001[Music] [Applause] [Music] [Applause] [Music] all right folks um good evening everyone we apologize that oh thank you we are a few minutes behind um in order to comply with section 2.2-37 of the code of virginia it's necessary for the board to certify that since the fairfax county school board convened a closed meeting on june 28 2022 to the best of each member's knowledge only public business matters lawfully exempted from open meeting requirements and only such business matters as were identified in the motion convening closed meeting were heard discussed or considered by the board during the closed meeting moved by miss omash seconded my miss corbin sanders all those in favor okay that is unanimous with all of us here um and we have one more motion that i'm waiting that is okay it's not working
002okay it's not ready it's ready yeah okay mr frisch do you have a motion uh the one from 606. um the one from 606. madam chair i move that the board authorized legal counsel to take all necessary steps to join in multi-district litigation number 29 13 pending against jewel labs inc on a contingency fee basis including the filing of a complaint in the in that litigation according to the terms and conditions discussed in closed session is our second second and minus corbett sanders all those in favor okay and that motion passes unanimously with those of us here excellent i also have a submitted written request for dr anderson to virtually attend today's work session all those in favor of approving okay that's approved miss corbett sanders yes good evening it is a great pleasure to
003be able to introduce the msaoc for their presentation of their annual report this group is an amazing group of people who have been very dedicated in meeting on a monthly basis unfortunately i was not able to meet at many of their meetings because of their uh virtual uh conduct of those meetings however i am forever grateful of the work that the msaoc did this year and continues to do on behalf of our students it is truly a brain trust that we are grateful we benefit greatly from thank you and let me provide introductions i apologize to uh mr bussey who is the staff liaison and our um chair george becerra and co-chair uh kenneth white uh we are forever grateful for your work and i don't have your name i'm sorry okay charlotte okay thank
004you and so with that i am going to hand it over to uh mr white and mr becerra well good evening everyone good evening chairman picarski uh other school board members and also dr brabrand uh as mentioned this is msaoc's annual report for the 28th year or either under the superintendent's realm or under his advisory committee msaoc for the public stands for minority student achievement oversight committee i'd like to thank introduce that you've done a little bit and also like to thank them for the work that they provided to assist in this to mr uh kenny white who represents lee district um mr dr sharonda farish uh is a chair in waiting so the way that the way it works out now is we have two co-chairs every year because this is a lot of
005work put on one person as you can imagine the topics that we'll deal with and she is an assistant principal james madison high school uh and then dr bussey as i like to say is the rockin foundation he was on um the first msaoc when it was under the superintendent's realm and he's been on all 28. uh but and with that said then i also like to um also to lay out what we're going to have here in the first slide as you see is our name and also our charge for this year that was approved by the board last year second slide and most important slide in my book is our members and you and you can see that uh we're full of of different different folks and we try to fill them up
006as best we can also with changes over the years of people volunteering with our group uh i'd like to present to a recognition for the members who are here if they could stand up i really would like that thank you and with that said if you're looking at a slide i don't want you to come out of here thinking that there's no superintendent's office let's say help on this we've been blessed by the boards the last two boards to have two representatives on the superintendent as liaisons dr sloan presidio as the chief academic officer and also uh the ceo at the beginning of the year it was dr lisa williams and interim now dr nardis king so that spot up there is a the superintendent has the option to choose someone else besides those two
007to be a voting member that's common with a lot of other advisory committees but obviously uh they that spot is not a voting member that's why it's blank um so with with that the first slide uh we laid out the second slide is with our membership other members i'd like to thank who i'm glad that they stood as dr henry as you know with uh many advisor committees there's not enough spots sometimes that we can fill up but we still have that passion right and still people you have public come in and they and they and they participate even though they might not have a title or name but i'd like to recognize dr henry from the college success program and also miss craig who is not here she might be virtually or public the
008public link so we don't know who's watching publicly for helping us out dr or ms craig is with uh a sixth grade teacher out of sten stenwood the stanwood or sternwood i'm sorry if i there's so many elementaries um and so i'd like to just to mention that also some recognition is the four subcommittees that we've had during the years in the conveners we call them conveners slash chairs um for the advanced academic program it was mr rob perez and mr edward osborne uh we've had closing achievement gap we've had dr ferris and dr henry uh we had for hiring teacher hiring retention ms kim and anabar and i apologize for what i mentioned miss anabar's name she's also part of this group here that the board voted on money-wise to add to underneath dr
009presidio or the chief academic officer to help out in other areas with academics and equity but at the same time be also another liaison to uh to msaoc so we do appreciate the money that has been put in uh to helping our resources another in the student discipline is mr bob shaw and miss pam simpkins and other folks um i'd like to help that on one thing that i've we've preached for the last decade is the collaborative effort of true data and uh we're probably one of the few committees that has a data person in that works with fcpa because our motto is we need to have the correct data so we can have good conclusion sound conclusions from the same data instead of us buying it or getting our own data or what have
010you out there so i'd like to thank mr uh manuel uh bonham uh he works with um also i think the chief academic office but he's been for a couple years so like i said we try to use the same data you have so you know where we're coming from and we know where you're coming from uh and also miss uh tabitha temple uh and miss henson for helping in the development of the final part of the report all gathering things up and and it's and and making it strong that it is um with with that said i'd like to uh me personally i would like to thank all the members for the last two years have given me the privilege uh to be here virtually or in person to present to you all in
011our reports this is really a good group of folks and i wouldn't be on for my 13th year if i thought i was wasting my time so some other recognitions miss karen corbett sanders doctors presidio uh and dr um king uh further a thousand percent effort you don't have to physically beat our meetings or virtually but we know where you stand for all the years of advocacy that you've done we understand as the budget chair where your priorities are do match with your what is on that budget paper so we do we we do know where you were at and we didn't have to see you always virtually um and also with the spirit of collaboration i'd like to thank the board uh for the efforts that you've given us the resources you've given us
012for including us and hiring the superintendent for every lt position in the last two years under your term that you've allowed us to be on those hiring panels i'd like to thank the board and dr bray brown of course for allowing that um and also for hearing our letters or our speeches or our positions or our stances at certain times of the year of what you're voting things or when you we thought you needed input with with that said i'll hand it over to the last two slides to my co-chair mr kenneth white good evening everyone again my name is kenneth white i represent the lead district under tamara darinette colfax as the school board member so for the last couple years as you all have the full report um the last few years we've
013been doing this report at a glance um we figure that's just a a good way to highlight the pertinent pertinent information of the report um so we have it broken down into six topics where we define the purpose as we define it we have our findings and then we have our recommendations or conclusions so i'll just spend a few minutes to go over the uh highlights of this report and then we'll open it up to you all's questions if that's that works so we have our six topics as george said like the four hallmarks that have always been there the aap program student discipline closing the achievement gap and the teacher hiring retention i mean that was kind of new and more recently we added the chief equity officer and the parent hesitancy is a
014direct product of the pandemic so that we'll start there with the parent hesitancy to say it fully is the parent hesitancy about returning students to school post pandemic parent hesitancy by itself could lend itself to many things but we we looked at that starting with the pandemic 10 000 students have or parents have taken students out of the fc ps system and basically we want to know why that number 10 000 is significant enough to warrant um our recommendation which would be a survey to just ask your parents why did they remove the students from the fcps system whether those students went to homeschooling or they went to private school we just figured it'd be good to know why that significant number um made the decision not to return to fcps once they went to
015in person learning a game the next topic our chief equity officer um when dr williams came on there were some in our opinion like missteps in the way that the position was put out there uh as far as the job duties were but then the job itself other um it got expanded way beyond what the the job description was so we think that uh we should hire a new ceo uh now basically or as soon as we can but re-evaluate the position so that one there's adequate staffing for that office so that she she or he has the support staff necessary to carry out the functions of that office and also reassign any unrelated offices from under the ceo while moving on to closing the achievement gap we know that there is a a gem
016in the college success program and with that we've seen that those students participating in the csp have outperformed the fcps cohorts in the english and math sols so as a committee we believe that you know if we if the ceo can increase the funding of the esa iii to expand to the csp participation and to centrally fund existing and new avid and eip the early identification program sites adjustment and fees increases to expand title 1 and school sites with student populations in the most need student discipline has been one of those that's been on the reports probably since dr bussey started but at least the last quarter century um unfortunately is one that's still on the report because there's some inequities that still need to be um addressed or corrected for example last year black
017and hispanic students were still nearly twice as much to be suspended than their asian and white counterparts for doing the same or similar um offenses so that's been on the report for like i said the last quarter century it needs to be addressed i know that um the cultural proficient training uh that's been rolled out is a great start but more is needed to focus on those suspensions and so the ecr team should provide intentional training starting next year for teachers and cultural competencies and understanding their own biases and dealing with classroom management issues and provide training the trainer sessions for school equity teams i'm moving on to the next topic of our teacher hiring and retention that there's a we feel that the system should not be so decentralized when it comes to um
018hiring teachers uh there there will need to be an online system that should be fully implemented with division-wise standards for hiring at the school level which would detail the norms and practices for screening questions interview protocols and panel compositions so without that there there's been a desperate impact on qualified black and brown applicants and lastly the advanced academic programs um we define that as you know address increase opportunity to learn for to learn for underrepresented groups currently not all elementary schools one of the things that we focus on when the subcommittees did the work not all elementary schools offer accelerated math and we found that the schools that offer accelerated math sets the students up to take algebra 1 in 7th or eighth grade and those students that take algebra one in those middle school
019years tend to go on and take more rigorous coursework in high school whether that be in the ap program or the ib program so there we say the ceo should ensure all elementary schools offer accelerated math and implement a continuum of service in middle or high school for the young scholars i see mr osborne perked up his young scholars is uh it's his thing so that's just uh a glance of at a glance or a highlight of something that was already condensed but with that i'll let my co-chair um say a few words and then we will open it up to questions oh yeah thanks for giving me an opportunity again uh i wanted to say a couple of remarks before we got uh to uh the q a portion that uh of all the
020questions you have uh first is to mr plattenberg i know he's not here today uh and it's just to just appreciate and congratulate his um his tireless efforts to help us out over the years in terms of being cooperative answering our questions hearing our advocacies hearing his points of view and then personally here hearing my thoughts i'd like to wish him wish him well as next adventure as the superintendent of the city of fairfax the next other remarks we'd like to have is for dr brabrand uh msaoc would like to also congratulate you and appreciate yourself for your years of service here at fcps uh for all your dedication and big heart in trying to make this a better educational system for all the children and staff who walk through at any sps school or
021facility i personally like to thank you for stepping up as an individual tutor and esl kids to change a career path from the corporate world to the world of bell to to the joining fcps community i know we may have not agreed 100 on all issues but i like what i like to tell folks is if i could agree with my elected officials 80 of the time then there's good work being done when people ask me for the first time what do you think of dr brabrand i say he has one of the biggest hearts that i have ever seen on a more person note i give him my own cliff hardison award which most people know here is corbett sanders i know you know and maybe some of the staff mr smith and some
022other folks is what he instilled what i saw as an advocate at first to have that big heart so that's what i see in you that's just my own right george buser recognition who would have thought in 2021 2012 when i met you sir when you came to msaoc presented into priority school initiatives with who else dr terry date who would have thought i've been in the presence of two superintendents again i just um i may say obviously wishes the best for you and your family on the next phase of your life so with that said i'll transition over to with our q and a portion and i guess the board rules is just whoever ha or you guys do that i got this george but thanks board as is our tradition board members will
023pose their questions they will have up to three minutes and response from the committee would be greatly appreciated we do have until seven o'clock this evening so very much appreciate if people don't need the full three minutes that'd be greatly appreciated so i have miss omega followed by mr frisch thank you uh thank you mr becerra and mr white for your diligence and of course for the entire committee who always does exceptional work um it was my privilege to work with you all not too long ago and it's i'm really proud to see where we've landed and you all always produce one of the best reports so this is really helpful i did want to ask just in terms of well for one i'm really happy to see the report card idea reflected i think
024that's an exciting start for tracking kind of where we are as a division so i wanted to ask overall in terms of trends that you're observing specific to fcps or more broadly right so the charge of kind of looking at post-pandemic impact where we've landed building trust in the community what maybe have you noticed overall if anything that stood out as particular opportunities for growth for fcps specifically uh as opposed to kind of general trends of obviously what's been happening in education the way we're going to work this we have different areas of obviously the work sure and i'll pass this over to doctor busey will handle reopening schools parent hesitancy we have dr farris with closing achievement gap and mr white with the other three sections aap uh student discipline higher tier teacher hiring
025retention and and and equity and i'd like to start off with dr busey if you can start with that and i'd like to chime in on that certainly um good evening uh it's my pleasure to respond to the question i think um as said earlier in our report there's a gem the college success program when we looked at the hard data and the students in the college success program are our client students in terms of minority student achievement that they're almost the same they outperform the the the participants and the college success programs outperform their cohort in every dimension in reading and math and an advanced academic program so if we can look for areas of growth we should be bringing that program up to scale there's evidence there's research evidence showing that the program
026works and that should be one of the starters for expanding opera not only closing the achievement gap but but expanding opportunities for students to have opportunities to learn so that would be the first thing expand the college success programs bring it up to scale i think we'd see payoffs in terms of closing the achievement gap and closing the opportunity gap in in that regard like to add to that miss umesh you had mentioned the trends or anything i think the one trend if you're not i think is nationally is obviously the inequities that has occurred prior and now it is more blown up since the pandemic and that's why our report has a section uh with equity we applaud dr reed dr brary brand working together which from my understanding on the annual work calendar
027the first work session is the education equity policy right on july 12th so that sets the tone of where this board is going in the new superintendent with the first thing on the agenda for a new superintendent and a new board as you work together uh that's that's what i would kind the answer where we're going with trends because that is the key is that equity piece that oversees every layer of our report that has transitioned probably in the last two three years right as nationally things it hasn't been closing achieving gap it's this or that now it's equity it encompasses everything right but perhaps i don't know if you can elaborate more specifically just in terms of outside of overall trends um specific i said areas of growth but perhaps if i just say
028points of weakness will be more clear that are particular to our division or perhaps there aren't ones that stood out but not that resonates quickly but at the same time in our report we do mention for a survey wide uh children had left right right now started the ten thousand drop down to two or three thousand maybe for reasons of the vaccine in the second semester but why that not distrust but maybe that connective piece wasn't there where parents felt that other options were better so that's kind of a long way around and saying let's see out of that survey data george can i answer that as well and one of the areas again going back to the college success programs we're going to the systems are moving ahead in terms of the science of
029reading and science of math clearly there's an initiative there there's a piece that's missing and that's the piece for example on the avid program what really works with students in terms of mindset executive functioning whatever and that's a critical piece that has to be part of this movement ahead on science and math using the the science of math and reading so that that and that's one of our recommendations and some people call it social emotional learning but it's all related to mindset executive function that's a critical piece and that's why we're asking for an expansion particularly for the avid program we could start off in title one schools but in addition to making those improvements in reading and math instruction we really cannot forget the fact that we have to work with students in terms
030of the executive function social emotional learning and also with respect to their mindset so that would be a critical i think that would be a critical piece moving forward in term in terms of that and and if you read our report we really dwell on that particular point in our report no beautifully said thank you dr busey i think um you know yeah boredom or lack of motivation or frustration feeling you can't learn are all things that can be changed and i really appreciate you highlighting that and i think even for my colleagues as we think about the science of reading and the work that we're doing to incorporate those pieces thank you so much for that um i want to pivot a little bit to you mentioned just now in your presentation uh as
031part partial components of reassigning related offices uh tasks or expanding the ceo staff team etc as ideas for restructuring obviously we're in a really unique moment where there's a huge opportunity for potential reorganization rethinking um as and i did notice in your report you had quite a few more so i just wanted to give you a chance to flush out a little bit further the broader vision of of how reorganization could look like um now that we have a big opportunity to actually do that and i know that my colleagues will be having conversations with our new superintendent uh in elevating what we'd like to see reflected right on the area of equity thank you for giving us the opportunity on answering your structural questions as dr bray brad knows is dr garza pryor and
032dr dale dr dominic it's the time for the new superintendent with the board to come in and what is what is that structure coming in and that's move things around connect different pieces here the chief academics office with the chief equity office if you look at the structure right now if you look at the fcps organizational chart the ceo has many components maybe that at first many years ago had good thoughts and good intentions but things need to get off that person's plate to deal with the true equity piece in our recommendation we had mentioned uh for example in a suggestion is tj dr braidman as you remember tj was never under the chief equity office it never existed it was under a region we're just saying look at that avenue to get off the
033equity piece because it was it could be handled somewhere else right i'm not we're not saying where you might have suggestions but to look at that piece other aspects is um uh to the hearings office that we mentioned in our report that it's uh rita verbatim uh to be moved under the superintendent's superintendent's office because he conducts discipline hearings and determines outcomes on behalf of the division superintendent also with the abundant office uh it should stay there that's one of their pieces they have right uh i'm trying to answer the question what to stay what not and what to keep plus with dr or mr white said earlier is the job description of the ceo when mr dr williams came in but what what the the job description the reality would occurred is there's more
034stuff put on her plate which is not on the job description you cannot if we don't even have education equity policy now how are we going to add to the plate of a person that deals with the calendar that deals with this because everyone has the buzzwords of equity but we have to be focused in on that and and it has to expand right and we have suggestions on fy 24 budgets uh given with uh uh dr reed coming in the way that she struck her north shore district you see they have four people in their equity office we have one a lot of people talk about scaling up i'm talking about a couple of thousands versus near 200 000 this our suggestions on reports say that so it is a good time it's also
035a good time to connect the ceo and c-o-c-a-o and c-e-o offices more collaboratively just because prior to dr williams it was dr duran and what was his title as most people know it was c-a-e-o at both spots so that's why it has to work together i don't know okay i know those were some but there are even more in the report so um yeah i just encourage my colleagues to elevate those i think as we have conversations with the next superintendent um which kind of brings me to the next point of wanting to make sure these recommendations not only go to her but that there is an initial conversation and i certainly would like to facilitate that if that's not already in the works or if has not if it has not occurred um we
036can follow up um to make sure that that happens um yeah and then just with my remaining time um there's a lot more to talk about here but i did want to just kind of pose what do you all need from us and what do you see to be you know critical gaps in in actualizing this work moving forward you come every year you give us brilliant ideas um i want to see them implemented but i'd like to hear from you all i'm going to reiterate i said nicely the educational equity plan policy that you guys are going to start started with the other day june 14th you started that july 12th you have it it looks like it will move forward and then implement it sometime in the in the near future i'm going
037to agree with the things that were mentioned on june 14th with ms karen corporate senator you ms omish uh you miss karen keys gomorrah of the aspect of an accountability system right on that equity lens on that matrix that uh mr karenke zamaru says in terms of the school board uh us election ms karen corbett sanders said to improving those metrics in the strategic plan to emphasize the importance we're in the time that we're in we're restructuring in the next year you will talk with the superintendent about a new strategic plan we have to have the ceo person in place to be at the table not after and it's a great time like you said it's a great opportunity because a lot of the lt members are new but then probably new hires to all
038the way to four years they've never done a strategic plan fcps so we need that person also hired when they start when you guys start that creation uh so that's what what we we need other things mentioned is expanding the ceo office uh again that's budget that's money but all the things that you mentioned your work session that were were thumbs up from us so that's the accountability system i didn't tell him to say it but that is exactly the motion that you all are seeing before you on that accountability system i'm just saying so look forward to everyone's support on that thank you thank you really quickly um dr fairs yeah something we talked about a lot was getting input from staff fcps you know our county and how they feel about these initiatives
039so i think that that would be awesome i don't know if we do it through a survey but it's something that we would love you know to hear their voice and see what they think is most important even hear their ideas on how we can move forward with some of this work thank you mr frisch thank you and thank you to the committee for all their hard work this year i want to talk about two of the recommendations uh first with recommendation b around the chief equity officer um it's interesting you tend to get the candidates you want based on the job prospects that you put out there so it makes perfect sense to me that if we want a top flight chief equity officer we need to advertise a position that attracts a top
040flight equity officer who understands that the intent of the board is to give them the authority to do their work so i appreciate that recommendation i also appreciate you describing dr reed's approach in her division did you all look at other school divisions by chance to see how they structure their offices and have any ideas based on that yes dr bussy i think had looked uh when we brought up the subject of education economic policy that you guys were talking about we did do their first brushes yeah we did right uh so i would defer to you sir but i uh and miss kim anabar that we work with that comes from the chief academic officer we're trying to be collaborative right we're trying to see where the system is going who are the players
041so yes we we did i don't know if you wanted to expand more than that no i think that's what we did but one of the things we did see is that there was a high turnover and chief equity officers uh in terms of we would look at a particular school district and then we go back a couple months later the person was gone um so that's i think that goes with the territory it's a tough job and whatever but we did look at other school districts times as well um how much of that is do you think is due to similar issues that we've we have necessarily with uh the structure of the chief equity officer's office and whether or not enough support is being put there for their work that's kind of a
042two-sided answer i could give because you know what this is a premier work area force right fcps right but at the same time there's there is collaborative efforts and starting there might not be the full bridging of things but they do see where that structure is individuals maybe departments but at the same time just the realities is dr king dr williams before had no full staff right they can ask for help from another group department but there's no one dedicated specialist assistant executive uh director helping that person so well and i would note that with the example given we're a much larger larger division and perhaps we could even use more support uh for the work i do appreciate the money and the budget that you guys have have uh uh uh put in so
043it's not like like i said it's it's steps one thing we like to come out of this is on the equity side of things this will be a maybe two year process here this is not going to happen overnight so we want to come in the next steps mr white is going to say is it will take us as a community to grow and we want to be part of the growth but we also don't expect it overnight well i i certainly appreciate that and look forward to having further conversations with the incoming superintendent uh and colleagues around budget priorities when when the time is right um turning to student discipline data uh or student discipline uh i think it's number d letter d um first i appreciate being provided with some data i don't
044think we've been given disciplined data since 2020. so this might be the first occasion where one of the advisory committees is getting the data that the board is not um we did was it in a bray brand briefing we received it in march but it was not disaggregated okay all right well that's good to know um on that front one of the issues that concerns me um that we've talked a bit about as a board is new law in virginia um mandatory reporting by principles i'm wondering if you all discussed any of that um in terms of ways to mitigate the impacts of that in addition to your recommendations around addressing the disparities sorry there it is um no actually we we did not discuss that that new law is part of the data that
045our subcommittees um gathered well i will be very interested to see the data next year um after it's been in enforce for you know i guess july 1st is the first day so i'll be interested to see that data and i'm sure the committee will as well um and you know even if it's not part of the charge hearing from you all throughout the year about ways that um you might be seeing other places uh you know grappling with such things that would be very apprecia very helpful to us i think no thank you for bringing that up uh make note of it and we will definitely keep our eye on that it's certainly part of our legislative agenda so hopefully we'll get that changed in the future i appreciate all your work on this
046and obviously all of uh the appointees here as well thank you for all of your work this year on this as well maybe if you can collaborate if you're talking about legislative agenda i'm assuming that's passed at the end of this calendar year so maybe if whatever day there is at the beginning maybe we can give some insights on that are going to make it timely with your legislative package as it goes to the general assembly so maybe that's that's a homework that we'll put down for a response time of maybe november by the time you pass it in december your legislative package mr basara we actually adopt our legislative package at the end of october beginning of november time frame so um if if you all could take a look at what you've seen
047thus far and have any sort of ideas ahead of time that would be greatly appreciated and mr frisch is an excellent lead on the legislative so i encourage you to speak with him uh miss cohen thank you i'm grateful to piggyback on mr frisch's comments i just met um last friday with uh the new captain over at the west springfield police department and i think just in in conversations with the police and also with our principals i think nobody knows exactly what this new law is going to look like in practice so i think there's also maybe a conversation that we could have about does this impact the mou you know what what how what training needs to happen with our sros because they're unclear um is it that the principal reports to them is
048this external filing that's done separate from the sro what does this look like so i i have i agree with carl grave concerns about what this looks like in practice and who it's most likely to hurt um so i would love any support we can get in helping um not have this turn into what i'm afraid it may turn into would be much appreciated um i also just wanted to ask in looking to expand the job description which i think is absolutely appropriate have you all looked at the job description and kind of um given like a draft look at what you think is missing and not missing in the job description are you talking about for the new ceo yeah sorry about that i didn't know there was a new job description out all
049i know was the c e e o if that will is replacing the ceo yes we have seen the ceo oh that's what i meant the ceo sorry the chief equity officer so i didn't i thought there was a new one but last one we it's yeah but i don't know there's a new one out no no i just didn't know if you all had things that you wanted to contribute to that job description since it's been living out there is there more that needs to happen with it sorry dr evie so uh miss cohen i know that we have mr smith here who is biting at the uh the bit to be able to update us on that and i would say that good after or good evening everyone i would say that we
050we haven't changed the ceo job description since uh we hired uh dr williams into the role and so uh we uh at this point don't have any intention of changing that job description and we'll be posting the job as soon as dr reed comes on board and having discussions with her dr reed will be looking at all positions and and slowly looking at our organization and determining if there will be any adjustments and new descriptions and adjustments and yes the ceo is one of those positions and she had begun to have some preliminary questions and discussions both with myself and with dr king and just learning as she has begun to have discussions with her senior leadership and what our roles and responsibilities are but she wants to take the time to thoughtfully learn and
051she wants to have discussions with the board and so she's going to be doing that over the next um you know once she transitions and gets here and so i know that she will thoughtfully review your report and um and will um be making some decisions and and and will much very much so want to hear your input on page five of our report we didn't mention those items at the same time when dr ivey had said uh i'd be remiss not to say that dr reed accepted our invitation in april to attend our and that was at first on june 9th but then they got moved back and obviously she's in the middle of flying and moving so and we appreciate that she made that commitment but in our report we do mention equity
052policy that that should be part of her job and not to waste equity audit that we haven't talked about and also the resources that we've talked a lot a lot about yes yeah i would just hope that before that gets advertised that dr bussey and msaoc would be consulted and okay yeah there are no advertisements on the horizon at this time were just business as usual and um but with equity as a focus with the equity policy on the agenda in the upcoming work session as was stated here so the work will continue as we you know work out what the positions will be and how they will be organized and dr reed will be here on thursday night where she will be sworn in and i'm sure that she will interact with each of
053our advisory committees as well as with the board going forward i know that prior to a work session we actually have a board retreat miss cohen um i'm so grateful that you highlighted um the eip program and avid i will say i have a child who i went through avid and i i now have a child who's interested in going to college so i'm an awfully big fan and just getting to go the eip graduation we didn't get to go this year it was a meeting night but going last year i would like us to figure out how to utilize that program to grow it but also maybe to better utilize it in the grow your own like come back to fcps because these kids are amazing and the stories that they can tell um
054are hopefully future graduates so i'm really hoping i know that it's an amazing program run by amazing people i know coven was really tough and they persevered but i'd really love to see us get involved in in increasing that considerably um and ensuring i i will say i did not know that we didn't have ivan m avid in all of our title one school so definitely um a passion project for us over here that will be very happy to help with seeing how that can be done i also just really quickly wanted to touch on accelerated math i know that you have heard from this board time and time again over this year the advocacy for making sure that that happens in every single one of our schools it was part and parcel of the
055conversations that we had about tj so that is an expectation of this board and we will continue to work with you to make sure that that happens thank you miss cohen uh miss keys gemara yes thank you everyone i know that it truly takes a village and you guys have created that for us and it's much much appreciated thank you for this comprehensive report you guys always bring us really good information and i always hope that it is a springboard to action and we've made some progress but certainly can do much better i would like to talk a little bit about um the equity issue and the change of law with respect to discipline i am actually wondering and i didn't get a chance this just occurred to me while we were sitting here thank
056you mr basara for bringing up a couple of things that i've been uh talking about with respect to you know the equity matrix and how we look at and and audit and that sort of thing so that we're actually uh having some self-reflection in this area but with respect to this new law being implemented i'm wondering if perhaps you see a role for yourselves to help us to keep an eye on where this is having an impact did you receive first of all disaggregated data on where those higher discipline numbers were in which schools oh yeah we did get disaggregated day but not by school um so we're able to do it by by race and by category of uh either referrals or suspension but we don't have it by school um we do have
057a gym on our committee uh mr bonham uh he works well us in terms of that kind of data so looking forward that's we could request that and do some analysis in terms of that but again we really use off-the-shelf data public data but in some cases we do have to get very specific have it at school level to be able to identify whether or not there's a trend certain types of schools certain areas and so forth i guess what i'm looking for is more real-time action right we we have some changes coming and um we already have disproportionality in our discipline and this could make it worse so i'm wondering if there's a partnership possibly here and i see a hand over here so maybe dr bray brown just a quick ques just a
058quick uh nugget is that the general assembly passes effective july 1. so what we really need to do is get the committee dr boyd and some of her team and we need to track those first few months i know karen said late october late october early november when you do your legislative we could have two or three months of trend data to see if we're seeing spikes where we're seeing them to be able to inform i also know and i don't think our division council is here today but he has been working closely with the county and has some legal analysis for the board to look at that he is planning for the board to look at if he hasn't sent it your way and i did have a brief sort of exit interview transition
059discussion with steve disconnell the commonwealth attorney and he's really deeply concerned about this new law and looking into it so i think there's some county coordination that we can do too but the first couple of months we can put our eye on the ball uh work with msaoc and bring some recommendations before you sign off on your legislative package and i'll make dr reed aware as well so there's one more layer i want to mention while i have your attention that is that if we are able to see schools where we're having higher numbers that is where we should put our professional development i think so you know in terms i know we have cultural competency etc training and that sort of thing but you know we should be able to do this in real
060time we should be able to identify where those problems are and we should be able to respond when we see a problem even developing is my hope so um you know i look forward to that uh type of um coordination and and partnership um i i too want to put in a plug or just thank you for mentioning avid i've gone to a number of their celebrations i actually think avid should be available to everybody in every high school um you know uh it's just the the level of support that a student can feel and be nurtured into understanding their potential is what i think we are really about and so i look forward to that being in the budget so um i want to talk a little bit about the accelerated math programs and
061whether you were able to look specifically at title 1 schools and their accelerated math programs yeah oops so yeah we did in fact uh in in our report i think it's on page 11 on in our report we we did identify some of the title one schools that don't have any accelerated math so that's in that report so again i would have to refer you i don't know if you have the page number but if you look in our full report we do identify those schools that with the number of schools i have the full accelerated program the ones that have partial the ones that don't have any and you'll see that many of the title one schools do not so and the schools are listed in our report page 15. yes miss uh keith
062gamara to your previous question i think you have our commitment that's also something we've also on the previous question also with skipped that we've been on since 2013 12 13 um that the student discipline obviously this school the prison pipeline we do have uh fcp fcpd there plus also the juvenile detention with bob burnham i think it's mr thompson now the new and so yes you do have our commitment maybe that's something we can also bridge it up to the skipped with mrs tolen to look at looking maybe i have complete data but something on the radar at least i just want to make sure the board hears about it but thank you i know my time is up yes thank you miss keys goodbye miss tollen followed by miss seismer heiser and miss mccarsey
063will have the last word we did start 10 minutes late so if we could end within the next 10 minutes i would appreciate it ms tolen thank you thank you very much for this great work and i really appreciate the strategic view of you know uh organization etc to try to to get at some of the um issues that we're dealing with here um having said that though i i appreciate the the comments that my colleagues have had and i won't repeat them during the late hour and i have a very specific question i'm curious about the um cultural competency training um you know that we have started with our staff and um i've had um i've been able to participate in several of the modules um you know i the ones that i did
064i thought were pretty good i'm curious if you've been able to watch those if you think that there are additional modules or things that need to be improved you know i'm just curious under your student discipline if you think that um you know where we need to go with that no we we have not watched them maybe kimberly from our committee has because she's staff and yeah i know she had to we we have watched them and i think that we are making steps in the right direction and we talked as a committee a lot about our trainings and how you know we feel as though we just need more and we know that takes time and we know it takes resources and so you know i think that um that's what we are i
065think that we're starting somewhere and we see it but we feel as though we we still need more and we we don't want it to kind of i don't want to say we don't want to start to slide back right we want to keep it moving forward got it okay and you've got this great person here who created the modules right so exactly um if broadening and the next step with that thank you now i appreciate that thank you again for your work and i too am a huge fan of avid i'll just throw that in there and young scholars so look forward to continue to work on that and i appreciate uh mr pacer your comments around skipped and how we need to big picture collaborate on all of this thank you miss tolan
066miss seismer heiser thank you and first i just want to thank you um for this this really wonderful report it's very easy to digest it's very um analytical honestly like i'm not you know just blown smoke like it's really really helpful right like i i read this and i was like this is just even the way you do the charts like you sorry i can't tell the masterpiece looking like like is she like really being real here so i don't want to use up my time saying that but i just wanted to thank you it's it's very very helpful the way this report has been written and analyzed and the data behind it um i'm not gonna repeat what my um colleague said i too really very much appreciate the avid comments i do think
067that's a wonderful program i do know dr um presidio's and he's not here had in a conversation i had with him around strategy oh sorry he's there and mentioned looking at our advisory programs and trying to take a little bit of that college prep stuff that we do and avid and putting in our advisory classes so every student has access to it so i think not that it replaces avid and i fully support expanding avid but there's i do like the fact that i think we're looking at other ways to get some of these for a lot of our students who may get missed being identified in these programs uh one thing i just wanted to mention you had mentioned using maybe s or funds to expand avid and i guess the question is when
068since esser funds are not recurring funds um that may provide an issue in terms of um you know keeping the programs going but i i love the idea and i want to try to find recurring funds so that way we don't run into having to not having the funds to continue programs that we've expanded um accelerated math i need to be everywhere and the discipline i was curious with you know with this the um with the new state law have you looked at our esbar codes and these are the codes of discipline codes that the state sends down that codes certain actions as certain types of um violations and whether there's any flexibility under sbar codes to code things based on the age of the student in the same way in criminal law there is
069no intent if you're under seven for example and things like that and i say that because there's certain behaviors that um under our sbar codes and i know dr boyd and i've talked about this extensively um are coded as assault and battery even for kindergarteners and first graders which can have some pretty serious consequences given this new state law and so it's something i'm trying to talk to our staff about but i'm just wondering if you all had looked at the specific coding and flexibility in coding behaviors for a variety of reasons i i think me and dr bussey can ping and pong on this one but over the years we have looked at the different codes they do change and how it uh it reflects the imbalances and the equities of those definitions and
070dr b uh has that's part of the data we do get also to help with the connections we have with escape with uh the offices that that we've met over there but dr busey if you want yeah i i think the biggest problem with the codes are the intent is good from the state but i think folks going to need a lot more training and understanding deciphering they're going to need a personal lawyer actually in in terms of that and so i think that should be part of the training to have a better understanding about the codes how to apply it maybe some case studies in terms of when it's appropriate to use this particular code or the other i think that's the issue getting more grounded in terms of that the intent is good
071i i think the state has did a pretty good job but it um you can drive the queen mary through that some of the some of the things in the code so that's that's uh yeah and i think if you talk to some of the people in school i think you you get a better perspective about that i don't mean to put you on the spot on that i just i bring this up because with the new state law as we're looking at our legislative package and looking for your valuable input on that legislative package i think this may be something to look at because if we are now mandating reporting and if we have limited s-bar codes or right now our principles are using certain espar codes like assault and battery for students with
072disabilities who may not have the intent for young students you know that creates a you know a principal may not they don't have a choice there so what do we have to say this is a seven year old this is this type of behavior this is a coding and that would be just helpful for if you all have thoughts on that i have many more but i'll leave it there that was my biggest concerns thank you thank you so much miss seismer heiser um with that it is 7 10. you put your card down are you back on i did have you and then you put your card down miss picarski i'll be quick thank you i do just wanted to say thank you like um ms eisenheiser said the ease of this report to
073digest the information i mean this was this was great we were sidebaring about how this is really a model um to be used it really was excellent thank you and to see so many people here from the committee i think really speaks to the um great time that and commitment that you all have put into uh the work that you do here i think you've hit very systematically and analytically some of the big ticket items that we are still um you know we need to see improvement in and you know with our new hr director um and i know dr reed having spoken to her extensively has some new ideas that she would like to bring in that hit i think some of your recommendations so um i'm excited for for her to come and
074and um discuss those and see how we can put into practice to continue this work it's coming you know we i think we've done a lot but it's um you know still plenty of work to be done i was surprised to see that we still have schools that are not offering accelerated maps i don't know if staff would has anything to say about that if it's now if it's not right now um i would like to to get some follow-up because i honestly i was surprised and i still see that one of those is mine so i am um very personally interested in that um for you know many obvious reasons i do hope that we get to the with the goal reports that we had to skip unfortunately because i think there was a
075lot of information that you have put in here but that requires some more conversation with the board around the hiring and retention issues that we are still facing so i'm hoping that we will have the opportunity to reschedule that and dive into it a little bit um and i just thank you thank you for all your time this was uh it's always excellent but this year was it really was a great yes a great report so thank you so with that we've concluded your time this evening but i too want to echo the comments of all of my colleagues the thoughtfulness the analysis and the proactive clear and concise recommendations are greatly appreciated i know that dr reed will be reviewing your report i am sure that she will want to meet with you all
076and george i think this is your last year as the chair is that correct well we want you to stick around but your work we cannot let you go without first saying thank you for your years of service and your leadership in really improving the um raising the bar so you're raising the bar not only for msaoc but raising the bar for all of our advisory committees and that's greatly appreciated so thank you and thank you for referencing my dear friend cliff hardison [Music] so ladies and gentlemen we are going to just take a brief moment so that we can have the student health advisory committee annual report presenters come to the table [Music] we're actually at the table [Music] can you hear us [Music] maybe they're taking a break they're looking for us right
077now and what's on their screening it's not us no i guess not ah yay so i was going to share the slides i think you guys made me a host so that i could do this the slide deck hello [Music] folks if you can please take your seats we still have two more presentations [Music] what's up all right everybody our our team is actually uh virtual so we're ready to get started as soon as board members take their seats [Music] thank you sounds good yeah you just let me know [Music] oh we have seven okay perfect we can get started um so next we are gonna have the student health advisory committee report as you all know this is actually one of the committees specified in virginia code um so i do want to start
078by thanking our co-chairs phyllis payne uh and brenda sylvia torma who have been working really hard over the past year and of course leah who's been our staff liaison to the committee uh and then finally just reminding colleagues that we charged the committee uh to look at student anxiety and to focus on that over the year specifically looking at models of how to promote mental health for staff students and caregivers so without further ado uh phyllis and brenda it's great to see you both uh go ahead and thank you for joining us thank you yes thank you um so somebody will be advancing our slides correct i will all right okay wonderful well my name is brenda i'm the representative from fairfax city uh school board um and we are pleased to share with you
079our our years worth of work um i wanted to we wanted to also thank mike axler bethany gamers and helen canapa for being available to provide support this evening um since our staff liaison leah is on leave today next slide [Music] did you want this one uh the next slide [Music] um i'm still only seeing oh there we go okay so thank you um so as you guys know the committee consists of a broad-based community representation including parents students health professionals and educators and we assist with the development of health policy in the school division and evaluation of status of school health health education the school environment and health services and our committee is guided by evidence-based public health research and making decisions about school health next slide so these are just a listing of
080our members you can find this on the shock webpage on fcps's website um but this just gives you an idea of the number of people that are involved in our committee next slide [Music] okay so as abraham mentioned our focus is on student anxiety and we did look for schools modeling approaches that are helping students flourish and that's a key word by promoting mental health for staff students and caregivers we recognize that fcps staff onshock needed to focus their attention on the pandemic so shaq addressed the needs of staff students in the community that were either created or exacerbated by the pandemic and at times we felt compelled to act quickly to advocate for or support covid19 mitigation strategies provide reassurance to parents and community members and advocate to immediately support teachers and staff members
081other staff so that they would be better able to serve our students needs we had two extra meetings in response to covert 19 transmission concerns the first one was in august before school started and the second one was in january next slide try again [Music] did it advance there we go okay um shaq's first ever emergency meeting was held in august the week before school started uh with the discussion of um returning to school and real-time plans we are concerned about the emerging threat from delta and the rising case counts and um so in order to prepare for this meeting the shock members listened to community members we reviewed messages posted on fcps facebook discussion groups and other public forums we researched evidence-based research information and we summarized latest case and vaccination statistics and shared
082back base information um from two government um publications which you see right there we included the link so that you guys will be able to access that really very uh easily next slide so this is a really great uh visual that phyllis found um the swiss cheese respiratory virus pandemic defense so we were wanting to discuss ways to ensure that students and staff parents as well felt safe about meal time in school that was the biggest concern that we had heard about so we focused um the on the two guidance documents recommended obtaining six feet of distance during meal times and they also recommended moving mealtimes outdoors when safe and feasible and so our brainstorming session included discussions about using outdoor space eating in classrooms perhaps measures to reduce the number of students eating together
083in c in the cafeteria in other challenges and concerns next slide so we met for 90 minutes that day and all voting members who are present approve the the motion that you see here um the information um about our correspondence to fairfax county public school leadership in fairfax city including our background report and the approved motion all of that information is included in appendix a of our final report and so what you'll see here is is we wanted to make sure that you know utilizing outdoor space as a first choice um to alleviate indoor capacity and aiming for 25 reduction of student body in the cafeteria by utilizing alternative spaces and maximizing distance between people when eating indoors that was the approved motion that we came up with next slide in addition in january of
0842022 um we created we worked with several uh two other um advisory boards um the arlington public schools school health advisory board as well as alexandria city public schools medical consultant and this is when january if you remember omicron was surging we had extremely high rates of permitted case transmission and so we were responding to an effort that was made to remove mass mandates and so we created a joint letter so we work with other other areas to to share our concern and to reinforce the idea that that masks were helpful as a part of as you saw this was cheese it was another layer of intervention next slide so our framework we we decided um that we wanted to use the framework of positive psychology which is the study and promotion of wellness rather
085than a focus on aims um in october the committee welcomed stacy samara she's a well-known positive psychology speaker and a licensed uh social worker she presented about positive psychology so that we would have a better framework a better understanding of the of the field so that we could then apply it to our work for the year so she discussed several things and all of this information in detail is included in our final report uh in appendix b i just want to briefly go over this um in being mindful of time but um she talked about martin siliman's karma model which helps people flourish and provide greater resilience when challenges occur she uh also mentioned in 2001 dr barbara fredrickson who's known as the mother of positive psychology she developed the broadened and built theory of
086positive emotions and the idea is is people well before this theory being developed positive emotions had only been thought of as they didn't have any value beyond the temporary meaning of happiness of pleasure so she her research noted that positive emotions expand cognition and behavior which um results in an expanded visual field which increases creativity and wider consideration of options and in other words it's better able to see the big picture um and then the build component suggests that positive emotions over time increase resilience and can positively impact biological growth in 2005 she developed a positivity ratio after conducting a study in which she examined individuals couples and teens she compared the ratio of positive and negative emotions and their impact on functioning and mental health and it was found that um a rate of
087three positive to one negative was associated with flourishing um a person being in the state of flourishing whereas a ratio of two positive to one negative was languishing and a positive and a ratio of um one to one was associated with poor mental health so that was an important component and you can read more about this in the in the final report next slide so as we said we did focus on student anxiety and we specifically included flourish um because it does align with the framework of positive psychology we also decided to focus our efforts on identifying existing approaches that are working in one school and expand either the scope or spread of those effective ideas and this was partially influenced by what we had what had worked in our previous efforts such as increasing
088middle school recess um and also partially because the resource limitations that we all had due to coven there was a limited bandwidth for policy changes and committee members were on the front lines of this pandemic and there was lots of urgent needs that needed to be addressed next slide um what we did was we also heard from a variety of of people in our community that gave us a broader and a bigger knowledge base um and bethany demers who was on the call today she shared information about community collaborations and the multi-tiered system of support that fcps utilizes to support student mental health and wellness mike owen you may know his name he's the co-founder of the positivity project which of course fcps partners with with their program to equip educators with resources training and
089strategies to teach students positive psychology's 24 character strengths its focus is on boosting an individual's unique five signature strengths and ava belmont is the president of the our minds matter teen advisory council the group is in almost every fcps high school and fcps is also piloting this program in some of the middle schools and just in case you're not familiar with them their website states that they pursue justice equity diversity and inclusion um and that it's a moral imperative for our minds matter and integral to our work of empowering students to improve their overall school culture around mental health so that no teen dies by suicide so last but not least we heard from maria genova and she shared social and emotional learning information with us and i'm going to pass it on to phyllis
090and she'll take take the rest of the presentation for us hi everyone um so our presentation from stacy samara on positive psychology ended with this poem um about the air mask and and that's when stories about classrooms um began um teachers were overwhelmed losing planning time and filling in for colleagues who were out with coveted uh substitute shortages were high teachers were on all the time um and not getting any breaks during the day so we shifted our focus a little bit to the teachers because we felt like if they if if we wanted to address student anxiety the teachers really needed to be coming from a good place themselves next slide [Music] um so you really can't pour from an empty pitcher and so we talked about just little things uh stacy had some
091guidance for us and for the principals who are in our committee we have three principles um one from each of the principals associations so little things that you could do having plants in the room fish listening to music during down time taking breaks with the students and and next slide please so as a result of that conversation we decided to reach out to the principal's associations through our representatives um to see what what existing ideas principles had in place what they were doing currently to help their staff and their teachers um and then we hoped that by encouraging that conversation between the principals in the association that they would um literally generate ideas for each other and pick up on those things um we also reached out to um beth ikes who was the chair
092of the human the hrac and some of the other teachers that are on that committee to find out what they thought of the ideas once the principles reported back to us next slide and so uh we had this extensive list of ideas of what principles in fcps schools were doing to address staff stress and help teachers and other staff members in the building and the full list is in our report this is just um a graphic that brenda did with some of the to highlight some of the top ideas um once we had examined the list and highlighted sort of shaq committee favorites and ideas that aligned with the evidence-based framework that we were using the ones that could be the most effective reduction in meeting times in frequency regular appreciation and expression of gratitude
093implementing self-care and wellness activities and wellness checks 10-minute breaks during the class time that would be helpful to both teachers and students to take a brain break and connect with one another um the teachers reported that the some of the principals had hired classroom monitors that were extremely helpful when because of the shortage of the substitute teachers and a lot of those turned out to be sort of former parent volunteers who are now coming in to do what they could to support um you know to provide support because of the substitute shortage um we as a team we're reaching out to friends and colleagues to encourage them to sign up to become substitutes and some of our shaq committee members actually signed up and became substitutes in the schools the other key point is that
094you know feeling like you have more control really helps drive well-being and performance next slide we also reached out to the new school of northern virginia to learn more about their approach to wellness and their wellness coordinator also uses positive psychology and highlighted three ideas that would work well in fcps um counter factual gratitude for teachers so asking students and parents to think about what would not happen if this teacher weren't in my life and sort of the it's a wonderful life model um he also thought a growth letter framed with the signature strengths for the kids who were at the positivity project schools so how did my how did i use my strengths this year just to make sure that it's the kids aren't just learning about 24 character strengths and not recognizing uh
095we don't all need to have all of those right it's about really focusing on your top five um and then uh the whole child and having college counselors really emphasize the opportunities at a wide variety of schools rather than just the narrow band of very competitive colleges that next slide okay so this is actually a little audience participation segment and i'm going to ask all of you i guess we don't have a chat so um maybe just shout out i want you to try to remember all of the red things that you see in this illustration and in a minute i'm going to ask you to impress your colleagues with how good your memory is don't write them down no cheating this is all about just trying to remember the red items so take a
096look focus on the red items so that you can remember them in a minute [Music] okay is everybody ready how many blue items do you remember i wish i could hear you guys i'm hoping that uh there's some response there how many blue items do you remember phyllis we can still see the slide so i don't know if you want to oh crap how many blue items do you remember okay so that would have worked better had i advanced the slide at the right time but the point of this is that it's just to illustrate how priming influences our focus and our thoughts um so initially we're primed to look for and notice those red items um and so what does that do to us during the day advance this live please um so what
097it does is what we focus on you know something and then that's what we remember and that's what we think about at the end of the day and so on and so there's research that shows that people who are asked to to write down three good things about their day are actually um happier at the end of you know they have they score higher on happiness scales at the end of 30 days and even months later so um the practice of writing down three good things about your day um help you know you're thinking about it all day long like what are the three you know you're you're looking for good things and they can be small things like i saw a hummingbird today i laughed with a friend um this cup of coffee i'm
098enjoying and so on um so as an aside if you are sleep deprived you are more likely to remember negative things um so that is one more example of why sleep is so important uh so anyway i wanna just give you a few practical ideas that you can share with community members students um friends because i think uh we've all had a stressful you know few years and so anything we can do to increase the positivity and happiness is a good thing help us flourish so that the next time a stressful event comes along we're in a better position to deal with it so there's an app that's free good it's called like three good things um i personally like the paper version and i also um you can start at the dinner table just
099talking about what good things happen to you today or we we used to do highs and lows and you'd want to have three good for every negative um so relaxation and mindfulness activities can you know like drawing in the sand i got to savor some chocolate today or smell the roses those all count uh q-tip is about um it's a literal q-tip that some teachers actually use they'll put the q-tip on their students desks to remind them to counter the three p's of pessimism setbacks are personal pervasive and permanent so the idea behind the q-tip is quit taking it personally quit thinking it's permanent and pervasive looking forward is really good for us your brain sequence secretes dopamine when you look forward to something so just having something to look forward to um helping people
100identify their interests and their hobbies um things that fully engage you you know and help with the flow it's um so these are writing workshop ideas next slide um we should be reinforcing perseverance we all work harder when we're praised for our effort rather than just you're so smart um but it's also helpful to help people recognize their achievements um and if they unders if we human beings feel that we've um obtained achievements then that can help counteract negative thinking and those achievements should be specific measurable achievable realistic and timely so they can be small also like cooking a new dish learning a new yoga move what you know whatever your hobby might be next slide so um we support establishing wellness and social emotional learning as division priorities um you can see these are
101this is the list of recommendations we really didn't set out again as brenda said to develop big policy changes this year we hadn't received the response to the previous year's recommendations yet there was just our team this was really we had a lot of people who were either working in hospitals working at the county level uh um dealing with covid on at one level or another next slide we also recognize the importance of including the student voice when preparing our recommendations for the school board we have a student rep who's fabulous but this year we also had the good fortune to get to hear from several other student-led organizations um the fcps student-led mental health working group abrar has been mentoring them and they shared their considerable amount of work and suggestions with us and
102i know they've already shared them with you as well so we really appreciated hearing from them the mclean high school students epinephrine injector and allergy awareness group they also brought some amazing ideas and mclean high school is going to be piloting a program to recognize allergic reactions and know how to respond appropriately including training students in epinephrine injector usage and they're i think they're planning to have the training take place during their advisory period using also using online training module fcps staff currently complete each school year so that was really such an impressive group and their ideas it's very exciting for us to hear their ideas next slide please we also wanted to let the lgbtq students know that we value that they are valued members of our community uh lgbtq youth are not inherently
103prone to suicide risk because of their sexual orientation or gender identity but rather placed at a higher risk because of how they're mistreated and stigmatized in society so we felt it was very important to make this statement this year next slide please this is our proposed charge for next year and i just wanted to uh also note that we we received the staff's response to our 2020 our 2020 to 2021 um recommendations in april and so we really haven't had time to review them together as a committee um so we're planning to review the responses as part of our work in september and then this would be um you know where we would pick up um yeah after that thank you for your presence and then next next slide i think oh sorry i thought
104that was lost go ahead yeah this is one these were our zoom meeting anxiety reducers that we wanted to introduce you to and that's it thanks phyllis and brenda all right so we can go ahead and get started with comments uh we have ms tolan followed by ms keys gamora yes thank you for the report i appreciate all the work that your committee did on this and i really appreciate the focus on staff as well as students and staff well-being and i really liked the list the very specific list very long list that you included in your report of various things that are being done around the county to help staff and so i guess it's a public report so i don't necessarily have to ask permission but i will be sharing it with um
105i have a pta group in drainsville that meets regularly and they're always looking for ways to help the staff so we would love for all of you to share it as in as many places as possible really as widely as possible yeah yeah and we did you know the highlights actually indicate the things that um shack members um or the teachers that we talked to or you know found to be particularly um special or important no it sounded like you did a lot of research and even talking to some of the private schools and finding out what they were doing as well so i appreciated that so i will definitely be sharing that um you know with with the pta leaders in my schools because they're always looking for ideas so thank you so much
106um one other question that i had oh i looking at your charge i read the first sentence and i was thinking more broadly technology and maybe social media but then when i read the second sentence i just want to clarify it looks like you're very focused on the use of technology in our classrooms or in our schools and what the health impacts are of that can you just clarify that for me we do want to go beyond that so and we actually were working um it's funny because we revised so we had a narrower charge and when we brought it to the committee we realized we didn't really want it to be that narrow we don't want it to only be how the use in the classroom affects their wellness right because there could be
107out of school and out of classroom bullying for example or you know even um maybe like eating disorders we're here we're hearing a lot of [Music] yeah a lot of problems that uh so we really want to dig into the different aspects and see how um technology is affecting the kids health and wellness i mean so so it's it's narrow in the sense that it should be focusing on the impact on wellness physical mental health you know physical activity social emotional well-being um sleep those does that make sense i guess it makes sense i get i i know there's a lot of research out there around this topic so i think from a board perspective it would be really nice to have it kind of consolidated you know with a school perspective in one place
108um but we have a lot of expertise also in our you know education you know it department so i'd love to see you you know coordinate with them as well as you're moving forward even maybe in defining exactly what you're focused on okay we do have i mean our committee has i think we're we have a lot of um staff expertise and you know if you go back to that slide with the committee list um so i don't know if we have the right i.t people but i imagine that leah and dr boyd could help point us to those resources we're usually very coordinating back and forth between staff and committee representatives great yeah and we also think it's helpful to work with the other committees which is why you know i literally reached out
109to the hrac um you know for some help this year no i really appreciate that as well i think that's very important um i like i said i really like the topic um because this is one that weighs heavily on me so i'll be very anxious to see how that pans out if you have suggestions about narrowing it or you know um please let us know all right i think we're open to suggestions and thank you very much for spending time with the mclean high school students um i sent them in your direction they were fabulous absolutely incredible yeah and i'd like to see them um you know be able to move forward with this project so maybe in the fall we may even come back and talk to you a little bit more so
110i appreciate it okay sure absolutely in fact um my background's in um asthma and anaphylaxis um education and so i mentioned to them that i was i'm very passionate about anaphylaxis education and awareness um and so i'm hoping that that's something we can circle back on to help support them through the next school year great thank you i appreciate that i will pass that along to them thank you you're welcome all right mr where'd they go we're here okay all right well thank you guys for uh such a comprehensive report um you know i am always focused on what's the connection between these sorts of efforts and the expertise we can get from you guys and building that caring culture where we're making sure the children our students have an a better opportunity to learn
111so i do want to just have one comment with regarding the charge i think if if that could be the funnel right how are we building that caring culture especially when um at least i have received a number of reports with respect to how students mental health are how they're struggling with that and and and i think they're looking at technology through that lens particularly for the schools and the various other things that you mentioned that aren't up on the screen right now i'm i'm looking to see how we can further support students whether it's social and emotional learning whether it's making sure that we understand that there need to be boundaries around technology um i i think perhaps that is a lens that may be helpful in terms of narrowing it down because that's
112the objective uh at least that's how i'm how i'm seeing things um appreciated the the conversations regarding uh positive emotions etc were you able to talk to staff members and our students with respect to the impact of those programs so so the comprehensive list we reached out to beth who i see has joined us hi beth um and and leonard and then a couple of other uh teachers to see what they thought i mean so the the original list was generated by the principals with what they were actually implementing and then we got ideas from teachers too and did we um i'm not sure other than our student rep whether we heard from students about their perceptions of because these were really mostly teacher and staff focused ideas so um that's that's about um the
113trend for me this year and having these conversations is how are we making these these your expertise really informing our everyday right and so i i don't know i know we've had some we perhaps haven't done a student service i can't recall the last time i saw a student's survey but it does seem like that you would want to tie some of the things that you're pulling together to the student survey uh and perhaps develop other ways to make sure that we're hearing from students from across the the county um because while we may be implementing things the real question is what's the impact and the effectiveness of those things why are they working and helping me right we weren't we did not dig into that level of research or depth with these these were
114programs that the principles were already you know had already implemented and getting i thought getting the principles themselves to share the ideas with each other had we had a better chance of them picking up on you know peer-to-peer ideas and implementing them and even you know talking to teachers and asking the teachers to share hey our principal's doing this or we've had the opportunity to do that and those are the kinds of things that we've really that have really helped us get through this very very challenging year so i we really didn't have the um the bandwidth to do additional surveys of students this year to work with our staff in that and i'm and i'm saying this more not so much for what this report says but moving forward perhaps yes yes this year
115was a very exceptional year i mean for our work and for what was happening and sort of even for what we ended up you know we ended up having two emergency meetings to really address the pandemic kind of physical health emergencies that were happening as well as people's emotional responses to those threats so it was kind of a it's a different kind of report for us too than we've ever done or than i would expect that we would do next year and i think there's something that we can take um and maybe if we're doing like the risk survey for the kids could we take some of the questions or some of the ideas that i report and propose them to the students and see what their feedback is so the questions on the youth
116survey yeah those are in there and what we could do instead is have an analyst you know really look at the data and see you know something about you know we could ask questions about how different crosstabs relate or something where i'm coming from i i don't think we're out you know we're still recovering right yes you're right absolutely and and our community our school communities are still recovering and so to have an active look at that and well not just suggestions but where are we being impactful and then to you know bring that information to be able to improve our culture is my goal so that's my perspective so i think a different survey not the youth survey karen isn't there one um isn't there more of a culture survey that's done of the
117schools i mean there's i know the teachers isn't there a teacher survey that's done and then isn't that also one with students that would get more at that sort of caring culture like do they have an adult in the building that they connect to those kinds of questions good afternoon or good evening phyllis this is michelle boyd so there are a number of a number of surveys that we do in partnership with our research and evaluation office and we can certainly huddle and talk offline about what data sources might be available to kind of help hone some of the work even as we still navigate through this pandemic and how we might be able to look at how is technology um impacting a number of things we know we just implemented the new srnr around
118cell phone so how do we really connect many of the different facets that is happening um to really build robust work um with feedback from community members parents and things like that still leaning into the technology and how it impacts student wellness and staff wellness too so we can talk more about that sounds great thank you what she said that's what i'm trying to do so anyway thank you ladies i do like the focus on caring culture and how we can improve that and i appreciate your work thank you uh colleagues just a time check it's uh eight o'clock um we were supposed to end around 8 50 and 8 20. uh so next we have mr frisch followed by mrs cohen i'll try to keep it very brief um first thank you phyllis and
119brenda um you know your service this year uh has resulted in a very good report and i wanted to chat with you a little bit about um your proposed charge for next year um when this board first approved um the expansion of fcps on we we did so with a pair of follow-on motions one from miss picarski that requested uh regular reporting on fidelity of implementation of best practices for the use of electronics with instruction with these computers and instruction and the second was for me around providing parents with a system to see the screen time usage for their students and pardon oh sorry i remember that yeah now parents have access to light speed um which provides them with regular information about their child's usage as part of your charge have you all considered
120seeing um working with the superintendent and team to determine how widely how widespread knowledge of light speed is and what the um uptake has been and whether there are unnecessary barriers standing in the way of adoption by families i haven't but i'm writing it down here as well i i have not either and that's a great idea i think we definitely want to know that and i do think there's also in the wellness policy itself there is um and i i can't quote it to you but there is a um i don't know if it's in the regulations or in the policy but there is within the wellness policy a requirement or a request for staff to report back regularly about uh the best practices similar to what you said that stella had the add-on
121motion but there's also something in the wellness policy itself about that because as a team we were very concerned about technology use and you know there's a lot of unknown about how it's affecting our kids especially five years ago when the wellness policy was written so um we you know we had a built-in thing to review it periodically so maybe you know this year is a good time for that too and to that end we now have purchased uh personal devices for age-appropriate personal devices for every student in the system so uh certainly wasn't in place when that was a fact um it was not and we actually had limits right the the shack committee felt strongly about you know kindergarten through second grade and having you know we weren't comfortable with screens at all
122and when you talk about engaging for student and family feedback you know one of the constant struggles for a school system of our size is getting pertinent information back in surveys that is applicable to the system at large versus just the people who responded um you know folks tend to take the responses of the people who choose to respond and treat that as as a scientific you know poll of what do you recommend for the purposes of having these conversations around technology and monitoring um brenda do you have any thoughts on that so so the new chair um ilana is actually sort of more of a subject matter expert in this area but what top of mind comes you know to me given what you just raised as a potential concern i know that sometimes
123word of mouth outreach can be better with some components of our community this the liaison that we had the community liaison that we had at bailey's for example maria demarest whenever i needed to know anything about um anything happening within the community uh i would ask her and then you know fairly quickly there would be a pretty robust uh set of information for me to consider in our pta planning at our title one school so i think we could potentially do some uh cross work with the title one parent advisory committee um and you know again i would appreciate any help from the school board members because i know you guys are boots on the ground talking to community members all the time and so i always appreciate having input from each of you well
124i certainly like the idea of cross-collaboration between the advisory committees is something ms seismar heiser talks a lot about um last thing i'd leave you with is perhaps there's uh a function here for uh the office of communications and community relations so maybe that's something for sure yeah any helps that we can get right because we can't in our once-a-month meeting do that kind of work ourselves indeed thank you very much thank you um i know that my amazing appointee alana was just referenced but i felt like i did have to give um her a big shout out for being one of those appointees who calls me all the time emails me all the time if there's any updates that need to happen um i always feel very well apprised of what shaq is doing
125and i'm i'm very very appreciative of that um to that end there's a couple of things that i was hoping to follow up with one piggy backs to what mr first just said definitely about some ideas of how to increase awareness i know many of us include the information about lightspeed in our newsletters every month but um loving ideas as carl said about how how we can better utilize the committee to help with that too but also when we did um allow cell phones or discontinue cell phone use during instructional time there was a promise of continued professional development around digital citizenship and so i think you know one thing to me that's always helpful and i know our staff is always working to hard to develop professional development for teachers and good curriculum for
126our students but also you know what are ideas about what are best practices for some of those conversations i know that those look very different i think that we have really good curriculum in those areas but in terms of cell phones specifically you know what kinds of things can be updated and now that we my fear is that we have students who now pivot what they've been doing on their phones to what they're doing on laptops and we have amazing i.t who tries to always stay one step ahead but man these kids are wily they they figure stuff out so quickly and it's wonderful how smart they are and it's a shame because they get ahead of us in technology that gets them into some serious trouble so any ideas that you have as you
127all search kind of in your work about different ideas for trying to stay one step ahead but also best practices in that digital citizenship piece just to go back to your work in with covid uh one thing that alana and i have discussed is the possibility and i guess i'm pivoting this to dr boyd but that now that we are hopefully um in a more reflective state of looking at covid cases um is there thought to looking system wide and if we had schools that were real outliers in cases i know like in my regions in both regions i had just one school that just had crazy crazy number of cases as we were in the spring is there any thought to trying to look retrospectively at the system and say gosh this concerns me
128that x-squall had so many cases like maybe we just do a look back just check air quality re i know that you talked to the health department when you're in it but is there any thought to how we go back and just make sure that it's not something that we could be doing differently going forward or if it's just some weird outlier are you sure that those schools didn't just have better reporting of the cases well that i mean that's part and parcel i think of a look back at system-wide and we can certainly do that and again we can do that work in partnership with shaq we know we did do some preliminary looks as we talked about outbreaks and things like that and we saw that areas and schools with lower vaccination rates
129have more outbreaks or little ones also looking at the overlap with just access to health and some other variables that we're allowing where there were pockets in certain communities that were more um had more outbreaks or larger outbreaks but we can certainly do that i don't know if there ever is time to take a breath but if there is it would be lovely to get like a more system-wide perspective if there were those nuances that would be helpful i i think that's a fantastic idea as well and um i would love to be a part of that conversation i know that um i've i've learned a lot i've one of my roles was as coveted case manager for one of the schools and um and i certainly learned a lot and would love to have
130that opportunity to kind of debrief about what are some commonalities and what are some areas of concern so definitely keep us in the loop about that [Music] i think we lost audio no no no we're sorry okay yeah yeah so thank you uh so much phyllis brenda and obviously the whole committee for your uh you know your recommendations your thoughts i think we had a good discussion tonight um so with that we will just take a two-minute break folks as we transition yeah two minutes thank you guys so much for all of your okay thank you thank you thank you thank you bye fellas [Music] good luck yeah bye brenda [Music] uh so we have beth ikes with us here welcome thank you so much for joining us tonight we're gonna go ahead and hear
131the human resources advisory committee annual report um so i know you have to hard stop at nine so we'll go ahead and get started thank you so much [Music] i'm actually at my daughter's college orientation and they gave me a um student study room at the miami ohio student center so the like kids are doing in there well thank you anyway megan is very sorry to not be here i think you all know that she had a wedding overseas and shawn also is now present so not particularly ideal for a situation for us to be presenting tonight but um i will do my best on answering any questions as well as presenting um the results of our work this year i'm gonna try to share my screen i'm sorry about the noise in the background
132hopefully you guys okay it says host disabled attendant screening sharing we'll have our staff look at that real quick okay [Music] the kids uh i think they're going to another sessions they're walking by now but it should be quieter again soon all right go ahead and try that again i think you should be able to i try it's not okay [Music] this is something that our committee drafted last june uh i know it was approved in july but it's very general and that has been a struggle for the hrc the last few years is being able to kind of target the area that the school board feels is important to work on as well as our hr team this is the committee i don't think we have to go through all of that one difference
133that we have with the hrac is that we also have a group of community partners as you can see on the screen members of different organizations that provide a lot of input and provide a lot of insight to our committee's work we talked about this last year the employee life cycle um and we use that to kind of identify where we're working and i think the next slide really shows that um cycle and the hrec areas of focus as you can see there's been some repetition in some areas some areas that we discussed a number of years ago that still haven't been addressed um related to employee bill of rights uh we've discussed recruitment analysis the last couple years working closely with sean and his team the employee engagement survey and analysis as well and
134the area of development and retention and also just looking this year we looked largely at the exit survey process and again the employee bill of rights so um we were asked to come up with our high level summary recommendations this report is very extensive it's about 30 pages and that's my um very helpful soon-to-be college student said that's a lot of words so i wanted to share kind of our high level recommendations first before i lose you in the depth of the report but the first thing that is most important to the hric is determining the future path and implementation of the employee bill of rights we've heard repeatedly that our fcps employees don't really have something they can point to that helps them understand not just their expectations the expectations of them but also
135the expectations that they can have of their employer so that's an area that we brought up um in 2019 and we still haven't had that address we understood it when it's legal we're not certain i know megan is a big proponent of it but um would really like some guidance as to what that future path looks like analyzing and addressing workload issues as part of the focus of a rewarding workplace especially this past year we've heard um different surveys that have been given to the staff that workload is the number one issue as to why some of our people leave just really struggling and i know some of it is because of copen in the pandemic but there's other workload issues as well that we feel needs to be need to be addressed also the
136idea of administering timely employee engagement surveys i know sean is on that he's having some connectivity issues um the engagement survey this past year and i think it's important to have those timely surveys to identify trends as well as unuse those results to determine any improvements we can also expand human resources staffing the resource staffing really hasn't changed even though in the last number of years though we have grown as an organization so trying to especially marry a talent acquisition and management if we are a much within human resources to support that also utilizing exit survey results to determine needed improvements i mean why are people leaving my daughter actually kind of um but she wants to study education and there weren't very many people in that meeting today so i think the concern about
137that pipeline and getting quality and caring teachers um is important we also need to know why they're leading and so utilizing those exit survey results to determine any needed improvements and then finally looking at the human resources advisory committee composition we're kind of a mix as i said some community partners but we also have some teachers on [Music] but also some hr experts and i think we need more of that hr expertise in order to bring some creative solutions to some of the issues that scps is facing so this is where we kind of get into and it is very detailed so i'll try to move through it quickly but um what we did is these areas is look at the current state and really just share where we're at and then also kind of
138what is the desired state what are our recommendations based on that current state i mean i don't think there's anything on here that will surprise any of you the idea that our employees are feeling overwhelmed overworked not appreciated they don't feel that they are hurt or that their input is valued um a lack of substitute teachers and making positions resulting in increased workload and decreased planning time for our staff um allowing and i've actually worked first since kobe began i applied to be a substitute teacher and have been working in schools almost every day and um this whole and i think it's important because i'm also parent to four children this idea of increased flexibility and support for our students especially right after covenant and the pandemic but it also increases the workload for our
139staff and so where is that balance um also looking at increasing social emotional mental health concerns i hopped on the end of shaq and they're also talking about that we've discussed it across committees i think there's some opportunity there opportunities there but the social emotional mental health concerns is an issue for our students and our staff both and we need to look at that inequities exist across the demographic region as i mentioned our committee partners this is something that was very concerning to some of them and they felt it was important that we look at that i know there's some um i think and i don't know if sean can jump on at all but i think there are some um stages in place to look at this but it is a concern and then
140in fact also the engagement survey was postponed so recommendations um being tied back to our overall recommendations finalizing and adopting employee bill of rights using data collection to determine what we you know to measure the progress of the goals the departure of the workplace including measurements of recruitment hiring and retention do that now but to continue to expand the data collection beyond just teachers because currently that's where most of the data is focused um we talked about planning time increased support from admin and then recognizing staff and showing appreciation by identifying best practices and implementing so how do we um a couple of our members thought you know sometimes we have we really just need to say thank you and we don't always do a great job of that we'll point out the areas where
141people aren't doing well and we sometimes forget to say thank you and sometimes that will actually go a long way um to fill the vacancies and substitute positions again sean's um team is incredibly stretched we do not have enough people in that area to cover all the vacancies and substitute positions as well as fill that pipeline um for people that we need in the organization to be successful and we discussed also a formalized mentoring program for all [Music] development a lot of the stuff based on the information and feedback that we got but there's a disconnect and i think training development is actually also outside of hr so that was something where we felt that there could be some more opportunities to ask for employees what do they need and what do they want as
142well as trying to respond to some legal um training that's required uh looking at paid inequities we discussed that addressing student behavior concerns by ensuring that there's appropriate consequences and support by administration umr i know that that is a concern at the school level is there enough opportunity there to ensure there's appropriate consequences for behaviors uh analyzing balancing with flexibility and support for the students with the workload for staff i mentioned that as part of the current state as well but what can we do to ensure that we're supporting the students but we're also not just creating a huge burden for the staff and then providing additional support and hiring professionals for mental health and social emotional issues [Music] staffing allotted for scps recruiting to support targeted recruitment and candidate care recruitment is led by
143town acquisition management which also organizes partnerships with the universities and colleges we talked about the grow your own programs which i believe have been successful teachers for tomorrow early childhood careers educators rising clubs and then trades for tomorrow is also another opportunity an area where we are having some issues with recruitment and then back to fairfax programs these are all kind of current state what we have in place we talked about um that the fact that scps has expanded recruiting recurring efforts at historically black colleges and universities as well as minorities serving institutions and establishing partnerships with these colleges and universities supporting teacher preparation programs at colleges and universities posting on job boards and online sites we do do a lot but we still need to um fill that void of those openings and those
144vacancies within fcps so currently there's a lot of different efforts um the team is very small we need to look at where we're successful what can we do to ensure success when you have that first point of contact where do they drop out of the pipeline so again considering additional staffing for recruitment continue to expand and grow your own programs continuously spend efforts to focus on pre-service and student teacher programs enhancing focus increasing targeted recruitment efforts at college job fairs held at hbcus hsi's and a m a p i c p i s i's surveying our minority staff members as to what they thought of the scps improvement and hiring practices and how we can improve survey the candidates who did not join fcps and this is challenging you know sean shared with us that
145they don't necessarily want to respond but if there is an opportunity to you know why do we not come why did we choose somewhere else um we might get some insight as to what we need to do to make um make them our future candidates choose differently continue to expand the partnership the equity office to conduct targeted recruitment and hiring for schools that have little or no diversity um i know this is a big push last year i believe carrying keys on right now so this was something that we worked on last year as well we made some but there's certainly no progress to be made continuing span training on limiting and combating implicit bias within the hiring process and increasing focus on central hiring portal which provides the central pool of candidates and consider
146direct placement for qualified candidates where appropriate um incentivizing teachers and other scps staff to recruit qualified candidates i know when i worked in professional services in hr that was something i used very strategically and successfully so encouraging our staff to bring in their friends the ones that they believe to be qualified often that is sometimes some of our best employees i know that some schools that's been very successful evaluating incentives offered to recruits and assess effectiveness as well as determine other possible options which might be successful and focus on this creating an inclusive environment for all employees similar to what we've tried to establish for our students the exit survey results in analysis and we can go through the data that i'd like to jump into kind of what we think um are the recommendations
147uh sorry go ahead [Music] no go ahead sorry that wasn't for you okay i thought i heard someone and i can't see you when i'm returning my screen so um i wanted to make sure i didn't miss anything uh in november 2021 the exit survey was updated to reflect the new vdoe requirements so that was something that we spent a lot of time looking at um and really where the results were uh teachers uh looking to work in another division why they're leaving reduced commute pay salary burnout and overwork they're overworked classroom support left because they want to change a career looking at pay salary again cobit was very challenging for many of us and i'm also reducing that commute again as far as operational stuff it's change of career pace salary and professional development
148advancement opportunities elsewhere top reasons for leading retirement family and personal considerations demanding workload too prescriptive and then dispatch to satisfaction with administrators school or division climate classroom control duties incompatible with educational training salary compensation and outside pressure from community parents social media and then other employment potentially in the educational field so recommendations that we identified when looking at these results was providing opportunities for development and growth within their current division so they don't look to move um and really kind of leveraging their their knowledge and keeping that knowledge within the division reviewing the address in pay in equities internally and externally um finding crazy solutions to address any commute burden um that would be very challenging i think um but it is it's something that we've heard from staff it's a reason why they leave
149conducting work analysis and eliminating non-essential tasks on balancing we need to provide flexibility and support of students with workload demands for staff again talking about that whole idea of ensuring that the students have an opportunity for success and sometimes that um they need more time especially after with the gaps that we've experienced or witnessed um after covid but balancing that with what that means for workload demand for staff i mean i know personally when i was um i did a long-term subposition and i would have literally students that took it and they really want to retake it or they asked to take you know take it on another day we're trying to accommodate accommodate them as much as possible we're also out for health reasons but that does make it incredibly challenging for a classroom
150teacher offering opportunities for classroom support staff to find other opportunities within fcps so they do not leave and then opportunities for professional development and advancement opportunities for staff within fcs offering support beyond fmla for employees who have family and personal support considerations although you've talked about workload allowing the staff some more autonomy um and then providing staff with support to improve discipline enhanced classroom control as well as duties are compatible with their job expectations and then staff development and support is another area that we've been looking at current states that the professional development for staff is not led or determined by hr and there's no including annual documentation identifying employee rights and responsibilities they're simply an employee contract and since 2019 this is something that the hric has felt strongly about and just wanted to
151address employees do not provide any predominant staff development opportunities scps is focused on a collaborative approach to retain our employees and how we develop talent including a goal of developing teacher leaders on the positive side and that new hires are encouraged to spend time with their assigned mentors so recommendations as it relates to staff development and support is decisions regarding staff professional development opportunities should have input from staff as well as hr again considering the adoption of the employee bill of rights as referenced earlier i'm sure that there are corresponding policies and programs and in the appendix section of this presentation you'll see that we've already started to map the employee bill of rights and where there is existing import and corresponding policies and programs further expanding as a questionnaire and consider as an interview
152process to improve collection of data and identification trends as to why employees are leaving scps uh also conducting as a questionnaire for transfer employees within scps to identify if there are any issues or trends and then continue a focus on a collaborative approach to retain our employees and develop talent and create a continued focus on developing our teacher leaders mentoring um here's the employee bill of rights that we've established and one of them was much more lengthy and we heard that feedback and we went back to it and came back with a much higher level the right to equal protection and universal application of rules the right to work in an environment free of harassment and discrimination the right to work in a safe environment the right to freedom of association the right to fair
153and equitable treatment with all supervisory settings the right to progressive discipline and fair due process the right to be born during and after meetings regarding discipline the right to equitable representation and assistance the right to an impartial and effective dispute resolution process the right to professional autonomy equitable voice and support for all employee groups the right to raise concerns without fear of retaliation and the right to meaningful evaluation process with multiple data points as i mentioned we cross reference where there are current policies and regulations that were made to this employee bill of rights and they are all there additional hrec activities um we participate in superintendent representative hric myself participation assistant superintendent human resources interview panel by designing representative hrec our former chair leonard bubaka resources recruitment process by providing interview questions as well
154as key characteristics and leadership qualities needed and then also as which jack mentioned as well collaborating and sharing ideas to leverage learning um some considerations for hrec is um that the committee charge that was drafted by the members was really approved further direction or guidance and human resources is a huge huge area so and they asked me today to if we had a draft for a committee charge for next year and we're really hoping for more insight from um various human resources as well as the school board as to what areas that you think are the most concerning or pressing dating has to be identified and found to be more extensive for scps instructional staff versus operational staff we discussed that there's a lot of the data is focused just on our teachers but not
155so much on operational staff so we think we need to update the points on both to understand why people are leading and what we can do to improve the fcps human resources and team members were often committed to emerging needs as we dealt with return to school matters urgent considerations and so of data um those might not be addressed as quickly as we buy fours extensively and then the employee bill of rights was referred for labor review um and it was delayed uh we've not really heard much back um as i said we did introduce this in 2019 and it's something the community feels strongly about the scope is about broad i've addressed that already um recommendations from priorities were not all addressed unless continued study and potential opportunities for improvement and carry forward and
156i showed that in the chart that we've come back to some of these areas these areas are still concerns but we haven't always gotten the feedback that we need in order to move forward and then partnership with human resources was essential but they were also drawn to other immediate concerns due to pandemic our meetings were online museums but we also did hybrid meetings in 2022. signed which was a consideration this year um at the beginning of the year and we are missing additional voices until mid-year the hrc includes both committee members and community partners as i mentioned all voices are integral but we do need clearer goals and responsibilities um we'd like the school board to help us to find that okay i rushed through that i know that was a lot of information um
157i would like your feedback your questions your thoughts um sean is here as well it looks like yes um stop sharing yeah thank you so much uh beth uh for the presentation uh yeah we appreciate that we can see you and hear you um all right so we will go ahead with miss cohen followed by miss tolin thank you so much and beth i know you're working on a shorter timeline here which we all appreciate so i'll try to be quick i first just wanted to thank you all for everything that you're doing and thank sean and i'm excited about the tag team of sean and dr wilson in addressing a lot of these issues and areas a few things i did want to highlight one the employee bill of rights is in the queue
158for governance um obviously it did not make it towards um to into our slate this year before we ended the um the year but i the outgoing chair always sends mr first did it for me um a cue of what the backlog is and what's there and so employee bill of rights will be very high on that list so i just want you to know it is slated to go to governance early in the year the other thing a few things i wanted to address the i really appreciate your work on the exit survey it's a conversation i've had a lot with principals about the process really concerning a of the timing of it you know they would like to be able to have those conversations as people express interest to go other places because
159kind of by the time you've packed up your classroom and everything's done like you just want to be out and you're probably you're not um you don't have as much in your mind that is helpful about why you wanted to leave and the other is i've had i have amazing principles in all my regions and each of them said you know i feel uncomfortable conducting those interviews because what if the employee just wants to say i think you stink and i and that's why i'm leaving and there isn't space for that and so i recognize with the the shortage of staff in hr it may not be reasonable to have hr do it but maybe some sort of collaborative process where other peers from other schools can do it and so i can say to
160dr ivey you know my principal mr first really stinks and i can say that to you but not to no you're wonderful i'm just kidding um i really do appreciate that i think that would be a very big change i'm disappointed by how few people do the exit survey so maybe in a perfect world sort of changing up the process maybe increases participation because we can't know what we don't know and that is right it's frustrating when only 20 i get it but it doesn't help us transform um what we're doing if we don't hear back um another thing just about the salary that i saw kind of repeated the conversations there was a follow-on to the budget about examining all of the compressed scales so trying to go back and take a look at
161those years that we had to freeze what are some ideas about how we help move some of those people either forward on scales or is there something retroactively as we look at retirement we can do so there's definitely an appetite for having those kind of conversation and the last thing i just wanted to address super quickly was i'm really grateful for you emphasizing the trades for tomorrow and teachers for tomorrow programs i'm really hoping that maybe we can in good financial years do some tuition assistance to try to bring those folks back and and add years of service and fcps to helping you pay for school a little bit so thank you so much for all you do and we're really looking forward to the future so i'll stay together until they like turn off
162the lights on me okay thanks miss stolen followed by ms keith gamara thank you very much for your work um i know it's that was quite a long list of recommendations that you had and it's a big effort so thank you so much um a couple of things i believe and i should have looked it up to be absolutely sure but in our fy 23 budget um maybe karen kirby sanders remembers exactly we had eight people um added to hr so i'm hoping that that would alleviate some of the concerns that you have um you know with the staffing in that area i know we talked with mr mcdonald a little bit about that as well so i hope that helps um i think yes i think it will i mean sean i don't know
163if i can see you i don't know if you want to touch on that but i know that that was something you pushed on last year um and again discussed this year but i think that there was more added to the budget which was um will certainly be beneficial no you can't talk okay oh yeah i'm sorry yes i had to hit my unmute button uh yes so uh eight positions i actually believe it was nine uh two of them were focused on recruitment specifically so that absolutely will help um and we're now actively trying to get those especially those two recruitment positions filled so that they can be in place and maximize the the impact uh leading up to the um fy 23 school year so thank you yeah so there was some you
164know they were being carried forward but it didn't necessarily reflect all of the new um within the budget okay good well i'm glad we're on the same wavelength um to my colleagues i would just say i don't know if anyone has um openings for this committee but i had very good like collecting resumes in drainsville looking specifically for people with hr expertise so um i know that um you know sharima nan my appointee that's her profession so um you know maybe we just paid a little bit closer attention to who we're i'm putting on the committee that will help um you know we just put through the srnr uh you know voted on the srn r in our last meeting so given the bulk of work that we do around the srnr i suspect that
165staff is probably already working on this for next year so i would just encourage you you know if there are specific things that need to be included you know as you're mentioning conversations with you know dr boyd and staff around um you know ideas you have for the srnr i think would be you know important you know before the budgeting process before the planning process but these are some of the things that we're seeing because too often we are then presenting after all that has happened right but i don't think that precludes you from during the year even reaching out to dr boyd or dr ivey with specific ideas that you would have for the srnr or for the budget for example too yeah i see dr ivy nodding yes most definitely we're always willing
166to listen yeah um and just following up with um miss cohen's comments um you know you mentioned pay inequities um any specifics that you have around you know what positions you're talking about what those inequities are would be super helpful as we move into the budget process as well um sean you can jump in here too because of the specifics but a lot of it seems to be more in our some of our support areas and then there's also i believe compared to other there is still some gap as far as our teachers yeah i think to just to add to that a good amount of our time focused around compensation for bus drivers and i know the school board was discussing that as part of the budget process this past year so we did
167spend a lot of time you know really talking about pay for our transportation folks we did get a little bit into the the teacher pay in looking at where we were compared with with some of our surrounding school divisions and our level an ability to compete effectively with those school divisions and i know the school board as part of this budget cycle approved a msa and a step which will help us maintain competitiveness i think the group really was looking at what other ways can we differentiate ourselves and in terms of bringing talent on board and so it's was part of the conversation we had a lot of different things we talked about i mean certainly it's something that we can we can focus more narrowly on going forward great we'll look forward to that
168analysis with you and dr wilson thank you very much thank you all right excuse tomorrow so i will say i know i had an opportunity to work with you beth and the committee last year and i know there is just a wealth of talent currently at least at the time that and i'm sure that hasn't changed um and i think that we have um had some difficulty because of openings and not having the staff and that support so i'm just so grateful for uh dr wilson and i feel like we're entering a new um era um with respect to the exit surveys um i'm hoping there can be collaboration between yourselves and dr wilson with respect to how we can be creative right i mean maybe people don't want to talk to a person i
169mean you know what the best practices are better than i do but if i had a gripe i might just want to maybe fill out something rather than have to talk to a person i don't know but maybe that's one of the one of the conversations and you know i'm looking forward to really dr wilson you giving us some guidance on how we can get you know address some of the goals that the committee has highlighted we've been looking at diversity for quite some time without necessarily moving the needle in a way that i think this board finds uh meets those goals so i i i have to say that i i am just grateful that we have someone at the helm now and i'm looking forward to the collaboration between this committee and her
170uh to give us give this board some direction so that we can move forward in a positive manner so that's i just wanted to make that comment thank you thank you nobody else um okay so it looks like nobody else wants to speak i just want to emphasize the employee bill of rights peace i was actually really happy to hear ms cohen say that that's going to be at the top of governance so looking forward to seeing that come through and thank you for your adv repeated advocacy on that uh but with that it looks like we are done beth you uh are set free nine minutes early so thank you so much for making this wow bye sean bye thank you all you