April 15, 2026 FPS School Board Meeting

001Good evening everyone and welcome to the Franklin Board of Education meeting for Wednesday, April 15, 2026. The meeting has been properly posted. Can we have a roll call, please? Dr. Beer. >> Mrs. Wakowski >> here. Mrs. Yank >> here. >> Mrs. Larson >> here. >> Mr. Sprag here. >> Mrs. Seperski >> here. >> Dr. Khan here. >> And I'm here. >> Thank you. Can we stand for the pledge of allegiance, please? To the flag of the United States of America and to the republic for it stands one nation under God indivisible with liberty and justice for all. >> Right. I'm looking for a motion to approve the agenda. >> So move >> second. >> Motion was made by Mrs. Woodowski, seconded by Dr. Khan. All in favor? >> I opposed. Motion carries. Thank you. Southwood

002Glenn Elementary School presentation. Dr. Khan, please. >> Yes. So, I would like to Yeah. Welcome our Southwood Glenn parents and the students. Southwood Glenn will be sharing how they support students in building self-management and social emotional skills through community circles. This work connects to school improvement goal number three, which our principal will be expanding more shortly on. This year's Southwood Glenn school theme is together we care, together we shine. Southwood Glenn is committed to developing the whole child both academically and socially and emotionally. So I welcome Principal Jason Galan and his team. Thank you so much. >> Please. >> Yeah. >> If you need more chairs, you can just pull them with you. This isn't part of our time, is it? >> No. >> We're getting organized. These puppies. >> If you were a second

003year, but your first year She's here. It's okay, sweetie. You're okay. Okay. You >> can tell the limousine. They can just wait. Members of the school board, parents, staff, students, my name is Jason Gayen. I'm the proud principal at Southwood Glenn Elementary School. Today uh with me I brought my team of uh Lindsay Stuggard. Lindsay has been is a graduate student at W Whitewater. Um she is finishing up her practicum uh to be a school psychologist. And Miss Jackie Johnson, our school psychologist. As Dr. Khan mentioned, our theme this year is together we care, Together we shine. Um what's important tonight is to understand that we have a balance of supporting students with academic progress as well as helping students learn to grow social and emotionally through specifically the practice of self-management and making caring

004choices. One way we bring this to life at Southwood Glenn is through our monthly schoolwide community circles where students and staff come together to build connection, self-awareness, and practice regulation. Our work directly supports school improvement plan goal number three, which our focus this year is increasing our score on a very important question. And the question is, our school students in my school care about each other's feelings. Our goal is to grow this score from 4.09 to 4.3 by the end of the school year. In addition to porting students, we also prioritize family engagement by sharing materials and resources that we use in the school in hopes that both the school and home use the same language when we're trying to help students control their social and emotional skills. At this time, I'd like to turn

005it over to Miss Johnston. >> Okay. So once a month, all of our students in kindergarten through fifth grade come together in consistent mixed grade level groups and connect using the zones of regulation curriculum. And we call these our schoolwide community circles. Uh the zones of regulation is a researchbased framework that helps students understand how they're feeling, notice their body signals, and learn strategies to stay in control and make safe and expected choices. Um, students use these skills in real time throughout the day, whether they're solving a conflict at recess, managing frustration with a difficult task, staying focused during learning, or interacting positively with their peers. To support this, we've created consistent opportunities for our students to practice these skills together. Each student stays in the same group throughout the year, which helps build strong

006relationships and a sense of belonging in our school. And just like students stay in their consistent groups, um every staff member is a part of a group to either to lead or co-lead. So we try to keep those as consistent as possible. So not so not only are students bonding with each other, um but with different staff members too that they might not get to know. So that includes our classroom teachers, specialist, crosscatategorical teachers, um the office staff, our student services team. We're all part of a community circle team as well. >> How many are in the groups? um about 12 to 13 students per group. >> Um so these lessons are interactive and hands-on and connected to real life situations. Um students engage in whole group instruction, movement, partner work, and small groupoup discussions

007which allow for all learners to participate in meaningful ways. Um most importantly, the students are not just learning these skills, but they're applying them. They reflect on their own experiences, share ideas with their peers, and practice strategies that they can use throughout the school day. Um, this creates a shared language around feelings um, and behavior and helps us to build trust, connection, and community. So, today we're really excited to show you kind of a snapshot of our community circles through some video clips and then through our wonderful student speakers here. This lesson that you'll see pieces of is about triggers and sparks. So, they will explain it and you'll learn more through our video clips, but we're really excited to show you how we brought this to life at Southwood Fun. >> Hi, my name

008is Olivia and I'm in fourth grade. >> Hi, my name is Le and I'm in fifth grade. >> Hi, my name is and I'm in fourth grade. >> Hello, my name is Emma and I'm in fourth grade. >> Hi, my name is and I'm in fourth grade. >> I'm in fifth grade. >> I'm and I'm in fifth grade. We're excited to show you what our schoolwide community circle looks like at our school. >> A few minutes before community circle starts, a few of our fourth and fifth grade Lion leaders like to pick up their younger teammates and walk them to their group. This helps your the younger students feel safe, supported, and gives our older students a chance to practice leadership. After that, an announcement is made for the rest of the students to go

009to community circle locations. The adult stands at the door with our team animal photo so we can find our group. Each team has a number and an What's that? At the start of each circle, we go over our team agreement and do a quick sounds check-in. Then we talk about our learning goals and the important vocabulary words for the lesson. >> Put your hands up. some of you. >> Three, two, one. >> All right. Um, we are coming together for our wonderful April community circle. We're going to keep talking about triggers and sparks today. And I love that there is also an image like a little icon that I can connect to. Right. So this trigger has a gloomy cloud with a lightning bolt and then spark is green and that image or this little

010icon is very different. Right? >> First just remind me what is a trigger? Do you remember from last time? Okay, talk to that same group of students. What do you remember about triggers? >> Spark with your same team. Go ahead. It kind of looks like a trigger, doesn't it? Right. A trigger is kind of something that makes your body feel like not great, right? But a spark is something that might make you feel >> sometimes happy, right? Y Okay, good. >> Most of our community circles include activities where we get up, move, and interact with each other. We moved around the room to show whether something felt like a trigger or a spark for us. This helped us see that people can feel differently about the same situation. One person's trigger might be another person

011and that's okay. This helps us understand each other better and build it. It's a snowy day. A very snowy day. Now, this person is showing what right here. >> Trigger. They're triggered. Why are they triggered? I can't stand this weather. Some people don't like winter, right? And this icon is what? >> Scarf. Yes, I love snow. This is magical. What about you? Stand on this side of the room if you are sparked by pleasure. And on this side of the room, make your trigger. Come on. I want to see. >> All right. Fireworks. Somebody might say, "Fires are loud and they scare me." Anybody in here afraid of fireworks? One person. Okay. How many people have an animal that's afraid? Like you have a dog and all a sudden they go cats. They just disappear,

012right? They're like, "Man, I don't know what that is, but I don't like it." So, somebody might not like the fireworks. Somebody might say, "Fatherworks are so fun and exciting. I can't wait to blow them off. So, same situation, but how we look at it could be very, very different. >> Why someone might think a firework is a trigger? >> Maybe because it might be too too loud. >> Too loud. Too loud. Right. So, if it's too loud, that might be a trigger for you. Ivy, >> maybe it might like scare you. >> It might scare you. What if like you don't like the dark? So that would be a trigger for me. But I know that we all felt differently, right? We weren't all standing in the same spot at the same time. And

013that's because we feel differently about different uh situations and that is a okay with me. That is a >> learnings are connected to different situations. Many of our triggers and are predictable which means they might happen again. When we understand them, you can be prepared ahead of time and and make a plan to handle our feelings in a safe and responsible way. Triggers again are those things that uh can make you feel in that red zone, feeling out of control, sad in that blue zone, or feeling worried or frustrated in that yellow zone. Okay? They can change how you feel and move us through those different zones. Could one trigger take us from feeling mad and sad to frustrated all in one situation? >> It could. It could as we're working through it. sparks happen,

014our feelings also change, but in a joyful way. So, remember we talked earlier that you might not feel regulated, but that's because you're really happy or really excited. Sometimes our bodies get too big or wiggly. Sometimes we still need to regulate our sparks so we can stay in control and meet our goals. Rain. So, I know when I see rain in the forecast that that's going to be a trigger for me. And then I know what I need to do to cope with that and handle that. When our feelings change and we know that they're going to change, we're more able to be ready to regulate that trigger before it happens helps us to come up with a good plan of how to handle that trigger and remember that it is an okay feeling to

015have. Okay. So, we're going to look at some examples of some triggers of some different characters. Okay. So, this is Matteo and turn and talk with us. How can you tell that Matteo is being triggered right now? Yeah. What do you notice about him? >> What do you say about Next, you'll see us working together to think a full situation step by step. In this example, Louis the Lion is in his classroom during math time. He is working at his desk in the morning with his teacher and classmates around him. As a group, we think about what's happening in the situation, what might come next, how Louis's body might feel. Then we decide what zone he might be in and come up with a plan to help him stay in control. >> What could happen,

016>> Allie? Okay. So, he might be feeling a little nervous or overwhelmed by math and that leave him to feeling unfocused and maybe he can't complete his work. What might he do if he's feeling really uncomfortable or frustrated? Caleb, >> okay, so to help him regulate, he might take some deep breaths. >> He could get a fidget if he realizes that he needs to take some deep breaths or get a fidget. What do you think his body's going to feel like if he starts noticing, I need to What might be going on inside? >> He might have really fast heart. He might have trouble staying in one place. Maybe his body gets tense. What zone do you think he would be in if he's having those feelings? >> Yellow. >> Maybe yellow. Definitely. Charlotte, what

017else might you do, Caleb? All right, same situation. We're still in class. We're still working on math. It's still in the morning, but now it's a spark. What is math? Right, what might happen next? >> So excited. He might get so excited. Maybe he gets silly. Maybe he starts getting into like a yellow zone, right? What will what might his body feel like? >> We end our time together by reviewing what we learned and getting a preview of what we learn next time. >> So friends, we talked about our sparks and triggers and we said that we can name at least two sparks and we can name at least two triggers. Okay, does anybody want to share a spark? A new spark. Go ahead. >> Something that brings you joy. >> Yeah. You thought going

018to a trip or like maybe you just went to Florida. Does anyone want to talk about triggers? Two triggers. >> Uh Max, go ahead. Okay. Yeah. So, that's a good one. So, sometimes you feel triggered when your brothers start to bug you and they want to fight with you. >> So, schoolboard members, our schoolwide community circles are one example of how we intentionally support students self-management across our entire school. The mixed age groups are really powerful because our younger students get to see our older students saying and doing the right thing. Um, and knowing that they're modeling leadership for the the younger kids. These are lifelong skills that streng strengthen not only relationships but their decision- making and foster independence. We're very proud of the impact that this work is having on our students and

019our school community at large. Thank you for the opportunity to allow us to share this with you. >> Thank you. >> They have questions or comments. >> Linda, please. >> So, what are the animals about? >> The animals. It's so students who might not be able to like read the name of the teacher, they at least know they're looking for the teacher holding up the elephant >> or they're looking for the teacher holding up the bird or something >> or the turtle. Great question though. >> Else great. Nice job. >> Watch yourself on video. >> You guys are going to come over and stand here for a picture. Whole group. Parents, if you want to take a picture of the whole group, you can do that, too. expression. You want everyone or just a >>

020back Now we have treats. >> Hey kiddos, we got treats. >> Treat bags. >> You can have some >> so excited over here. >> I got a popcorn, some Skittles. >> Mr. Surrounded by amazing people. Oh, yeah. Thank you. >> All right. Thank you everyone. >> Thank you. We'll move on to item five, school board service recognition. Tonight, uh it's my honor to recognize Linda Wakowski for 18 years of dedicated service to Franklin Public School Board and our community. Throughout her tenure tenure, Linda has brought steady leadership, integrity, and deep commitment to our students. She has served as our board vice president, clerk, and treasurer, each liaison position more than once, been a strong advocate for continuous improvement, including leadership in creating FBS's first three-year coherence plan, and generously volunteering her time on the Franklin

021Educational Foundation. Linda has also represented us at the state and national levels, attending national school boards, association conventions and achieving the highest level of service with the Wisconsin Association of School Boards, including representing Franklin on the Policy and Resolutions Committee and as our delegate several times. Her thoughtful contributions, dedication, and unwavering focus on what's best for children and the community have left a lasting impact on our district. Linda, on behalf of the entire Franklin School Board and our community, thank you for your 18 years of outstanding service. We are truly grateful and wish you all the best in the years ahead. Linda, knowing you for the past five years and many many interactions and phone conversations which I we had, I truly and appreciate from the bottom of my heart your commitment to the district,

022your always thoughtful questions, being fiscally responsible and always advocating for the district, you I've always looked up to you and learned a lot from your sometimes very challenging questions. Thank you for service and applaud you for your commitment to the district for so many years. Thank you. >> Thank you. >> 18 years is a long time to serve. It's long enough to leave a mark. Long enough to shape a community. And long enough in this case to change a relationship. When Linda first joined the board, I'll admit she and I did not see eye to eye. In fact, colleagues might have been a generous term to use for us. We challenged each other, pushed back hard, and stood firmly on opposite sides of more than a few issues. At times, it felt like we were

023adversaries more than co-board members. Honestly, at one point, I straight up told Linda, "I don't like you." But here's the thing about time, about shared purpose, maturity, and about commitment. It has a way of revealing character. What became clear meeting after meeting, decision after decision, was that Linda was never driven by ego or personal gain. She was driven by conviction. She showed up consistently, thoughtfully, fierce, fiercely to advocate for the people of our community who trusted us to do this work. She fought for the taxpayers, asking the hard questions, demanding accountability, transparency, and never settling for an easy answer, especially when the stakes were high. And while many of us saw her strength in the boardroom, there was another battle that she was fighting, one far more personal. Through health challenges that would have sidelined

024many of us, Linda continued to show up, not just physically, but fully engaged, fully committed. That kind of resilience doesn't just earn respect, it inspires it. Somewhere along the way, something shifted between us. Maybe it was the long board meetings, or maybe it was a shared responsibility, or maybe it was simply seeing over time the integrity and the heart behind her convictions. The disagreements disappeared. My respect for Linda grew, and eventually so did something I didn't expect at the beginning, friendship. That to me may be one of the most meaningful parts of her legacy here. Not just the policies she influenced or the de the the decision she helped to shape, but the reminder that even in disagreement there is room for respect. That even in conflict there is po the possibility of a connection.

025Linda, your 18 years of service have made a difference. You stood firm when it wasn't easy or popular. You spoke up when it mattered and remained dedicated through challenges both public and private. And for me personally, I'm grateful not just for your service, but for the journey from opposition to understanding and from understanding to friendship. Thank you for your commitment, your courage, and your example. You will be missed, but your impact will not be forgotten. For you are forever my friend. >> Thank you, sir. So, I guess I can say a few words, >> many as you want. >> Got a few pages here. No, not really. Um, my time on the board was about my commitment, as Debbie said, to community and contributing my voice and experience as a parent and someone with a

026career in public service. And as Debbie said, being having that voice is is sometimes difficult. sometimes you're the only one. So, it wasn't an easy uh easy thing to do to sit in this chair and to really use your voice to do what you think you should be doing and to use it in your decision- making. So, but looking forward, I'm not going to go looking back too far, but there were some definitely some as I reflected Debbie, the different things that we went through like act 10. Can you remember those times? Clearly, you guys were all part of the uh co experience, but there were many challenging board meetings here. You think we have some now, but you you don't even remember some of the you couldn't imagine some of the other things that

027happened here, but you have to stick it out and you have to find your voice. Um, so coming off the board doesn't change what I, you know, my commitment because I'm going to be I'll probably be continuing to be involved as a citizen. So you may not have heard the last of the sorry people, but my Wednesday nights will will probably be at screenings with Milwaukee Film at the Oriental or at home watching my favorite TV show, Survivor. So, uh, thank you all for the kind words and, uh, like I said, I'm sure I'll see you around. >> Thank you, Linda. We have >> cake, right? >> Something that lasts a little longer than cake. >> Yes. Open it and see. That pretty picture. Thank you so much. I'll tell you why. >> We'll get

028that, >> too. Thank you. >> Check your problems. All right. Um, community comments. Um, I don't know if there's any comments. Does anybody care to comment? >> All right, we'll move on. I'm looking for a motion to uh approve the consent agenda. >> Some moved. >> Second. I would like to pull one item. >> Who moved and seconded? I'm sorry. >> Yeah, motion was made by Mrs. Serski, seconded by Mrs. Yank. Um, uh, Linda, please. >> Well, I guess I should ask when is the appropriate time to pull something before the motion is made or >> No, it's fine. >> That was fine. Okay. Uh, I'd like to the, uh, approval of the administrator contracts. Uh, do we vote on the rest first and then talk about that? >> Okay. So, that's the one I'd

029like to pull. >> Thank you. >> All right. So that item is pulled. Um uh All right. So motion was made and seconded. Uh any further discussion? Uh all right. All in favor? >> I opposed. Motion carries. Thank you. Uh Linda, please. >> Yes. The um the the document that we were asked to approve just is a list of names. I don't see any. I think you've mentioned I did ask about this before and I don't see a date Anna you mentioned you added a date I don't see a date on the document and I just think it's we need more than that information to really I mean this is a record of what we approved and under the title of approval of administrator contract a listing of names I think needs more context and

030more transparency. I did provide to you an email of what I was able to find from from DPI so you have some context of what people what the contracts were and who they were for from a pri from prior years. But I would like going forward that this report include that information and not just a list of names. I don't think that's appropriate. Is it um is is it within the budgeted amount? I'm sorry. >> Yes. Yep. Thank you. >> Thought you're asking. Sorry. >> Sorry. Um All right. Just we we did talk about this. Um we did talk about this last year. I think when this came up, Dr. We had teacher contracts last year and I added the list of names. Same format and the year is added in the agenda item. >>

031I don't think this is I don't think this is a hard item. I mean we need more information just a list of names. Let's be honest about this. Okay. What's our level of uh transparency here? A list of names. I'm sorry. It just we should expect more from our administration than just a list of names for >> it's a list of names is what we've done in the past. That's what I follow because we haven't had change at the board table which I explained in email. We're happy to change it if the board looks at that. The reason it's a list of names is they have an approved administrative contract. They're likely to stay in their same position, but things between now and the start of the school year can change. So sometimes you could

032have movement. A good example would be resignation at Forest Park when we had a principal leave and then we moved principal Rosinski into the principal ship. So they're going to have an administrative role within the district. That can change between now and next year. So when contracts have to go out versus when the actual school year starts, there's still changes going on >> and and we did talk about this um during close session in in uh January. >> Correct. >> Thank you. >> All right. Does anybody else Does anybody else have >> I want to hear what other people think. Do you think a list of names is good enough? >> Does anybody else have any questions or comments? I don't think >> I think um from a board perspective because board is also responsible

033for approving the salary increase for the staff and we just want to be transparent with the community and the teachers specifically the staff is that the amount of raise that musician is getting is the same of what the staff is getting the teachers because we want to ensure that the teachers feel that they are being appreciated the same way and form like the administration just because you the administration you know means you know so the at least I think from a numbers perspective If the information is there about the contracts and every year you know what the difference of the compensation is about the salary increase of each administration which is in par with the salary which we giving to the staff itself. >> So that's a part of the process that'll be with budget.

034We won't contracts that are signed right now don't have salary in them. So, we would have the salary they have right now because we're still finalizing budget to determine those raises for next year. >> To me, the question Oh, I'm sorry. >> Yeah, please. >> To me, the question of what should be in this report goes back to what is the purpose of our approving this? And the purpose of our approving this, to my understanding, is just acknowledging that contract renewals will be given to these teachers in these administrative positions. I don't think it's important to say what school year it's for. So, I think that adding the date to it does make sense. um perhaps noting whether it's central administration or building administration but I think beyond that um their specific salary is relatively

035meaningless in identifying the goals that you identified Moxud which is ensuring that their salary increase is commenurate with what the teachers are receiving which we do address in in budgetary discussions and I can see your point that contracts are going out that you will be renewed in an administrative capacity and that's about the extent of what we're approving right now so to me saying this is who will be offered renewals of their administrative contracts for the upcoming year is adequate. What's the harm in including a salary amount that they had last year? What is the harm in sharing information is my question. I mean I think >> I mean I would expect >> that I should know kind of what people are getting paid but I don't know what people are getting paid. I'm a

036board member. I have no idea what people are getting paid. >> We don't. >> So, and but yet I can go on uh DPI and get the information. It's might be two years old, but it's right there. So, any public member can go and say, "Hey, did you know that so and so is getting paid that?" And I'm a board member and go, "Oh, no. I didn't know that." So, I think we're doing this because the state requires us to do this because we have only done this two years. Emily, I know you're saying we've did this in the past, but been in the board a long time. This is still recently, one of the second times that the board has seen this and I think we're doing it because it's going to be in

037our new policies because the state requires it and I think their intent was to make sure board members are aware of what you're paying your administrators. >> I disagree. I think the purpose of this is to know which administrators are being offered contract renewals and I think this is a situation in which it is an above the line below the line situation in which we approve a budgetary amount to be spent in different capacities keeping an eye on how much increase is going to different categories but I don't think that we need to be involved in the specific pay of individual district administrators I think that that's Dr. Bennon and her staff's role to negotiate and assign down to that level of granularity. >> I think I do support um the notion is that that

038Dr. must be the one who is uh who has authority of what compensation that other administrators is getting and what kind of all the negotiation between as a superintendent and the other of her team and my only request is that just to be fed to the staff. So that of course we do that because that applies to all throughout because when we talk about fiscal responsibility and we always struggle every every budget because the staff I was expecting for example 6% or 5% increase in salary but we try to kind of you know come up to a agreement with the better place task force which we have created thanks to God is that where we have been able to um create a policy where uh we are able to kind of provide them whatever our

039budget approves of to be fiscally responsible. I just want our staff to feel that their salary increases is in par with administration. That's my goal because the staff must not feel that the percentage of increase in salary of the administration is any way higher to the staff because then that creates a debt. is because you're in the administration you are getting higher compos higher not compensation higher increase in percentage of the salary as compared to the staff that's the that's the thing which I want to because >> but this is that this doesn't I just want to kind of so that >> can I can I interrupt for a second this is we're getting outside of the context of of of what this is >> of what of what we're voting on here this is

040When we get a personnel update, which we just looked at, um there are um there are several names in that personnel update. They're going to be hired. There's no number next to those names. Um it's it's it's a very similar listing for this. These are people who are these are going to be we're approving that these administrators are going to have jobs in Franklin next year. That's that's what we're being asked to approve. That's that's all we're being asked to approve. And um and I would ask that we I I would I would call. >> Thank you. I have further discussion and if you want to call a vote that's you have to vote on call on the question that you're talking about but I have further discussion I would like to make some more

041say something may I do that or are you >> please okay >> something different >> yes you you mentioned that we approve a a staff report with no salary amount next to it but but you sign those contracts right you as the board president sign those you see that correct Yes, I see their I mean when I sign the contract I do see what the amount is, >> right? So you see it can't all of us see it. >> You can. >> So that's what I'm asking here is to put the salary amount of what they're going to be making. >> It's not hard and you can at least put their title next to it. >> And only reason I'm bringing this up is so that when this report comes next year, we don't have

042the same list of names. We might have a date, maybe a position title would be useful, and then maybe somewhere along the line you might consider including the it is a contract. Contracts have amounts associated with them, right? That's what contract approvals about. >> Doesn't have an amount when they get their contract. Now, though, >> that's a technical that's the technical thing. I'm not worried about what you're doing as far as giving those out because it's going to have an amount in eventually. The contract doesn't >> ever >> they'll get their amount the salary later but the contract they get now does not have an amount in it. >> So the contract >> is there space for the contract amount? Is there space for it? >> I'm just telling you factually what's in it. Like

043that's that's the truth of what's in the contract. It's the contract to say you have a job here next year. It's nothing to do with salary. >> Does anybody else have any does anybody else have a comment or question? >> No. And I don't think it's inappropriate to be speaking of people's salaries in an open session. And that sounds like a closed session and it's not in our realm. If somebody in the community wants to go out and look on the website and find things, they certainly can. That's public knowledge. But that's not what we do here at a board table is talk about people's salary in open session, >> public information. >> Thank you. Uh I'd like to >> Mary, please. So I mean obviously I agree that yes we can't put salaries on

044but it does seem a little spare in terms of the information um on this sheet. So I don't know if having their position or does it change? It sounds like what just what you said. >> Okay. So there would be a reason not to include their school or their position for practical reasons. I just want to make sure because it is kind of weird to just vote on a list of names. >> Could we not say as of this date here's where their position is? Because I I can look on this list and I would say there's at least three people. I have no idea who they are at all. And so it would be interesting to me to know like what their position is within the district. And it could it there could be

045just a statement wherever you added the date. You know, as of this date, this is their position subject to change. If they they move to a new building, they get a new position. That way, I just think that would help clear things off. >> It would be a different practice, right? And so, I can understand why we're asking for it. >> I try to stick to what is in the contract. The contract doesn't have their position and doesn't have their salary. If it did, it would be easy to put on here. So I would worry and want to check with legal if we did that to make sure that if you've then approved that list that's in a board doc that's a record of approval and if we have a change in a position that's

046a change that's below the line in my position to be able to do and now we've board approved it. So are we going to have to bring that back to the board to make that shift. >> So we're adding potentially a step that just wouldn't be needed and typically done. And so if we added that to it, that would be something. And my thought at the table now would be we'd want to get Beagle's opinion on where that would go after. I looked at what other districts do to in between because it's it would be easy to say yes, let's do it. But there's a reason why we don't. >> And so it's not to have conflict. It's to say the contract doesn't say position. It says you're administrator. We looked at it in January.

047So you have a copy probably in your folder yet. Um that's what the contract is and that's all we're approving. So that's why it stays the way it is or has stayed the way it is. If we change it and put a title, I would think we run it by legal to make sure that that's not implementing implicating us in a different way because we've created a record of it. Perhaps if the challenge is not knowing who necessarily what the current role of all these people is, we could just have an additional roster of current um administrative positions that we could just have as a reference item. So, it's not part of this, but we could reference when looking at the list of names. Okay. Uh, principal Rosinski or she not Rosinski anymore. >> Taylor

048is the principal at Forest Park Middle School. Maybe that could be a solution to >> and we do submit a staffing report every month. So, if somebody something switched, you just add it to the staffing report. I don't think it adds any >> administrative difficulty because you already are reporting on >> it's just not a board level thing. That's that's the only thing is like how do we want to operate and we spent a lot of time talking about that in the last >> we have in our consent agenda a staffing report every month that we approve it would just be you made a change in administrator you would add it to that wouldn't you >> not a typical practice that goes to the board no once you're in the system you're approving people coming

049in and leaving the school district and the personnel report you're not approving as a board staffing changes that's not within the board's realm All right. So, it sounds like perhaps this is something perhaps this is something if we we vote to approve it tonight. Perhaps this is something we look at for next year. Explain to explain explain better to people explain better to board member. Um, so that um but um I I would I would like to um I would like to vote. >> Does anybody have further does anybody have further items to discuss? >> Have a motion on this? So I move to approve the administrator contracts as presented. >> Second. >> All right. Motion was made by uh Dr. Beer, seconded by Mrs. Seperski. Uh any further comment? All in favor? I will

050be voting no because I think it's inadequate information. So just so you know. >> All in favor? >> I >> opposed. >> I >> thank you. Motion carries 6 to1. Schoolboard calendar pre-board of education meeting open house Wednesday, April 29th, 2026 at the ECC at 5:30 followed by the board meeting at 6. Excuse me. regular board of education meeting Wednesday the 13th at the ECC at 6. And then we have a business uh busy week uh the 19th, 20th, and 21st of May. Uh FPS business partner breakfast uh on the 19th at Ascension Hospital at 7:30. Uh honors night at the high school um at uh 6:30 on the 20th. and district retirement dinner Thursday, May 21st at 2026 at Lux Gulf Base at 5:00 PM. District administrator update, Dr. Bennon, please. >> All right.

051Thank you. Um, I want to take a moment to thank Linda for 18 years of service. I know that as board members, you were able to recognize that, but I've found an honor to work with you for the last four years and appreciate that you've had faith in working with most of the board that exists to today and hiring me and bringing me into the district. It was fun for me though, I haven't been here for 18 years to think about the things that have happened in the district in that time. So, you know, I just walking into the performing arts center the other day, I thought this wasn't here at that time like instrumental in bringing more to the arts aspect of the community and the district, right? It's used by a lot of

052community groups. I looked back at our enrollment 18 years ago and it was just over right around 4,000. Right now, we're right around almost 4,600. So, it's about 12% growth. I think that's a great celebration and it means there was great decisions that you got to be a part of on the board with referendums and updating buildings, but also looking at uh seat space and things along those lines. So, a lot of excitement. I thought about the new Forest Park and now I've looked through the photo album of the old one, which I didn't get to walk those halls, but you got to walk those halls and your kids probably got to walk those halls. >> Um, and it's so vastly different. What' you say? >> I mean, I looked at the im There's a

053book in Jenna's office that I appreciate. >> My wife which was in school. >> Yes. So, it's I've heard it resembles Robin Wood quite similarly. So, I can imagine some of the struggles and things that you had grapple with at that time because that's what we look at now. But, I just thought about those those discussions and like you and Debbie have leaned on tonight and talking are difficult decisions. Um, but then I look at our career technical group over at the middle school and Craig and Doug winning this amazing award just most recently. Um, and those that doesn't happen without having the space to give the students the opportunity um, and the hard conversations at this table to ensure that we're bringing in staff and retaining staff. So, I don't take lightly the work

054you've done in 18 years. And I think anytime somebody's committed 18 years to basically a volunteer position to give back to their community. Um, that's that's pretty amazing. And so, thank you for doing that. Um, and thank you for bringing out the difficult conversations and having those because I do appreciate them and I've appreciated getting to know you more and more about the Ice Age Trail through Wisconsin. So, I'm hoping that that's something I get to do in retirement someday. Um, and then whatever you get to watch on Wednesdays, it's exciting that it's Survivor. Um, so that's good. >> And tomorrow is the opening night of Milwaukee Film Festival. >> Oh, that's always >> the film they're showing is Uker. >> Haven't seen that one yet. That's good. So, thank you for your service. We

055missed at the table, but I'm sure we will see you in the community um in three events. Other updates, Franklin Forward updates. Um, we saw the first placement of the pre-portoured concrete slabs go into place. So, that's the bigger crane. I like to think of it as the parent crane and the child crane up there right now. Doesn't look that much bigger till you look at the ma magnitude of the base of it and how they have to roll that over with these slabs. I'm not going to pretend to know how much they weigh. I just know it's like quite a chore. And it's neat to see the walls going up. >> 65 to 70 tons. So, a month ago, we would not be able to haul those on the roads at Franklin. So luckily

056we are can now haul that that weight with all the frost and defrost and things along those lines. So if you haven't driven through it, it's pretty neat to see that that box as we often say will be closed in pretty quickly and then there's a lot of work to do obviously on the inside on the details. I had the honor to go to the Franklin Business Park Consortium today and present. They had asked us for an update on the referendum work and it was really exciting to share the images similar to what we shared at key communicators in January but then also talk about how we're talking about branding throughout and how we want to build partnerships. There was so much engagement with business partners there. I can only see that growing. Uh and

057they were really excited to see all the intentionality around how we want our space to accommodate our community too um and not just be our learners and staff during the day. So that's exciting updates there. our first home baseball games took place and I think you know you think about the kids in the dugouts and they get to look at those walls and there's specific walls in the dugout that our students built not CD Smith because they were taught and they got to use that skill and they own that wall and I think that's a really neat thing that they stay in Franklin and they have their own kids in Franklin or whatever it might be they come back and they have a story to tell and we've had so many opportunities like that that

058we'll talk about more at the April 29th meeting but uh you're finally starting to see it all come into fruition we're not just sitting around a tableing like Now that the actions taking place, so April 29th, it'll be exciting to talk deeper about that and have some 3D imaging. Um, other various updates, prior to spring break, they held the March Madness 12th annual at the high school. It's a great spirit culture event, but sometimes what gets lost in that too besides the friendly competition going on and the recognitions throughout the week is that they also raised $600 for Best Buddies and they really emphasize inclusion throughout the entire event. So, it really is a great a great piece of great event that goes on and Pat Gain puts a lot of time into planning that

059for the team. We're also proud to share that we have two Her Cole teacher fellows this year from Franklin High School. Last year we had a couple too. Actually, we had a few. So, it's really exciting. We're going to go through and um recognize Alli Umhoffer and Mary Puran. I always say thank you. Apologize. I always say it wrong. But we get to go around and recognize them tomorrow. um you know some social media to push the great work they're doing for our programs. 4K Wraparound opened earlier this week and we've had interest in that. So it's been a great partnership with the rec department uh for our families to have a kind of a one place for 4K and for care the other half of the day. And our future business leaders of America

060FBA had their state competition earlier this week. Uh they had 31 students compete, 17 made nationals, which is very exciting, meaning they had to place in the top four in their category. Um so thank you to Lauren Zamberos. I always say her name Zombos. >> I don't know why I can't say it. You've been practicing. Amanda Zako and Andy Thompson for helping chef around that event our students. So thank you. >> Thank you. Anybody have any questions? >> All right. Uh, school board liaison reports. Mary, please. >> I went to the PTO meeting at Ben Franklin and they are just wonderful. So, so adapted fundraising and activities and really really a good strong group of of parents. >> Thank you. Anybody else? I popped in at the optimist presentation at Countryale, which was cool um

061because my parents are really obsessive optimists over in Jainsville. So, I knew the secret handshake. But it was nice that they are starting to include Franklin in um because it's like a multiple community optimist group. So, they are now expanding to embrace Franklin as well. So, we apprec appreciated them and the kids appreciated it too. >> Did you ice cream too? It was ice cream and my parents asked if I plan to join >> recruiting too. >> It's a shout out to Darene, too. I think it's a good moment to recognize that as she >> met one of the leaders, an optimist at a food truck on our nightly going to get dinner and being Darlene and having conversation and friendly like >> sparked this conversation in the community and made it happen. So, I

062said, "Yeah, let's run with it." And so, Darlene's really taken a big lead on it. I'm excited about that. been negative events and talked about. >> Darlene, are you an optimist? Are you in the club >> or are you a pessimist? >> Pressure's on. >> We can join together. >> Um I attended the um SWSA meeting yesterday morning. It's another virtual meeting. Um it was just interesting. We got it was different format. For those of you who've been on this before, we went we broke into like Zoom breakout rooms. So it was only like four or five people instead of just like this screen of like a gazillion people. Um and so it's just interesting to kind of talk on a more like personal level. Um but ultimately the goal yesterday was really to try

063to figure out how to be most effective with um state legislators legislators about school funding. So just kind of brainstorming those ideas which we I mean we continue to have these same discussions but just trying to how to how can we be most effective especially with a lot of people changing maybe there's been a lot of retirements and stuff this year. So um anyway it'll be just be interesting to see how how that group kind of tackles that as well as what we decide to do in Franklin in terms of talking with our elected officials. So um it was a neat meeting. >> Thank you. Um I uh I am on the Franklin Educational Foundation uh golf uh outing um committee. Um the event is June 12th at Oakwood in case anybody wants to sign

064up. Um signups are going well. Um it is being well planned. Um I was also lucky enough to go to the Optimus Club meeting the other night because >> um my daughter um my daughter was speaking at the Optimus Club meeting. So, um, I did thank them for for the student of the month awards while I was there. >> Anybody else or community engagement reports? Congratulations, Dr. Beard. Sounds like Fort's >> production is going very well. >> Fantastic. >> Mary, please. >> I just have three things. Um, so yesterday I went to a presentation by my friend Tina. um uh to the high at the high school uh to students about like fishing and uh scams and things because apparently even though senior citizens are kind of the group that's more targeted uh kids and

065and young adults are the second most popular. So they learned I learned a lot of stuff and I'm hoping that the the students did too about what to watch out for um because it it is out there and it's easy I can attest easy to fall for something. Um, and then I also went to a valition meeting on Monday and we've got lots of good ideas floating around. Um, and seeing what's going on in the grade school level just ties right in hopefully to to what Valition's group is is hoping for. And then I was also uh did the mathnesium seems like forever ago um that we did the mathnesium thing with like the the little first and second graders. That was so fun. >> Thank you. Anyone else? diverse grounds. If you're not there,

066it's the coolest place to be on a Tuesday morning. I've had the opportunity a few times now. We've got our our swag. Um it is so cool to see the community coming in and having their classes and coming in and grabbing their coffee, police officers stopping by, district people coming. Like it it really is it's become my fun Tuesday tradition. So come join me Tuesday mornings at Diverse Grounds. Um, it's a great place to be and it's just I mean it's really great for our students above all else. >> Thanks. Anyone else? >> All right. Uh, reports, presentations, board business, board of education meeting dates. Dr. Bennon, please. >> All right. So, pretty straightforward, but at this time of year, we're always approving our dates for the following uh school year, including the annual meeting.

067Um, so the dates are in there. They pretty much follow the same format as this year. tried to make sure that they didn't overlap with major events within the district. >> All right. Does anybody have questions on the board dates um or the meeting dates? >> Just for awareness, it doesn't um fall on the same night as the homecoming parade this year. So, we won't have to adjust our meeting or go from parade. We can fully enjoy the parade without having to come here for a meeting. All right. Thank you. Health plan and wellness clinic update. Mr. Cromy, please. >> Sorry about that. >> Pop up on the screens, please. >> Ask and you shall receive. >> Okay. Um let's go over uh a couple of things. One, we're going to take a look at

068our current health plan structure and our direct contract partners. Excuse me. >> Uh talk about our uh the state of our health plan and our health clinic update. So our current health plan as um was approved last year, the in network deductible of five and 10,000. You can see the list of co-pays, co- insurance date at 10%. 5% premium share. Um, and you can see the employees portion underneath that. We're looking on the lefth hand side. And then if you follow the garner pathway, that reimbures up to 80% of those deductibles. So 4,000 on a single, 8,000 on a family. We do still offer cash in lie of $418 per month or 5,16 for the total year. And the district portion of the uh premium I added here. um a single plan district portion is

06911,000 and change and uh just under 25,000 for a family plan. So current plan as it sits today our direct partners that we currently have today we have ATI Physical Therapy um MDI Regenics Midwest Orthopedics and if we take a look at their cost avoidance through the current year um you can see those dollar amounts there. One of the things that we did a little bit different um as you know we changed our health care consultant from Brown and Brown to RNR is we took actual dollar amounts for what we're paying. So ATI will use them as the example um and compared them to the average physical therapy rate and that saved us $24,000 last year. What Brown and Brown um did is put um an estimated also offset of additional potential issues if you

070didn't get physical therapy and then had to have an orthopedic procedure or something like that. So we backed it out to say this is just what it costs if we look at scan for scan, physical therapy appointment for physical therapy appointment, knee replacement for knee replacement, nothing else. So that we could really just look at what is the actual cost avoidance of having our direct partnerships. Not projecting something down the future of you didn't have six pts, now you're having X, Y, and Z happen. >> You prefer we hold our questions or >> whenever you would like. Do you have any um data about where this is compared to last year's direct partner usage? In other words, have people started using them more? >> Um so we're yes, we have um at this time I

071think we brought February's data last year. Um we have about 8% more in ATI, we're double Regenics, we're double MDI, and we're almost double MSH. >> Okay. >> Um in terms of usage, >> that's great. Um, so the message is continuing to get out and become uh uh useful. ATI has been very strong. I mean, we've really been hitting the hard, which is great because that's solves many, many orthopedic problems before there needs to be any sort of medical intervention from a surgeon or something like that. >> Well, they've been a great partner come into our gear ups the last month and they're coming in again in a couple weeks just as I'm set up. So staff can do a 15minute check-in and get a quick evale and learn more. So it's been a lot

072of positive feedback last time the staff that >> people just don't take time for themselves sometimes and it was brought to them and that helped. >> Yep. >> So you said usage was up twice as much. Is that what you said? >> Uh for Regenics MDI and MASH are about 50%. Yeah. So double um and ATI is up about 8%. We had a lot of ATI usage last year. I think physical therapy is by far the one that people do the most. So we can expect these savings to go up then like double >> the this is those visits adding those extra increases in usage already. Um I I probably didn't explain it well but if you go to physical therapy and they solve your problem you're avoiding a potential surgery or potential other thing

073right so last year Brown and Brown added that other component in this year we asked RNR like let's back that out. I just want to know what a physical therapy what we're paying versus what it the average physical therapy is times the number of appointments we have and say that's our actual cost avoidance. Um so like we back that all out. So last year you would have seen larger numbers. Um but I want to just look at cost and cost cost avoidance. Yes, Max. >> Uh do you have any messaging to the uh our employees that using the direct you know service providers helps us save this money which can help possibly uh not decrease but not increase the premium so that it helps them eventually. So basically they use the pro the providers and

074then that helps us decrease you know the savings is basically passed on to them. So uh we'll do a road show again this year. So we did the road show we've done it the last couple of years. Um it should mostly be positive. Um and hopefully we walked away today going positive. Last year was not positive. Right. Our health plan changed drastically and people were like just trying to digest what's actually happening to the health plan. Um, this should really be positive in general for employees. So, we are adding some components about all of the things we're going to talk about today still cost us $680,000 more dollars for next year than it did this year. Right? So, if we start following all of our plan and and we get more people following that particular

075model, we shouldn't be seeing an additional 680,000. We should see something less and we can do something different with that 680. Now, I don't want to say like it's all salaries and whatever, but it's something different than we just have to pay for more health because health just costs more. >> Mary, >> so I probably should know this already, but when I sign up for insurance, you got your health insurance and then you have to sign up for your vision and you can do a little gradations of that and and dental. So, where does that fall in with our insurance >> for these? >> Yeah. >> They're just part of it. You don't sign up for it like >> I'm on the insurance. I call ATI and say, "I'm a Franklin Public Schools uh insurance

076member. I need physical therapy." And they say, "Okay, come on in." And then they just direct bill us for that visit or however many. >> We don't have a special like with Delta Dental or what's the dental >> for these? No, we do not. Yeah, Delta Dental. We have Delta Dental for our dental, but like this is just part of our health plan and you can just contact these people and say, "I have X, Y, and Z, and this is what I need." >> But dental and I envision is all in one. They don't sign up for it separate. Um they do you have to sign up for health, you have to sign up for dental. Vision is entirely employee paid. So if you want to sign up for that, you can sign up for

077that as well. >> So all three of those are three separate separate plans. >> Okay. >> But I'm assuming that if anyone wants a MRI of a shoulder, >> you'll have to have a doctor's authorization or doctor's um I can't even think what they are, but referral for that. Yeah. Order. >> Yes. Linda, >> what percent savings does that represent? >> Oh gosh. Um, let's see here. >> I mean, like especially the >> So 50 to We're talking 300. So we're probably looking at threeish three and a half. Like doing very quick math. >> Three. So you represent like a 3% savings. >> Yeah. >> For those services if they just go wherever. >> Correct. Yeah. >> Might be more, but >> 3%'s better than 0%. Um, one additional direct contract. Um, this was not

078actually in your board packet. This was, um, really decided yesterday. Um, we are going to partner with, uh, Freigher Fast Care, which has four locations, um, throughout the area. So, I I want to preface like this is not the end all beall, but this does provide um a little wider range of those urgent care type of issues. Um, it has four locations and it also provides weekend hours. So, we're going to direct contract with this. So, again, I'm an employee. I have whatever an eye infection on Saturday, Pink Eye or something. I can go to Fast Care. They're going to direct bill us. I can get my medication and get that taken care of because our clinic is not open at that particular time. And even finding always an urgent care on Garner um isn't

079always available or the times aren't necessarily going to work. So, again, this is not the perfect solution. I don't know if there's a perfect solution for anything, but it's another component we're going to add. Free to employees. So that $79, that's us. This is just a free to employees thing. Again, this is really that urgent care type of thing that happens. Um, able to use this >> and they only have those four locations. So, it's not like we're handpicking locations. Those just happen to be the locations. >> And that's total cost to us $79. We only pay if they show up. >> We pay 79. Yep. >> If they show up. >> Yeah. How >> if they go? Yeah. >> How about because we have our own clinic now. So, because the hours are 8:00

080a.m. to 8:00 p.m. I see. >> Yeah. Monday through Friday 8 to 8, Saturday 8 to 6, Sunday to have we have our own clinic, too. So, >> we're going to push our clinic as the primary piece, but again, our our clinic is not open till 8:00 every night. It's not open on Saturdays. It's not open on Sundays. So really we're going to add this as like this is another component that you can do. It has weekend hours. It has some advanced or further night hours than we provide in the clinic, but we're still pushing the clinic as number one. But like that doesn't change any of that messaging. >> So the closest one is Greenfield. Am I saying that right? >> Yep. So there's Greenfield, Sussex, Westbend, and Milwaukee. So again, it doesn't solve

081everything, but it's it can do some things. So um again but another way to provide a free option um we are again we talked about this last year the Samaritan fund. So this would be an individual who has a catastrophic health diagnosis. Um we pay a flat fee. An individual with that catastrophic health diagnosis um would apply for the Samaritan fund if they qualify. All of their health expenses are entirely free for the entire year for them and if they if it's that individual their dependence as well. So there is no out-of- pocket medical cost associated with it. We pay a flat fee upfront. Um why is that beneficial? I'll start with the employee. Why is it beneficial to the employee? Because it takes away any financial concern you have of I have to pay

082this deductible portion. I also have to pay 10% co insurance up to this max out of pocket. Like we're eliminating that. Um from the school district standpoint, um this is cheaper than the cost of healthcare. Um certainly our stop loss. So that 55,000 like you don't qualify because you need a knee replacement. You qualify because you have you're having open heart surgery today. You're having X Y and Z, right? You have this large need that's going to be happening. Um so we're again partnering with that. Last year we had two people on it. Um we already have uh two applications in um this year for people who have a diagnosis that's really severe. If I'm an employee who has a dependent who could qualify, the dependent um can move here. But if I as the

083employee have this, my entire if I'm a family plan, my entire family plan, my entire family goes with this. But a dependent is just a dependent move. But that same piece qualifies. They have to have a di catastrophic diagnosis. Um but we want to just take that peace of mind or provide employees with peace of mind. Um Garner I to say that we are uh like dominating Garner would probably be an understatement. Um, right now our ROI for what we actually pay for the service is about 36 to one. So like we're getting a reimbursement of $36 or our employees are to every dollar we're paying them. Um, uh, things like Garner will take our entire population. So we have 950 belly buttons on our health plan at any given moment. They're not going to

084say, "Well, you need to fund your HRA at 950 times$4,000 and give us, you know, $4 million or whatever have you to your health plan." They're going to say, "You know what? The average person's going to spend $1,000 or $900 or $800. So, $800 times $950. That's your reimbursement amount, right?" So, uh, for next year, um, Garner's going to have to increase that because they're going to go underwater on us this year. Um, we are using more HR reimbursement from Garner than we're actually paying them. Um and part of Garner's job or part of Garner's contract says that this is what we'll we say the HR reimbursement should be. If you exceed that, that's on us. Um so we will see an increase in Garner reimbursement because we have a ton of people using it

085and following that Garner pathway um and receiving um uh lots and lots of those uh the HR reimbursement. 98% of our people have created account. Um 66% of our of those 98% have actually used it and received a reimbursement. Um and several people have received multiple reimbursements. Um on the top, this is just through February. U we've provided $200,000 of reimbursement of our roughly $361,000 pot. And you'll see a small portion, 9.7,000 has been approved, but it is not paid. And that would go for an individual who's had something more severe that's already exceeded their reimbursement amount. So remember, we uh reimburse up to 4,000 on an individual, 8,000 on a family. So we have had some people who already exceeded that who have met again one of those larger health needs. Do >> you

086have any information about how long the turnaround in actuality is for people to receive their reimbursements? Um, it is so fast that I would prefer it to be longer because I often get confused of what I'm getting reimbursed for because I have not received that's not even it's real. >> Like you get it so fast that my bill comes like four or five weeks after I'm getting reimbured. >> Okay. >> And I don't like that because I like to match. But so now I have to go back and like figure it out. And we have had that complaint that it comes back too fast. I don't know how to slow it down because Garner's like their job is to kick those out. >> The other question is, >> is there a point at which there

087are too many things for people to have to keep track of? >> Um potentially. >> Yeah. >> Yep. >> How are we helping them keep track of all the things that they can should be doing? >> Amazing refrigerator. >> Yeah, we have refrigerator magnets. Um we are moving towards at least with the clinic um we're calling them did you knows and sending out a monthly update on the clinic. So um we're uh getting that format developed so that we can provide clinic information, clinic hours and then throw a blurb in the middle. So a nice easy one for June would be like reminder you can get your dependence physicals at the clinic like something like that. But some of these things will pop into those as well. Um, and we're looking at um providing something

088uh probably most likely near the copers and providing some sort of monthly update because everybody goes to the copier. So providing some sort of monthly update that's going to change there to keep healthcare in the front of people. Um, but we do have some evidence in talking with some other school districts, it takes two to three years to really get some really solid understanding from all of your staff about the health plan. Um, so you'll notice this year the only change um that we mentioned was the Freigher Fast Care. So now we're really only hitting this and then we're going to add that component to it. But again, if they don't use it, totally fine. Like that's it's not a big deal. But it is free for them. >> How does uh Gardner work with

089our direct contracts? I mean, if you're pulling Gardner, does it direct them to our direct contract >> or even the Saskare? Does it help? >> Yeah. So Garner is physicians only. So ATI is not physician. None of what you saw before is physician based other than MSH. Um, and so we encourage employees to contact our HR department who pushes that through to MOSH. And then that's how that particular piece works. U, but Garner is physician only. So you're not searching for a place for physical therapy. You're not searching for a diagnostic imaging location. You're searching for a physician if you're using Garner. So I I wouldn't say there's a direct correlation because they're not doing the same things. I'd say the patient advocate with the clinic too is another way like how do we get

090it out there? The traveling road show has become the norm. So we're going out in a couple weeks doing that. Um so that's getting all the information at the school level and answering questions. And then not to give away the secrets to Andy's upcoming slides, but some of the the the amount of people through the clinic has been high for just opening too. So that also is a positive because that advocates spending time talking about those partnerships and sitting next to them as they look at Garner to get them set up there. So I think it's just touch point that we didn't have a year ago. >> So the current state of our health, if we track it on a monthly basis, that's the like heart rhythm line you see in the blue just going

091up and down and up and down. Um this is through February of 2026. So we had some really good months in January and February, the red and the yellow line. So the red line is a straight 24-month trend. So if we just took total medical premiums, total medical costs and did a division problem. If we look at the 7030 trend, which is the yellow line, that's actually how a health plan would rate you. So, if we had a fully funded health plan, they're going to say, "We're going to put 70% of the weight on this current 12 months and 30% on the previous 12 months." So, our our 24 straight month is a little bit higher than our 24month 7030 trend. They're both edging towards 100%, but that simply means that we're collecting enough premiums

092to pay the bills today. the premiums we collect today would not pay the bills tomorrow because medical trend in Wisconsin is 8 to 10%. But we're getting closer, right? I mean, our lines have trended. If you look even a full year back, we were trending a good 10% above that line, which means we were really looking at about 20 to 25% increase in order to just break even. So, we are heading in the right direction. So, some of the pieces we've put in place are helping to start guide that back closer to 100, which is great. We want to get below 100 so that we can maintain long-term versus raising. Um, a couple of data points. 75.7% of our people spent less than $1,000 out of pocket. We had actually more people spending a thou

093less than a thousand last year. And then 85.6% of people spent less than 2,000 out of pocket. 97.1% the year before. Um, but again, we are seeing more Garner reimbursements. So the the what's represented here would include somebody who's getting a garner reimbursement because the first thing coming through UMR, our uh third party administrator is a cost to an employee. So that's a good thing. People going to the doctor is a good thing and that we want that, right? We want to avoid catastrophic issues and you don't avoid catastrophic issues by avoiding the doctor. You go to the doctor, you if you have markers, you get those taken care of or you moni monitor them and determine whether there's something that needs to be taken care of or something that's like a blip. Nothing to

094worry about long term. >> Want to clarify that that I heard you correctly. So, for example, when we say they spent less than $1,000 out of pocket, that does not include any garner money that they may have gotten back that we don't know. Correct. So, they spent $1,000 out of pocket, but they might have actually only been out 500. more likely they're out zero actually, but yes. >> Okay, >> that correct. >> I want to make sure I was hearing. Thank you. >> And does not include premium as well. Premium is never included in a direct out-of- pocket cost um from an employee. Um so zero health plan changes to employees from last year. We are adding the d so meaning deductible co insurance co-pays. We are adding our direct contract with Freighard fastare which

095again is an urgent care option. Our premium increases are going up by 10.2%. Employees will share the same 5% portion of that. So a new um uh employee a single sorry will see $59.31 premium increase for the year for about $5 a month. Family members will see about $134 per year or about $11.20 per month. One of the things that you won't see, but we will take on the road show, is if we were to cascade our $400,800 plan, which we had, our premiums next year would cost employees $5,500 on a family plan. So they are saving over $4,000 in premium alone, which way offsets if you're following the free path, which is clinic, which we'll talk about in a moment, Garner, ATI, like following those pieces outside of a emergency issue, you can have

096a free road to healthcare out of pocket and save $4,000 less in premium. Um employer cost increases. We are moving our stop loss to $150 to $1,000 threshold. Um we reviewed a whole bunch of metrics and this makes sense. Um and probably the one that um I ended up clinging to the most is healthcare in Wisconsin trends right about 8 to 10% somewhere in that particular region. Um we've been at 125,000 since implementing self-funded insurance. So, in theory, that 125,000 has gone up about $84,000 in cost, and our stop loss to equal dollar for dollar from when it started should be about $29,000 >> to get the same bang for buck. >> What's that saving on the premium doing that? >> Um, well, are we paying less premium than last year and still moving to

097150? No, we were looking at a 40% premium increase for stop-loss. So, one, we're going to change our stop-loss provider, which again, that means nothing to employees. like that's all behind the scenes. Um and we are moving to the 150 so that we're only paying slightly more premium than last year. Um but again that 150 should be less than if we stayed at 125 and paid the additional premium like all the calculations point to that will be less than staying at 125 and paying that additional premium even with a new vendor. Our garner HR reimbursement employees are utilizing this so we're adding more to the HRA. Um, and then our normal monthly fee increases that go with our thirdparty administrator, Garner RX, that you just pay on a month-to-month basis. Um, our wellness center. Yep.

098Sorry. Backing up. So, I know you went with the the premium increase, but what if you tweaked some changes in the healthcare have zero increase in premium? Is that possibility? I mean, I think it would be good to consistently tweak the plan so employees get used to that. as opposed to just the I mean did you think about the trade-off there or you just went to one? >> Our trade-off was actually taking a look at reducing deductible and reducing garner reimbursement. So a dollar for dollar um right now our plan year is not conducive to that because our plan year does not follow our deductible year. So there if you want to talk about employee communication this would have been like a real bugger to try to explain that. So, right now we're working on

099how do we align our deductible to our plan year so that those changes can be made a little bit more easily. But no, we in talking as an administrative team, we made some pretty large decisions last year on health that we didn't want to shuffle that or rock that boat again. Um because it really we're not looking at drastic increases in premium in general. Um we were already budgeting 10% so we're at 10.2. So that's again about 1716 more thousand dollars than we had originally budgeted. So we didn't feel the need to actually make that change and then ruffle that apple cart. If we were looking at something bigger, we probably would have looked at some potential plan changes. >> Well, I think 10% is pretty significant. So why wouldn't you have looked at some

100tweaking? I I think I just I thought I just explained that we thought last year we made some significant changes >> and not wanting to ruffle that again. >> It cost employees less though. They saved money. Everybody saved money last year because we went to the high deductible across the board. Correct. I >> I 100% agree with you. Although I don't think everybody views it as saving dollars, even though I'm 100% in that boat with you that their premium has gone down significantly. Most people look at 400 800 and then 5,000 10,000 and look at it's going to cost me drastically more because people don't think about most people don't think about the everyday. They think about the what if. >> So they are premium sensitive very sensitive to premium. >> No, as is evident

101by 80% of our population being willing to pay at that time $3,500 more in premium every year to save $1,600 in potential out-of- pocket cost. I guess what what direction are we going? Um always going to the premium increase or tweaking the plan, working with employees, coming up with new things. >> We're by doing nothing they think again, okay, everything's safe. But yet it has to be a constant tweaking and changing. So by just saying nothing, that's not being realistic with employees. We're working on driving utilization to the things that we have provided of value because those are cheaper and higher quality overall in general to try to steer that utilization to that here is how you get out-ofpocket health care free. And if we can do that, we can stabilize health care without having

102to change the plan and really without having to change premiums drastically on a year-to-year basis. >> We haven't seen that. agreed. >> I just I guess I seems to me that again employees need to get adjusted to tweaking plans. That's that's the >> I I think we talked a lot last year about >> a health and plan that doesn't get tweaked every year. >> I think we talked last year >> said retiree have to look every year. >> There is a lot of changes to this plan. I think we talked last year about the $400, $800 plan did not drive utilization at all because once I've spent my $400 as an individual, it doesn't matter what I do. I can do whatever I want. Like I can go to urgent care every day and it

103doesn't matter because I've already spent my $400. So that's where that significant change in deductible increase certainly started the utilization concept to employees like regardless of where they were. That was an eye openener and you have to now start thinking about it as a product and is it is this the right path? Is this the right path? Is this the right path? And which path should I take because now I have significant skin in the game. $400 is not significant skin and was not driving our health plan and was evidenced by 80% of our population willing to pay again over $3,500 more in premium to avoid $1,600 in cost potentially $1,600 in cost. Right? So that the math was not the math on how it should work was not working to every individual. So our

104change in health plan last year put everybody into one plan. Now there's no choice like it's this is your health plan and because it's a significant change like we can follow these free paths or you can continue to pay that but that's out of pocket. The more we can drive the utilization to the free path, the better our plan will operate year in and year out and minimal changes will have to take place in order to keep it functional. >> Do you think 10% increase in premiums is sustainable? Because that's been >> absolutely not. >> That's kind of what we've gotten every year. >> It is not sustainable, right? But last year was our first jump into really making some significant health changes and we've already seen some benefit to that and starting to see

105the curve of our long-term projections go down. Right now we've added the clinic during the course of this year and now we're going to see that get added to it long term. So our part of our projections and our 10.2% hold the clinic at a really modest projection even though I think we'll outpace that. Uh, but I'd rather be conservative on it than try to make it up in the back end. So, if we're conservative on it up front and we do better, great. Now, we're thinking long term and like how does that affect next year's rates? So, I would certainly not anticipate and I won't even start budgeting at 10% for next year. I don't know what it will be, but it will not be 10% when I start that in well, as soon

106as we vote on this one in October. So, >> so it won't be 10% next year. >> I'm not saying it won't be 10%. I'm saying I won't start at 10%. But if everybody here has a catastrophic injury and all a sudden we push everybody to the stop loss limit. Yeah, we're going way over 10%. Right? So typically what healthcare consultants do is they run upwards of 10,000 calculations on your entire population and they get the scatter graph out and they say this is where your your you know your stem and whisker plot that have your 25 25 and say this is where the vast majority of your spend is going to sit. These are outliers, so we're not that they can't happen, but they're really unlikely to happen. This is where the vast majority

107of the data shows it's going to happen. This is where we're going to set rates to make this work. If this happens, yeah, you're on the hook for it, but crazy small chance. If this happens, yeah, you're going to bank a lot of dollars in your healthcare premium, but really small chance to happen. This is what's going to happen. And that's where you sit on that kind of fiveyear continuum of you're going to have a good year, you're going to have bad year, you're going to have three really average years. Um and you hope that your bad your bad doesn't happen back to back >> and this was on the advice of the experts the consultants that were using >> correct this is thank you >> Mary >> I know at the last key communicators

108meeting I think we wrapped up with does do people have any ideas for improving health costs was that wasn't that one of the questions >> y >> did you get anything from that >> uh nothing of real substance truthly um >> as I love getting the the question and you know it felt like you were being asked. I don't know. People felt heard. I' I've heard from the community, you know, people like >> I I like it, but again, we didn't get a ton of great things. We might have a potential another direct partnership out of it. So, um we're kind of just in the fringes of navigating that. Um but nothing of any substance to share today because it's not even close enough. But, um potentially another one. Um couple of wellness center updates.

109So, we've been open two months. Um February 9th we open. So we have a truncated February. We have all of March. You'll see no April data. We don't get April data um until somewhere around the second week of uh May. Um but we have 106 total visits in March alone. We had 82 in February. So um continuing to go up one virtual visit. This gra uh this diagram right here shows where our population is attending those um times in March. So you can see at the beginning of the day and at the end of the day like no shock people are going before they go to work, people are going after. Not a ton in the middle. Um doesn't tell us a whole lot yet because we've only been open for two months. But in

110March we had 89 unique patients. So 89 different people came in. Um 70 of them were new. So 19 people that had visited in February came back in. 70 of those were new. Um 15 of those patients had more than one visit. So had come back. So maybe they had a blood test and they came back to have it checked out or maybe they had, you know, something they tried a medication and they're coming back just to see like what's just give me some feedback on it. >> Um yeah, go ahead. Sorry. >> Do you have any idea going forward um if the type of visit that we're seeing are going to more bene be more beneficial to our bottom line? In other words, if we're driving more primary care into our clinic versus acute

111care. >> We'll get there. uh services by month. This is probably my favorite one. Um so 360 services provided in March to our um 106 um uh visits. So 3.4 services per visit. What does that mean? So CPT code um used in the medical world. So if I go to the doctor and I am doing a normal doctor visit and I say my elbow hurts, I've been having headaches and I feel like I have acid reflux. I've now just provided three CPT codes to that physician to record. So what's happening on our visits? The average person is coming in and talking about 3.4 things that they have going on, which is really good because we want to solve things not one at a time. We want you to come in and talk about all the

112things that are happening because they might be related. They might not. Like the three that I gave you probably aren't related, but it's possible you're coming in with three things and those three things are related. And if we start working on all of them at the same time, we have a better chance of solving all of them because they're related. Or it simply might be like this medication for that and that medication for that don't work well. Or you have to take 1 AM, you have to take 1 PM. But if I don't have all that information and I tell you to take them both in the AM, they might have some counter thing and now I'm coming in with the fourth thing. I can't sleep. You know, something different. So, this is super awesome

113um that we have people coming in and just talking about what's going on and trying to solve the issues that are going on with them. Here's to your question right here. So, of our visits, 92 or 25% right now are labs, 21% are preventative, 21 are acute and talking about percentages, 18% are chronic care measurement, um 8.3 are biometric type of things. um mental behavior is 2% uh mental behavioral um is 2%. What we're really focused on long term is that chronic care management. So this will be something that we'll be tracking to determine like are we moving from acute, we should always have some acute because we're just going to be that type of place. Um but we really want that chronic care management. So if you're a diabetic or high blood pressure or

114cholesterol types of things like we want you coming in getting lab work, you know, as the physician requires it or says you should have it. But then are we taking our medication? How is that medication affecting those particular things that we have? And really working on that, right? Because adherence to medication is probably in the medical world is one of the largest issues of actual issues happening is I split my pill in half because then I can last twice as long or I just skip it every other day and hope it works. But um part of the reason why medication is free over there is if I have some adherence to it, I have a way greater chance of having never having a catastrophic issue happen. um our net promoter score uh large for us.

115Um so we are at an average net promoter score over the two months of 75 in March sorry of 77. Bless you. >> Um and March was 75. Anything over 50 is really positive for us. Um 100 is the max. Like that's everybody coming in and you know banging the drums and doing everything they can to promote the clinic. But 75 is a really good score. Um and then our the last portion that I have for you um when employees leave part of that nepromoter score um they're asked to take a survey. So actually one of the biggest pieces of feedback we've gotten is can that survey be emailed to us or can it be sent over phone. So um we've added the you can take it right here on a tablet and submit it

116or you can scan this QR code and you can take it on your phone. If you'd like it emailed we can do that too um so employees have better access to it. Um, so you'll see a couple of things in there. Appointment availability, provider expectations, and all of those are on a fivepoint scale. Anything on the fivepoint scale that's 4.5 or higher, you are trying to maintain. You're not trying to grow because it's really hard to get to that 4.5. If something's below 4.5, yep, we want to make sure that we can get to that 4.5 mark. But the biggest piece would be in the bottom right hand corner of that particular um piece where it says 100% of our March people said they would return for care. It was 98% in February. So, still

117at an incredibly high rate. And for us, that's the biggest thing that I look at is would you would you come back? Because if you're going to come back, you're willing to tell people that I had a positive experience. Even if you have a marginal experience, you're probably telling people, not telling people, you might come back, but you're probably not sharing it. But 100% of people returning for care is good because we want to get them and then we want to start catching other people along the way. Um, and so word of mouth, we're a gr it's grassroots and clinics and districts or clinics and workplaces have always been grassroots. Um, and we can promote it and we will promote it a lot, but a lot of it is you going back to the building

118you work in and saying, "Oh, I was at the clinic and they did X, Y, and Z. It was super great or they did X, Y, and Z and I got my medication right there. Super awesome." Right? And that's going to start drawing other people because they know you and they've had that positive experience to also then, yep, I'll give it a try. The final component, um, next year's, um, biometric screening will be a little bit different. So, biometric screening is actually going to have a six-month window from November 1st to April 30th. Um, that seems really large, except you are going to be in a targeted month. So, my birthday happens to be in December. I'm going to have to do my H in December. If I have a birthday not in November through

119April, we're just going to go on your sixth month um, date. So, if you have a June birthday, you're going to have to come in December as well. The biometric screening will move from just a finger prick and reading that to a full blood draw and blood panel. And then if you have a marker, so you have high cholesterol, some portion of high cholesterol, your blood sugars high, something like that, you will have to meet with the clinician. If you have a totally free like clean panel, then you're not going to have to. Um you can do that um through the app and they have the app has like a reporting tool that clinician can just say everything came back super great you're good to go. Uh but if you have a marker we're going

120to want you to meet with the clinician just to discuss like this is what the marker means and these are some options. If an employee chooses to do something with that, great. If they choose to do nothing with it, great. But now at least we know that they know. >> And that's for just employees or is that >> that will be just employees. We have not talked about I'm sorry, just employees on the health plan and spouses. We have not talked about employees who are not on the health plan who also go there. Um so I I I don't want to say anything about that, but is it possible that we provide that for them too? Yeah, it's possible. What's their incentive for doing biometric screening? I just get a little nervous about telling people

121they have to have a blood draw. >> Uh 12 well $600 for each individual on the health plan and less premium. We have people opt out of it now and pay that already. I think you know more and more organizations are going towards this biometric incentivization because my employer was giving me $2,000 just $1,000 just for getting the biometrics done. The federal government actually does allow you to increase premiums for people who have a bio like a biometric thing and choose to do nothing with it. Like if you have a biometric screening and are required to do X, Y, and Z for the screening regardless of what X, Y, and Z is not doing it allow. You could actually charge more premium that is under federal government regulations. We're not proposing we're proposing that add-on

122of the $600, but they could say instead of your 5% premium share, it can go all the way up to something like 10 times the premium share for other employees. So like there are significant penalties the government does allow you to do with the health plan because again not abiding by the health plan affects everybody else right and to Linda's point like how do we get people to use the health plan like we have to figure out how do we incentivize using the health plan and by not choosing to do that which again totally your prerogative I don't want to say it's not but you can choose whatever path you want but all of us spinning the same health wheel will helps get our health plan moving better than a portion of it and hoping

123everybody else doesn't cost the health plan a ton right there. No magic sauce. If it was, I would be long gone and I would be a trillionaire and have passed it on to everybody else, right? But, um, putting the health plan together and just trying to figure out as many pieces as we can to help incentivize really high quality health care so employees are healthy, employees are in front of our kids, and then how do we figure out how to manage it from a cost standpoint? All right. Thank you. >> Oh, I wanted to say so we got this RNR and our representative, she has a background in education. >> Yep. Michelle was a education beforehand. >> Did a little kind of spying. Um but I Yeah, I thought that was really a good match

124um and a good decision to have somebody with that background helping us navigate this. >> Yeah, I'm super impressed with our new team. uh way more so than I was with our previous team. So, very happy that that move came and happy with who we chose. >> Thank you. All right. Uh move on to the tuition waiver. Dr. Bennon, please. >> All right. So, we have a tuition waiver. A family asking to be able to enroll their students at the start of the year because the closing of their house will happen after that 9 period or within that 9 period. >> Yeah, it looks like like two days or something. Anyway, >> I move that we accept the tuition waiver as presented. >> Second. >> Motion was made by uh Dr. Beer, seconded by Dr.

125Khan. Any discussion? >> Information. >> Tuition waiver action my my sheet. Any motion was made and seconded. All in favor? >> I opposed. Motion carries. Thank you. Uh treasur's report is available in board docs library. Future agenda items. Franklin forward update number seven. Uh board of education meeting dates action. Ceremonial oath of office for newly elected board members. Board office board officers elections and swearing in district administrator self-evaluation of goals. Close session board self-evaluation discussion. 2627 student family handbook um buildings and grounds annual report capital improvement 10-year plan. Linda, I'm looking for a motion to adjourn the meeting. >> So moved. >> Second. >> Motion was made by Mrs. Wowski. How many meetings do you think it's been, Linda? >> I have not. >> Seconded by Mrs. Yank. All in favor? >> I opposed. Motion

126carries. We are adjourned at 7:406. >> I'd like us all to stand up to