NPSD Board of Education Meeting - 5/19/25

001I'm chasing my early enough. Oh, good. I see. Trying to finish off. Okay. Good evening and welcome to the May 19th, 2025 regular board meeting of the North Pines Board of Education. Will you please join me in the pledge of allegiance? I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible with liberty and justice for all. I'm here. Becky here. Jennifer is here. Chris here. Chelsea here. And Paul here. All right. We have a forum. Thank you. Um Susie, has the meeting been posted according to open meeting laws? Yes, it has. Thank you. And that being said, I'll entertain a motion to approve the agenda. I'll make a motion to approve the agenda as presented discussion. All right. The motion's been

002second. All in favor, please say I. I. Carries. We're going to start with our presentations this evening. We have two presentations. Our first presentation will be our high school student experience presentation. Hi, I'm Aurora. I'm a senior at S High School. Today I want to share my personal story about my academic success at S. High School changed my experience. Back in nth and 10th grade, I faced a lot of challenges with school attendance. I was missing classes and it became consistent issue and I was failing falling further behind each high school wasn't just working for me and my grades and motivation suffered. Then I transfer to sore high school and the flexibility of soore has great opportunity. It's a great opportunity to have sore allowed me to manage my time more efficiently and allowed me

003to have flexibility that I could to balance my studies and also reduce all my stress. At a point in time I was pretty low in credit still in high school and so I lost all motivation again. One day I asked Mr. if I could get my GED and his response was you can get through it as long as you do what's right. So that's exactly what I did and I was motivated and made me proud when I got things accomplished. The supportive environment I saw is the best thing. The teachers and staff are understanding and provide personalized attention to each student. The atmosphere helped me regain my confidence and passion for learning with the ability to learn at my own pace and focus on subjects interested me. I improved greatly and so did my so

004high school didn't just help me catch up to help me thrive. My experience taught me that the right environment and support and challenges can be overcome. I'm grateful for the opportunity. [Applause] All right. Our next presentation is an internship program entrepreneurship presentation event. Mr. Richards So we have been hard at work in the business department making business. It's like a business plan on a trifold really. Um but I have some cool materials in case any of you are interested in coming tomorrow. We have an event tomorrow. um entrepreneurship conference. So that's what this is about. So two papers are getting passed around right now. Um one it's just what the voting sheet looks like. It shows you all the different businesses that students created just like the general industry. And the other one kind of

005gives you a look at what the leap looks like. This was all done in partnership with Bus County Economic Development Corporation this year. So, it's been a really fun week. Um, it's actually our second time doing it. We did it back in February and um we just finished our second week last week. So, the students go through a five day um business plan type unit where speaker comes in every day and then we create curriculum for them which ends up on their trifle over here. Today was the day where they were putting everything together and it's just it's fun being a teacher and seeing all the learning that comes in and the takeaways that they hear from the guest speakers and I'm excited for tomorrow. So the white piece of paper it has two things

006on it. one side just just some background information about how we're spending entrepreneurship week, but on the other side is the conference details. So, tomorrow from 8:30 to 10:30 um we're going to have a conference based on all these presentations or all these trifolds. I think we have 34 groups in total. Um it's impacted there's going to be about 100 students there and it's going to be fun to see what um how they perform tomorrow. So, like just them today like really put the trifles together and put all the pieces together was really exciting to see in the future. But none of this could have been possible without Vis County Economic Development Corporation or VC EDC. Uh Kathy has been pivotal pivotal in that and just helping find guest speakers. She got uh Mr. Lion

007for tomorrow for our main speaker, but also just finding speakers during the week. So finding someone with expertise whether it's in um financial advising or law I think this is just such a wonderful experience for the students. So looking around the room there's some parents whose children are going to be presenting tomorrow. So I'm excited to see how they do. anyone that's anyone that's interested that's a community member that wants to attend that yellow sheet. Um I'm going to give each person a clipboard and then they'll get to vote for their top three favorite teams and that'll be from 8:30 to 9 and then we'll have the guest speaker. The students will get to vote as well and then after the guest speaker then we're going to do a Shark Tank style competition for the

008top three teams. So the top three teams will be up there on the auditorium podium and then um they'll get first, second, third, they'll get a panel of judges there and then we'll wrap it up with prizes and certificates for those teams. He made this seem really simple, but let me just back up a step here because he's very humble. Um this journey started a year plus ago with Kathy Schmidz who we have a longstanding relationship. Um Dan has worked closely with them on the project be the way grants. Um we have worked with them on numerous projects and they've been super supportive. Well they kind of came to us with the opportunity to hear from Craig Culver and it was great. He spoke to all the high school students took questions but and Kathy

009thought it went so good we should do something again like that. But Dan and I just said, you know what, our students appreciate it, but that repetitively isn't probably going to have the impact of understanding. So, they did bring in a panel of local people as well, which was great. And I think that was a good step as well. But we ultimately decided when you put a group of kids at classroom size in a room with these experts, and Jake does a great job of bringing in speakers to his class, that's when kids get energized and hear and learn and have better dialogue. they're willing to ask questions that maybe they want in a whole auditorium. So, we kind of envisioned this idea. I I was in there sharing a little bit and then said,

010"Well, I think Dan and Jake can really handle this from here." And and they did. Not only did they, they have done an amazing job and he deserves a ton of credit to create such an experience for one the relationship building between business and school to for our students to have this great opportunity. Um, this is really going to hopefully propel some of these kids into this concept of entrepreneurship. I'm going to talk a little bit later in the mean. We met with Nicollay, what programs could we develop in partnership with them and entrepreneurship is one of those. Um, so I just want to give him credit. This looks so good on paper, but it's the journey this kids and Jake's been on and with these amazing people in our community that have stepped up,

011but it took ours organization, a talented and thoughtful teacher, um, business person himself who could come up with this and create this experience for tomorrow and it's the journey because I think that's what we wanted to move from was a one-time little event big event Craig Culver doesn't come to every high school in the state he only comes to very few actually but to have a dick line and cool or any of these other people on the sheet come and work directly with our students this is just taking the mad money and all those other experiences and putting another level onto it so thank you to this great community thank you to Jake and and um I'm proud of our students and looking forward to see what they come up with tomorrow. So um if

012you get a chance, come in. But I just want to make sure we recognize him and Dan and the work that got done to get to this point, but because he he makes it sound simple, but it's not. It's simple because he put the work and the effort and the talent that he has into it. So I just wanted to pass that along. So can can you also share what you're doing tomorrow after school and Wednesday? Well, I I want to give recognition to all the students too. So, first understood. This is a championshipreneurship. So, we had a team that competed at Skills USA um Anna Westfall, Ellie, Chica, and Madison Wheelhour and they used their trifold that they did back in February and they got first. That's awesome. Really exciting experience for them. We

013have another exciting thing. I'm taking a group of students that place second in the finance bowl. So the finance bowl is something that Nicolay does every year. This year there are 29 teams. So to come second out of that is a real accomplishment. So there are four students that are going to come with me. We'll go to Madison. We'll compete against the top two from every region on Wednesday. Been a busy year. culmination. So you said there's over 100 kids participating in this tomorrow. Yep. That's awesome. I'm really excited for apparently mine is one of them. So pretty excited that he presented and I looked up his grave and oh you worked hard on it today. I will ask some questions when I go. I think if we look up on our our mission, there's

014the three Rs and we've tried to define those and this exemplifies three Rs. It's relationships with community members, organizations, its rigor at a very high level across the board and um the relevancy. These are things kids will remember for a long time and and they'll learn a lot about it and it's, you know, connected. So kudos to driving our mission and creating great experiences for kids. Thank you so much. Guest speakers do not have to stay for the rest of Well, you have a wonderful night everybody. Thank you. All right. So, we now will move to our public participation section of the meeting. Susie, do we have anyone that wishes to speak this evening? We just have one. Dr. come up to the podium president members of the school board member of governing board for

015the charter school and this board. Now back to the governing board. Talk about two things very briefly. The charter school and the search for a district administrator. When we are selecting a administrator, please select the person and have a contract that is in the best interest of the school board. an administrator that can support and maintain good faculty and good staff, prepare a good budget and necessary referendum and support charter schools. Currently, the school board and the governing board have a good workable contract. We need a district administrator that will support charter school. We don't want a charter school system such as select administrator that really wants to be in this size school district and not using this school district as a stepping stone or one that will go down the road to another school

016district for 5 cents an hour more. I'm confident that this board will use diligence in selecting a new administrator. And that's it. Moving on to our board communicate board community reports and communication. Is there any board member that wishes to communicate any other board member. And then regarding our committee reports, our written minutes for our standing board committees are shared in the board packet and are in public view. Does any board member have any questions for other board members regarding the minutes of any committee? Not hearing any. We will move on to the next agenda. All right, we'll move on to the consent agenda. Is there any board member that wishes to remove any item from the consent agenda? Also knowing that within the motion for the consent agenda, we can discuss and get information

017on those things. Right. Not hearing any. I will entertain a motion for the consent agenda. I'll make a motion to approve all items containing the consent agenda. All right, motion has been seconded. Is there any discussion or information? Yeah, I just want to point out um in finance um we did share the Skyward annual renewal which is critical to our success um and functioning as a district. We did not have the infinite campus renewal at the time, but it is in your packet and that also is kind of a no choice. Thankfully, the cost has gone down, which is rare, but um we need both those pieces software and they'll still we won't pay them until the next fiscal year, but we'd like to keep things moving forward. Um also notice that um especially for

018community members, um policy time change moving forward um and that starting next month that we're moving up to 8:30. So, point that out. That's a change, which is fine from previous editions. Um, and then also what you see in front of you, um, all the other, um, policies all were looked at multiple times, but we have people on the team here tonight if you have any questions on any of those. Well, thank you, Susie. Um this is the time of year um one lots of things going on. Um and just want to make sure what you saw even as of this morning we did have a new person added um at Ne River Elementary music teachers in there a name that you some of you will notice and know and be very happy that she's

019joining our Pines family in new capacity. She's Jennifer Anderson's been part of our team in in multiple different ways before been giving and and part of a lot of our uh music programs. So, we're excited to have her join the Eager Elementary family and be elementary music teacher. So, just wanted to highlight that one. And we have that as an agenda item. So, to add a name is okay. Um, you as board members can see that in this consent agenda and um it's a time of year where we want to get these people under contract so that they're we continue to move these things forward. So, very exciting. Also, out real quick. Two alumni in the hires again tonight. So the hire your own is a big to me I think is a positive. We

020we give everybody the best chance and we hire the best candidates but when two of them are your own that's a bonus. So that's always good to be hiring people. Um all right any other questions or information or discussion? Not hear me. All in favor, please say I. I. All right. Our discussion and action items. First is our approval of the 2526. go first. I'll make a motion to approve the revisions to the 202526 employment handbook as presented. Second motion has been made second and Mr. Yeah, I would have you look at the summary sheet. It has the colors on it and goes through all the different changes. You also have the highlighted book version of it, so if you want to look back. Um number three you just approved already. So we'll be able

021to just keep that right in there. Um this change and sometimes we voted on maybe years past we might have voted on these individually but it seems to be just as easy to do it all as one. So tonight they're in here. You certainly could change, you know, if something isn't appropriate, you could we could discuss that right now. But we are recommending changing GUS number 11 on your sheet guest teacher pay from 145 to 155. And then also at the end of the year, they get a a bonus for if they do so many days. And we base that on financial that's also adjusted to match that change. We're also adjusting the gap. Boy, really doing well tonight. Guest support staff pay from 15 to $16 an hour. Um, we also put in a

022a matrix for hourly pay for staff. This is not approving individual pay within this motion. This is only to have a matrix now for support staff, which we have not had in the past. We also know that there will be quite a few people who don't fit into the matrix based on their current position or years of experience and we know that the board will always have to just discuss those individual payouts on an annual basis. Um we are also updating how we do our overtime for coaching contracts. This is within the federal law to change this. Um we have been doing it there's two choices. We did it one way where we just kept track of all their hours. Um, we kind of wanted to wait and see how that worked, but we do

023feel like after talking to other districts who've done it both ways, the blended overtime rate, which is an improved way of doing it, um, we will be switching to that. That's on page 35. It's number 18 on your sheet. Um, 21, you approved the, uh, pay. So, this is the model that goes with that. Number 21. and 22 which is 39 and 40. Um we are also adjusting on page 41 or number 23 um a change to Wilson reading certification and then also we're increasing for the first time in nine years what we pay for multi-age teachers as well. That came from feedback from staff. Um and then finally number 26 or page 45. Um you it takes a lot to do. We mentioned what Jacob's doing in class but also like that skills USA

024that's like kind of a year round club that takes practice here get kids ready and then actually travel with them as well. Um and that's really good for our programs and for our students. Um, so we're recommending an increase to those advisors and also adding a wholesale advisor. And then finally, we're also recommending increasing the musical pay to match more of what a winter sports coach makes because it's the same amount of time in some cases more. So committee and and administration and AJ who's recommended that change as well to um to that higher to match more what a head coach makes. same season, same amount of time. Why not just use the benchmark we've created already and recognize the hard work and time these dedicated, talented people put in? So, I'd be happy to

025answer any questions how we got to it. We've been working on this for a couple months with personnel um the team um in the district office, Tara, Susie, myself and Stephen um work on this six, eight months out and then keep notes every time all along and then finally come together to give you a recommendation. So it's it's ongoing and then if we have a big insurance change then you would look at this again January. You could look at it and rechange it anytime you want. It's kind of nice to get it set. This is the big change for the year. So, this is where we really try to make the things that are worked on all year long all together. One change and then if we need a new one, usually we'll look at

026again in January or December. Questions about any specific item? What's the requirements to be a Guest teacher is different than guest support staff. But guest teacher you have to have um associates or bachelor's degree and then take if you don't have a teaching license already which some of our retired people do then you have to take a class to become certified per DPI. You have to have a license. So you do have to get certified to be a guest teacher and have a license on file. Do you have to be certified or in the process of being you could have associates degree or bachelor's degree and then just take that class at season 9 and then you're then you're considered certified we don't utilize that person the license yes because we do have to report

027all our guest teachers on our reports and then they go through our employment background checks and all the other streaming tools that were required to by law and you as a board of scientist. We're very grateful for the ones we have. We could always use a guest teach a guest support staff does not have to have those things. Um it's nice if they have an associates degree at least because for special ed purposes we can count them but you don't have to and we can use Sometimes people will be a guest support staff member while they're going through the process to get certified. So we can onboard them and they can be working while they're working towards getting certified and then they'll be on both lists. There are some that just support. Okay. Is there

028any other questions or comments for the regarding the handbook changes? All right, not hearing any. All in favor, please say I. Any opposed? Next is our information regarding the PI26 academic and career. I'll make a motion to approve the PI26 academic and career plan for the Northland High School District as presented. I'll second. The motion has been made and seconded. Any discussion there's written in your packet is what was shared with us and really it's not a big update this year. I don't know Dan if you want to say anything but we put in there what S. Yeah. There's not any like wholesale changes or updates which is why they're not here presenting tonight. Um it's really more tweaks, things of that nature. So we're completely compliant. We've got a great team um that stays

029on top of this stuff which is becoming a bigger burden by the year. Uh just as far as a time commitment goes from our from a reporting standpoint. Uh but we are we are on top of it when our team goes to CISA 9. We are an example that they use um to other districts. So um you know credit to Mr. Matisca, Mrs. Seager does a lot of work on this as well. Miss Tibble helps but uh We are we are in a really good spot with with a lot of the things that we're doing here and our we receive a lot of emails and phone calls from other districts. So team does a great job. I can't have adacy. That is correct. So it says in the example academic and career planning document that

030you start it's interesting you start 4K 12. So you start early sometimes not specifically I'm sure as young as 4K butviously building. It's not to get them to pick a career, it's them to understand what the terminology is. Guess you're thinking of like ECP where it's 6 through 12 mandated. But the careers we want them to get excited they they have to think about what their parents do and you know just it's not like they have to be tested. No. And there's a lot obviously including what Mr. Richard was USA. Any other questions or discussion? Not hearing any. All in favor, please say I. I. The next item on our agenda is our sorry, our discussion of the district administrator process. So we will discuss preliminary options for the process of the search and hiring

031of the next district administrator or superintendent. Just for anybody in the audience online or in person, the term superintendent and district administrator are exactly the same. Our district and policy chooses to use term district administrator. Some districts choose superintendent. We kind of pick one or the other, but just So I'm just for the clarity it's good time since this process is beginning that it is for a community to know that it's interchangeable same license it's just whatever the district wants to call it this community has chosen district administrator for your whole career so there's definite um documents in our work packet so the public content sees there's a selection there's policy for the selection of district administrator and relationship and responsibilities starting points and there's other documents in there regarding let's see I guess the

032one that we can look at if you guys go down to executive content for a place to start would be DA hiring flowchart other than that um going back to the kind of little helpful notes in our certainly read those so we can see those on the Okay. So, umbody jump. I guess I think fundamentally I think we can start discuss first two questions posed to us which is are we going to do internal and external um searches or are we just going to focus on internal because Obviously two excellently qualified internal candidates. So I think maybe there sounds a good place to start. All right. It certainly it certainly eliminates announce. So that being said we have um how does everybody feel about the internal In other words, external being more of a whether

033we use a search firm or do external search. I was at a C9 meeting the other day and um Marathon ended up just recently getting or hiring a district administrator, superintendent. I'm not sure exactly what they called, but they did a search for um and I believe it helped them get some candidates. It helped them become their district aware of or other people aware that they were in the process of it. You know, just throwing it out there. my opinion, but this is information. I don't know what the cost was specifically. I thought she said it was $9,000, but uh what they paid what they used I I got some other information. It wasn't detailed drastically, but uh there was some other people involved that um may or may not worked here in the past.

034So that you know kind of I don't know if it would influence that search. I think further down the flowchart or whatever I saw this it talks about getting input. So I even think at this point I would like a little bit more staff input community input. I'm comfortable staying internal personally. Um I've heard from a couple staff that think outside is the way to go to look at but um when I point out reasons why I think internal saving money people who are already dedicated to our district who already know what we're doing um I think they see the positives of that. I'm in favor of staying internally. Um, however, if if we felt that there was no candidate after we went that process, we could always still continue to go externally. Is that

035correct? But I I know we have two candidates so far. Have we posted this internally at all? I mean, no, we have not. So, we haven't done like an official posting for a position effective July 1st. Correct. We were waiting for the seven of you to have your conversation first and then we would develop some sort of a posting um in fairness because we don't know if there are other candidates at this time. We don't know. But I'm also would be very shocked if someone did. there's a certain level. Yeah. And I I only bring it up is should we post internally for until the next board meeting to see if there is others. If not, you know, at least we know, you know, because that gives somebody some time to look at the job

036description and they obviously know what the job entails. I would hope. I mean, I don't know. else's but at the same time you know maybe there's somebody else internally maybe there's somebody that I don't know that's or you don't know that's been going on to tons of night school I'm assuming office would know anybody those qualifications have to be somebody from a legal perspective I don't know that would be a little bit more of assuring that we're doing everything on the up and up. I'm making an assumption here, but I would assume you have to post that internally. We don't have to. Okay. So, we can just make internally I want to make sure you're clear because I'm not trying to but let me just back up because I've done this hiring the team. front

037of you at different points. So, and as Erica said, those are some of the feedbacks I got when we did our searches as well. Like there's this idea that candidates are going to be lined up to the door and they're going to get. But, you know, I made the decision and the board supported me and with some of our hirings being internal and a very rigorous process still to question if we didn't think after the process we had the right person, we would have hired them. But we didn't need there is no legal requirement. Some of the things we will make you need to be legal. We will have your school attorney that works for you involved for you and get you written answers or have them come. But to if you want to an

038internal to me would be an email to staff saying the board has decided to conduct an internal search is interested in having any candidate communicate to the board that they are interested and qualified which means they need to hold the license. And Susan word this a little better than I'm saying it but it'd be pretty straightforward. If you're interested and can either have the license or able to get it within a period of time, you could apply and let the board know because they're going to move forward. What I also will say though, if if you're going that route, the staff is still here for the next three weeks. And if you know you're going that route, the next question in your flowchart of mind is, is that something you want to communicate to get

039their input by survey, by listening sessions, by those things? Because I think that's kind of the what when I'm out and about in the community in the district. That's what people are asking me like, will we get to is it by survey? Do we get to give input and then maybe participate? You don't have to decide on that tonight, but I usually do a staff survey at the end of the year because remember this year we did the parent survey and I'll talk about that a little bit, but I have been holding back my staff survey a little bit because I wanted to know even if it's just simple what are you looking for for qualifications in your next leader? I've been holding back the staff survey because either you could have me. Do you

040want a ser a simple survey or do you want me to get you a quote for next month of what like school perceptions do these surveys as well company use for other things? There are other opportunities. So I just want to not trying to steer you in any direction. I just want to give you some more information of if you're going to post internally. Do you want the staff to at least know they will get a survey and you make that decision and create a timeline at the next board meeting? Um because that's the questions I'm getting and I'm just giving to them to you so that you know what's being asked of you. Well, if you look at this timeline, it's kind of a tight timeline. Uh so if you look at um May,

041so we're in our May board meeting, which is early because of Memorial Day. So we have only the X amount of days left of May. Um And then June um 30th is the June board meeting. So in that time of less than well a little bit more than 30 days we're creating survey if that's what we want to do and which I think is valuable and you know um think that it's respectful and valuable to get staff input um waiting to see if we want to do that through staff school perceptions would kind of put us out of this timeline um especially when we would be so June board meeting would take action to finalize selection we between June and July to really get into the nitty-gritty, but this this right now the startup of

042our discussion is a tight I'll just make myself real kind of short, but you know, we all know that I can keep going on for hours. So, I'm always a huge advocate from promoting from within. So, I would say let's try to look at the internal candidates unless we exhaust them as not our our future candidate. But I would also ask that we break out into smaller committees. So there may not have to be a quorum of some sort that we talk to the staff or parents or others under those at least candidates that are interested. But if we don't have a posting, if we can even do it like but I would like to know because I don't know the the candidates real well like they're not my best friend type of thing. I

043would like to know more of those staff that work under them or have may have worked under them what their goods, bads, pros, cons are like anything, right? So, this is a Can I answer those? Well, just let me clarify for a second. I think the survey that we're looking at are I'm not I'm not interested in a survey. I'm thinking more on oneonone or if somebody's willing to come. I don't know how surveys work as well as I think everybody. Well, then I'm going to remove the word serve, but let's back up a step. What I was saying is most searches, even when it's a principal, director of teaching and learning, whatever it was we've done, we don't talk about people at the beginning. We talk about what are you looking for in that?

044You have job description in front of you. You have a list of duties, but what is it that parents to your point Chris community event had some business owners? You know what parent staff, what are they looking for the position and the next leader? Then what some of the things you've kind of gone into? That's where the legal side of things get in of what you can ask for legally in an interview process. Um, who you can ask those questions to. Um, you know, those are things that the process piece of it comes in. We start information about your candidates and their thoughts on those things. But you you know and I would even say you as a seven probably maybe don't even haven't even discussed what are you looking for in the next so

045you need to collect that in some format to your point Chris you know like so it's like what are you seven looking for what is their parents what is their community our students possibly you know like what are those what are your customers looking for in their next leader that's the information I was talking about it does you're right surveys aren't always the best But that it wasn't about any of the candidates. That's a legal process. That's when you do start hitting the legal of what can you ask, who can you ask? And ethically and legally, that process I think is something that you have to have laid out very clear and very tight understanding of. And that's what we do. That's why we have paperwork and steps and processes for even our teacher and

046support staff hiring is we try to be very legal, ethical and present ourselves in the best case scenario. So I was talking about the process and the position and not names. So I just want to be clear that as far as talking with people individually. I would encourage board members if you want to do that to do that with community members because if I have you and another board member then I've got to post that back into that negative thing and I have to post that as a special meeting forum and I have to be there and take minutes. We want to avoid that. But certainly you could individually talk to anybody that you want oneonone. You can talk with a whole group of community members as long as it's just one board member. That's

047totally fine. If you want to just ask them their opinions or whatever, but I will say you want to present yourself even to internal candidates, you want to present yourself to the best you can. I mean, we talk about this as administrative team. when we're interviewing candidates, we 100% think they're interviewing us and we want to represent ourselves in this district and the people that support us at a very high level. So, so that's just something to keep in mind. The quality of how that takes place, single members doing single things doesn't get you a group of seven to have a direction. You may vote differently at some point, but at least you're all getting good information and working together. I think I I did I dug them up not specifically I dug up my

048notes from 2018 papers um sorry personal note um but I did find my notes from 2018 and just saying like it was different right we had one internal candidate and we kind of decided as a group that we would um I mean everything was still done out in the open but we kind of at some point I think just not where the board were to make this decision. Not that we didn't want to consider other input from staff or community members. So I think um in my opinion I do want to get information or people's opinions of staff parents student community governance board um but also just as I said with the timeliness of this of this tight timeline um we don't have we're not doing this process in year we're actually we have a

049year but I mean maybe this is a suggested time not necessarily set in stone If you look at the not yet there's there's plenty right so I guess that's one of the things that we can decide as you know we do moving forward want to do whether it's specifically a survey like our own Google survey which you don't like you call it something else I'm just I know survey some people will just put information that you want to hear so um you know I like to get down to the in person as I always say to people that I interview I like interviewing people because it gives me an opportunity to know who may be my employee, right? Or them an opportunity to know who their employer is. But uh at the same time, submitting

050a 13 surveys or 300 surveys, let alone you read them all, right, is I think it's better coming from oneon one or a group, whatever. Well, I guess though the one thing to keep in mind is you may want the input of your people that you're speaking of from that relationship during the interview process, but the candidate side it's not uncommon. You could do and you have qualified people sitting in front of you as I look out to the room mostly to my right because I'm not going to look to my left right now for a second. Um that could run a process to collect this information. we do this. TheCCL committee did a fantastic job of getting input and running processes to gather input. If you want us to do that, that's something we

051can do. But I I will also say to get people to show up to do that, Chris, is a big task. You may get them more likely to show up or have the time because you're on their own time to give you some data from surveys, especially staff who are in the building yet. And then then their time and energy is spent in a room with your candidates answering. That's I'm just going off of a very common practice of how this is done with superintendent. You know, like there are groups where you you put a group and you put your candidates to these groups and then those groups give you as a board feedback. Some of it might be, hey, we were looking for this and this position and this person said this and not

052this, you know, but you know, kind of keep in your mind those processes of do you want the community to give you feedback during the interview process and maybe that more personable they could listen to them. They can talk to candidates or and then get the other information to get people to come in just to talk about what this position is in June is going to be a nice sunny evening. Probably going to be a little challenging time. Just give we'll do it if that's what you want done or you can hire a company to do it. But just know if you hire a firm that's what they're could do. It's a menu. So to your point Chris, you say, "Well, I don't know what Marathon paid." When you if you were to hear from

053a company, there's a menu that you're going to choose all these things and how much you want to pay for all them you won't you know so that's part of this well also I mean obviously this is as we've said before you said this all of us have said this right this is our main reason for being here as a board is one of our most important tasks and duties um and not that we as I said not that we don't want to get the input from all those different groups it could definitely get very bogged down with information also um but It's all, you know, good to have the input. Um, historically, we've had um not regarding this specific um instance, but with our community nights that we've had planned out throughout the year

054where we've had Gretchen present and Terra and Scott present and Deputy Wilson present that not all of those presentations are well attended, including referendum presentations. Um, as I said, not saying that we don't want the input but also be realistic about time and um the timeliness um if we have members of our team like our committee also not to burden them also with more duties but obviously it's very important and it's in their best interest as well to assist us in picking the next candidates how do we suggest one of The things that I was considering prior to tonight is we know of available strong internal candidates, but to Scott's point, I was going to request something as simple as a letter of intent, something that we know we have official internal candidates that are

055interested, not just that we know of sound individuals in our district that meet the qualifications and would be interested, but I'd like to see that made official through a letter of intent to posting whatever that yes these individuals um are applying. So we have an official answer. If we do the internal posting the candidates names then whomever is are they released. No, I would not say that would be until such times or finalists. And were you talking about something more than the emails we already us So going back to a survey, uh do you want to do a survey to all the board members? Can we do it without um issues to say each of the things that we're interested in per person? I mean how would you mad president like to proceed why would

056we I hear your point and I understand it but I think there is some value to a survey to you know groups that we've mentioned we have staff that may want to have some input uh students may have some input along with our community members so I do see a value in starting with that including that as the early process. I think the community might be a little tougher to do official survey but not necessarily but um I can do a you know we can put out there on social media we can blast you know Facebook works well for community and others not even inutput input what people think. I mean, I mean, I've got a few questions that question based on looking for. Well, that's all. Yeah. And that's all going to be helpful.

057And like you said, it's the like what is what how do we get you into a new district administrator position? What would you like to see? Which I think is very it's valid, you know, and you also have to have you hope that the people that would that would answer would be have the intent to have like a positive outcome, right? Not just being negative social media. That makes sense. So, okay, let me throw this out there. This I don't think this is rocket science, but it is a it is a way to allow other people to feel like they're in this process and we're not just slamming somebody on them. And so, I think it's valuable that they're heard and then we can look at that information. But at the end of the day,

058the seven of us make the decision. Great. That's what I was getting concerned. It feels like this is getting a little bit survey heavy conversation when really it's the seven of our responsibilities to make that final decision and we need to be the ones considering the questions considering what we want to see in our next leader. Yes, I definitely want input from people but I don't want that to overshadow our job responsibilities right here and now. So I just don't want to get bogged down of that conversation and not and not forget about like the important role that we the seven of us have. exactly what I was going to say because I know Jen brought up earlier in 2018 a lot of stuff changed in 2018 but ultimately it's our decision right so get

059your input from people I just you know it's like anything it's always nice to have or let other people be heard but they also have our email or phone number or communicate through you to us and that's actually if you think you can blast or actually reach out to your board members. I'd be curious. I think this is a one to three question. This is a one to three question unless you want to pay. This is very simple. We're asking about characteristics. We're asking about what are the key topics. We're not going to open it up for you know I guess I shouldn't say we not but I'm giving you what I envision with staff was like what are your f top three characteristics. You know we usually do five questions for parents or staff

060who opposes interceptions. So, that's kind of how we I've done that. You know, we're going to focus on the behavior handbook and the behavior, the things the board encouraged us to work on this year, but I was waiting to add these questions if you want. I think we can do very simple. If you want to approve it, I can certainly bring it to policy in two weeks, but otherwise, we can keep this very simple. And to your point, you're I was going to add, don't ask for information you're not going to use either. Like, that's not fair. members. So I think the information you're looking for eventually will be the process. You have a lot of voice in how you want to run your questions and your who's going to be part of that. And

061that piece is bigger than this. The survey piece can be very simple. Bring you a report. Here's your top things. Here's what they said. Boom. Use it at the end when you're making final decision. just like validation or understanding that we didn't see it through the lens of the staff member or so that being said I guess the one of the as I said I keep saying this tight timeline but when you're looking at because it's May and May is busy and there's graduation and other things happening in the summer. So when we're moving through everything in June um between now and our board meeting are we how typically we get together at another time to have the discussion with the seven of us like this in this meeting for um I guess that's where

062that's where the only thing is where I'm kind of not seeing enough time That makes sense. Maybe pushing it down another month or if that's just suggest the sooner you pick somebody the more time but that's not you're not do quality over. So I guess that's that's pushes into because I feel like so this being our first discussion of the process in May I feel like with next month we should probably as we said you talk about in committee as well but then moving forward to the June picking somebody right can we do a special board meeting for this discussion purpose to avoid all these other things keep it simple right yeah and just have one topic so you kind of really because I know that the obviously the June and July meeting like July

063is actually after the fiscal year start but as you said this is a suggested timeline I don't feel personally that by next by the June board meeting we would probably be quite ready if that makes sense what well no just I mean maybe not we're not like we're having this discussion right now open session I don't feel like I feel like the special board meeting would be a good still right give us an additional time to talk and kind of right but I think if we did it and say uh what your look like mine's crazy but um if we did it say like 30 days 45 days to try to bring to it to bring up what characteristics what do we want who do we look you know what at le move forward, right?

064But if we push it, I don't know what your schedules look like, but mine's looking at like let's start scheduling it September, October. I don't want to drag it out. I just want us to be able to have I mean, maybe get the input and then start our Okay, I guess back up. First would be posting internally, right? And then Susie takes care of that and then moving forward. You're sending out the questions already with the parent survey and the staff survey. Piggy back on that because that's already going to be going out. All right. So, we all in favor of internal not external. Yes. Everybody comfortous. Okay. So then next process would be the if you would do the posting and Also adding those question or adding simple questions to the parent and staff

065surve Does that sound agreeable to the community? You want just parents? You want parents, community, and staff? We can drop something as far as surve I would just like to get the staff one out because I have heard things I don't want to give them three surveys one for the end of the year staff administrators probably given surveys about their year buildings and so on so I don't want to bombard them either but I also think they want to have some input so if you're okay I trust that I'm going to pretty simple questions. One, hear about behaviors from our staff. That's something we focused on this year. And then you already did a parent survey. So the other one I can bring and you can wait till the middle of the month if you

066want because your policy is not till the middle of the month. I can wait and bring that one to policy the personnel. But otherwise, if you want to keep it simple enough and you want we can do it either way. I think that the simple end having in a timely manner would be the best course of action because we're not frame going back through committee and then you're not going through with all seven of us which you're not always going to be meeting all seven discussions on so that being said if we adjust this timeline down I guess by month does that make sense? I think the posting is the first part to the survey or getting the surveys back. So Scott, you're ready. You're ready to send yours out, but you could add some

067additional questions for I'll make sure they want it numbers that are I was going to ask if there be a section if there's anything that's true. So then I guess what else are we what else are we looking for? I don't want to be on a timeline. I guess sorry. I like the idea of maybe circling back to having a special board meeting in which we can be more like a work session but obviously open to the public work session in which we can all come with maybe you know prepared of interview questions that you know that we want to give some thought to and then we can have that discussion offer you know whatever five interview questions or something like that. Is that okay? your interview session. So you don't have to discuss your

068interview questions. So is that premature like from the process? No, I think I think would this suggest a timeline? I guess I would much rather have like just adjust it to what we like to use on that but to really have timeline and deadline. So the candidates know, so we know, right? So we can still do our due diligence and um all the necessary steps, but also count back, right? Schools, we always have those we have to have this by this by this by this date. I think that would be more helpful since we know we're going on this internal process. I could draft something that we could maybe get out and I know some questions for the staff, but then I can draft a timeline that you guys can look at and see if

069that's all your needs. So nothing would be formal in draft form until it goes that for the having tighten up the shift because of the vague timeline. Do you want are you wanting to go out sooner than later? Yes. Okay. Otherwise, I think that would be the most the first thing that we should that internal posting timeline. Well, right now we're going to be giving them some policy already for us to give them that right. at this point because you are in your initial discussions and then we can let them know that as soon as the boards up that timeline that will be shared with internal candidates as well until those other things are done. Is there anything else that anybody When a special meeting for work session or you're just going to draft the

070timeline back to our careful do that. No, you were just talking about the draft timeline, right? The draft of the timeline. Um, would you want to work on that? Do you want me to draft the timeline and then each committee can talk about it? Could be on your agendas, your committee agendas. reasonable come back and kind of approve and maybe in July at some point together to come up with interview questions. Yeah, I think that would be helpful because that way this is our first real go at talking about the process, right? So now that we're talking about the process, now we have to move the process forward. Does that sound feasible to everybody like having this discussion at committee level? Um and then if I understand what I heard, we can we can talk

071about interview questions just during our close session moving forward. Susie would have to put anything that we put on has to be on the agenda for either So at this point, do you guys feel comfortable with that process? As soon as you doing the internal posting, drafting the timeline, we discuss it at three June committee meetings. So we can talk. Okay. So staff survey questions or and the purpose of the survey is to basically just ask people what they're like getting input from the staff community. We would parents the parent already. Okay. So draft the timeline post internal posting draft the timeline discuss it at committee meetings. staff survey goes out. Scott brings the other questions to sound like a good special meeting for June or July during our close session. We want to make

072that discussing those interview questions. I think the interview questions could be further down. So, I don't think we have to look at a special meeting right now. If we're going through the committee process for June and ending up at the June board meeting again, I don't think we would need a special meeting at this time. Does that sound reasonable? Okay. I'm just glad that this conversation seems very awkward for me because that means that we don't do this enough or often enough. So, thank you for being around for a long time and and those candidates going to be hopefully as well. the springboard off that I don't want to change anything you've just decided. It's a big decision, but I'm going to just give you some wisdom or think thoughts to think about. You can

073ignore them for June or not. You have set in motion a process that is going to cause I lived it for the last three weeks. It was a short month because I was surprised how many people were wondering what you're going to do tonight. I was surprised in one aspect maybe to the level not I knew they were wanting to know but because you're doing internal you have going to set a chain of command of things that could change many aspects in a in different roles who's next what's I'm just telling you the longer you take to do this I don't want you to rush but the longer you take to do this it is going to have some toll on your on your teams your staffing and your pieces. So, I get and I

074want you to do this in a quality way, but when Susie and I bring you some timeline choices, understand the world set in pause for in some decision making now because we're not going to hire Susie's replacement. We're not going to hire other replacements. Other people are waiting to make decisions if they want to be here. I'm not trying to add stress to your lives or proportion, but just know there is some value to doing a a thorough quality timely process to gain the benefits of Susie and I being here because it's going to take more months afterwards to hire replacements and do that. So, you get to June, just something to think about of like I want to take your I want you to be comfortable, make the best decision for the future of

075our students, staff, and community, but also know The longer this takes then you know that does going to change some decisions on what we do for filling the executive your assistant and because the person you hire should have voice and all that and then those replacements. So don't change anything you've decided please and then keep that in mind maybe change something we decided just throw this out there. Um but no I think that's an excellent point. We don't want to add undue stress to anyone, you know, to any of there's a lot of other factors other than just obviously. So, um, you know, this summer, right? So, do you think it'd be possible in this time frame when you send out the staff survey to also send out the community and parents survey? We could

076get that those results compiled by the June committee meetings at which point at the committee level or do you think that's pushing it? We policy. I was think this is fast because yeah we could have like the 17th of June survey results. Yeah, we could have we could have I mean and then maybe in the June meeting we could go to session and kind of discuss interview questions. Is that feasible or is that pushing it? I think your process is more important of who's going to be involved because I think your questions and some of the things in the weeds you want to discuss, you need to know how you're going to Are you going to include others? Are you going to do just you? Are you going to, you know, I think Susie and

077I for your June meeting will lay out those choices for you. Okay. Not making them, but just here's a menu. It's going to be like, okay, we can do this, this, this, and it and I have examples of how we've done it internally before. And I have examples of how it's been done outside. I'm not trying to, but I would just give you another menu of like here's your options and this is what your timelines are. So, okay. So, on the June, you'll still do your own you still have questions. You'll have that counsel, but I would make those other decisions before because if you're the only people asking questions, you have to ask certain questions. Sometimes when we've done and you know, even when we've hired administrators, the staff questions and the administrator groups

078ask some of the same questions and some different questions. So that's something that depending on what groups you have will determine what your questions legality they have to be the same to all the candidates but you could differ by group and then also remember you can always do second interviews just as the board if you feel like that's necessary that because I I mean we don't want to push it further and further down the but is that still realistic if we have and we could have it on the board agenda have it for close session process you might want to save your special meetings to when you actually have to do these interviews I know your schedule getting you all together the other part is it's May May 19th so we're going to put a

079posting out What's the timeline of the post so we can back up here? So we give 30 days you would only do a 30 day if you were going we do this for teaching positions for staff you know we just they need to know within a week they know people know this is open you snow last month. So people are think people interested. So when are you going to request that? Well, I think the surve you know I I think there that's where personally like the survey can be out there, right? I mean when you have the time of it coming back in um I'd say they will probably answer two weeks. Yeah, we do two weeks usually for a survey. So it might get out next week. waiting. It doesn't take much to put

080them together the results because the computer this is obviously our most important overward Are we happy with what we discussed? Sorry. Re what what we've asked Susie to do the process up to the June meeting up to that point. We can still discuss at committee level and then moving forward with that. Does everybody Yes. Cumbersome but necessary. So, thank you. Awkward, but it is. But it's good. It's good to have this because there's not a lot of times we are able to do this discussion in general, whether it's open or closed, right? I was I wasn't there was any discussion prior to tonight. There wasn't any discussion with me present that I know it like all right what are we going to do? Well, that's why it kind of feels, as I said, that's why

081getting everything in sync, especially moving forward with all the different meetings and committee meetings and time frame of summer and other things happening, busy everybody thinks school administrators are not busy in the summer, but that's not true. We know that, right? So, everybody's busier. All right. Any other uh questions for discussion right now? It's busier in the summer. I'm kidding. It was a joke. Does everybody feel that we've exhausted this topic for the moment? The only thing I have is one question in regards to who drafted the DA hiring consideration process document official. It's just just things in general. What is that? The flowchart. Yeah, the flowchart because I just looked at interview candidates in January, you know, it's just like so January, February, that's if you do a side firm because by the time

082you do the steps, you would have to interview them next month, get them agreed to a contract to approve the following month and then you would actually decide they would go through all those steps. So realistically, the earliest jobs I saw posted last year across the state were that month. I didn't just pick that out of the sky. It's done by based on observing what has been done prior. So pattern wise they post about January or before January for like a July first start. Yeah. So there's people hiring right now like they're just posting now for because some superintendents just informed. It's kind of like teacher hiring. It goes in waves. Like the first ones get hired then the reshuffle begins. Some boards will be like it's too we don't have enough time to do

083it before next year. Others are like posted for a month. Let's see what we get. Let's interview. Boom. Hired. We know there's going to be a pebble effect, right? Internal armed effect. So yeah, that's why boards are the ones that you know we just found out. It was one that was very surprising last week that we talked about in the back meeting, not in our CISA, but neighboring district or I call neighbor. there's a lot of trees and lakes in between, but um when we play in sports and that gentleman just resigned at the meeting last month and they're going forward with a posting and going to try to I don't know if they're going to hire a company or what they're going to do, but they want to try to get out there and

084hire somebody this summer. You know, maybe it'll be a July, you know, August 1. They have somebody they can trust to keep the ship going to I don't know mentioned this to other committees, maybe just about you. have a firm, you can post it. But if they get aware that we're concerned internal, a lot of people just won't bother applying from outside. But we're talking about Yeah. posting just picture of options. You don't have to hire a firm, but it's hard to see what you get just posting it. No, I like I just always been promoted with it. So, does everybody feel that we have accomplish what we need to accomplish on the subject for tonight? We can move on to the next agenda item. Kind of like calling the question, but not trying to

085not trying to glaze over or rush. I just want to make sure we don't we're using our time wisely and efficiently. And there's no just making sure I don't want to move anybody out, but also not a lot more. Correct. I won't say names, but it's kind of like at the mission run that one person was uh coming in the photo op and drone comes up and then realized that the another person was gonna sprint past him. So, he picked it up after that. So, moving on to the written report. Mr. Vice President, would you like to take over the president? No, but I just wanted to All jokes aside, no, no joke. It's a serious subject and we want to make sure that we're utilizing our time wisely and and our written reports from

086our principal directors and supervisors. Is there anyone principal director supervisor that would like to add to their report or highlight any anything special going on in your schools right now other than counting down to the end of school and graduation and all those things. I know we all see the finish line site but all jokes aside, thank you guys all very much for all that you do every day for kids. It's a pleasure and privilege serving with you but having you be here every day. So, thank you I do want to point out in administrative way to the next I don't know if you did the whole category what did I do just written reports so the next one is tax yeah that's just FYI she presented policy it's one of those topics I think

087you need to see over and over a few times and it is ever changing so just thought we' sh it was well done simple but straightforward This should just shouldn't this just be under all of your district? Well, the WA one though is from AJ and I really want to give credit to him. Him and I were very disappointed in the votes that took place in Steven's Point. Actually, I cast our vote. So, back up. This is WA change on contact. Yep. And NAL. NAL we're living with. That's is what is not college. But, you know, AJ was really bummed. We had a good conversation about it and I said, "Just like we should do at this district, what are we going to do about it?" He took the time to write, I think, an

088outstanding response and direction and a vision for our district and for our coaches and and our athletes. And if you haven't had a chance, I highly recommend to read it. We've already had parents reach out concerned about this change and having kids practicing every day all summer and and that isn't what we're looking for. I think he was very clear. It was well done. I want to give him It's there. I just highly recommend to read it. Feel feel free to share it with parents as well. Um we understand we want to be competitive. I I love seeing our kids succeed. Um but I also they are kids. Um their well-being, their employment, um their academics, all those things have to come at the same time. So just if you haven't had a chance, I

089recommend reading that. Well, and obviously with this if it's the removal of the five contact days and process of unrestricted contact. Obviously, that's still up to the discretion of our coaches and staff. Well, it's up to the school district, which is AJ and Dan and Harland and I working with our coaches because we also have we want students to be multiport or multi-articipants, whether it's musical or other events like Skills USA and other things. We want them to be involved in more than one thing. And if you start this could push athletes or performers into one category and that's not even if you want to be a division one athlete then they'll tell you that isn't what's best for you. So this is a chance for us to just say it's our district philosophy. Um

090if you don't like something we put in here AJ and I and Dan and Harland are all open for conversation but we felt like this was a statement that needed to be said. I think it represents what you've told us in the past as well. We also have in our board packet our school resource officers the report and thank them for those detailed reports. Now I will say your district administrator that's okay. So, I do want to just give um I'm just going to throw it. It's not right on my agenda, so it off the agenda anyway um because they didn't take the time. I know they're a lot going on in their brain, but kudos to the elementary edmond team and staff and parents who volunteered. Um another very successful Mission Possible race out

091at St. Jermaine. takes a ton of work for all schools, but the school that hosted it takes a a little extra above and beyond work as all the principles were hosted. They're shaking their heads up and down. And Carrie and Land Lakes hosted last year, correct? Or no, Eagle Rivers last year. Eager last year, even the year before, but uh Tony just made sure the rain fell right at the right times and ran a race, right? But his staff really stepped up. Um I want to give kudos to the Wasa Trail System. They are great neighbors and they stepped up allowed us to use their trail system. They even cleaned it up a little bit. So, but uh Megan, Nancy, Carla, and Tony can go down his list of who helped. But Jeff Jans played

092a big role in that success out there. Just overall, every staff almost he were at a sta station or handing out water. Michelle and Barbby did a great job out there. I want to give her kudos too. That's a lot for rearranging and doing, but then stayed and helped and help clean up. So, Just kudos just to see kids come across that finish line excited that they accomplished a goal. You know, it's not just about running, it's about accomplishing goals and and ones that didn't think they could do it did it. And wow, what a sense of accomplishment. So, so kudos to that group. And how many years I have is it at least 10? Would it be 10 years you guys know overall? At least 12, I Yeah, I thought it was closer to

09315. It might be because I had their child running in it since they were little and and it's just such a cool event. I know at one point in time, you know, it was the kids got to run in Charity's marathon, and I know that's no longer an event, but it was an event that's missed, but well, I was a spectator, but I mean I but just having it continue and having the teachers and staff and everyone support that and a healthy lifestyle and the competition and said, the accomplishment, seeing the kids um just so proud and happy. And I saw Miss Mio posted because I know she had what surgery, right? Or some kind of surgery, not to give her personal information, but she was running with the students that they were helping her

094cross the finish line and that was just really special. So grand came and cheered the kids on as well. So Nora ran in that program and now is a division one athlete runner. So it's kind of fun to have her back and cheer on kids. So she volunteered and kids look up to that role model for them. The other one that's not on my agenda, so I'll get the two out of the way, is this Wednesday is Cabaret. So if you're looking for an amazing event to come out to, Cabaret, um it's on a Wednesday because so many of our performers are athletes. So we do check with the churches they're done this time of year with their classes after school. So we do try to avoid Wednesdays, but we get to the pinch in

095the spring um and have to do a couple events and this one works so that parents and students can participate as a er can speak to. Yeah, it's a it's our main music booster fundraiser for the year and K Jamson gets all the credit basically if you look on the spreadsheet who's done what it's like 90% K and 10% the rest of us. So, we're lucky to have her and we have a pretty healthy budget, but we give out scholarships. We support things like new fire ropes, um music camps, to camps and other is it'll be Nikki Garrison's doing our food for us this year. So, we're really lucky she was able to step in and take that over after there was some food service changes. Lots of community support and donations. Six. Thank you.

096tomorrow. Yep. And it's free to come. You don't have to buy raffle tickets. You don't have to buy food. You can just come and watch the kids. It's very fun. Kids singing all kinds of things. They really um now on the schedule. It's hard to believe, but June 1st right around the corner. So, Alumni Hall of Fame at 10 and then graduation at 1:00. Susie needs to know ASAP if you can commit. So, either Yes or no would be greatly appreciated because we need to buy flowers and just kind of plan. We understand you're busy. We'd love to see all you. If for those you haven't been there before, the board typically sits presidents up on stage and then the other board members and you can bring your spouses if you'd like. They sit next

097to the stage and then as graduates come down, you can congratulate them and shake their hand as well. But um so just we need to know who's going to be there and we get it. Your lives and are busy outside being board members. So you But we need to know where they can get your flower and do that. So just let Susie know that please. Um staff the parent survey just shut down as far as the amount of time school perceptions did it. So I'm meeting with him this week, Bill Foster, to finalize what reports we've done in the past. Make sure we get what we want and um in the coming month you'll start getting those results. I'll get the hard copies. It's kind of nice to be able to circle it right. I'll

098make hard copies. Um, I just want to point out Dan, Tony, Suz and I, um, Sage, Seager, Ryan. I'm just trying to think around the table as we sat. Um, we had the great opportunity to meet with the new vice president of Nicolay College and her 10 person academic leadership team. So, like the dean of all the colleges. Um, I might have encouraged some some promotion of working with Northland Pines at a prior meeting. So, they decided maybe we need to get out into K12 and they picked Northland Pines first. I don't know how they came to that conclusion, but um sometimes it makes somebody get quieter, but um it was a I think it was a productive meeting. Obviously, when the rubber hits the road, they got to do something about it. But our

099main focus area was why can't one celebrate successes we've had? So like CNA and um our firefighting class and our accounting and our welding and where kids earning credit but on the flip side they have been very slow to come to the table and get anything done on our core academic areas. So like we pay we have really proud to have graduates from W Green Bay with associates degree this weekend. Um and Dan and and Sade and the team got got that program off to go called the Phoenix program. We were like, why aren't we doing this with Nicola? But there's been this higher learning commission and then Nicollay now the higher learning commission changed. We would love to see our amazing staff teach these college level courses. So we we gave some feedback there.

100I also want to see where we can go with this entrepreneurship with some certifications. Doesn't all have to be just college credits. There's badges, micro credentials, all kinds of things that the world is looking for for our students. So why not double up when a kid's taking a class, high school credit, and get these credentials. Then we know our curriculum is at a high level, too. So, um it was a productive meeting. We'll see what comes out of it. Um it was there to advocate for our students and all students K12. Um want to share the update on four 4K. As you know, enrollment is critical to our success, not financially, but also um building our schools and and moving ourselves forward. We're currently sitting at 59 and 4K. Um anywhere from 5 to 10

101is pretty common to gain over the summer. It's like, oh, I should register my kid now is not uncommon to hear in August. Um just the way of life. People are busy or they move, but usually it's just they're busy. Didn't come to the first open enrollment opportunity. So, um you know, we'll be updating you with all enrollment as we move forward in the coming months after graduation. But, you know, when you're graduating somewhere close to 130 um and you're bringing 594K in, that's a big swing right there. So, for state budgeting purpose, that's a three-year rolling average and you do get some help for large jobs. So, you know, it's not completely devastating in the first year, but over time it works itself down. So, um we'll definitely want to be watching this talking.

102I asked all my neighboring districts and and they're seeing the same thing. It's not a I think one one of the superintendents comment I agree with him. Housing is finally caught up to us. There's not affordable family housing. I'll be curious if the apartments that are being built in River have a positive impact. Um you know so we are we'll see where where we move forward and and where these go. So, I'll keep you up to date on enrollment overall, but just where we're at with 4K. I shared some pictures from the updated girls locker room. A lot of things are progressing rapidly, so that's good information. You've been asked me to keep you up to date on that. So, we're excited to continue to move that forward. And then finally, I just want to

103talk about state budget. I did put all this in public view as well. um you know, not as a lot has happened on the actual budget except they took the whole governor's budget and threw it out and they're starting from scratch with basically what's the current budget. So then when I say scratch, they're working from basically where we're at. So we'll see where that goes. Um I I will say that there are some bills that are kind of I think they're going to be left separate. I don't hopefully they don't time into the budget. They want the budget to be a little cleaner being fiscal items, not these other items. But one that you should really keep in mind is the there is a bill about referendums right now. Um I put the article in

104there, multiple news sources did it, but there's a bill that would not allow for non-reoccurring referendums anymore. and also what you have to post if you ever go to a bond referendum again for so if you want to build a new building which thankfully we have no plans of doing that but if like three legs just passed and Rylander both just passed those kind of referendums they passed both kinds of referendums recently but if they did a building one they have to the way the law is being written is you'd have to almost project how much you're selling the bonds for what percentage interest rate so it'd be very tricky to be exact on that because until you go out for bonds as we did in this building, you don't always know. So, it would

105be predictable numbers yet, but it's a challenge. The other one part of this is they for operating like we go to, they want to limit it to four years or less. Keep in mind, referendums are not free. It they're huge consumer of time, but they're also there's a cost to them. So you're taking districts like Phelps and Three Lakes and Rhylander that do five, six, seven years or four, five, six, seven. All of a sudden now you're asking them to have to repeat a referendum every four years versus every seven. That's thousands of dollars they're going to spend to do the referendum. Um, we are currently under four. So you're like, well, it doesn't really bother us. I mean, best case scenarios eventually maybe we could go four or five. So it's not so burden

106on our taxpayers and our staff's time. So just you know you always want to be looking ahead. So I want to just share that that's still in conversations. I mean it's actually in committee which is a big step forward. So keep you up to date on that and as soon as there are some movement um it has been the feedback I am getting the movement on special ed is definitely was the consistent pattern and all the joint finance. Um I was ill and not able to attend the April 26th that was after a board meeting and that was that one where I could hardly talk in April. That was one pretty nice, huh? I was hardly talk um but I still turned in my joint finance testimony and then I did go um talk at

107when Rob Sen, excuse me, Representative Swearing and Senator Felscowski were at River at City Hall. while I did go speak to these topics and also um stood next to Sheriff FA and we were able to wakeboard conversation if you read the paper dominated that but they did let me speak and a couple others that they knew did have topics about wakeboard they kind of felt like they had heard enough um but one of the things that came up about wakeboards was that it's the drivers not behaving it's not the boat so I did share that we have a great partnership with county sheriff's department where we offer for boer safety, 8 UTV safety, and um at our last inservice, we had our first ever hunter safety in huge numbers. And thanks to some partnerships between

108the Uber Police Department and Bios County Sheriff's Department and other community members, we were able to hold the hunter safety filled up to the max and people were very excited. People were driving from a long ways away. when I first and Becky gets credit for these um pushed and suggested got us to where we got to this point. Matt Wilson got us off the got us moving forward and then now um the team um Jason our deputy Maul right um he has done deserves a lot of credit for this as well but um I thought it'd be our students because it's on our inservice days maybe a three lake student because we have that one common PD day but we have people who have grandkids around the state and they make them come up here

109and take it because they want their grandkids take it they can't get it in their community so it's actually serving our students and occasionally a neighbor district and occasionally out of the blue somebody from Milwaukee or wherever which is fine DNR listed classes. We just happen to do the host and work with our deputies and our support in the community. So I just wanted to say it was nice to squeeze that in and give the credit to the department and also that but I did share this testimony with them and they gave me a lot of head nods. They agree that special ed seems to be the theme in every one of these meetings and I think that's going to get some traction and that would help our taxpayers. That was why I testified to

110that. It's good for us but it's they wouldn't raise your taxes in Eagle River to do that. This is money you've already paid and this is in Madison now come back to Northines and all the other districts. Any other questions or comments at this time? Thank you everyone for attending the board meeting. Now we will be going into close session. I will make I'll make the motion to adjourn the close session pursuant to the provisions of Wisconsin statute 19.85 subsection 1NC for considering employment promotion compensation or performance evaluation data of any public employee over which the governmental body has jurisdiction. exercise responsibility. The purpose of the closed session is to discuss one support staff compensation as related to work performance. Two, contracts and compensation for 25 20256 for executive assistant and district administrator. Third, an

111education cost reimbursement agreement for an administrator. The board will then entertain a motion to reconvene and maintain action as necessary in on the items discussed in close session. Roll call. Oh, second. Y. Thank you. Roll call. Erica Lane. Yes. Becky Nord. Yes. For Panis, yes. Chris, yes. Uh, Chelsea Roaker, yes. See, yes. and call you.