001To the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> All right. Um Andy, you you had asked a couple questions. You want that to to go into close session on the approval? >> Yeah. Okay, good. Okay, we'll skip that. Uh move right into new business. Yep. Uh board members, item A is the 2627 board of education regular and special meeting schedule. So a year ago, we set the uh the calendar which we are currently carrying out. And in that conversation, we stated that we would revisit it annually. Sent it to set a tentative schedule if there was any objections to the Wednesdays and the days where we knew we had either a break or a holiday
002or like today where we adjusted it uh based on graduation. So the uh the dates are printed there on page four within your packet. Are there any reservations or desire to change to go to back to Monday or keep as is roll with it? Any thoughts? I like the way it is. >> Yeah. >> Kind of like it. If anybody wants to be gone for a long weekend, you don't have to rush home. >> Well, just being able like we went to the show choir concert, we went to the band concert, we went to the vocal concert. Those were Monday nights, you know, and we've been missing a couple of them, >> you know, and that was the main reason for doing it. I think it's worked out pretty well. >> Yeah. >> You know,
003>> hasn't been an issue. >> And again, if something does come up where there's a need to change, the board always has that ability to do so. If it's an extenduating circumstance that is presented where there's consensus that we would change. So, not looking for a motion because we board has ability to set dates via policy and we would recommend that. So, >> do we need a second meeting in July? >> We always uh some years we have, some we haven't. There's five. If I'm not mistaken, there are five. There's only four. >> I thought we'd put it on the schedule and then we kind of just see how it goes and if there's any business we have to attend to. >> Okay. >> Is that a is that a desired of a tentative if
004if we are able to? >> Yeah. Yeah. It's kind of like, you know, December we only have one. because of Christmas and >> you know it's it's the middle of the of the summer and >> so the the one element that um sometimes you know a hire or two you know you know that that might be a potential pressing item but uh we would be meeting on >> the second meeting of meeting in excuse me the second week of August the 12th there that would be the only thing that I would consider but most people if they understand, they know it's coming to the board. They would, you know, okay, great. That's I will do that, you know, or they will acknowledge that. But >> well, we can always say, okay, we play >> we
005have a special meeting together week of July and like right now we have that world finals in Georgia for >> so we'll look at that tentatively and the director team will >> we will strategize as to what needs to come forward and that type of thing as to >> all right moving on review and potential approval of WIA agreements board members annually this document comes forward. It just uh recognizing the participation in the Wisconsin Scholastic Athletic Association not only for our high school but as well Catalyst Academy on the third page, second third page, page seven, uh it recognizes that Catalyst Academy because it's a standalone school but it's affiliated with our district students if they have interest in participating it would be part of that. So, we would just um look for that motion
006to participate again. And that's the tournament series agreement. >> All right. Looking for a motion to approve the 2627 WIA annual participation agreement. >> I'll make the motion. >> I'll second that. Um roll call or can we just all in favor? >> All in favor? I >> I motion passes. Moving on. uh pupil services department plan Sarah Johnson >> part three as we started uh with Mrs. Johnson giving that overview kind of the state of the state uh people services uh this would be that final segment that Mrs. John respond to that is on your table and as well I'll push it up on a screen behind you. >> Good evening board. Um so this is the final um pieces of the people services plan aligned with our district KPIs in the area of increasing
007enrollment therefore financial oper and operational stability. Um we know you know I identified for our strength that our district and our community um obviously is well known and established and we're demonstrating emerging um growth as you know recognized in many ways. Um recently with Lincoln having um received the award from DPI uh that was one of great things and um the plan for the people services department will be to explore novel opportunities that would enhance the district's ability to create success for all. Um we have been talking about uh you know opportunities potentially you know for shifts in 4K what that might look like you know out in the future partnerships with other agencies or um opportunities for growth looking at uh things that we're strong in or kind of emerging and how we can
008um grow those so that we can set ourselves apart from other people or other districts. And then um additionally uh to shine a light on the amazing success that is happening in our district. I you know as you talk about um for the connections committee, same is true even within our department to be sure to call to light the things that we are doing that are helping so we can expand and um also to expand or to tell our story about the things that are happening within the people services department and um but the community and um the broader um folks that would be looking at New London know the great things that are happening. So, uh the next area is optional staffing and um a strength was uh this is together with um Tamar
009and the director team we created and have implemented a hiring plan for this coming school year and we are on track and we are knocking it out of the ballpark I would say. Um so we're doing fantastic in that um regard. And then also strength is um the commitment of um other individuals in our district and and um on the people services team to stretch and grow uh when the need presents itself. And we definitely have been able to capitalize on growing our own when those needs have pre presented themselves. And so the um big areas of focus for the plan in this area um I've talked before about a system for determining the optimal staffing level in uh special education based on student need and um and the program needs. So working on that
010in June. So it'll be completed by the end of June. So help to drive um some of those decisions and um what that looks like. And then um additionally intentionally recruiting and retaining our highquality staff, we've been able to um to be able to do that to do that through this process as we were going out into the community and um attending job fairs and and you as you have seen as we brought forward our new hires and then just making sure to foster their commitment to our district like people from outside that are coming in. make sure they really are um committed to being a bulldog and a part of the bulldog family. Um and then additionally recognizing the exemplary achievement of our staff members is something um in our department to really call
011to light and when we have even our um department together making sure that they um or I you know make sure they have a chance to let their colleagues see the great things that are happening because they often don't get a chance to know what that is. So I could I like that and we definitely need to do more of that. Uh sorry. >> No, you're correct. >> So when you say uh to retain high quality staff, I would say that that's part of that. What else are we doing for to retain? >> Um so I would So I talked about the job fairs, but also where we have certain areas of need. um where we might have connections, being able to network with people and um help to let them see how they might
012be able to fit into New London. So, where they might be employed elsewhere um you know, some some things like that. Did you say recruit or retain? >> Retain. >> Oh, retain. Um being present, making sure that they um are listened to and engaged in meaningful work. Um uh I think I have that in another in like staff engagement. So I kind of go into that a little bit more in just like two slides. >> Okay. >> Um um student engagement uh we have the universal screening for students uh that we do multiple excuse me times and ways throughout the school year. And so we have a really good feedback loop as far as in our in particular in our middle and high school levels. Um and then also we have positive peer leader programs
013in place at the middle and the high school. We have a whole bunch of peer mentors in the sources of strength and we have great participation in extracurriculars for most um for many students. Uh the plan for people services would be to expand opportunities for uh underrepresented students in extracurriculars or some of those social opportunities kind of like I had mentioned um feedback from the parents um um group from a couple weeks ago. And then also the continued involvement in the in the sync uh work the supporting youth and nurturing connections and um including their voice in that. Uh then in family engagement uh of course we have the universal survey uh that went out just recently and and does happen every year. We another area of strength is certainly our bilingual program and access
014to the bilingual family liaison districtwide for Spanish support. Um some of the thing areas to uh to for a plan for growth would be um continuing to building connections in special education and the district-wide special education parent roundt. um facilitate more parent networking that um is desired within the people services um area so that they can do that on their own as well and um additionally to provide learning opportunities for our staff to learn how to increase family engagement. All right, staff engagement. Here we go. Um when I complete I I do um quarterly or three times a year um surveys with staff from the people services team to get an idea of how they're doing and their engagement in their work and very high satisfaction. People feel like they're engaged in meaningful work every
015day which is very important. Um regular communication is definitely in place and and there's a feedback loop. uh this coming year we'll have the building special education building leaders that will help to drive our district-wide connection and keep us moving forward. So that'll be um an addition and enhancement for us with staff engagement. Um so that will help to promote people feeling connected and um retain them. >> Is that is that something new? >> It is. Yep. I'm creating I'm adding that for this coming year. It's similar to how we have the guiding coalition at the um building levels, but in special education and people services, you know, they're connected in their buildings, but um through special education, I don't have like a direct touch or even a network of touch. So, I'm kind of
016developing that for this coming year. Great. >> Um, and then the intentional planning of professional learning that allows for self-directed time. That again is kind of feedback that we've heard from our staff about wanting to make sure that it's predictable and they have um the ability to um direct their own learning. So being responsive to what they tell us and then um adding the regular professional learning opportunities for pair professionals. I've been able to do that um very regularly uh since January um at the middle school and multiple times at one of the elementaryaries as well. And um that time seems to be very valuable. So intentionally including that right from the start in all of our buildings. >> Any other Yeah. Yeah. Go ahead. Go for it. So the staff uh engagement and retention,
017are we doing anything to develop our existing staff like our paras or people who are may not be licensed in a certain category to say, "Hey, what are you doing? We have positions that might be opening up. Are we delegating them from within and recruiting from within for to fill these opening positions that might be coming up?" >> Yes. So um kind of where I talked before about um growing our own. So definitely I we are adding time for our pair professionals to have meaningful connections with the staff that they work with. So like a pair of professional with the special education teacher, any therapists that they might be working with as well so that they can understand u more deeply the supports that they are providing for students and have that conversation about things
018that might need to be adjusted. Um, so that's one thing. And then also, uh, at the middle school, well, we had been adding like I do end of the day, um, meetings with them once a month, but then we recently added lunch and learn, uh, because it worked for one of their topics. And so they, um, they actually the topic was they wanted to learn about how to better use Smartboards and instructional technology. And so, um, Katie had set up, uh, a half an hour, um, over the lunch hour for one group and then another half hour for the other and they kind of swapped, uh, responsibilities so that they could make that happen. And so, they that was very popular and they appreciated being able to learn that. So, when I meet with them
019too, I'm constantly trying to learn from them like what do they want to be learning about. So, I have quite a list. Um, and being intentional about providing them opportunities for that learning and including them in our professional learning, but also where we know that we have staff that are maybe going to school to become a teacher or to whatever field they might be going in. Really being flexible and seeing where we might be able to, you know, an openness to does this can we adjust a schedule some way? can we pair this part-time thing up with another part-time thing up so that we're able to um have them, you know, be with us and help them to grow, you know, into the career that they're >> So, would that be like one of the
020building leaders objectives is to find out who's working under them within that building, help develop them and find out where they want to go within their career if they want to move up and >> well, they would be more like um I would say like relaying information like from the building to me. So I will meet for sure monthly with those building leaders and so they will be bringing information to me and then I will be giving them information to take back as well. But um that that will help us to communicate I would say very well just because I can't necess I can't be they all meet at the same time so I can't be with them all at the same time. Um but it will help us to have that communication. But the
021building leaders, I look for them to be able to take some leadership responsibility as far as like having a better handle on the um the students that those teachers might be having and any like uh kind of procedural kinds of things, keeping people on track with some things. So if there are issues or if there are things of concern or opportunities that they would be able to have those conversations and for sure um include me and let me know at least some people. >> So who's whose responsibility is it like train and mentor those >> building leaders? >> Yeah. Not the building leaders, but the ones the, you know, the whoever wants to move up and and and and develop further into their career into the career of special education. Whose responsibility is that to
022do that? >> Like do you tell them step one you need to do this, you need to take this class, you need to go to this course, these are the things you need to do. Are you doing it? >> Yeah. So um in my experience are you talking about more pair professionals >> pair professionals or yeah pair professionals maybe you might want to move up into the position for a teacher specialized teacher. >> Okay so for paraprofessionals what has happened but I don't know that we have a formal like process in place but maybe that is something like districtwide that we could explore. Um, typically, uh, through connections, I'm sure to let people know that, um, I would want them to let me know so I can help them with that. And I have people
023reach out to me. They know my calendar is always open and so they can just put something on there and then we have a conversation and they might let me know, I'm interested in maybe maybe becoming this and then I just sit down with them and learn from them where they're at in that and talk about potential options for them. I think maybe what Nate is is getting at is um more instead of the the idea of them coming to you like are we >> are we pursuing them and throwing those options at them >> because >> do you feel like we've been chasing people away or like what like we're not >> I mean >> I feel like I feel like that sometimes we might post positions as being open without checking with Paris
024or others within and and tell them hey this position is going to be opening enough. If you want to take this position, you need to do X, Y, and Z to be able to get that get into that position. >> So, truly homegrown. >> Yeah. Truly homegrown. I mean, there's nothing wrong with hiring from outside as well, but if we have somebody that we think is doing a great job and would be great in that position that's already within our district, that could be a great option to bring them up instead of them saying, "Well, I want that position now. I'm going to go find somewhere else and go move somewhere else and work." Some some of this historically you wouldn't know about, but in the past some people left the district. They were awesome
025and they they just for whatever reason they didn't get a shake at positions as they came forward or they didn't do the right things because it wasn't communicated effectively that this is what you have to do if you want to be in the running for that position. And I think just more of a formal I don't know if it a formal policy or a formal doesn't really need to be a policy policy uh >> like an acknowledgement >> an acknowledgement in place to communicate with >> parents and other teachers who might want to maybe want your job at some point of time you know and and saying are you what are you doing how can I help develop you maybe I'm too military-minded but this is how we do it within the military >> you
026know we develop our own >> even if they go to another district and we develop and they go to another district, they might come back to our district. Exactly. Right. >> Yeah. And so we I think like internally we are I do think that that's happening um because there's multiple people in district who I think would be fantastic in my um position and I am helping um them along their path. But it does take initiative on their part, right, to like um to come to me or come to another administrator to draw my attention to the fact that hey, this is a person if I didn't already know that, right? That so that I could help to do that. And I would think that like administratively, right, that is valuable and important to all of
027us because we want to continue to grow and create opportunities. when I um created the building leaders, you know, in special education, that was an opportunity of leadership within the department. And so that showed me people who I I said anybody can let me know that they would like to be a part of that. I want to have one at every building. And so the people that did respond that told me, okay, these are the people who want to lead or contribute more or who are willing to um and that that gave me like a pool from which to not necessarily were they all able to be the building leader, but let me let them know um that that was true. Let me intentionally give them maybe some additional things they can do or have
028more conversation about how to help to grow them and develop them more. Maybe what you could do is something like the lunch and learn for the Smartboards. Y you could just do a lunch and learn that says this is for Paris. If any of you are interested in possibly pursuing a career in teaching, >> come to this meeting and I will give you a you know a rundown of you know what you need to do from an educational standpoint. Okay. You know what kind of degree >> and um okay and and that >> it's just a curiosity thing. And then from that, is that kind of what you're you're referring to? >> Yeah, so we would do monthly counseling sessions with our subordinates to counsel them on how to grow within the military. Something similar
029to that. If you do it once a quarter or whatever it is, uh just recently I heard of some positions being posted and there for parents that are seeking actively trying to get their their license, but they just hadn't completed it yet and the position that they could have moved into was being posted. They're like, "I guess I'm not getting that now." >> So, just that type of communication. >> Yeah. >> Well, we do have to look for licensed folks first, right? >> Yep. If it's not filled, I understand you have to post it. >> If it's not post filled with a licensed individual, >> right? Yeah. Yeah. So, um those are great great ideas. And you know also for parents I know there's different programs where um they have might have a pathway to
030a easier route to become a teacher. So I could help you know like look for opportunities or look for opportunities for them to to share that with them. So okay sounds great. That's good feedback. Thank you. >> So when I think of developing that's what I think >> I like Mark's idea too. >> Anything to do with lunch works. Well, you're not. >> Thank you for your own. Um, >> his idea. I mean, give the guy. >> Well done. >> Um, the final area is just um and engaged and connected, which is belonging. And um how it is true that many people um do feel like they belong and have connection within our district, students, staff, families, you know, adults. And um but of course you we know that there are some that don't feel
031that way. And so just to create opportunities to for sure learn and others experience our our school or our system and how we can identify your create opportunities for them so that or what it is might that we could um uh ex you know shift a little bit so that they can feel feel like they belong. And um yeah. All right. Thank you very much. >> Thank you. >> All right. Scott or Jo members. Uh this is the the second view of our um 2026 27 police schedule. Uh there are no changes uh from when we previously met. Um all information remains the same. If there are uh any questions, we certainly can address them of our anticipated gains from the additional adjustments. Um we'd be looking for a roll call vote to recognize this
03215 appropriate by the board. Nobody has any question. Looking for a motion to approve 2627 school fees as presented. >> I'll make motion. I'll second. >> All in favor? Roll. >> Yes. >> I suppose it's change. >> Mark, >> yes. >> Jeff Branson. >> Yes. Andy Thor. >> Yes. >> And John, >> yes. >> All right. So, review and potential approval of custodial services contract. So board members at our facilities uh recent facilities meeting we talked uh about our renewal for custodial services and the recommendation comes forward for potential approval tonight. Mr. Mark the highlights. >> Yes, we have custodial services in our facility committee meetings often during the year and especially last year. If you remember last year at this time, the board approved a one-year extension with uh SSC and then we we
033kind of took this fiscal year school year to evaluate where we're at, talked to committee of what makes sense of where we're at and we went back and forth with our current uh provider SSC and we feel like we have a good um option to present to you tonight where the first year which would be the 26 27 7 year would be a no increase to our current cost. And then the second year would be CPI based increase but it's also capped at 3%. So if CPI was four or five it would be three would be the maximum and then years 3 to five would be negotiated. They would also update some of the existing equipment that they have to continue to modernize their cleaning options that they would have. And one note that we
034talked about at our committee meeting was do we have flexibility if we you know we're not happy with our current services and we do. So our agreement can be cancelled at any time. So we feel like this is a um a great setup for the school district for our evening cleaning. They clean all of our buildings at night. They clean most of our buildings during the summer except for the athletic wing, the middle school, our district office, and then a couple ancillary buildings. And they also purchase the supplies. So that would be the encompassing agreement of what you have presented tonight for potential approval. >> I just have a quick question. Um the agreement can be canceled anytime with proper owners. Uh how does that work in reverse? like if they like what's the time
035frame for us to find someone what I mean I didn't know what the word proper meant I guess I mean I understand from our end like if we find something better but what if in reverse like how long is the process to find another provider >> it could be as minimum as 60 days >> okay >> so if we decided that we weren't happy or vice versa >> yeah I was more thinking vice versa because I understood it from our end but I was curious if they dropped >> how many years have we been dealing with them >> a very long time because they used to rebuilding service group and we were one of their first clients in the early 2000s and after they sold out uh we've remained with them so they have always
036been our our contractor I know it was more than 10 years so yeah um no no questions I guess uh >> we did talk about other options and basically the staffing would be the same staff so it really doesn't >> or they didn't have enough staff to remember Right. They didn't have enough. >> Yeah. >> Looking for a motion to approve a 5-year custodial services contract with SSSE as presented. >> I'll make the motion. >> Second. >> All right. Roll call. >> Hey Gy. >> Yes. >> John Haidman. >> Yes. Amy Short. >> Yes. >> Jeff. >> Yes. >> No. And Mark G. >> Yes. >> All right. review potential approval for your own kindergarten services agreement. >> So annually board members uh the agreement with the daycare center one comes forward for annual approval.
037Uh it is a community collaborative service agreement which that means that we have one section of 4K. Uh typically it's in the AM at the daycare center new London where instruction takes place just as it would in one of our four elementary schools within the district. Uh the agreement does acknowledge um a total cost per each enrolled participant uh during the school year. Uh that reimbursement rate is established upon our correct me if I'm wrong, Mr. Mark, the our fall enrollment numbers when they're received. >> Yes. >> And then adjusted accordingly with funding as provided by the state. So if there are this has been a good thing for the school district of London and our families as well. In our instructional meeting today, we talked about this uh about as a point of service
038for our community and how that plays into our favor, not only for us as a district, but our families as well and care coverage that is established. So, if approved, we will look for a motion to approve that agreement for next year. Okay. Recommendation to approve the 4K community collaborative services agreement as presented. >> So, moved. I'll second. >> Second. We don't need a roll call on that one. All in favor? >> I I so moved. Thank you. All right. Reviewing potential approval of seal coating, patching, and striping. Last year at this time, we presented um an array of projects to be done throughout many of our sites. And at that time, I shared that we did not have the budget capacity to do the high school, the entire high school at that time. So,
039we've waited until this year to again ask for proposals to seal coat and stripe and patch any of the areas of the high school that needed to be done. And there we have a proposal for you tonight to have that work done over the summer. It would include all of the high school, including the walkways. If you were to walk into Cedar Earth, there's that walkway that goes there. also the walkways that would go to the stadium as well along with the new asphalt where the new concession stand is. So that would this proposal would cover all that. It would do eight infrared patches and then also restripe the the parking lots. Anybody have any questions? >> Nope. >> All right. Motion land and asphalt seal repair have been commonly used as our vendors and
040this year asphalt seal and repair has the lowest bid for us. >> What's their timeline for finishing that before the like you'd have to use the stadium walkway? >> Yes. So, great question on timeline. We also have a roofing project going on this summer. So, we want to make sure that we don't um have any issues where we would be driving over >> new sealcoated um areas. So, if the board approves this, we'll work through our contractors from the roofing company to try and get this scheduled. We also know that we start using the track areas as we get into August. So, we'll have to back into that timeline and also weather is always dependent on when to get this done. And they want to do the high school on the same day. So, it
041would completely close the high school for use. So, it's going to have to be on a Friday just because there's activity all the time up at the high school. So, the scheduling will have to be done creatively to to make sure we get it done. >> Are you still thinking like summer yet? >> Yes. Yes. >> Oh, okay. >> Looking for a motion to approve the seal coating, patching, and striping projects as presented. >> I'll make the motion. I'll second. >> Okay. Roll call. >> Markman. Yes. >> Yes. >> Ransom. >> Yes. >> Amy Thor. >> Yes. >> John Hayman. >> Yes. >> And Miss Katy. >> Yes. >> Looking for a motion to go into close session. >> Once I follow I got to read out, please. >> Person section 19.851c A51C Wisconsin statutes
042board of education will convene in close session to discuss continued employment of certified and support staff members over which board has jurisdiction and exercise the responsibility person to section 19.851c 851c Wisconsin statutes. The board of education will convene in close session to discuss the employment and compensation of administrative, certified, and support staff members over which the board has jurisdiction and exercises responsibility. Looking for the motion to go to closed. >> I'll make it. >> Second. I'll second call. Uh John Hman. >> Yes. I mean, yes. Amy D. >> Yes. Peter. >> Yes. >> Okay. >> Did we resurrect this?