School Board Meeting June 10, 2019

001after seven let's let's go this regular board meeting this is over fall school district to order please no attendance okay they drove me the flights live okay we got we've got a full agenda tonight doing a first thought first item is our consent agenda do I have a motion for approval so moved second okay we have a motion in a second all in favor please signify by saying aye aye opposed motion carries okay right now we'll open the hearing for the 2019 and 25th career budget and that would be a time for anybody to comment on that budget if they'd like me from the public yeah yeah yeah yeah thank you yeah okay any public comment on the budget okay seeing none we'll move on this I guess now I guess now it also be

002the proper time for their first public comment section procession or anybody like to just in comment general purposes let's it where's that statement that we read okay yeah well we'll save it for the next one and we're looking out cuz nobody wants to comment right now oh here we go three minutes well let's skip it let you go yeah 10-second warning house in pharr come Chuck shakka Tov I live until I can drive and I signed in on the back my purpose for talking at this common period is to raise questions about why you're going into executive session I don't believe you've given it adequate notice you've cited the statute requires you to give the public notice of what topics are being discussed and then for executive sessions you have to do the additional thing

003of cite the statutory authority for making it doing it an executive session so for instance I was told by the superintendent that you're going into executive session to talk with your lawyer about the set of the settlement agreement on an arbitration well that's you cite in here a step a statute which deals with current or pending litigation not past litigation what's the litigation that you're going to be talking about it you being sued because of a car accident you sued because of a building problem where are you planning on suing because of that you have to identify that and the reason you have to identify that is because there's a law that says you can't talk off topic and in fact an example of that was the Gervais School District we're at an executive session

004was given notice about what they were going to talk about and then a topic was added they started berating a board member about comments she made about a policy and a complaint was made to the Ethics Commission they said that's not a topic subject the executive session nor was it noticed and so I just don't believe you can give it a notice if it's to find out from your attorney what that settlement agreement means if your if your superintendent doesn't have the confidence that he can explain that to you then you should I think you should have explained in public so we can all learn we can't learn when the superintendent just like you we should all be able to learn from the district attorney and second the it's you site that you're gonna be

005discussing stuff that's not in available public I don't know what that is I believe frankly if it's the if it is the settlement agreement I don't think there's anything in that I can't imagine there's anything in that document that's not in what was and still is a public record the complaint that was filed I sent copies of that to each of you it was online while was and I was taken offline its is no longer an active case with the Employment Relations Board that's why they took it down it's still a public record and all the history of all the people and making phone calls and putting pressure on workers and whatnots all in there I can't imagine there's something in there that's not already there so I would ask that you not go into

006executive session and encourage all of you to if you do to to publicly at the executive session announce that you think it's wrong and leave otherwise as board members you're individually liable if you hold it as individuals if you engage in an executive session that's unlawful you should know that thank you thanks Jeff okay then we also like to comment my name is Scott Walker and there was settled one step in Eureka I'm here again also talked about Canseco session I've been on a number of boards and through trainings with executive sessions and I think that the first point I want to make it's really your option of whether you want to go into executive session not it's totally up to the board okay the second point I want to make is that and it

007was just a made earlier if you get off the topic the f4h you have been your agenda then you're running into trouble and it could you are individually liable as a board member said doesn't matter why the advice you receive whether people is still on you and the third point I'd like to make is it if you are an executive session and you feel like the subject is getting off of the stated goals okay what you need to do is say I bla bla feel so this conversation has left its nine ninety two point six six six one or two eights or whatever it is okay and therefore I'm going to leave the room you have to announce that so that they the recording will excuse you from any issues that may develop because of

008it okay but I do want to point out in a general sense there's a lot of how can I say there's a level of distrust of the school board in the community and operating an executive session when it's really not necessary engenders more distrust so I would ask you to be as open as you possibly can be exactly session makes sense if you're in labor negotiations that totally agree with you but in some situations the categories are our topics you could discuss before the public thank you very much thank you thank you my name is January Roche lot played live and paid taxes in zone 7 of the district fee please sign in please I'm sorry very good thank you previously how many of you believe Andi blando has resigned I'm asking the board to

009raise your hand if you believe he's resigned I assume because none of you have raised your hand you know he is not result is that correct should I assume that to be the case yes so what was his letter of May 25 and the accompanying contract document that was with it excuse me not made 25 June 5 that was not a letter of resignation because you all agreed he didn't resign what it was was a letter initiating a new contract negotiation of an entirely new contract and what does a new contract do well potentially a new contract the laces and in past experience that the board or the school district might have with with him he would be starting new and starting afresh my view is that hiring a new superintendent of schools is probably

010one of the most important things that a school board does and I would submit that hiring a new director who's made one offers offer because that's what his this letter was that's what his presentation of his new contract it wasn't something that had to do with the past it has to do with everything going forward what that what that is is a first offer of an now I don't know I spent about 47 years of my life involved in negotiations and I hope there's somebody on this board that agrees that one of the rules of negotiation is yes you don't make the first offer but he did so it's your you go to the next rule of negotiation which is be really suspect about accepting that first offer now I'm assuming and the reason I

011would suggest that you not do that is that there is much to be decided in a contract I would urge you to go thoroughly through this contract and compare it word-for-word with his former contract my view is that if this if you sign this contract without understanding every word what is here including the sanction and 7 which makes us a renewable contract and makes it subject to the rules of Senate bill Senate bill 1049 get up we don't do that we get this was a retroactive but you asked if someone was on the signup sheet and then someone's volunteered to retroactively Lee do it so I'm gonna give that woman I don't know quite frankly we're really answered mr. chair this may be a good time for you to raise the animals around presentation here

012we go we didn't have this before but I'm just gonna read this now this is our policy we read it every meeting we just didn't have it yeah this is our policy so I would suggest you sit down listen to and we read it every time and we in order for expediency we waved it at the beginning of this period well while Debbie went when god and now we're gonna read it we are glad we dad a courtesy we did that we are glad you were here and welcome you to address the board at this time with your ideas opinions questions concerns or compliments he's certain to sign in before you present remember that we all model the way for our students and we ask that you share your thoughts in respectful way the board's

013role during public comment is to listen rarely will you get an immediate response to information if there is follow-up necessary we will direct our superintendent to do that and I think this this might be something in order to insert equity among speakers the board will limit remarks to three minutes if a group of three or more wishes to appoint a representative to speak on its behalf the board will extend the time for remarks to five minutes if you if you're a representing a group with some prepared thoughts you would have five minutes a second public comment will occur later in the agenda specific to discussion and action items of meaning Thank You mr. chairman can you repeat the bit about students remember that we all model the way for our students and we ask that

014you share your thoughts in a respectful way I think that for everybody in the room we all need to thank you that's a good point thanks Jennifer okay we respect your time and we and I think we all understood the gist of your message that you were trying to yeah so would anybody else like to speak Edward Clements I did not sign in but I can do it right now please 85:12 humper twain I just wanted to make a couple of comments we moved to this community in 2010 one of the sole purposes was to be involved in the school district we moved from West Salem and I wanted to express my appreciation to the entire leadership of the district mr. bland though to your exemplary leadership over the years we've been here nine and

015a half and we are we count ourselves very blessed to be to be on that send our children to school in this school district and every administrative administrator at the different schools we've been a part of have been absolute top and it's been a great experience for our family so I just I thank you for your your leadership I'll put my name down quickly thank you you know I I don't I don't know part of the pro book in here but I mean I think we get the gist of the message yeah it's there's nothing more than she's gonna add that it's going to enlighten me at this moment you don't have the authority to give your time at this point if you would have listened earlier we have as a quorum to follow and

016we're doing to the best that we can excuse me hey yeah let me say one more thing you know again this is a meeting in public it's not a public meeting it's not an oral debate between the audience and the board we're conducting board business or acting like professionals we're doing the best we can but we do expect you to follow the same route so when Jennifer emphasized the point we're here for the kids so let's act like that you have to be responsible and be an example to why we're actually sitting in this room today it's not about personal agendas it's not about your political Bend it's about the kids what's act like it yeah and I don't I don't know the leak like I said I don't have my parliamentary procedure book in

017front of it I'm sure there's guidance for this but I do know that the message you were trying to send is that we are walking in it weird you're trying they'd let us know that we're walking through a minefield aye aye I'm that year you're worried about is about the legal thing that we're doing well and negotiated well there's a second Thank You Jennifer and I we'll all asking somebody to sit down okay would anybody else like to address the board my name is Nasim raka I was gonna read something and I will read something but I have to first say mr. Vala I find it incredibly ironic that a man who would just tell the public that we don't need to hear any more from a woman because we already know what she's going

018to say that's insulting that is not what I said you can go back and listen to it if you want last year my son a senior lost two teachers and a mentor Ben Hine stone and Travis Williams when this board voted to reject the teachers claims of unfair labor practices this board was presented with testimony and documentation laying out the teachers grievances but the board at the guidance of the administration turned its back on them as a result those two teachers took their cases to an arbitrator in I understand the district and the teachers have reached a settlement on one aspect of the grievance and that the arbitrator has found in favor of the teachers on a separate grievance if this is so then you as a board have a problem and that problem is

019that while you are considering the social emotional and financial costs of the decision on the entire district you are also being asked to consider a proposal by our superintendent to both let him resign collect his retirement and continue working for a greater pay it is no secret that this district suffers from a lack of trust people are weary of a board which rarely appears to think independently from the superintendent and attempts to belittle and name-call those that do people are aware of teachers who have left this district because they have felt bullied the administration aware of administrative salaries that appear to always grow at a faster rate than those of educators people are aware that when they are offered just four tickets to a high school graduation that board members were somehow ever able to

020get several times more your job is to protect and enrich the district and its kids not that the superintendent or yourselves this is something I know each and every one of you hope to do yet our students lost two excellent teachers one in college writing the other in speech and debate all because this board in other words you failed to see what an independent arbitrator apparently has I urge you not to accept the super in Denton's plan for a golden parachute his contract stipulated that he asked for his retirement by April 15 that was nearly two months ago he did not do that because of that I hope you will either stick with the current contract letting him serve out the next two years as agreed to the as to agreed to last year at

021this time or let him resign so that the district can go about the job of finding a new superintendent thank you thank you yes there is I know we don't usually respond or not as visitors but when I hear things that are blatantly false I like I need to correct that as far as the arbitration the board we have not even heard the results of the arbitration so the statement that the arbitrator found in favor of the teachers is false yes we don't well I shouldn't say it's false but we don't know that we don't nobody know we have a zine in it we haven't seen it so I don't know where that statement came from also that the salary of administrators grows faster than the other our other employee groups that is also not

022true we do bargain with our administrators separately but I've been on this board for 14 years every year the administrators have taken the same that they that are licensed that are licensed employees get or less so that administrators salaries don't grow any faster than anybody else's no I didn't ask you didn't yeah I'm gonna I'm gonna was gonna talk about it but I will my daughter graduated my host son also graduated two kids do the math board members that's eight board members also get to dance but to put a total of ten there were eight seats marked with the name Tom buckles on them reserve we gave two tickets away but anybody else like to address the board and and furthermore um yeah I'd like guidance from the high school next year I have a

023junior right now she will be a senior next year we're also getting another host daughter from Europe next year I I'm hoping I'm well gladly I'm I'm looking forward to graduating two kids from Silverton you descent Merton unless I do unions Silverton high school next year please receive um hi I didn't sign in and I don't know where the signup sheet went but um my name is Eliza toyline and I'm on abaca Road I just wanted to talk about the strategic visioning plan that you guys are gonna be working on I noticed that the indicator 1c section where you discuss whether each student will achieve their appropriate academic growth I just wanted to reiterate a point that Jonathan made of making sure that you also work to identify high achieving students and make sure that

024they are also given the opportunity to exceed the expectation whether they are listed as talented and gifted or not if the student is a high achieving student I think that they should be encouraged to push beyond the general expectation given to them in their classroom thank you thank you yes please I'm miss Portland I was gonna respond to you really quick I think in the last work session that we had when we were talking with Gerry Colonna I think director Traeger had mentioned something of that kind of language if I recall correctly okay right exactly yeah okay and thank you for that so just like that yeah and I just wanna fall I'm gonna I'm sorry I'm feeling those salty here lately I want to follow up a little bit on my comment of that

025of with the high school I believe in site based decision making whatever the decision makers and their processes at the high school decide next year is yeah I would like to guidance for next year I don't want to hear about it now whatever they decide is what I will gladly abide to when it comes to graduation I don't know if all the board chair or what not but whatever they suggest is is what I will bite doing I would like a little maybe little guidance in there clarification at some point in the future thank you does I don't want to do this again I got two kids walking across that stage sorry I don't think these microphone I don't think the microphones do they broadcast or their dues you'll have to speak closer to the

026microphone okay sorry sorry I'm sorry I just looking for the high school guidance for next year however process they would like to do it I will abide to cuz I've got two kids walking across the stage thank you hope do anyway okay next okay thank you good evening my name is Elizabeth Wilder I live at 4:08 lawn oaks loop Silverton I would like to thank this board for demonstrating the ways in which social emotional learning can benefit our children at Silver Falls school district as well as the adults we're making decisions for those children via policy I'm going to remind you and give you the definition of social and emotional learning it's an umbrella term that refers to student acquisition of skills to recognize and manage emotions develop care and concern for others make responsible

027decisions establish positive relationships and handle challenging situations effectively during the last school board meeting mr. velov used the term ignorant to address Shelly Nealon several times she was consequently chastised and bullied with Gaslight techniques in a clear display of pack mentality whether silent or joining in with this verbal bullying all of you should understand how this looked to us the audience shameful and unprofessional the exchange did include an apology but missing from the apology was any indication of genuineness or an attempt to make amends both of which are critical in social-emotional learning to establish trust so the audience witnesses yet another example of the ways that denial fear ego and contempt manifest in dysfunctional group dynamics it was embarrassing thank you for another example and you owe us the audience the stakeholders an apology the

028checklist of social-emotional skills include self-management skills appropriate emotional expression that does not include name-calling self-awareness skills awareness of one another's feelings fairness equity responsible decision-making skills choose your words carefully analyzing the choices for the best possible outcome and relationship skills respond to mistakes and mishaps appropriately and genuinely I feel quite certain that you can all learn these skills I urge you to begin regaining or gaining our collective trust by walking your talk thank you first thank you for coming and sharing the information about social and emotional learning the one thing I want to say is this this volunteer position it's it can get very difficult at times I want to say that mr. Beloff and I have had more good conversations than we have had not and I believe that he was sorry when he

029said that and I just want to say that we've moved on from that and we've reset the buttons and we have to do that sometimes often in these positions so as a director of this board I want to apologize if we've made our stakeholders uncomfortable I am here to work with my board members in a prefer educated capacity and I will continue to do that for my two years so as far as director valof goes for me it's all good and we're moving on and we're going to be good about it so but I thank you for your support I thank you for explaining all of that to us I think it was a good choice to say that right now and we can all take a check on that thank you I think she'll

030talk to you if I follow up quickly okay Elizabeth were you here when that occurred what were you here in person yeah okay and the reason I ask that is in Chili's right I love Shelley and her family I really do she brings a lot to the board she's got a lot of great insight and wisdom but that doesn't mean I necessarily always agree with Shelley or maybe the delivery or anyone else on the board we're not going to be an hundred percent agreement however I'm human I'm fallible I make mistakes I wasn't appointed to the board because that was perfect I was appointed for my point of view so I do represent some people in the community and some people it's obviously that they don't but I do make mistakes and I am Not

031Afraid to admit when I do make a mistake and as I did in the meeting Elizabeth yeah I said a word that I did was read I really did but I also made a sincere apology to though to show another one in to those in the audience and it was sincere and the reason I asked if you were here in person because often times it's not gonna translate compared to being in person so yeah I think you're a little bit misguided in the fact of understanding my true sincere intention without really knowing me or being there in person but I do understand the concern and yes we as a board we have a responsibility to everyone in this district including you in the audience including those that aren't here including our students administrators teachers I

032mean it's a big responsibility you know our public education now is asked to be social media changers they're asked to be the parents of these children they're asked to be the educators in a ever-increasing speedily world which we're just trying to get a grasp on social media the education on social media is sometimes it's much more powerful than what we can do in person so there's a lot of responsibility here there's a lot of mistakes but we talk to our best and I think we do a fantastic job as evidence by the numbers by the black and white numbers that show the success of our school district but yet just wrapping this all up you're right apologize again if there's anyone here that wasn't taking care of my apology again I love shilling the Newman

033and her family she's fantastic and Jennifer and Tom and Tim and Jonathan and there's a whole lot of love in this room but yeah I make mistakes I don't know if that's ever gonna change but I'll do my best going forward so thanks for bringing that to my attention again okay anybody else other Aaron Cook 505 West Main Street we have three folks here between two of our board members and one of our staff members that are this is our last board meeting and we just wanted to take a few moments just to express I know my gratitude I don't want to speak for necessarily anybody else in the room but I'll speak for my family and and just want to say thank you dandy for your service to the district was Sheldon nothing but

034the best at service being an assistant superintendent or superintendents not an easy job and we really appreciate what you've done for the district and wish you all the best in your next step so congratulations on that and then to our to our board members to Tim I didn't know exact me you know number of years you had been I was gonna say it over a decade but now you can answer the question it's 14 so that's a long time on the board and run for your 4 years of service have said being able to sit where you said I know it's not an easy task it's a thankless job you you get a lot of criticism as we've heard tonight which is good and healthy and I just want to say thank you to both

035for really you've you you've been models in our in our community to our students by your conduct by your demeanor by your involvement as board members and you've taken a lot of flak and weather the storms quite well I'm proud to call three of you is here in this and as many you hear friends but you know I can say I've learned a lot from the three of you and and have been mentored by you the three of you in some capacity over the last several years so I just wanted to express my gratitude my family's gratitude to your years of service here to the soulful school district it's a better place because all three have you been here so thank you very much thank you thank you thank you anybody else okay before we

036move on to discussion items Shelly whispered me a suggestion it's looking like a long meeting would it be does it make sense to have the possibly postpone the principal's their presentations no I don't know if that works to reschedule them it's kind of a ok guess we can give them the option you know I don't want you to sit here and have to be short you know I wouldn't be able to give all of your presentation good now there was just a suggestion then there yeah they're milking your others your other option is you could ask them to go sooner than later if you chose to do that there may be some advantage to that you could yeah we need to hear some of that so okay okay let's keep moving in discussion items so

037we did okay first one is item a 2019-20 are draft strategic draft strategic visioning plan it's a discussion item and an act is it actually I'm wearing tonight not an action I'm just discussion okay I just wanted to respond to Roland's suggestion and to me I don't have okay so I being what was goal Eliza remind me one see page 20 yeah so if each student will achieve their appropriate academic little growth so that does to me seem like everybody I think that the strategies that are listed are not necessarily exhaustive but those are the ones that the district has decided to emphasize and so I think I mean I think it's a it's a legitimate idea to make sure that you know the high achieving kids meet their targets to which I think that

038is included in indicator one C and we will be holding our administrator accountable for everybody including the high achievers and so to me I'm not I guess I'm not concerned that that's not going to happen but I think that this document is read by a lot of people and they don't necessarily have that you know they weren't there at our discussion and they don't know that we're gonna so just something to consider are you looking at the or are you looking the one that's in front of me yes and there we go there we go thanks guys no worries okay just to chime in a little bit to piggyback on what Jennifer said I think in my in my thought is I'd like to direct our superintendent to provide data that includes this as well

039so it will be more helpful II more specific I'm not sure what that looks like or how that could be implemented when but when I talk to my fellow board members and hopefully they'll agree with me I don't know but it would be nice to have specific data and maybe we already have it but since we have that in here now we'll be keeping more of an eye on it so yes and I want to say I agree with Jennifer that the indicator itself is broad enough right right it could go any any of a number of I think the strategies for implementation are good it sounded like based on our interactive discussion last that those are also evergreen and so we can modify those as we see fit throughout the year throughout the years

040of the spider plan in any way that we need to to address specific concerns raised by parents teachers or that's a crucial point yeah knowing that we can change this yes I'm happy with these changes to I think they weren't absolutely necessary but I think if it communicates better with our what I want to say thank you the people that work so hard on this and this is a really positive thing for our district the last five years the same way thank you so I just have a real quick statement that I wrote up I just would like to thank the committee and Gerry Colonna for implementing the proposed language changes the board expressed at the last work session as the board mentioned last work session and agreed upon not an action item just take

041it in discussion I'd still like to delay this to the July board meeting to be an action item to get the new board the opportunity to get familiar with the document so it's definitely not an action item tonight yet but I just wanted to refresh that discussion decision from last month it's not you ask that it be postponed until at least January which is what we're doing our job July excuse me Jay is one of the Jays July thank you okay okay anybody else have any comments about okay moving on the summer board extended work sessions two of them in August I guess we were gonna talk about some topics does anybody have it did we hit the last work session but does they do we have a list of topics started or do we

042I know you've been keeping a list kind of as things because we go yeah you've asked for me to coordinate with Oregon School Boards Association specifically Renee Sessler and she's available on those two days we have her contractor for that time and she'll be here for three hours each session it'll be roles and responsibilities especially since you have two new board members it would be a good refresher for you as existing board members as well and she'll be presenting on both of those I did ask her to include some communication around policy and communication I believe were the other two topics and she says there's plenty of that incorporated within the full workshop so if you have it I did let her know that there may be some refinement of the request over the course

043of the next couple of months so if that's the case just let me know we'll make it happen is the working agreement and looking at it and making changes if necessary part of our contract with Renee she will include that in board roles and responsibilities to what extent Jennifer I'm just recalling that last year the year before she did take a pretty deep dive into that last year two years yes it was yeah yeah Jennifer I'm gonna piggyback on what he said it's not smells work session you talked about redoing the superintendent's evaluation process and we didn't roll that in just and just take another breeze through it as I you know as I use it it works I could I I have some opinions about it about ways to make it better and it

044sounds like you do yeah scoring points and what yes and just comparing our document to the one that OSB recommends it very close but then there's those descriptors that OS behave it has OS you don't I'd be happy to give her a heads up on that and just say this is what yeah I assume that that fits within her roles I mean her specialty I mean we can modify it ourselves but okay would you get at least tell us yeah we can follow up on that but I'd like to make a suggestion before topic based on some discussion we've had tonight in the last week's I think executive session oh yes the discussion I for one as a new board member I'm not completely up with it I've read something but I'm certainly no expert

045good emails another night yeah it's okay okay next topic the annual evaluation of the superintendent report so didn't get lost already this we had executive session in May and I'll read the summation of this so in fall school district superintendent evaluation for the 2018-19 school year during our May work session during an executive session the summer fall school board shared and discussed our individual evaluation summaries and scores with our superintendent and evil and oh the following is a summary of those scores of those scores and written comments I often times use written comments almost verbatim from the comments provided in that session sometimes I captured the tone of the comments and the discussion and then use my own words standard one leadership and district culture scored three point four out of four you always refer

046back to strategic visioning planning goals and decision-making and use district values as a guide good effort good efforts toward equity definition and tailoring tailoring it to fit our district and he does a great job pushing and striving for a positive climb at each of our schools especially as it relates to kids standard to policy and governance three point three out of four you always keep the board updated respect for decisions and offer good guidance not afraid to use district attorney's if needed Andy does not have a tremendous Andy does have a tremendous understanding of our policies and legal requirements but to someone new to the board he can't appear to be trying to set the narrative of the board standard number three communication and community relations three point four out of four communication about district

047vision is very good he continues to communicate clear goals and how he can achieve him always increasing opportunities to keep the public informed great improvements over the past few years area for improvement is for conflict resolution and working more patiently with people he disagrees with standard number four organizational management three point five out of four good work gathering data analyzing it and you using it for decision-making great budget management and explanations to the public great decision to use the additional budget Q&A sessions for budget committee members to ask more in-depth questions details details of the district are cared for on daily basis standard five curriculum planning and development three point three out of four good use of data to make assessments great to see the new social studies curriculum adopted music arts could use some

048intention and how our buildings teach it you and your team did a great job of explaining it but another past that that topic might not hurt instructional leadership three point four out of four student safety is of utmost concern to you it is a key element of this standard standard seven human resources leadership three point one out of four human resources one of your tougher job descriptions you do a good job at it you are willing to make hard decisions when necessary and it is necessary a skill to work on is building bridges with those upset with those tough calls you must make standard eight values and ethics of leadership three point four out of four not many comments that I had to build a statement from so I'll let this this score feet speak

049for itself standard nine the Labor Relations three point seven out of four high score of all the standards labor relations have been a challenges here and you handled it well grievances and arbitrations are a challenge but you handled them well with with to the best possible outcome for all the stakeholders the students the staff and the community standard ten district goals three point six out of for the second high score of these standards were ongoing equity work strategic plan renewal work on the kaepa and work on the in town k5 school configuration you did a great job for the students and parents of silver fall school district thank you for your service [Applause] okay any other discussion items go for it I wanted to bring up the equity policy committee that we had in place

050last year and talk about the work that director Buchholz and director Trager were working on I did not know that when we directed Andy to instruct the strategic visioning committee to encompass the idea and language into our strategic visioning plan that it meant the committee and our work towards an equity policy for our district was going to be eliminated I was wondering we can have discussion about this I don't think anything in the strategic vision precludes any separate equity policy or does anybody need the other no I can't I wasn't aware that we cancelled yeah I worked over there I do right I mean I I guess I well that's what might I mean yeah that was my question as I didn't know that it was it was the committee was dismantled it was done

051but I don't remember discussing that doing that I think it was just kind of a you know our conversation kind of got a dead end right and so that's why I bring it back up to see if we wanted to pursue our original idea and listen to multiple people who have come to speak to us about that having an equity policy in our district I remember there was a lot of protests or public comment about that so I wasn't sure how we wanted to teacher meeting okay great okay yeah okay okay anybody else okay move on to the next topic high school graduation and the end of the school year information Annie yeah I'll make this brief I this is just a placeholder it's a special time of year many of you were able to

052celebrate Silverton high school graduation last Thursday night it was an incredibly special event with about 300 students qualifying for what comes next I thought the valedictorian and salutatorian x' addresses were incredibly powerful I especially appreciated the personal reflection especially with one of our immigrant students who spoke in an incredible piece of work not only to the entire audience but very personally to his family anyway lots of great messages taken away from that I also want to give credit to Wade Lockett and his staff for organizing a graduation I've attended that for many many years and this has got to be one of the more powerful events of the year and clearly they met that standard of expectation once again I really appreciate Wade's effort at recognizing dick Ford World War two veteran last known living

053pilot to have carried troops into the beaches of Normandy during on d-day and what a special connection that was for him to be able to make that on the anniversary of d-day and to have him in the audience with us I think there were plenty of lumps and throats when that happened in full standing ovation for mr. Ford so that was an incredible connection otherwise I we wrap up school the school year this Thursday last day for kids last day for staff is this Friday it's been another successful school year I look forward to seeing some of the data again as we look at to reviewing the 2018-19 school year and I look for lots of positive growth and of course plenty of areas that we can continue to focus on and you'll be right

054in the center of that conversation as we move ahead just as a quick reminder we do have a couple of summer schools happening at Silverton high school this year we have three sites for our summer lunch program at Mark Twain elementary at the city park in Silverton and also at Silverton high school we have plenty of maintenance projects two full-size bike upgrades occurring this summer one at Mark Twain elementary the other one at Silverton middle school and lots of great things happening so I wanted to be certain that you heard directly from me as we reflect a little bit on the year and more reflection to come yeah hey Andy white would be Jeff we're on the topic I was going to talk about later the the high school register the high school graduation and

055I asked you for some specifics and an email and other topics came up and I completely forgot about it I'd ended the to the senior awards ceremony where scholarships are awarded and there was the detail many of the college scholarships and all kinds of scholarships but as I sat there and watched these kid what really floored me was the amount of money that the local that this local certain clubs donate like what was the number together that was three hundred to some yeah it was real local scholarships I leave her around three hundred sixty three hundred seventy thousand dollars in local in local issue ships they were handing out thousand dollar scholarship like it was an Oprah Show you get a scholarship you get it was ridiculous it was it was amazing I mean great

056job great job so I'm serious that was those all those clubs need a shout out it was amazing so that was good and then there was another one that amazed me that the description I can't forget the young man's named the Ford scholarship does anybody know the name 4,000 applications apply for this scholarship only a hundred and twenty-five people kids in Oregon rural parts of Oregon and Northern California get this four thousand applications 125 scholarships Eduardo got one full ride for a year full ride scholarship mail quite amazing it was just quite a really amazingly going through all that so um anyway wanted to piggyback on your topic to anybody else next up financial report and resolution for transfer of appropriation to the general fund fiscal year 2018 19 Steve yeah I'll speak for Steve

057Steve apologizes that he can't be here he had some personal matters that came up today and he was very very sorry with that said though he's shared with you the financial reports and yeah you know I could surely answer any questions as I can but can direct those back to Steve if you have any specific questions related to that I will share with you that Steve is incredibly attentive to the financial needs of this school district and he identified a few weeks ago about the the likelihood of our 2000 series a budget for the 2018 19 school years of being being over budget in our 1000 series which is instruction being under budget and so as a result of that he's anticipating that could be as high as a hundred and forty thousand difference and

058those are largely because of things like we've added two routes this year for student needs so two bus routes which are which are expensive we also had some unanticipated maintenance needs and support services as that's a 2000 series that Steve is referring to so while there's no increase to the budget there's no increase to the general fund this is not a supplemental budget board action is required for you to shift money from one series to another in anticipation we won't even know for certain whether this is going to occur until after the audit is complete but Steve again in his anticipatory way wants to be certain that you do not have a finding on your audit by not doing in this in the first place so that's the purpose of the resolution to transfer these

059dollars prior to the end of this fiscal year okay seem then moving on what didn't take as long as I thought Gerson once you come on up and talk to us about Scott smell school so we it is an action item at the end I'm sorry I just can't find back yes a single page very close to the other resolution thanks for giving us the opportunity to bail on the presentation yeah sorry we scheduled but there's really good stuff to share here and I definitely think it's timely as we're approaching the end of the year sometimes we got reflect on the great stuff the last week of school I see alright so I'm the jack when we see it okay Larry Simon here it comes alright um so finishing up another great year it's got

060smells it's my fourth year I always feel like the ear for Saul is a great one first year you're not so sure what's going on second year you start figuring it out in third year and then here we are in year four it's been a great year we got lots of good stuff happening we had our eighth grade promotion on Friday it was awesome it was really fun you'll see some highlights from that here we had a banner year our bingo our Scott smells bingo southern auction raised $16,000 this year so for our little community that's a great fundraiser for us and something I'm really celebrating and I hope I'm not jinxing myself is we have no staff changes going into next year so that's really exciting to keep the same staff that's coming in

061and it's just good things are happening and we're rolling along so Scott snows here's some highlights pictures of kids that's always a good feeling Isabella frolov is assumed seventh grader and she won third place in the state in the elks essay contest why I'm proud to be an American SA and so that was really exciting they else gentlemen from the Elks showed up and celebrated that with her we have some pictures from the CTE showcase at the high school and I just want to shout out the high school staff that put that together it's amazing kids come back excited without high school not as scared about high school and they're like you know they make little things they were making all these things that they made and like they just had a great time that's

062just a really great thing for our eighth graders and then we had the bunny hop bingo baby I'm sorry bunny hop boogie in April someone had to put that bunny costume on unfortunately that was my other duty as assigned for April so so looking at our strategic plan this year admin when we made our budget presentations really like doing really similar presentations Zoe Leslie and I thought we'd try doing a similar presentation for the board to kind of give you the same message Leslie gets the credit for the organization of this because she did it but we looking at a strategic plan we have each student on track to graduate every year so it's got smells I'll touch on the math and reading data here next our attendance rate is ninety three point four we

063had a couple students who were having a difficult time with attendance the last few years that we've really brought up we're still you know it's great if all of them had great attendance but ninety three point four is definitely something to celebrate our data team process three years ago we started a new data team process to look at student data every six weeks and that's been great and we're seeing great success with that and then our care team process we've really streamlined district-wide and are in our building to really make sure the interventions are happening when they're needed for our students so that's been really great social-emotional learning our PBIS vernier for this year we started the Playworks recess program which I talked about earlier in the year but that's been a great asset to

064our building it was kind of scary because it was a bit of an investment to make for the training but it has been amazing our recess like incidents that happen at recess have decreased tremendously so that's been a great addition to our building and in sel year when we've had this year was a year when it are SEL curriculum it's been great we're looking forward to working on that for next year and now we have a year under our belt and then our facility we have the new front buzzer which is still a little challenging for everybody you have to wait to look really light you know but it's it's really great security measure for us we're fully fenced we have the gates in the front that are locked and then we're working on our

065signage just updating signage making it and just reading some newer signs and for safety and security so that's all great additions - Scott smells I'm looking at our data here's our kindergarten early literacy 81% of our Kinder's are at or above grade level going into first grade which is great and then through our data team we already are working on plans to provide these interventions needed for those students who aren't on grade level in the first grade I have a quick thank you the kindergarten team wanted to thank the district for providing that other half-time kinder teacher this year so our Kinder's there was 26 that's a lot of five-year-olds in a classroom so we had a half-time teacher that did mornings so we were able to provide reading and math instruction I am going

066to because 13 five-year-olds is a little bit easier than the video we had a video of students regarding readers students reading but I can send those to you guys for your I don't have the internet connection 1st through 4th star data we have great things are happening our first graders each and every one of our first graders is on track 100% of our first grade this is 1st through 4th together but 100% of our first grade is on track and reading and math going into second grade so great teacher is gonna have a great start to the year next year it's really great you kind of see the the how the debt has gone out and suit you know still students needing some interventions but our data team and care team process has helped us

067to provide those early and get those students on track 5th through 8th grade also great great things happening big celebration is 100% of our eighth graders are on track in math going to high school next year so they're all grade level going to going into high school so that's great for math as well a couple more fun pictures we have our Pioneer Day at the bottom there you see those are our first graders they surprised our third and fourth graders as they were at Buffalo and they stampeded their pioneer day Oregon Trail walk so that was really fun the teachers knew the teachers knew but the the fourth their fourth grade students didn't it was very fun they um yeah it was great we have some science pictures there we had great year we had

068science teacher for 5th through 8th so the head of science period and that was so neat we had real microscopes and we was in Detroit Bunsen burners but we went without that but weird it's been really great to have a science period for our middle school kids and then I have two of our teachers dressed up therefore we had superheroes of reading during Read Across America week track meet some of our sweet Kinder's jaga the week we recognized students each week 4 Jags of the week at our flagpole because our eighth graders there are some pictures mr. Bucholtz came and handed out diplomas that's always neat for kids we have a fancy picture that I'm not sure where I think they're all being angels maybe back I'm not sure and then them around the Scott

069smell sign very special night it's really personalized to the kids it's it's very neat one thing we did this year also was the first year I'm sure you've seen it on the news where you invite your former students to come back alumni so we get invited all the the 16 alumni from Scotts Mills I graduated from Silverton high school we invited him back which we didn't think about when we scheduled this was it was the day after graduation so they had their own I party so that was kind of that kind of but we had these five amazing boys from that with the school with Scotts Mills that showed up on Friday morning at 11 a.m. looking very tired but they were there in their caps and gowns and they walked they came and we

070spent about 15 minutes in the library visiting with our eighth graders about high school and then they walked the halls and I'm really bummed because I'm not connecting on the internet here and we have a video of it but all of our students lined the hallways and they watched from the office to out through the middle school area our eighth graders walked first and then the high school kids walked after and the students were cheering and clapping it was very neat and then it was really actually special for those teachers who saw had those kids at Scott's Mills and so that's a picture of Helman's love our PE teacher with those five students so it wasn't me I think next year we'll probably maybe not do it the day after the graduation party but it

071was fun you know 5 5 out of 16 isn't horrible but probably if they had slept the night before there might be more than so yes so that's so principal Jorgenson over the last four years they've watched their the progression of Scott's Mills and under your guidance it's been some phenomenal results so I just want to thank you for all you thank you it's a pretty great place to work so that's yeah easy job thank you okay Leslie Roach was Robert Frost school oh hey Robert Frost so like Kirsten shared we kind of work together to make this presentation so it's pretty similar um so Robert Frost is reminder it's three through five we have currently 424 students enrolled you'll notice on this page we have some amazing students pictured and right there in the

072center is a picture from our spring music performance we had a fabulous music store do a donation of ukulele it's a class set of ukuleles for us this year so we were able to play multiple instruments at our music performance this year as well as sing and it was a fabulous time so Robert Frost reflecting on our strategic plan you can see each student on track to graduate I will share our star data as well in the next few slides our attendance rate is sitting on about just 94 percent a little over that we also are using data teams this year we are because we are five teachers at each grade level we stub out we have subs come for those teachers and we're able to sit together for two hours at a time and

073go through all of our students data four times during the year to respond to make sure that they are gonna be interventions or the enrichment that they need to be successful for reading math behavior attendance all of that the second goal each student has a social-emotional learning skills to navigate their world we are in year four of implementing PBIS positive behavioral intervention and supports you're one of Playworks as well which has just been a fabulous experience my recess staff just loves it and then again year one of our SEL caring school community curriculum we also have a full-time counselor and we have a Trillium therapist on-site two days a week to support our students and families and we are moving towards PE everyday next year in order to meet the state requirement so we have

074the privilege of having two full-time PE teachers next year which is fabulous Jenny matka and jay garrick will be those folks and I just want to highlight these pictures right here this was day one of our new walking track installed out on the field all the way around the field the PTC which Jenny and Jake are a huge part of and they're hard physical labor the last two Saturdays in order to get this track filled in it just is fabulous and it's a third of a mile so if you want to Co take some laps around some baseball games in the evening or soccer in the fall it's just a wonderful experience up there so I'm encourage you guys to all go check it out and we also going down to goal 3 each school

075facility reflects the excellence of our education in our district besides our track thanks to our fabulous ptc we also have our field and playground is now completely fenced and locked during the school day and our new front entry buds in system has also been installed we were up and running pretty early in the school year so we got to test it out for a bunch of other schools and they always look for the green flashing light when you're trying to get into a school building now I also just want to say thank you to the fabulous team at Robert Frost we have a librarian who's teaching wonderful technology classes and looking at integrating more coding and robotics next year in response to our parents and what they're wanting for their kids we have a fabulous

076team of interventionist a math specialist a reading specialist our school cooks our custodian our amazing a special education staff and all of our classified staff many folks are here tonight supporting me as I'm here with you and I also have a lot of fabulous parents in the room so I just want to say thank you we are an amazing team I value them and I hope that they all have a fabulous summer and we'll see them again in the fall uh so star reading in math we are doing pretty well with our third grade we have about 66% of our third graders ending in May at grade level and about 11 percent so 14 kiddos were really working with and setting we met last week in our data team and we have some really solid

077plans for those kids to start the school year next year and third grade math is at 71 percent at benchmark and just seven seven kids we're trying to get out of urgent intervention in math fourth grade reading 73% are at benchmark and fourth grade math 83% are at benchmarks so our star sports are looking really good with this group of fourth graders and then for fifth grade 65% are at grade level for reading and 80% of those kiddos are at grade level for maths so we're hoping to send this group up to the middle school with some really solid math skills they are all walking to visit the middle school tomorrow so that's gonna be a fabulous experience for them to get rid of some nerves to know what they're expecting for middle school so

078that's Robert Frost and he you know first thing I could ask you the same question I wasn't sure but one of the goals that was listed on the first page was all students on track to graduate and what what I'm curious is won't get to the tables are some of those columns people kids that you consider on track and some not I mean this is just the final column that would be considered so for our Robert frosting we love to see everyone at benchmark or above on watch is right there to bubble kiddo that probably is on track to graduate it's the intervention and urgent intervention columns that were really concerned about and what our processes honestly what most of these fourteen third graders that are an urgent intervention have gone through our data team

079and care team process and are starting we're starting to look at learning disabilities to see if there's something going on with their brain that's maybe different but we could help support yeah it when you look at the star report you have benchmark is green on watches blue or intervention is yellow and urgent intervention is red so that color coding of yellow and red helps signal yes for the benchmark it is sort of to the left and center to the right of center is sort of yeah thank you you're welcome actually wanted to ask Kirsten this as well um how many weeks is it first start testing in your building how many weeks does it take you to yeah the star test um most of my teachers give it in like a one class period setting

080so we have a 90 minute reading block and the star test takes about thirty minutes so in a rotation or web small groups however they're managing they may give it in one sitting or they may say you know this group you're gonna take your star test and then you're gonna pause and rotate and come back to it tomorrow when you finish when you go back to that group so it's it doesn't take of course we have our our struggle it's worth so large we struggle with getting enough devices so we have about ten Chromebook labs right now but when you're doing it in a small group setting you can share devices with others and so we're with the two-week window we can comfortably that's the window that the we set on the calendar days of

081the district that we like to see all of our students take the test we can comfortably get it done in that time so and you might not know this I'm kind of putting you on the spot here and if you don't know it it's okay you feel like maybe get back to me okay okay how many hours do you think is taken from instructional time when we do when you do start testing and I'm just trying to get an idea of how many instruction hours are not being taught to our students I have no idea Jennifer might be able to speak to that okay 30 minutes test we do it six times 180 minutes so 184 reading and 184 now if if you test six times great thank you for that I just want to

082say thanks for including strategic vision that's great okay thank you let's go roach thank you very much okay next up is a status and update on arbitration elesif Riley school district attorney good evening did you not get my requirement for your conditioning I'm sure it's gotta be on my retainer agreements this is the time of year that we have the debate in my household over the thermostat my husband loves this weather and I Lisa could you speak up a little bit okay okay boy that's that's an unusual experience those people say could you just stop talking okay so my goal here is and we've got a couple different conversations happen today so tonight so this will be kind of a limited update that will kind of prep us for the conversation we'll have at the

083end of the meeting tonight originally as you have been aware we have been working our way through some grievances and through an arbitration process and the arbitration was originally set to be heard last fall and through no fault of the district there were some unexpected issues that came up that required us to postpone and reschedule that hearing which we did and the first part of that hearing took place in February of the spring of this winter it's still winter at that point and within that you had seen these grievances but I just want to refresh your recollection they the grievances that went to arbitration included allegations as to article 3 the grievance procedure which focuses on some language where actions are taken by administration that interfere with an employee's participation in a grievance process there

084was some allegations regarding article 8 in the academic freedom Clause 9 the teacher evaluation Clause 10 which is the discipline shows up in your contract with the title of Just Cause on it 11 complaint procedure 16 paid leaves it included some references to board policy GBM and GBM AR and several TSP C regulations were cited in the grievances that you guys ultimately saw and issued a decision on the ones that were contractual oh right yes so there was a lot well you would have had jurisdiction over all of it the policy one according to the procedure should have stopped at the board level and it's very calm it's a very there was a very in complicated process so all of those documents still went to an arbitrator right so an arbitrator saw all of the

085grievance documents so all of those were claims that were submitted at what and we made arguments over the arbitrability whether or not an arbitrator could hear some of those complaints or not because some of them we as a district would have and did make arguments that there wasn't any authority to hear say a policy grievance in arbitration because that would have issued solely from the board with the final decision but I'm trying to just kind of outline the ones that were raised along the way that would the only difference the only difference shellie between the two would be the reference to the evaluation article otherwise they were identical between both okay now in preparing for arbitration it's similar to any form any other form of litigation that you have been through and I don't know

086hopefully some of you have been lucky enough you haven't had to go through litigation whether it's in a court or an arbitration there is a discovery process that takes place and allows for the parties to exchange documents and that all happens well after in this particular case it happened well after the grievances were heard by the board so most of the discovery requests came and were fulfilled in December of 2018 February of 2019 and then April there was a third request that came from the Association so we responded to three different discovery requests throughout this process and in addition to that and I think I have heard that there's been some conversation about this in the local community there was an unfair labor practice filed in late 2018 by the Association it would have been

087late November December which has been in abeyance pending the outcome of the arbitrations because there was the district raised concerns that there was an overlap between some of the complaints some of the allegations that were raised that they were similar allegations in the grievance to what was raised in the unfair labor practice complaint and so you want to get to a situation where you have one uniform decision right you would not necessarily want an arbitrator ruling one way on one case and a labor board ruling a different way on a different case but those so those have been pending in advance the outcome of this process the arbitrations that we've been going through as a discovery continued administration became aware of information and documents that we did not have when it initially responded to the

088grievances okay it's important to know and timing is important in this particular case to understanding the ultimate decisions and recommendations that that I made both to administration and that you will hear about later tonight in executive session okay because at the time that the administration presented when when superintendent bill Ando and superintendent Stevens presented the administration's case in response to the grievances involving mr. Hine stone and mr. Woodside when I use their names because it in fact has been very public and it's better than saying grievant a and grievant B because we all know who were talking about the information that ultimately led let's see involving them and the information that we received and that we gleaned from this discovery process ultimately led to my recommendation to resolve the outstanding grievances and the complaints based

089on the information that we were unaware of at the time that we brought that the board heard the issue in would have been August I think it would have been some time that you guys heard the the complaint the grievances what ultimately led to the resolution of the grievance were concerns there were a couple of specific acts that came to light during the discovery and while administrators and we're not talking about administrators at the central office you know it was not your superintendent or your assistant superintendent but there were a lot of other administrators who came into this conversation as discovery continued because it became clear that there were some other parties that were involved and part of the actions and touching the facts of this case and while their actions were completely unintentional and

090they ended up having an impact on the case that we ended up presenting and we ended up presenting multiple days worth of hearings to an arbitrator and while we even had some witnesses and I'll talk about that in a minute but it is very likely that if we had continued forward based on the information that resolved in the that we found in the discovery process that the arbitrator that was hearing the initial the initial grievance which was the larger one Shelley that you were thinking of okay and the Employment Relations Board could have luck but could have and would likely have ruled against the district based on the information that was discovered through our discovery process and late last week just clarify that so if are you talking about this the settlement right now no

091I'm not talking about the specifics of this settlement I'm talking to you I think it's important that you understand and it would not necessarily I think you we need to understand the process we went through which will help you ultimately understand the document that you will look at later which is the settlement document I am NOT talking about the terms of the settlement because we have some right and and and I do think it's important that you understand how we got to where we got right okay in addition to that late last week we received a copy of the third pending arbitration and we received the arbitrator's decision and when I read it it pretty much confirmed it supported the position I had taken in terms of my recommendation to resolve this outstanding grievance because

092in that particular arbitration it related to it related to some some decisions we made relating to an evaluation and we had an individual who was basically a component a staff member a consultant for our the program the company that we used to buy our you know in trained all of our administrators you know from the Charlotte Danielson program we sent all documents to her in preparation for the hearing and had her review them because we wanted an expert's opinion as to whether or not the evaluation was completed properly and appropriately and all those things and based on her review of it she was confident that it had been done properly right but the beauty of arbitrations is that two people can look at the same exact thing and have completely different perspectives right and as

093I said earlier while I think that some of the conduct and the actions of our administrators were very unintentional I think it was very hard for the arbitrator to not believe that there was inherently bias that was built into some of those decisions so ultimately what the the the finding was and that that final arbitration was that we had taken some action that reflected some bias within the evaluation that was conducted that was subject to this arbitration okay there was no finding that we violated the discipline procedure the complaint procedure the evaluation procedure or any of those other clauses but there was a finding that we in fact took action that and he just was not able to come to a finding that there wasn't some sort of bias that came into play that was

094his third party decision and it is one that we will abide by and we will comply with but I think that that kind of gives you a perspective of as I explained to you this discovery process led you to believe that there were some other things that we found some other actions that were taken and while unintentional a third party could clearly look at those and say that they were intentionally taken to impact negatively somebody who took the time to participate and in a grievance process and was negatively because of that right and so that is kind of where we're at with all of these we have basically we'll talk about the resolution for the other pending litigation that we have right now to bring close to that but by the time we're done here

095you will have basically seen and heard you know there was the one that was withdrawn and still stands there was the one that the arbitrator issued a decision on and then there was the one that we resolved and when if we're able to finally resolve all of them it will end up with a withdrawal of all of the unfair labor practice and their Romanian arbitration repeat what when we're done once once I have reported out to the board in executive session then we will have resolved the outstanding labor issues with the Silver Falls Education Association so they're currently not resolved well we have it we have a settlement agreement we're ready to disclose that we're ready to communicate out to employees but you are the ultimate I mean you need to see this and the

096union was willing to work with us and accommodate the fact that we needed to report it back to you as a school board which I will do when we get to that executive session well if they're still the unfair labor practice is still showing up on the it was showing as a Friday so we're still trying to get all of the eyes dotted and the t's crossed but yes I would believe that as long as you guys do not overturn once I report to you what the settlement is as long as you do not overturn the administration's decision it will be resolved yes I have handled those issues for you any other questions so the arbitrator mr. Milner yes he found no violation of article 9 article 10 article 11 there were four specific contractual

097articles one policy and several TSP C regulations in the documents that were submitted to him the only one so he there was one two three four contract articles submitted a policy and TSP see and he found on one three G which is the grievance process and it spoke to whether or not the administrators decisions were impacted by bias in the board for the participation in the grievance process the administration what do you mean no he did not he didn't yeah he did he did not find that there was any bias but in the decisions of say the superintendent the assistant superintendent when you read it it will be clear that the the bias is being attributed to immediate administration supervisors it is a public document yes you've mentioned the same word yeah he uses the

098word he uses the word bias in his decision so that's the term I have used in my explanation but I think you could use reprisal I think you could use retaliation I any of those words could be interchangeable in this conversation thank you right so when when you read the decision be careful really truly read it carefully go to a quiet place because when I read it it's very hard to sometimes track whether he's talking about the district's position the association's position or his right so just just read carefully okay yeah I don't neither the association or I have any control over the how the arbitrator writes it you know I always wish that arbitrators were as clear and concise as you know I well as I want them to be right I actually I

099don't like to lose cases right none of us do but I don't mind losing when I can read something and I can understand it and I can I can take from it opportunities for us to improve and do things differently and make things better this is a little harder to read because it wasn't quite as organized as I would like it to have been Shelley but I don't have any I don't have any control over that yeah I'm going to sit here and just let you kind of process for a minute so that we can be sure that we get yeah we get all your questions and do you have takeaways yeah I have already talked with the administration one of the things that we are going to definitely look at doing is just some

100just some training right because like I said I don't think I I truly I spent a lot of time working with your administrators on this your building level and your you know your what I would call frontline supervisors in this particular area I don't think any of them intentionally in that they intended to say you know because you did because you filed a grievance I intend to take a penalty against you for that right and and we can obviously agree to disagree and and I would bet if I had Evan Wickersham in this room Wickersham in this room he and I would probably disagree right but the point is that doesn't mean that we can't do a better job at helping them to understand what is the appropriate role and responsibility for supervisors what is

101the appropriate role and responsibilities for Association and representatives and how that process works to make it work better for everybody right so that if an employee gets into a situation that they need representation they will have access to it it will work more smoothly and that the parties will be able to engage in a legitimate problem-solving process and hopefully resolve things far short of where we ended up over a couple of these situations right so the real takeaway from my part is helping people to understand while may they may not have intended what happened this is how the law looks at it and and by the way in some cases intention really doesn't count right the the arbitrator doesn't really care what your intention is you could have had the best of intentions in some

102cases you know they're there when you when you talk to folks they'll say but it seems like a clear conflict of interest right but that's that is ultimately not our issue that is not for us as managers or supervisors to decide and once we can explain that to some of our supervisors it will be easier for them to to at least understand where the boundaries are so Lia Shelley it is the final decision it's it's not it is the I can tell you that we worked with someone who has no you know when when we contact the Charlotte Danielson organization spoke to an insult those are not people who have any vested interest in telling me anything I want to hear right they're gonna just tell me whatever they think is appropriate and I can

103tell you I could put her in this room and she would tell you a complete different outcome but in terms of her interpretation based on the documents she reviewed and the other piece but you are spot-on in the sense that you could put two people three people in the room and they could all come to different decisions but in this case we have blessed mr. Miller with the authority to make this decision and he is the one that gets to make it and we are going to move forward and make it work and we're going to implement it absolutely in essence it's going to be like it never happened it didn't occur yeah if you go to the very last page and a half it's okay the remedy that he has basically ordered in this

104case was to basically just treat 20:18 2017-18 as it didn't happen it will be removed and it just won't be there the association was proposing a different remedy they wanted to basically make edits to the evaluation okay and he basically said yeah I don't think that's a good idea and since you guys have put me in charge the solutions gonna be we're just gonna get we're gonna remove it and that's what we're doing the arbitration exists no no no no Shelly the arbitration exists the evaluation will not yeah other questions if you ultimately have additional questions I would say feel free to drop me an email I would just ask that you copy Tom on it so that you know I I try very hard to make sure that I keep everybody in the loop

105and so that there's not a lot of individual because the board operates as a whole right oh I don't think we ever by the way I'm not I appreciate that um let's because there were there were very little facts that were in dispute okay it is what the intention of those facts were right it is what it was why it was the why they happened not that if they happened right it was the why that became subject to we had a different answer to the why than Association had to the why okay so none of us there it was very clearly even though we had a significant amount of testimony most that testimony was not driven by establishing factually what happened who met with who on what date that was pretty clear it was it

106was the why those things happened that became more important and those are never those are those are about those are about trying to understand what people are thinking and feeling and how that impacts the decisions they make by in this case a score they select on an evaluation or a comment that they make right it was the why did we say that and why did we pick that number versus a different number not that that that the facts didn't happen the facts happened I don't think any of us disputed that there were meetings there were conversations there were things that were said there were actions that were taken it was it was the the why those actions were taken that became the subject of this litigation hopefully that helps explain that a little bit very

107good question well I think that there's a couple of things number one there'll be some that you will see as we finalize you know as we wrap up the settlement agreement so we'll we'll share some of those details with you when we get there but the other part of this I think I've already talked about some of the training components I think we will implement the arbitrator's award we will finalize any last administrative decision I mean paperwork you know make sure that all things have been closed withdrawn signed sealed there will be some communication that will be going out to employees tomorrow morning as we wrap this all up so and it's all basically in an effort to try and hit a restart button and move forward in building positive relationships I don't know what

108it would be yeah I don't know what it would be Shelly if there was there are certain procedures that if you're going to file a lawsuit and they were all represented by counsel so and not just building representatives or even a yuna serve they actually had an attorney working with them as of last year so and there are specific steps that you have to take if you want to sue a public entity not the least of which is providing a tort claim notice within 180 days of the alleged injury and that has not happened so and there are exceptions to every rule but I can't think of one that would apply in this particular instance so no I don't think there will be any further once we can complete the current litigation I don't think

109there will be any further litigation on this issue involving these employees and by the way I don't these individuals because I don't think they're employed here right now I did I sent you all an email I will do the best I can if you are asking for my legal advice I would tell you that you should probably do that in consultation you should be able to have the same privilege that any other client would have to receive legal advice if on the other hand you are asking just a basic question about process or and I don't know what your question is so I can't really help you answer that question but I don't think there was anything in the answers that I sent except maybe the last one as it related to the overall contract

110there would be legal advice I think I was giving you facts and most of the other ones maybe I didn't do a good because I would have a copy in my sent items it may take a second Jennifer is it why don't you okay it's as the proposal as you have outlined have any financial impact on the district this year or in future years beyond the obvious such as the salary increase okay so the answer to that should have written read something to the effect of if an employee retires and comes back to work for you right now for a period of six months between July and December there would be additional there there would be an additional cost under the proposed contract because the proposed contract is proposing that those funds be put into

111a benefit right does that make sense so far but they're weird if a person retired I mean it's important that you keep yeah I mean I gave you three different scenarios employee still works for you doesn't retire then the cost is the same right because you're making the contributions and to pers rather than putting them into a benefit as proposed by the superintendent if the superintendent retires and there currently is for that six month window no obligation to pay the pers costs and therefore that would be a savings to the district but for the proposal to modify the benefits in the in the benefit portion of the contract which uses those funds to create the TSA right which means that in effect if if you retired and you saved it you aren't saving that money

112for six months now in January the law will change and you will have to make those Perce contributions even for retired employees so at that point it would be no cost it would be cost neutral to the district does that help yes so the after the January would be cost neutral we would incur an additional cost but it wouldn't be different than what we're already paying extending so right language do we I mean I see the difference between those two right which is why I tried to separate them out if if the employee if the superintendent decided not to retire and continue to work you would have to make those contributions and you would make those payments yeah but I don't think there's any doubt the governor will sign that though yeah I think the

113it's interesting because I actually I have a number of my of my professional colleagues that work on the other side of the that that are union representatives that I've worked with for many many years that I have just professional relationships with and they obviously are not very happy with this proposed legislation not happy at all by the way and I don't blame them right you elected a bunch of people who you thought kind of marched with your your beat and they have abandoned you in late term session and they're taking another shot at your pension so I get it but there is absolutely no doubt that something is going to and by the way what we don't know yet we know at least what the governor is going to sign which is the bill that

114they finally managed to get a 29 to 31 vote count on out of the house which is not not a big when you own two-thirds of the house to only get it by two votes tells you how close this was so the governor will I think will definitely sign it the next question that we have to confront is what will the PERS board do right well the PERS board actually implement some additional cost savings mechanisms at their upcoming meeting and will there be any other changes what will they do and we don't know what that is and won't know that until they meet I think they meet this month maybe July it's soon yeah they meet soon yeah because this is about the time they meet to set the rates for not the current cycle

115but for the next two year cycle it's always out aways when they set rates for employers maybe you can help me understand something a little bit further currently teachers retire and they drop hers while continuing to work for districts that happens teachers or administrators and they can ask for alternate compensation that would have been equal to the budgeted amounts for their positions does that happen yeah I think in my I tried to express and my answer to you that I don't I haven't seen anything similar to what in other words I haven't seen anything similar to what is being proposed in this particular contract but I think that's because more often than not in the collective bargaining agreements for both life and it's mostly for licensed not so much for classified because of the caught

116the margin of cost difference is to you know it's a smaller margin when you're talking about classified staff versus teaching staff you know from where a starting salary is to a retired employee salary there's a bigger gap for teachers and there is for classified but because of that the employees were successful in the you know late 80s early 90s in bargaining what I would call early retirement provisions that included contributions toward insurance and or retirement stipends that would be paid for a certain number of years based on a certain number of years of service with the school district so a good example would be that if you had worked for a school district for 15 years and you were retiring and you were pers eligible some of those programs would have paid a stipend of

117anywhere from three to five hundred dollars per month and there may or may not have been some insurance that went with it right now in many cases when when our funding you know after measure five and some of the other things that when our funding started to decline we tried to start sunsetting some of those provisions but we still in some districts where they exist we still have staff that qualify in some cases because they've been with the district that long that the that they still would have been employed at the time that benefit existed and they may just be the last few stragglers that are going out so Jennifer I guess I'm trying to say is it just looked different for teachers right it didn't it didn't look necessarily like a one-off some of

118the other ones that I experienced were when we had significant budget shortfalls and we were looking for retirements boards would then make an offer that of a retirement package to some senior staff to be able to clear out some of those higher salaries and reduce so that employees wouldn't have to be laid off that would be another time that I've seen payments go to teachers and/or classified staff know what they would do is we'd say hey all of you are eligible for retirement we you may want to continue to work but we would love it if you would retire and in order to encourage you we're gonna offer you five years of insurance or or five hundred dollars a night no probably not that's I was probably not yeah I'll try I'm just gonna read

119you something are we going back to the arbitration yeah you tell me where it is yeah it's on the very last page and I think it's I think it's the decision from mr. Miller and I just want to make sure that I understand okay you know while I have you here uh-huh it's the last pair it's the it starts with the Union yes the Union has met its burden of proof by a preponderance of the evidence establishing that the school district is guilty of violating article 3 G right which is what I told you they violated okay of the contract by engaging in a pattern of retaliation and reprisal which means it Jonathan asks you about that word okay yes against the grievant for filing and processing grievances which was negatively reflected to some extent

120in his evaluation his evaluation is this just one grievant yes okay thank you the remedy sought by the Union however would only fester the wounds that exist between the parties as exhibited during the hearing what the parties truly need is this case is closure yeah he didn't type the word right but that's the way that's that's what I think he intended I know okay so since the grievant is no longer employed by the school district a better remedy and one that results in complete and absolute closure is removing the evaluation from the grievance personnel file which was another of remedies sought by the Association in the grievance which was another okay thus the grievance personal file shall indicate that no evaluation was completed and the school district on his for the 2017-18 school year so

121what I know that you have mentioned that we're you know there's there's a thought process of retraining and things like that but what is the accountability oh yeah show you I'm trying to look at both yes and and I don't mean to cut you off but I really don't want to talk specifics about specific employees right because we may or may not be having conversations or I mean because you're asking me what the consequences are for employees who may or may not have done something say an administrator or two who may or may not have done something and I don't think this straight oh I think the district accountability will become clear when we talk later this I think the district accountability will become clear the district has the district has clearly accepted responsibility for

122its actions you're welcome any other questions I really do want you to you know I don't get to see you very often it's hard to ask me questions yeah I guess you guys get excited about it I you don't your attorney doesn't show up and it's all good news when the attorney shows up take a deep breath Frank I asked you more about question three in the email sure do other districts offer this to superintendents currently I don't remember who asked that question you said yes it might have actually been yes so what does that look like can you give us more details about what that looks like or options that you yeah Oh a lot of it is highly dependent upon your location because I think I also put in that email that there

123are some parts of this state that people retire and superintendents retire and they go and they work their full time and pers right now currently allows them to do that because of just the difficulty in recruitment and retention of superintendents now in most cases those are more rural areas than you consider yourself to be although I'm sure you consider yourself to be a little more rural than say Salem OR Portland OR Eugene is but that you also see it in other communities right communities that exist within the within what I would call the valley corridor and that can be a lot of times that will be because even under the current rules a superintendent can retire and they're limited to the 1039 that will be the magic number that shows up when we start talking

124about rehiring in some of the major metropolitan areas because that's that's the limitation that pers puts on workers when say receiving a pension except for those that are fully retirement eligible which means Social Security eligibility so you can actually reach a point that even if you work in Portland and Salem OR Eugene you could work a full you know 20 40 or whatever 20 80 whatever it is so what some superintendents do is they basically retire and then just work full-time for a year right so your first 1039 is July through December and your second 10:39 is January through December and that gives a transitional period in some cases there are others that will will the decision has been made that they can work halftime and so there there's a halftime and so they're able

125to work and continue to work regularly I've seen that system as well I don't know that that works as well for you given your size and yeah and the limitation will actually go away in January and and part of what the purpose of eliminating it is to really study whether or not it has a negative pers is going to use that period of time to study whether or not it actually has an impact on rates and retirements and whether if that impact is negative or positive right so they're going to be using it to try and look they use the word efficacy they're gonna be looking at the efficacy of this program to try and determine its whether or not it should continue past the countdown by the 2024 I mean part of the problem

126is that every time we do one of these reforms we end up with a fairly large exodus out of our workforce and in some cases that's not a good thing we're losing some really good experienced staff there in hard to fill positions and you really want to maintain the person still wants to work and has the energy and the success in doing so and and we're basically pushing people out the door because they have no choice so you know this will be something that will hopefully allow us to retain some staff that would otherwise retire have people chosen to retire yes yeah I mean if you think about it one of the things that's going to happen is in January I think it's January for people who are Tier one two and a half percent

127of their six percent is going to come out of their account and it's going to go to pers that affects your IEP right that individual account that is supposed to then balance off your change you know because for folks after the route to the reform in 93 92 93 was 93 because it's always an even year that basically eliminated money match which is a method of calculation for anyone who was you know when I was working for a purse employer I started in 90 and I was putting money into a variable account right and that option basically went away for me so I even though I'm in the system money match for me is not a conversation right it just isn't and that's not necessarily a bad thing right it's just a change and this

128is supposed to help compensate somewhat for that and I'm not gonna get into the merits of whether it was or it wasn't but that's what it was structured to do and so now employees are gonna see another portion of that two and a half percent and so employees are gonna have to figure out am I going to continue to work while they take that two and a half percent and just be happy that I'm still getting you know three and a half percent because three and a half percent it's not something to give it's not a stick in the eye either it's not so bad but that will be one of the decisions they have to make but yeah I think we could see another group of folks to go and if pers makes any

129adjustments to the formulas on the calculation like the annuity rates or the longevity tables I think that too could impact people in terms of whether they stay or go I think most people would tell you that Tier three isn't as exciting as tier two [Music] so you know I think that's you know each time you're ratcheting down you know you know I could give you my theory I mean is though this is this is not about two or three people I mean whether I agree or disagree with Union about many things I do think that the people who are paying the cost for this are not the people who are actually getting the benefit right so right you know it's it's a you know it is a phrase and right and I have to tell

130you I mean there's you can't you can I could make I could give you an argument that double dipping is bad and I can give you an argument the double dipping is good right so I kind of I don't think I don't think I don't think we should label things like that double when people talk about double dipping they are talking about people who are continuing to receive a paycheck and their pension contribution at the same time but I think it's a bit of a fallacy to some degree because employees can actually work for their employer and collect their Social Security right it all depends on if they're continuing to work at an age when they could have collected Social Security so I'm not sure what the difference is between one and the other because

131the employer is still making contributions you know to both of them right statutory contributions so what you really should be looking at in my opinion is what the cost impact of this is to your district right one of the factors is cost you also need to look at you know as you look at things on a case-by-case basis you're looking at staffing you know like you know just like the like the administration looks at you know do does the district benefit in a positive way from the continuation of this employee service right and and as long as it's something that your when you look at what it's going to cost you you're willing to write that check and you think there is value for the service of that employee then that to me seems like

132a win-win all the way around if it doesn't then maybe it's not a good fit does that help I just wouldn't use I just wouldn't yeah I don't use those terms but it is a term to choose it's basically a collection of yeah it's it's it's working and a person still working I mean in a person if they're working and giving you your time they should be compensated for it they shouldn't be showing up every day from 8 to 5 or 7 to 4 or 7 to whatever it is and the only thing they're getting is the pension they worked for right that is no longer growing because you know they're not getting credit for the time that they work I mean it makes no sense to me whether we're talking about that for a

133teacher a classified employee or an administrator it's just not a relevant term I think you need to look at the costs of it now asking questions about all of this because I have several questions to it we were talking about the arbitration we've been going back and forth on topic two are we how do we are we satisfied let's finish it let's do one the fourth variable right are we done in the beer between arbitration are we I understood this portion to be discussing our questions are we now going to switch to talking about set action items or are we gonna stick to the agenda because I'd like to because there's a distinction right we're switching from I asking Lisa question I'm gonna I have a number of things I want to say to the

134public but to their yes during the action item after after you have there's there is a discussion period so I get a motion you know will pause and we can talk there were blue eyes that make sense to discuss I think that would be sufficient we can talk now or then there's there's questions I have of you yes mr. chairman if I can chime in Robert's Rules of Order allows you to discuss topics topics before an action is on the floor so you could surely talk about this topic during that agat during that action item thanks Andy and he says here to answer the question so ask away we're done with arbitration so let's go yeah okay we're just skipping so we're skipping border Lords not skipping moving this one just moving the word I'm

135not moving it I'm just gonna add a discussion item discussion we're just gonna add a discussion I'd let's go ahead and discuss the contract that way that we want to do I'm fine with it okay I want to make sure we're just doing the right things okay all right I think just oh is it process you like it no it's it's regarding yeah are we good okay sweetie so one of the questions I have is if I understand correctly starting January 1st 2020 anyone that has retired is say now and then continues with their employment January 1st that 6% that typical 6% that would be allocated for the first pension two and a half is then reallocated so the two and a half percent that normally would be paid or six percent of it normally

136paid right out of that six percent Lisa tuna is then reallocated to pay their current pension retirement that is a that is a correct statement for tier 1 and tier two for tier three its 0.75 I believe oh if the employee then water brought mighty cheap to six percent they would then have to pull that out of their own income just about two percent yeah there is a provision in the in the pending litigate or the pending legislation that we anticipate the governor to sign that will allow an employee to make voluntary contributions into their IEP account so if I'm one of those employees I could make a two and a half percent contribution into my IEP to get it back to its full six the the 1.diff one slight difference and you've got to

137leave it to a bunch of actuaries and everybody to do it this way is that it cannot be pre-tax because right now that contribution is going into my IEP if I'm that person that's going in pre-tax and that the reason that's important is it affects the load the the payroll expense load that is on that dollar because it comes out its own above the line deduction is what we call so we basically calculate some very limited payroll taxes the six percent comes out and goes then your salaries recalculated - that percent and then we figure all the other payroll taxes and if your business manager was here you'd be able to keep me straight on all this but I believe that then the full load of payroll taxes state federal unemployment workers comp and everything

138is then added that won't be able to happen it'll have to be call below the line deduction so it will happen after all my tell the tax liability and payroll liability and then the just like it would be for a non-qualifying retirement account I'll tell you if I don't contract will he no longer be our employee no he'll still be your employee if you if you if you accept his proposal right he will still be hiring process so what's the no you would still be your employee and there's no amount of time in which he would not be our employee no because they're there seamless there one I mean right now you have an agreement in place right right all you're doing is replacing one agreement with another agreement there is no gap okay what

139about tiny so the current contract has a three it's for three years and it has a date for notifying us and that day has passed and so we don't have I mean what what is the significance of that date well and I don't know that I've seen that particular date because I think in the draft I looked at that you sent me Tom that language had been replaced with something else so usually those permit and I'm to some degree yeah I'm gonna talk about what I normally see in superintendant contracts normally that provision exists so that both parties have clearly notified each other of what their intention is early enough in the process so that both sides can make decisions and nobody kind of get left without somebody sitting in a chair right and so

140given that this would end up being mutual if it were then I don't think that it is troublesome in any way the other part I would tell you is that a contract by its definition Jennifer can always be modified right as long as you have a mutual agreement as long as you're willing to give up you know the notification piece of April and he's willing to give up the notification piece of April you both have a happy solution and you just modify the contract and you end up with what it is it only becomes relevant if one side or the other is not willing to agree to a modification or a waiver of their rights under the contract does that make sense then your you've got a three year contract in place with two years

141still on it so I didn't have a chance to ask this person a question but she made a public comment then I wrote down some notes and I'm wondering if you can help clarify miss shows little shells mom January she said something to the effect of initiate initiating a new contract it voids past experience and starting new I don't because we're talking about voiding contract or changing contracts it's just you're not voiding anything you would just be negotiating a replacement of one contract for the other okay and it's not a totally new contract show and there's just something you want to miss but it's a new contract super great yeah it's very simple it's very very simple right yeah it's there's changed language we heard just fine please I mean we can't we can't interact

142with the audience I'm sorry thanks so Lisa usually when you said what we should be cost and the way I understand it correct me if I'm wrong the way that Andy's proposing is that we take what's not what net what now is going to pers from this joy through December we put in a TSA okay so technically that's not a new cost to the district because we're already put for that in a purse that could be a savings to the district but we would agree to that there's no I mean we're losing that savings where there's no additional cost correct like let's play this that one scenario is to leave the current contract in place you're gonna be making that six percent contribution and it's going to go to pers and you're gonna be making

143the payment let's then say another option would be to engage in a modification of the current agreement and work under the 1039 for the first six months and then put that money into a TSA you you are not getting the savings you might have experienced from July to December but it is not wholly different as as you were saying Jennifer as the cost you would have experienced if you had just left the contract in place and continued to pay your obligation under that contract right yes right and by the way when I say cost I'm not telling you that it I'm not pre defining for you whether it needs to be cost savings cost neutral or cost you money right I'm just telling you that right that's ultimately your decision to make but that ultimately

144that is an important factor for you to look at and come to some consensus as to where you all are on where that number goes right I don't have an opinion on whether it's neutral cost or savings there's kind of just making sure so there's one which is a philosophical question there's a new law do we want to set precedent do we want to support the idea of a retire rehire practice right so I think there's sort of a philosophical question I think then there's a very specific question with a specific contract proposal in if you gave us right so we've passed the opposite of the philosophical opposition that I might have brings home and get to the nitty-gritty I have some specific questions and we might have some specific things that we do this

145contract philosophical I don't support retired rehire generally I think there's some time case in point a little districts where you can't find people I think this is a destination district I don't think we would have any trouble at all hiring anybody probably but then there's the question of sort of you know cost right if it's beneficial to an employee to retire so they're sort of like a philosophical opposition out there hey can you say that one more time if it's beneficial to an employee to retire and then continue working by definition because of the cost the first because I think you're arguing that you're locking in that higher level benefit cost right I mean the only way then then if you look at it from the standpoint of you know we have lots and lots

146of employees we're trying to get hired grow their careers and for every employee that retires working stagnated career pounds hundreds of thousands so I have some philosophical opposition that sort of separate from the contract so I'm just sharing that with you guys nothing else no I was just going to counter the retire retire that's not something the flip side of that is the district is saving money by not contributing to pers and we're keeping seasoned employees who have that are really good to have done a good job for us so the best that this happens with receiving a sample of teachers a lot and teachers have are eligible to retire you know why shouldn't they if they're eligible but it's been very beneficial to the district to save those first cost but to have that

147employee come back with that seasonal yeah we have to keep contributing we have to obsessed with the point you're making a pointing out is no longer because there is nothing but the season and I wanna be clear actually my my opposition is to the entire retired so he wants to continue working gun I'm saying not oppose it yeah I get John thank I do kind of get that argument and that's kind of an argument I still wrestle with but it's a it's a I do know that that in my in my mind that's a that's an argument and a dilemma that should be settled in Salem and that way rules are set for all the districts all public places of employment everywhere so so one district doesn't make a philosophical argument to make early end

148but that but that also hurts their ability to retain good employees so I don't want to want to you know if I were to take a stand on that I might hurt this district's ability to retain their employees so I may you know whatever that rule is I want the rule to be the same for the clean entire state so I tend to agree with you but this isn't the place to have it and I'm so I'm gonna disagree that we couldn't okay well good yeah we can sir I just fair enough you know Tom I'm gonna make two points on this too and I believe what Senate bill 1049 this is just a small component of many facets of that bill I think there's more to it than just the application that we're talking

149about tonight and I think the the intent of the bill was to start chipping away at that that pers gap and granted two-and-a-half percent doesn't sound like a huge amount but at this point every little bit helps so starting January 2020 there is that to it it's money it's real money it's real it's tangible so at least that's something it's more than philosophy if it's right so we can consider that throw that in the mix as well right I do have a couple thoughts on the specific contract yeah yeah let's just stay there but stay with that all right now we'll go so I do see both I do see both sides but I think there has to be a philosophical discussion because what were what we're trying to do is it's just not about

150the numbers it's also about what works specifically for our district and what the mold is for that we have our highest paid employee who we got a contract five days ago and with all of this new information and we don't even know if so so I give both sides I get you know the money side that I I do believe we need to talk about the philosophical side and what word what kind of message we're sending to our community and I think that it's important to discuss that philosophical thought I have I have questions about money and philosophical things that I think we need to should discuss and as a board we have to talk about all all of it it's important not just the money and it's important to do that it's our responsibility

151to do that as board members and really dig in and see and I'm happy I mean I'd like to I mean I'd like to read what I have at some point but I just nicely agree with I have some issues to with the retiree hire however I trying to balance those with the individual employee rights and that's the piece where I'm at it's like setting a precedent or example or all guys definitely in the back of my mind it looks like I mean this is a very short window of time where this is all gonna change starting in January so it's like I don't know I'm feeling unsettled again I can see can I just cuz I want to make sure we're all factual on the same page I believe you have not you I'm

152gonna use the word you in the Royal sense okay I believe the district has created a precedent long before you guys showed up in other words I believe you've had a prior superintendent who has done this and other prior administrators who have done this based on just some historical reflect you know data collection so I don't think this would be the start of a precedent and I think that's I mean I don't know if that makes a difference but I think this happened probably if I went back and looked at the years that were connected to it I believe it would have probably happened right about the time the first reform probably came out yeah yes but there was there also wasn't a change in the rule that will like what will be happening in

153January you might have had a different outcome if there had been a different rule in place right I mean we don't know right so I just want to make sure that I don't want it to seem like this as a unicorn that hasn't ever happened before right okay and this is just a one-year contract right it's it's actually written as I read it such that it's renewable with agreement of both parties unless we show laws to know did I just read this no I don't I don't think that that's what I've read I know I know exactly where it is thank you I don't I see what your what your language concern is but I don't see how you can renew a contract without mutual agreement for a term that is only for one year

154so I would tell you that the way to solve that problems is to just clarify the language as it's written to reflect the intent that it requires mutuality a contract should always require mutuality so what would be some language to amend that can you suggest something oh yeah I mean like right now while I'm sitting here like now can I do it when I get back to my office on Tuesday morning but yes it could it could easily be fixed for a similar notification piece to occur by February first in other words would have the option to all you all you would literally have to probably do is say the superintendent of the option to propose a renewal of this contract under the conditions to that that up to that by February one right there

155you go right well a proposal would have to be something that was accepted right i I don't I don't know what they why it was written the way it was but I don't see how you would have the ability because when you look at the term you know when you get all the other pieces it very much reads like a one-year contract I don't know how you get to a multi-year out of that without both parties agreeing to it so I think it's just better to clarify and yeah sure it's clear and that's you know this was a long-term contract I would you know the consequences are greater if you enter into something that goes on but if you get into this if we were to approve it we get into it you know and

156six months later you discover for some reason I said picking a poke you you you're you're done it is like oh my god we got five years of this life right we have one year which by the way you can't do a five-year contract with a superintendent ago you're limited to three three okay fair enough but you understand my point zone so this contract the way it's written is just for one year current with the option yes because it talks about a term expiring on June 30th 2020 okay the way it was worded sort of made it seem like it was a well and I'm not sure that legally you could do it unilaterally but the term it ends on June 30th right my point I want a clarification right thank you so so first

157I this is actually going slow but I I had here I'd like to slow this train down we just received this new contract proposal by Baby Doe several of us have many questions about this our district legal counsel just email this back today at 3:50 p.m. to answer some questions but I do know there are many more out there which we just confirmed right now these are some reasons that I think that and I'm talking to the board members that we should think about this for just a little bit I'd like to seek more legal counsel regarding the contract request he mr. Blandon was made I would like to speak to a purse expert on this matter and see how this will affect our specific school district given that the public just voted in two

158new board members it would be in the public's best interest to have a new board examine this and we'll also be managing this is this in the best interest of the public you answered one of my other questions so I'm going to skip that one let's see is this a good morale booster to all the other employees in the district that our superintendent the high paid highest paid employee is asking to do this do we need public input and you can correct me if I'm wrong on this the Jefferson School Board violated the law by not allowing public testimony before a vote that is not an accurate statement okay great I read that online and I wanted to make sure that that was accurate or not it was not so Jack we've requested a retraction

159by Real Estate's draw that statement thank you okay let's see what is the cost to the district in staff time and legal and other costs of the two arbitrations and how much will it cost us to implement the decision and settlement we need to know all the details about the two businesses first I don't want to put the cart before the horse what's available to us from the Confederation of Oregon school administrators for hiring an interim superintendent it is my understanding they interviewed district boards and outgoing superintendents who might want to reach higher or have put forth information that they want to retire and then find former superintendents to serve while a hiring process for a replacement is completed which could be mr. blando and he proposes a full salary with step increase on top

160of his pers this is allowed but that doesn't mean that we should encourage it generally or with reckless abandon we should find out how much Andy will be making in retirement than seriously consider offering as much as it takes to fill the gap between retirement pay and regular salary paid that's how this can save us money and still have Andy serve up until we hire a new replacement I think an alternative we need to look out besides hiring it term is to make sure the rehire of retired volando can be ended at any time by the district with a buyout provision possibly or when a replacement starts work or which is earlier that might be in the best interest of the district or for mr. volando you never know the board and the district has

161committed itself to diversity equity and inclusion and that means we need to have an open hiring process whenever possible this situation and his retirement or his request to retire is no excuse to abandon our commitment to diversity equity and inclusion correct me if I'm wrong our policies I think call for open hiring and what is being proposed as not an interim job but rather a hire for a year possibly to renew and no mention of recruitment and replacement so I'd like to find out more about that mr. berlando obviously wants to retire he's expressed that which is actually very exciting we should let him do so the community deserves an administrator who wants to be here for the long haul in fact that's why we sign through your contracts and keep extending them each year

162rather than letting them run away I'd like to see the release of the grievance arbitration decision tonight so I want to put everything on hold until we get that let's see anyway I have noticed that the motion to approve retirement and approve employment are separate I would be happy for us to go ahead and make a motion to approve retirement for mr. Burlando without any contingencies because that is entirely mr. Ville and OHS own private decision to retire and to insist on pushing approval of the new contract to July so that the process can be appropriately subject to public oversight and because like director Traeger said we just got this five days ago because not giving the board adequate notice no I mean no April 15th that's what I meant to say oh and then

163I'm sorry for proper and necessary consideration of all the financial and legal considerations I think I've already said that part it is incumbent on us as a board that we protect the right and correct function of the board we're all held accountable to the public trust as a governing authority and probably protecting the district from legal challenges in the future I'm not on one side or the other I'm on the side of what is proper and appropriate and what I and what I took an oath to hold so I think basically I'm just asking that we slow it down a little bit continue to ask legal counsel questions making sure that we are doing the right process and that we are not jumping very quickly to make this happen I want to make sure this

164is right for mr. berlando also right for the board and also right for our district so just a little more time I would like to request a really good decision or with us it's going to you're making deep breath yeah I disagree with the ton of what Shelley said but I'm not gonna specifically say a lot on each point but the state kind of messed this up for the districts right now deciding this so late the state and the legislature once again kind of messed this up because they're leaving employees in a place where they're they could lose some substantial retirement if they don't make a decision quickly and I think we also have to look at what we value in this district do we value employees who have been here a long time who

165have dedicated most of their careers to this school district yes Andy has or do we or do we say you know thank you say about B and we hope we can find somebody else because because I just want to say be careful what you wish for be careful what you wish for because I'm sure we could find another superintendent but is it somebody we want you know and either and not just with not just with not just with mister boland o but with a lot of you know most of our seasoned employees this might not be the first time we have to look at this and do we keep do we want to keep people on who have been here for a long time who know this district and know the culture of this district

166who have made this district successful and one of the best in the state or do or do we want to you know save a few dollars and get get people who we don't know who they are then they don't appreciate this district they don't appreciate where we come from and what this district does for kids and so I think we really need to look I I'm on the side of the first part I value our seasoned employees I value the people who have been here I think it's worth it to keep them we're talking one more year I think it's worth it I think it's worth it to keep him around I think it's invaluable cent valuable rather than trying to bring in new people in I think we really need to look at that

167aspect of it more and really appreciate what what these people want what our people have done for this district and the value of that we have realized over and over in this district of people who stay here for so long I have no I have no problem I have no problem with this contract mr. Blandon obviously decided it had to decide this because of some state new laws the state kicked in and it leaves him in a bad spot I totally understand that okay so um a couple things I think it's mr. chairman I'm gonna interrupt just for a second excuse me I I I just need to - no this is becoming extremely complex and much much more difficult than what I've anticipated I'm choosing to withdraw Myron letter for Terrance and I'm choosing

168to withdraw the contractual proposal this is not in the best interest of the board we've spent an over an hour discussing this matter it feels like an hour discussing this matter you're discussing about my personal fate you're discussing about my professionalism you're discussing my approach to the future so I fully support this school district I think it's in the best interest of me at this point to fully withdraw both of those proposals that's my stance thank you very much mr. chairman I'm hoping we can move on as a meeting and get the rest of this meeting completed okay yep done I guess I don't need to answer your question at this point yeah absolutely we just gonna continue operating you're on your current contract yeah I can I can surely submit another contract that's would

169be a proposal just as we've done multiple times in the past four three-year renewal of my existing contract you can as a board can continue just with my existing the two years remaining on the contract as well but I don't know that that's in my best interest and frankly I don't know that's in the best interest of the school districts and so I would surely propose a three-year renewal that you would accept and consider action during your work session I think it's too late this evening to really be talking about this from my perspective but it surely could be action that you consider during your your work session later on this month would a shocking development would you you know I wish I would just kind of getting ready to kind of state my and

170just kind of get to wrapping this thing up is it is it is this something this is this would this agreement be willing for you to talk about it's an ethic work session yes I'd be happy to speak about that and more in detail than my reasoning but what I didn't anticipate I mean and I fully support this board and the differences of opinion that are here and I'm not just disagreeing with those at all but part of my job description is also read the board and also understand when there is any energy for something and when there's not energy for something very similar to the equity policy that I proposed to you year and a half ago I think tonga phrase you use in our conversation is landed with a thump on the on

171the desk of the board it didn't go anywhere and so at that point I said I think it's in the best interest to back off on that I'm feeling the same way right now I was feeling something different and I that's understandable okay I understand that but I had my professional reflection on what I'm hearing from the board we have at least three three board members who have stated publicly that they disagree philosophically with this procedure this this higher back option even though it's going to be a state law very soon just causes me to pause and to say I just think it's in the best interest of the school district for me to consider this approach at this time so again I respectfully withdraw both of those from your consideration because because because I

172I my statement that I that I find it interesting that I that I disagree with with the idea and that should we settle it the state wasn't but now that but those are the rules the state operates under that's where we that's where we talked understand and I have been I'm very reassured by confident very confident lawyer that this is not setting the dangerous precedent and I was just getting ready to say that I think there is in the Silver Falls School District best interest that and II stay for at least a year yes so that I wanted to just right make sure that that was on the record I was just trying to get let things go so um yeah no I agree you know it's uh we've been a high performing district based

173on your guidance and your leadership and this is something that the state offers you've worked hard for it this is your opportunity this is your money and I think it's in the best interest of the school district to keep you and II and keep you happy understand um also to we've got a new assistant superintendent coming in that's gonna need some guidance and for a wholesale change at this point makes no no sense whatsoever it's it's it's gonna be a big pair of shoes to fill in Daniels sure me that's gonna be beholder Blair I would also like you to reconsider that statement understood yeah and Ron I'm to school I'm defaulting to my contract renewal just a regular contract renewal that I would ask of this silver ball sport I just believe it's in

174the best interests of this night and that is among what I've heard this evening and that's why you are the high character individual that you are appreciating respond you should overhead yeah I just wanted him to know you reconsider um I think I just needed to learn a lot more about how the process works and I was asking just yeah yeah well you guys got to talk to him and I think I should have the opportunity to so I I just didn't these are just all thoughts that came to me when I was researching everything this weekend and just making sure that everything worked for you and everything worked for the district and that's my job my job as a board member is to do that and so you know honestly I I hope that

175my document didn't put you in that position to have to reconsider or to what's wrong and I just want to tell you that because I we had Lisa here we're asking questions just to make sure that we were doing it correctly and that's it so I hope that you weren't shelling my responses to the entire board conversation not specifically to you next up was recognize outgoing board members Tim Roth Tim brought the Ron Val up they are retiring silence please we have a long meeting coming up Tim you've got one more meeting well maybe two or three three count the length of this one but I didn't have there's so much going on I didn't have time to really think about any prepared remarks but one thing that I was wondering I will always remember

176about Tim is the way he visited schools always and I need to do better at that I need to be more like Tim I need and I don't I haven't done that I've visited very few school I need to be more like thank you and we'll just start with we'll just start with Tim there's anybody else like to say anything for her Tim where you want her on thank you you know Tim you've uh you've always been the voice of reason and a stabilizing force in the world since I've been here and I just admire you I admire the way you conduct yourself have you you chaired the board in the vice chair and and the wisdom that you in part you know month in and month out and so I hopefully I I've learned

177something from from my interaction with you these last four years and I got to tell you I must be doing something wrong because since I've got here you become more handsome after 14 years on the board he's become more handsome and yet for years I've lost here and got a grave year something wrong with the process here so we can talk later but fourteen years of servitude is is beyond my comprehension and I just the words I have Willie don't don't express how much I care for what you've done you don't my love for you and and your family for all the years of sacrifice and you've given Tim to the community so thank you very much I appreciate it kind of crazy I think it's gonna be hard always a trustworthy face to see

178and they grab the bull by the horns leadership I've really appreciated during my first two years you've been really great and even when there's a mistake at sea I appreciate that you step forward to take action and so I [Music] you're super reflective and you even attended an equity training with me because you're open to new things and new ideas and wanting to understand things even though you'd been doing it for 14 years so thank you for your leadership I just really quick I've been thinking about this and trying to write some things down to say but I was on a tractor planting beans today so but um first off I I want to thank my family too my wife and my kids I'm sorry because there's you know there's been a lot of bottom

179meetings a lot of late nights a lot of time away from home and without there's thank you sorry I also want to say that this is an awesome school district I know there's issues I know there's stuff that's not perfect there never it never will be perfect but this this is the best school district in the state and that's because of the people that's because of our kids for one thing they're Boston kids it's because of the people we have working here who work endlessly for the benefit of kids and there are so many positive things happen in this in this district every day and it's just I think that that's something that we need to reflect on more it's just because it's true I mean there are more opportunities for kids in this district

180now than there ever happened a 90% graduation rate is just I mean for two or three years on the row it's it's amazing and I that stuff doesn't happen by accident that stuff is intentional from administration on down the teachers classify people everybody working with the same goal in mind to get those kids to walk across the stage at graduation and that's what makes this such a special place there's so many people and if I can just a little bit of words of by it's not even advice just just my thoughts from the heart trust the people at this table trust our administrators they these people are tirelessly for kids their jobs I would not you couldn't pay me enough to do we sit in their chairs and I rely really realized that when I

181was chairman and work and work a lot real closely with with the superintendent Andy you couldn't pay me to put up with the stuff they have to put up with so so and they make mistakes sure they did well maybe not the end you know of course they do they're human everybody makes mistakes but they deserve our trust and and always keep kids first keep people kids first sometimes it seems like we get and especially the last few years I don't know I think it might be the political climate nationally or something I don't not even sure what it is but sometimes it seems like we could get this as a board we get so bogged down in just stuff and accusations and this perfect you know accusations about different things going on the processes

182it and all that stuff is important their needs you know you need to go through all that stuff but it seems like it it takes away I think in a lot of ways it takes away from the conversations that we could be having about kids and the things that this district can do to benefit kids so that's all I have that's all I have to say you know thank you for your support everybody [Applause] someone a motion for Jonathan to carry Tim on her shoulders out the door Ron it's it's it's comments just like that always a little bit of levity a little bit of wisdom at at times at just at moments where and yeah that's it I'm gonna say again thanks and I'm gonna work with you super long but I think you've

183got a lot of insights go to meetings interpret at the answer I got no Ron I have so appreciated to you these last few years in the last four years you keep it on here you use you have a way of saying things that your your people you just bring things down to a good level I've hesitated to say this but I've always been impressed that you have the nicest way of telling somebody that they really don't know what they're talking and I say that you know kind of interesting joking sure but but that's but but I say that to UM to illustrate the fact that you're just a nice guy and you are very polite to people and you you just always on the up-and-up and your your concern for kids it's she's putting

184on boxing so Ron the first one never really got to know wrong without it Bend when we went to this summer conference for board members and he was it was my first year together we just kind of really were able to it was just really nice to meet I know his son and you know through junior baseball organization gvo when we created that and entirely we were trying to get voice from our local community to be umpires instead of bringing them in from Salem and nice time and his son Ben they unfired for us and so it was just really nice to get to know their family and then also on the board you know it's really fun she's a very memorable weekend out there going to conferences and things like that I'm learning so

185much about everything but it was good it was fun so thank you for the two years okay a little time to write a few things down thank you for your service and your friendliness and levity commitment to board development and I am really gonna miss you no and I'd share this with members of the board administrative staff and public that'll listen when I first got on the board I didn't understand what was involved with public education other than being a student that gave grief to all my teachers Rona when I joined the board and really got to understand what happens to the board level what our teachers are experiencing what our principals are experienced at what our administrative staff goes through what society expects of them I was in awe and the first thing I

186thought of it what am I doing here it was really a scary moment thinking about the responsibilities that we have support but would continue to buoy me and strengthen me and keep me going were you the parents I mean I look at the kids in our district they are phenomenal they really are and that's a direct representation of you who are sitting in our audience because you guys all cater now we may not necessarily agree with how we're gonna get to the same position we may not have the same the viewpoint we've all been raised differently right you have different life experiences but there's so much wisdom in this world and community it's a beautiful thing and so I feel very fortunate to be a part of it again I've made mistakes I've said a

187few things that I totally regret or could have been said or voiced eerily and of course you know that I get called on that and humbled what's left of my ego which is pretty much non-existent at this point anyway after you know 27 years in marriage and two teenage kids so there's not a whole lot left but but I really consider myself a better individual from being on the board and interacting with Jennifer invisible Irv and John and Jonathan I really have and and I'm excited for what the new board is going to bring to the community I really am I'm looking forward to the next four years of being able to sit in that audience you know if there's a hot topic to participate so that's gonna be pretty interesting right and as far

188as maybe just a couple things for the two new two new board members coming on really just a couple of pieces of the maybe advice number one is you know there's two books that the OSB a hands out to help with our knowledge of boards moonship and one is called 14 ship and the other one is the the policies and the procedures and then the roles and the responsibilities and if you dive into those right away if you're gonna participate in July we have that summer food can have coming up for what Shelly was just talking about it's a great way to really understand what it is to be a board member so setting that foundation and that really helped me as setting that foundation to move forward to be hopefully beneficial to the district

189and the other piece of advice and this is I have to remind myself this all the time and this is for every one of the current board the new board members afford and even the members to the audience here is don't listen to understand but listen no scuse me don't listen to respond but listen to understand yeah and I just switch that around sorry John I know I know what the heck call its past it's almost it's pumpkin time so anyway so so that's it you know I want to thank everyone here members of the board and heed Andy and had a great time it's been very hungry and I just want they each and every one and Debbie my wife [Applause] that would have been bad you're gonna leave me out there hanging man

190that's not fair I would have been rumored with you guys tonight Jonathan thanks guys thank you okay that was the first page public comment limited the discussion and action items and to the approved 19 2009 teen - and 20 fiscal year budget anybody please I want to thank you all for your service I think just this evening shows how much work it is and your time free time is is very important I've only lived in Silverton two years but thank you mr. bill Ando I want to thank you before deciding to withdraw the proposal I think that was the right thing to do my background I've had thirty years of experience in the public sector in Oregon both with k12 community colleges and the Judicial Department and when I decided to retire from my job

191as executive director of the Oregon State Bar my husband had been retired for six years so it was about time I gave my board 12 months I gave them 12 months notice so they could decide do I want to hire somebody from in do I want to hire somebody from outside and they had the opportunity to do that if that person the day before I retired said I'm not coming I would have stepped in and I would have done it the history of this law about rehiring retirees was designed for emergencies it was designed for the example I just said it was designed for somebody on maternity leave it was designed for somebody leaving in the middle of a year and you didn't want to go through a process so somebody could step in in

192my 30-year career I never heard of anyone asking for the retirement to be coupled with rehiring know I know what happens but I never encountered it I think it happened once would be eight years of the community colleges and because somebody suddenly got a leave a position that's what it's for I'm really disappointed that this law has been allows this and I talked to representative Lewis Savannah I'd really like to change it because when you hire somebody in a position and they're retired then the person over here who could get that job doesn't have a chance the person underneath them who got the job down to that teacher who wants her first job so I think you need to understand it takes a job away from Oregon that's what it does so I at the

193other point I wanted to make was Social Security is different you collect Social Security because you've paid in it's not a job that's going to somebody else if I collect Social Security and I'm retired you know I get a both but if you rehire a retiree you're taking a job away from Oregonians and one in ten retirees is doing that now and frankly I think it's except in unusual circumstances it's not appropriate thank you for letting me share my opinion and thank you again for all your work thank you Raymond Raymond Kaiser I signed in at the back eight to eight Sun Valley Court Silverton and part of what I was going to say has been kind of taken care of by your decisions here tonight but I've been a I was on the Silverton

194elementary school board for thirteen years prior to unification I served on the Oregon School Boards Association Board of Directors for four years and then I got to teach 18 19 years at the secondary level so I've seen both sides the teaching side the administration side and then maybe even making policy of the Oregon School Boards Association and so the comments that I I was going to suggest that you wait and evaluate the proposal with respect to Andy's retirement but you you now you're going to wait a year for that I assume if if who knows how that will turn out but there there's a very important item I believe that I didn't hear discussed at all those there's two things one was and I'm not familiar with the grievance that the attorney was talking about

195except that someone asked what now and then the response one way or another was well it just kind of goes away and that's not true that most certainly is not true that it just goes away because in addition to having good students and good staff and administration as well the individuals who are working in the district know that grievances like this are going on and in spite of what the arbitrator says well in this case it was some kind of a bias and you have to define that term but it only goes away maybe if the person who filed the grievant sleeves in this case I guess that did happen but it didn't go away for those individuals who are still working in the district and so the issue that I did not hear discussed

196with respect to contracts and the whole bet is staff morale 30 seconds left okay thank you and I think that's a very important one and so a comment to andy is if if the administrators are misbehaving in whatever way or not the buck stops with you I think that's an important consideration for the board and so you will be looking in the next year about a search committee I assume and so that's another thing that you want to consider the interaction of the search committee with the sitting superintendent or not okay thank you I got the red card Tim I'm going to I'm going to take 30 more seconds time no I'm gonna be nice hi everyone I thank you for your service I know what it's like Tim you visited my classroom many times

197I really appreciated that would anyone else like to address the board okay let's the public comment period and so now it's time to close the budget hearing that was its last time to comment on that action items some of them got taken off I'm just making sure I'm not so a first one is to approve the 2019 and 20 of compensation and benefit package for administrative and confidential employees to have a motion and a motion for approval I have a second a second motion motion for approval Oh second any discussion I just wanted to make sure we didn't need any discussion because we haven't discussed it we got a report three of you were there yes Jonathan tamino okay yep we got a report this stuff was in the packet yeah yeah okay motion for

198approval in a second all in favor please signify by saying aye aye aye opposed motion carries never be number B letter B approve would Burdick construction as the general contractor for the state seismic rehabilitation project at Mark Twain elementary school in the amount of 1 million three hundred twenty-eight thousand and four hundred and fifty five dollars I have a motion for approval we got a motion and a second any discussion okay yeah I'll just say a little bit these seismic grants have really helped so many of our schools Scott's milk Butte Creek Victor point I'm missing a few but these are fantastic good work on these so that's my comment any other comment yeah I would just say that I also appreciate everybody who spent time trying to make this especially this one work because

199it's been a long time okay anymore okay all in favor please signify by saying aye hi opposed okay motion carries we're not gonna approve the retirement and we're not gonna put where I've seen dr withdrawn okay ii approved resolution number 610 2019 transfer of appropriation the general run fiscal year 2018 19 motion for approval yeah motion for approval do they read it they read it I'll read it please I move there's a resolution be adopted to transfer budget appropriations to the general fund is that it is that all I have to read and I think you know we needed yes the title of the resolution is sufficient okay I move that a resolution a resolution to transfer the appropriations of the general fund be approved for fiscal year 2018 19 okay we have a second

200any discussion okay all in favor please signify by saying aye aye opposed motion carries okay action item F approved resolution adopting the budget levying taxes and making appropriations for fiscal year 2019 and 20 we had a motion for approval so moved do I have to read that ones here got to read that one to the whole thank you I read the resolution adopting budget living taxes and making appropriations for fiscal year 2019 20 okay have you have a motion for approval how about a second okay okay motion for approval and a second all a favor please significant okay all in favor please signify by saying hi hi opposed motion carries okay we're going to adjourn executive session under RS 1 9 2 6 6 0 to H and consult with counsel concerning the legal rights

201and duties of a public body with regard to current litigation or litigation likely to be filed and RS 1 9 2 6 6 0 2 F to consider information or records that are exempt by law from public inspection [Music] okay let's return to a regular session any more business fortunately thank you any other business me teacher [Music]