001good evening everyone I will call this regular session the tiger Tualatin School Board to order at 6 31 pm uh for everyone's uh information the board met in a work session prior to this evening's meeting at five o'clock to review and discuss our proposed strategic plan from which you will hear more soon uh with that Dr Ricky Smith are there any changes to the agenda no I'm not sure uh is there a motion to approve the agenda a move that we approved a move that we approve the agenda is presented second motion was made by director Jaime since seconded by director Lynn is there any discussion on the motion hearing none will move to a coral vote all those in favor please say aye aye all of those say nay motion carries unanimously and with
002that we will move to recognition and good news uh Lisa Burton okay good evening everybody um this evening our first special recognition is our partnership with shokokai of Portland and I'd like to um welcome up we have two Representatives if you could just come up and introduce yourselves okay just introduce you good evening my name is [Music] the office located in Beaverton Portland is the group of Japanese Business Association which started uh 9 55 years ago and about 300 members and there are uh committees and board of directors and today I'm Mr hori vice president who is also uh leading at this uh book donation program and this time uh we do have a three committees one is a general Affair committees and one is a welfare committees and the other is uh Japanese school
003we are running Japanese school which the class is uh hazelbrook middle school is letting us use the classroom for I think over 20 years we thank you very much that for them we are able to uh uh be our children are coming from Japan and stay stationed here at 35 years and they go back and they can go back to the normal school life so we thank you very much to the topic and yes yep that's it yeah yeah so this evening we are thanking um Portland for a book donation they're making to all of our school libraries they're donating 10 books a very wide variety of picture books um and um the reason that they shared that they want to make this donation is such a it's such an opportunity to share the Japanese
004culture and to make students more familiar with the Japanese culture and it's such a great partnership that we have with them and so we just thank them for that donation they'll be going their board members will be going to our schools and making that donation is coming or next week after the holiday so it's pretty special and so we just wanted to thank them and we have actually Dr Sophie so if you wouldn't mind joining me up here um our art literacy students provided some beautiful notebooks that we're presenting to them yeah and to their committee members yeah so we'll send them with these notebooks in there pretty special but so thank you so much yeah for your donation so that's there it's 10 books per School wow that is incredibly generous um well before
005board members I invite you um to make comments let's say join me in giving a round of applause oh yes yeah thank you that'd be great yeah and if I can just say um I work in one of the libraries I volunteer in one of the elementary school libraries and gentlemen I just wanted to let you know that when those book donations came through in the past um they were among the most popular books in the library that year because it was so unusual for the students to see a book that was so clearly a Japanese rather than an English printed book and um and the kids loved them and it really did Foster that that Curiosity and the imagination in the kids is exactly what you wanted to do so thank you very much
006for for this donation and all of the donations you've made over the years I really appreciate it awesome thank you again uh Lisa I believe we have a second item as well okay so I'd like to invite Moss white gold for our second presentation is presenting this evening um her about her Heritage for Native American History Month hello uh hello uh ayuki hello there uh I am lost Weigel I am a freshman that attends Target High School uh I am the President of the indigenous student union and I am a registered descendant of the create tribe which is located on the lower soil River this month November is Native American Heritage Month U.S President George H.W bush looked at on August 3rd 1990 that the month November is the national media Indian Heritage Month also
007known as Native American Heritage Month this month of the time it's you in my in our community about the uncommon uncommon changes that our elders and ancestors had to go through this month is also meant to celebrate our cultures with their communities and to also better educate them about our culture Matt Kingsley our schools culturally responsive coordinated with all students who are identify as indigenous at our school to talk to them about their culture and to see if they wanted to be a part of a indigenous affinity group a few years ago a student tried to start the superiority group but it didn't work out because there weren't any other students you wanted to commit to that group for the school year we have two other students who are part of this affinity group we're
008hoping that the tiffinity group from Los Angeles the school year and possibly for a few more years as well the thing about their culture is that it's difficult to learn from outside the drives others give us a doorway to our travels fast our culture doesn't use paper to record history instead of the past events they turn into disputes the indigenous Student Union has an advisor she was native Hawaiian which is Miss medillo uh Mr Kingsley also attends the meetings as well this month we didn't really have time to organize many activities for this month mainly because the first time you met together it was mid to late October giving us very little time to very planning event we have a display case that tiger Heisman entrance that has many Native artifacts that comes from multiple
009tribes some of the tribes being the creek stripes the Navajo Water Clan the Mojave tribe and the nature Potter trip we are also currently in the process of filming a feature tiger today video we're collabing with the publication Senator Miss Aaron Harris of that video it'll most likely come out next week or in December depending on when everything is filmed let's talk about how we have learned about Thanksgiving for our families as well as to speak health and wireless artifacts in there and to just bring awareness to the Native American heritage month because it's not too long next school you'll be plan on sending things out so that's not so Rush well you're incredibly well spoken please join me in thanking the student foreign members if you have questions or comments we can invite you
010as well um you spoke a little bit about your affinity group yeah curious uh what value do you get from being part of that group or what do you like about it um what do you appreciate about the affinity group opportunity at the high school uh what I appreciate about it is that we can learn about uh our other tribes around the country um as well as to better educate ourselves because we as I said it's somewhat tough to learn about our culture and that gives us more of an opportunity to learn about it awesome very cool colleagues hey um thank you so much for coming and doing this presentation for us I really appreciate it um kind of to what um chair asks you um next item is we're going to do a resolution
011to recognize the November of this uh Native American um Heritage one and I guess I'm I'm wondering because we we do this periodically right like let the next um Heritage one things like that does that um in your perspective does that add any value to uh to your you know in in your perspective I feel like it does uh this is like it's like time I've really heard about this month it's not really well known I would like it to get more on them um because it is important it is Heritage that isn't really well known to everyone due to the fact that not really many people know about it so by Sherman yeah I would just offer a thank you for coming and sharing about the group and sharing about your own history and
012Heritage and um I love just hearing you talk about sort of those events of the past becoming spirits and I think um you know around that affinity group it's it's starting small but you're starting something that's really important and what we've heard student after students say is those spaces that are for you and for those communities for your community are just so rich and really provide just that sense of belonging and kind of like you said learning about each other and how you're different and also how you have this really important thing sort of bonds you together so it takes a lot of courage to come and talk about all that and in front of this group of folks and so I just really want to thank you for for being here and sharing that
013yeah you know we we live in a time where there are efforts to restrict opportunities for us to learn about other cultures um organ is fortunate that we don't have laws that have passed but Idaho which is right next door for example there are laws that restrict teachers from talking about race and ethnicity and lgbtq issues and so on and so um it is increasingly important for students and members of the community gentleman earlier thank you to engage with schools and school districts to share this information to to ensure that students feel safe that they feel like they belong to the school district and so I just want to applaud you uh for the courage to to do this work and to come to this space and to share with us thank you all right
014so with that I'm going to ask you to stay there and we're going to move to action item part one which is resolution 22 23-08 and would one of my colleagues volunteer to read that resolution director search me tiger twalton School District resolution 22 23-08 a resolution the tiger Talent School Board of Directors recognizing National Native American heritage month and celebrating the heritages and cultures of Native Americans and their contributions and the contributions of Native Americans to the United States whereas from November 1st 2022 through November November 30th 2022 the United States celebrates National Native American heritage month and whereas National Native American heritage month is an opportunity to consider and recognize the contributions of Native Americans to the history of the United States and whereas Native Americans are descendants of the original indigenous inhabitants
015of what is now the United States and whereas Native Americans maintain vibrant cultures and traditions and hold a deeply rooted sense of community and whereas Native Americans have made extinct and important contributions to the United States and the rest of the world in many fields including the fields of Agriculture medicine music language and art and whereas Native Americans have distinguished themselves as inventors entrepreneurs spiritual leaders and Scholars and whereas the people of the United States have reason to honor the great achievements and contributions of Native Americans and their ancestors now therefore be resolved that the tiger Tualatin School District recognizes the month of November 2022 as native National Native American Heritage Month is there emotional we're effectively about resolution 2223-08 um sorry recognizing National Native American heritage month as president the second motion was made
016by director Jaime since second hit by director Lynn is there any discussion on the motion hearing none we will move to a coral vote all those in favor please say aye aye aye all opposed say motion carries unanimously and with that we would love to invite you to come to the front and we'll come together for a group picture oh yeah and family members you're welcome to join us uh at the front we'd love to have you um join foreign all right I thank you again to our guests for joining us this evening thank you very much and have a great rest of your evening and with that we will move to a student representative reports Owen awesome um it's high good high school um are having their parents teach accomplishes tonight and all throughout
017tomorrow um but students are really excited to have the break going um get a good way to kind of catch up and get ready to kick off the second quarter on a good start um tiger dance team had a very successful dance competition with placing first in jazz and I want to say second in Palm right um Tualatin had a lot happen in the past couple weeks uh first of all all of our sports news are officially open for the fall our football team and girls soccer team both got to semifinals and our volleyball team and our board soccer team both lead playoffs um our cross-country team had two top 20 finishers in the boys and girls within the state champion the state championship last weekend um our fall Play Just commenced it was a
018midnight summer's dream it was an amazing watch it went to go just for it was pretty fun to be around um our canned food drive runs from December 5th to 16th which I'm working on and I'm trying to make it a really really big deal this year because I can't put Jazz and whack a little bit so we get the information out there as much as possible that'd be amazing um I'm the ASB side of things we were able to attend a leadership conference I think three weeks ago but I missed the last meetings I couldn't talk about that lots of positive reviews um we were able to see what other aspers on my state were doing like from Scappoose even from from Bend or even further south which I think was pretty cool and
019as a part of our attempt to Branch out starting to set up meetings with other asvs to help improve our processes like I think last week our one of our groups wanted to go to uh Oregon City High School to go see what they did over there and they brought some ideas home which even one of them was including I'm starting a blood a blood drive in the fall or next spring before 23rd I think I'm really excited about and I'm a school-wide side of news I'm nasty here in a blue at the Tualatin area almost like the best of Oregon I think students are very hopeful at the time our quality recover and get healthy [Music] any questions for the students thank you both and with that we'll move to superintendent and board communication
020uh Dr Ikea Smith thank you chair this evening I wish to provide a very brief update regarding District tags services in response to the public comment the board received a November 7th board meeting our district has and continues to be focused on the implementation of the ode approved tag plan since September the following work has been completed in September the teaching and learning tag leadership team produced the tag training module one video differentiation for assessed rate and level in collaboration with our elementary tag specialists the tag training module module was viewed by K-12 teaching staff across the district and after viewing that video all K-12 teaching staff had to submit a teacher verification form that verifies that teachers know who their their tag identified students are and provides the opportunity for teachers to request additional
021support with differentiating their instruction for assessed rated level in October grade level teams completed the tag student plans during their fall 100 meetings in collaboration with tag Specialists the tag team plans described the many ways in which teachers in a department differentiate instruction protect students again based on their assessed rate and level of learning the TL and tnl tag team also produced module two writing tag team plans of video which produced guidance for middle level tag instruction relative to literacy math science and social studies and this month ttsd tag Specialists and doses provided professional development for our Pre-K a through 12 instructional coaches as to how they can support teachers in supporting differentiated instruction again at assessed rate and level K12 tag building leaders also sent parent communication home to All Tech families regarding the
022updated tax service plan for the 2022-23 school year this communication included a link to the tag family student feedback form the information collected on that form will help teachers understand the strengths and needs of the individual tag students so that teachers can provide appropriate challenges and supports for students teaching and learning will provide a mid-year updated report to the board regarding ongoing implementation of the ode approved plan later this year and I closed my remarks this evening reflecting that we are entering into a time of year where there are countless celebrations family gatherings and time reported by holiday breaks to step back reflect and refresh while many of us look forward to being with family and friends we know that this time of year can also be challenging for many of our students and families
023and we also recognize this is the time of year where stress and Trauma can contribute to unsafe behaviors at home in the community and at school as we head into the Thanksgiving holiday weekend I take this opportunity to remind everyone of the resources that are available through our schools and on our website ctsd health professionals and partners are principals and administrators and our student services team are at the ready to assist with physical and mental health resources our schools Community Partners Family Resource Center and ttsd Family Partnership Advocates are well positioned to help navigate families to resources for basic needs support and holiday assistance the ttsd website has a 24-hour contact information for emergency situations to include mental health hotlines and safe organ an anonymous reporting site hosted by the Oregon State Police I urge
024any student or family that is in need of assistance please reach out to your school we're ready to help I'm most thankful for all of you here in this room and for the privilege to serve this District our students staff and families and I wish everyone a peaceful long holiday weekend all right thank you Dr Sue board members you need to report I'll go first let's see it's always that weird thing of when did we last meet and what have I done um the two things that come to mind immediately um we had our first integrated guidance meeting um which was a wonderful evening we had many community members here students Community Partners and stakeholders we had families we had cabinet we had board members um and so that was a really great kickoff to
025the sort of next part of our process in terms of sort of getting all of these systems that we have and sort of how are we truly integrating them into what we are doing every day at the student level and so that was just a wonderful time to just talk with our community and I think that's a really rich practice that we have done a really good job at cultivating here in this district and then I believe it was after our last meeting director's Richmond and I had our lunch with students at Tigard High School which was always very fun and we will be doing the same thing coming up after the friendsgiving Thanksgiving break at Tualatin High School right um so other than uh the the event uh that director Irvin mentioned um I
026had the opportunity to go to the Oregon School Board Association uh annual convention this was the first time it was held in person for three years so it was pretty exciting to be back it was also a little terrifying to be in a room with several hundred people and realize none of them were masked um but I got over it there were some really great sessions um in particular I would call my fellow board members attention to our the keynote speaker we had on Saturday morning um I know I'm going to butcher his name Robbie hathi Singh um and if you can look up stuff by him I believe there's a YouTube uh Ted talk or or a presentation that he's done um he's really engaging his message is impressive he talked about um really
027meeting students where they are and engaging students so that they um they Embrace their education and and go forward with it in a direction that is Meaningful to them um he's a fascinating man um but I think the high point of the session was at one point during his his uh Spiel he mentioned how important formative assessments are in order to give real feedback to students right away and I think Dr Sue pretty much wanted to stand up and cheer at that point um but she she controls herself um there were two extraordinarily good sessions um put on by Tiger Tualatin staff and board member board chairs um that I think the one on data was probably the best session um I attended all weekend although there was a really good session also on uh
028division 22 put on by ODE even though I feel like I've been to probably three such sessions in the past so it's good to have that refresher and be like oh yeah we're supposed to be doing this I'm doing this that's the question to ask so all in all it was a great conference um and it was a joy to be back and networking with board members from across the state all right um first of all I want to acknowledge that I did not create this like misalignment of this yeah but it's driving me crazy anyway sorry that's just where my brain went um I wanted to say that I did not attend the conference however I did attend virtually for the Oregon school board members of color caucus where um as you all know
029there's a need this congressional district created District Six NLS um elected into that Leadership Council role so I will be the new rep for them thank you congratulations um I also wanted to Echo what Dr Sue said that um this holiday can be joyful but also um can bring a lot of um emotions and so please take care of um yourselves and take care of others and that you see students that are struggling make sure that um you help them out and then um also wanted to acknowledge that um along with you know happiness of the of the holidays there's also hate going around and especially with what happened uh this weekend in Colorado and um I just wanted to make sure that our students know that um we're doing everything that we can to
030keep them safe and especially our um students from that affinity group right from our lgbtq plus affinity group that um we're with them and that um you know we're trying to do everything that we can to keep them safe that we are um you know no place for hate but if for any reason they are experiencing um forms of hate that they've got Avenues to be able to report that and make sure that that they do that they talk to their counselors that they talk to their administrators that they use the say Oregon in order to be able to report it because it should not go um you know just it shouldn't go unaddressed there should be addressed so it's really hopefully um we're able to just get rid of that but until then you
031know ESR reporting um things that we've got thank you director Lane anything um I got a few things first I want to thank Vice chair Irvin for uh guiding us through the work session and apologies that I had to zoom in for the first half there um I also wanted to thank uh Dr Sue and Tracy I had to bail on them at our second session at osba because I was uh not feeling well at all and I heard it went really well so thank you for that and uh to director Moore um who along with Dr Sue I agree our this was a rehash of our Nationals presentation but um felt sharper and stronger um and I enjoyed being a part of it um I wanted to congratulate on behalf of the school board
032um the new mayor of Tigard uh Heidi Lou and the new counselors from the city of Tigard a friendly uh face to us Maureen wolf ikong who and it looks like jairash Singh is going to be the third counselor although that one is still relatively narrow um Aaron Woods will be the new state senator for um Tigard Jules Walters will be the new state representative for Tualatin there's still a Tualatin Council race that is too close to call but a lot of turnover in our local elections and board members as we know one of our roles is building relationships between those folks so I would encourage folks to start setting up some copies and maybe doing some phone calls with some of the new faces so we can continue to have a strong relationship there
033um and I bring this up because it is relevant to an announcement but I was fortunate to be elected state representative um elect for hd25 and because thank you and because of that um there's obviously a big time commitment that comes with that so I've chatted with Dr Sue and with Vice chair Irvin about this and I'm going to step back from the role of chair but remain on the school board um effective at the next board meeting when a replacement is elected so did a bit of a policy uh Deep dive to figure out the best protocol for this so I'm announcing my resignation tonight effective I believe it'll be December 12th is the next board meeting and what we will do is that we will publicly notice a leadership election for board chair
034and vice chair the leadership election for vice chair will not occur unless director Urban is uh elected chair it will be up to her whether she wants to run or not but the vacancy only occurs um if she leaves that position otherwise we're only electing my replacement which is the vacancy per chair so I know that's a little bit clunky but the way that the policy is written it says we fill vacancies immediately so in order for there to not be a gap in coverage we have to notice for both that makes sense cool um so we'll just hold the same process that we would for a normal chair election uh people can nominate themselves or others we'll do a vote and then if necessary we'll hold a second election um cool uh any other
035announcements questions comments yeah director James thank you for your role as chair thank you so much I appreciate that all right with that we will move to uh We've two three separate public comment sections tonight and I'll go Section by section just so we are clear and following our policy um Patty there's no uh agenda item public comments this evening perfect then we'll move to there's a separately noticed annual student investment account agenda uh item public comment section there are no signups for that either perfect then with that we'll move directly into reports and discussion and we will start with SIA annual report with uh director David Moore director Moore good evening chair Bowman and members of the board this evening director Zinn and I are pleased to present uh the annual report for the
036student investment account uh required under the Student Success act and [Music] um why don't we go to the next slide or um just an overview of what's required as part of the annual report requires this report to the board is required and minutes are to be provided to the Department of Education as evidence and we've also posted uh the contents of the annual report and this presentation on the website and announced that public a comment is period is available this evening um there's also uh the fourth quarter progress report which basically is the budget and um how the dollars were budgeted over the last year and the actual year for 2122 went through September and um this is standard now we didn't have to ask for an extension uh between uh the end of June
037and the end of September and I think the um the idea there is that I would give districts a chance to use the dollars over the summer months and use um Sia as potential matching for the the summer program and also there's as part of that budget report there's a column uh showing implementation level for each of the uh the Investments that are listed whether it's um been in implemented or not and to what level and then a journaling progress it's just a report of what happened over quarters one two three with the student investment account during 2122 and uh the big chunk of what we're going to be presenting tonight is the annual reporting responses uh around um some of the the actions and the way we've frame these is some of our successes
038entire to all of them with the student investment account in the last year some of the challenges and some of the learnings and and then also optionally we can provide progress markers uh to some specific questions uh What uh the ode would like to see with the funds um and uh from from that point and also uh what they expect to see um and the thing um I mentioned the going through September so we're good there why don't we move on to the next slide Thor so I'll start off with talking about some of the successes before I turn over Zinnia um one of the questions around the annual reporting was around behaviors and what we've shared in our report is some of our intentionality around Equitable allocation resources and then a systematic approach to
039serve every student some of what we've learned in the strategic planning work session earlier this evening and a culturally Community responsive educational Frameworks providing us that foundation for culturally and community responsiveness and then example of community engagement would be the the process we just went through with the strategic planning so those are some um a summary of how we answer that question as far as behaviors are concerned next slide Thor uh as far as actions uh we also heard earlier today how we anchor in tier one practices across teaching learning student services and equity and inclusion um and then another practice is using our program inventory to inform that Equitable allocation of resources uh this bulleted list here is pretty much describes how we use the dollars uh in each of these areas in 2122
040and the there's three primary primary allowable use categories when it comes to the student investment account including ongoing Community engagement uh student health and safety and reducing class size in the area of teaching and learning we hired English learner specialist uh K through K3 literacy positions uh Tui and literacy special free literacy specialists uh so that that those uh Investments pretty much uh fall into that category of reducing class size uh student services um in their student services we hired social workers uh social emotional learning coordinators uh special ed teachers and assistants and SEL PD and this Falls uh within the area of both reducing class size and addressing student health and safety and then um some of the Investments we made for Equity program including the the Family Partnership Advocates uh culturally responsive Liaisons
041our basic needs infrastructure our Equity leadership teams building Equity coordinators Senate even Alliance groups these are all things we set up with the student investment account dollars um the total that we expended during this period was uh about 9.3 million dollars including 130 36 000 gets passed through to Mitch Charter School and so this is a good snapshot shock shock and how we use those dollars and um really we're really proud of uh being able to hire these positions and put these folks to work in the area as mentioned next slide please or I'm gonna turn it over to director on for policies and practices thank you so as part of our successes um one of the things that we know that we want to do as highlighted in our work session is to embed
042our Equity work route on all of our departments and our work on day to day so because of those Investments we were able to um bring that work to practice um in support of our policies ACC and ACB um educational Equity racial Justice and our heat speech and bias incident policy we see that in our day-to-day implementation of our continuous Improvement plans that you all had a chance to take a look at um through our roundtables and continued in the next few quarters and then also how we are implementing ACC through our Equity audits as reported earlier this year by Dr Sue with specific areas focused on the three systems that we shared within our integrated planning session next slide please so um some of the implications of changes that we see within this work
043and study for the last three years have been tangible Equity work with use of improvement science and culturally and Community responsive practices to improve instruction we also have been able to practice transparency and decision making through budget processes within the last three years prior to that we were able to use that framework of community engagement with the work that our business office in partnership with our department um around Community engagement giving voice and then really implementing that in the Sia process and then now within our strategic planning and integrated planning process um as well as being able to share progress with our community getting their feedback and making like um very specific adjustments for their feedback next slide some of our challenges with the student investment account um just to remind everyone in the current
044biennium there's about 700 million dollars of the corporate activity tax that is offsetting uh providing an offset of the state's School fund instead of going to these programs um also we've heard that other districts are using the Sia the backfield their General operating budgets um instead of putting them to intentional use like we are we've also seen Staffing shortages and some of our Support Services especially which impacts that integrated education approach and also sub shortages that impact PD opportunities that we might otherwise realize through the use of these dollars and we've of course seen an increase in student needs post-pandemic and also have limited early intervention services for K-12 or K2 students can I ask a question on the side sure um you wouldn't consider any of our Sia uh Investments to be backfilling of
045State School fund responsibility in ttsd would you no uh but if the state school fund number this biennium is like the Cs were being put out that is one potential way that we could balance the budget would basically be by diverting these funds to for General operating costs correct okay um we cut this was a topic at the breakout on Friday about legislative advocacy and I think this is the place where I want to focus some of our attention Sheriff I might also offer however that means that the Investments that we have made then um come into question whether we can continue those if we use those funds instead or have to use those funds instead convert to to the general um General operating expenses so we're basically forced to choose between our core core
046Investments versus the expansion of the services that we've already committed to not good thank you next slide thank you and I think coming off of that question um one some of our learnings have been that through the SSA process um we really focused on the community process but also connected to smarter School spending um you know working with my colleague here we talk about we fund what we value and so as we have talked about our strategic planning as well as the integrated plan what are the core um what do we Define as core what is it that we focus um on and how does that get practiced through the systematic approach around Community engagement partnership and decision making um and Community centered accountability we've also been able through the practice um over uh like
047pre-pandemic during the pandemic and also uh post pandemic um what are the barriers and promising practices that we've learned from and been able to scale up and Implement as part of our core practice as evidence from our conversations in our integrated plans and the conversation that we had earlier within our work session um gaps in learning through Investments and use of assessment we focus on closing the gaps as monitored by data so not only are we using our program inventory process to understand the impact but also um what do we want to continue to explore or scale up as well as use of perception data as a part of actualizing coaching community responsiveness and partnership with our community next slide do you have any other questions I also wanted to give credit to in addition
048to director on director Robson and director kinch in our finance office all contributed to this this final annual report so thank you everyone thank you team yeah director James I just want to say that um I really agree with what you just mentioned at the end of like we've financed what we um and I'm not going to put it as a little bit as she said it but um uh what we are financing is you know what we believe in right and so the fact that we are making these investments into you know those hate speech policies or the continuous Improvement plans or um the equity audits that are making it easy for us to to know what holes we need to plug and what we need to invest in in those Family Partnership Advocates
049or in um in those things I I think that that um definitely puts into perspective like what the equity work that we that we want to fund and so um we we need to continue to monitor that so that we are putting our uh money where our mouth is and making sure that we're looking at that and I think that if at any time we're not making that investment in those Equitable practices you guys need to let us know so that we make those Investments and and make them fruitful or our students I just would like to say thank you to the state for providing csia funds in the first place and I would hope that if any any oh I don't know state representatives might be watching that they know that at least in
050this District we're using the money for exactly its intended purpose and we're being very transparent about it it was pretty jarring at osba you were in the room there were school board members who were openly saying oh yeah we use this I had to backfill for state school fund which is completely contrary to the legislative intent of creating this new Revenue source so I'm glad that in ttsd were with Fidelity implementing um but yeah certainly an opportunity moving forward thank you both very much thank you with that we'll move to report and discussion Item B Workforce diversification uh and retention update with presenter Len Reed and it looks like director Debbie Ebert as well well good evening yes good evening thank you so this presentation is both Debbie and and me um that will be
051speaking and Debbie will start us off all right so as I mentioned uh this evening at the um work session this was good timing that we were able to infuse much of the strategic planning into our presentation this evening they kind of go hand in hand um and so we will be sharing um some data with you uh this evening uh from upbeat as well as other um retention and recruitment data that we have to share and what our plans are moving forward um before we go any further I just want to say how Lynn and I really feel strongly that in the next five years or more Recruitment and Retention are going to be um a heavier lift than than per se in the past and so we need to be aware of that
052we need to be ahead of that and like we were saying about Sia we need to be ready to fund what we value and make sure that our Recruitment and Retention efforts are something that we're thinking about all the time and Infused into everything we do it's not going to be as easy as it has been in the past especially for many of our harder to fill positions so with that um we take a look at our 2016 just anchor us back into the original strategic plan goals um our our goals were um to see a difference in the racial diversity of our staff and students and have that decreased from 30.9 percentage points to 15 percentage points and we'll share more about that goal on this evening our second goal in that strategic plan
053was that the licensed staff members who remained in the district for five or more years would increase from 57 to 85 percent and that the percentage of Staff leaving the district due to dissatisfaction with the working conditions would decrease from two percent or less of all the reasons given so we'll be sharing some information about that next slide Elise all right so where are we today based on goal number one so 15.8 of our licensed Workforce and I want to make a difference in that note that we're talking licensed or culturally and or linguistically diverse that is as of today okay 15.8 and 2016 the goal was written for all staff so both license and classified there wasn't a differentiation and it wasn't until the educator Equity act came in the play that there was
054a mandate to ensure that our licensed staff reflects reflected students so at some point that data ended up being split off okay so as far as we stand uh when the goal was ring for all staff it was 11.4 and we are currently now 23.2 percent in terms of diversity with um all staff 47.6 of our student body is culturally or like linguistically diverse versus the 41.9 percent that it was back in 2016. So as you can see that body of students have grown over time right so the current difference for license and students currently is 31.8 and then the difference for staff of all staff was 24.4 so we still have a ways to go and uh we are making growth with slow growth at that but we are moving in the right direction
055next slide so when we look at our second goal around uh retention for teachers to stay in our district for five or more years you can see that we were on an upward trend um until covet hit um and then we plummeted again so we believe that we can see that upward Mobility again um and right now um you can see that in the 2017 to 2022 Mark we were at 56.3 which is a um jumped down from in both the 2016 to 21 and the overlap of 22. you can see that we were much lower than we were prior to those those years next slide so with that we can see that there was the hit with covet we also have to recall that during that time we hired a lot of temporary positions
056and within those positions were also a lot of Staff of color but then they also get released at the end of the year because those are temporary positions they are not permanent with us um so goal number three had to do with the percentage of Staff leaving the district due to dissatisfaction and with the working condition and our goal was to decrease that from two to two percent or less so again if you look at that over time um you know what we don't know with this information is which of those reasons um Beyond dissatisfaction of retirements are your Temporaries are your non-renewal non-extension all right this data was gathered at this time through a Google form and so there are some factors that you know now that I find important like you need to
057disaggregate that data by race um that we don't have for this first um for this for this particular goal so um in 2019-20 we are six point eight percent covet the greatest great resignation happened and despite all of that you know currently we are at 6.7 at the end of 2022. so um like I said this data Google survey and what we have done now is that we have partner uh with an organization called upbeat that does our Employee Engagement survey so Employee Engagement employee satisfaction it is important to measure why our employees stay with us right and so with that upbeat survey we have also um taken on their exit survey and so if we can go to the next slide please so we are making the shift over we have made the shift
058over to their exit survey again this exit survey is right now only licensed app the engagement survey was also only in licensed staff but currently we have had um 20 staff members of over 40 um up to the point from um April through the end of August so this is what this data uh captures that have left the district and as you can see there um we had a 57 response rate and I'm going to say next slide because one of the biggest areas was what are the factors um that are impacting why folks are leaving and so a lot of those had to do with school Factor so rack a professional autonomy being able to choose how they do things what they do lack of input and school-wide decisions came up as an area
059challenges with classroom management and then there was a personal factor of poor work-life balance and we'll come back to that but that those so far have been the primary areas that have come up in terms of feedback from staff next slide next slide all right so that brings us to our new goals in the Strategic plan around diversification of our Workforce retention and belonging and well-being so we will ttsd will diversify their Workforce from 23 to 38 in the next five years um that's licensed staff and then from 14 to 20 bar over the next five years I'm sorry all were the first one is for all staff the second percentage jump is for just licensed under our retention so our retention rate for teaching five or more years in the district will move from
06055 to 80. if we look back at that data that we gave you we were on the upward Trends to hitting 70 before we hit covet so we believe that this is a attainable goal and for our probationary teachers years one through three um at an annual rate from 65 to 85 percent and then 85 percent of our probationary one and two teachers will report on a district mentoring survey being satisfied or highly satisfied with support from their mentorship program and then under the belonging and well-being we will be using the upbeat Employee Engagement survey specifically looking at the belonging and well-being questions that are asked and we would like to see an increase to 75 percent around being supported by their school community and being able to successfully manage stress yes um so it's
061it's clear to me that under the section it says Workforce diversification you're talking about diversifying the workforce but under the other areas are you talking about the entire population of teachers okay we also have specific goals for diverse Educators there under retention and belonging in what we what I did the same for everybody that's for everybody yeah attention and well-being is same for everybody we will um in our next couple of slides look at how those um the pieces that we saw in the upbeat survey overlapped by disaggregating that so just hang on to work yeah I think that will help I think next slide please all right so back to the upbeat um Employee Engagement survey um that survey measures factors that are crucial to the retention of Staff it is a perception experience
062uh survey okay so we gave this in the spring of 20 2022 to licensed educators all right we had an 85 participation rate which was rather high for a first time um submission of the survey um based on you know of be giving us feedback and saying that was a fantastic participation rate we heard from 656 Educators and we had a 64 engagement score so um with that all of the principals receive data for each of their building so this data is then this aggregated by the building the principals received that and they work with a coach from upbeat to create an action plan or the starting action plan to give them guidance in areas strategies of things that they could be doing to help improve whatever are the areas of improvement for their particular
063school all right so each principal did and did a meeting they came up with goals they were encouraged to work with their ilts in terms of the work that they are doing to improve culture and climate this is so important that culture and climate is an important aspect in retention of Staff of color and if we are not able to improve and ensure that that the environment is inclusive and creates a sense of belonging then we are going to continue to lose people so that's an important aspect and when we focus on staff of color Yes that is the primary focus but overall this impacts everybody else so it's important that we are measuring and taking a look at you know the areas in which our housing our people and what is the health in
064the climate of those particular schools okay all right so next slide so in the survey these are the areas of strength that uh teachers um gave us feedback on run Equity work 89 came back positive collaboration 84 positive care and commitment 87 positive and below our example of the highest rated question within that category uh student engagement 87 percent now there was a question around bypoc staff why did what did bypoc staff see as areas of strength student engagement equity and inclusion ninety percent of bypoc Staff says teachers at my school strive to help all students feel like they belong so with that said one of the things that um you know Debbie saying it's like we saw this alignment or similarities and why our goals are are similar is because there was a similarity
065I'm there what's important in terms of recruitment of Staff especially staff of color here is Word of Mouth our staff talk they talk to each other they talk to other Educators and it's important what they say and when they're out there speaking positively about the equity work in which we are doing the work of which we are doing in terms of inclusion uh not only you know our students but inclusion in terms of you know our special education students all of those things speak a ton to other Educators and that makes a draw so I just want to say that um this past hiring season you know we received a number of Educators from a specific District to be unnamed but one of the reasons that in our equity and I'm sorry in our colleagues
066of Color Group at lunch that they stated coming here and have a lot to do with the work that we're doing in terms of equity that was an attraction that was a drop so we need to continue that continue you know continue our efforts not saying that it'll go away but just to know that that has been an attraction for um staff um especially staff of color our Equity work we also received quite a bit of feedback around our hiring changes we made to our hiring practices yes too yeah so that was helpful feedback next slide so on the flip side areas for improvement uh professional development we had 55 positive in this area appreciation was at 58 positive work-life balance 46 percent compensation and career path 47 percent in diversity meaning the diversity at
067my school is representative of the diversity of our students 51 positive when we disaggregated that data for our bipoc staff we had overlays diversity compensation and career path and work-life balance so again taking us back to the goals that we set for all of our staff because we saw this overlap so I have a comment on this one the the perception of diversity response actually bothers me the most I think of all of these we've got um 36 of our teachers saying that the diversity of the staff matches the diversity of the students and yet you've just shown us data that shows we know we're close so there's a perception Gap among a third of our teachers that they think that we're matching the diversity of our students and we're not so I'm wondering is
068there an opportunity there to educate teachers is there an opportunity there to to talk a little bit more openly about about how we're not our staff is not meeting the diverse matching the diversity of our students go ahead so we're talking about the individual that said that yes there is a match and that's 36 percent of folks and you know it could be it depends on where yeah right so we have to think about that we do have some schools and I'm going to say perhaps a Metzger and um in Bridgeport where you have a higher diverse population that could be reflective of a student body that attends there right um but for the most part you know our diversity in terms of licensed staff and staff is just mixed all about right so yes
069and I can see where also that this could be some of the staff that are in buildings where there is a little bit more uh diversity so or a more diverse classified staff too that's all staff next slide action plan okay so um there are some things that we want to do and continue doing right that we see some promises some of the promises in the diverse educator Pathways both were students and classified staff this year we're going to have four students graduating that was from the program from when they graduated here in Tiger Tualatin that are going to be coming through as Educators coming up this year or that we will be looking to place it will be our first group hey um we have had some um we have had about five staff
070members that are classified that have gone through this um that are currently placed in schools from our grow our own version all right we want to continue our work in terms of bias and hiring we're in the process of doing an audit around that but helping you know to continue that part in which we are disrupting or mitigating bias in the hiring process is important and we want to be able to continue that we want to continue and expand Affinity spaces for staff uh we do have for or like I said our colleagues of color we also have a space for our staff that identify lgq lgbqt I A Plus um so we also have a space for them um we want to continue and expand the upbeat Employee Engagement survey for all staff like
071I said currently that staff is just licensed it did not include classified and so we want to be able to also include their voice in terms of retention all right and what what works so we want to be able to continue that we are working in partnership with uh PSU and a program called U.S prep to bring residents student teachers to our schools in which um will help us and address some of the staff shortage there's some work around that and also diversifying in the workforce so we are in the process of doing uh that partnership with them there's going to be continued work with terms of the district and branding hey you know branding the equity work we're doing you know making that a part of our promotion and highlighting that work in our
072district uh the other piece that we are currently talking about is bias and microaggression training for staff um we take a look at um you know board policy um ACB but the staff one is the G DB yeah how is it that we get to actualize that for our staff because we are addressing issues that are out there where like I said it's the culture and if we are not able to address those issues those microaggressions um micro validations in the in the spaces that they're in we are going to lose now all right so we want to make sure that um we are able to do some proactive things but also what to do and train up um our administrators and our staff on how to interrupt disrupt and address those issues uh then
073there's the bargaining piece right again going back to this work-life balance uh those are things where planning Days release days all those things that come out of bargaining can help address address some of those things and hopefully mitigate some of those concerns there um include including pay you know there's that compensation but the career path thing is something that we lose folks for because there's not so much an opportunity to grow you know it's either teacher Administration teacher tosa and there's only so many roles and in our district whereas some larger districts have much larger opportunities so sometimes we lose folks because they're looking for opportunities to grow and stretch where we don't have so many opportunities so um that's the other piece that has come up revising our mentorship program so yeah covet through
074us for a loop and so we are having to kind of restructure and rethink how we do mentorship and working with um our our tosa that oversees mentor to restructure the program so that we are babe we are able to provide mentors of colors to teachers of color and so we have a plan around that that we're looking to unfurl um for the next school year around how we can make that happen so that's again that's another piece of that support that our staff of color is really needing and wanting and then of course in the end we need to make sure we're monitoring assessing the work in which we're doing and making sure that it's being effective and again that'll come through um the upbeat survey and it's so important and I want to
075bring us back to bypass and just give you a couple of Statistics from our upbeat survey we talk about when we talk about our Equity pillars that we want our staff of color especially to feel that that sense of belonging they feel value seen heard and empowered 77 of our bypoc staff say they feel like they belong at our school versus 82 percent of all non-by-pot style 79 of bypoc Staff say that people at my school care about me versus 89 of non-bipox staff 87 says that they have someone they can turn to at their school when they're having difficult times versus 91 percent overall we want all of our staff to feel that sense of belonging that connection that go-to so we have work to do and um we are going to continue to
076do that work and last slide questions colleagues director James sorry I'm just full of questions tonight um I don't see anything in the action plan about building leaders and as you know they do most of the hiring so it's not HR that does the hiring I mean HR provides the practices but they're the ones that are doing the hiring and I don't know what our percentage of building leaders are that are um bipod and um and I'm not talking about assistant principles I'm talking about actual principles that are doing the hiring right and so if they're making the decisions and most of our building leaders are um not of color and they're the ones that are choosing who are hiring um how are we addressing that um not only that hiring Gap that we have
077but also when they're doing their evaluations when they're doing their observations then there's that cultural um you know not not having that cultural competence of evaluating a body product staff member that effectively uh pushes out a five-pac teacher you know then how are we addressing that in our action plan all right so with the hiring the uh bias and hiring training is not just for the administrator the administrators are providing that to a team and part of our hiring guide is that they have a team and they are encouraged or expected to include staff of color or where can they add them whether it's parents the community or whether it could be even just even having the voice of students to be able to be at the table so when we do that it's not
078just the administrator hires and solo it is a a hiring team that's that's part of that decision making and that that training occurs with the team and the different levels of you know of you know whatever the process is because some processes maybe one time sometimes it may be one or two okay so it's not just that administrator you're not accepting the administrator to just hire especially doing that Springtime through summer that you are bringing in a team and it's a team effort in terms of you know hiring and they provide the recommendation to the administrator in terms of you know the final decision okay one of the other things that we do is that um I'm able to go in and you know highlight some of the individuals that may be a diverse background
079we have we use a tool called interview stream which is a virtual or video interview so that's another way in which that can be sent out to multiple individuals they do they enter they they answers like three two to three screening questions so they're able to see the individuals and hear what they have to say you know it's important to make sure that that's also emphasized so there are multiple ways in which we are you know ensuring in terms of screening how you do that we also say we do not um it's not about the uh whether you like the person and this and that it's about we are what we're looking for so part of our process is that you need to be very clear ahead of time with your team about what those
080look fors are right and being very explicit that we compare individuals to what we're looking for and not to each other so there are some very key practices that are important in order to ensure that we are mitigating any bias entering into that um hiring process so again it can't just be you Solo solo you're you're bound to have bias play a role so it's important that there's a team and that you're following those steps in terms of interview stream ensuring that you have clear you know what you're looking for and that you are measuring against fat and not against candidate to candidate so are we then not are we not recruiting or are we just not getting applicants that are diverse or why are we not filling that Gap so um we're out there
081recruiting we're at all those you know spaces that everybody else is it's just that you know we are not um we are slowly becoming a place to to be at people are really attracted to PPS they're attractive to East Side you know if you're a person of color you want to be in a space where you feel like you're going to really be able to impact the kids that you feel like you reflect that community and we right now have not been one of those communities in which people have been saying hey you know it's a first place to go to all right we're still dealing with some the perception of what ttsd is you know is in terms of racial diversity all right so it's not always a first call so it does take
082some conversation um it does take some networking with folks um and you know we have gone outside of the state for people and not necessarily have them all worked out right Oregon is a place where you know um people come and it's not it's not always it's a shock I mean as somebody that came out of California to hear it was a big shot all right I I it took some adjustment so I understand that those people's experiences might be similar and they're just like nope I'm gonna head back all right so it does take some you know staying power to want to be able to stay in such a in such a place especially when you feel like you don't you can't find your community right away like are you saying that about ctsd
083or Oregon in general Oregon in general all right so I was going to say we're 47 they were right and and like I said that but that's not the reputation that we have out here tiger and Tualatin you know the perception is this is a predominantly white community and there are the the issues that um you know racism plays a role here and you know do I want to come here and deal with that right and then I show up here and I go in a building and I experience X Y and Z microaggressions and then I don't feel that's level of support right then I'm gonna go right that's why I bring up the fact that how many building leaders do we have that are of color and maybe that might be a better
084address by our superintendents as she's ultimately the one there says yes to the the building leaders right but I'm just saying like if we are wanting to really close this Gap what is our plan to train our building leaders in being culturally competent enough to handle a diverse Workforce because if not we're going to continue to be a revolving door of hiring and letting go or hiring and losing people that are of color and we're just going to continue to do this and not close this Gap right and maybe I wasn't clear in terms of like the work that we're going to be doing around gbb and um addressing those microaggressions and staff pieces that is including of Administrators all right that is in partnership with the equity Department uh in terms of what are
085we going to do in terms of training of Staff we have places in which we're going to put them in our system but then also how do we go about addressing how do we go about addressing culture that's where upbeat comes in like we need to understand what's happening in the culture of our building and what are we going to do about that that's where the administrator stopped that coach from upbeat then there's the piece in which we are going to um do an administrative what do we call an AR around that gbb all right and they're going to develop that and then train our administrators around it so we are in the process I'm working through that so what you're saying is yes what are we doing and and those are plans in which
086we are working through right now in order to support the building administrators with that work right now they've done a lot with the students now we need to make that Focus around staff I would also add the director that there has been intentional hiring with the central office relative to candidates of colored one of which is sitting in front of you here this evening I'm not really just behind you um Dr Lisa McCall also elevating director Virginia on as well as elevating director secondary director Amber fields and uh also Melissa Baron is another example so what we've also found this year uh specifically given all of the unfortunate conversations in our community continued relative to critical race Theory Book bands and and other issues we found that a number that Dr Lisa had very intentionally
087gone out to Rick Road uh instead went to esds but they do not have to be forward facing with the community and so this is not just an internal situation relative to does the district have a value and and a focus on that it was also do they feel safe within community D and the type of work that is very front-facing and so that will continue to be a challenge and I think the way in which We messaged the way in which we continue to do our work with intention um the way in which you've noticed it within our social media that we put you know our strategic plan work and the community work out front uh and uh continue to engage those communities um we're hopeful that that will chip away that perception um
088that we are in the same pitch battles that other districts around us particularly on the Clackamas County side um are currently engaged in and where those administrators are saying I'd rather go into a different environment at 30e or ESD where I do not have to be front-facing with community yeah no I mean then this is not to like be the dead horse or toot my own horn or anything but when I was a building leader I noticed that the the teachers that identified as as next like myself um felt like they were supported felt like they had um somebody that listened to them that knew what they uh what they were going through as well as the students they were in the building they felt like they could really approach somebody that understood you know
089what they were going through and so um that's that's the only reason why I'm I keep harping at this uh you know the idea of representation we want to ensure that we have District representation that matches our license staff with our student we also want to make sure that we have that same thing for our building leaders as well um and and I can and you know while I'm grateful that it's happening at the district level um a lot of the times as District individuals you know as I know now we don't have a lot of um contact with students right and so yes it's great that we're there but also at the building level that's where the magic happens and again that that continues to be a focus for us um and the challenge
090again continues to be a community that is not always as embracing we're not experiencing that entire quality but um in general um I think communities members of communities of color take a look at that and ask themselves the question why would I step into that um if I if I know that that's potential sure and I would say the leadership at the district level is vital um for trickling down to the school level as well in terms of what we value and what we're training on and what's important for our kids yeah no you know to add I mean I think at both high schools there are some individuals that reflect that there are individuals that reflect the community and um that has been a step in the right direction in terms of building leadership
091the only thing I want to add to this conversation and I appreciate the conversation and I hear from our directors a shared commitment to what you're speaking to director Jaime's um this is a Statewide problem there's a finite number of licensed Educators in the state and so right now there is a sort of uh competition among districts to hire an insufficient number of staff to we're not the only district with this goal um so there's a big structural supply chain Workforce Supply issue that we find ourselves operating in the middle of so I I appreciate the action plan I see sincere efforts to do the best that we can but um I also understand the the limitations of the market environment and financials um other questions or comments I have a question that's off on
092a a completely different uh topic if this one's been rookie can I continue just a little bit um yeah I I I think you know you're both right in terms of just the what those limitations are and same thing in higher education in terms of just being able to attract people uh who are willing to come and stay um but a lot of the why people leave does have to do with climate right um not just in the community which is a challenge but also in the work setting and so I appreciate your insistence on really focusing on that and improving attitudes and and and so on um but I do think um to director hymas's point we could be much more specific about an action plan around leadership because it is important to have
093leaders of color at the building level who can support educators of color thank you so I wanted to ask a question about professional development when I saw the survey response that said 34 of teachers think that the professional development available to them is a good use of their time my first thought is that's got to Kill the Rock direct Robson um because I know when when I've been a part of some professional developments um the response we get from people immediately after is that it is of Great Value and that that number is more like a 90 95 usually so I'm wondering is this a natural drop off because it's been six months since they've had professional development and they can't remember it or is there something else going on there and I'm really asking
094I'm assuming that that teaching and learning and and human resources are working together to figure out what exactly is that drop caused by yeah so recall this is given in the spring you know first year you know we're coming back fully from covid so I'm sure there was a lot of like it has not been the same as it was before so let's make sure we recognize the context in which that occurred and then this has been shared uh with our cabinet team in many cabinets so they're aware of the numbers and I know that over the summer professional development academies were held and you know and that just continues to you know be a part throughout the year you know that hour and a half on those um planning days that they're able to
095you know have professional development so looking forward to seeing that improve significantly after having some stability yeah and we've also we've also changed up the framework of how we're delivering professional development so um I think we're differentiating more um and that's important in the survey results that we saw um people wanted more autonomy with how they were getting um that training um and growth and so we have been doing things differently offering menus of options um some things were tight on in terms of what everybody needs other things can be a choice based on you know where you are in your career path too yeah I guess I would also add just coming off the comments about covid and all things pandemic um you know there was a big shift in terms of when we
096were able to offer PD four to six at night virtually um you know all of the things that come with that in terms of of uh not wanting necessarily to be away from their family and engaged at those hours um so yeah that the the context really had has put folks in an interesting place in terms of the perception of PD and and all things kind of trauma related trying to come through that PD becomes a little bit secondary is what we found through this and that goes back to then to the model shift the changes where we're now really focusing on um you know giving our teachers that continual support through Cycles through computer observation and job embedded PD so that's very strategic in that sense and it's very powerful so it shifts us
097away from an older model that wasn't differentiated necessarily all the time as as just was just mentioned and we've heard that loud and clear folks want to have differentiated P that fits their needs um based on their level of experience and that guy so that's the new model shift as well foreign any other comments questions thank you very much for the presentation um and director Ebert I know you're next but it is 804 so I'm gonna call for a eight minute recess and we'll pick up with board policy at 8 12 yeah so we'll take a recess foreign all right it is 8 14 and we will uh I'll call the meeting back to order and we will kick off at reporting discussion item C first reading report policies with director Debbie Ebert all right
098thank you I'd also like to introduce Thelma Madrigal who um is our new estate jar staff member and will be my board policy buddy moving forward so yeah we do Jill's in the buddy system Patty's in the buddy system yeah we've got lots of buddies for board policy so this evening we bring you um a few more from the very large updates um that we had this fall um and so we have some first reads to share with you this evening and ask if you have any questions about any of them um you can see we have lots of required ones this evening which makes things a little bit easier in terms of discussion so we'll kick off with EFA which is our local Wellness uh really more tied to our nutrition services and this
099is a required policy and the changes have come from Fitz um and so the opening paragraph here um will go away once we um move to Second reads but it gives you a little bit of information in the brackets there about the changes and then you can see the strikeouts on page one um and three has quite a few so this is Page four five and on page six you'll notice that they added some new language around energy drinks that actually energy drink causes or language wasn't that language that we already had that we put back in here that we added because it wasn't in original videos yeah um yeah throughout wherever there are curly brackets that's just information for us and that'll be extract so all of those footnotes that are currently back at
100Social also go away um but in number where did I I lost it I think it was number three page three hang on a second I I scrolled past it and I lost uh sorry on the top of page two there's bracketed language about um the board designates the superintendent principles to responsible for ensuring each School meets the goals outlined with this policy and I can't remember which one we chose but I thought it was superintendent I'm sure it was because we don't use the language principle we use administrator and we now also have Whenever there is superintendent president and board policy we also know that means um an appointee as well which can be any building administrator Okay so we've been going with superintendent in these instances when there's a choice and then on
101page four there's uh page five this the record language I'm pretty sure we struck a reusable water bottles I can't remember if we struck out reusable or not at the top of page five the brackets are all still there I can't remember if we decided to keep the bracketed language or not because there's a couple of places further down as well where I'm seeing brackets as well we're seeing keep from our notice okay okay so we'll take those out so just throughout this there's a bunch of places where there are brackets and then just the physical Graphics need to be taken out will do we said keep we said keep reusable yeah but I couldn't remember anything else so where am I supposed to get my Red Bull from what was that not at the
102school where is he going to get his red hole this looks good to me this one's a book all right so a couple edits we'll take care of there all right next one is Ife curriculum guides and course outlines and this is a simple fix we just take out the essential skills language that is no longer in statute easy I like those all right igac religion in schools this just has a footnote change with a court case this is the coach on the football field all right i-g-a-i this is a highly recommended policy that we currently do have um and the last paragraph um adding information about menstrual health is the change to this policy you can see the gray paragraph on page three excellent all right i-g-b-a-f this is a required policy and we
103have covid-19 Recovery Service language that is in this policy that we will be seeing soon that will be going away so we're putting it in the policy and then in another year we'll be taking it out but in the AR and the policy um you'll see the Oar changes under the legal references okay and this is an AR that has to be that's required so it has to be approved by the court it's also fairly lengthy you'll see there's on page 5 out of 10 is where all of the covid recovery language has been added simple all right okay academic achievement and this one is required policy and we have uh the state has removed behavior and adding new language here in this one so we're not um measuring behavior in terms of grading that's
104been taken out and again just make sure that the brackets around will in number one there get deleted as well as yep anything else you see the the brackets around the semicolon at the end of number three also need taking out foreign stuff you would have done in cleanup anyway but it's good to have it written on here though it's helpful okay jgab this is a required policy and this is the new State uh law around prohibition related to seclusion cells we had a lengthy conversation during policy committee about whether what exactly exclusion cell was and we determined categorically we don't have any in any of our buildings we also added on page three our safety care Crisis Prevention care that is our training for our staff and appeals can be used with KL that's
105part of our just required um attempt to make it so that all complaints go through the same process um this particular policy had the opportunity that we could have at our own separate complaint process that we wanted and we thought you know better to have it all go through KL for streamlining [Music] and then last jhc and this is a highly recommended policy we already have and new language here around school nursing responsibilities from ORS and oars and that first gray paragraph brackets you knew as soon as I started talking that was going to say my only question on this one is the use of that word responsibility in the first paragraph or on GHC yes I understand why concern might not be exactly what we're talking about but responsibility implies that the students health
106and general welfare is our responsibility which seems like a bit of an overstatement of the board's role yeah concern is trying to say something we care about that matters to us but responsibility is saying it's up to us and I think we have some control over that but I would argue a child's primary care provider might have a greater one in you know law enforcement Etc et cetera so I'm wondering if there's an alternative word that could be used that doesn't imply that this is up to us to do so this policy is highly recommended but not required and so we do have some Liberty with the language so we could use concern instead of responsibility if you're more comfortable with that word uh priority I like which was it Priority seems less binding to
107me I guess is what I'm getting at I agree are we all okay with priority then okay all right well that brings us to the end of first reads for this evening I wanted Velma to attend this evening just so she could see the process um and kind of see from beginning to end how this works um so you'll see all of these next week our next board meeting for second reads um and they will be all corrected so if you see anything please let us know and then just to update you on where we are with the process we're meeting one more time as a committee for an hour we have approximately five more policies to go through um and we probably have two more groups of first reads um to go through once
108we get through the the last ones the policy committee has to review so we're getting there right thank you both for your work on this thank you and with that we will move to the action items portion of the agenda and we will start with item a ttsd 2022-2027 strategic plan director Lynn Vice chairman well we are happy to present the final draft of our strategic plan with the hopes that the board will approve it tonight um happy to be presenting us along with Vice chair Tristan Irvin and excited to talk about the rich and engaging process that we engaged in this year to get to this point uh we're going to review our goals our long-term objectives and some of our strategies we talked about strategies in the areas of student achievement and student
109safety I mean safety culture and climate earlier and so um I I think are we going to talk a little bit tonight about talent in terms of the strategies there or did we just do that I think we will do that okay um and so we're going to spend a little time doing that and then we're going to focus mainly on those goals and objectives though so next slide thank you at the outset we established a clear theory of action that would guide our work during the process um the theory of action emphasizes equity-mindedness and community centeredness that the board wanted to be focused on and ensure that we had focus on achievement for all we wanted our process to also be inclusive and focused on equity and achievement for all students and so I
110feel like we were able to accomplish that so next slide so the slide documents our timeline last fall Vice chair Irvin and I agreed to take the project on on behalf of the board the board hired Point North and espousal strategies to essentially organize and facilitate the process for us and with us we engage in some initial interviews with our partners and by February we had organized our first Community input session with the leadership of Dr Sue Dr Ahn and director Rose I mean director on and director Rose as well as our partners and so you can see their timeline of activities that are very much focused on a whole set of Engagement activities involving our community advisory committee and others next slide next slide so the next couple of slides are really just going
111to focus on sort of reviewing and reminding ourselves of the process to get here in terms of how we engage the community and I was talking again just tonight with um director Ann and really talking about how who are we centering this on and who really just sort of whose voices are a part of that and I think we can say looking at this that we have really truly infused this plan with Community voice in a really I think purposeful and meaningful and authentic way um this kind of shows you throughout the last Almost year um what we have done to go and um sort of seek out different communities and ask for input and ask for feedback and we have taken a lot of that feedback we have really been thoughtful about how we
112use that in the plan um so we had a lot of the initial listening sessions and the CAC meetings and then we as a group devised and that group meeting cabinet and board devised um the Strategic plan goals and then those strategies and implementations and assessment processes and then we actually took that back to the community and asked for more feedback in that Community again included our original cat group as well as student feedback from all of the um well three of the four high schools and so we kind of it brings us to where we are now um next slide and just to kind of look at this again because I think it's a really lovely representation of the work that we've done we did have over 770 touch points in terms of Engagement
113so if we look at all of the different CAC meetings those listening sessions those face-to-face meetings and that's really what this plan is built around is how we feel and how the community feels we were doing well we could do better and then some of those recommendations and I think we've done a really good job in the campus done an extraordinary job of really taking all of that and building a plan but um those dovetails one strategic plan to this next one as well as bringing in these Community Voices um so we looked at this earlier and we're just going to kind of read this for community members listening at home um what we did is this is our new organizational structure of our strategic plan prior to this we had four pillars um this
114time we have a wheel that is really centered truly in equity um and it says that we provide Equitable educational opportunities and a school experience that is validating empowering and just for every student and then we built those three kind of what were the other cornerstones but they're now sort of wedges of this wheel around that so that not only is equity centered it is also infused in all of the other parts of our strategic plan and so the three key areas of focus are student achievement Talent safety culture and climate and as Vice chair Urban has already indicated uh Equity is a is wedded throughout and it is not it's a stand-alone expectation but it is it is it is centered through these you can read them okay so student achievement every student is
115academically successful and graduates ready to transition to their chosen next step after high school graduation all students are thriving in our rigorous academic community and persistent achievement gaps are eliminated so that's our long-term objective for student achievement go ahead so Talent we have as a result of ttsd's implementation of board policy ACC educational equity and racial Justice culturally racially and linguistically diverse staff will continue to be attracted to the district that reflect the diverse cultural racial and linguistic identities of the student body are developed to be culturally responsive Leaders with a strong understanding of students social and emotional needs are supported and supported and mentored in their professional development and are retained as they are celebrated through a strong sense of penalty and for safety culture and climate students families and staff give a sense
116of physical and psychological safety and belonging in our school community and I would just add here that some of this language really is directly taken from Community feedback um a lot of around our talent long-term objective and even adding safety as part of our um one of our kind of pillars or parts of the wheel have for Direct um parts of feedback taken from different listening sessions and so you know those are just a couple of examples that you could see um sort of woven through our new strategic plan is that Community input and that Community voice thank you so earlier this evening we did have several of our cabinet members talk about in more depth the implementation and the strategies and the assessment in terms of those specific goals within each of those parts
117of the wheel um those uh kind of how they're going to integrate that how they are going to look at the data and sort of decide how we are Meeting those goals and so all of that is part of the Strategic plan and also part of the reporting of the earlier meeting this evening next slide we want to acknowledge all of those who played I think a really critical role in helping us get to this point um and we just are extremely grateful for the collaboration we'd like to thank our our partners Point North Consulting particularly Lisa shower and Katie dye and Xander Arnold as well as espousal strategies um John L Bell they were accessible inclusive and got us feedback uh quickly and I think we're really uh you know I think director Jaime
118is when we started this process I remember you laid out a kind of an idea about what engagement ought to look like and um I think they they helped us meet those expectations and with the collaboration and Leadership of folks like director Rose and director on so I just want to say thank you to to our um our partners for helping us get to this point yeah and I wanted to um sort of call out um several people in particular the first would be directors and I think this kind of goes all the way back to the idea that being able to get community and family feedback requires much more than just asking um asking someone to come to a meeting asking someone to throw out a survey there needs to be care trust authenticity
119and true relationship before that can happen and I think that's sort of enter director on um she over the last several years has beautifully I think cultivated and growing relationship with our families alongside our fpas and our District staff um so that we have everyone's voices at the table and I think as we started this process we knew that Gathering Community Voices was one area that we knew sort of with the confidence that we would be able we would have a rich status that I guess you could say of of those voices and I think that doesn't happen when you don't have um leaders such as director un really having set all of that in place in order for voices and spaces to be available and comfortable for all of our communities um the other
120person I wanted to call out would be director Tracy Bose she's also been a tremendous and invaluable part of this process she has worked closely with director un as well as director Lynn and I to make sure that we are getting those voices quite literally to the table um her thoughtful invitations to the community to be part of our CAC process sharing and organizing all of the feedback that we receive and the data as we received it creating the materials to present and to be there anytime I had questions or needed help has really made this I think the work that it is um and we have additional acknowledgments coming but those those two I think um really kind of set the tone and allowed us to get the voices and the community to the
121table that we had yeah and director Rose I like to especially knowledge your organizational skills I really appreciate sort of helping get things set up and organized in a way that was accessible to all of us at all and with and you know during a strategic planning process that is so critical so thank you for that foreign we'd like to also acknowledge our superintendent who was there every step of the way I don't think you've missed a meeting ever um and you know stood in front when she needed to but then was also part of the conversation uh face to face you know hand-to-hand with Folks at the table uh getting ideas giving feedback and just being I think a really an all-around accessible great leader and setting an example for all of us so
122thank you yeah and I would just add to that really oftentimes in those CAC meetings particularly and even at the integrated guidance of these now being able to present some high-level data and some ideas that I think were difficult at times for me to kind of wrap my head around and you do that in a really thoughtful and generous way in terms of kind of sharing your knowledge your understanding your guidance to kind of help us all kind of come alongside this process with everyone so I really appreciate your leadership in that um to the cabinets many of who are still here some of that left um I just really wanted to thank you all for your diligent and hard and I think very time consuming work to create this plan I mean it was
123we talked a little bit about it feels a little siled at times where the board can do the goals but we don't do the Deep dive we don't do the implementations and the strategies and how you're going to measure about that is all of you and that is not easy work and I think what you did that I think is invaluable is that you created you know we had this idea let's have the Strategic plan that is similar so we can have long-term data our old strategic plan but let's tie it to ACC and let's say it to some Equity audit work and like all of these different things and Infuse Community voice and what you have all done I think tremendously well and quite beautifully is created those clear crosswalks between the policy ACC
124that Community feedback all of those voices um the equity audit information and data and you really did all the heavy lifting on that so I just really want to thank you for your time and your thoughtfulness and all of the work that took because it was not an easy task and I think you've nailed it yep and I agree and I say thank you for being willing to shift and be flexible with us at times when when we decided we wanted to go even further I think we had had a conversation about whether or not we were going to say we wanted to decrease the gap or eliminate the Gap and I think board recommended we say we're going to eliminate the Gap right and so we have to then adjust strategies and action plans
125accordingly so thank you so much for really being flexible and being willing to um to shift when needed of course we have to thank our community advisory committee members who stuck with us all the way through this process I mean it was almost a year wrong engagement and we uh had a number of them here a couple weeks ago when we had our final kind of conversation where we presented the draft of this plan to them and got lots of feedback on that draft and were able to make some adjustments to the plan based on that thanks again to espousal strategies and going north for summarizing that information and giving it to us in in a sort of bite-sized chunk so we could then make recommended updates based on that feedback but our community Advisory
126Board which included parents community members teachers students The Business Leaders uh even some um former legislators or at the table along with our superintendent and we're back members of our cabinet and our board uh it was just a really really nicely organized and structured process until just thank you for that group for for sticking with us and and for giving us that feedback that we needed to make this a great plan and I would just add that what we did overwhelmingly see after that last committee meeting was we really did a good job at least at that first draft of getting to what people really wanted to see in that plan and making some changes and bringing things along another five years because we weren't quite there yet but again overwhelming that leave that feedback
127um really did tell us that they felt heard they felt that they could see their ideas their recommendations their thoughts in that plan um and of course our fellow board members thank you so much for it's it's been a longer process than we anticipated um and we have appreciated your patience and all of your uh just thoughtful feedback and questions and areas where you kind of asked us and challenged us to dig a little bit deeper and kind of Define what we mean and really sort of narrow in on some of these ideas and so again without your feedback and help this plan certainly wouldn't be what it is um and as as all of you know I've been you know working in Colorado while my family remains here in Oregon and and so I've
128been doing this mostly by Zoom but there was a couple of days where I was able to be here and I decided all the superintendent says I'd like to meet with students uh and I think with maybe two or three days notice or something like that and superintendent was gracious enough to work with me and uh there are student reps all of whom showed up uh at at the schools for Tristan and I to get feedback in fact at one of the schools they brought about 10 other students with them uh to give us feedback on our um our plan and to give us some thoughts about the language and the ideas that were embedded within it and it was really really valuable and important feedback that I think has helped get us to this
129point so thank you students and NASA is picking up his brother he's on the way so I'll tell him when he gets here but um and Amaya Maya was also really instrumental in helping us so thank you yes thank you thank you if I could also add thanks to our student reps from last year who helped us kick off this yeah process yes um Henry Taylor goby was was extremely valuable as was her I can't remember her last name I think so um they both were were really useful in getting that student Voice last spring when we first started asking for it absolutely thank you for that director zarch me so are there questions comments before you go to the next I think we spent more time thanking people than we did presenting the plan
130right because we know if that person forwards we just said thank you we have to we have to call it a wheel couldn't do like no kidding I'm kidding I'm kidding another name I love it I think it's I think it really does reflect what we want the districts to be doing it's it's the the why and I really appreciate the fact that cabinet and staff were able to fill in such amazing detail of the how um that made for a really it's it's an impressive document and I I think it will serve us well for the next five years all right we spent a lot of time talking about this uh plan and I'm grateful that we got to the Finish Line um but I agree it will play a big role for the
131next five years and I hope that there's at least one or two of us still left in five years on this Border in this community who can be part of the bridge that um any of us were this time between the last plan and this plan but with that uh I believe I would entertain a motion if someone would like to make one it's your guys's baby I move to adopt the ttsd board strategic plan for 2022 through 2027 as presented I'll second it motion was made by Vice chair Urban and seconded by director Lynn appropriately so when they say is there any additional discussion on this motion hearing none will move to a coral vote all those in favor please say aye aye motion carries unanimously congratulations a long time coming uh and with
132that we'll move to our final action item of the evening the Oregon school boards Association election and resolution a huge thank you to Patty Roberts for organizing all the materials in our board packet um we've got a lot of background on our two candidates both of whom are familiar folks to board members who voted before um for these positions um and a special shout out to our former board chair and board colleague Maureen wolf who um put her name forward again and is running on a post so uh unless there's any discussion I would entertain a motion I move that the tiger Tualatin School District Board of Directors support Susan Greenberg for the OSB board of directors position number 15 and Maureen Wilk for the osba board of directors position number 16 as presented second
133motion was made by director search me then seconded by Dr hymas is the discussion on the motion hearing none will move to a coral vote all those in favor please say aye aye aye opposing a motion carries unanimously and Patty confirming there is no non-agenda public comment items oh that's right um I moved to the tiger Tualatin School District Board of Directors adopt a resolution to adopt the osba legislative priorities and principles as recommended by the Legislative policy committee as presented second thank you director zerchmead for making the motion and for Thomas for a second uh is there a discussion on the priorities we've spent a lot of time talking about each of these at our board meetings uh with that we'll move to a coral vote all those in favor please say aye aye
134all opposed say nay and I would just like to say thank you to Dr Lynn for his work on the LPC and helping to draft these priorities absolutely and that the motion carries unanimously and so there is a public comment oh there is not oh sorry okay perfect then with that uh we are ahead of schedule and I will adjourn the meeting at 8 49 pm thank you everyone