001pledge of allegiance 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 okay all right uh we have citizen's request to speak we have i guess no recognitions normally that's uh next up but uh under citizen's request to speak i'll just reiterate our policy here i guess public input let's see public comment is for input only it's not a question answer session time for debate or dialogue session members of the school board will not respond directly to public comments that are made at this meeting no specific action will be taken at this mean in response to comments that are made or issues that are raised during the public comment period if the board determines the
002action is appropriate the action will occur at a future meeting and then a district representative actually follow up with you after the meeting we recognize one speaker at a time only those speakers who are recognized will be permitted to speak individuals who interfere with or sp interrupt speakers the board or proceeds may be directed to leave i should also point out speakers do need to be residents of the school district and we have other avenues for non-residents to get their input to board members so with that we will turn over the first person who was asked to speak sue catas of north hudson has asked to speak about lgbtq youth at hudson since we only have two speakers you have the full three minutes so i'm actually going to be under three minutes okay hudson
003and um and i want to say welcome to new staff i'm sorry i didn't look up uh finance but tara tara goner tara goner hi okay um it's serious stuff hudson school district stands alone among area school districts as knowingly resisting recognition of and not supporting students who identify as lgbtq suicides are three and a half times more likely by lgbtq students than non-lgbtq youth having accepting adults in their lives can reduce the risk of suicide attempts it is very important to have a show of support and acceptance for all students this includes continuing to allow books and classrooms that represent students of the lgbt community and in our health classes including a discussion about being gay pflag is a national organization of parents families and allies for their gay lesbian and transgender family members
004recent meetings that i have attended have been just packed with hudson district parents grandparents stepmoms and aunts families seek support from pflag on how to deal with the hudson school district describing us as and i quote hush about transgender kids families describe the tenor and climate of the hudson high school as guarded and quietly dismissive of their non-binary children and they feel that it's an unsafe place for their kids all middle school and high school young learners are figuring out their gender identity and whom they are attracted to for a relationship discovering gender identity may start as young as 11 years of age and gender identity is not the same as having sexual feelings gender identity is on a continuum or spectrum one may feel more girl-like or maybe feel more boy-like and you might
005hear a person describe this struggle as feeling different or not or knowing that they're different so four bullets um please read the dp wisconsin dpi document that i handed out about safe schools for lesbian gay bisexual and transgender students learn more about our gsa gay straight alliance clubs there's one in the middle school one in the high school and maybe in get invited to attend one declare yourself an ally tonight i'm going to leave a bag of rainbow wristbands on the counter if you would like one and invite a facilitator from the adult lgbtq community for an in-service training to learn more so let's make our school safe and affirming thank you all right thank you very much next up is joy knutson who is a representative from the city council and she's the new
006city of hudson liaison to the school thank you thank you president johnson my name is joy knutson and i've recently been elected the hudson city council i've lived in hudson for over 30 years and my kids certainly went through hudson schools i'm proud to be appointed by mayor rachel connor to be the school liaison to the school board so all that means is i'd like to help foster communication i've already had a productive informative meeting with superintendent ouellette and look forward to any other input from you i look at us as collaborators coordinators and as elected officials i know you have a lot on your plate so i won't take any time tonight no message to bring other than just to introduce myself i won't be able to attend very many board meetings because i'm
007the chair of the public works department or public works committee and we do meet on monday evenings the same week of the month so i may not come often but i do follow your topics in your meetings don't hesitate to contact me thank you so much all right thank you thank you for your willingness to serve and look forward to working with you all right next up under reports turn it over to dr granville for beginning of school year schedule and staffing enrollment updates thank you very much so if i'll do the beginning of your schedule and turn it over to andrea for the staffing enrollment updates but this is an exciting time of the year there's also the getting ready for the school year so a lot of exciting energy when we hit august
008first it's always like okay here we go and this is definitely the week of here we go there's a lot going on wanted to highlight a couple of the important dates on the schedule so from august 22nd to the 24th we have summer academy summer academy is optional professional learning for teachers and certified staff we describe it as teachers our classes from teachers for teachers a lot of exciting learning takes place during those few days on wednesday august 24th we have our brand new staff um coming to join us which is awesome andrew you know what our number is right now for brand new staff 63 63 so that's fantastic a lot of new energy we're bringing to the district then the next two days all probationary staff come in and a lot of fun
009energy then too all teachers will be back monday august 29th and then the day that we're all looking forward to and parents out there we know you're looking forward to this too that is september first the day all kids come back to school so we're excited about that and looking forward to a great year thank you all right any questions from board members on the beginning of the new school year that is coming up sooner than we realize very quickly here all right then next up we have the update with regard to enrollment and staffing i think we saw i saw a grid here in preparation for tonight's meeting andrea yes so that's the elementary grid specifically enrollment we project on a monthly basis and as of i think august 8th today we're scheduled to
010have 2088 elementary students kind of holding our own from the prior months a little lower than prior years but definitely not a marked decrease as we've seen other times high school scheduled to be 1800 students which is down about 30 students from the prior year and then the middle school is scheduled to be 1083 which is about it's still down from the prior year as well but at the same time we are still processing open enrollment applications we're still working through all of that and so one thing we know to be true is that it won't be 2088 or either of these numbers on the first day of school so we're continuing to monitor it there's if you look at that spreadsheet there's a lot of green which means we're under class size guidelines there
011are some red areas for sure um and we're looking in particular you know at fifth grade at hudson prairie however at this time we're planning to hold with our staffing we still have some vacancies so pivoting over to the staffing conversation we just read an article last week that madison school district still hiring 193 something like that teachers to start the school year i knock on wood i think we have three or four vacancies right now of teachers support staff different story we are undergoing right now an aggressive campaign to recruit new people to the district we have referral bonuses for existing staff for any staff who bring someone new into the system we have the signing bonus um we will be pursuing to the board directive um issuing retention bonuses for people that are
012coming back as well to also or all support staff they'll be receiving a 275 dollar retention bonus so we're trying to look at that but then we're also looking at communicating out our needs and then tailoring our ads specific to each unique individual position right so nutrition services for example we're offering free lunches for the workers and their kids if they attend the hudson school district school aged care free child care so we're trying to come up with creative ways to sell the different positions knowing that we are competing with everybody around us for these positions it's very competitive market we are looking at everything tracy just created a video for us to utilize as well that's on our website and we're going to be continuing to share out at every event and be present
013at different events to try to staff the buildings to the best availability prior to the first day of school okay questions then regarding staffing enrollment or the grid that's up in the board yes uh just one question on the hudson prairie versus river crest at fifth grade what was the rationale there well fifth grade at hudson prairie has recently in the last week jumped there like he's had i think 30 enrollments in the last 10 days this is a newer development um we haven't specifically talked in the past we've looked at once it hits 29 we can look at additional supports but we haven't developed a game plan yet these we're still working on the specifics of the numbers um the river crust is only one over class size guidelines and you can see we
014also have a lot of green where we go under and we kind of do a plus or minus of under and over the class size guidelines but yeah the prairie at fifth grade is the one that we are certainly watching closely and i just talked to joe yesterday or on friday about that some more because that's a concern so rivercrest wasn't set at 28 and a half because that number's been there for a while or they've i guess or hudson prairie would have been addressed earlier rivercrest had been down until about two weeks ago to 27 so they were at weeks ago it jumped to 28 but again that wasn't something that would trigger especially when you're going between two and three sections versus three and four we get pretty far below our class size
015guidelines um if we were jumped to three there versus prairie three to four it wouldn't be as impactful the problem we have is that we have about the same students as last year but we have um another section already and so trying to look at um a cautious utilization of taxpayer dollars too at the same time balancing the different interests my understanding at this time is that it would have to hit 29 before we would look at adding a section at this point instead like something we did last year with north hudson was we added a teacher time as a support during the reading instruction um so that we would have a teacher kind of floating in and out of the different classrooms so that we could um better support the students in that class
016so one more student would put it to 29 yep thank you it's definitely something we're looking at closely and the other one that looks like it's close is the river crests third grade because i think we had a question from last year's rivercrest third grade where there was that whole no it wasn't rivercrest that was prairie prairie was the three to four section issue which you just addressed for fifth grade rivercrest though is that two to three which all the other grades are three sections so um is that another one that is looking if does it need to get to uh what would be the next 60 i mean or 15. and that's a complicated question only from the perspective is we don't have a budget beyond the hundred sections and so that's where i
017think we'd probably have to have i mean talk as cabinet and talk to the board about getting additional dollars to pay for that so my understanding is our budget was built on 100 sections and that's where we're at yes okay got you all right any other questions hearing none then we'll move right into teacher salary structure update and rather than having a superintendent's report on that per se we have a committee that's been meeting and i'll turn it over to them i guess the tss as we understand it that committee's been kind of expanded and revised over the last couple years so looks like virtually all the audience is standing that's great so go ahead and uh and give us the latest yes thank you jamie my name is emily sorenson i'm a 7th grade
018math teacher at the hudson middle school and i have had the privilege of being a member of the tss committee from the very beginning with the creation of tss 1.0 and with any system that requires change for implementation there must always be time for reflection and evaluation that was done by the tss committee after 1.0 which resulted in the tss 2.0 version and now after four years of 2.0 the current tss committee is here tonight to share with you the evaluation process and vision for a new compensation system this committee is made up of teachers both union and non-union members school principals and district administrators we have a few committee members here tonight to share details in our process thank you for your charge to bring this group together to help keep and attract the
019very best educators for our students i will now have our committee members introduce themselves between stunning first grade so this screen kind of shows you uh where we've been how we got here but after two full cycles uh survey results which i think those of us on the committee have read uh revealed that there's a resounding need for some pretty significant change a few things that you're kind of seeing deficits and kind of the big discrepancy between salaries and just trying to bring everyone back to a place where they know or can predict where their salary will be our weekly summer meetings have focused on creating a certified compensation system that will continue to put an emphasis on professional growth and impact on our district while also giving staff a predictable salary path to assist
020in our priority with attraction and retention of quality district staff i will piggyback on her i think i'm the next slide a little bit there you go our work this summer has consisted of great conversations about how to disconnect the old tss compensation system from the educator effectiveness component we have as you can see on the slide analyze comparable data reviewed existing compensation systems in wisconsin and minnesota we've talked about we looked closely at their systems and talked about the pros and cons of them we've had energetic and emotional conversations about what our hopes are as we create this new system how to make it as fair as possible to existing and future certified staff while ensuring it is one that will also have longevity and be sustainable we've also talked about how the educator
021effectiveness system will remain in place we talked about how we can ensure that that system doesn't lose its purpose that it still motivates teachers to take pride in knowing our standards being intentional about making professional growth and that they will still take pride in their reflections and artifacts most teachers don't go into teaching to make the big bucks we know this we go into it to make a difference and feel valued while being valued isn't always monetary in the world of teaching it is important to know one salary trajectory and the last salary structure did not lend itself to that we are hopeful excited and grateful that we are able to start changing the current salary structure for many reasons and we thank you very much next slide please so during all of our meetings
022uh we spent on thinking about like what do we really value when you're trying to create a whole new system it's like going back to to the core um and to the roots here of what we really believe and what we value and so the things that were brought up connected with our pillars professional growth leadership and collaboration what we valued and the guiding principles came out of our our group of like what do we want to make sure that this system does um and as you can see there it has been hit up by uh my colleagues here in the uh the committee about things that we think that are really really important um but also with this idea that with our roots of our gutting principles along with our values that we're creating
023an opportunity for teachers to grow in our district we don't want to move away from what we really really believe and that is for everyone here to be able to grow as educators and so just to give you a little insight too like as i mentioned too like this is a diverse and you've got to meet a few of them tonight i want to give a moment though to um an administrator's point of view because not only was this system um you know had some weight for our for our folks that are in it being evaluated but also the ones that are doing the evaluating hi shannon sexy again um so i've had the unique opportunity i was on this committee from the start as a teacher and now i've kind of utilized the system
024as an administrator too so i think when we started all of this we had all really good we had very good intentions and we checked the boxes that we were you know that were in front of us what we didn't what we couldn't anticipate really are the feelings that came along with it and the feelings have not all been positive to be honest and i feel like it was pr it's probably been a little more impactful as an administrator the feelings of the having the heaviness of it so what we're really trying to do is um go back to the drawing board and we appreciate the opportunity that you've given us to go back with this diverse group and have open conversations and get back to what this is really designed to do it's designed
025for professional growth preparation for our teachers and we really want this to be a draw for for um for professionals and we want it to be a one that keeps our professionals here so thank you and so our work continues this fall um we are going to make sure that we now that we have uh a vision uh we're going to try to make sure that our work is focused deliberate and reflective to create this new system that supports our gutting principles and our goal is to work very hard and hopefully have something back to you a blueprint to you uh hopefully in january so now i'd like to thank you for your time and i'd like to open up for any questions to anyone on the in our group any questions yes heather can
026you back up to the tree and maybe it's inherent in professional growth see in words is excellence so can you talk a little bit about how as you're thinking about yes supporting teachers to grow but also wanting to be able to reward excellence how that piece plays in recognizing that it's very hard to measure definitely and that's something we've seen throughout this process too because i mean for years now we've been saying effective is a great place to be and our system should be should show that we haven't found that to be the case in terms of movement but the excellence i think how we defined excellence in terms of linking it to performance and pay to educator effectiveness didn't account for all the variables right i think excellence in my mind is continuous learning
027it's the growth it's the collaboration there's other pieces other than a simple evaluation not a simple evaluation but one evaluation tool i think our goal with whether it's quasi steps quasi lanes any kind of movement professionally would be to and dave started the work a couple weeks ago with the committee identifying what will grow that will lead to educational excellence what will we talked a lot about our pillars and linking it back to our mission vision values is how do we link all of it together that will result in excellence because we know it's not just an evaluation it's all the other things that the teachers are doing in and out of the classroom that we want to have a more comprehensive view of what excellence can be in this in this district is that
028answered at all thank you it does i just i think um and i'm so glad that you are the folks having this conversation and not me because you you know who among you is the best teachers i mean hopefully you're all good but but what i would love is for us to land in a system where you look around and you see colleagues and yourselves um being rewarded when you are really teaching and getting the very best out of our kids and that probably if you figure that out you won't be teaching here anymore because you'll be on the national speaking circuit right but i'm glad that that's at least part of the conversation because it is i mean it's so hard to measure and yet we all know that it's there and that we
029need to figure out a way to to get at it so that we really are rewarding teachers who are bringing out the best in our kids because that's ultimately i think what to me excellence would be right and how do we get it at it from different perspectives but also with those guiding principles to me a big piece is predictability it's hard to recruit staff if they don't know where they're going to be 10 years from now and we don't have any vehicle with our current system to articulate that so i think transparency predictability it's those principles that we keep going to over and over again if we have the roots of that leading into the professional growth leadership collaboration we will get excellence as the district has been excellent for how many years i
030mean historically it just will add an element of collaboration that i think was missing and growth that was missing with the original tss 1.0 and 2.0 that's i was just going to say i think another one of the unintended consequences are folks kind of closing their doors and being just a little more shut off where we need them to collaborate we need to find out what our best teachers are doing and have them share that so i think that's that's one of the hopes of redoing it and also we've talked about teachers fewer and fewer teachers going back to school for any kind of credits at all we've seen that just tank in the in since since this started we don't want that either we want our teachers to go out and get you know
031find things that are new and upcoming and things that they can do in their classroom too so that's that's a part of the work too and all right rob you have a question then i think dave had his hand up before we got to all right high school principal so rob go ahead um so in the in the light of collaboration and excellence one of the biggest complaints that i've heard about tss has been teachers feeling as if they were competing against other teachers and so how big a component is that conversation to the overall conversation i'll speak to but you guys can also speak to it i mean i think shannon emily and i can probably and dave speak to it more because we've been on it from the beginning we know there are
032no quotas we know that you guys act on the board approved percentage increase or the uh negotiated increase with the union prior to any determination on where people are placed we just can't convince anyone of that you know we know that to be true but people there's a perception that that's not the case that there are quotas that if someone gets distinguished that someone else doesn't get it that's corrosive right in an environment where you have to look across the hall and collaborate and work together and so i think eliminating that and reconfiguring it in a way that's positive and um again transparent less subjective more objective i think those things are what we've talked a lot about at the committee and just to highlight you this fantastic group that we're willing to come tonight
033super appreciative we also have another about 15 people that are members of the committee as well so it's a big group that are doing a lot of work and these guys gave up a lot of wednesday mornings this summer that um the district's very grateful that they were able to do that all right dave thank you just real quick to that concept of excellence it's a very good question a lot of the the guiding principles and the concepts here are about a path to excellence not that outcome of measured excellence so how can we inspire teachers to go down a path that will increase their competencies and their ability to draw that excellence in our students it's not in here but one of the guiding principles that sort of has been i would say an
034umbrella principle is the idea being very deliberate with whatever that might be so when we talk about professional growth that would entail a teacher sitting down with their administrator whoever evaluates them and saying okay this is my plan for professional growth and talking about those intended outcomes even those intended outcomes may not be the final measure may not be measuring test results or educator effectiveness ratings that's still implied in the system it's just what part propels you forward and then what part becomes that outcome measure okay principal ballard yeah i just wanted to to kind of touch base on or touch on the the top of topic of excellence as well you know i just completed my second year here and i started around the time of 2.0 and as i tried to learn a
035little bit about what this was going to be all about with a new system going in my perception of how things were going to be received actually ended up being quite different than how they were um you know i think jim had alluded had alluded recently that you know if you told t if you told a particular teacher you know you are really really good you're very very effective at every all six of these standards but in two three or even four of them you are absolutely distinguished anywhere i've been prior in my prior 18 or 19 years of administration that would have been a wonderful conversation when you think about the topic of self-efficacy and you heard some of our teachers today share about how they don't necessarily go in it for the money
036but boy does it ever feel nice to be told that you're doing a really nice job three or four distinguished out of six standards is awesome right but here they leave with this feeling of i didn't do quite enough i did i didn't i'm still kind of a failure i didn't i have two or three that they don't think i'm there yet and i and i think that that's kind of what i've noticed culturally is that that really that's hurting us it hurts our cul it hurts the ability to collaborate it hurts to have a relationship with your fellow administrator who i'm trying to coach on a professional level to become better but there's but there's this feeling that they didn't quite do enough and so i think when we talk about excellence we have
037to be careful with what we define it as because if we had a building full of teachers who had three four five distinguished out of six standards we would be absolutely excellent but they're not feeling that all right jim and i just want to say it to everyone here thank you this is an awesome opportunity to to demonstrate to the people that we care about and we work with every single day we're listening i'm i am so excited i am so excited that we're having this this moment right here in front of the hudson school board so again from someone who moved to this district 21 years ago after four months in the job and say i want my children here i thank you for this because i think today we're taking a step to
038improve our culture for the folks that we care about so thank you very much mr president yes uh funny you would say that because i think this is a huge responsibility and thank you all very much for trying to address this and overhaul and completely change probably uh the system so thank you and to all the folks who couldn't be here tonight i'm sure they really want to be but uh you're giving up a lot of time and appreciate your uh your expertise thanks yes i'd like to say again thank you and um large group very important work much appreciated it's good to see like shannon mentioned you know she started on teaching moved up to administration i i've always been proud of that in hudson that that is an opportunity i i like seeing
039a teacher there that spyrism that was with my children years ago so still involved you know so you know teachers with with experience and newer teachers as well thank you very much yes any other comments questions yes i just wanted to add that a lot of excellence can't be uploaded as an artifact into our educator effectiveness excellence andrea and i've had some amazing conversations that it's a conversation in the hall when i hear mrs dunning talking to a first grader and her the way she talks to that kiddo the way she resolves the problem in two minutes that is excellence it's not always like the credit you can get the tangibility you can get the artifact you can upload it's it's the good stuff going on in our hallways and sometimes that's not always seen
040and can't be put into a document and just real quick too i mean in terms of the timeline i mean this is um as we said january 2023 is what we're shooting for and we're working really hard and it's going to be a herculean effort to continue to to really now that we have the concepts out there and we've been working hard all summer on the concepts to start putting it into place like what will it look like in order to better attract and retain and it's all of them that are going to help us do the work and just one final thought too like i know we have to mention all the pieces that have been uncomfortable over the years but i just want to let you know that moving forward and we also
041have our union is uh been very supportive and involved in this process as well we want this partnership we want things to be a positive um we are not i mean at this point like we will learn from our past but we are definitely um looking forward and we're very excited um to do this work and really retain some of these amazing teachers at in the hudson school district so i really thank you for your time and appreciate it yeah i want to thank you again for your work and again this subject's been around for well seven years but um there was actually two years of work before at least two years of work before that uh in which the whole system was set in place so i don't want to denigrate all the work
042of the people from eight nine years ago either um i just know that all we want we want to see uh uh you know keep good people in spots we want to see you know our kids learning and our teachers feeling proud of what they're teaching i think um you know we've got a timeline here of january i was just wondering if it might be um also you know possible if whether it's october work session or november work session getting some kind of because i just hate to see a lot of work being done and then uh you know it gets to a point where well now a we're not ready to give a report which is fine too it's progress and you know there's a lot of work that goes into it but also
043making sure that there's you know given feedback so we you know stay on the mark so to speak definitely and i think um i would fully expect that i also love the collaboration between administration the teachers and the board i love the engagement that occurs because i do think it's so valuable for our staff to also see this right to see that it's not administration coming out and saying this is going to be the new proposal we're having dynamic conversations i loved how just referenced it emotional and um i forget the other word you use but it was but it was great i mean it they are it's a it's pay it's close to people's hearts but we can do it together and we're going to do a really good job at it and so
044kicking it off for the school year this was our first step the work the summer and then kicking it off to the board tonight this is the first time teachers are hearing of this work i'm guessing there will be some views of the presentation over the next few weeks and then that will prompt that further analysis which then will i'm sure probably october would be a perfect time for an update and plan to bring additional teachers back too for that presentation great yes carrie uh to that point will this be a live document then because we didn't have access to it yes it can be it was kind of evolving today no no so yep good thanks all right okay yes one question related to that i know one of the things i've heard from
045some of the teachers who have talked to me about tss and the committees is they kind of roll their eyes and say well it was all predetermined i mean they kind of had this belief that the committee was just for show and so thinking about you know what are what what what are the plans i'm assuming there are how do how will you all be making sure that your colleagues as much as as possible are hearing directly from you like this is really happening give me give me your feedback so that at the end of the process they feel i believe that it was truly a process led by you as opposed to something predetermined i'll come back uh so that's a very good question um i've had plenty of colleagues that have been asking
046like hey what are we gonna hear when we know you're doing something and so we kind of waited wanted to wait until after we met with you tonight and then work with andrea to to come up with some type of you know is it going to just be our visual um you know like exactly what is that information going to be but definitely want that information to go out um to our folks at the beginning of the school year yes allowing for that time also in there while we have people from every building that are a part of this committee making sure that those folks are getting the feedback as they are attending these uh meetings this fall so we did talk about at one point in the meeting about staff surveys of yes that
047we would potentially as we're starting to develop some of the specifics be gathering feedback because even if we go to and we're not going to do just a strict steps and lanes anymore but something along those lines we want to get feedback through that process from other people because the staff surveys that we did this spring and we did tss 1.0 we're very valuable and some things we can do some things we can't do but we can all analyze it and we can tailor the questions to try to figure out how it will support our guiding principles and how do we do it all together but i i we do plan to reach out to staff because another piece too as we were talking about this is you know going to be that transition right
048and just making sure that everyone can find some value in this new system and so that's where it's going to be important getting feedback probably from everyone because there's maybe things we didn't think of um as ways to make sure that everyone has has some way to grow in this system so thank you all right great anything else all right thank you very much for that report thank you for your participation much appreciated all right next up is the action portion of the meeting um i'll entertain a motion for the consent agenda with others as expressed uh on the board and uh in your materials mr president yes rob move approval of the consent items and that the chief financial and operations officer be authorized to pay bills in the amount of 1 million 296
049000 607 and 16 cents all right we have a motion a second uh it's consent agenda so it does not require any discussion or allow any discussion all those in favor signify by saying aye aye those opposed say nay the eyes have it the motion is approved next up mr president by the way that was motioned by rob ii by carrie yes all right all right since i've been asked by our the board secretary to make sure we make a note of that in the meeting he's watching i understand by the way tim get well all right go ahead can i just make a comment yes i know we we generally only comment on retirements but i think we would be remiss not to comment on the departure of choir director mr hayes from the
050high school um i never had children in choir but i have attended a number of uh choir concerts and musicals over the years and uh the talent of of the kids is outstanding i wish mr hayes well in whatever endeavor he is pursuing he is an incredible talent and will be profoundly missed all right thank you thank you carrie for that comment um and uh yeah i guess we all have probably could echo that that anybody who's attended a concert probably can speak to that all right next up is on the um i'll entertain a motion for approval of the second reading of the teaching and learning typically this was policies uh well and procedures in the 343 through i guess policy 3 46 and then some of these other many of them were deletions
051because they've been replaced by newer programs and of course title one is a federal program so that's always involving with federal law so is there any further comments you want to do on this andrea i know when we did the first reading two months ago it just got missed on the agenda from july no my understanding is that there haven't been additional modifications right dave is that right no no modifications from the last reading and before the the last reading approval there was a work session in which specific questions were asked as well and opportunities for suggestions for changes would have been there as well but given that is there a motion so moved second all right motion by kerry second by bob all those in favor signify by saying aye aye those opposed say
052nay and the eyes have it the second reading is approved and um it's now our new policies that will be i suppose adjusted on the school website at some time in the next 30 days hopefully so incoming students will know kind of what to expect in these various areas so next up is the certified can it andrea is that going to be you that is me again yes uh so both the next two handbooks so certified staff and handbook i know sarah jameson was here in my absence at the july work session to kind of walk through some of the highlights um not monumental decision or changes in the handbook this year there was just no need to do that primarily it was an update i mean some of the um and really laying out
053some of the changes for example like the overload pay we're increasing the overload pay substantially we needed to because people were making more money supervising lunch than they were um teaching another class so that needed to be updated our sub rate of pay are some different rates of pay there but then also the layoff language we modified that those are the primary substantive changes and i know at our last work session uh when this topic came up there was questions about uh table of contents that's been somebody's gone through that will be it's actually auto populated once we accept all the changes okay then we'll update it to be reflective of um once the red lining is all gone otherwise it's gonna show wonky between the um or show incorrect or be incorrect between the
054redline version and the clean version so that was our attempt is that we just weren't updating regularly the table of contents until it's the final product but it will um all right and i know for those people that follow a certified staff handbook is now set looks like 71 pages now it's a lengthier document but still i think like 30 pages less than like river falls school district we try to keep pretty succinct and really cover those topics that as new person come into the district what do you want to know what do you need to know what are generally the terms and conditions of employment that are helpful for you to know as you start your job excellent yep well we always want to be you know competitive with our neighbors not mentioning any
055names or anything like that so i'll enter uh entertain a motion to approve the certified staff handbook for 22.23 school year so moved all right motion by bob second by kerry all those in favor signify by saying aye aye those opposed nay the eyes have it next up is the support staff handbook um it's me again um so there nothing again radical and even in this one i don't think we modified the the layoff language we didn't the certified but not the support staff it's updating that language making sure it's consistent reflection we try to align the support staff and handbook as much as possible a certified staff handbook if there's not a reason for a difference why do we have one that's kind of the perspective that we take on it um so nothing
056earth shattering but um certainly it's always an exciting time to start looking at these handbooks as we start the next school year right is there a motion to approve the support staff handbook for 2223 school year second heather motion rob ii all those in favor signify by saying aye aye those opposed say nay and the eyes have it next up is the elementary parent handbook this we went over this at the last work session and talked about the changes the elementary level primarily they were policy changes to update and match our changes to our board policy and then some procedural changes related to primarily nutrition and then some updated curriculum information as well the handy handbook table of contents have been updated and those same policy changes are reflected in the middle school parent handbook
057okay and i know besides the fact that andrea was presenting the staff handbooks and you're presenting the parent handbooks um two different totally type of handbooks right yes one's kind of more terms and conditions of employment and so forth and the other one is more informative parents understanding what the rules information a one-stop shop for the information they need but they're it is very important that parents have access to information this is going to be it's on the school websites but it's more than just a procedure of checking the box or checking off a signature because it is important that parents understand um you know all aspects of their students learning and you know what they can expect from from our schools our teachers and administration um is there any further questions from board members
058on the elementary parents mr president just a a comment of appreciation and i know this change is a few years old but um so much more likely as a parent that i'm actually going to read something that is good to look at and so thank you for that change that was made a few years ago and i know we're updating images it looks like each year but i really appreciate having this not in a policy looking document but in something that you know you actually want to flip through because as much as as parents we want to read everything [Music] we make choices so let's make this be the thing that parents choose to read so thanks for your effort on that tracy is there a motion to approve motion to approve all right from
059kate motion from kate is there a second second second from rob any further discussion all those in favor signify by saying aye aye those opposed nay the eyes have it and the elementary parent handbook is set for 22 23 school year our last action item is now the middle school student family dave what's the the main difference from prior years and if you could explain the difference with the elementary school handbook given the fact that the middle school is 10 pages longer sure yep it and really that is just a matter of style and preference the elementary team likes to have it all in there to give all the information in one spot middle school takes a more minimalistic approach to just give the necessary information that's required if you remember we actually looked at
060the middle school handbook at a previous meeting approved it and then realized that there were some changes that needed to be made so we're bringing this back for re-approval to reflect those changes primarily the policy changes and the nutrition service changes that are reflected in the new version yep and i i want to i don't mean to make light of it because again it is important stuff and as we discussed in the work session um you know if you still have some outdated reference to policies and so forth um about you know you could say well we haven't had this come up in 20 years but the first time you go to your handbook it there's going to be that one off in 20 years and it'll be wrong we want to make sure it's
061right so i appreciate the efforts to get it right and to get this reapproval is there any further questions from board members okay i'll entertain a motion to approve the middle school student family handbook second motion by heather second by bob um all those in favor signify by saying hi hi those opposed nay the eyes have it i'll now entertain a motion to adjourn motion by kerry second by rob i i really like the fact that all the motions and seconds were by people of different gender i believe so that just made it very clear for our secretary who's watching i think um there was a difference there so anyway um all those in favor of adjourning the meeting at 15 minutes indicate by saying aye aye those opposed nay the eyes have it we
062are adjourned next action meeting is next month following the annual meeting