001teachers. You think the live stream's gone now? Are we good to go, Steve? >> Okay. All right. I'm going to call the order call the meeting to order at 6:15. Um, and we are going to go into close session right away. So, I would look for a motion to do that. >> I motion for close session under Wisconsin state 19.851c C considering employment promotion compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction or exercises responsibility. Discussion regarding compensation plans for administrators, supervisors and directors and approval of 42926 and 5196 school board close session minutes. >> Do I have a second? >> I can second. >> Thank you. All right, we'll go do a roll call vote. Um, please say I if you are in favor. Um, Fesler I.
002Um, Chapman >> I. >> Huy >> I. >> Fisher >> here. Yes. I >> and McCrae >> I. >> All right. So we are in close session at 6:16. >> So then in close we need to So what time We 10 seconds, Steve. >> That's right. >> It's official now. Alrighty. Um, so we're going to have the open session part of the meeting resume at 7:20. So that brings us to our consent agenda items which include um minutes from the May 18th, 2026 schoolboard meeting, certified co-curricular and administrative staff recommendations. Um, and before I ask if there's anything anyone wants to pull out, I imagine we want to talk a little bit about our guest in the room, Amy. >> So, we are very excited to have the Dr. Amy here who is person who's
003before you tonight for you to vote on the primary principal. >> Y excited. So, I said we're gonna be talking about it on Monday and she said >> be there. Thank you. >> I just wanted to say hi. >> Hi. >> Yeah, you too. >> Great. We're excited, too. We've heard great things. So, thank you for being here tonight. >> Yeah. Thank you. >> Assuming we approve the consent agenda. >> Yes. >> Geez. I don't know. It's a lot of pressure. >> Yeah, you do have pressure. Thank you for being here. And no, >> that would be something. >> Stranger things happen. >> All right. Just so that there's not suspense, I would look for a motion. Then >> I move to accept the consent agenda as presented. >> I'll second. Any other things? Anyone
004wants to pull out for discussion? Okay. All those in favor, please signify by saying I. >> I. Any opposed? All right. Motion carries. 5-0. >> It's official. >> Welcome. Yay. >> No, it's okay. That's okay. >> Apologize. >> Nice meeting you, too. >> Thank you. Good to see you. >> Thanks, Amy. >> All right. Um, and then, as usual, we have personnel items that do not require a vote. Um, so that takes us to public comment. And I know that we have one um that was sent into us that we're going to have um Megan Chapman read out loud. >> All right. So, this public comment came >> Oh, you know what? I'm sorry. I should probably Should I read this part? No. Oh, Aaron said no. That >> Okay. All right. Great. >> Okay.
005So, this public comment comes from Michelle Garvey. >> Good evening and thank you for allowing me to share on behalf of Michelle and the many community members who stand behind this proposal. They say, "Every town has a soul, but in McFarland, that soul had a name, Bill Garvey. To the outside world, he was an educator and a leader. To us, he was simply Mr. McFarland. Bill was the heartbeat of our school and community band and the energy behind our youth sports. He didn't just support our schools, he championed our children. Whether he was at the negotiating table for the teachers union or standing in the wings of our performance center, he moved with a rare kind of grace. He understood a fundamental truth that protecting the teaching profession was at its core about protecting the
006students. He saw them as two sides of the same coin, both essential to a better future for our kids. On a personal level, Bill taught me what it meant to show up. He showed up for the rehearsals, the games, the festivals, and the difficult conversations. He was a mentor who balanced strength with kindness, and a neighbor who invested his life's work onto the place we call home. Sometimes we lose a leader before we are ready to let go. I knew Bill's parents, Tom and Marion. We expected their longevity to be passed to Bill until it didn't. Now 14 years after his passing, we have a unique opportunity to ensure his legacy reaches the generations who never had the chance to meet him. Our district has a proud tradition of honoring those who built us. The
007William J. Rice Field honors an elite coach and teacher. The Angie O'Donnell Aquatic Center honors a visionary parent, coach, and community member who helped build a championship level swimming program. It is now time for Bill Garvey to take his place among them. By renaming the McFarland Performing Arts Center in his honor, we aren't just putting a name on a building. We are ensuring that every student who steps into the theater and every musician who plays a note remembers the man who spent his life building the stage for all of us. Thank you for your consideration. And that statement actually came from Scott Brown >> for us and we have no others. Correct. >> Okay. All right. Then let's move on to ourformational items. And that first one is our McFarland High School student report with
008Anna. It's your last one. >> Hi everyone. >> So sad. >> Student report. >> She's got the golden hour right now. >> Yeah. I've got my bright light behind me here. All right. I always forget how to present this every time. >> Well, after today, you don't have to. >> Well, let me see. There we go. All right. I don't have too much to talk about today since it's the end of the year, but I have a few things to share. Um, for a highlight, seniors walked through past buildings to see previous teachers and current students last Friday for senior celebration day. So, we got to walk and see all of our old teachers and the old buildings. It was kind of cool to see the elementary school cuz we haven't seen that in its
009new new building. Um, for clubs, DECA had a end of the year banquet to celebrate their accomplishments with members, advisers, and parents. So, here are some pictures from that. They got had certificates and officers got cords and celebrations for multicultural club. Multicultural club hosted a community culture night where clothing, food, and other pieces of heritage were celebrated by McFarlanders. Um they here's some clothes you can see over here and bunch of people brought in food. That was a great event we had at our high school for for performing arts. Band and choir are getting ready to perform at graduation to help send off our seniors this Sunday. And then for athletics we there's a lot going on in athletics right now. So I just um am highlighting our state qualifiers. But for boys tennis, we
010have McFarland tennis number one singles player Kevin Chen who qualified for the state tournament. And then for track, we had a lot of Spartans in the state tournament for um for the girls 4 by 800, Hannah Kirch, Khloe Stenman, Bailey Wagner, and Ada. And then shot and discus, Kayla Landrew qualified, and then Ada for the 800 as well. and she also broke her own record for a new school record. And then for the boys, they qualified for the 4x800 with Henry, Charlie, Lucas, and Blake. John Gibson qualified for the 100 and the 200. Henry Pek qualified for the 1600. And then the 4 by 200 with Ben, Jojo Grayson, and John Gibson. And only thing coming up is graduation. I think everyone's excited for that this Sunday. And I just want to thank you guys
011all for taking a few minutes every week to or every meeting to listen to Dean and I. And it's been fun to share everything going on with you guys. Do I have any questions at all? >> No. >> Yeah. Thanks for spending your Monday nights with us. Super excited to see you on Sunday. Y >> you all on Sunday. Thanks for having me. >> All right. Bye, Anna. >> Bye. >> All right. Wow. Another student send off. Okay. So, then that takes us to the staff survey results. Mr. >> Tarner, >> excited to be able to share with you. As you know, we have had a few things >> going on uh with the survey results. You have heard the parent guardian survey. You've heard the student survey results. And last but certainly not least,
012uh we turn it over to our staff to provide some feedback for you. So you have the information in front of you, but I am going to be sharing it on my screen so that the public can see it as well. All right. So all right. So again we use a third party school perceptions and ensures anonymity of the survey. So we do not know who the people are that are responding and they provide uh an analysis of the results. It also allows us to compare our results to other similarsized districts. The the survey was in April and we had a 62% participation rate. So it went up a little bit from last year. Was hoping it'd be even higher. So we'll see what we can do for next year. when you look at where
013people um spend most of their time, it does reflect where people are in in the district in terms of numbers. So, it's, you know, fairly representative of that as well as with their positions as well. The majority of our staff are classroom teachers. All right. Um, in terms of years of of service, I would say it's it's pretty pretty representative of of our staff in terms of years of service as well. We tend to have most of our staff in that more than 10 year category and some more than 30. This is the fourth year of doing this survey and I encourage you when you look at these results to look at the percent that agree or strongly agree and you can look at the comparisons just to be cautious that when the scores are
014compressed meaning there's not a lot of variability from one score to another in a district just a little bit can drop that percentage down pretty low. So, you just have to be careful. So, you look for more of like the outliers on that to one extreme or another. That's actually more helpful. If you're in the 20 percentile comparison, that tells you well that's pretty different than a lot of districts. The data is average across the buildings and there are differences between buildings. So, that's something to keep in mind. So starting with the summary just to give you the overall partic uh perspective is when we ask them about job satisfaction uh factors compensation salaries at the top of their list followed by healthy culture working conditions and meaningful work. When we look at some of
015our strengths the way that I did this list as you'll see I correlated with some of them are also areas of growth. So it just depends on um who you are. In fact, I was quoted on the school perceptions podcast uh for one thing I said is that it would be very easy if everybody thought the same thing that would help you. You you know what to do. We all need to do this. So you can see some people see this pay as a strength and some people see it as an area of growth. Same with discipline and behavior. We're showing growth in those areas. Still work to do. Administration and leadership. Some people are really excited and um speak highly of their leaders and and some don't. Same with meeting student needs. Uh consistently
016though, we've seen a pattern of communication as being a strength. That's been for several years in a row. Relationships as well, having access to technology and supplies continues to be a really strong area. And what we're seeing an increase in is supportive and engaged community. Postre referendum. We're starting to see that build up more and more. And in terms of other areas of growth beyond those that was mentioned is some expressed a desire for more feedback and recognition on their performance. Professional development I'll talk about that quite a bit moving forward and workload continues to be uh an area of concern for our staff. I mentioned the job satisfaction uh factors and they say you can they can check up to four. So, you can see this from this list and and and how it
017ranks and and of course sort of those top I guess it's six um there's a pretty big jump from 38 to 18%. And so, um it's important to pay a special attention to those up up at the top. And one of the things that I sent to you, I believe, was I went back and I we did a similar survey in 2019. So, this is preandemic, premy role as a superintendent. And what we've seen is compensation and salary has increased in being important to staff compared to where it was in 2019. It's not an evaluation of the compensation. They're saying it matters more to them now. Um, and meaningful work has decreased. So, you're seeing that kind of that change over time a little bit. And there, you know, we could speculate all day long
018about why that is. I'm just making that observation. When you look at some of the Now we're going to move into the themes from the strengths. And I like to organize it like this just so that it's a little more digestible for you and the public. Right up at the top, our our a huge change, our largest change from last year to this year was an increase of almost 13% in staff agreeing that pay practices are fair. Now it was a low four 44% in 2019. Um and last year obviously it was less but you can see that increase. Yes. You had a question. >> Yeah. Can you just remind us this is this survey was taken after the new compensation schedule was shared. >> Correct. >> Okay. >> Correct. Yes. >> Yeah. So you'll
019see that reflected in in the data. >> Okay. Communication being timely, effective and clear. You can see these percentages of strongly agree for district clearly communicating about important issues that um in important school information is effectively communicated information shared in a timely manner and the district seeking input from a a broad group of staff members. So both high percentages agreeing as well as high comparisons compared to similarsized districts and you also see some some pretty significant jumps from 2019 data. Healthy relationships really is a strong thing when I and that's fits what I hear anecdotally. you know, people really love their co-workers and get along well and 95% strongly are agreeing that they have healthy working relationships. It's great. That was also a theme in the comments about the positive workplace culture, staff support, and
020collaboration. Access to technology and supplies was very high. People feeling like they have the technology they need to get to do their job, the support, technology support they need extremely high. um that really speaks to our our tech team and the leadership and and certainly Jeff Mahoney's leadership in that area and access to the materials and supplies they need to do their job well. So, that's a real strength of our district even despite budgets being reduced following the failed referendum. >> Other strengths, meeting student needs. Um staff feel like they're doing a great job educating students. They feel like students are respected for their values and beliefs, which is certainly important. And you hear that in the comments as well. High quality caring staff is something you heard and we heard that in the parent
021guardian survey and the student survey as well. So that's a nice >> theme. Staff feeling more safe. Uh 95% agreeing with that. I just saw something today too that said that school perception is seeing that across districts. That's a theme. Feeling people feeling more safe in districts. Supportive and engaged community. I talked about that. it increased another 2% and we're up to 90%. So, I think that means a lot. And what we try to do with that is we try to remind staff that that they should focus on the people that they know in the community that they serve and not so much the state or national conversation about education. that if the parents you're working with and your community is supporting you, that's that's what this measures, not so much, you know, what legislators
022might say. Uh it feeling uh supported by administration certainly feeling I was really impressed with this 88% agreeing they feel comfortable sharing inputs and concerns with administration. That was 66% in 2019. So that's a really dramatic increase. >> Yep. So, I give a shout out to our administrators for that. Um, feel supported when making a decision. Another nice nice indicator and a lot of comments about strong leaderships and supportive administration, discipline and behavior. This is uh one of those that you're going to hear again in the growth areas, but people there is an increase and we've seen an increase over the last couple years in people feeling the school discipline practices and policies are effective and that that staff handle them in a consistent manner. Now, certainly there's a lot of room for growth, but
023we're headed in the right direction. So that's affirming to a lot of the professional development work that we're doing with staff related to kind of norming around behaviors or making sure we consistently respond in the same way. Some others of note, staff um feeling that they're proud of the district. Certainly a high percentage there looking forward to going to work. A nice increase there. So that was one that was kind of concerning in previous uh measures and we like to see that going up. uh the recommendation for staff and we'll talk about this a little bit um in the in an upcoming slide increased uh that they would recommend the district had a nice increase there and then also that feeling that you all are doing what what it takes to make the district successful.
024So >> was that an increase or a decrease? >> That wasn't that I believe that was an increase. Okay. >> I don't remember. We'll see that in a future slide. I wouldn't call it a strength if it was a decrease. Um, true. >> But that is and that is also something that they're seeing around the state as well. >> So these are this is going to be a little bit redundant. Um, but it's just some people like to look at the data in different ways. So the five items with the highest score just affirms what we're talking about. So those on a fivepoint scale. So when you're seeing that 4.33 with technology, that's a good indicator there. Yes. >> Ask a question. And I don't know if this is like feedback for school perceptions or
025whatever what have you, but as we think about using technology, I would future technology was doing before or whatever um the situation may be. But anyway, that was just a thought. I thought I Yeah, and it is just a perception certainly. And there is the I have the materials and supplies I need to do my job as well, which may kind of get to that other part maybe. >> Um, but thankfully both of those are high scores. >> The highest change, we talked about this, but you can see that dramatic jump from 13% to 3%. >> That is this is for this five items with the highest change, positive change, right? >> Yes. >> Yeah. Okay, good. >> Yep. We'll do the We'll do the other ones. >> Yeah. Yeah. I just >> two >>
026biggest change, right? >> Yep. Thank you. And then the highest comparison you can see there compared to other districts. And I I think this does align with with what when you have new staff come to the district, these are the things that they'll say, "Oh, >> compared to my last district." Oh, >> yeah. >> You know, you seek input so much more. You you know, >> communication is better. I have technology um the comments as well and I will be sending all of the comments to you. I didn't want to send them to you before because sometimes you can get lost in comments. >> So you're welcome to read all of the comments. Um but there were some themes there which are supported and I I included in the other strengths but one of the
027things that is is really nice to do is to look at how many comments for each because you can see when you have 28 comments that's that's pretty persuasive >> you know compared to 10. So, um, this just reinforces the themes that I talked about earlier. I won't belver that. Um, you can see that positive culture, commitment to student well-being is being some things. So, in terms of overall growth, yes, we saw a nice increase on pay, but we're still seeing only 65% agreeing pay practices are fair. Um so yep growth but yeah but um and the themes are um people just concerned for continued compensation and benefits for support staff. I don't believe that the support staff compensation had been shared with them by the time they did this survey. I think it yeah
028>> um veteran teachers and I think there's there's just some teachers that had really benefited from the previous system and the change has been difficult for some um and then of course relative to other districts and of course which districts you're comparing to is is relevant but we're we're at a midpoint midpoint for our comparables with our certified staff workload continues to be in an issue with only 3 or 71% agreeing Um, this one really shocked me when I looked at the 2019 data. I feel like the demands on teachers have just continued to increase. And it was actually a lower number in 2019. >> That really surprised me. >> Interesting. >> So maybe it's because we're we're talking about it more and we're we're aware of it and trying to do things. I'd like
029to think that, but I don't know. And same thing with the amount of work they're asked to do is reasonable and manageable. still not not an acceptable 69% but more than it was in 2019. I do wonder if it's the amount of years experience and becoming, you know, more veteranoriented where you have now honed your skills to be more efficient >> and so the workload feels like it's less >> perhaps. I don't know. >> And and the comments that I hear are just there's much more support from administration. And I think I think that's what makes a lot of teachers feel. >> I'd be curious also to know where the imbalance comes from. Like is it from dealing with families? Is it is it, you know, work that's expected from administration or like statutory requirement
030type work that they have to do? It would be interesting to have a follow-up question um about what they feel like is causing the imbalance. >> We and we have followed up a little bit that we we continue to do that because it's hard for people to really articulate. >> There's the things that are just part of your job >> and there's also the pressures that you put on yourself. And so one of the exercises that we try to do with staff and need to continue to do with staff is, >> you know, looking at all of the expectations, the things you have to do. How many of those are have to do? >> You know, how many of those are kind of nice to do, but you are kind of saying that's my expectation
031for myself. >> What are we teaching parents to expect from us? Mhm. >> What communication is redundant and unnecessary? >> Uh how much work we're creating. So those are conversations. Yeah, that's a good point that we really need to continue to have. >> That varies again what what what the job is, what you're doing, but also time of year can also have a big impact on this. >> That's true. That's a good point, too. >> Discipline, behavior, you see that um again that is that is something we really need to continue to focus on. Yes, it's increasing, but it's still is still quite low and being consistent across people. There's concerns about just repeat behaviors, you know, the students that we haven't gotten to. Now, you know, I don't want to minimize the validity of
032those concerns. I guarantee that 20 years ago, >> that would have been a concern. >> You know that it is that is difficult. Teaching is difficult. But um the I think some of the more extreme behaviors that we see now are a little bit different. >> Mhm. >> Maybe not. >> So explain that the where it said uh and disciplined behavior that middle one there. It was actually that it was ranked only at 44%. >> 44% agreed strongly agreed in 2019 and now it's 57. >> Yeah. >> That's a pretty big pretty significant jump. And that's post pandemic. >> Yes. Yeah. >> Yeah. >> So, and certainly behavior didn't get better with the pandemic. >> I will tell you that. >> Yeah. >> True. >> Sure. >> Meeting student needs, you know, continues to be
033an area of growth, right, with 81% agreeing all students are given equal opportunities to learn. And then some of the different categories based on on demographics for economic backgrounds, cultural backgrounds, and racial backgrounds. Um, so that's something to com uh pay attention to. Economic backgrounds is one that comes up, but I would say we're at 16th comparison, but we're at 87% agree. >> That's pretty high rate of agreement to be at 16. >> So, you know, that's a compressed >> Yeah. >> Right. Yeah. >> range there. >> Um, social emotional needs of students being met is actually higher than it was in 2019. >> I couldn't believe it. But still at 64% it's a concern. >> Yeah. >> Well, I think we're certainly doing more to address that in 2019, but that would that indicates
034people feel like it's being effective, right? >> Yeah. The district has invested in student services staff significantly since that time. feedback and recognition, you know, another area of focus that we need to continue to improve and um you know, few are agreeing that they're recognized when they when they do a good job, you know, so that's just something to to pay attention to and to keep an eye on. Now, you know, staff are saying that's not the the highest thing on their job satisfaction factor. In fact, it was 7% on that indicator. Um, but it's something that the that the building really does try to focus on and can can certainly improve. Professional development I mentioned earlier and people just feeling like this this number has continued to decrease over time like they have access
035to professional development and we really struggle with these on our professional development days because staff also want independent work time. And so how do we balance those things and make sure that professional development is relevant and meaningful? And I would say the biggest thing is that staff are saying and and as administrators we are we agree is we need to have a clearer instructional philosophy and that has really been a lot of the work that Emily Kinser has been putting together with administrators and staff this year and we'll be implementing next year. So I'm excited about that. which also would address the concerns about that academic rigor and the higher expectations that we're seeing >> that that's a concern. >> Yep. Those two things together. Yeah, excellent point. >> Staff feeling valued by administration. Certainly
03683% is something we'd like to see higher feeling that district administration we saw a de decrease there. So that's I guess me um and and our district office team. um don't really know, you know, don't have a a clear vision of of what that is, but it could be related to that instructional vision um and alignment of initiatives and systems that they mentioned in their comments. Certainly, it's staff feeling their broad group of of members that have opportunity to to give feedback. There was a decrease there. Um it's still relatively high compared to comparisons. Um I'm not sure where we're lacking in that area. Just to be honest, I would need to to dive into that. When I look at our committee structures and the things that we do and how we engage people in
037developing the employee handbook and those kind of things, >> um I struggle a little bit to know exactly where to reach. We take volunteers, so maybe it's other people want to be involved, but they're not available. We give a lot of surveys. I'm I'm I'm a bit at a loss on how to increase that. I mean, certainly 82% still positive, but that's one I think deserves more exploration >> and a slight decrease in staff agreeing the district's headed in the right direction, >> which is in interesting when their satisfaction and they recommend it is higher. >> So here you see the lowest scores mostly related to pay practices and discipline and workload. Those are the main ones there and the the least change. Uh we're not really sure about this. Our school is a process
038to ensure every student has connection with at least one adult in the school. And my hypothesis is >> the word process might be what trips people up. >> That was my thought when I saw this one too >> because our students are saying they do feel connected with at least that was a real positive one. Well, and I feel like too like there might not be a district-wide process, but each teacher is clearly engaging in some process because our students feel like they have someone to connect to. So, >> what it's working, it's just maybe not a normal process. >> And it could also kind of go back to your like self expectation too is am I reading that Am I providing every you know my students that >> connection? >> Yep. And then when
039you look at the comparisons you can see those scores there is um and then the comments really reflect that as well. Um, there's, you know, some of the things I talked about with concerns about compensation in their workload, those kind of things. Student accountability, academic rigor that we've talked about. Um, you know, some want more communication, some want more transparency, some are overwhelmed with communication. There's always that sort of that balance. professional development. I've mentioned wanting a clear curriculum alignment and instructional direction. And then there were some concerns about, you know, leadership visibility primarily from me um more so than the other administrators, but some some principles as well >> mentioned in there. Just wanting more visibility on the ground, those kind of things. And this is uh kind of an interesting indicator, right? This
040is one of the ways that you really do evaluate a district >> is by looking at these scores and seeing where your promoters are. Those are the highest ratings, eight or nine. And we're seeing some nice increases in these over time. um and and both in comparison and then over the past four years seen an 8% increase in the overall score. So So some nice nice growth in that area. >> I'm curious why is 10 not part of the promoters. >> Oh yeah, they would be part of the promoters. Eight or nine or 10? >> Yes. >> I was like that are they like outliers like Yeah, that's like >> Thank you. Sorry. I apologize for that. >> Okay, >> we'll we'll lump them in. Yeah. >> Okay, good. >> Proud of our district. We
041talked about that a little bit. That is a little bit of a decrease from 2019. The index reminder that um puts a lot of questions together and in these different categories, you can see fairly stable. >> Um we're just just right at about getting to a four on some of these. So, that would be something to look at. and kind of the middle of the range in terms of comparisons. So, you can't address any one of those individually because they're a compilation of questions. >> So, it's really hard to extrapolate too much from this other than that fairly stable. >> And then you get into the item analysis and I've covered a lot of those. Um, so I don't I don't want to be redundant on any of this any more than I already have.
042But if there's something that people are seeing in um the document, you know, it shows percent agree, current score, previous score, change and comparison in these different areas. But I try to summarize it at the beginning so that you can not have to come to your own like pulling all the data, comparing it all >> while you're seeing it for the first time. >> Thank you. That's helpful. I >> um any questions, observations, things for further discussion? >> I think one of the things that I thought was interesting, I mean, you kind of covered it in the communication piece, but when they just because we are the school board and they the some of the theme was more communication or transparency from the school board. Um, I'm curious because when we do our self-evaluation, we've
043always we've scored really high in that because that was our goal to like increase visibility and increase just people's awareness of what we're doing. And I'm I'm wondering if we've become more visible and so now they want more or is is there a gap somewhere that like is it a certain subsection of the staff that we're not reaching or you know like I was just curious. >> I'm not sure I ever watched a board meeting in my 37 years of teaching. So I don't think they're aware of it but I do think we're we're >> we're doing a lot. We've done an awful lot. Well, if there's like a different mechanism to share. >> Yeah, that's that that's what you may have to do. >> Well, and that's why we started adding it to the
044different calendars and different because I do I think it's while it would be great, it's not a realistic expectation to have teachers watch schoolboard meetings. >> Um, yeah, it's interesting. I would just be curious to know like is there more that we could be doing or is it just a different like that some people want more, some people want less thing. So, Yeah, there's that balance of, you know, people say, "We want to see you more. We want to see you more in our classroom, >> but you probably don't want to see us too much and you probably don't want us, >> you know, evaluating you and you don't, you know, so there's that >> sort of that balance of just want to see around, >> right? you know, and more more I think more
045on an informal level, >> right, >> than you're doing a walk through and >> it's kind of like when my kids are home from school or from college. It's like I don't need to see you. I just like knowing you're in the house. >> Yeah. >> That's a little bit of what it is. >> Yeah. You can be sitting upstairs playing video games, playing on your phone. I don't know. I just like having you in the house, >> right? >> Feel connected. >> Yeah. Right. Exactly. And it's you and I have talked about this that difference between visibility and accessibility >> which I think like if you're looking at the two like which one's more important is it more important for staff to feel like they can come to us with questions or concerns or
046that they see us. >> That's also a balance. >> So >> I'd like to pull up the piece from the support section um just on the social and emotional needs of all students being met. Um, it's interesting to me that we're at a 64% where staff agree. Um, and if I recall correctly on the student and parent guardian surveys, that's where we really excelled. >> Yeah, it's much higher. Um, and that just speaks to me a little bit about what might need to be done. >> Um, just to gain a little bit more perspective of of what that means in a classroom. >> Um, because parents might provide those supports in a way that's very different from what a staff member might need. Um, I think that that also >> ties into some of the
047behaviors and the discipline because if they're not feeling that those needs are met, then we're not meeting them where they are in a way that they need. >> Um, >> so just looking forward to following up on that to kind of dive into those questions a little more. Um, just to see why there's a a divide between how staff feel and how the parents view that same topic. >> I I would argue that a lot of teachers feel like they wish they had more time to to really get into it and I think they're frustrated that they probably can't spend as much time as they'd like and they kind of recognize it's like uh I think there's so much more I needs to be done >> and as a parent my child is much different
048when a staff member might see them than when I do. >> Yeah, >> that is true. I acknowledge that. >> Yeah. And it goes back to like that self expectation like I do think if we all had more time in our days, we would want to do more. >> I think that's the kind of culture we have staff and our school staff. So it's not surprising to me that maybe some of those selfrelection. >> Yeah. >> We all have the same mentality and approach. We want to be able to do more because we care. I think the another thing that you know staff have a unique lens on students social emotional needs because they have a comparison. >> They can see >> the range of needs whereas you know as a parent or as a
049student you really know your experience. >> True. >> And you don't know oh how different is that from everybody else's. You don't really have a comparison. >> So >> that's interesting. Yeah. That's a good point. Okay, >> good stuff. So, um the the next thing that I will be doing is comparing all three surveys and kind of looking across for themes and then using that to kind of guide our our work. But then buildings have uh we'll be analyzing the results in their building leadership teams on June 11th, >> the Thursday. Will the professional development be addressed in the instructional philosophy? >> Yes. And I'll be talking about that actually very very soon in the strategic plan update >> like in a few minutes. >> Yes. >> Well, that's an excellent segue. Is there any
050other questions about the staff survey results? >> No. >> Staff, we appreciate your time doing it. Thank you. Yeah. Thank you for >> all of you watching the board meetings. >> But the fact we've done it four years now in a row is >> very wonderful. >> Yeah. Right. You know, >> there's there are people that do watch. >> Someone can't sleep. >> I'm not going to name names, but you know who you are. >> All right. On to the district administrators report. You get to talk more. >> I do. Um so we are going to um see what this does. U be sharing uh I am going to be sharing a little bit more with you about our strategic plan. So we try to give you updates twice a year and you really almost
051get three because you get an update at school improvement planning time when when the buildings come and present. But a reminder, we're at year three and a half of our our strategic plan >> process. And so, >> um, I'm just going to give you a little bit of an update. This is just some basic information I always include for you just so you have a sense of, you know, that this this has been um in development for several years. we've been in operation and um I highlighted down here is next summer we'll be we'll be uh providing an update on our strategic plan. So >> yay >> that's coming that is coming up. >> How did that happen so fast? >> I know I know weird. So the moving on educational excellence is our first
052pillar in our objectives for this year. Reminder this is calendar year not school year. And this is where we're talking about defining and prioritizing highquality instructional strategies specific to the ELA and closing the gap with students with um individualized professional development plans. It should say individualized educational plans. Um, but this is students with disabilities. That's really our focus and we're looking at doing that through professional development and support with our teachers. So, we have identified the next focus for our highquality instructional strategies, which is feedback loops and high expectations for all. So, making sure that all students have access to grade level content. And that may seem like, well, duh. uh but what has happened in the field of education and what research has found is you know previously we focused a lot on differentiation
053which was giving information to kids at their instructional level but unfortunately what has happened that kids aren't getting exposed to uh more complex text more rigorous materials and they're never going to cross that gap unless they have that opportunity and it becomes where people get sort of stuck in a trap track uh and and don't advance. And so um we did a lot of professional development in that area this year and we're expanding that. Of course this year, you know, we did the designing for diversity with Dr. Moore. We also focus it focused on student response through explicit instruction and that was a district-wide professional development. Our teachers also observed other teachers in the collaborative classroom visits uh with success. And so um we're going to continue that work moving forward with that professional development.
054We're going to um we have done at our administrative team. We did some some learning together um about the opportunity myth and how to make sure that all kids have access to grade level content. and now we're going to implement that with our staff. So, moving that out in terms of what are the supports that that all kids can benefit from and how to make sure that we um don't differentiate to the point that we're not giving kids access to grade level content. So, we have a long range professional development plan that's in draft form that will be shared with building leadership teams on June 11th and then we'll be rolling that out through the coming years. Um, you know, three to five year professional development plan so we can stick to it, not chase
055any squirrels. And we have identified the the uh various resources based on on research. included within it in that is uh being more strategic about our use of educational technology. So that is that first pillar. The second pillar is family and community engagement and that's really look at looking at um increased engagement particularly those who have been historically underrepresented or less engaged for whatever reason. uh in increasing community awareness and engagement with the events offered by our district as well as um making sure that if a parent wants to know about different events that that's a consistent place to go to is the district calendar. I know that might seem like a small thing to you but that's actually pretty significant and we had a lot of inconsistencies. So, uh, we've worked with the equity
056collective, the MSEC, identified some barriers, uh, to people participating. Some of those we have control over, some of those we do not. >> And so, we're focusing on the ones that we do as, as we move forward. We've also done a better job promoting our events at the performing arts center and MRAP, particularly with senior citizens. that's been a relationship that's really been strengthened over the course of of this year and we'll continue doing forward moving forward. And then the calendar which I mentioned so communication is a real strength. Um community engagement is something that we continue to grow in and and we'll do so. I didn't put it in the strategic plan because it's more of a thing for me and for for you uh in collaboration is the a print newsletter for the
057community >> which I will be talking with you about next week during my formative evaluation. >> Yeah. >> Moving on to exceptional staff. Um the objective really is about you know implementing best practices for recruitment and retainment of diverse staff including you know looking at our current data and what we found is that when you look at the data it didn't provide a lot of insights. So, we're moving to this idea of uh the stay interviews for staff with diverse backgrounds just to help understand what are some barriers for you? What do you think we could do to attract and retain uh more diverse staff and I think that will help us. And then also in addition to some of the other areas, we have been making sure we have standard hiring practices across all
058of our staff. So the last section was administrative staff. We've done certified staff and support staff. And so that was done. And we created new evaluation forms for support staff as part of our process with this. And then lastly, resource allocation being fiscally and environmentally responsible. Really, this is what funds the other three the other three pillars. So we up, as you know, updated the certified staff salary schedule. We looked at what are some of the barriers. The equity collective was really helpful in talking about how we can make sure that people can have access to the support they need um financially and streamlining the process. So school social workers are the main form of contact. That's been a priority. support staff also updated that salary schedule. And the next step really is about us
059um looking at how we're we're structuring uh our current staffing and utilizing our current FTE to better meet our our needs. And so, you know, that's going to you know, you were talking about things like, you know, technology director, DIIB coordinator that's been paused, HR director. These are positions that we do not have a s significant leadership in. We need more resources than what we're currently have. >> So within existing budgets, how do we meet those needs? >> So that was a lot of me talking. I will do the KPIs and then I will leave it to you for questions and observations. The key performance indicators are uh just ways that we measure our effectiveness related to these strategies. You'll see when you look at educational excellence, we have we've seen the growth in the
060overall percentage of of students scoring proficient, but our gaps have not been closing across our subgroups, which is why you see our professional development focus about high expectations for all. Continuing forward, we will re be receiving the forward results very soon, like tomorrow. Um, so then we can fill in those charts. And then you see the student survey, the connection index, you see that's a very high 4.47. So really doing uh well there with a slight increase. the parent satisfaction survey again seeing some nice increases with the informed index and included index and you can see that over time you know when you look at that 2.98 um you know up to a 4.17 so very consistent in those indicators the staff check-in survey fairly stable now at the 3.86 86 for the engagement index
061and slight decrease with the student exper or staff experience index. Um and then the staff satisfaction the recommendation you see that increasing nicely. >> The retention rate remains high. We'll see what it is after this year. We've been in the in mid 90s and and then of course no real way to measure our resource allocation. So that's me talking at you. What thoughts, questions, comments, concerns do you have? >> I mean, I think we from my perspective, I feel like we talk about a lot of this enough throughout the year. It's nice to have it all in one report here, but we do I mean we touch on all of these >> so frequently throughout the year that I don't feel like >> I do have a quick question. >> Yes. >> On the matter
062of recruitment and retention, could you tell me what is entailed of a state a state interview? >> So state interview is, you know, you you know about exit interviews, right? When someone leaves and tell us about your experience. So this is for people that are here and hopefully staying here. So what keeps you coming back here? What would make you want to stay longer? why did you choose to come here and why do you stay here? Kind of that idea to look at the reasons that keep people here and what would keep you here longer. So, we've done the day interviews um with staff for a few years now. And this is specifically specifically targeting that on, you know, our more diverse staff and looking at what are the things that keep you here, why
063did you come here, what keeps you here, and how can you stay longer. I don't remember ever doing any of that as a teacher here. So I think it's we didn't No, I know. And I think it's just it's really wonderful that we are. >> Yeah. So it's I think the what I would say is that you can look at all of the quantitative information you want, but that's the qualitative information that would help inform our action steps >> because it continues to be an area of growth for us. Thank you. Other thoughts, questions, >> you must >> I guess some questions kind of earlier offline kind of going through interviewing some of the um information to kind of mirror what you said is we get a lot of these updates continuously. So I think
064it's this is just a really nice summit of you know review of that for this for the year. >> Yes. >> Um and I think one thing I appreciate is that um these efforts in each one of these pillars is also um I want to say definable. Um, and by that I just mean that we can point to specific situations and answer questions about all of the information that's embedded here. Um, as evidence for progress and so it's not just saying we like I don't know identify barriers like we know what those barriers are i.e. sometimes we don't communicate or we can overcommunicate in a way that we don't intend like we're actually addressing those. And so I hope that again for the that may watch um that these aren't just you know um words
065on a page. They have meaning very deep meaning behind them. So um if you are having to read this and had questions similar to what I had is ask those questions you will learn a lot more. Um and as I've been educated on the board I think that's just um it speaks to us putting action in place that's measurable and that we can see. So talking >> and that screen is really trippy. >> It is very >> I I'd like to just comment in the fact that we never had a strategic plan. So to put that together, I mean we we really didn't have anything to necessarily go by. It was kind of your leadership and and we put this together. As I look at this, I immediately start thinking, okay, this may be a
066new focus, you know, >> in 2028. And I I think that's one of the the things that I'm really optimistic about is that we start looking at what we've now created or done or accomplished and we'll keep on building on it. And I that first one was truly I felt, you know, it was a great accomplishment, but at the same time, we're somewhat blind and this is really kind of neat. So, >> Yeah. Well said. >> All right. I will move into the rest of my report. >> Yeah. >> Some highlights. Uh, you know, we're at the end of the year, so I wanted to give you a little bit of recognition about our house services team, which is doing amazing things. So, through May 28th, this is data through May 28th for this school
067year, >> there have been 21,696 health office visits. Oh my lord. >> 7,565 scheduled medications administered >> 1,597 managed student health conditions. pillar card. >> So 1,600 >> uh 263 dental exams with 23 dental referrals from those 648 vision screenings with 45 vision referrals. Approximately 200 health office supported field trips. So they have things they need to supply for field trips. >> Our immunization compliance rate is 99.2%. 99.2. That's awesome. >> Wow. >> Um, and also our health services team participates in staff trainings that they lead, bloodborne pathogens, stop the bleed, emergency medication, G ttube trainings. >> Oh wow. >> And provide a lot of student education too from human growth and development to dental hygiene, vision, talking about lice. So, um, just really something to lift up. >> Yeah, >> really amazing team. But
068>> yeah, 21,700 health office visits. >> That's a lot >> in counting. >> That really speaks to the effort that's being put into making sure that we have accessibility for those who need it. Like those referrals really matter. those things, the dental appointments and those services are very important to those who couldn't otherwise access them. So, I just wanted to have that as an aha >> um >> because sometimes those are the services that kind of get overlooked where you you need immunizations to go to school. So, you might forego something else and being able to have access to those things ensures the longevity of our students. >> Well said. It's hard to learn, >> right? >> Yeah. And the and the health of our like school community, like if they're sick, they're not here,
069>> right? Right. >> Yeah. It's great. >> We also have partnerships with some community organizations um that allow for further supports for families who might need them. So, >> just a a moment of praise for >> building those relationships and keeping that collaboration in practice. >> That's great. >> Yeah. Well said. We do have some photos. Some stuff's going on around the district. So, here you can see some students at the primary school 4K. >> Uh yeah, with their baby chicks just clicked. You know how your kids tell you something? I'm like, what does that have to do? >> You're like, oh, >> now I get it. >> I know. So, >> chicks observing observing the life cycle, right? kind of a fun >> picture there. Um, also at the primary school, I don't know
070if you saw this one. This is >> kind of a pretty popular post, but >> uh Melissa Ke's dad when she when she was there um used to do a pizza day and came back and did that with her classroom. So, >> it's partnership program. >> Yeah, with the peer partnership program. So, pretty pretty special thing. This is the best pizza pizza I've had in my whole life. >> Very cute. Uh, take a br to work day. Uh, celebrated across the district. Here you happen to see the primary school, their fourth year in a row. The 54 bratz. >> Four. >> Good lord. >> Yeah. Right. >> What a way to start the day. Well, Bisa throwing some seeds on our prairie here. >> So, uh, Cindy White is is >> leaving the district. So,
071very grateful for her and all the work she's done as the education coordinator, outdoor education coordinator. So, wonderful work with the prairie here at Wabisa. earned a prize through their positive behavior intervention supports, their PBIS goal, and they were able to bring these these miniature puppies in. >> Yeah, miniature. >> They chose this goal. >> Well, I don't know that they gave him a list of options, but it was something that they were working towards and it went unbelievably well. >> I love that. >> Very excited about it. I mean, how many kids get to see a donkey on a regular basis? You know, like driving around in Wisconsin. >> Yeah. >> Right. >> I didn't even know there was engaged. >> They really enjoyed it. >> Uh the annual egg drop. >> Oh gosh.
072Can see that there. You know, kind of testing your engineering. So, up on the roof. I don't know that we're insured for that, but I think everybody's okay. >> Kind of a fun fun project there. math teams representing the district, the fifth through eighth grade teams, uh, did really well, you know, and, uh, we're just so grateful for the leadership of of those students and representing us well in the math competitions. >> Awesome. >> You have the middle school club unified. Um, and they ran the kids room at the craft fair. >> So, it's kind of a neat tradition that's developed over the past few years. So when people come to the craft fair, they can drop their kids off. >> Oh, have fun. >> To be with our middle schoolers. >> Yeah. >> Oh,
073wow. >> Had this spring choir concert. What a great picture that is. Um we had great numbers that that program continues to grow under Alisa's >> guidance. So thanks to her, a wonderful concert there. had the middle school also had their annual community uh day and so they do service. They're cleaning storm drains and or marking storm drains and um doing some clean up around in the community. So, thanks to them. >> Keep an eye out for this week. >> Yeah, they've got a lot of good pictures. >> Cool. >> Middle schoolers in the wild. >> I'm impressed. They're all wearing their safety vests. I >> I like to see that happen. >> Yeah. Something tells me they didn't have much of a choice. >> Means a lot. >> Yeah, it's kind of fun. >>
074High school. Thank you um to Dan Chin Holmes for talking to our students and at Spartan headquarters and learning about, you know, some of the different marketing strategies and the value of relationships. So, kind of a fun picture there. I think that is uh that part. Other things uh we had scholarship night. >> So uh thank you to those that were able to attend. So we had 85 scholarships totaling $80,000 >> given away and that's up from $70,000 last year. >> Oh wow. So, so really appreciative to all the donors and to student services and the MEF for organizing that wonderful event. You saw the one village many stories. I know some of you are able to make it there. The food was amazing, well organized partnership with the village and the multicultural club. So,
075thanks for that. Some of you participated in senior exit interviews. Had some great shoutouts for our staff. I learned a ton uh from them. I ended up picking up an extra shift, so to speak. Um, they were in need of people. I'm so glad I did. So, I have to do it twice. So, >> thank you, Beth Canfield, for organizing that. >> Um, the orchestra concert happened at for fifth through 7th grade. That happened. We also had Memorial Day with the band, of course, marching in that. The pops concert, sixth grade band concert. Uh, we had the black girl magic conference. Fourth and fifth graders >> attended that. So, thanks to our Casey's Ruland and Papowski for organizing that. 14 of our fourth and fifth graders went. I saw some great pictures today and videos.
076>> Awesome. >> So, >> very cool. >> Very fun. We talked about the senior walk. Thanks to especially Kim Wink and the administration for organizing that. That's one of my favorite things. I go I like travel. I'm like, I don't know, following the Grateful Dead or something. I go to I just I go to every place they go. I just follow them around to all the buildings. I just love it. My favorite part. And you're welcome anytime to go and just check it out. It's super cool. >> Thank you for taking the video >> because I was not able to be there and so it was nice to be able to see my child tradition. >> Yeah. >> I stand right at the end of this hall. >> How long has it been going? >>
077Gosh, I don't know. A long time. Ran Nichols started it. >> Okay. because I don't think I was going when I was teaching. >> It's a neat idea. >> I don't know. Yeah, maybe. >> 17, >> but a while. And um my favorite part is when you see the uh the seniors who have their parents are teachers. >> Yeah. >> Oh, and the tears. That is just good stuff. >> I just I probably couldn't even handle that. I cried when I saw the slideshow, man. And then are you okay? >> Oh, siblings. >> Siblings when they are like holding a rose or something for their brother's sister. Oh gosh. >> Good stuff. >> That is good stuff. So, you're welcome to join me. >> I do. I will I will echo what Chapman said about
078the video because I had friends reach out and they're like, "Do you think there's a video of it?" And then you included it in your travels and >> I did. So, that's >> I did and you do have a separate video just with that if people need to see that. I always share it with staff members who have seniors. I share the, >> you know, without me video >> um part with them so they can >> That's great. >> Um and let's see. Oh, thanks to everyone who was part of the sectional track meet >> and I heard it went off really well. The weather was was pretty decent. Obviously, we competed really well. So, >> that's a big undertaking as a beast. >> It's huge. And it just you have to have experienced other
079places not doing what we do. >> Okay. >> I don't know how I don't know how to say it. You don't talk to the other coaches. Many of them are good friends of mine. They just go like, "How do you guys do this?" >> Because we run it like it's a state meet. >> And that's really it's amazing. In some ways, we do it better than the state meet. So, >> well, that's why they keep coming back. >> That's right. >> Excellent. >> That's right. Yep. Yeah. >> Yeah. And we don't we don't make money on that, just so you know. I mean, the school district doesn't make money on that. >> I think the community >> hopefully the community does, and I think they appreciate it. >> And thank you for everyone who bought
080concessions. >> Yeah. >> Right. We do make money on. Yeah. >> That's good. >> True. Um, and obviously speaking of that, congratulations to our our athletic teams who are, you know, moving into postseason play >> and those that finish their seasons. Of course, June is LGBTQIA plus Pride Month. We had the flag raising this morning. So, thanks to those that were able to attend. You'll see the flag up at all the buildings. That was um something that the board had voted on in a resolution previously. and Anthony went above and beyond the call of duty to get that thing. >> We got We wanted to make sure the flag was really fun. Awesome. So, >> um the >> Yeah, it was good. The Wabisa Olympiad is is on Friday. The 6th is hunger awareness day.
081>> The Wisconsin Oh, I shouldn't have jumped ahead. Wisconsin virtual academy graduations. Uh there's one on Thursday night, which is Weeba proper. That'll be the largest at Madison College. And then on Friday, there's Insight and Destination Career Academy in the afternoon. >> The our high school graduation of course is on Sunday >> here. >> It's also Angie and my birthday too. >> It's also >> birthday twins. >> Their birthdays. Um, and we have on Monday the 8th, we have a closed session, which is my midyear check-in evaluation. >> We also have the eighth grade recogn recognition ceremony. The last day of school for students is on the 9th >> and the 10th is the staff recognition celebration at 8:00. So, hope you can make that. And then the 14th is Robert Lavallet Day and the
08215th we're back here for a regular school board meeting. >> Those are my recognitions. Do you have anything you would like to share? >> I was just going to mention the pride flag raising and Wendy and the GSA kids that were there. It was it always makes it more fun to >> celebrate those things. And for some it might not seem like a big deal, but just that clue that just when people even just drive by our schools that they see that that's a sign of safety and inclusion and acceptance and it's a big deal for some people. So yeah, glad we do it. >> Well said. And the village flag raising is on Wednesday at 5:30 >> and there will be a student speaker. >> Yep. >> Yeah. >> All right. >> Anything else?
083All right. We can move into our action items then. Um, and the first one that we have is the um discussion and possible action on renaming the Bill Garvey McFarland Performing Arts Center. Um, do you want to say anything or you want me to? >> Um, you can. >> Okay. >> I just feel like I've been talking a lot. >> You've talked a lot. I am happy to. >> I don't mind if you don't mind. >> All right. So we um I think Erin said it well last time like this is an important decision. So we want to make sure we get it right and as we get more feedback about the name that we choose um we learned that we may want to pivot. And so two weeks ago at our last meeting, we
084discussed um a couple of options um and wanted to allow a little bit of time for for processing that information and for anybody to provide feedback. Um and so what we had discussed was going back to naming the performing arts center McFar McFarland Performing Arts Center, but then naming the theater the the Bill Garvey Theater. So, um, so is there any other discussion about that? >> Have we considered which way to spell theater? >> I wondered if that was going to come up. >> I personally like re I'm just going to say >> I think it adds a little something something >> for the American, but >> I mean I I I I like the idea of the designation of the Bill Garvey Theater regardless of how we spell theater. >> Yeah. Okay. And and
085just to be clear that this this suggestion did come from the Garvey family as well, this idea and they have indicated >> um you know, of course it's the board decision, but they have indicated their support for >> right >> uh the name the Bill Garvey Theater at the McFarland Performing Arts Center. >> Yep. Yeah, that's Yeah, we >> and I we said it last time too. Just as a reminder, it's we learned in this process that some of the key stakeholders to get feedback from them before we really discussed and figured out the best names. Um, and this one this one really feels right to me. Not right to me. Not to >> foreshadow my vote, but >> I think you are. >> I might need a motion first, but >> yeah. Um, any
086any other discussion? Otherwise, we could >> I think that the proposed name suits the PAC because it isn't just that one area. >> Um, I think that that labeling would improve its visibility for purposes other than to just have community functions. um especially when we discuss how uh Shrek was able to be profitable. Um other shows of that same caliber or even better could benefit from having a localized name where we associate McFarland with the space as well as identifying that it's not just >> a small facility that it's rather a a production could be had. >> Yeah, that's true. That's a good point. Yeah, it kind of marries both that the local >> marketing and branding along with the really local with the with Bill Garvey's name. Yeah, that's a good point. >> Okay.
087>> Yeah, I think we kind of took a little bit of a at the end of the day like a ciruitous route of getting to this name, but I feel like it respects the family. We ask the essence of what we forum as well as kind of respects the feedback. received from other community members and members of um staff of the PAC as well. So, um yeah, just I know I wasn't here for the last meeting for discussion, but um I feel like this is a a good conclusion to thoughtful conversations. >> Do we have an expected cost for signage or any branding that might needed to be changed? Um, I don't that we have an expected cost, but we have but this this version does lower the cost of those things and the Garvey
088family has pledged to cover a certain amount of those costs and I think they'll come in way below the amount that they've pledged. >> So, >> yeah. So, we don't anticipate any taxpayer dollars. They've been very clear and and reassured that that they will cover the expenses. >> Yep. >> Either through fundraising or through their own funds. >> Yep. Yep. Yeah. Great question. >> But it should be minimal. >> Yep. >> And the timing for the naming think is we complete one naming endeavor and then move. And by that I mean we of work from CS to NPS and then this would be second on the task list for renaming. Is that correct? >> Yes. And the process >> for renaming or for for naming um for for bill that >> it'll it's a larger
089scale because you're naming it for somebody. So in terms of there'll probably be an event >> would have been cutting whereas >> taking letters off the side of the building will not cut >> right >> you know. So >> yep so I do think there'll be some planning involved and excited about the opportunities they want. >> We we really need to have some sort of display >> saying who who Bill was and you know explaining that too. So that that that will take some time. I think what you'll probably see is us starting to use the name, >> you know, >> similar to how we did last time when we when we changed to MPS. >> Yeah. >> But in terms of an actual sort of >> Yeah. >> Right. >> Y >> ribbon cutting.
090Y So thanks. Yes. >> Yep. Excellent. Excellent. Okay. Um, so then I guess um before we make the motion, um, how how would we should we rename it to the theater? Do we want to do E R or RE? >> Oh, do E R for simplicity? >> I I was I really don't care. I just wanted to confirm. Um, I think most people will spell it that way. So that feels even though I like the re version but >> um >> then I would entertain a motion. >> I would like to make that motion. I move to name the theater in the high school the Bill Garvey Theater and to rename the Bill Garvey McFarland Performing Arts Center the McFarland Performing Arts Center. >> And I will second. >> All right. Any further discussion? All
091right. All those in favor, please signify by saying I. I. >> Any opposed? Motion carries. 5 Z. All right. And then next we have action on the appointment of the 2026 2027 medical advisor. So this is something the board does annually. Uh we have had the same advisor Dr. Merwin since 2017. Prior to that it was Dr. Livingston. And this person the medical advisor their role varies from year to year depending upon the needs but the basic thing is there's some standard medical orders that they're a part of certain procedures that they need to you know review and to sign off on. Um and when we have new procedures like we recently had the rescue inhalers and and uh intraasal epinephrine um process that help guide that accessing free EpiPens that's something that they can
092do that comes through that and consulting on different communicable diseases. So you know a person that volunteers their time they're not compensated and um that we you know check in with regularly throughout the year. So at this point, administration is recommending that we continue with uh Dr. Merwin for their services, but that is certainly the board's decision. >> And his children went to this school. He's been here. He's a wonderful person. >> Well, I move to approve the appointment of Thomas Wor Merwin, MD, as a district medical adviser for the 202627 school year as recommended by administration. >> And I will second that. >> All right. Any further discussion? All right. All those in favor, please signify by saying I. I. >> I. >> Any opposed? >> Hearing none. Motion carries 5. You know >>
093to be adjourned. >> All right. >> You guys are so fast. All those in favor, please signify by saying I. >> I. >> All right. Motion carries. We are adjourned at 8:42. >> For the record, you did spend longer in close session. That reflects my >> estimated time the information. >> Understood. >> I don't have control. >> I see these tire treads from the bus you're throwing us under. >> I'm just saying. We did. We