001I call to order this special meeting of the Storow Falls City Schools Board of Education at 7:30 a.m. on Thursday, May 29th, 2025. Roll call, please. East Jenkins here. Litty I Sheen here. Sudonic here. Wind here. Join us for the pledge of allegiance to the flag. Everything we do is designed to provide a future ready student- centered learning experience for every single child. Our strategic plan for 2021 through 2026 will help us accomplish this goal by considering every facet of a student's learning experience from curriculum to infrastructure to wellness and everything in between. As members of the board of education, we serve as trustees. Therefore, this is a business meeting being conducted in public, not a public meeting. We are grateful to serve an engaged community and therefore encourage and respect input from citizens. We
002expect that everyone present will behave in a manner consistent with the behavior we expect of our students. We reserve the right to have those who do not comply removed from our meeting. First item of business is consideration of an executive session for purpose 121.22 G1 to consider the employment of a public employees or official. Entertain a motion. So move. Second. Any discussion? Roll call, please. East Jenkins. I Sheen. Hi. Zonick. Hi. Wind. Hi. We are in executive session at 7:33 a.m. Thank you. Okay, we are back from executive session at 8. Okay, our next item of business, superintendent recommendation. Good morning everyone. I would wish to recommend that the board of education approve the nonrenewal supplemental people activity contracts held by others not members of the STO teachers association as presented. I thought the teachers
003association was the first. Oh, sorry. I wish to recommend the board of education approve the supplemental contract held by Sto Teachers Association as presented. Do I have a motion? So move. Second discussion. I do have a couple points like just based on um the contracts on the agenda. The contract on the agenda as a board, I know we've received a lot of email communication um regarding um this contract or this uh person. And I just think that it would be important going forward if we could have some type of plan in place for communication so that we're not getting all of this as a board. I don't think I've seen anything like this before of getting communication over and over and over. And I just think that if we could do something that improve communication
004is that we can put a plan in place for something. Yes, we can listen to right and I want to emphasize it's it's communication about the welfare of our of our um student athletes. Correct. Um that it's not just, you know, parents being upset with something. It's been question marks about um the welfare of those students that are being worked with. And um those those types of emails are certainly very concerning for us to receive. Uh and when we about staff. We definitely want to make sure that there's improvement plans, very specific expectations outlined, that kind of thing. Again, safeguarding the students welfare. But to be a point on students, too, we actually received feedback directly from students um based on um you know, just experience that they've had. I just want to, you know,
005make sure that we are being responsive to the the the uh people who have reached out and sure that students are getting best care. Just a point of order on the agenda. Did the agenda say not on this one that I know? No, not on this one. We were um maintaining and approve this particular the recommendation is to maintain and approve this the verbiage on the agenda as published is correct because this says supplemental contracts held not not members of the No, this is for members of the STA. This one is to approve. So we're on 5A. Yeah, I don't have a copy of the agenda. So that's I'm kind of applying my memory here. Um, this is just one one person. Okay. And I and I and and is this position under the athletic
006department? Yes, it is. So wouldn't this as any of the other coaching positions because apparently there was a lot of contact or reach out to the board, but wouldn't that all be referred to the athletic department for that person to athletic department to handle this verse? Yes. And that person has been involved in those communications because you because I don't think we want to have whatever 50 supplementals here where there's a problem that's in the worst case and it's all involved in us. No, this is just one. So I don't know if this is just a unique situation or or whatever, but so so this is where that would begin and end and then it would just be a matter of this per at the point that this person's supplemental year expires whether it's approved
007or what would be the correct wording of this because this is a person who is a teacher. Yes. So is that handled differently than a non-teer? Yes. And I think there was mention of this where um a supplemental with a teachers continues. Yes. So again the athletic department because this is under that person's um responsibility would all right. So how would that person lose that position? So there would have to be something um that is egregious and then the evaluation would um also reflect um the issues and concerns and then there could be meetings or writeups uh in between that and that would be how the person would then not have that position. All right. So again if when we get to a vote this is to not renew this person's position. No, this is
008to move forward position, but the board is requesting that an improvement plan be put in place based on the the number of uh concerns that have come to the board. All right. So, this is would be a yes or a no. Yes. Okay. The recommendation is to renew and keep the contract as per typical procedure. Okay. So, so just to add to um Carrie's note about the communication, I think there's some other things that were themes in the in the emails from parents and students. Um the like an inconsistent rule enforcement or arbitrary rules. You know, there was a lot of discussion about certain things that that maybe didn't have to to be taken as far. Um also the lack of accountability. It seems like even when there were errors made or things that were
009were brought to the attention, um either administrators stepped in to, you know, to answer questions or to to take responsibility. So, it kind of always was deflected from um the situation. And then we heard a lot about a fear of retaliation or that things were not done equitably. Um I know uh there was definitely a perceived bias with the tryyouts and the lettering and some of the disciplinary actions. Um another theme was about the coaching use the use of the coaching staff. It didn't seem as though they they were being used at all and that was a definite concern for several of the parents. Um, and then I think the last thing is that that we're dealing with students. And I think that the information was oftentimes going to students and not to parents. And
010so we were expecting students to be able to take this information in, relay it to the parents, and and then do the right things. And so I think yes, we're trying to teach these young athletes, but there has to be some way that parents are are included in the discussion to make sure that things are are being done. I know I have to do that with my kids all the time. So, wouldn't this situation be something that at the end of the year again the athletic director would say, "Hey, here's some issues we have and then what are we going to do to, you know, change these?" Um, because you also have that person's side of the story. Um, as far as again having the board or superintendent to me shouldn't be involved in this.
011this would go under that person's situation says it sounds like more emotional things than you know I'm just thinking of you know a football coach he's not doing a good job the head coach is going to maybe have that conversation and if it that doesn't work then the athletic director is going to have that conversation that is that's what's different with this one verse volleyball or tennis or you know any other thing where there is a you know there's a coach who's maybe not doing the best job that he or she should be doing um just um receiving um information and making sure that it is addressed and and what the outcomes of that is would happen under the athletic director. Um but there is um some non-visibility of some of those things and so
012we want to make sure just moving forward. So it sounds like too it could have been but it's not been documented which just adds to the problem because then it appears nothing's being done. Correct. Whereas if these complaints and then we open up and we say here's these issues and then at the point that you're having this year-end evaluation maybe this position isn't for you and you know I as the athletic director are not going to recommend a renewal. Yes, for this position, right? We could have, but we open up the file and there's nothing in it. So, it kind of hampers. Yes, the athletic director could recommend uh to us based on what they've seen, how that those issues have been handled. So, yeah. So, better records or better Yes. Um yeah, just better
013recordkeeping as far as meetings. We have an issue. This person was called in. This issue was discussed. Yes. here are the here are the steps we're going to take in order to address that's put in the file we move on a month later we go you know you sit down we're having these same issues we may have a problem here yeah but if you open it up and there's nothing in there then we can't have those conversations correct and then parents students are frustrated because they're not seeing anything appearance of anyone caring yes which may be why a lot of the information came to us as a as a board I don't you guys have said this is unprecedented that you goten this amount of of emails. Perhaps that's the issue is that it was
014being they weren't getting um solutions at the the lower levels. But the emails we received were shared with the athletic director. Correct. Yes. Okay. And then the athletic [Music] director did they document or investigate? Yes, there was investigation from uh the athletic director. there was investigation from the HR and there were also some meetings that I also held with parents uh and students as well because they had reached out to me. But we're saying it all it happened but it just didn't those documentation pieces did not end up in a file. Yes and no. Okay. There was documentation on HR. Yeah. At what point would HR get involved in a the athletic arena as far as upset parents? Uh HR would be involved because they are supervising um the AD and so if a parent
015is not um getting what they want at the AD level then they would reach out to HR or myself and so that's how we get involved. But we definitely want our people who we have in supervisory positions to be able to do their job and handle the situation so that you don't have to keep climbing up the the chain. And I guess the other thing too um is we don't want to be micromanaging a coach. Definitely not. I'm not a person I'm not a micromanager as a leader because I believe I have the right people in place to do what they need to do. So yeah, so we don't want to micromanage a coach and then so so again I I think it all goes back that there was issues. it wasn't documented correctly and
016then the issues persisted and it didn't appear that anything was being done. And then we want to make sure that we provide uh the parents and and even the students that they are in a safe place. They are able to come forward and address whatever concerns they may have and that if they address those concerns, those concerns will be handled. So we want to make sure that we are providing that safe environment as well. So this contract was separated out due to the investigation. This contract was separated just because of the number of concerns that had come forward. I just want to because there are other teachers that have coaching contracts. Correct. But but this one was because of Yes. trying to finish an investigation. um to address the concerns that have come before the
017board and so that it could be discussed. Okay. See nothing further call East Jenkins. I Sheen. Hi. Sudonic. Hi. Wind. Hi. Okay. Now for item B. Item B, I wish to recommend the board of education approve the nonrenewal supplemental pupil activity contracts held by others not in the members of the STO teachers association as presented. So again, point of order, do we need to amend the agenda? Um because uh this is for us to nonrenew these particular contracts. The agenda does not say nonrenewal. So we we want to make sure that we are not renewing. But yeah, again, should we amend the agenda because as the agenda said, the agenda says supplemental pupil activity contracts held by others not members of the STO teachers association. It's just more of a clarification verbage clarification. So there's
018nothing we need to just to be correct. Yep. We also cannot amend the agenda. So right, it's a special meeting. We cannot amend Okay. Do I have a motion? Motion. Second discussion. So again, to get clarity, this long list of supplementals, um this is a process that the HR department is trying to update or correct as far as um the official nonrenewal. And is this June 30th? Is this the Yes, the Okay, the contracts end on June uh 30th. Uh and so this is u a process that needs to be in place on a yearly cycle. Um after the non-renewal approval um these postings will happen and these people are allowed to reapply if they so choose. Okay. And that process is is um it's posted for 10 days which then allows a u member
019of the teachers union or a member of the classified to apply for this position. Uh it allows for them to reapply for the position or someone from STA. Okay. And then after 10 days, if it's not, this person would have to reapply or would they just continue? They can they have to reapply. If it's posted, they have to reapply. So So everyone would have to essentially reapply. Yes. At some point either whether it's somebody new or somebody that's already in that position interested. Okay. Um I think just a correction here on page three or page two. towards the bottom. Kyla. Um, it says soccer. I believe is that I believe she's softball. So, I don't know if that Okay. Kyla and Sally. Uh, and and I don't don't see any other um Well, it says
020varsity. Yeah, it says varsity boys assistant coach. So, I believe she's the softball girls. Yes. Oh, that is correct. Okay. We will make sure that we make And then isn't she the head coach? Isn't Kylie the head coach? It says boys varsity assistant coach. I believe Kyla's the head coach of the girls softball. Okay. Softball's not even on here at all, it looks like. Well, that but Kyla's name is. So that's where and I know she doesn't at least to my knowledge doesn't do soccer. Oh, and there's soccer's on here twice. I was up further. You have Harold Burns and then Nick. And so I think it's just probably it was probably copy and pasted. We will make sure that we make those corrections and we apologize to those people as well. I haven't caught
021any because I don't know some of them, but I know Kyla. So, okay. Um, and the other issue I had was in regards to coach Podge. Um, I don't have documentation. I don't have emails. I don't have anything. But everything that I've been that's been told to me is that process did not I think it was a disrespect to him for what he has done to the program or the program. Um I and and and there's probably many other coaches on here that are staples in the community and even statewise as far as their coaching experience, but you know, Coach Pod just kind of sticks out because I, you know, I'd heard things that were not what I believed a person of his reputation should have been treated. Um Dr. Gold, could you talk to
022the process that that this has been through? Um so I may have to have um Mr. Love actually share. Um we did have the opportunity also to meet with um Mr. Podge uh and kind of talk about um some some concerns and um some accolades. Uh he has been a pillar in the community as well as coaching for a long time and so he was able to share with me and Mr. Love uh his concerns and uh and so we are looking to those as well. And but as far as this contract can is concerned, this is something they get every year and this is just following the policy that we have in place to repost and give people 10 days and then they have the opportunity to come back to coaching. That's all we're
023doing here, right? And I think part of the problem was that that policy and had not been consistently followed in the past. Um, and so that's why we're trying to make sure that we're aligning and doing the things that we need to do correct in regards to the policy. No, and I I understand that. I'm just kind of singling this out because I don't know what other environment I would have to kind of share this um as far as what I know. And again, in respect for what he means to bestow basketball and frankly the way he was treated, um, you know, I would see this would be one gentleman that I would think should be grandfathered and there's probably several other ones on here that should be grandfathered as far as this policy for
024what they mean, you know, to the to the community. um to have someone just essentially what I what I gathered here just kind of pushed aside without any recognition, respect or anything for what he means is just is is is just um you know it's just shameful you know to just say hey we have this policy and we're just going to well I knew there was more to this in his situation at least from what you know the information that has been told to me and So we're not able to grandfather because we have to do what we do one we have to do it for all. Uh and so that's why me and Mr. Love had the opportunity to meet with him to listen to this concern. The reasoning behind that is that the
025the supplementals are a point of of the um STA contracts that they would always have the first rights to the to the supplemental position. So that wouldn't change year to year like and I don't think that has anything negative to say about coach Podgees you know I think or any other or any of the other coaches. It's just it's just a matter of you know as a part of um the board's agreement with the you know the classified and the certified unions is that they will always have first um first rights those supplemental positions and so we have to honor that. No and I understand that and and again just wanting to have it publicly that grandfathering is not is not an option. Um, but I do know from a calendar standpoint, the meeting you
026had and what I'm referring to happened way before that. Correct. Um, as far as that, um, essentially the aspect of him being pushed out of his position, and that's why I said we when we met with him, he was able to share with us those things that had occurred. All right. Because it still goes back and I don't know if he'd even be interested, but of of something the community can do to show their appreciation. And again, I'm speaking for myself. He may say, "I'm out of here and I don't care." But it would just not it it would just not put it into good light on Stow athletics if they say this is how you treat coaches. Um are you saying that he was he was asked to be not ready to step away?
027Uh besides this, just this procedural non um he details. I'm going to say yes. and not to step away either. So before this policy came about, there was some Okay. All right. I wasn't I mean even to the point of some questionable actions by some administrators that um and again I don't have this documented. It's hearsay I would have to say at this point but knowing how the world turns there's some validity to it. And again, it's a shame, you know, for someone and then, you know, even going back to, you know, coach close and, you know, some things that were similar to there and um, you know, it's just not a good a good look for the what these people have done. These gentlemen have done just coaches in general. They're not doing this
028for the money, you know, they're doing it for the love of the kids and what they can teach the kids and most definitely. Yeah. And I I think I think what you're part of what you're highlighting is kind of the fallout from this cycle and this procedure and this policy not being followed in the past when um when staff know this is a position that typically gets non-renewed and this is the process that we go through then it doesn't feel quite so personal. Um so yes, you know trying to follow the the policy and get the procedure in place as it is needed is one thing. Um and I think um with Mr. Love uh in the role of director of HR uh has truly uh brought back the personalization uh and the human factor
029uh in regards to valuing the people who we hire to do supplementals. As as Mike has said, um these people are doing a lot of this, you know, because this is what they love. They love children and they're providing a benefit and accolades to those who have coached the number of years that they have been coaching because they are a value and an asset uh to the students and to our community. And so this is why um I've shared that we did meet with coach Podgees and there are things that have been shared and Mr. Love is um looking into those matters. Yeah, it's good to hear because you know again we don't uh I think that would hinder someone of quality to maybe come uh if a position is open for and this is
030a very visible position. you know, our football, basketball. I mean, those are very visible positions, not only in Stow, but in the community locally and statewise that uh again, and these are things that happened, you know, three weeks ago, a month ago that were very troubling as far as it was more than just procedural that was happening. And um to be treated that way is um just is just um you know was was was I my jaw dropped to the floor frankly when I said is this how people are going to treat these respected coaches in our community. There's anything that you could share you know need to share with Mr. Love or Dr. Gul after you know it just as a matter of record if you have other information that would probably be good.
031And then too many rest of us well to the reverse. Well, you know, the difficulty is too, you know, it's not an email. It's not right. And you know, hearsay, you know, when when the person you're talking to is is emotional about this, they may perceive it differently, you know, than what really happened. So that's the that's the difficulty in that. But I do, you know, I would like to just kind of know the aspect of where you guys were because you did have that face to face. Um because again he may not even care. I may be speaking out of line but uh it's he should just not be swept under the floor and and the new guy comes in you know I mean that just would be a black guy I think for
032still athletics and we can talk offline. Well and I I just want to say thank you to you Dr. Gold and Mr. Love um for you know responding to that situation and making sure uh that that particular employee had a meeting and a voice and a and a chance to talk through concerns. Uh I think that's incredibly important and I'm not entirely sure whether that was in place with previous HR. So definitely appreciate all of that work. I think um also what I hear Mike saying is that there's got to be a balance between what we're you know doing for the teachers and then what we're doing for the people that volunte well not volunteer but come into from the community to coach because what it feels like is that they're not they could be
033replaced at any time no matter what their record looks like no matter what their relationship with students is. Um so how do we find that that balance? You know he's been coaching for however long or whoever it is. Are they more qualified than, you know, a person that wants to come in and can have it because of a contract? And how do we assess that? And then while the discussion was going, I just wanted to make sure we're doing everything legal. So, I did reach out to legal counsel. Um, she said it would be best to amend the agenda. Um, and then we could walk through the steps. And this is allowed because it was noticed that this was already a topic we were already voting on. Um so it is compliant and legal. So
034uh we just need a motion to amend the agenda. So moved. Second. Jenkins. Was that you? Yes. Thank you. And then roll call. East Jenkins. I Sheen. Hi. Sudonic. Hi. Wind. Hi. So then the language superintendent's recommendation is to nonrenewal wish to recommend that the board of education approve the non-renewal supplemental pupil activity contracts held by others not members of the STO associ teachers association as presented. Thank you for checking. Yeah. I know that uh some of the stuff I get a little nerve-wracking. So, and I'd rather be safe than sorry. I appreciate you uh your patience on this. So, okay. I thought something was off there. Any further discussion? No. Okay. Welcome. East Jenkins. I sick. I wind. Okay. We have item six, new business staffing. Yes. Um moving forward with uh staffing, we
035currently are holding a contract where we are um employing outside of our district for um student support um in the realm of like counseling. And I'd like to um move to um recommend that we actually hire the counselors ourselves and not use an outside organization for that. So I would looking to add uh three additional positions um for our elementary schools. Currently, our the way it's set up is that these people are shared amongst two schools. This would provide each elementary school to have their own counselor and not have to share. Does this reduce the number of counselors or this adds um the people who we are using are not our employees. So we currently have three at elementary and then we are using a contract to do three outside people. Okay. So this would
036bring those additional three that are contracted out inhouse. Does I I assume it would just be a posting for three counselors. It wouldn't necessarily be those people. I assume that that is cheaper to direct hire or I'm sorry. We probably need a motion to discuss this. Oh, that's right. and I'm the one that did it. Sorry, you are very I will make a motion and I will second it. Okay. Thank you very much. Um, so this this I assume would be a savings over our contract for outside employees. We're not voting on anything. We're just having a discussion. So yeah, no uh first or second needed. Oh, okay. Sorry. Discussion item. Okay. Thank you. Sorry. So, moneywise, right, if we take these three positions from an outside contract to an inside hire, is that is
037that budget neutral? Is that a savings for us? So, it's it's it would be adding to the budget. Um but we see this as a huge need um just by conversations uh we've had in the past and through negotiations of how it affects the teacher schedule and um bring them in-house and having someone there on a regular basis um will definitely help the needs of our students and our staff as well. So it is a cost that we are comfortable taking on. And the the current contract it's by school year. So that would expire June 30th. Actually, I think it expires June 4th. Okay. And it's not it's not as we would still finalize numbers of you know what step they excuse me uh the employees what step they would be coming on what what
038degree they have but I think it would probably be like a $60,000 addition based off rough calculations that we did to the budget by bring taking that purchase service and bringing them as uh employees. Not those exact people but hiring new staff to fill those positions. Does that also put people in the building for a longer period of time if we're sharing between? Yeah. So, some of the some of the counselors were shared. So, if there was an a need at one building, that person would leave that building, go to the other building. So, that building would be without a counselor. And this way, we're having a counselor there all day long to support our student staff needs. Yeah, I would like to see the money difference. And then two, some way to validate that
039statement that this is going to make it better. You know, when you say, okay, we're getting a a contract person versus somebody that's sitting in the building versus somebody that has to leave the building. If there's any way to quantify that, yeah, this is going to be better. Well, the people that we have right now in there, there are some counseling um parameters that they can't even do. Uh their role is a little bit um different. Um so, um this person is a true school counselor, school uh counselor. Uh so, they are there all day to provide those services, whether they be direct services or indirect services, which this person could not do. So I think the increase in hours might help. Well, it's a definitely help because you have your own. Well, I mean
040for us to see the difference. Oh, yeah. You're talking about money. We see that it's going to cost x number of dollars more. I think we need to see that. But that will increase the number of hours, counseling hours by whatever because they're going to be there and not jumping around. Correct. Yeah. So and it will depend on the number of years the person who is applying also because if you have someone who is brand new to counseling that person definitely would be cheaper than someone who has some years of service. So it could vary. So we can give you someone that's starting out brand new and maybe someone in the middle who have maybe five or 10 years of service to look at. Any other discussion on that? So, it'll be good to see
041all those details. Okay. I will now entertain a motion to adjourn. So, move. Second. Roll call, please. East Jenkins. I Meridi, I Sheen, I Sudonic. Hi. Wind I. We are journed at 8:48 a.m.