you're trying to do. >> It's not throwing money. It's it you're you're >> we're we have values here that a vision we're following and I think he's doing a great job at at the at the at his expectations and if you have a I mean we'll have an opportunity as a board to review him and if you feel that you need to bring it up for an evaluation we can talk about that time >> but based on
041this contract we won't be reviewing him until 2031. No, we do yearly and then Okay, so that's great. I didn't know that. So, we evaluate him and let's say, I don't know, let's say he just decides he's going to start sleeping his days away and he doesn't want to work anymore and he he starts failing at his job. Now, we still don't have an exit class. So, then what >> do you do with the teacher? >> I I don't know. You tell me. you put them on, you get performance reviews and you work with them and you know you're trying to help that person to go to your goal and we are setting standards just as we do with our teachers and I think it's fair that we have our superintendent as standards and our
042teachers have always had standards right so we are setting the standards >> and I appreciate that >> and this is new our old board president is one that pushed this like we need to have standards for a superintendent it never was before So, we set the standards and then we meet with him and make sure and if we aren't happy with things on here or we want him things to improve, we tell them and we expect that they're going to be >> and if they don't just let's just let's just play devil's advocate here and let's just let's just assume he just doesn't he decides he doesn't he doesn't like me and he doesn't want to do it. Let's just pretend that we know that's not going to happen. Let's pretend that happens and he's
043just not and he just doesn't want to do it. We can push there. We push for >> you can't push for what is what does the school board can do? >> I don't hire but I know the school board and fire based on the contract. >> Hire and fire the treasure and super >> Where does it say that in the contract? >> it doesn't say it in the contract. However, >> code. >> But don't you have to be a felon to get fired? >> No. No. >> Okay. I'm assuming neither one of you are going to do that. [laughter] >> Okay. So what it is, this is what the evaluation report. [clears throat] >> Not that I'm looking to fire you. Look up, seriously right now. Look up the superintendent standards. The Ohio super to
044understand this, right? That that's a reasonable concern, right? In any entity, whether I want tail coverage, whether I want an exit club, understanding how something may be is is a valuable thing to do, right? under Ohio revised code under performance review under year-by-year basis if you build enough of a case we absolutely could force resignation it would have to be justifiable >> but the concern and it would take you have to have the evaluation or you wouldn't have been able to do that >> correct my point is that makes me feel better my point is under that makes me feel better I did not know that >> under any under any entity whether it's private public whatever it is >> you need to build demonstrable evidence for whatever decision is being made And no individual
045board member can make that decision by ourselves. We have to reach it together. And I am confident that if that needed to occur, which I'm not saying it's going to for either one of you, that you would demonstrate actions that [clears throat] we need to do that. Okay? Nobody's perfect. We all have bumps in the road. Frankly, you have had bumps in the road. And that's why I said it's a practice. We will continue to get better. >> But that does not mean that we would not be able to enforce an exit plan if needed. Right? and we can set from what I remember if the review process like we sat down with Jared with this reviews from my understanding Jared and correct me if I'm wrong but should we see uh an area where
046there's it's lacking like we're not happy with your performance we can set up additional reviews to set them up more frequently than a yearly review we check back in with you in three months how did this hap where are we at now and then you start building that case of like, okay, Jared, you you're you're you're still you're lacking here. You're still lacking here. And then should should it get to a point where we have to make a decision, we can use that as evidence for >> correct forcing we could e ask for a resignation or or >> I mean, safe to say if he doesn't want to do the job anymore, he's probably on his way out the door anyway. So, it's correct. I mean, there is a two-way street here and I understand
047that. >> It's a it's a it is a good question. Very good question. And the and but it does need to give and and this might be patting us like right on ourselves on the back a little bit but like the fact that the previous boards didn't have any type of evaluation u procedure put in place that left you hanging >> that left you that left you in a more vulnerable spot. So by by our our old president putting that into into effect, he actually built in a a safety net of like, hey, this is a way to hold these guys to fire. So and that's that's what I understand how how it >> with the hire of Jared. There's a lot of things that we put into effect that weren't into effect from previous
048boards. Okay. um for the documentation and everything. And just like this board in the general meeting, we started to put in the board members as le liaison to start um looking into the committees and working with the committees. So the board was made aware of a lot of things that are happening within the district that normally we wouldn't be aware of. >> So each we can add and take away certain things that we want to start including into the board. >> I very much appreciate the conversation. Thanks, guys. You know how I love that conversation. >> Any other questions? >> Motion to approve the addendum and amen that amends the superintendent's employment contract. I know. >> Okay. I'll move. >> Yeah. Through July 31st, 2026. and extends the superintendent's employment contract for the addendum effective
049August 1st, 2026 through July 31st, [clears throat] 2031 as previously presented to the board and to keep on file in the treasur's office. Do I have a motion? >> I'll move. >> Tyler moves. Do I have a second? >> All in favor? Please take a roll call. >> Tyler Bates, >> yes. >> Jack Dawson, >> yes. >> More Chisar, >> I'm going to say no. Elizabeth Johnson. >> Yes. >> Terry L. >> Yes. >> Next. Personnel. [clears throat] All >> right. I'm doing my job. Um, this resolution accepts the uh this resolution accepts the resignation of two staff members. Lauren, who taught high school math and left for a teaching and coaching physician, and Steve, longtime and beloved high school principal, who left for other employment. I worked closely with Mr. Ran for two years
050and very appreciative of how much he did for our district for I think it's 16 years. I know he was nearing retirement and was hopeful that this new position would be a potential retire rehire in the future. Um, one closer to athletics. He really is akin to 7 through 12 athletics. So, we accepted both resignations early in June to allow our interview teams to post the job, screen the applicants, train the interview committee, and begin three rounds of interviews. I'm real big on processes and kind of like what we all talk publicly here a lot of collaboration a lot of processes to get the best candidates that takes it can take up to 3 weeks. So we started all that as soon as we got those resignations we put it on on that June so
051we had time and our goal was to move rapidly in the summer because July 10th is a state established deadline that solidifies public employees and teachers uh in in public educators in their contract. So employers, school districts can allow educators out after that deadline, but it's not uncommon for someone August 1st to say, "Hey, I've been offered a better job." And districts say no, cuz it's very difficult to find really good teachers late in the summer. So June is always like we start to breathe heavy, you know, when we're interviewing and so forth. Um, so our our our process on this last resolution was to have an expedient timeline, get it on, get the board to recruit and let's interview. Um, and with principles, we actually had board policy language that we had board members
052on involved. Uh, we interviewed a lot of people. Um, and it was a really good process, but we hit a home run with this is where I appreciate Liz volunteer. >> Any questions? >> No. Motion to approve the following staff resignation or retirement. Second moves. Laura seconds. All in favor? >> Opposed? I don't think we need to take call on that. >> No. >> Do we have to do a roll? >> No. >> Okay. Motion to approve. Adjournment. Approve. >> Motion. >> The local school board adjourn the meeting. Laura >> second. Jack Sager. >> Hi. >> All in favor? >> I.