NFDL Board of Education Meeting 8-25-25

001Yeah. >> Good evening, ladies and gentlemen. Welcome to August 25th, 2025 North Final Act Board Meetings. All right, we all ready? All right. Well, we're back from close session. So, back in open session. Uh our first item uh in open session is the board mission statement. So, when you have a second? >> Yeah. So, as it indicates on the agenda here, it's the board is saying we will develop policy that is representative of our community, set goals, and lead our district by collaborating. And as a school district, we have three beliefs. Those beliefs really drive our behaviors, which then create the experiences that we hope that will happen for the people that we interact with that stand up and own it. We are one and courage to grow. Courage to grow is about uh the

002continuous embracing the productive discomfort and finding ways no matter what they are to uh learn and be vulnerable with what we've got and at the same time understand that you know failure is inevitable part of some of the stuff we do but we keep getting back up from where we're at. Uh we are one is all about leaning in on each other. We need each other to actually make this all work. We can't do it alone. Uh and we're stronger together versus apart. And then finally, stand up and own audit is the concept of um what we do, what we say, what we model, uh how we act. Uh we get to own that if within the work that we're partnering and hopefully all our actions, our words are intentional and serve are best in

003service for our people and for the people we get to serve. So >> awesome. Thank you. Uh next item is consent agenda. We have three items listed. Uh first is approval of special meeting minutes from August 19th, 2025. Second item is approval of regular meeting minutes from July 28th, 2025. And then final item is treasurer's report which are all found in our board packet. So I'll look for a motion to approve consent agenda. >> I'll move to make the motion. >> Second. >> Okay, then >> hack. >> Yes. >> Matthew, yes. >> Killings, >> yes. >> Grier, >> yes. All right. Uh, next item is board members share moment of pride. So, anyone Well, I'll jump I'll jump in. I had a So, back to school night. I thought I know you sent a note

004out, Dr. Mino, and I think what was cool about it is I mean, we do pictures that night, right? And I can't tell you the amount of people we had in the high school that like, you know what I mean, just from year to year, it it felt like people were excited for another year to come. They're excited about all the activities that were spread out across the Commons area. It just was a cool feeling. So, I know that that part's cool, but also I know the work that goes into it takes a lot to make that happen. So, for all the buildings that that occurred at, I think it's just a huge win for a start of a good year. >> Thank you. Um, yeah, I didn't make the opening houses, but I u

005did the opening morning staff breakfast and and then the program, the introductory program that Matt had for them, which I think I I think I've been to every one of them over the years and and it's always I I just love it because everybody's back. There's an extra little, you know, emotion and excitement in the air with the staff and then watching them interact. They haven't seen each other since June. may in some cases and so so that's always really it was great introductory program by Matt I think it it really nailed what what you're looking for for this year and I thought you did a great job on that and then um the new hires being introduced is always my favorite part and you know some some of them are pretty careful about getting

006up and leaving and others are all so um and then I also was able to attend in the first football game last Thursday night here and and the game didn't go so well, but it was good to see numbers on the sideline and out on the field and just that, you know, Friday night lights thing, Thursday night lights this year. So, um I just heard a lot of good things about the back to school nights as well. A lot of positive feedback and I just wanted to compliment Matt. I saw in a lot of the communications I've been going out saw a lot of cons consistent messaging on the data driven aspect that we're going after this year. So I like to see that consistency that you kept repeating over then just real quick I

007mentioned in a close session but that brisk tool set that we use I went through the training modules and it looks like just an awesome tool and I can't wait to see how the staff and the administrators putting it put it to use because it looked very promising and helping us get where we want to go. Um I'll piggy back on John and Steve both said already about um the welcoming event for staff kicking them off. It was really neat to see everybody's excitement and then hear the message for the year. So that was um awesome. And then back to school night obviously my face is an FLC. So I attended FLC's uh back to school night and the elementary level those kids are always excited for everything. So it was fun. Um they also

008had a book fair this year during back to school night which was something that was different and I think really cool. A lot of people um went there and supported that. So definitely a good addition to that. >> Awesome. Well, thank you everyone. Uh next item is clicks report. So when you're ready we have way and Janice Shan $100 for July and August. Carol Turner gave $1,000 and QuickC gave $500 in gift cards. So, we want to give a shout out to those guys and thank them for their donations. Nice. Awesome. Thank you to everyone. Um, next item is citizens comments. Um, I'll open it up. We don't have anyone here, so we'll skip over it, but if there was someone here, this would be an opportunity for someone to share any comments towards the

009board. >> All right. Next item is superintendent report. So, >> all right. Thank you. Uh we are going to start in finan financial operations. How we present this out is based upon our CA uh our strategic plan in each one of the buckets. So we have safe and emotional healthy schools, learning and academics, engagement and communications and then we also have financial operations. We're going to kick off with financial operations right now because the wonderful people who are in our room right now. And actually uh we are going to uh before Alex gets on on board here, we're going to have Monica Nap just uh welcome her. I mean we're not official official, but uh she's gonna be >> if if you want to just give us a little bit about yourself and um >>

010Sure. I'll just a real quick snapshot. Um I've been at one accounting for almost 10 years. and um I was an auditor prior to that um in school districts and nonprofits and I've known Maria for quite a few years. She speaks very highly of this school district. So, I'm looking forward to to being part of the team. >> That's awesome. Well, we're glad to have you here tonight and in the future. >> So, thank you for coming in today and excited to work with you. Great. Good. >> Thank you. >> Any other questions for Monica? Thanks for coming, but I know you want to hear this part. So, >> Alex, I'm turn it over to you and I'll put the uh presentation up on the the deck for you here. >> So, a lot of

011pressure with the first impressions. >> Okay, let's give it a second. >> So, while this is coming up, I do apologize. I didn't get this over till uh to Matt until uh late this afternoon. We did just update with data through July. So, uh, Matt and Maria, I haven't even seen the most recent data. Um, but I did want to just give the board an update on where, um, how the health plan is running. Um, obviously that's a major component of the upcoming budget, um, which we renew for January 1st. So, we wanted to just give you an update. We will talk about an initial projection. Um, the message is going to be, however, um, we're going to ask for patience. things are trending in a very positive direction. Um so we believe that time

012is going to be our ally as we get that budget projection lower. So we'll walk through it. Um please stop me with any questions. Um I do this every day so I tend to talk really fast because it makes sense to me but um if you have questions please um don't hesitate to ask. So this is um our reporting dashboard. And if you remember this time last year and actually for the handful of years that I worked at the district at my prior company, um things have been trending hot. You guys have always typically had a a higher loss ratio. Um going back five, six, seven years ago, uh it was mostly pharmacy driven. Um then it kind of switched over to medical and then maybe a combination of things. So we last year came

013with a three-pronged approach to try and get our claims under control. Uh one was we uh beefed up the existing spousal H program family savings plan where we made it mandatory for um anyone who was enrolled in the benefits or eligible for the benefits to at least meet with the folks at network health and family savings plan if nothing else to figure out if there was a good opportunity for them and their family. We did not make the program mandatory. Um but really just wanted to provide the opportunity to meet with health insurance experts to figure out if um going off of the district's plan onto a spouse's plan or under the age of 26 their parents' plan uh may be beneficial to them and the the district reimbures the out of pocket. So it's

014a nice benefit that you all have where if I go onto an employer sponsored plan you'll cover all of my out of pocket expenses. So that was kind of step one. Um, step two, we we made a a dramatic move and that we moved from ProAct, your former pharmacy benefit manager, uh, to Smith RX. And we actually did that in the middle of your year, which is uh, atypical. You typically will would do that upon renewal, but we felt like there was just some customer service issues, um, other savings opportunities that we could gather. So, we actually made that switch uh, September 1st last year. So, that was kind of uh, the second step. And then third step was the Garner HR program where we increased your out-of- pocket deductibles but allowed members to buy

015back their deductible past where it even was prior to that as long as they got engaged with the Garner program. So those are the three strategies that we rolled out. And what you can see in the bottom left here where I'm kind of shaking the mouse is we have 2024 data um and we're comparing it to 2025. Now in the 2025 data, this data is annualized. It's not rocket science how we annualize the data. We have 7 months of data. We data through July. We divide it by seven and we times it by 12. So by no means is is this a perfect estimate of where things are going to end up, but it at least allows us to compare what's going on in 2025 versus how 2024 wrapped up. And then we have a

016change from the prior year. So are things going up or things going down? I'm happy to report that the district has had a dramatic turnaround in claims. So, I know it's small on the screen, uh, but net claims, so once we take out things like prescription drug rebates, um, stop-loss reimbursements, and we just look at what the plan paid, what the district paid in 2024, we had $3.4 million in claims, we're estimating right now, if we continue on the same trajectory, a savings of about a million dollars. So, it should go down to 2.4 million. That is a 28% decrease. Um, I don't get to say that very often. That's a 28% decrease in claims. Um, just to put that in a little bit of context, I mean, trend in medical world is 8 and

017a half%. So, if you were just a normal group, we would expect your claims to go up um about 8% every year. And we're actually decreasing by 28% or at least on track. when we include things like um stop-loss premiums, your admin costs, and we look at the total plan cost to operate your plan. Last year was 4.5 million. Again, we're projecting 3.4 million or a 24% decrease. Um so, a really rather dramatic um decrease when you look at the fully insured equivalent. So, what was paid um in terms of premiums to operate your plan, that was a 3.3% decrease. Now, you may be asking yourself, well, if we've been taking double digit increases, why the decrease in total premium? The main reason is because of the family savings plan. If you look all the

018way at the bottom, we had 153 enrolled employees um on average for 2024. Right now, we're averaging about 142. So, there's 11 new employees that took advantage of that plan um that have helped, you know, kind of stabilize the health plan. So, about a 7% reduction in enrollment. So even though premiums went up, total costs came down because of partially because of the family savings plan. When you look at your loss ratio, so how much is coming into the plan versus, you know, in terms of premium versus going out in claims, last year we're at 108.5%. Um, this year it's at 85%. So again, a rather dramatic turnaround. Um, when you look at pharmacy percentage of gross claims, that's been relatively stable. But what I would say to that is the Garner program is working

019so well at reducing medical claims. Our pharmacy costs have continued to go down and and we'll show that in a little bit. The move to Smith RX is working as it was anticipated, but because the overall dollars has shrunk so much, when you compare it to the total, the percentage hasn't changed, if that makes sense. Um, but positive movement all around. And then when we look at your net claims per employee per year, so one question we kind of get asked is, okay, if we hired a new employee, what would this cost to the benefit plan? Um, on a per employee per year basis, last year it was about 22,700. This year it's down 17,500. Um, so we're saving about $5,000 per employee per year on math right now. Um, on the large claim side

020over here, um, your stop-loss deductible is at 75,000. Last year, we had 24 members that had at least $37,500 in claims, and we had five members who went over the surplus of 75,000. Those 24 individuals accounted for $1.8 million in total claims. Um, this year, that number is at 11. So through the first seven months, we're still kind of tracking towards that 24 number if things continue. Um but look at the total dollars. It's down to 677,000. So as people are gravitating towards higher performing doctors, our overall costs are coming down. So we only have one member currently who's over the the $75,000 specific and that person's barely over there. Just at over $100,000 in claims. Last year we had $400,000 reimbursement. So, um, when you look at last year, you know, we had 24

021members at half of the deductible and only five over. So, we were the district was really getting, you know, hit by those mediumsiz claims. This year, at least so far, um, things are trending in a much better direction. So, um, it's hard to say, you know, which strategy um, is contributing. I think all three of them in conjunction have helped turn this around. Luck is certainly a component, too. I don't want to take all of the credit. um you know, claims get better, people move on to different employment opportunities. There's a lot that goes into this. Um but I would say that I've used uh obviously not with your name on it, but I've used this as a case study for a few a few existing groups because uh the strategies that the district has

022rolled out appear to be working very positively. I'm going to get into some more granular data, but any questions about any of that? Does look good. Um, so when we go to the the next slide, and this is even smaller, so I I apologize, but um, we'll make sure to get this out after the meeting. This just shows the the month-over-month data. Um, and a couple of things here. Um, again, it's small, but in this column, this RX rebates column, you'll notice the first rebate that we received from Smith RX in April is only at in about 14,000. Um, that's because those were the third quarter rebates from the previous year. So, we were only with Smith RX for one month at that time, which is why that rebate is relatively small. Uh, the rebate

023that was received in July is at $61,000 and is much more in line with what we would expect to receive back on a quarterly basis. So, I just wanted to call that out. Um, and remember that that total number right now is just at about $76,000. That's going to be important when we get to the budget projection in just a moment. Um, in terms of month over month, um, you know, January we came out of the gates a little hot. We're at 108.3%. Um, and then May was another tough month at 110%. But outside of those two months, we've been between 68 and 87% relatively consistently. Um, so again, it just tells the story of the of the turnaround. I wanted to include the 2024 data for two reasons. One, just as a snapshot of

024where we were last year and where things ended up um but also um because it's important when we get to the budget projection in the next couple of slides. Um whenever we do your budget projection, we look at the last 24 months of claims and the last 12 months in claims are weighted more heavily. So what your recent history was is what we really project. we look backwards to try and project forwards. Uh so when we're looking at this, our projection was data through June. Um so for every month that we go by, so June was 104%. July was 140%. And August was 105%. So think about those months or as if we continue to trend as well as we're doing in 2025, these months are going to be the months that fall off of

025that initial 12 months. And if we replace them with months that are 75, 80%, 85%, that's just going to continue to help. So that kind of gets back to my opening remarks of being patient here. I know we got to finalize budgets and the health insurance is a huge thing. Um, but I think if we can wait till October to finalize a lot of these things, I think it's only going to help the district. questions on that. But um this slide goes back to 2023. Again, we're just comparing where the district has been to where we are today. So you can see the drop in enrollment. Again, this is with the spousal HA program. We're at 160 average employees. Um then 153 and 142. So more and more people as they learn more about it

026are gravitating towards that spousal HR program. Um with the lower number of enrolled employees obviously the total premium dollars comes down. Um but this is the most important. The next two columns are the most important. Uh your medical claims in 2023 were 2.7 million. Uh 2025 were on pace for just over two million. So a $700,000 reduction in medical cost. Pharmacy. This is the big one. $1.3 million in claims uh back in 2023. Um we've almost cut that number in half. We're on pace for 652,000. Um and you can see that when I talked about Smith RX, last year we were at 900,000. This year we're at 652. So still, even though 2024 was dramatically better than 2023, um we're still cutting our pharmacy cost by almost 30%. Um, and that's just starting in September,

027right? >> Correct. Yeah. Yeah. So, we're almost a year in, >> but still dramatic for sales. >> And then you can see the, uh, per employee per year numbers on the bottom. So, um, you know, two years ago, 2023, we're at just 27,000 total plan costs per employee per year. Last year was almost 30 295 and this year we're at 24. So even when you include stop-loss premiums, admin costs, etc., excuse me. Um, still about a $5,000 option per employee per year, which is an 18.2% decrease. All right, so that gets to kind of the million-doll question. What do we project to happen to your budget for next year? And um, a couple of thoughts here. So, the initial projection with data through June uh was calling for a 13.5% increase. Now, um I had

028to really preface Maria not to panic when we started that um because there's a couple of a couple of things here. First, um we got some good news today. This assumes a 20% increase to your stop loss premium. So, if you remember the insurance product we buy, it's typically about 15 to 20% of your overall health plan costs. Um, it's to help for large claims. It's to help with the aggregate claims. Um, that typically goes up about 15 to 20% year-over-year. That's just because large claim inflation, um, risk profiling, etc. So, we we had 20% in as a conservative estimate. We just heard today that initial offers are decreases to your current stop-loss rate. Now, they're not huge decreases, like 1 to 2%. Uh, but again, anytime I get to say the word decrease, I

029like to point that out. Um, if let's assume we get to flat for a moment, we take a 0% increase on our stop loss. That would reduce the budget impact by $157,000 in this projection. So, we're already going from 532 to 370. Um, which gets us to about a 9 and a half% increase. Um, furthermore, RX rebates were not calculated when we did this rule. So, that's another $76,000 that we haven't accounted for. And now that we know Smith RX on a quarterly basis is going to be about $60,000 a year or $60,000 a quarter, excuse me, um we can start to incorporate that in. And then lastly, as more of those bad ones from 2024 drop off the most recent 12 months, that's only going to help this get better. Um so I know

030Maria has 10% in the budget currently. I don't I'm confident that we're going to be below that. I don't guarantee anything because things can turn in a hurry. Um, but I think we're going to be below that budget number by the time this is. So, um, you're definitely trending in a much better direction and in a month and a half from now, I think this is going to look much better than what's on the screen today. >> Yes, definitely. Between that, what's the employees reaction been to the programs? Okay, with them, >> they love it. They love Garner. >> I mean, >> they love getting checks in the mail. Even if it's $30 or whatever it might be, but yeah. >> Yeah, Garner has fantastic customer service. um they have a concier um module, well

031not a module but concier program and you can just go in and you can chat with them. They're really responsive. Um I think that the employees have been surprised at how well it's working and how easy it is and like Matt said they they like getting these checks in the mail. >> What would like how much do we everybody just got into that right away? I mean, we started like talking about it in November, December, and we gave them rights to access some of that a little earlier, but the best thing that we did, and again, I use this as a case study. Um, we had Garner build your program prior to open enrollment, even though it wasn't going to go live until January 1st. Um the benefit of that is when we came into

032open enrollment meetings to your entire staff and again kudos to Matt and Maria for making those meetings mandatory. Um we said okay here's how Garner works. It's a mobile app based system. Here's how you find your doctors. By the way this is live. You can search for your doctors right now. And we had them all pull out their phones. They were able to look to see if their primary care doctor was in. And I think that helped alleviate a lot of the anxiety around is my doctor currently covered? I need to have an appointment in January or February. Do I need to switch doctors? Like the fact that we were three months ahead of schedule helped people get engaged. And Matt's right. When we met with Garner in March or April, we did the first

033quarter data. Um they typically see across their book of business about 45% of employees get engaged. uh you're at like 92%. Um and Garner is working so well that I I had to let Maria know that we're going to expect a rather large increase in the Garner renewal because they fund the HRA. So typically it's on a a traditional ARA HR, excuse me, health reimbursement arrangement, the employer just funds claims. With Garner, it's on a per employee per year basis. So they fund it at a preset level. And if your employer, in your case the district, if they blow through those dollars, um, Garner picks up the rest. Um, so we're going to meet back, no problem. I think we're right at about 130% loss ratio, which is terrific. Um, it's really good news. But

034next year, they're going to want us to fund the H to an appropriate level. But again, that's the best problem to have that your folks are using it so well um that we need to increase each other. So, um, yeah, well over 90% of your population has downloaded the app, people are using it. Um, once we got over the initial hiccups, um, which happens when you roll out new programs, um, I think some of the biggest detractors are now some of the biggest proponents, which tells me that the program >> and I would say Smith RX became that same thing for us as well. Like in the initial for staff, obviously, it's a change in the middle of the year on September one. However, talking to them after you got through the hiccups of changing

035and looking at different ways of getting the prescriptions, all those other things through, I haven't heard, we haven't heard as much, you know, after that first couple months and now it's like, okay, they know what they got and using it, I think, really well. So, does that answer your question? I mean, >> it would be nice to be consistent. Mhm. >> Well, not let having it change anything this year will be a huge plus for us. >> I do have one slide on the dental, but any other questions on the medical plan? Uh we did include the dental projection here. Um good news is dental plan well. uh our projections calling for a 2% decrease. Um I would tell you um not to take the decrease, but just leave the insurance premiums the same. Um

036it's small dollars. I think that's eight grand. Maybe you can't see from here. Um so leave it alone. Um it's always better to have a little bit reserve there for the so we're not getting big premium swings back and forth. Um, so our recommendation would be just to keep dental premiums flat. Um, and in that same vein, we did receive your vision renewal and that is also a 0% increase with a 4-year rate guarantee. So, um, dental and vision will have more [Music] like board meeting. >> And and I'll just say like working with Alex and Ran uh through these last, you know, over a little bit of the year. has spent. It was I've told Maria this several times that switch was so it was the hinge point for us and and I I

037really feel that they've really working with them really care about where we're at and what we need to do and I felt that partnership from the beginning and I and again since the beginning we've just been finding ways to kind of figure this out and we did not have that with our last u group and so this is obviously great great news for our district and for our staff and um just appreciate all your efforts and energies helping us out too. Anyway, it's been some of our more difficult discussions about premiums and rates and that over the couple years though, right? >> This is a very nice surprise. Feel like you're setting me up for failure though. Good. >> Great. Thank you so much. >> Yeah. Thank you. >> I will send this out to

038y'all afterwards. So, you have that. Okay. Um, >> any other things on that before moving on out of the financial operations portion? Okay. Uh, >> let's get into the engagement and communications. And I just want to get into the the policy changes right away, too. And um, we got to sit down with our committee. >> Was it a couple weeks ago? >> Yeah. Yeah. I mean, there was a lot that we had to run through. Neil had a lot for us in terms of changes and things like that. the significant latitude of any of the policies and maybe you've had a chance to read through a lot of them. There's nothing that's oh my gosh earthshattering. The one that we have to change federally is the title N piece. And that was because of the

039administration that came in and said like look um it was a way for a certain period of time from like August of 24 to December or January of 25 and then that shifted that whole language and so it's not really a a choice for us to be making in that part but why is that is it because some funding could be pulled if we don't pass it is that legally And in talking to our lawyers and Viola and everyone else, they're like, if you walk on that street, you potentially could be falling into that trap potentially. I'm not saying that it will happen. Good night, Monica. Thank you so much for being here, >> but that's out there, Steve, where it's, you know, and the recommendation from the recommendation from our our legal is like

040make the shift. Um, so that was the biggest one within that whole thing. I don't know if there was any other policy that you were walking through to Katie that we had major conversations or discussions about, but >> No, I think they all were pretty straightforward. >> A lot of it was just like a switch of a word or two that I saw at least. >> Yeah, there really wasn't too much in there even though it was a lot. >> Yeah. >> Um, and you all know you have access to those, right? like you can digitally get to those uh and that draft at least and then obviously the next step is the second reading at our next meeting and then we go for the approval of that and then we make that official within

041the policy. So I other than uh that first read in the UGG Edgar too I don't know if you get to see that as well. Um let me just pull it up if I can get to it quickly here. Another one that was just That's where it is. I was getting so excited about the staff resource page that, you know, uh, okay, hopefully I can get into this quickly. And here's the quick way if you don't know how to do this. You go to draft drafts open up on the lefthand side here. And I think it's right on the There it is. Again, not a lot. This is like dealing with grant funds. Um, switching some language and again, this most of it's coming from Yola for either federal or state. um just where and

042what we can get grant funding from. Uh talks about disclosures here, whistleblower protection. Um cut a few things out of here in terms of the written amendments and employee positions and some of those other areas, but for the most part, it's uh just updates from the Neola work in terms of where we're at. Uh these weren't add-ins like where we made decisions to do this. This was again Neil's recommendation in terms of what has to be done and again it all deals with grants and the management of grants and cash and uh those areas. Was there a reason they increased a lot of the like amounts like our grants coming in at higher amounts or you know what I mean like it went from I think a lot of them were like 100 or 120

043to 250. >> Yes. I it it has increased and I think what ends up happening is they get to that threshold and they're like well we can't go any higher so that's all you can get for your >> Okay. >> And now some of these grants they can be anywhere across the board. Um >> is are they as prevalent right now? No, but uh I think that's just the state of where we're at federally as well. So, >> okay. >> Any other questions in those areas at all that you have? Okay. Um I'm going to move up then into safe and emotional healthy schools. So, Rapid Technologies, I don't know how much you all know, how much we actually have of who they are. They are a safe and secure technology system that anytime that

044we come in to sign in to say, "Hey, I'm Matt Mino." We have that immediate print out sticker lets us know who those people are. We also do a lot of our background checks right through Raptor as well. So, that's how we use Raptor right now. Um what uh Brad Ranky who was the head of our like safety group had been working with Raptor to try to see you know what else can we do to enhance and make our systems more safe than they are already. And so I've got an actual call with Raptor tomorrow. But this uh quick video just talks about um hold on let me just grab out of this quick. Okay. Uh it talks about emergency software that's available. And you're going to hear a couple different things. One, we like

045to be able to have like access on our phones at any times that when we would go out for like a fire drill or intruder drills or anything like we have all of our students right on that phone access versus on right now, we have these amazing binders that our people put hours upon hours in and they're very good and they're very useful. However, we could streamline that and make it more efficient by having it right on their phones when they're using it. And then it will help us know exactly where people are. We know where the kids are. We can immediately recognize that without saying, "Okay, who's here?" And that all filters back into communication to one site. So, versus saying, "Hey, uh, is John Deckerman over there?" You know that already by whether

046or not that teacher took that attendance on that time. All right, this is just a really quick preview. And the other thing that we're looking at is if uh we ever had to go to a reunification situation based on an intruder within our buildings where we had to leave our area here in the village and go to our reunification site. there. So that software is essential because when parents are coming to pick up their students, right? You know exactly what students are in there in that reunification site, the parents also have to check in, show proof of like that they're the actual person, so driver's license, and then you can validate that right there with the Raptor affiliation. And then once that happens, then it responds to the holding area where that child is. and

047then that information comes back out. So, it's pretty amazing what they have in the stream of things. And so, I'm looking into it further. Obviously, safety is our number one importance so that our kids and our staff and everybody else and our community when they're coming into our buildings, we're doing the best we possibly can do to keep as uh safe as we possibly can. Uh this is what we're potentially going to look at a little bit here. >> Management software suite empowers schools to prepare, respond, and recover from emergencies. Advanced technology aids staff in managing drills, notifying first responders instantly, accounting for individuals accurately, and reuniting families safely. Raptor Drill Manager provides effective school preparedness by utilizing a unified interface for both drills and emergencies, fostering muscle memory, analyzing performance, and ensuring compliance. For

048emergency notifications, Raptor Alert employs cutting edge technology, including enhanced silent panic alerts to promptly inform staff, administrators, and first responders. This app serves both critical emergencies and everyday incidents, simplifying staff training. In emergencies, staff can communicate through group messages within the app, enabling informed decision making and resource allocation by administrators and law enforcement. Integrated with the student information system, Raptor accountability provides real-time tracking of students, visitors, and staff, offering status and location updates throughout an incident. Patented reunification technology provides critical workflows and automated matching, reduces time, and helps ensure the proper chain of custody. The software incorporates the standard response protocol and standard reunification method workflow through our partnership with the I love you guys foundation. With Raptor emergency management, the power to effectively manage school emergencies is in the palm of your hand. So,

049that's just a really quick blip, but why I'm bringing up to you is because I'm seriously looking at this and I'm obviously got to get a price and things like that on this, but this would greatly make not only more efficient, but I think more safe uh across the board just by having that information right at our fingertips, especially for uh our administration and then communicating to our teachers faster than we have been able to before. Um, and then the whole reunification fees, again, we hope we never have to go to something like that, but having that versus like guessing, um, that could be a nightmare for families, for staff, for you name it, and it's already traumatic enough to walk through a situation like that and then saying, "Well, we don't know if they're

050back there or not. Let's go check." Versus, "We know. we've got this information and we can tell you pretty quickly whether or not they're with us >> in those binders. How long does it take to do those, >> right? Like update them now that they're created. >> Yeah, I mean it's a good amount of time every single summer like you know reprinting, changing names, doing all those kind of things within it. So to I mean it's I couldn't tell you exactly the numbers but I know our people take a significant amount of time to make sure that those are ready to go. And then this has the same capability. Can you make updates as you like I might be getting too much in the weeds, but can you make updates as as you go? Yes.

051So like when names change or >> because what it links to is student our student management system. >> Okay. >> So it it autoflows. >> It autoflows back and forth. So we know >> who's in fourth grade and you know specific. >> Is there anything in the binder that's would be available on this? Not really. I I'd have to like we'd have to ask a little bit more. Uh the other thing is about a binder like sometimes you're just not gonna grab that, you know, on the way out. You're gonna get you got to get your kids out >> and you're not going to necessarily I got to go grab it >> phone with you. >> People are more likely to have a phone with them. That's the other part of it. They have it

052on their person versus >> I got to go to the shelf, grab the thing. Well, we don't have time to even do that. We got to move. So, more to come about this, but I just wanted to fill you in that I'm looking into that. Brad has done a lot of research on this already. And I just want to follow up. We just again at the timing of this last year. It just wasn't good for us to look at anything like this. And again, we got to be understanding where we're at too financially. But, uh, I'm going to get some quotes. I'll bring them back to y'all and just let you know where we're at. Okay. >> Okay. I'm going to flip into this is part of the academics and learning portion and uh Rick

053you mentioned uh Brisk. So one of the cool things that so everybody who's playing at home brisk is an AI system that's built for education. It's built right now for teachers specific and educators to do that. But it also is getting to the extreme of also helping students so that they can actually access to at some point in time in the game. What teachers with this uh they can do so many different things and I'll just bring up like one quick thing here. So when you go to uh Brisk it's an extension of Google. So all of our uh high school, middle school, even elementary with our Chromebooks, we're all on Google platform. So we can it just links right to it. You get a nice little cool button like this. Um and whenever you

054want to use Brisk or that AI service, and this is talking about teachers right now, eventually students will have that access if they if we go there. I don't know if we're going to do that yet, but um this is what they see. So there are multiple different things. uh as a teacher, you can go to create and again the whole point of this is to create more time for our teachers. Again, almost like a personal assistance to help them with where they're at. Um and literally uh within seconds, if I wanted to create a sylli for uh any subject for that matter, I can go in here and I can say, okay, I want to do it for 10th grade. I want to look at social study or US history, let's just say fund.

055Um, and then I can also look at specific standards uh to make that happen and it'll put it all together. But this is just a quick example of like a rough go at this. Hopefully, it's a four-week period, grading policy. You could even program like this is what I want for a grading policy and that's what we'd have to teach our staff more to do because like how do you program it so that you get what you want versus sometimes it will generate whatever you need in a really quick quick second here. Um, but there you can just see some of the essence of what that does. Uh, we'll stop this because it can keep going forever. Uh, you can then uh let's see here. Drop out of this. See if we can get out.

056Okay. Uh, and then not only like syll progress reports, do questions is depth of knowledge questions. So, this is what we're working on with assessments and our criterion. Like if you're trying to figure out like I I want to create questions that go deeper than just understanding. I want to get into applications and synthesis. You hit this and you enter what you want in there. It automatically starts kicking out those kind of questions. I did something like this. I was putting a a video on for Lucas Jaden. I'll show you here in just a second. And they were throwing these unbelievable questions that really drove to a higher level of what we were trying to get to. It does translation. So, if you wanted to translate it to, you know, Spanish or whatever it might

057be, uh really simply you can go through that. You can create uh science labs. You can even create podcasts from here. Um, I tried it. It's still in a a beta format. It's not as good as uh notebook LM, but it definitely has some great stuff in there. Uh, unit planning you can make happen. UDL UDL lesson is uh universal under understanding design lessons. Uh, so it's a great backward design kind of work. It's another good thing to, you know, if you're going to create an like a lesson, it's a great way to put that out there and you just type in what you want and you get that. Uh we have everything from uh ACT practice tests where you can throw those out and just generate what we wanted in. I mean, you say

058what you want, what level, how many questions um and it'll start producing that for you almost instantly. Uh SAT practice as well. Administrative task. So, how does the administrator use this a little bit? um email, newsletters, letter rack, observation notes, and those are just a few. Okay. Um special ed, we got to create an IEP, goal plan, there you go. Drop it down. 504 plans. And it and it's not meant to take the complete control of it, but it gives you a foundation to start off of. I and again I I can only go back to my first years of teaching and having to come up with all of those components and everything within the short period of time that you had and we came up with some really good stuff but this throttles this

059forward faster for people to you know be able to start with something and then generate from that uh which is pretty remarkable. Here's another like cool kind of thing. This is what you can do through via YouTube. So like let's say we just watch that raptor technology is the class or assignment we can go to uh brisk and we want some do okay questions on that um create do okay questions about uh the YouTube video uh at a uh level three and four and then we go to drop this Oh, okay. And then you just go like, okay, we want it for we can do any level, fifth grade, so that they understand that you got that all in there. Prompt history is already there. And you hit brisket. And then what it'll do is

060it'll open up another whole document and it'll start producing those questions for that staff member specific to that video on YouTube. So you could put any video in on YouTube and it will generate quizzes. It'll generate lesson plans. It'll generate whatever you want from the frame of it. And of course, it's taking a little bit longer than usual because we're on this machine, but uh should start kicking out stuff right here for you. And you just watch that so you can see exactly what kind of come. So they go DK level one. So that's really the base understanding. And then you get the skills and comp concepts in DK 2. and then do okay three which I'm asking it to do uh and four it starts creating a whole bunch of different highowered high energy

061you know questions that they and then you can even boost this again if you don't like what you see you can add what you want or change what you want and then make it shorter you can make it longer you can have more detail you name it um you can also do this thing called boost it this is for students like one-on-one this is the cool thing of like how students will eventually get this. Um, they can be tutored through AI without giving the answer but generally just walking through questions and making them come through come up with the, you know, solutions and answers to it. You can have a character chat. You can do anything about this activity. Create a character chat about this activity. Okay. So we go to next uh and we

062can so they usually like let's see other options. Uh let's go to blank copy and then grab permissions. I don't know what this is going to produce right now, but they first have to recognize me. Which >> can you take a existing thought and drop it in and then expand translate and then how does this like from a educator standpoint does this show up? Like how seamless is it? Like if I'm trying to think of like scenarios if >> if I'm a teacher and I'm putting together >> a plan for the next two weeks and >> I have to refer back to it like you know what I mean like how can I show up when I'm talking to that student? >> Yeah. So what it all goes into your drive. So you can save

063that document specific to your drive and it goes right to that spot. So if you were doing a unit like unit four >> on civil rights or whatever you have that document you can lead those documents right to that particular folder. Okay. >> So then you open that folder you go to that specific spot you see the lessons you've got it right in front of you. Can it also can like if I have a if I'm learning English right in my first year, can it translate I know it can translate a document that we might have in English, but can it level it out to the comfort level of that person, you know what I mean? So that they're still learning English. But >> let's say, again, this could be even for our reading techniques,

064too. So even though we're gonna shoot for a grade level for all of our kids, >> sometimes you have to build and scaffold, right? So it can take any text that you take from the internet or whatever and take it down to a second grade reading level or a third grade reading level. And then you can also get questions that are specific to that level so they can generate those as well. >> Meaning it'll create presentation for your class. You say here's the topic and it'll create the presentation. It'll create the questions. >> Then you create a classroom and put it in there. and the students can actually go in there, answer it, and you can see their work as they're doing it. I mean, if you have, you know, say 40 minutes and that

065email, I think it was the August 4th email. >> Yeah. Link to it. And if you take this, there's there's four modules, but really if you take the first three, you get the really good overview. >> So, it's just amazing. >> So, here's my letter to families today. All right. Um, hopefully I can get the brisk on this somehow. It'll get there in a second. There we go. It's popping up in a second. What I can do, and this is really where I think the power is for especially like teachers at the high school level, middle school level on essays or writing um, and the feedback they can give so quickly. Uh, literally you can go to give feedback. I can choose from four different selection areas. I can upload my rubric. I can also

066create the rubric right brisk then save it and upload it to that document so that I can use that whatever I want to. So I can do that at any time. I can just have like suggestions for next steps. I can look specifically at like this is what we're going for. This is the target and I'm going to do that in this in just a second. But then there's also low and grow. So, it's more I don't want to say like um not empathetic, but it's supporting coaching more than just pointing out, you know, some of the basic comments, but so I go to this. I start English. I'm going to go 12th grade. I'm going to look at standards specific. And if you The cool thing about this too, you can go um literally

067to any kind of level. So, this is just looking at AP right now. Japanese. So you can it's high school level. I can select core strands or the strand themselves. Um I can go to any state and look at their standards and it feeds it in. So now I'm going to look at standards and I'm going look specific to uh English hopefully here in a second. Just playing a little slow because of this computer. But I can go into that and then when it's said and done. Okay, here we go. Language arts. Just give it a second. And this is third grade. I want to go to 12th grade level. There we go. See, it's starting to get in And I want to look grammar. Oops. And the spelling are wrong. I'll still do it.

068Okay. No standard style. All right. Let's be So, okay. So, I can say any of these. I can go conventions of standard English. I popped that one in. Yeah, that looks pretty good. Um, let's see another one here. Vocabulary and acquisition. Okay, good. Great. I've got two. I'm done. Um uh check for grammar and I always write a ar right and um sentence structure brisket and now using those Wisconsin state standards what it's going to give is feedback specifically to the highlighted sections that it it provides. Okay. So, and a way to actually push you a little bit further. So, I'm gonna go to the top again and just see how they ripped out my letter, which I did not use brisk for at the time. Uh, it says the first one, the highlight section

069says, "You've touched an important topic here, but it may benefit more context. Can you provide a brief explanation of the referendum outcome and its implications?" This would help ensure all readers, especially those who might not be familiar with the situation, have a clear understanding. >> So then you regenerate that, you do it over again and then you can come back for more feedback. Um, can you provide a brief example of how stand upon has demonstrated in school? So it's it's pushing you. It's asking for that uh grammar and sentence structure. Use uh your use of m dashes throughout the letter as seen in this quote is consistent and effective. It helps break down information, emphasize key points. However, be mindful of the overuse. In some instances, such as the cultural playbook session, you might consider

070var varying your punctuation for stylistic diversity. And again, mind you, this is a 12th grade standard level. So, if I went to third grade, it looked completely different at this whole thing. So, technically within seconds, I can send this document with this feedback on like to that student the same day >> and you could say this is what I've written. rewrite it in a third grade level, >> you know, immediately created so a third. And if if you have the students put their work in here to do their work in here, you know, AI is the big thing. Now, who's cheating using AI? It'll tell you how many edits were done, how long it took them to do >> to do it. So, if it was just copied and paste, you could see the red

071right away from the beginning. You can go through the timeline. It'll show you exactly how they progress through creating the first. >> Yeah. So, if you took like 25 minutes, it'd show you like it show the edits like in progress. So, you can watch them actually do the work or was it just copied and paste, put in there, and then done? That took five seconds. Well, Steve, can you tell me a little more how you came up with this beautifully written paper? Uh, this is that change the grade level. So I think I can just do it by doing this. And mind you that it's going to do that on a different document. So it produces a whole different page. So I'm not losing the document that I originally had. But I'm curious how this

072is going to look. The other cool thing that will come with this eventually, and they've already got this in prototype as well, is students. You can assign these things to your students. Your students can get feedback before they even turn it in. and then you can see whether or not they took the feedback or not in their work. And then so they're getting instant feedback right away from that tutor, from that brisk opportunity. Um, so apparently I'm at a fifth grade reading level for the most part. Didn't change too much uh from I'm sitting here. Uh, but and then again, if I wanted this translated in anything, um, let's go to Russian. Maybe it didn't let me do that. Or maybe this is really slow. Oh, it's going. There we go. The greatest thing about

073Brisville that why educators and why we like it a lot is that none of the data that we put in here goes out to the web. So our kids are safe, our staff is safe. Like so you it's not like chat GBT where they can just keep struming anything you put in there they can take and harvest and put it in different bots and rework it for their own advantage. Um so there's so much here. I mean it's almost daunting. But we also have I don't know if I've got this on my bookmarks but I used to have it. I can see how our people are using this. This is it. see if it works and how often and how many people are using it. Um, so through 831 2022. Here's just the breakdown. Here's

074all our schools that have the ability to use this. I can update their school names. So, we had nine people from elementary already use it within a couple days here. four from middle, six from none apparently, and then high school seven. And this is just again for the last, you know, week. Um, creating curriculum was the main thing. I can see that they wanted to change the grade level and the reading. So, three of them did that. Um, estimated hours saved 19 for just those individuals. Um, if you look back at last year, you can see and then they show you specifically who's on that, who's giving that out and who's taking advantage of it right there. You can see exactly their names, which is pretty awesome. So, I can have a conversation and say,

075"Hey, look, I saw that you need this. What do you think? What do you need help on or support on?" Or, "Hey, I I see that it's taking you a little bit of time to get something back. Have you ever tried this or looked into this?" Because this might speed up your facilitation of what you're doing. It's scary for people who have never done it, though. I mean, like stepping into it for some folks, but there's no reason not to. Um, and I think it just only can help our students faster and quicker and better on the long run. So, this is brisk and we have access to this for a full year again and we will probably renew too depending on what we have. I think we might do some piloting with people who

076are really, you know, into it. Like Lee score does a lot of work on this and has used a lot. So I could see him actually getting his students. And what you can do then is you can have your own class and it goes through Google Classroom and you can kick this assignment out and the kids can start working on it. Burst can be there as like that tutor function and they can start doing the assignment and using the tutor to help them and assist them throughout the whole assignment. >> I'd be interested too. I know you said some folks that will embrace it, folks that maybe are a little bit reluctant on trying to do it. I'd like to see what they would do with it too at a test. You know what I

077mean? Just from like a learning curve perspective. Um because I mean to me it's this the time saver. It's the extra day they need. Right. Right. I mean >> I mean it's amazing. Just spending 40 minutes on both of those tutorials just it knocked my socks. And I'm only hitting like the surface right now of it. But you're right though, John. I think what we've seen most people, it started out with like, >> okay, my unit is this. Here's the standard. >> Create some lessons for I want to see some sequence, scope and sequence for these lessons. >> We even did like based on like what would the standards be in this case given this the content that we were choosing. >> Yeah. And I said, why are we spending like days on trying to

078establish some of this curriculum work when it can be done in seconds and it's a pretty good product and we're still in the range of what the state standards are telling us and asking us to do. Now let's focus with the beauty of this is once you get into it and you start that facilitator of learning your relationships with students get even better because now no longer do I have to be the stage on the stage have all the access to everything. I'm giving access and ability for students to really handle and become agents of their own learning. And then I can spend more time building that relationship with that child and supporting that child quicker faster with feedback and that social level which is really brilliant. I'll keep you posted on how that all

079uh is working. We beta it heavily with intrepert and exploration last year and then uh we had several different teachers in the um the high school middle school um not so much at the elementary yet but it's out there for anybody to use >> and we're pumping it. I mean >> do we use it for all our translation items now? >> I mean yes. And I mean from that or like the the the translation for tonight's speech I went through chatbt I've got my own like line through that but and then I gave it to Connie >> and I said like how close are we? She's like it's great. I mean it just makes it more >> so right and I can give it to Connie and say like or whoever and say how close

080am I to that realm you know and they're like okay looks good and that usually it takes >> even that translation power it takes a little bit of time so >> okay >> pretty cool stuff >> um so uh I'm just going to jump around here a little bit just kind of wrapping up the academics learning and and Steve and Katie saw a little bit of this, but this is just the welcome back slides. Uh just talking about we started out like what experience will you bring? You got 30 seconds sometimes only with some individuals, right? What are you going to do in that 30 second time because you're going to be the conversation at the dinner table? Either good or bad uh depending on what is done. And so we did this slide. I

081said like capture one word that you feel when you're seeing these pictures and we rolled through pictures from last year of all our staff, our students, you know, throughout the year. Um, and we had a wordle then so all these words that came up like community, family, you know, all these different things came up from in real time while we're doing the presentation so they could see exactly where we're at. Oh wow, look at u. So, we did that and then we went through like wins uh and just summer photos like kind of researching and like letting people have a chance to talk with other people that haven't as Steve pointed out new NFDL staff. We had everybody introduced. Uh this was a learning target for the day. How to apply culture and learning systems

082and expectations of school district north. So, I'm equipped to contribute to a consistent student centered growth focused learning environment. These were the success criteria that we walked through. Um, and I the reason why I'm I'm putting this out there for you all to see too, these are the things we expect in the classroom, too. So, I'm modeling what we're doing in the classroom that we want to see, too. So, learning targets are essential so our students know where we're going. Success criteria are also essential because, you know, and you're knocking things off so the students say like, "Oh, what do you do today? I have no idea." Well, boom, boom, boom, boom, boom. We're walking through these and you keep coming back to these throughout the presentation or throughout your lesson. ly have that district

083purpose mission. My message was you have control of what you can control. And I used uh this analogy I don't know how many of you been out west in Colorado and some of those u areas like Breen Ridge or Bale. On the top of these mountains, they have these roller coasters, right? They're on rails and there's no like engine to them. It's literally just gravity going down. And on them though, they have like brakes where you can slow yourself down or or just let it loose. Like like my kids just there's no brake. It's just full throttle and they're just relying on the nets that are like on some of the sides that they're going around. But then what I was trying to make a point of like you have control of your coaster this

084year. You have control of what you can do and that that speed and what you're going to give, how you're going to make that happen. So uh that was the analogy. And the second big thing was clarity. We've been talking at like a 20,000 foot scale for so long and then we're I use this picture as an um a piece of how we're trying to do it. We're trying to get it so specific that you know where to go and we're trying to give you tools so that you're supported in that process. And uh that's really what it was coming down to. And then we're not adding new stuff so we're not piling it on. We're just making more specific so we can better and best help you. Could you just go back to that

085sign board that you you highlighted the purple one there on the right? Maybe >> this one right here. >> Yeah. So, this came back to like control you can control and your 20 square feet on this board. It says please take responsibility for the energy you bring into this space. Uh your work matters. Uh your behaviors matter. Our members and our teams matter. Take a slow deep breath and make sure your energy is in check before entering. Uh we are trying to build a healthy spirit, mind and body for all. >> Never seen anything like that. I really like >> and and again that's what we did with Lucas for how many years? I mean that's that training we have to get to that point. And people say well the morale is terrible. Well you

086own that morale. what energy and attitude are you going to put into it and work effort are you going to make happen when you go throughout it and so that's that principle that's what that sign is saying to to our our people uh again we not adding more keeping the same but just going deeper with clarity and then I go through the sex criteria what I just covered uh culture of learning um and this came back from research of like uh why we're doing systems and this was from TED's conference Um, and it just basically said underneath my son here, who I just took the picture, it was easy to kind of highlight some of those things, but the overall health and functioning of a workplace characterized by interconnected systems and structures that proactively reduce

087stress and uncertainty for staff. When strong systems work together, such as clear communication protocols, aligned leadership practices, supportive human resources, and uh efficient operations, they create an environment that minimizes anxiety, improves morale, and enhances performance outcomes. So, I was driving home, if you got systems, and the systems are working, you know, clarity behind it, people do better. They're more engaged. They're more part of the process. When it's all out of whack and I don't know what the hell I'm doing, it's going to be a much more difficult situation. I go through the cultural playbook with everybody. Um, and then I got specific about uh the playbook, especially courage to grow. I circled like three areas within our professionalism under standard in the e area so that this does relate to the work we're doing. It's

088not just something we're doing to do. Uh, and then I walk through the three beliefs under above the line below the line procedures and what does that look like? What does it sound like? um we are one and then courage to grow is the one that we're working on this year. And then I had everybody do an activity together because this also works into our criterion for best instructional practices in the classroom at universal level. We did an annotation activity. So everybody had that document in front of them. The first two minutes was spot it. I want you to find two dos that you kind of can claim and then one don't that you really want to work on uh for each one of the beliefs. after the spot it we went into a claim

089it where you're saying this is what specifically you encourage to grow I'm going to commit myself to for this upcoming year so possibly a deficit in one of those areas and now you want to make it an intentional practice and you commit to that and then finally you're growing it I will do this I will make this happen um so getting that whole essence of it but also using a practice that they can use in their classroom tomorrow again this is you all have seen this before. Um, and then the skill sets with the R factor, pressing pause, being curious before furious, controlling the controllables, next best action. That goes right back to that blue form or that blue sign. All those things. And then I talk about paper head heart a lot with staff.

090It's like one thing you've got the cultural playbook on a piece of paper. It's there. It's another thing if you actually start actually thinking about it and using metacognition to say like how does this work within my own world and then heart is actually you're embracing the whole the process and our whole goal is to try to get uh you know more and more people in that heart system so that all the arrows are moving in the same direction as a as a group back to learning target back to success criteria modeling that again and we go to systems two learning um and this is really and this is kind of alluding to what happened in PD last week too, but there was four major like posts and this is what I showed you all

091too in that road map this summer. Remember I showed that road map 2025 and those particular posts leadership support educator effectiveness collaborative teams and then professional development and I just walk through each of these like how we're going to be there in terms of leadership and support administrators going to be in your classrooms. We're gonna go for 25 to 32 times in a in a in a month. Get some observations in to help out. And I talked about the CIQ feedback. That's a claim, evidence, impact question. We're all doing the same practices so we can do that. We're trying to provide more feedback on the regular and it's immediate so that they get better and and grow themselves. The educator effectiveness bundle is all about, you know, observation and rapid cycle feedback, reflect, adjust. And

092we're focusing specifically on standards three and four in the EE, which I bring up in a little bit here, but it's assessment, instructional delivery. So, we're telling people already what we're like focusing on. We're not hiding anything that we're going from and getting specific within that frame. And then finally, courage to grow really frames that professionalism and EE2 and standard six. collaborative teams that weekly purposeful you know work with your teams that departments grade levels uh you name it um working on data so we are becoming a data driven group we are going to be watching data every single week and then again in professional development so we can get better and then we're going to be looking at those high impact researchbased strategies to help out with the overall production within the classroom and

093then we also will bring back those I Ready data digs and the ACT data digs three times per year and then more time for uh collaborative action time uh for our people. So I was just trying to show like the road map and how we can support best. Then I got into universal tenants. This is the rubric. I showed this to you too in that uh I know it's it was a lot and so it was all that road map but there's six criterion those criterion that have proficiencies and the one that we're all doing this year that everyone across every building is uh sharing learn targets with students and that's kind of modeling what I was just showing you three times at least within the given lesson showing the progress and then students should

094be sharing with other people once you get better at it as you're moving down but that alone alone if we do it with fidelity it's like a 0.56 on Hadtie's like uh uh growth scale which means it's over a years of learning if you do it effectively and then we've got do we have opportunities respond and then uh formative and feedback formative assessment feedback on this as well and then I showed research where it all came from so people know that this isn't just something we're making up and then I brought it back to standards three and four within their EE so they knew exactly what it was reinvited them of those four pillars and we move on. Um, and then I got to the why. And this is kind of what we talked about

095at the board meeting at one point in time. We're like, so okay, great. Thanks for sharing all that, but why are we doing this? And I just explained who we are as a district. I got into enrollment in terms of, you know, the growth that we've seen. I looked at our economic back you know scale like where are we at showing you know from both the economic disadvantage to the advantage uh or not economic disadvantage the blue get to multilingual like how does that look across our just giving a scope of who we are and then finally race and ethnicity on that front too where we all stand then I look in the assessment category and this is you know where we are within that um frame at each level and it shows kind of

096from this is developing, this is approaching, this is meeting, and then this is advanced. And you can see across the board where we're at in ELA reading literacy. And then you can look at the state right here. It's a little different colors. This is advanced. This is meeting. This is approaching. And this is developing. So you see some differences there a little bit. I go into math do the same exact thing and you can see the differences there again. So people wonder like why are we doing we're getting we're doing this work because we can do better and we can uh do better for our kids. So uh that was what was generated there went into learning target success criteria. Then we got into the strategic plan reviewing with them what the buckets were key

097performance indicators showing how it all relates back. It's not again another why component of why we're doing this work. Gave them a quick overview of the 2526 in terms of what we met, what we didn't meet, where we were. Uh shared the financial update, did the bannual budget per pupil, special ed, open enrollment, and then insurance. what we just heard about those all these factors have helped us find a foothold this year. What does this mean? We talked about full steps for all staff in terms of their salary raises and then no referendum uh for the upcoming year. Went over the overview, what the guide is, educator guide, so expectations both ways. Walk through that with them. Show them resources. So, I think I showed you this on the um I kind of shut this

098down because it's all done from that point. But if you go to our website now uh staff has this really cool access thanks to Karen uh Hoth. You go to staff resources and only staff can access this through Google. So, you could also access this too if you really wanted to, but it's a one-stop shop. So, they got their guide right here. You want the playbook, you got that safety presentation with safeties overview, um, quick links on terms of maintenance request, and you name it, staff calendar, insurance benefits, all their key performance indicators, MedCore if we have staff injury. So, a quick spot where they can just stop in and grab what they need, which another great thing. Okay. Any questions about that overall kickoff? I know Katie, Steve, thanks for bearing through that again.

099But that's I wanted to set that tempo and that that point for the year. Um the rest of the week, I mean, we had and you saw it in the email I sent you. John Graph from CIS 6 came in, did data digs a half day with all of our staff. It was phenomenal for people to see all of that up close. they never really seen seen that, you know, and the questions that he asked and articulated and facilitated during that time really got them thinking and I think we've got a really good start of that generation of um moving that data forward with our with our people. We've got a ways to go, but it's at least initial kick within that frame itself. Uh we had uh act 20 Clark came from CISA 6

100to help out FLC. We had safety presentations from our our principles. Um we had uh next path I ready uh brisk all those were presented cumulative to our staff so they got a sense of that they got to walk through it. So, a lot of things within a short period of time, but we have options, right? So, we we cooked it in within 4 days. That Wednesday is pretty much a wide open day for people to get ready for open house, but we've also gotten like medical training in there and meeting with special lead and, you know, some other components that had to be done. Um, but at the end of the week, you know, then giving staff an option for a nesting day. So all staff are responsible for at least one nesting day

101either prior to the week of the 18th or after up until you know the 27th. And that's the PD a lot of time, energy, planning, work, and our I can't give enough kudos to our administrators and our principles and our directors for leading it. They did a remarkable job. I mean, we've got some talented people who get it. And it's so great to walk from one place to one another place and the language is the same all the way across that consistency. So, that's the PD overview. Any questions about that? I'm going to go to jump start review because that's the easiest one because I got it up here. Um, jump start. This was in place of summer school and this is actually something we're going to have to do by state law through act

10220. Um, and it's acknowledging uh students who uh have deficiencies in those reading areas uh let alone. So I'm just going to walk through this as best I can. So how this worked it was registered uh the registry was only invite only and it's students to be considered at risk with respect to early literacy learning if the student scores below the 25th percentile or universal screening assessment. So when we had students take the Ames web diagnostic test if they were below that 25 percentile at that time at the end of the year these individuals had the ability to like reach out. So 5K a third grade student who is determined to be at risk of reading difficulty based and on the results of the screener specific. Um this was the schedule that was created. So

103it started August 4th and it went through the 14th. Um they had a breakdown between grades. So kindergarten, first grade were together and then second grade through third and it was the morning. So they went from 8 in the morning uh till noon and then they were dismissed. It was the same group of kids for the two weeks. >> Yes, same group. Um, it's probably easier if I just do this. Sorry everybody. Uh, the program itself, interventions in reading, writing, math, social activities, play, movement, total 32 students ages 5 to 10. uh they had a screener initially that were used to form the nine intervention groups and then literacy lessons were selected. Uh you fly is the name of an intervention unit technical or digital intervention unit for students in that area too. So that's

104why that screen is in place too. The literal lessons were selected from CLA. So what we already are doing by the district literacy coordinator who is Kharkov. She did a remarkable job of setting this all up for our students to best align what their needs are. Attendance rates, first and second grade, 92% and third and fourth 85% given the summer um and the work that was happening. Goals for the future, we're going to build off this model, maybe go three to four weeks versus just the two. uh look at the August time frame again, try to get more students in here and then offer some more solutions and offerings to support their learning throughout the summer. >> So when we had you said 32 >> um based on the criteria, how many kids would that

105have been >> the total like the percentage of it? >> John, I'd have to look I don't want to make a false statement, but >> yeah, because that 92 is how many came to the two weeks correct attendance. So that's not like a percent of Okay. No. >> Was it the 32 lowest kids or >> No, it could have been anybody behind that anyone below that 25th percentile. All right. So, they reached out to anyone who was below that based upon the diagnostic, but these were the students who they were able to bring in at this time. Okay. If you have more questions, please talk to Lauren uh as well as Willie. They did a really nice job. our we had staff members come in too in the summer and do this and they did

106a remarkable job too watching them work with our kids and uh really putting it forward. So, we're very fortunate to have this offering, but this is something something like this. This is just our first kick at this, but the state is going to require this for all schools at some point. Um because that gap for some of our students in the summer, there is no there's not a lot of learning going on. And if we can find ways that we can do different things throughout the summer and even add this, I think it's only going to be a great gap, uh, you know, catcher for a lot of our kids. Okay. Uh, next one, curriculum. This is a draft. I'm just going to lay that out there. This is draft. Draft only. But I started

107playing with uh, our curriculum tools and what that looks like over the next six years. And so this is a real base plan right now, but it it's sits within our budget, what we can afford at this point, but you're going to hear more and more of this as we get further along with this whole process because we are picking up a lot of different curriculum tools right now. CKLA, amplify at the elementary, we still support Bridges at the elementary for math. We are now in a pilot phase with uh amplify for grades six through eight. So next year we're going to be filling that from a pilot to implementation. Our maths uh from 612 are also going to be looked at for implementation for the next year. We're going to do some piloting second

108semester here. And so that will be we'll be navigating that over the next couple months here to see which tool is the best for our students. But what this does is if you look at it, it just breaks down uh each year what we will continue to invest in or where we're investing. But again, this is just a template and a draft of what we're looking at. Um so it's every six years each content area enters review. Every 10 years, major resource renewals and instructional redesigns are going to have to have come in play. We just have never had like a for a while that is a cycle um that we can keep coming back to. So this is uh something we're putting in place. Um if you see 2425 launching exactly what I just

109said to you um where that all comes into place and how much money that costs us. uh is exactly what I said to you again the 638 L valuation and sustaining that K5 as well and then no new adoption cost or reoccurring cost is the K5 itself 2627 we're doing that new math vision so implementation of a new math tool for um you see the total investment there estimate is around 220,000 with CLA 6 through 8 as well as math 6 through 12 and and then 65,000 reoccurring fees from the amplify as well as the bridges math at the elementary uh 2728 uh CKLA or another vetted literacy resource selected for grades 9 through 12 so that we can uh make sure we're continuing that continuum across with literacy. uh you see the investment would

110be another another around $140,000 or so plus $90,000 in reoccurring for support and then we would have a full K12 literacy system aligned and established by the end of 2028. Um and actually I forgot to mention that too. um by next year at the end of next year we'll have a full K12 math tool program that aligns with so whatever we we have to bridges right now the way it's taught and the way kids are learning is fantastic and we're seeing a lot of gains with that but when they um go to the middle school level it's such a different way of doing the math that there's a gap and it's like relearning to relearn and so what we're trying to do is keep that bridge going on between uh 612 then too. So hopefully

111by that next year we'll have um new resources and tools. Some of these math teachers and these reading teachers at the middle school and high school have not seen a book in their career yet a change. That's how long it's been since we've looked at some of these things. Um 2829 science comes into focus. That's uh one I threw it in there. it's the next thing that would be looked at and that'd be like a curriculum K12 potentially adoption. It's probably a lot more than that. uh but around that zone um and then it's infuses NGSS standards and aligns with um phenomena based instruction districtwide 2930 again these are just drafts reinvest in early math so we got to go back to bridges replace the readopted and get the new level another 150,000 then you're

112110,000 recurring 203031 social studies revamp again K12 it's going to be a lot more than 50, we're looking more at the 612 level that would happen, not necessarily K12. And then finally, 21 or 2031 through 34 sustaining adapted tools and just looking at what we need to do from that point forward. The thing below is a real real base mockup of what the what the costs are under under a $300,000 budget. Um, and gives you kind of a a walk out of what that can look like over the years. All of it shows falling within our budget that you have. >> Yes. >> And when we went to referendum, we talked about curriculum cost and this would have been part of it to pull some of it forward more. >> Absolutely. And that's what we're

113we're starting to do is to channel more into that teaching and learning and curriculum tools area. >> So is part of the budget process is Maria going to update that fiveyear budget? Keep on top of that. Yes. And we've talked about that. I've showed her this as well. And so Monica too will be part of that process once we you know bring her in there as well. But yes, we have to this has to keep focus if we want to get the things done we want to do as well. Our people need a road map and at another time too I'll bring them in to talk about amplify. This six amplify over the PD time is a new text for uh CKLA for 68 that they're piloting. I got a chance to watch uh you

114know some training on there from amplify people. It's amazing what our you know what we have at our fingertips for our kids. The digital like presence that is there and available for I mean we can do all of our work on that one. They don't have to bring a textbook home. They have it right there online for them to do the work and put it in there. And again the staff member can create uh grade and actually a lot of the programming grades for them again through AI. work in Amplify. So, we'll bring more of this stuff in, Rick, to your point of like just so you can see some of these supports that are coming in play that are just phenomenal for our staff and for our kids. Any questions on that? Okay. All

115in all, I I would just say like the start of the year has been phenomenal. We've had um some great learning and again it's great to have everybody back. I know it's like that shift and change. You know, there's not too many places that or organizations that shut down and then start back up every single year. And again, there's a lot of people that made that part. And I I think you might have seen this email too, but I you know, thanking our facilities folks like these buildings are clean. Like you walk through this, there's some pride. And so we're really grateful to have a great team and Joe Schneider is just a great addition to our work. Um, and then our secretaries, you know, all the stuff that they do on the the front

116loading. I mean, looking under the hood, it's it's amazing what we can do. And now all of our staff back and now in a couple days. Great great place to be. >> Is the staff back today and tomorrow or something? there if they choose this is could have been their nesting day if they wanted to they could have chosen last Friday. Uh so they had options and a lot of there were still some people in the buildings but more people tried to finish up last Friday or prior to the week so they could take two days before the we'll probably see some people again tomorrow too I'm sure. Well, there are plenty of cars over the weekend, too, coming in. So, >> yes, we have staff that I mean, it's way more than a day

117that people are putting in. >> Okay, good. That's my wrap on board. >> Thank you. Lots of good information. Um, we have a few items on new business. First one is consider approval of policy uh title nine special update that we covered earlier. So I'll look for approval for that policy. >> I'll make motion. >> Okay. >> Billings. >> Yes. [Laughter] >> Yes. Okay. >> Excuse me. I mentioned though it this isn't a first reading of change. It's just automatic. >> It's automatic. Yeah. We have to put this into place now. >> Okay. >> Good. Any other question? I don't want to I cut you off. All right. Uh next item is consider approval of new hire uh from our close session. So, we have the one new hire uh for Monica uh Nap is

118Napa, right? Yep. >> So, uh Monica will be taking over for Maria when Maria enjoys retirement at the end year. So, excited to have Monica. So, look for approval or motion. Excuse me. >> Motion. >> Second. >> And then roll. >> Mathy. Yes. Gens >> yes. >> H. >> Yes. >> All right. Next item is consider approval of dis district administrator contract that we had in our close session. So look for approval for that or motion. >> I can second in the roll. >> Yes. >> Uh next is consider approval of moving board meetings. So, we traditionally do this for the holiday um with the district uh having off that whole week which falls on December 22nd. So, moving that up to December 15th and then uh for graduation and for the holiday I'm assuming.

119So, May 18th, the May session of 2026 and then we have on here set annual board meeting for mid-occtober. Um so, we don't have a recommended date yet. Would we? >> Yeah. And I was just looking at this like if we stay consistent with we have a >> is it like Octo >> our board meeting is on the 27th of October the regular board meeting >> we have the 6th 13th and 20th um any of those Mondays that we can >> make if we want to split it and go to the 13th that's probably our best choice but >> I'm out of town 20th so >> okay so 13th >> so 13th okay good >> all right so then it would be set the annual board meeting for October 13th 25. So look for a

120motion for those uh three changes. >> I'll make motion. >> Second. >> All right. Then roll. >> Goings. >> Yes. Happy. Yes. >> Yes. All right. Then we are adjourned as of 8:37 p.m. Thank you everyone. >> All right. Good night, Oral Nation.