001the views and opinions in this program are not those of cesa 7 or spectrum [Music] good evening leighton warren here here thanks hey welcome is it easier to hear okay okay as noted i'm here today to provide you with information that you as board members need to know with respect to title nine so as an overview title ix is the federal law that protects sex discrimination including sexual harassment in a school district's education programs activities and operations it protects students employees and other persons as you may know if you especially if you've seen me before the new title 9 regulations were issued in may 2020 and they became effective in august of 2020. these new regulations differ from previous issuances from the department of education and that they are not guidance documents these new regulations
002have is complaints and questions about prohibited harassment in a timely and effective manner so let's take a quick review of how sexual harassment um is defined through the specific lens of title ix recall the 2020 amendments title ix create specific definition of sexual harassment for the purposes of title ix under title ix sexual harassment means conduct on the basis of sex within any educational program or activity of the district that also satisfies one or more of the following three categories it's important to note that sexual harassment under title ix also applies to discrimination based on sexual orientation and gender identity the first category listed is often referred to as clear protocol sexual harassment under title ix this is defined as an employee of the district has conditioned the provision of an aid benefit or service
003of the district on an individual's participation in unwelcome sexual conduct an example of this type of harassment would be if a student or employee is led to believe that he or she must submit to unwelcome sexual conduct or communications in order to gain something in return such as a grade a promotion a place on a sports team or any educational or employment decision the second category is of sexual harassment would mean unwelcome conduct that creates a hostile environment this is more specifically defined as unwelcome conduct determined by a reasonable person to be so severe pervasive and objectively offensive that it effectively denies a person access to the district educational program or activity including preventing a person to do their job it's important to note that title ix requires the conduct to be severe pervasive and
004objectively offensive to the point that it denies equal access under other laws it's sufficient that the sexual harassment conduct is frequent or severe such that it creates a intimidating hostile or offensive work environment or educational environment the third category of sexual harassment backwards i'm sorry the third category of sexual harassment um involves conduct that constitutes criminal sexual assault criminal stalking dating violence or domestic violence all as defined by other federal statutes in order to provide you some context with respect to these terms without going into a lot of legalese we can say that sexual assault can include anything from groping all the way up to the most serious forms of sexual assault including rape stalking is defined as engaging in a course of conduct directed at a specific person that would cause the person to
005fear for his or her safety or the safety of others or suffer substantial emotional distress dating violence and domestic violence are pretty much what you think they might be so what is the significance of this unique definition for title ix well there are several of note one of which is reporting and responding with respect to sexual harassment the district has numerous obligations under title ix including the obligation to intervene and respond when the district has knowledge of conduct that could constitute sexual harassment the district's obligations to respond to sexual harassment generally do not depend on who the alleged person who is responsible to be the harasser it could be a student it could be an administrator it could be another employee or even a district authorized volunteer similarly title ix addresses student victims employee victims
006as well as other persons who may be victims of sexual harassment within an educational environment as a result district employees are expected to report any known or suspected incidents of prohibited harassment that could violate any non-discrimination law you don't need to know what type of law it has been violated you just need to know that there is a law that's been violated the district administration will figure out that law so the next thing is title ix requires the district to adopt policies that prohibit sex discrimination and to adopt grievance procedures that provide for the prompt and equitable resolution of student and employee complaints involving violations of title ix the district is also required to adopt a detailed grievance procedure for addressing what are known as formal complaints of sexual harassment this detailed grievance procedure in
007other words our full title ix response is only required to be implemented however when the allegations reflect conduct that if proven could constitute a violation of title ix unique definition of sexual harassment it must be noted however that if title ix does not apply the district may still assess the conduct and process a report of sexual harassment under other legal standards or under other district policies or procedures so we will address the conduct it's also of note that the district is also required to provide students employees at others with notice of the district's title ix obligations and policies it should be noted that our title 9 policy is been approved and is on our website our notices are posted on the website as well and they are found in the student expectation books and the
008employee handbook so one of the most important pieces of information that you should remember from this training today is that every employee plays a critical role in our title ix applications and here's why title ix requires the district response any time we have actu actual knowledge of sexual harassment or allegations of sexual harassment that could that could constitute a violation of title ix so what is actual knowledge that includes knowledge or notice of any sexual harassment or allegations of sexual harassment to any district employee and that would include you as members of our board of education so it's not just notification to me it's not just notification to an administrator it's any single employee of the district as a side note i will mention that if the knowledge is only held by the alleged perpetrator
009that's not knowledge on behalf of the district it has to be somebody other than the person doing the harassment however if there's knowledge on behalf of any any other employee at all that will trigger our liability so once an employee has um notice of the sexual harassment for example they would have noticed if the employee witnesses the harassment or another person such as a student or another employee or parent some member of the public reports an incident or allegation of sexual harassment to an employee so that raises the important question how can i as the title ix coordinator initiate an appropriate response to sexual harassment if the only employee who has notice of the conduct is for example you as a board member that's simple you need to further report it so i'm sure you're
010wondering what we're going through that why we're going through all of this now that we have a new administration in place so let's talk about the action that president biden has taken thus far and the facts that may have on title ix so on march 8th of 2021 president biden issued an executive order guaranteeing an educational environment free from discrimination on the basis of sex including sexual orientation or gender identity this order produced two noteworthy actions that will have an impact on how the district responds to title ix reports of sexual harassment the first action i will talk about has an immediate impact on the district's response this order came on the heels of on um the 2020 supreme court issued a decision which is called bostock versus clayton county in which the court held
011that the prohibition of discrimination because of sex under title vii now remember title vii is employment discrimination um that the court ruled that discrimination on the basis of gender identity and sexual orientation is covered on the reason for the basis of sex so following this decision many questions were then raised as to whether this holding would apply to title ix and then the u.s department of education answered those questions when it issued its notice of interpretation on june 16 2021 in which it indicated that title ix prohibition on the basis of sex will include sexual orientation and gender identity although i said this would have an immediate impact with respect to how we respond as a district it really this notice of interpretation really did not create any change for our district as we have
012been implementing that um sexual orientation and gender identity we have been considering that falling under um title ix already so the although it creates an immediate impact not really for our district because we already follow that world so now we come to the bigger and more complex actions of presidents biden's march 8 executive order although president biden during his election campaign promised that if elected he would put a quick end to the 2020 title ix regulations and unfortunately will not be a simple task unlike the previous administrations who issued guidance documents on title ix the trump administration you should use the rulemaking process to update title ix this makes it much harder for the brighton administration to implement change as the new regulations have the force and effect of law and can't simply be discarded
013like the guidance documents can be in other words as much as some would like these new regulations will not simply disappear and there is no option but to comply with the regulations until the new until any changes in the regulations are made or new regulations are issued there are really two options then in which the biden administration can effectuate change one is to direct the agency in charge which is the us department of education's office for civil rights which is most people refer to as ocr is tell them not to enforce the rules the second option is to issue its own role both of these are going to come with challenges so first let's say they direct ocr not to enforce the current rule that would create liability issues with school districts so although ocr
014can choose not to impose penalties on districts that are not in compliance with the new regulations this provides zero protection from lawsuits because the new regulations are centered around due process protections a district's choice not to comply with the laws could open them up to legal challenges and prove to be quite costly well i could provide you with numerous court cases that support this claim in fact i was just had some training and i was given 114 pages of court documents with decisions related specifically specifically to k-12 harassment and bullying i'll give you two examples the first is even though the department of education has repeatedly said that the new regulations do not apply to conduct that occurred before implementation of the rule a 2020 decision out of new york found differently and required the
015school district to follow prescriptive procedures under the new regulations for conduct that occurred before the effective date this is a clear warning that courts could easily agree that districts must follow the new regulations even if ocr says no second decision i will give you is a school district in idaho recently settled a federal nine title nine case wherein a former student claimed the school district failed to protect her from a school counselor who grew up her first sexual relationship the case settled only weeks before the jury was set to begin and the price tag three hundred thousand dollars that's just the price tag of the settlement that's not any legal fees and i will say that in a brief preview preview of the 114 pages i have was given that 300 is one of the
016lower settlements they are many of them are well over the million dollar mark and it appears that the biden administration recognized that the uncertainty and chaos that would result from non-enforcement and they are going to be as i can tell proceeding under the second option which is to issue a new rule unfortunately that means change will not happen anytime soon case in point trump also promised a new title ix rule during his candidacy for participancy in 2016. however his proposal for the new rule was not issued until november of 2018 then the department of education has to go through a the rulemaking process which they spent the next 18 months reviewing nearly 125 000 comments it received and then the rule finally became effective only five months before the end of his term so evidence
017that the biden administration will be heading down the path of issuing a new rule came on april 16th or april 6th i'm sorry 2021 when ocr launched a comprehensive review to fulfill his march 8 executive order in support of this review they scheduled public hearings seeking input from stakeholders and what changes should be made to title ix the public hearings were held june 7 through june 11. speakers were given a five-minute slot i had heard on june 4th which was before these even occurred that there were over 700 people signed up for 600 slots they also allowed written comments to be submitted um again as of june 4th um the week before there were over 15 000 written comments submitted and with written comments being able to be submitted through june 11th i'm sure there
018were many many more um just recently in an update to the department of education's website the biden administration has said they set a target date for may 2022 for releasing its proposal to the new any new amendments keep in mind this is just a target date it's not a mandatory date assuming that they um are lucky and are able to meet their target date then they have to follow the standard notice and comment procedure this would mean that the earliest and any changes to the regulations would be finalized and effective would be sometime during the 22-22 school year so under until any um new regulations are effective ocr has made it clear that the 2020 amendments remain in place again the district must comply with the current regulations um as they carry the force and
019effective effective law we have we have no choice um other than to put just put aside a liability issue so how does this whole title ix issue apply specifically to u.s title as members of the board of education you have two very critical roles one because the district is required to respond to any report or complaint of sexual harassment it is worth emphasizing one more time that employer reporting of possible sexual harassment is critical as a district employee your knowledge of conduct that could constitute sexual harassment under title ix triggers the district's obligation to respond so um and we must respond in a matter that also complies with title ix so in many cases the only way that i'm going to know or any other administrator is going to know um that there that you
020have knowledge or were made aware of a situation is that you must report the relevant information to to me or at least to another administrator because you have to remember that title ix protections apply not just to students but they now apply to employees as well the second critical role you face as a member of the board of education is reviewing an expulsion decision and in that role you're determining whether to confirm reverse or modify the recommended expulsion order so as part of the title ix grievance process it is possible that the decision maker that we have in place as a team member could make a determination that the respondent engaged in conduct that violated title ix and the appropriate sanction would be a referral for expulsion because only the board can order expulsion this
021recommendation would trigger the need for an expulsion hearing before our independent hearing officer and then in order for you to effectively review any recommendation of an independent hearing officer that involved the title ix matter it's crucial that you as board members are knowledgeable of what constitutes title ix and the districts of procedures in how we respond to title ix so you have to remember that the district must presume that a respondent is not responsible for the alleged conduct until the determination is made regarding responsibility under title ix in other words this district cannot impose any disciplinary action against the respondent until the district completes its formal title ix grievance process and makes a determination that the respondent engaged in conduct that violated title ix the expulsion would be part of that formal grievance process and
022you would be an extension of that as a quick reminder um included in the slides is a list of all of our applicable board of education policies um be good as a review um we're also required to provide the title ix notice on the website um it's also linkedin for there it's under our legal notifications for you to review as well as always if you have any questions my contact information is on the slide you know where to find me please feel free to reach out to me i'm always happy to answer questions i'm always happy to talk through situations and thank you for your time all right thank you very much ellen um oh you have a question go ahead brenda i know the title nine rules when they went into effect last year
023um turned uh this process become became much more onerous and and complicated and difficult could you just give us sort of a high level overview of the the biden changes you know the uh administration changes that you're referring to in general what kinds of changes would you be hoping to see there are no um they haven't brought out what changes they want to put forward there's a lot of speculation out there there are people that believe that it will be entirely repealed although that is not the popular belief um the popular belief is that they are they are going to keep some of this um especially the due process rights for the respondent um where i believe the changes are going to come and this is you know just a guess from what i'm hearing
024on my national listserv um is right now um part of the process is you you have to give the information the respondent gets the information of who the complainant is there is no protection on that for privacy anymore so um that i believe is going to stay um however i think some of the time limits that they've imposed um where you have to give them 10 minutes to look at or 10 days to look at the evidence then another 10 days to review the investigation report then another question and answer period and then an appeal period for the final determination i think some of those time frames are either going to be combined or shortened um that's at best where i think that they are going to go um but i do believe that if
025if it in my feeling is that some of the the basic tenets of the new propose will remain in place any other questions for ellen all right with that i would look for a motion to adjourn the special board meeting second all in favor aye aye opposed all right special board meeting adjourns uh we'll take a five-minute break before we kick our regular board all right thank you josh good evening everyone and welcome to our august regular school board meeting we took roll call earlier during a special session all seven board members were present also like to point out that we are joined by superintendent steve murley along with members of his cabinet tonight the icsc inner city student council is represented by megan johnette the vp from preble and she's joining us virtually we
026will begin the meeting with the pledge of allegiance please stand i pledge allegiance to the flag of the united states of america and to the republic for which it stands one nation under god indivisible with liberty and justice for all all right and then to wrap up our opening activities we have our mission statement which tonight will be read by miss nancy welsh we educate all students to be college career and community ready inspired to succeed in our diverse world thank you nancy all right moving on to the open forum portion uh first we have our inner city student council report and that will be given by megan hi i'm megan and like he said i'm the vice president of intercity student council it's really hard to believe that we're already coming up on the
027last days of the second session of summer school and registration for the 2021-2022 school year is already starting a few positive things that are going on in the high schools lately are that the choral departments of the green bay area public school district are proud to share their performance of always keep this close by zachary moore this work is dedicated to east preble southwest and west high school in green bay in honor of ms sarah holla southwest high school's golfer emma cunningham shot at 90 at thornberry creek in the optimist international district qualifier and was featured in the press times on july 11 2021 congratulations to preble high school trap shoot team members aspen kent connor krupp and jeff and zach jenkin who competed at nationals in mason michigan connor was recognized for a 25
028straight patch and finished 523rd of 1676 participants east high zack markhart the edgar cultural science classes and east highs ffa for donating close to ten thousand pounds or ten pounds of white fish fillets to the eats for east food pantry and finally congratulations to jack henry from west high school for being honored as a 12 season athlete each year jack has participated in football basketball and track in addition he managed to be an active in the three sports and stay successful as a student and thank you so much for that update we really appreciate it all right um moving on to the recognition do we have a recogni okay um then moving on to the public forum we have uh two people who are registered to speak one uh requested a phone call and so
029we'll take care of that another person uh is here in person so josh are you prepared to there we go is edward there edward oh there it is yes sir hi you can hear me yes great thank you so much for taking the time to call in if you could start by introducing yourself and giving us your address you then have five minutes to read your comments yes i'm edward jensen i live at 541 alpine drive in green bay i was just asking about whether the district uses any kind or any form of critical race theory in its educational policies and the president of the board assured me that no but i i want to know about this hanover research is there a cost to that thing is there reports that the public can see
030is there an evaluation recommendations because of your your three values that you have engagement equity and excellence i want to know how you define equity and how you measure it and if you could get back to me on that i would appreciate it edward we definitely uh we'll have somebody follow up uh as soon as possible and answer those questions for you okay thank you thank you for taking the time to call bye bye all right uh and then we have one public participation registration form jan larsen janiff um maybe i should give you this microphone hello people of the board and all of you great folks watching online my name is jan larson i live on sitka street in green bay i have two children in the district um and i love you um
031please give us the option to unmask our kids i would like to see parents and our children surveyed about masking of our children appleton districts does not have a virtual option for students yet they are also unmasked or they have the option to be unmasked we have the online version we're forcing masks mandating masks whatever you want to call it and we you guys can still they if people feel it is unsafe to send their children to school then they have that virtual option please give us the chance to unmask our children please survey the parents and our students four or more times a year so we can see if the parents opinions change over time please unmask our children thank you for your time thank you jim all right uh moving on in the
032agenda uh our consent agenda is there a motion oh sorry first are there any items on the consent agenda anyone would like removed for discussion all right with that i would look for a motion to approve the consent agenda as presented so moved second all in favor hi opposed all right and that moves our consent agenda then we go on to presentations we have two presentations tonight uh the first is our legislative update and i think we'll start with superintendent steve marley thank you eric uh one major point for us tonight uh last week we had a conversation with uh representatives from the department of public instruction on the school superintendents association they'd been out in washington dc conferred with the us department of education you'll remember in one of our earlier updates we expressed
033some concern about the state meeting the maintenance of equity requirement uh for the esser funding they received assurances while they were out there uh that the u.s department of education is not going to contest either maintenance of effort or maintenance of equity provisions that would apply to the budget that was recently passed by the wisconsin state legislature and signed by the governor that's very important for us because that then means that we can move forward uh with our planning for uh allocation and eventual expenditure of those dollars that were allocated to us through the three streams in esser so we will begin that planning process in earnest knowing that we are now going to be eligible for full reimbursement from the federal government for that so as we move forward expect to see regular reports
034from us one will be coming out next week at the operations committee meeting with an update on cares funding that was that first stream and then you'll see additional information coming forward soon regarding obligations for future funding so good news from us from the u.s department of education any questions on the legislative update all right then we will move on to our employee benefits update uh we've got uh some representatives with us uh virtually we have laurie meyer in here lori we should get you a chair up there that's not very all right sounds good perfect cindy and back thank you so much for joining us the floor is yours cindy you're on my john mute sorry about that zoom 101 right thank you for having us this afternoon this evening um i like you
035for those of you who don't know me i'm cindy vanessa and i'm a senior account executive and a partner at m3 back evening good evening i'm beck krasinski i work here in our green bay office as an account executive and also as the director of our education and government practice for employee benefits for our agency great josh are you going to pull the presentation up for us that's gonna pull there we go perfect if i can um operate it and really go to slide two or do you want to bring slide two up that would be great for those of you who don't know us m3 is a privately held insurance agency in the state of wisconsin we have six offices in wisconsin and one in rockford illinois we've been working with the green bay
036school district since 2013. tonight we would like to tell you a little bit more about m3 and talk about our partnership review the medical plan performance we just ended the plan year of 2019 i'm sorry 2020 through 2021 we'd like to share with you how the benefit strategies that we implemented thus far are going and then share with you what our key strategic initiatives are going into the 2122 plan year so the m3 partnership we've been with working in partnership with your human resources and risk management department since 2013. many of our services i'm going to talk about here are certainly not limited to everything we do but some of the highlights are the strategic planning that we do uh supporting the benefit advisory committee we spend a lot of time with data analytics and
037really looking to understand what drives the health of the population and what relationships we can continue to foster and partner with in the community in supporting the member population we helped to manage the pharmacy benefit company as well which is cvs national cooperative we provide client and customer service support for the carriers working with your members as well as working with the the uh administrative staff we help in drafting and creating communication materials that go out and then we also help to support the personal health assessments the wellness assessments and the athletic training that happens uh with the students and although the athletic training is a student athlete provided service we really look to integrate those services and understand where there's an opportunity for employees to tap in when those trainers are available next slide
038so m3 serves over 250 school districts in the state of wisconsin and our specialization in education and government has been recognized for that focus and commitment to the public space by the wisconsin association of school boards as an endorsed agency in addition we're actively engaged with a variety of other state associations that serve our public schools we dedicate resources specifically for our public sector clients in both our business insurance risk management and our employee benefits teams thank you all right shown on this slide is a summary of the health and dental plan performance for the most recently completed plan year which ended on june 30th the enrollment is broken down by planned tier that you can see on the left hand side and also by active or retiree status as well as the plan coverage
039type a couple highlights from that first section of the chart there were 2 872 total contracts combining all of the single employee spouse employee children and family contracts with the largest number of folks being insured on a single plan the active plan has the most enrollments more than the retirees as we would expect and your 500 plan uh 500 deductible plan has the most enrollments the dental plan has a total of 3 857 folks enrolled during the most recently completed plan year the funding ratio of both the health and the dental plans ended at 98 percent meaning that there were slightly lower plan costs than what were projected for that year the costs are still well below the public sector benchmark in both health and dental as you can see with the public sector benchmark
040being listed in the last row on both the left side and the right side left being the health plan right being the dental plan retiree costs are significantly reduced from last year and the major driver for the costs among the active population this year were those high-cost claimants with multiple cancer claims from folks that are insured on the health plan before we leave that page sorry about that josh i want to just point out on the far left under all combined if you go um halfway into the middle section there you'll see total plant costs projected plant costs dollar difference purvey and balan and funding ratio on this document we did in 2019 create a special relationship directly with felon and with pravea for primary care services we'll talk about that a little further on
041but for purposes of this document we call out with those costs we're on a direct basis as those costs do not flow through the health plan and they're paid out directly out of that same pot of money that the health insurance claims are paid out of but it is a separate fund so when you look at it it shows up under the all combined that 553 was for the direct services of primary care urgent care and physical therapy specifically through bellin and pravea health services the next slide is a dashboard which is a very busy we recognize it's very busy we're trying to give you uh an at a glance if you will look at what is happening in the health plan this data set is actually from the 20 july 1 of 2019 through
042june 30 of and it is in comparison to the data from 2018 through 2019. in the future we'll look to bring you maybe updates uh two times a year or more frequently if you wish that'll give you more relevant data but as the plan just ended uh june 30th for 2021 there's a lag in pulling that data so in this data set you'll notice that in the enrollment our population did go down slightly our male population makes up 42 percent and our female population makes up 58 percent and then you'll notice below the enrollment tiers again down slightly but the employee only employee spouse the employee children and then the family enrollment the average cost per employee per year is fifteen thousand four fifty do 452 that is down slightly from the prior year and
043it is significantly lower than the employee public sector benchmark of seventeen thousand five eighty one the major diagnostic categories that we see coming through the plan in this plan year are the top five are listed here next to them you'll see where they were in ranking in the prior 12-month set the thing of note here is that you'll notice that neoplasms cancers are four out of your top five in this data set were in the prior year that ranked 10th that's a 58 hike up in cancers in that 20 19 20 20 plan year and then the skin breast conditions is up 12 percent over that prior year the top middle section is really just showing you a breakout of that just shy of 37 million dollars spend broken down between the employee the spouse
044the dependents and then the retirees on the plan our top five providers in the plan has shifted a little bit the reason they're in black is it's not a good nor bad but want to show you where the planned dollars are being spent and in the next slide in a minute we'll talk about where your work comp dollars are going in in relationship as well but bellin saint vincent's purveya saint mary's end up in your top five and freighter right now is in your top five that is really specifically because of some of the high cost cancer conditions that were in the plan in this plan year on the top right there was just a 7.5 million dollar spend in pharmacy down slightly from the prior year of that total spend your members portion was
045347 thousand dollars the biggest takeaway from this section here is that 85 percent of the pharmacy that goes out is generic which accounts for 18 of your total spend while 15 is brand medication accounts for 82 percent of the total spend so in our strategic uh look going forward in our data analytics we continue to monitor and understand what's happening in the specialty world making sure that members have what they need but that we are able to uh purchase it and and find it at the best cost alternative the top five prescriptions in utilization are anti-inflammatories anti-diabetics dermatologists or skin related medications anti-cancer medications and then bronchular asthmatic medications in the parentheses uh next to them is just noting where they fell in the top five ranking in the prior year so four of your
046top medications have remained and it would make sense here that we see the anti-cancer medications on the rise as we saw a rise in our major diagnostic categories of cancer conditions as well in the preventative screening area we see a downward tick of annual preventative exams mammogram screen mammography screenings and colonoscopies some of this is due to coven so covet when it hit in march of 20 we really saw preventative screenings go down the other thing that we want to be cautious and understand is that many times in employers who offer health risk assessments sometimes we will see a decline in preventative annual exams as some may choose to take the evaluation of their risk assessment and determine they are not going to get an annual exam not making judgment on there however we do
047see that happen and the top five chronic conditions that running through the plan hypertension diabetes asthma coronary artery disease and constructive chronic obstructive pulmonary disorder well these are all showing lower in costs over previous year we also know in this plan year that again there was some impact to covet so some of those conditions may not have been seeking the treatment in a clinical provider setting as they may have pre-coping so again really high level i want to just pause to make sure there's no questions i think we're good cindy keep going thanks okay the next data set again a busy screen is on a wellness summary and here we're looking to revamp this and continued on our scorecard that we'll talk about next but here we're just looking year over year at the services
048we put in place with bellin and prevea as just a reminder it was march of 2019 when we began the services with bellin for physical therapy primary care and labs that go with those visits and then july of 2019 that we began that relationship with prevail at the time of implementing these plans bellen's urgent care was not part of the arrangement and since then bellen has brought their urgent care to the table and we continue to evaluate that and go forward but you see the physical therapy urgent care primary caring labs we are really just from a straight purchasing standpoint we're purchasing these for less than half of what it would be running through the medical health plan so there are some hard dollar savings from that perspective what this document does not capture today
049is the savings impact on removing any access barriers that folks may have had or cost barriers when your member population access bellin and pravea for the primary care and urgent care services it's at a no out-of-pocket cost to the member and the physical therapy comes with the no referral process and a ten dollar copay for access to physical therapy so we really do believe that folks are getting the care they need where they need it as soon as they need it and that is helping achieve a higher optimum care plan for your members the personal health assessments below that is showing the 2021 plan year compared to 2019 2020. the first portion is showing the employee participants in each of those years the spouses that participated and their average score so you notice the average
050score went up from 78 to 79 and the district has a higher than helix national average and overall scoring the five risk factors the top five risk factors in there nicotine weight blood pressure glucose and triglycerides the total points that are awarded in each of those categories and then the points in an aggregate that the population got 2019 over 2020 in all categories if it did not remain the same there was a slight tick upwards we would assume the population is moving in the right direction from that there are outreach letters that are sent to any members that are at risk for nicotine or that fall into a moderate or high cardiac area those letters are sent direct from two patients from bell and health they are offered tobacco cessation courses as well as the
051opportunity to get a free heart calcium screen you see on the very bottom there how many members were offered the three heart calcium screenings in the 20 20 21 planning versus how many completed them compared to the 1920 plan year now here again we're relatively confident that covet has had some impact but there is opportunity for us to continue to educate members on the resources available to them on the right side of the page we're looking at your 2019 2020 work comp 1920 plan year compared to 1819 plan year again there's some cove impact to what happened in the 1920 plan year and the top five conditions in that arena what we really want to watch and understand in the top five conditions area as well as the top rider area is when we are
052building strategies particularly maybe around musculoskeletal functionality what happens as you see is uh strain and sprains um a lot of these things sometimes fall into the musculoskeletal or are they falling into the axis so how to get people at the right place and when we are talking to the provider delivery systems that we're partnering with really looking to understand the revenues going into those systems as we work to negotiate the best financial terms for offering what you'll notice here also is in that 2018-19 plan year you'll see aurora bake here not much more bake here in the 1920 plan year as of today it's not part of the aurora bay care program to do a lot of direct to employer relationships they run through your health plan and at this point in time their systems
053aren't set up and that's not a direction they are moving toward while they do tell us that they are continuing to work toward that a lot of it has to do with their epic and technology programming on the bottom we're looking at your eap and you'll notice the eap in 2019 to 1819 was down some and if you look below your anxiety marital relationship depression family child and job stress are the top five very similar to the national average the national average is at 3.6 considerably lower than the district's utilization here a lot of that has contributed to the fact that the eap is embedded and incentivized into your medical plan as we really want to encourage folks to use the aap work to get a treatment plan and work to have their needs met
054so we see a higher than national average utilization this next slide is a scorecard as we develop strategies and bring strategies to you we are really working to measure the impact and success of those strategies on the scorecard on the far left the preventative screenings i talked about this a little earlier uh you could see here while there were 3009 that did not complete a preventative screening the umr norn is 33.9 in the district's average number at 39.3 is still above their norm the breast cancer screenings at 50 you see the umr norm is at 37.8 and the colorectal screenings districts at 13.5 compared to 14.3 we continue to look at this as an initiative going forward and working on strategy to communicate to members and help them consider going in and getting those services
055done in october of 2020 in the middle of the pandemic we implemented what's called real appeal you may recall it's a digital weight management behavior program there were employees that enrolled through june 30th of 21. 87 of those 342 would have had factors that are considered at risk for uh abnormal uh weight the members who lost weight on that plan were 207 for a total of 2038 pounds the satisfaction scores by the member surveys were 4.7 out of 5 and the estimated cost savings on this program of 170 000 is taking into consideration for those folks that lost weight they also lowered some of the risk factors well whether that be elevated blood pressure and or cholesterol and opportunities for well-being and the top middle is more on the eap that we talked about on
056that last slide at that 11.92 compared to national average and we continue to promote that and promote all of these within the benefit advisory committee the teledoc program was another program that we implemented october 1st in the middle of the pandemic this program allows members once registered a really fast and easy alternative 24 7 to some acute chronic needs the total registrations between october 1st and june 30th were 593 there was a total of 163 visits for general health 90 visits for mental health and 62 visits for dermatological visits we make note on here there were 350 visits 315 visits there is a cost per employee per month for this service and so we just show that the break even point was 96 consults for this service break even in 12-month period where there were
057315 and that's really measured by members sharing if they did not have access to this tele what would they have done would they have done nothing would they have gone in to the primary care visit would they have gone into urgent care or emergency room this program has received high satisfaction scores also from the member utilization on the bottom i won't uh jump a whole lot into this but this is just uh again that primary care direct physical therapy in 1920 versus 20 21 through april urgent care primary care and then immunizations and labs we continue to promote this again as a a remove access barriers and allow folks to get in anywhere there's a primary clinic within ballon and prevail where they might live or use emergency room utilization here we're really measuring emergency
058versus non-emergency total visits were 1237 and of those 272 would have been deemed non-emergent the non-emergent reasons again are based off of a procedure code that's submitted from the medical systems acute us upper respiratory infection migraines urinary tract infection low back pain and pain in the right knee the average cost for emergency room visit is 1707 and umr's norm is one thousand eight eleven that would lead us to think that some of those visits that are going in were obviously lower costs emergency room visits and there's a multitude of reasons why a person may have chose the er when they did what we're really trying to do here is measure the opportunity again to get people resources for the right care at the right time um bringing them into the most cost effective way as
059possible as well okay all right cindy's given us a really nice comprehensive summary of a variety of different data points that we utilize when we're developing our strategies and initiatives together and in partnership with your benefits team here within the district so a few things that we're working on in the upcoming year we will continue to enhance our communication strategies and engage with the benefit advisory committee that's a group of your staff and your retirees along with your leadership that get together on a periodic basis to discuss the employee benefit offerings look at enhancements and look at opportunities to improve the performance of the plan as well as the value that it brings to your employees we'll also continue to evaluate the program itself and continue to evolve that could happen through incentive opportunities looking
060at the wellness programming continuing to evaluate the relationship with the local provider delivery systems and those near site clinics looking at the personal health assessments and program analysis of that we are going to be going to rfp for that service this fall we'll continue with the education programs and continue to enhance those as well in addition to providing educational opportunities for our retirees and helping them to understand what options are available to them both directly from the green bay area public school district but also opportunities available because of the partnership with m3 we will continue to look at opportunities to increase preventive screenings and those annual exams and then reducing the true non non-true er a lot of the things that you see on this list are things that we've chosen to highlight in our
061data that we shared with you this evening and we continue to work with the benefits team here in the district to add to those list of strategies and initiatives so that we can report back um based on the progress that we've made are there any questions that you have this evening doesn't look like there's any questions uh back in cindy uh just want to say thank you for coming in again and providing this information having heard the presentation in prior years it's always very insightful to learn about how the plan is performing and how our staff are utilizing obviously the health related services so thank you for taking the time to walk us through that thank you thank you very much yep have a good night thank you as well all right um that jumps
062us into the action items we have five items tonight as i understand it laura mccoy will read the motions if we can get a second and then we'll throw it back to superintendent murray to provide any contacts there and certainly give board members an opportunity to ask questions so we'll go to item a student academic standards i move that pursuant to wisconsin stats section one zero are one two zero um dot one two paren thirteen parent b the list and description of the twenty twenty one 22 student academic standards for the areas of mathematics science reading and writing geography and history as presented and with said academic standards constituting the board adopted standards that were required under whis stats section one one eight dot three zero pairing one one g parent a be approved oh
063second so as you read through that especially i would pay attention to that second page you'll notice that this is a requirement that we do annually the standards that are referenced there are directly linked to the wisconsin department of public construction website you can see that they correlate to either wisconsin model standards or the common core state standards that have been adopted by the state of wisconsin and the department of public instruction any specific questions for steve or his team on any of this go ahead nancy how did you choose to follow wisconsin versus the common core i'd uh vicky if you want to jump in you're more than welcome to the common core are actually adopted by the state of wisconsin and department of public instruction uh and so what we've done essentially is
064elected to follow the wisconsin department of public instruction uh standards and this gives you the root source for their standards good okay all right uh if there aren't any other questions then uh beth i think we're set to vote all votes have been entered the motion has carried our board members have voted in favor all right motion carries 7-0 that takes us to item b suspension of board policies for graduation requirements related to coven 19 for school years 20 21 22 and 22-23 i move that the resolution regarding the suspension of board policies for graduation requirements related to covet 19 for the 20 21 22 and 20 20 to 23 school years as presented be approved for a second uh thank you and i draw attention to the bottom of page two on there i
065what the what we're proposing is that there be a laddered return uh to the uh green bay uh requirements for graduation a reminder that our district requirements supersede uh those of the state and exceed their minimum what this ladder does then is it allows us the opportunity to recognize the challenges that our incoming seniors who are juniors last year and our incoming juniors were sophomores last year may have had as they went through the pandemic and the challenges that we faced last year and gives them that opportunity to ensure that they have a smooth path to graduation any specific questions on on that getting back to sort of where we've been i think the latter approach is a good one all right beth i think we're ready to vote all votes have been entered the
066motion has carried all board members have voted in favor all right motion carries 7-0 that takes us to item c the request to use head start grant funding for an addition at the head start learning center i move that the request to use head start grant funding for an addition at the head start learning center as presented be approved a second all right and uh if you note there uh in that first paragraph reminder that head start exists as a separate entity governed by separate rules under the federal government and therefore qualify for an independent stream of funding through the cares act and american recovery plan what this does is allows us to access those funds and to use those for the physical expansion at head start if you read through there you'll see that
067it provides us the opportunity to provide additional children's therapy services uh after uh we go through that expansion and the conversion there we think that will provide great benefit to the students and the families here in the greater green bay area i just want to add that nancy and i are the liaisons to head start and we've um we meet every month and have listened to sally and her team tell us about their needs in this area um and how excited they are that they're going to be able to expand it will really help with like social distancing and also services for other little tiny students um and they're pretty excited about it so i just want to share that go ahead andrew okay um just by trying understanding this correctly there's a uh looks
068like around around eighty percent of this is uh federal funding and just separate funding outside the district is that right that's correct these dollars exist outside our district uh cares and esser streams they're separate from that all right any other questions all right beth we're set to vote the votes have been entered the motion has carried all board members have voted in favor all right motion carries 7-0 uh item d amendment to the agreement between the city of green bay and the green bay area public school district i move that the addendum to the agreement between the city of green bay and the green bay area public school district as presented be approved second we are very fortunate we've got a wonderful group of school resource officers a reminder that they are sworn officers of
069the green bay police department as such as the green bay police department moves to a policy on body worn cameras melissa very graciously went through the uh process of working with the green bay pd to make sure that their departmental policy would conform to the issues that we have in the school district in particular as they pertain to records that are generated through any activation of those cameras we're confident that the policy that's in front of you now provides the green bay police department the opportunity to meet all of their departmental expectations with the resource offices that are in our school and for us as a school district to protect the privacy of the students in the schools any questions on this amendment addendum i should say go ahead andrew um a little yes on
070this i would have um as i mentioned similar to what i was talking about at the last meeting i would have a preference for a little bit more specific language about the body cameras generally being activated if a school context becomes a law enforcement context i know there's emergencies that could prevent that but i would i guess i would prefer us to be a bit more directive on that we are the funders of this i understand all of the costs of the officers that being said there is there is policy existing gbpd policy that says that in almost all circumstances they need to get activated i would have preferred a little more proactive but it's um it's still a positive development all right any other comments all right beth we're set to vote all votes
071have been entered the motion has carried with all board members voting in favor all right motion carries 7-0 and that takes us to e-covet 19 related leave for the 2021-22 school year i moved that the board of education adopts the board resolution related to covet 19 for the 2021 and 2022 school year for the duration of the covet 19 pandemic to modify the employee handbook to provide covet 19 related leave as presented be approved second uh the change in front of you essentially gives us the opportunity to go back and utilize the practice that we used last year we recognize that many of our staff will be vaccinated however there is some potential that those who are vaccinated may be put in a position where they have to quarantine as such they've done what we've
072asked them to do which is to ensure that they're vaccinated to provide for the greatest safety for our students if indeed after having done that they may be required to quarantine this would afford them the opportunity to access sick leave through a district bank as opposed to having to lose use it from their personal bank we think that that is both a responsible thing to do and a good incentive to ensure that our staff are working hard towards getting their vaccines all right any questions on this policy modification go ahead laura i just wanted a little more clarification on um section a number three employees who for reasons of a sincerely held religious belief practice or observance refused to obtain the covenant 19 vaccination pursuant to the title 7 of the civil rights act of
0731964. how does that how does that work how does somebody you know that just seems like a really um touchy area i'm just wondering how the district is going to determine if somebody is if it's a sincerely held religious belief or practice i did some googling but i would like um legal opinion thank you unless you want to answer xd he got rid of that microphone quickly thanks for asking that laura the title seven doesn't require a very formal procedure an employee would submit a statement as to what is their reasonably held belief and then the district would evaluate that and the district has an opportunity to reach out to the employees religious leader if there's questions but it's it's a pretty standard process and our hr department is is equipped to be able to
074evaluate those requests thank you andrew and just for people who are just catching the meeting online just as if if um if an employee were to just make a personal choice to not get vaccinated this is about access to extra leave no one's forced to no one can uh but you would be within your regular sick leave then if you can try your regular sick leave policies if if you contracted covet if you chose not to take the vaccine this gives extra leave if you can't take the vaccine or other categories right correct thank you for that clarification andrew any other questions all right beth we are all set to vote a votes have been entered the motion has carried with all board members voting in favor all right motion carries 7-0 that takes us
075to agenda setting you can see on the attachment uh our schedule for the rest of the month next monday we have a policy and governance committee meeting from four to six there is an operations committee meeting from six to eight i do know that in that operations committee meeting uh one of the agenda items among a few is the fall planning return to learn update so the committee will be getting an update on everything that our district is planning in terms of bringing our students back five days a week in a safe environment if there is anything that comes out of either policy and governance or operations that has some urgency before we are scheduled to meet again which is obviously after the school year starts september 13th so if anything comes out of either
076of those meetings uh we could look at scheduling a special meeting uh before the start of the school year that's not currently on that calendar uh you can also see uh august 23rd education and then potential work sessions are held there our next regularly scheduled full board meeting is monday september 13th any questions on that or any other agenda items oh i saw andrew first and then we'll go to laura um i've had some um intro some questions about what um what is the plan for next funnel if we have exposure in a classroom causing uh closing quarantines and some discussion about that with that um is that a topic that will be addressed in the operations committee yeah well that's a great question andrew we'll cover things like screeners face coverings uh quarantine issues
077for both students and staff both vaccinated and unvaccinated we'll also be looking at issues regarding in-person meetings professional development travel we'll be talking about athletics spectators at those events field trips for kids we'll also be looking at visitors in the school and potential external use of facilities uh and then i the cleaning protocols that we'll be using uh and the protocols that will be used in food service so all of those will be covered at that okay so specifically uh if what happens if a classroom's a quarantine and also what happens if one or several kids within a classroom or a building is all on the agenda yes it is so just as a reminder uh for certainly for those committee meetings uh we have three board members who are serving on that committee anyone
078is able to attend if another board member chooses to attend you're a member of the audience and the committee members will coordinate that meeting along with members of the cabinet um laura did you have yeah i was just wondering if these meetings will be um live streamed on youtube i know the preview i know previous one was not but i wasn't sure if that was the case for all of these if that's an option it is recorded uh it is not live streamed okay all right uh oh i'm sorry brenda i didn't yeah um beth can you can you send us there was a list of um subs that that alternates for for these committee meetings i have a committee meeting coming up that i'm not going to be able to make absolutely i can
079re-share that out all right uh not seeing any other comments i would look for a motion to adjourn so moved second all in favor hi opposed and that concludes our august regular board meeting [Music] you have been watching the green bay area public school district's board of education meeting please visit the school district's website www.gbaps.org to view the program again [Applause] [Music] if you cannot fully access the information on this video please let us know the accessibility issue you are having by calling 920-448-2025 or by email at communications at gbaps we will try to provide the information to you in an alternative format and or make the necessary improvements to make the information accessible you