001Almost there. Here we are streaming and recording. Thank you. Um reading regular second order at this point which stands one under God Indivisible with justice power [Music] here and I appro I may have at this time if [Music] anyone right at this point we are going to recess to the executive session close to the public uh we will be joining in the RS9.660 E to the property and 192.66 [Music] review on any deliberation session. They state the general subject of session. No expression from the board. No appointment at the end of the return. Okay. At this point of our success. Yeah. So the great privilege that I represent the president was success in board me to God so distant. This is the most exciting and I love and so teaching and learning this is final
002and secondary and learning built within not only and also the attendance of my age and this field to my homes around the boards that I hope to so I school high the next and I am still getting this current fashion to the extent with its corrective action and kind of predicated on incidents that happen disappear. You'll see that this two pages long every single one of the vehicles have the and are working. So we're not playing the show. We are this teacher and it is announced together as June of 2025, January 2026 and June of 2026 and that is to the school board. You will be standing reporting measurements at the critical times in our school year so that we can be soated. So I don't need to go home. You've seen it time and
003in fact on this plan has largely been overwhelmingly received by our staff. Lots of great questions at the end of my presentation, lots of great comments and extremely excited to be able to present this. For example, superintendent citizens that includes 17 members of the community that have applied to be council and super excited, get to know you. And so when I felt like really and then also and it's a conversation and I think I started meeting with her principal actually in action and just um being so exciting really really and so while I can't go to every meeting like one time I definitely as many meetings between as I can do a lot to be as a chief of police every month And I think so together whoever is in the role but that's not
004working in that position as a part to make safe comfortable. We're going to continue with our community listening sess sessions. come to come to those that sometime just let us know we certainly um in addition you're working on the manual of maintaining stats and policy that And actually frame has the pace insurance and every staff will be trained to our bus people to food people to our custodians to all of the and all these US has changed. In addition, most schools have become maybe the high school and I think that states that all students have at least four lessons about sexual abuse every single That's everywhere. And we're and at some point I'm going to ask them to employ redes. [Music] um it's going to cost something [Music] and so they have 20 to 25
005days. Um but that's for 2025. So thinking about you [Music] guys, I was um came about and I said Lauren, that I was very clear with people what their responsibilities and you see you hear and maybe we're talking about normally welcoming all children. There is not a single child that we are not and love and take to the best regardless of the politics. And so for us to be in the beginning of the year of the year and culture inside based on based on based on saying and belonging and how to make So we'll have one [Music] community who is the state of and we're going to kind of be full of resources I need to be in so that us can really expand. services on April 29th to 7 million school on drug and
006it's aimed in 612 with these right now. We are also going to ensure that we have We have no and so high school teachings know that they are Dr. yoga. We shouldn't really believe in God and so bonafide awesome plan. We finally accountability meeting the assistant superintendent. We had 16 qualified applicants. It was unfolding and super hard. We had 60 administrators and everybody and all came and didn't stop. We did stay. So we are engage in online performance with data and school and they have to second. So whether they're from Arizona, New Mexico or California, they have to got so excited about that right now process behavior. It's very building way to do that later. We are going to random and random even though you didn't have So you guys know I thought speaking anything
007just people. So now I'm going to deliver the um the floor to our fabulous teaching and learning partners who are going to go over So that's the same document. Yeah, the same document that was up there. Oh, your power. Okay, switch. So we are giving you right now the strategic plan goals that you remember we made. This is the third year that we made together and through this facilitation and you know coming to the end of that and just wanted to put these in front of you and we're going to communicate through so you understand what we're going but each time you teenaged to revise our relationship and so leadership did this for and we have our measures done and you can see those where you use so the white and the Did you miss
008the [Music] monkey now? So future starts right now. We have you need to make a path forward, right? If not, it's a road that we build and work and give you a look into a story that shows to you best and Hey guys, we just came over to So listen years another seven eight years and so people told me he He's been very successful. So it was more than anything history district room again. I need to get that. Wonderful. um why we're here and do this work and it's because of those kids and it's been high school for that training class and it was so ne I talk to them and say you know both of them have two different they options right That's the news. That's briefly as you know and they are student
009success inclusive culture as you saw in agreement those things are embedded in everything that community see it everywhere and so every student is prepared variety transition that was supposed to be a know he had my daughter doing. So you know it it took a while to but culture this is self this is near and fully char and so we are that and that high quality instruction. The amount of work teachers and administrators have been doing this year instruction and making every student where they are moving their coaches of that another area. So if you look at what has pointed out to you. So we the district leadership and principles created indicators and we have out to you where we can be. This is how we can share with the community and remind that the parent
010or student that right over your strateg and I'll mark those guys. So you write example and we look at goal number one. We're going to look at it. Indicate performance indicator. When you read it, what are certified symbol in the margins? You want to start by if you have a question with a question mark. If you connect with something that you already know with the little arrows connected quote or evidence something little so and then we're going to go back to the paper the second I just prepared for a variety of learning that's transition to the next medal Western has shared with us, right? So performance of the American intera Okay. And soon So let's look at performance one and the description the definition of that and then see in the classroom. Let's look at
011the left share. What do you see? end up learning better behaving. What else stands out? tools of ways forward all kids in our NCSS multi-ter is in enough exactly those who need a little those who need more and those who need a lot of Right. So that's how we look at students and see them. So what about see But anything else he and again tracking behavior they had now behavior actually in my experience [Music] student had a student in the class was any kind of distracted or there was extraction in char and then that visit and we sat down and I showed [Music] her and I said [Music] this and the biggest. So I said that so that with the actual data so it didn't I didn't have to stay home probably come back later
012and relationship between teacher and student. Being able to provide tools that access to their learning behaviorally or academically. So data is going to drive. So the right um these are the how are we going to you know see how we're in our so if you look at the the first those are how the leadership team and thought that mean and so it what it means and then how So what's set out? I think it's important to strive [Music] toward project. Excellent. OAS is the work we've been doing all year and if you remember the last years we sent several staff over 70 to our tool then out we were able to be a part of a four districts in our state working closely with and this year we work with our administrators and so to
013um determine speech we had department working together we had together we concentrated in the project really in 5 is what kept us moving forward this year. This works for hard on this project. Administrators were working hard and strength were working hard at delivering. So which is the true blessing of society. The people that are seeing it through it [Music] So teachers understand that we across the world to say everyone. Also says that standard everything must go through assessments if you're consistent with age and then starts right and numbers to get to this level and some of these other things that other And part of that particular great building block also the multi system that is exactly what you're talking about. So those two them things are those basics and need be challenged. So it's that
014multi- that that you're talking about is exactly I just want to say and does that explain is that [Music] because other people usually love problem. And so page deliver and whatever. And so that just really to me just for this profession. is Yes. And you were talking to question well I know this and I just appreciate that still and speech and I think that teachers would appreciate it and being there at parents said why [Music] you second to inclusive. So do the same thing. You have questions, but I just couple minutes to test. You can just sh words question something that you learned something performance here [Music] I did the most particular place and one of the focuses when you're doing uh breakdowns and problems is just categories and then go okay which is the
015biggest category to worry about break that down eventually you end up getting where it's like this biggest of this smaller piece and then you work on be able to fix that case and a lot of the time fixing that just that one piece. Well, sometimes some of the other babies because they're thinking about problems aren't just selfating or especially where this problem leads this problem leads to this problem with the super important that we have and we go back to one one we'll see that we're obligated and haveated to be working on this because of two and I appreciate Dr. Ray came in long to see where we have equity throughout and she has taken um great steps to have many forms. So we will need to have state there's a lot of activity but
016we have started we've had some stars in the past I feel like this is we have some ways made Thank you. When I look at this, I will say that civil terrorist um So like we're talking about fairness people the same justice gives them an opportunity to have the same and every student have as part of their process when we have systems of because there are [Music] short participated beating the same student [Music] regardless. So really that to this because it's a heavy especially follow and that's I think that is a we have and it's an easy thing to say we have to put actionable steps that I need to make sure that and that is the next learning plan for all that's right let's move up quickly to 3C instruction by investing in staff
017student pleasant practices. So today I'll give you one 90 seconds. [Music] feedback. I mean, their time is short. do that. The same way exciting to know that right now together and kindergart 12th grader has the same tool. They might have depending on the level, right? But they have the same world of reality where I think it's where we always are continually growing, continually looking at what our students see. And we also tool that fabricates people at making sure that people system looks for kids that are struggling. Then we can maybe um put Barbara in place for staff and is how we'll see change because kids will just what they need. Thank you very much. Thank you very [Music] much. [Music] Is where can it be? And the important answer to the question is when you
018align systems you align the budget to the system you don't have and become so to be teacher student Mrs. [Music] So interesting before we yell about superintendent for the next 10 minutes currently attendance we are operating at 61% % less than they are not as we have started to make that tier one General life that we have. So as you [Music] So [Music] application to build a business Don't let kids put it. Well, it increased our attendance. I'm not suggesting that here. I'm giving him an example how it would be working on our attack. So I think a lot of step and then strategy schoolwide table. Yeah. Well, they live on [Music] so that and so we are creating a support where we collected an auto. So we're going to be developing um again they
019need to follow and we are saying that this is part the final specific you write that support what are to be the host of nonwide meeting of the county and say it's participate participate participate that you become county together in order to support children and families that's been very successful in my life. So I presume on you but we have to understand we can't have you will have new board members on board and at the next board meeting we're going to ask them to choose the board to get together with the day and they'll have to but she as well. So again, landing all the way up and down. So this is we're moving forward is based on San not and I want to again back to theation is I want [Music] you but our
020emphasis ineffect I want the data. I want I want that's really important. That's what it's going to be roles by state school and permanent. This is a blueprint. Let's talk about kids. Let's talk and that's my presentation. [Music] Avenue [Music] publisher. Um, go ahead and open the uh we are looking for uh jobs that are intended for superintendent. Um, we're done. Yes, you guys. Yeah. So the only thing [Music] that desire is not degree [Music] audience. So let me let me explain three sets of data. The one [Music] stud the [Music] second look the next one should be. [Music] this. Yeah. Okay. board that I was representing agent. made a one hour step in the time yesterday when you need to. So you got three sets of data data two of you administration team and
021[Music] then online. So that's the data. So then we do this now that we see a lot So openly and clearly decision why again it will be interesting to [Music] I work with this guy [Music] understandable systems allows me to take basically and frankly Here's supports us. see someone [Music] um I really would like to see person that not only has successfully been set because the people that are successful in and they said we're going to [Music] um and I I see that we [Music] learned that problem scient direction will allow and I I truly believe that there's so many people that were very I in fact need to do this professional system. bad. So, um I I think there's [Music] and they got a new movement and 75% people. But the system especially because
022I need the superintendent to do this. We'll work with you. Send you as a board. believe over and over and over over and over and over I uh people administrate I'm not this is a theater and and that doesn't then you don't really have a stand and I expect that and I also think that you know their [Music] data and uh they need to be evaluated based upon that uh And as a woman as I tell it that way and I said to go So you know today and I can't do [Music] that and we both and what will happen as well. It's not easy to find those when I say ability to [Music] hold that's exactly and that's the best because things horrible as it the teachers I think because they think they support
023and we don't have to teach that I'm going to say I just believe where we are in the um whoever test my [Music] husband our Um, we're not even talking about the other thing too is um I'm not a big fan of the word for me something that they're both important I just [Music] start to not break things but I feel the communication is extremely important and get a little nervous but [Music] state usurp. [Music] engage and everyate to follow and look at what everybody else was looking at. Yeah. One of the ways I end up being properly assess leadership in general I haven't forgiven of when the leadership it goes from an inattention result an avoidance of accountability a lack of commitment in a fear of conflict that ended up ends up immediately afterwards
024leading to the bathroom and you can end up seeing in all of the things that they want. Everybody seems to want their music intended all just we just want them to be weed for them and to not just dismiss their adult when they end up saying they don't necessarily love. You want them to be able to even with those like I'm trying to like all theility and be able to attention to be able to revolve around structure. That structure establishing that structure making sure that it isn't just a rigid [Music] soluting where they need to be able to accomplish the goals. And I know that a lot of the absence of trust which is still present here a lot of it ends up coming from well they themselves account we will be able to be
025held accountable jump from God and that is the kind of thinking of having the next secret the We can not only teaching criticism that doesn't be able to speak while being not necessarily the smartest person in the but being able to get the that's the kind of thing Um, and if you're open, honest, if you're willing to be able to accept them making mistakes and that those mistakes are a stepping stone to have those kind of personalities and they have the idea because there are some people [Music] a lot of technology. But um so we need to make sure that we're in a way and we have some posts and learning instruction are there. The three things that we can measure direct scores on graduation. Those are pretty easy basically. And somehow that leader indeed
026making sure those three numbers improve from miserable [Music] to listen to the effects of the community. So, hey, but the result is that those last three test uh welcome to the division. You know, we said we're gonna do this new RTI, we're gonna do [Music] Abra and and that's [Music] that I see that that's it sounded like I God's point of view. [Music] review and the student center is not [Music] very earlier. All different at the same time is to school. Um but they also come back frequently from chocolate. So one of the things that I thought [Music] to be somewhat on the same [Music] page and child is things that [Music] it would throw a lot of us together way is that childhood and the wall. So that one has a school that suddenly
027work together Here we can prepare the same understand that that's something that's quite frequently called. Could we also verify that were all three of these posted online available for the public to look at them? Thank you. Just because I know we're saying some uh details uh in person right now that doesn't maybe feel like we're encompassing all the details that we need and they are here in front of us. Yeah, they're available for people if they want to see it. Thank you. Okay. And I would like to bring up one last thing myself. Um the not only do we have to end up designing something that will work, that will be flexible to be able to end up helping to stabilize things and get things done. but also somebody that recognizes when people try to
028go outside of those processes deliberately that try to bypass things because they think that they're going to end up having something a little easy, you know, just trying to be able to end up doing that. And a good enough system will be able to end up catching those as well. But you still need a superintendent recognizing that just because we have them down, just because we have the processes and the policies in place doesn't mean that people are still going to try to wander out and being able to catch that before it ever ends up hitting the rest of us. Um, that's also something that I very interested in for the next one. Well, it's it's hard work, but if half the people aren't doing it, it's very hard to keep the other half continuing
029to do it. Pretty soon you say, "What's the point?" Yep. All right. Uh so at this point, uh we are at the public comment regarding a job description mutant superintendent. Um I have one here in person. Is there anybody else that ended up having it other than All right. Uh Patrick, if you could end up coming up drag a chair up or stand. Yeah, we need a need to give a chair. Thank you. Do I have three? Yeah. You can have five. I I I I have been thinking, well, gosh, since you scheduled till 6:45, I could easily go on till then, but I will I will uh here I will uh set my own timer here to uh I appreciate it. So, Patrick Berkeley, St. Helen's resident, a soon to be retired third grade
030teacher at Columbia City Elementary, but not to be retired from involvement with the school district, which has gone back since 30 years. Both of my children graduated from here. I began as a parent uh volunteer. And uh not much has changed in 25 years when Melody and I were serving on the school board together um and uh and all. And what I mean by that is um it's I was expecting a lot more people here. I suppose as you all were why you uh moved the situation here. But again, I mean in the the time I was there, I think there were two occasions uh when we dismissed a high school principal when we were at the old middle school cafeteria and once when uh the teachers were um concerned about the change of the
031pay schedule and things like that, but other than that, yeah, a lot of times it was crickets out and so I I I sure hope people are listening and and talking in other ways. And I would also like to uh commend uh commend um Dr. Gray and and welcome. Uh she came and talked to uh Columbia City staff last week, spent some time uh talking about the uh improvement plan and then uh fielded a number of uh questions including a few from uh yours truly here and uh you know made it clear about the timeline for the um superintendent hiring. So I'm I'm kind of wearing two hats. staff hat and taxpayer hat and soon to be involved. Um, so I was expecting to take my dog out to walk and find some more wild
032flowers and I made the mistake of sitting down and uh looking at the agenda for tonight's meeting and I thought, okay, so yeah, you all know this is probably the most important thing that you can uh do is the hiring of a superintendent and I believe the process has been uh pretty good. Yesterday I attended um an online conversation with KOSA um and I I do believe that uh there's been good attempts to uh solicit input from the staff and the larger community. Um if I could before I say what I wanted to respond to specifically about um on the um performance requirements, I would like to echo uh what um or respond to what Mr. Amos said about implementation of uh things and having a strong leader who will guide teachers and u look
033for some conformity you know individuality with teachers and the like I would say the biggest obstacle we've ch we've faced here in my four years um my four years here is um inconsistency of uh implementation especially the fact where uh three major new curriculum in two years and I would say uh as far as formal training uh none of it was offered prior to the implementation as a matter of fact today our science um curriculum uh first training we've received and we're three4s of the way through the school year so that kind of thing I think you will get buy on buy in from teachers if they believe that they're prepared and they've been given the supports and scaffolds with implementing implementation And um I I do believe colleagues would would wholeheartedly um fall into
034that but we do need a strong leader uh to do that in a good and collaborative a good and collaborative way. Um so um I was looking at the performance requirements, the ones that were bolded. That's I think on second page um here uh performance requirements. And the one thing that really leapt out to me is willingness to accept performance-based compensation structure with bonuses tied to measurable achievements. And I've been hearing, you know, we're looking at attendance, test scores, graduation rates, and I think it's going to be very um well, one, it's like, okay, bonuses. Um we're we're not uh MLB pitchers who sign a contract and somebody who can get a bonus for certain ERA, certain um you know, uh yeah, earned run average, you know, strikeouts, things like that. Um but um so
035when we talk about attendance, test scores, and graduation, what is the superintendent really going to be responsible for when we have this entire community? Uh I know, you know, in my classroom, I have little control over some of that. We we do our part to when students aren't attending regularly and we do our part. Uh if my career had been determined solely on state test scores, I would have probably lost my job the first year. But what was the focus on? It was I could say maybe my students did not meet the benchmarks on the state tests, but my students did improve. So every year I could say that my students learned. One reason was a large population of English language learners um at Vos Elementary in uh in Beaverton. My children learned, okay, they
036improved. Did they meet benchmarks? No. Okay. Um, so looking at that kind of thing. So would additional support for you help in that way then? So my thought is that that's a kind of feedback. So since this is just a work session, I can interrupt. Uh, anyway, I'm going to do it. But but my question is then I I agree with you. So would additional did you feel like you really had all the support you needed and was everybody in your department working on the same thing to make those test scores go up or was it Pat's working his tail off to get my kids to go up and then somebody else is doing another random thing and it just really wasn't a coordinated effort. I think we had a cohesive uh vision and one
037was because we were um moving uh moving towards a uh dual language uh Spanish English uh program. So there's a lot of buy in on that. But then we did have a lot of uh work uh working with uh coordination with our title one uh people, our ELL uh support people and I think direction from yeah our administrator and from the district down and that also included things like um the 21st century grants that we had both in Beaverton and Hillsboro which really were designated for student improvement. So we would have some after school programs teachers would uh receive extra compensation but it was firmly directed towards student achievement. So leadership did help though leadership did help improve. Yeah. So there was it was it was a strong support from the from from the district
038level to the building level. Yeah. In that Yeah. So um so um anyhow so I think we need to keep that into you know into into account when we're looking at those uh what are the what test scores is it just going to be old assass are we going to be looking at the uh sumitative uh uh assessments that classroom teachers you know do and kind of generalizing in that do we see in classrooms that there's improvement not to um focus on the teacher per se okay that if their their children aren't meeting it but again looking at what's the systems in place that are helping that teacher to do the best for their student we want that kind of growth um and then I would also say I I just wonder about I don't
039know if you want to call it fairness or equity um and what the message is if we're giving bonuses to a superintendent when everyone what about everyone else what about the cafeteria workers who are providing nutritious meals for What about our plant our our jani our custodians and all who are keeping the building clean? What about our ground staff who are fixing leaks and and mowing stuff? What about our IAS and stuff? So, are we going to be offering incentives bonuses for them or how do we recognize that they're, you know, doing that kind of thing? So, it's just that um I don't I I'm sure that the reason you have this in here is probably a trend and it makes sense. You want a superintendent to meet goals, but then just how you know
040h what is that message of where bonus to the superintendent? Can you clarify that for us? Are you I don't know where you're reading about cash bonus about what? Well, okay. Willingness to accept a performance-based compensation structure with bonuses tied to meal achievements. Is that Yeah, I don't know what you're looking at. I don't I don't know what you're looking at. This is this is I printed this from your This is the school district. I printed this from your site um this afternoon when I went to the agenda packet and I put on the agenda. Yeah, I'm looking at right here on page two. So, this may have been information that was put out, but it's not an expectation nor to be honest performance-based or bonus structures. It's not a a regular compensation component that
041would be approved or moved forward. Okay. So, it may have been a component of this discussion. Well, and I would Okay, but it's I can tell you on a on a contractual level performance based is not going to happen. Okay. Or or bonuses, they're not going to have it. Okay. Good. But I guess I don't I don't I mean, if I saw that and other people see that, they see they see compensation. That's why I asked for clarity about where they came from because that one was gathered over um I believe our online input. Okay. Um so to me I agree with you and union is already difficult enough and all of those different things. We wouldn't want to tie any payment to performance. Okay. So I do understand and I guess that's why I'm
042saying it is that this is this is desired. I know you still have a lot of work to do and you're going to do that, but I would just say that's a, you know, says something. And then also, uh, bud, you know, and then with budget, if we're going to be doing some of this improvement, you know, budget, um, is an expression of values and and importance things. So, as you come up with a budget for this next fiscal year, what are you you looking at to enable the new superintendent to um to do these these things? So, I didn't mean to be, you know, I don't mean to be hyperritical. I'm just raising this. Maybe people will be asking. I know you're going to have a lot of deliberation and things like that, but
043um I said more than I intended to. Let me clarify something really quick because this is bothering me. Um these materials that we gave the board came from one was a a former list that we had gotten. Um Bill had given us a list. I sent that back out to the board. That's what was used when I was being interviewed or at least even the one before me. But the other one was from KOSA. They had a list of qualifications desired for a link superintendent and so gave us kind of another thing that we could look at. So I think I just want to clear up any confusion that there might be. Um the school districts mostly um they don't give bonuses as incentives. They don't give cash bonuses, especially the superintendent, but there have
044been incentive programs that have been in other districts, I've never worked in one. Frankly, I could never afford them, where they were actually merit-based bonuses based on teachers. And when teachers had been mentors to other people, they had received some really good growth in their um assessment scores. Some districts in the state of Oregon give cash bonuses through their contract, their collective bargaining agreement, and those are bargain. Yeah. And it's because that's a district that can afford to do that. And some districts give it up and down the list. But I will say out loud that is not something that we do with superintendent. So they make what they make what they make what they make. And money is a really big deal to be very clean with boards and superintendents. So in this list,
045it worked for other districts as suggested criteria, but the board, you know, listed its own criteria pretty well. Um, and that was collaborative, fearless, communicative, aware, accountable, structured, competent, attention to results, adaptable, data driven, listening, competent, respectful, has integrity, and coordinated and aligned. So, you guys have come up with some pretty fabulous. And I'm hearing from you, Patrick. Uh, also, you know, you're looking at systems. You're looking at support. You want a superintendent that's going to support teachers in the classroom to do the work that they um are supposed to do. Maybe you could continue just a few more minutes so that we could hear more from you. I hope that clears it up. If I've made a mistake, please you you said you said what I should have said very very eloquently said eloquent.
046So no good but I I appreciate this for you know this and for the the Anyway, you got a tough job ahead of you. I'm confident that you'll be making uh good choices and it will have some great candidates. I've heard that, you know, we have uh some excellent candidates and thank you for your uh work. Um and uh I know that uh two of you at least will be moving on. Mr. Douglas, I know you know you're in in the race and a few continuing. You don't know. But anyway, um I know you'll u have a good person in place so Dr. Gray can ensure enjoy her retirement as she made very clear what I question I asked her and um we'll be off to a flying well. Yeah, we'll be off to a
047flying start July one. Thank you very much. Thank you for coming. Okay. Well, um I guess at this point, uh yeah, we're ahead of the curve. I like it. Um so at this point, we will go ahead and call a recess so that we can take an executive session with Kosa. the kind of have to go back over this. Um, we're going to be uh retiring to executive session under OS 192.6602A. Um, the representatives of the news media and designated staff shall be allowed to attend. Representatives of the news media are specifically directed not to report on any of the deliberations during the executive session except to state the general subject of the session as previously announced. No recording of the executive session is allowed without express permission from the board. No final decision may
048be made in executive session except for a student expulsion at the end of the executive session. We will return to open session. Thank you. We will now call the regular session back to order. All right, we are now at action items uh 101 property surplus um having to do with uh Yankton. So I move that we uh declare Yankton property as surplus. I will second. Okay. Moved and seconded. All those in favor? I I Okay, motion is passed. Um, and do we have a motion for the 6 Johnson thumb property? No. No, we're moving on. We do not. All right. All right. Moving on. Uh, declaring the vacancy of the super for the superintendent position. I will move to uh the board declare that the vacancy for the St. Helen superintendent. Second. Okay. Moved and
049seconded. All those in favor? I. All right. Motion passes. Uh next up 10 three to approve the search for superintendent. I will move that the board approve the search for the superintendent. Second. All right. Moved and seconded. All those in favor? I I motion passes. Um and therefore, job posting for a new superintendent. I move that the board approve the superintendent job posting as presented. I will second. All right. Moved and seconded. All those in favor? I I All right. Um so salary range for the new superintendent. Do we have to? Yeah, I think you need to say it out loud. So, I move that the board approve the superintendent salary range as presented, which would be 175 to 185 as a range. Okay. Moved for 175 to 185. I will second. Okay. Moved and
050seconded. Um, did we want to discuss this or I think it's important to discuss it. Yeah. Yeah. Okay. So, uh, as we've gone through this process now for the interim, um, or the acting the two acting superintendents, this a whole different deal. Um, the salary range is going to be based off of both the, uh, market that is involved, uh, where the education system is currently existing right now, um, and all of the other components that go into this. But the salary range itself is going to be lower than where we are currently at with any acting superintendent or the prior superintendent. So it provides a baseline to start figuring out what the next steps are and provides a range to be able to move whether somebody's got experience, whether they don't, how it looks
051like, so it's not just a fixed rate. Okay. Um uh what um does anybody else have anything else that they'd like to bring up on that? No. Okay. All right. Um, so any motion for I've heard a motion for the salary range and seconded. Um, at this point, uh, deliberations are done. U question. There you go. Um, so all those in favor? I I I All right. Motion passes. And then we need a um to talk about the board member to negotiate the contract. I personally would uh like to see Tren Monahan uh participate in the negotiations. Okay. I don't know if we want discussion now or if you would like me to go ahead and make the motion. The discussion. I would move. Okay. Second. moved and seconded. Um, well, right now you seem
052to have at least a considerable amount of experience in being able to deal with not only superintendent but with your current job, right? Yes, I've done a lot of either union negotiations or contract negotiations. Okay. Um, does anybody else here have similar experience to that? I think many of us do, but I find that it's fiscally appropriate and Turan is uh very good at holding to the line and negotiating details and um his experience is very re relevant. So I just have a question. I mean are you going to be okay to be able to get off work or to do that? I'll have the flexibility necessary to complete the task. Okay. Okay. All right. So, um, if there's no further discussion, we call the question. Um, all those in favor, I I I Okay,
053motion passes. Congratulations. All right. Um at this point uh we are now the next upcoming meeting and board meeting agenda is going to be April 23rd 2025 where we'll have a regular meeting and then after that May 17th of May 7th is going to be the budget committee meeting. That's going to be a uh we're we're going to want it all hands on deck for this particular one. And as I've done previously, I will not be at that meeting. So when I have a previous engagement and I can't get out of it, I give plenty of notice that that's why I'm not in a meeting and I will not be at that particular meeting. Okay. We'll make sure that you get budget notebook. I will have any questions presented um or anything else ahead of
054time. All right. So if I have any feedback, if I have any feedback or anything, I will present it ahead of time. Oh, always much appreciated. any subjective. I want to point out just to make sure that the community on the board is aware of the fact that the April 23rd meeting regular meeting will be right here at Okay. Have a request. So, we've had some technical difficulties in this room repeatedly. Um, can can we do a dry run before the meeting or something of that nature to ensure that all volume, all all systems are go so that we don't have any questions about that because yeah, we were even. Exactly. I just want a a green light system that says we've operated it prior to the meeting. We know it works and then we
055can go from there. That's just my requirement. And that's why certain it it's super hard even for us to hear in this room. That's it's always been our complaint not to be in here. But um I think you're right. If we speak actually into the microphone, even those in the room can hear better. It doesn't echo. Can I ask a quick question on the budget committee? Have we had I may have missed it, but have we had anybody come in and apply to be a budget member other than Reed? No. Yeah. Still have one open position. Okay. All right. All right. And with that, I will call this meeting adjourned.