001I'd like to call the Canyon City School Board meeting to order. It's April 28th, 2025 at 5:30. Let's begin with 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. Thank you everyone for coming. Miss Molly, roll call, please. Mr. Albright here. Mr. Alexander is excused. Miss Mary here. Mr. Miley here. Mrs. Reer I. Next we have approval of the agenda. Mr. Hartman. Are there any changes? Yeah, thank you for asking. There are changes under 2C3A appointments edition as well as under 2C3B terminations and leaves addition. Additionally, under VA2, the removal of a new course approval. Thank you. Thank you, Mr. Hartman. May I have a motion to approve the agenda
002as amended? I move we approve the agenda as amended. I'll second. Have a motion in a second. Is there further discussion? Hearing none. Roll call, please. Mr. Albright, I. Miss Mary, I. Mr. Miley, I. Mrs. Reer, I. Well, this evening, as you can tell, we have lots of awards and kudos. In the event, we're honoring multiple multiple recipients. We encourage audience members to stay throughout all of the awards and kudos section of the meeting in order to honor and celebrate those individuals. First up, we have the Canyon City High School JOTC rifle team. Would you all come up, please? The board would like to recognize Canyon City High School JOTC rifle team for their outstanding achievements at the service championship and CMP Western regional championship. Gabe England shot two career bests finishing the season ranked
00357th nationally. Jonathan and I'm sorry if I don't get these names right. Caro Carico, I'm sorry. Which one's Gabe? Okay. Okay, there we go. And you're Jonathan. Okay, good. My last name before I got married was Jones. It wasn't very hard to pronounce. Um, maintained strong form, placing 89th in the nation. Blake Hansen, the team's only firstear varsity athlete, delivered back-to-back personal bests. Despite a tough start, Maddie Taylor and Jiren Ma Mada Mada I'm so bad showed remarkable resilience on day two, shooting in the top 15% of the field. The team placed 20th nationally at the service championship and 36th in the nation at the Western Regional. Their dedication, growth, and grit reflect the highest standards of Canyon City High School. [Applause] JOTC. We have certificates and then we want pictures. Congratulations. Hey Robin, here's
004another short window. Wednesday. Pat Callahan, would you come up please? So Pat, Kristen and I word smith a whole bunch of stuff and I just didn't feel like it really gave you justice. So we decided to go ahead and play the video. Oh gosh. Okay. Mr. Mr. Callahan was just inducted into the Colorado High School Coaching Assoc um coaching association hall of fame. How many years coaching? Uh 36 years with the boys and 28 with the girls program. Wow. At the same time, we're not [Laughter] talking. Yeah. At the same time. Wow. Pat Callahan. Pat Callahan played club soccer while a student at Cheyenne Mountain High School prior to the years that Chassisa sanctioned soccer as a high school sport. He later would be the first high school boys soccer coach at Canyon City High
005School when they added soccer to the list of offered sports at their high school. He was more than just a coach. Callahan had a storied career teaching and coaching in Canyon City Schools. He was at the helm of the boys soccer program for 36 years, compiling a record of 336 wins, 201 losses, and 28 ties. In 1991, the Tigers went undefeated and won the state championship while picking up 20 wins. After serving as an assistant coach in the girls soccer program from 1992 to 1997, Callahan took over the reigns of the program in 2003 and held that position through 2024. Under his direction, the Lady Tigers qualified for state 14 times and advanced to the quarterfinals twice. In his last four seasons, the team was backto backto backto back league champions. Coach Callahan served the
006Colorado High School Coaches Association as the soccer president from 2003 through 2004. He also served several terms on the Chassa soccer advisory committee. Callahan and his wife Jeanie have been married for 44 years. She is a retired elementary music and art teacher, having taught the majority of her career in the Florence Penrose School District. They are the proud parents of Shawn and Megan and ecstatic grandparents of six. I kind of think, if this makes sense, coaching chose me. I didn't choose coaching. I didn't come out of college saying I want to be a coach. I think it chose me. I uh taught at a tiny school in northern Colorado, Ponyie School at Grover, and then we went down to Canyon City in ' 83 and ended up there for the rest of my career. You
007know, I've always said I'll I'll being in Canyon City there. There's no recruiting. You get the kids that you get. It's kind of like playing poker. This is the hand you have. Do the best you can with it. But I tell you what, they grow up playing with each other. And I'll take a group of kids that grow up playing with each other to compete any day than a recruited bunch of kids. I've been blessed with great assistant coaches, co- coaches I call them, through the years. One thing that means a lot to me, I'd have to really sit down and count, but I think I've had up to 16 former players come back and be assistant coaches of mine. I think I've just been blessed with just really great kids and coaches and people
008to work with. Obviously, the state title was was was a highlight for sure with the guys in '91, but I think even more so than that is the relationships to watch them grow up and become just super productive citizens, great moms and dads. That's been super rewarding to me. It really has. Just that relationship piece. I'm super humbled and honored to be on included with this class of people. It's nice to be recognized and and to see the sport recognized and also to represent Canyon City High School in Canyon City, Colorado to represent that community. That's that means a lot and I really appreciate it. Uh but gosh, I'm really humbled by it. Please give a roaring round of applause to tonight's first inductee into the 2025 Colorado High School Coaches Association Hall of Fame,
009Pat Callahan. We have a lot of things to celebrate tonight. 202425 Licensed Personnel Performance Evaluation Council. The board would like to recognize the 2425 licensed personnel performance council. Adam Hartman, superintendent of schools. Jamie Jamie Davis, director of human resources. Todd Albbright, board of education director and community member. Jesse Hamilton, elementary principal. Lisa Brian, life skills teacher and CCA representative. Courtney Richardson, middle school assistant principal. Come up, you guys. Sarah Reynolds, special education teacher and CCA representative. Bill Summers, high school principal. Jennifer Grantham, elementary teacher. Julie Milm, secondary teacher. Amelia Randleman, elementary teacher. Lindseay Gardner, secondary teacher. The licensed personnel evaluation system is adopted by the local board of education. Its development is completed in consultation with the licensed personnel performance evaluation council LPPEC. Minimally, the council includes at least one teacher, one administrator, one principal
010from the school district, one parent of a child attending a school within the district, and one resident of the school district who is not a parent with the child in the district. As part of a continuous cycle of improvement, the council consults with the board of education to ensure the fairness, effectiveness, credibility, and professional quality of the system and its processes and procedures. During the spring of 2022, the Fremont RE1 licensed personnel performance eval evaluation system was modified and updated and reviewed by the local teacher association. This year, our council met five times to work through the highly effective pathway options for educators. Their time and dedication have helped to create opportunities for teachers. We have had several folks commit to work this year after year and it's extremely appreciated. Thank you everyone. Don't go
011anywhere. We have certificates. [Applause] Won the state championship. And Robin, I just like to add these these folks, the council, it keeps things going. And there's a lot of folks that aren't here tonight because they're all they're the folks that are on everything. Um, so I just as the facilitator of the council, I I appreciate you all being here so folks can honor the work that you do for the teachers in the school district. Thank you. [Laughter] I'm taking lots of [Music] Thank you. Okay, in the middle we go. You folks are being very [Applause] All right. Now, we have gate student achievement and more names for me to mess up. I really am sorry if I mess up your name. Oh, yeah. Shiloh. Yeah. Okay. So, we won't mess any up. Okay. Sweet. All
012right, we're going to start with third grade. Do go ahead and introduce everybody and thank you. Okay. Um, thank you parents for being here tonight. We really, really appreciate you supporting your kids. I'm Shila Christensen. I'm the gifted and talented coordinator. And we have Nikki Laughlin, Greg Smith, Trisha Ki, and Steven Carter. These are all of our gate specialists that your kids um are blessed to have in their lives every single day. So, we want to tell the board, thank you for letting us be here. Every spring, we look forward to coming and celebrating with you and bringing um these fabulous kids in front of you. So, we are going to honor quite a few of them. We're going to do it by grade level um and then middle school kids will kind of group
013together. So, I'm going to hand it over to Trisha. Good evening. So during uh the middle of November, we had gifted intelligence students from grades 3rd through 8th. They participated in the Noetic Learning Math Contest. It's a problem-solving contest that we do annually with students. The goal of the competition is to encourage students interest in math to develop their problem-solving skills and to inspire them to excel in math. During the contest, the students are given 45 minutes to solve 20 challenging math problems. Many problems are designed to challenge them and to enrich those problem-solving experiences. This evening, we want to recognize students that scored in the top 50th percentile in their grade level nationwide. These students will receive an honorable mention award. We also have one student uh who scored in the top 10th percentile
014and this student will be receiving a medal for national honor role. We also will give a team award. That's a medal that will go to the student who scored the highest in their grade level districtwide. And I'm gonna hand it over to Greg Smith to announce those. Here's page one. All right. All right. I'll call the students up by grade level. When you hear your name, just come on up and accept your award. Uh third grade um team winner and honor roll Jaden Love Blackwell. Honorable mention, Julio Martinez.apig. Uh, when I announce a name, if you could do it, tiger clap. So, just one clap for him, please. Um, honorable mention, Jacob Carrick. Honorable mention Oliver Wiggins. Honorable mention Jackson Miller and honorable mention Olyia Coro. And that's the third grade. [Applause] Now we have
015fourth grade team winner and honorable mention, Lane Taylor. Team winner and honorable mention, Delilah Emig. Team winner and honorable mention, Isaac Carter. Honorable mention, Kellen Green. Honorable mention, Lumen Brown. Honorable mention, Wesley Miller. Honorable mention, Jasper Van Aer, honorable mention Derek Staples Lopez. And honorable mention, Brody Grimshaw. And that's our fourth grade winners. [Applause] There you Got him. Okay, let's move this way just a little bit. This way. We'll keep all you guys right in the front. There we go. That look balanc. Okay. [Applause] We now have fifth grade team winner and national honoral Colton Schlutoter. Honorable mention, Alex Padzmi. Honorable mention, Adrienne Carney. And honorable mention, Damon Barbosa. And that's fifth grade. [Applause] There's more. Oh, there is more here, right? There's more TV. There's more. I'm sorry I missed two. We also have
016Victoria Savage, honorable mention. And then Ben Espinosa, honorable mention. [Applause] Go ahead. Oh, okay. [Applause] We now have our middle school um sixth grade team winner and honorable mention Oliver Corals. Seventh grade team winner, Natalie Aquino. Seventh grade team winner, Nina Leoo. Seventh grade team winner, Kira Lester. And then eighth grade team winner and honorable mention, Jackson Bomb. And that's our middle school. parents can come closer if they want to to take pictures. Smile kids. [Applause] spelling me too. Spelling me. Yeah. Thank you. All right. I have one award uh for one student here tonight. Then I'm going to announce another one right after that. So this year we were thrilled to host 20 talented participants in our annual scripts CC or not CCMS but all middle school district spelling bee. Each school sends uh
017us its top spellers to compete, showcasing their dedication, hard work. First, a special shout out and thank you to our school sponsors for organizing their respective spelling bees. Trisha Ki at Harrison, Sher Davidson at CCMS, Britney Wilcox at CES, and Toby Swisser at Mountain View Core Knowledge. And we also extend our gratitude to CCMS for graciously hosting this year's competition and their auditorium. First, and I know this person's here. Uh, congratulations to our runner up, Qatara Lanning, eighth grade from Harrison. Qatara, if you could come on out, [Applause] please. We presented Qatara a certificate earlier, so we have a spelling bee sticker you can put on your water bottle. Yeah, congratulations. And quick picture in one sec with the board. And then this year's champion, uh, the district champion was Chisum Draper, an eighth grader
018at Mountain View Core Knowledge. Chisum went on to compete in the online state spelling be championship in mid-March representing our district with excellence. And we are incredibly proud of all of our participants. Look forward to another exciting competition next year. I'll let you guys do a quick picture, then I have one more announcement. Thank you. Congratulations. [Applause] All right. You can't spell champions without co o i ns. What does that spell, Superintendent Hartman? Coins. Coins. Lots. Lots of coins. Uh, I'm happy to announce four financial award winners. Uh we have four Gate students that I've had the distinct privilege to work with over the last four years and they were just announced as Hurleman Foundation scholarship winners. Trevor Riley uh was awarded $15,000. Brook Yeah. Brook Smines was awarded a one-time payment of $15,000. And
019then both Abby Landdown and Zoe M McC McCullum were awarded $30,000 up to $30,000 annually for all four years for a total purse of $120,000. So it's an honor to work with these kids to push them and support them and then watch their hard work through four years of high school truly pay off. So and loads of coins. Thank you. [Applause] Can we get a picture with this All right. Next, we have the consent agenda. You all don't have to stay unless you want to. We appreciate you hanging out for all of your fellow celebratory folks. I mean, you can stay. it it's not as fun. Congratulations everyone. Thank you for being here tonight. Thank you so much. I saw my dentist out there. I want to tell Hey, Pat. I think once again, this
020proves I can empty a room. All right. Is there a director that would like to pull an item off the consent agenda for further consideration? Hearing none. May I have a motion to approve the consent agenda? I move we Go ahead, Molly. I'll move to approve the consent agenda. I'll second it. I have a motion and a second. Further discussion hearing? None. Roll call, please. Mr. Albbright, I. Miss Mary, I m I. Mrs. Reer, I. Next, we have presentation this evening with uh Jamie Davis, our director of human resources. Yeah, I I think I left it over there. That was nice. All right. And I need to talk in the mic for the Yeah. Okay. Okay. Well, thanks. I'm always last at the end of the year and I'm always a little nervous because uh
021Department of Education, Colorado Department of Education puts out all their new data um last Tuesday. So, Miles and I always scramble at the last minute to update information for you. Also, um, just so you all know, I'll send this a followup to you so you can look there. Some slides I'll go through pretty quickly. They're updates from just keeping track of turnover rates and data that we look at longitudinally. Um, but if there's anything additional that you're you're kind of highlighting, I'm kind of starting to get a little bit of a really we've landed on like the employee life cycle. So, here's what we experience in HR with the employee life cycle. here's some data that goes with it. But if there's anything you'd like to see come out of the HR department, different presentation,
022please just let us know. But I I'm going to continue on with some of the work that we've been tracking. So our life cycle there, we attract, recruit, we onboard them, hiring, developments, retention, and then offboarding. Um that's what our department does. I continue to lean in on their job satisfaction. Um, if this really comes from some of um, Daniel Oh, I forgot to do my timer. Sorry, I don't want to be as long as Daniel. Thanks for Okay. Um, so my work matters. So, we want to make sure that teach that all our staff feel like what they're doing um matters, that people care about um you, and we've done a really good job of honoring folks this year, and that you can get better at your work. So, um a big part of
023what comes out of human resources is opportunities for professional growth goals for staff. So, it's broken up into some data statistics for you. I'll highlight some teacher licensing um building a strong talent pool and then just overall reflections from our department. So here's our team. Um we've all Miles is going to be completing his second year and I'm going to talk a little bit more about this position and what impact it's had on the school district um at the end. And then uh Terry, we call her our historian. And then Kim's been here for a while too. So, we're making some really good progress in our department because we've all are starting to give get in a groove um with each other. Um, also in in the HR department is Kelly Albbright. She works out
024of the induction and she uh with our teacher development work. All those folks this year were asked by me to put in I always think about if one of us gets hit by a bus, the show must go on. So this year they've all been tasked with putting together a scope of their work throughout the year all the way down to if there's daily tasks, weekly tasks. So we have that a record of it. We continue to employ around 600 employees. You notice that 123. I like that it says one two three substitutes. We've increased substitutes pretty significantly the last couple of years. And we've also cannibalized our substitutes this year because I've hired several of them to become teachers next school year. Um, so we'll continue to build up that pool. Our hiring fill
025rates continue to be on track. We do not we don't have any classrooms we've had to close because we haven't been able to find someone to fill a role. That doesn't mean we have fully licensed staff that working in those. We've have had to fill and you'll see with our license this year few positions where we've had long-term substitutes. Long-term substitutes in a couple of our roles this year were um we're folks that were completing teacher programs. So, they're working I call them residency teachers. Um they're in their last year. It's not ideal, but it's been the ways that we've been filling in roles. compensation with the school district. If I hover, if you get into here, if you find this interesting, we are these are the average teacher salaries. And what you'll notice is
026the gap is getting smaller for us. So, with the raises that we've been able to do over the last couple years, you'll see the the average teacher salary in the state of Colorado is around 72,000. And in our school district, it's around 61,000. So it went from about a 12,000 um dollar difference to 11,000. So we're starting to close close there. Our annual turnover, there's several slides that come um and I believe Kristen gave you a packet, too, but you'll notice we have all Canyon City staff. We have all the state all staff teacher and then state teacher. This captures paraprofessionals to custodial to um special service providers uh principles and if you go on the CDE website and I do have it linked in the slides it even gets down to to show you
027what is the turnover rate for administrators which I think that's something that we should be very um proud of. We have about a 6% in um turnover rate for administrators. We show that we when our folks step into leadership roles, they they stay and that that's good for the overall organization to keep moving things forward. Our pair of professionals seems to be the largest turnover rate around 25%. which that's something we've talked about in our professional development committee of how we're how we're continually onboarding folks and providing professional development in order to give them the tools that they need. It's um it's a position that you walk in that day just like a teacher and we expect you to know everything. So we are seeing a higher turnover rate with pair of professionals. We still
028are. You can see um I think some of this data for our school district is a little misleading because I don't know if it was ever done as well as it is done now. Um Miles has taken over the state reporting for the HR department and the last two years we've gotten very consistent and accurate with the data. So I'm excited to see what the trend will be the next three years so we can compare it five years to see what it's doing. If you compare it to yes, in 2012 we did not have the turnover that we have now. Um we still are higher than the state average for teachers with the turnover rate. There's other things that are that kind of play into that. Um the H Miles and I will be we're
029doing a book study on generations to learn about folks that are coming into the workforce now. And so we're constant learners to to learn who our people are coming into the workforce. And I'm just going to go through these a little quick, but it does break it down. You can see all staff and then um the teacher turnover. So, we're the yellow and the states the blue. And then it just compares all staff to the teach to teachers. We updated Oh, I don't know why. Hold on. Let me go back. I don't know why my industry slide isn't there. Do you all have that picture on your document? So on your document you'll see that's strange it's not there that we pull from the Federal Bureau statistics just the labor and you'll see where education
030lies. Even Colorado and education were significantly under the turnover rates that we see for the industry. um the one that we always see in 2020 the um hospitality was way up for turnover but even Colorado compared to the educational federally we have a lower turn um turnover rate student teacher ratio if you are on looking at Colorado department statistics also you'll see 15 to1 is what Canyon City is at that doesn't mean 15 kids per one class and for one teacher It takes all special service providers, principal, it really takes all the staff makeup. So, it's a little deceiving when you see 15 to1. And when we compare it with other rural school districts, we're about right on track and we're a little low what the state average is. These are the different types of
031license. Um, nothing's changed here. However, what has changed is how folks can get licensed. It's constantly changing. So, when I think about um when I get to talk about the HR manager, just some of the nuances of getting folks into education, it's it's increased. It's nuanced. It's really even confusing for someone who maybe is coming from out of well, sometimes I'm confused, honestly, because it it just depends what their situation is of how to get them in the door. And what's good is that we find ways to get great people into education and we want to make sure that we hold up um we hold up what we value and the importance of education. So we don't we don't want to lower standards too much. We still need that high bar. So the license type
032you'll see this year when I was saying we had more substitutes you can see them compared last year we had a little red this year we had a quite a bit red consistent with our professional license staff though um CTE is even getting more dialed in. We have what often happens at the high schools, we have a teacher maybe who's teaching science and we can get them also a career in technical education license which is very good for the school district because that is reimbursements that we get to fund the programs. Building a strong talent pool is my favorite part. Um I am a developer by nature and it's what brings me joy to the work. We continue to lean on our pathways. So um even today I was on the a call with um
033Amanda Cornelius. Is that right? From the FMI talking about high school students transitioning from to a PEK. So they're able to get associates and I shared with her some of the work that we're doing to allow kids to come in to work as paraprofessionals. um pair of professionals moving into educators and then our alternative license roadmap. Twice a year we hold events. Last week we had seven educator or potential educators come to an event that I held um two from even Westcliffe that came from different county. They saw it on Facebook. Here are just some different pathways. The one part that I'll talk a little bit about just in a later slide is this leadership. We've Adam and I have been looking at ways and all the directors of how we're building capacity with some
034distributed leadership. We know that when folks again, if your work matters, not everyone wants to be a principal. So, helping folks kind of walk through the path of what fits them and how they'll be leaders in the school district. This slide I'm very excited about because this is one of our KPIs for for our uh strategic plan. This year, one of our goals was to have more applicants per posting and we've already passed our three-year plan. We wanted to get I think at least three and we averaged 4.6 average of applicants per posting. That's even higher than what um I've listened to some different economists. Right now the average is 0.9 people are applying to applicants um out in the work in the workforce. So we're seeing about 4.6 and that feels really good. We
035also think there's a couple things we're we're a great place to work and our application system Red Rover is much better than what we had prior. So we're finding that folks are able to apply to more applications without getting frustrated. job posting and yes thank you Todd and the job posting we are posting less positions yep this is very similar last year I got to talk about the staff workers housing which you're all aware of but the thing that I shared even in the work session is really just focused budgeting um really dialing in what we how we're spending funds in the HR department to make sure it's targeted towards the goals that we have But well, if my time goes over, it's because of I can't figure out where to click. Right. There we
036go. We have four folks in our principal induction program. And we even hire hired our new we hired a unicorn last week, our preschool director. I'm so excited for her to start. and she asked about our induction program and I said, "Well, you would be the lone person because I don't think I have anyone else going through induction next year." Um, but we do continue to maintain um between Kelly Albbright and I our principal induction program. Classified staff mentorship. This is an ongoing um this is something I do think that we can continue to improve on with how we're providing mentors for classified staff out in in different schools substitute. We we're going to we started the appreciation breakfast last year. I think I presented before we did it. It was so nice. Molly, I
037know you came and I think a couple of you. I'll invite you again to our May celebration. It's a nice time to honor our substitutes and just sit down and get to visit with them. And then I won't speak a lot about the pioneer leadership series, but that because you're aware uh we will be continuing u that for next year. Professional growth opportunities. The HR department's very involved in the professional development committee which is is important for needs that so we can advocate needs for staff members that we see. Um we are often the folks that are listening to listen or see the needs of the staff. Um so it's nice to be a part of that committee to give input. Um the highly effective pathway that was something that we um the evaluation council
038will continue to meet next year. the valuations. This year as a leadership team, we did a lot of work with professional growth goals and even what those conversations are. So, what types of questions to ask? How do you look like feed forward is the terms that we used for how are you feeding people to move forward in their in their career or their job? And then um the educator effectiveness through Randa that was and I put part of the slides. I think all us directors are really being very intentional when we're working on things of what priority area it is. But in our educator effectiveness, rigor was a quality standard that we looked at as a leadership team and that shows up in priority area one. So reflections for this year, we are like all
039over priority two and four people and resources. Um, so we feel like we have a true north. Um, it feels good to be able to see efforts. Um, like even seeing that we have more applicants, having just a little bit of tangible feels good for the department. We had our inaugural all staff social um that people are still talking about it. So, we've already met and started um just reflecting on what went well, what would we change? I It was the first time I've ever done anything. I didn't get one complaint, so it was great. And then the last thing I wanted to focus on before I get to goals for next year is just to really highlight key legislative changes that have happened in human resources. When we did the audit, a couple years
040ago, three years ago, um we used our our federal relief fund money to have somebody come in and look and really say, "What are we doing well? Where are some holes?" And the one of the holes is that the we needed to fund another FTE in the human resources department just since 2020. And these aren't all of them, but these are the ones that I have that have impacted our department pretty greatly that I wanted you to at least be aware of the types of impact. We've seen more leave of absence than we've ever seen before. We have um more investigations that we're required to look into. We have the well we all know it's title N's there then it's here then it's there. So all that stuff are things that land in the human
041resource department and it's it's not that it's bad it's just a lot and it takes away from the customer service part of the job which I believe is our one number one job. we should be we're we're providers providing a service for our employees and this sometimes stops the good work. So with that I wanted to highlight the human resource manager. Um these are just some big key things that our manager brings to the department. The capacity to expand support. If I can't get to the person it's like the number two I can pass it off. that data and technology is not my strength. Um this is something that is a value ad to the school to the school district. I have a lot of big picture vision and our manager has a lot of
042the technical little dayto-day. So, the also the management, the hiring um hiring systems, special projects. I don't know how many times I see our superintendent walk over into the manager's um office um and I he is wonderful. He brings um I mean very specific to him, but our workforce housing, our strategic planning, these are a lot of things that folks just don't see. And I wanted you to recognize that this this FTE for the school district is critical because those legislative things are not going away. The turnover rate, it's a different generation of folks coming into the workforce. Um, but these are all things that we can provide open records that that's increased with personnel Kora requests, but these are things that we do for our school district that is done even better with with
043the FTE support. So, in closing, um my focus next year, I'm really excited and I'd be happy to come to a work session if you'd like to know more um about the team-based models, but this is really where I'm feeling like my passion and direction is going where I think of pipeline and how public schools should be developing educators to come into the workforce. Gone are the days that you student taught for free. What we're starting to see is that student teachers are coming in. We want them starting early as pair of professionals and we want them to be paid. So you'll see some more talk with team-based teaching models um specifically at McKinley School is where we're targeting um this initiative. And so and then also just an increased sense of like culture and
044belonging. We want to um increase more presence of HR in the schools. So I mean every time I walk into schools someone says, "Oh, I have a question for you." Which I'm I think it's great because it's one less email. Um but this is just the our focus for next year and I'm exc I'll be excited to share more with you about how that's developed. That's it. So, Oh, it's it's been great. That again, the manager I don't ever ask me to develop a sign for that goes on Ninth Street because that's not my strength. I could tell I can give you an opinion if it looks good or not. Great job, Jamie. And the people side of things. Exactly. And I just I appreciate that you guys are doing that book study that you
045talked about at looking at next generations because I've always admired how future focused you are. And um and and we can sit and we can talk about how people just aren't the same. Teachers just aren't the same. And but they're not. Societyy's not the same. And we can complain about it or we can learn to adapt and what we need to do to use what we've got. And I appreciate that you approach the job that way. And you're people focused. So many things I appreciate about you, Jamie, but especially that today. Thank you. All right, now it's your turn to talk about what you've been up to, board members. Well, I can start. I um because I this time I made a list because I didn't want to do what I did last time, but
046I've been working with Robin on the bargaining team with the classified employees. Um and that's been um very good so far. Um, I I attended the all staff social, which I know you briefly talked about that, but that was a huge step out, Jamie, for you and your department, for our district to really just I know that was a big risk to go out there and try something different and see how it happened. And we over 200, I don't know what the final number was of our staff, but so many good from people from different buildings, different job. No one wore their job title. it was just our people out there having fun and um I appreciate that so much because I think getting back to focusing on relationships is what how we're going to
047get through all of these difficult issues. So I loved being there. So, um, and we all enjoyed our board of education vision retreat with Adam and Kristen, and I felt really good about the work we did there. And then the only thing school related I did was I went into um kind of coach and fine-tune Encore and Tiger Ladies before they went to state and help them with their transitions and everything. and um and Encore came back and won state championship and Tiger Ladies made top six, probably the highest scoring female group again. They do that a lot and um and then they just went to music in the parks this last weekend and Tiger Ladies took first place and best overall choir, right? So, and they both got superior ratings, but it was the
048girls turn and I think that's just awesome. And the problem is we have too many good choirs, you know, so that's just a nice problem to have. nice problem to have. And so, um, I really appreciate the work that it's not just Ryan, but it's Ryan and Damian and Andy and the other people that come in and help. It's a village. And, and when you're in the classroom with these kids, it's tangible that they are becoming better people and they are learning to work together and give each other um, in a truly synergistic equation. They are creating things that they could not do on their own and and that learn that learning goes on far beyond putting them on stage the rest of their life. Most of them won't do that but they will keep
049that learning in whatever they do in this world. So grateful for all of that. Want to go? Okay, I'll go. Um, I'm going to do what I usually do, which is echo some of the things that Todd said. Um, the the board retreat was was really good. I appreciate the time that we put in there and uh and the people that we are with. It was it was well worth it. Um, the staff social though, um, I want to add a couple things. Jamie, you did such fantastic job on that. The timing on that was awesome as well. you know, kind of end of the year, tension got to wrap it up. So, teachers needed something. Camass stress needed an outlet. And I talked to two different people from two different schools that basically said
050that the timing of this was so awesome. Thank you. And I said, don't thank me. Yeah. you need to thank HR because they're the ones that that put this together. So, it was awesome timing. It was a great time. It was a good band. Um there was a line most of the time for the spirits that would help lift your spirits as well, which was awesome to have there. Go. Um also the social event. Um, and it's nice to see that our entire board shows up for events like that. It's a message to our staff that we're we're in and we we care. Um, and the the retreat, our visioning day was um just very fulfilling, I think, is how I would describe it. I worked with some CES 8th graders to help them polish
051up a project that they're taking out to the public to uh present to uh the Zanta group this next week. And it's just so rewarding to see eighth graders that are so smart and so confident and so responsible. So, I'm excited to see how that goes Thursday night. Um, I helped judge a district science fair and that whole science thing, seeing these little kids, these little third and fourth graders and h the vocabulary and how well they could speak about their project just make yeah just indescribable feels good. Just feels good and happy for them. And um let's see the last oh I did the rural superintendence panel with Matt and Robin and it felt really good to talk about our district and some of our challenges as a board but how we've come together
052and built a a strong board culture and we have a couple of great people from our district in that group Tim and Garrett. So, I was proud to see you guys there and it was a good day last week and I had to call George Hall because I couldn't remember what exactly he did to mark all the corner pins. Uh, so Lance Lance and I went out and found all the little corner pins and he ordered a I don't know if it's a banner or a billboard, but he's going to have that hopefully installed this week. Uh, the guy that's doing the the zone or the drone photography, the the 20,000 foot guy is booked up till Thursday, but Lance has got him on the calendar, so we're going to have some drone shots and
053hopefully it sells quickly. Um, I had a unique opportunity last weekend. The two gentlemen that helped us on our election, Jacob and Scott Remley, um, did some consulting work with the Colorado Education Association and they invited me to be on a panel with them. We had a National Education Association representative. I think it might have been an all week thing. And then next to me was the campaign manager for Woodland Park, which was fascinating. I was the only local school board member on the panel, but it was mostly about there were 50 people or so in attendance. It was election strategy, um how to recruit board directors. So, it was it was it was good. We did about an hour and uh like at RSA they were leaning in pretty well. So it was it
054was an interesting opportunity. Um I'm glad they invited me. So that's what I've been for representing. Thank you Todd. It was my pleasure. All right. Request to address the board of education. I think I already know the answer. We don't have anyone this evening. Mr. Hartman, superintendence report. Thank you. It's my um my seat is it's like physically a really great seat on an evening when there's so much positivity over like it's just fun to actually just get to look out and look at all the moms and dads and all and the kids and the grandmas and grandpas and all of that. But then look, just as simply as that, I can rotate over right over here and be proud of all of your work and your commitments. And then I just I I know
055that I have begun to become very frequent about this, but I continually see the director's level work as they're engaging in this and we're working as a team. Jaime's presentation this night, this evening was a good example of that. But quite honestly, there's so many good examples of the work that all of you are doing that I think it's keeping our collective bar really high. So just a lot of appreciation to start my comments just in all the people that are helping our school to be successful for our community. And that when I say school, I mean school district. Um that said, I have a few things I want to share with you. Had a very exciting meeting today. And for some folks that say, "Well, that doesn't sound terribly exciting." But um I was
056in the Colorado room with about four other people for about 90 minutes. It was hot in there. The air became kind of stagnant. We were working on the back end of a website. But I will tell you it was very exciting because what we were doing was actually polishing the indicators on the now publicly available strategic plan and really celebrating the fact that so many of our 2425 objectives are have been met at this point. So um I'll be pushing that out to the community in my Canyon Connections communique that should go out on Wednesday. But then also also when I'm with you next time and I was looking ahead uh Kristen I think you should look at work session for 26. Yeah, not right now, but that's exactly what you're going to see. But
057I because I won't be here on the 12th, but at work session on the 26th, I'd really like to meet and I'm going to add our HR manager Miles with me to take you through to see how all of that's working. And you can start to see kind of the um uh the public viewing, but also the backend kind of understanding how we're calculating and measuring all of these things. It's really quite wonderful. And Daniel, thank you for that support like that. Um I too was excited about the visioning retreat different than maybe some of the you guys with the visioning retreat. I come back and start looking through it to go, okay, now what are all the things that I need to do that I said I would do that day? And how thankful
058I am that I have Kristen who writes down the things that I need to do because sometimes I'm like, I know I said something, but I can't remember exactly what it was. But I just felt like the reflective nature of your work, the goal setting that you've done for yourself, my own sharing of goals going forward, it's all very much aligning. Brett, you mentioned that the district um social was well timed. I really think that that visioning work is well timed for this time of year too. Um we are getting close to the end of a school year to the point where we can look back and say here are things we were unable or very able to complete and how do we move forward before we get to a lull of you know kind
059of the summer like I want to keep that that tension kind of healthy and high for us setting goals for going forward. I should share as part of my report that I have now completed all of the endofear evaluations. Um this evening in the consent agenda you guys um received the recommendations for contract extensions not only for directors but as well as principles and assistant principles. There was one exception noted by one of you and that person who was just accidentally not listed there this evening will be on your next one. Okay. Um and then also just just real quickly and lastly on Friday last week I was joined by a number of you on classified bargaining. We did a very full day. I think we were probably somewhere around eight and a half hours
060maybe a little longer. It was a long day. Um, we had some productive moments and we had some areas where we were bogged down just a little bit. But I, as I checked out that day, I said, and I mean it very sincerely, that's part of that how that works. Um, easy decisions take don't take lots of time. If it's something with a black and white or a slam dunk, they wouldn't end up on being a discussion item for a once a year convening like that where we have to do a lot of procon work. So, I'm excited about that process. feel good about our facilitator that's helping lead the work and look forward to her return to Canyon City which is on Wednesday of this week. Um and then the last thing is I
061I noted but should put it in the record here. Um I did provide written testimony on behalf of the school finance act. So um I was invited to do that in person. They kicked the the testimony phase from Wednesday last to Wednesday this week. However, that overlaps with that classified that I mentioned. So I won't be able to to do that. But I did provide it and I did that as a representative of Canyon City Schools. Okay, great. That's my report and thank you. Thank you, Mr. Hartman. All right. Now, we have some thrilling policy work. File LBD, relations with district charter schools, presented to the board for second reading and final vote. It's an update to policy from CASBY with new timeline requirements and legal citation. I have a motion, please. I move we
062approve file LBD, relations with district charter schools. I'll second. I have a motion and a second. Is there further discussion hearing? None. Roll call, please. Mr. Albbright, I. Miss Mary, I. Mr. Miley, I. Mrs. Reese, I. Motion passes. Next, we have file LBD-E, intent to apply to become a district charter school, presented to the board for second reading and final vote. New policy from CASBY. It's an application form now required for all district charter school applicants. I have a motion, please. I move we approve file LBDE, intent to apply to become a district charter school. Second. Have a motion and a second. Is there further discussion? Hearing none. Roll call, please. Mr. Albreight. I. Miss Mary. I. Mr. Miley. I. Mrs. Reese. I. Motion passes. Next, we have file LBD-R, relations with district charter schools,
063presented to the board for second reading and final vote. It's a new policy from CASBY with timeline requirements. I have a motion, please. I move that we approve file LBD-R, relations with district charter schools. Second. Have a motion and a second. Is there further discussion? Hearing none, roll call, please. Mr. Aubrey, I. Miss Mary, I. Mr. Miley, I. Mrs. Sir I motion passes. Next we have file BEBB agenda presented to the board for first reading and first vote. It's an update to current policy to align with public complaint process and request to address the board of education. May I have a motion please? I move we approve file BEDB for the agenda update. Second. Have a motion and a second. Is there further discussion hearing? None. Roll call, please. Mr. I Miss Mary I Mr.
064Miley I Mrs. Reese I motion passes next we have file beh public participation at school board meetings presented to the board for first reading and first vote update to the current policy to align with public complaint process and request to address the board of education. May I have a motion please? I move that we approve file BD beh public participation at school board meetings. Second. Have a motion and a second. Further discussion hearing? None. Roll call, please. Mr. Alre. I. M. May. I. Mr. Miley. I. Mr. I. Motion passes. Next we have file JKD JKE. suspension/expulsion of students and other disciplinary interventions presented to the board for first reading and first vote. It's a policy update from CASBY to include provisions from House Bill 23-1291, including new considerations for determining student suspension or expulsion and
065additional training requirements for disciplinary decisionmaking. May I have a motion, please? I move we approve file JKDJK for suspension/expulsion of students. I'll second. I have a motion and a second. Further discussion hearing? None. Roll call, please. Mr. I, Mary, I. Mrs. Reer. I. Motion passes. And finally, we have file JKD/JK-R suspension/expulsion of students presented to the board for first reading and first vote policy update from Casby to include provisions from House Bill 23-1291, including edits and hearing procedure records and guidelines addressing potential conflicts of interest. We have a motion, please. I move that we approve JKD file JKD SL JK-R suspension slashexpulsion of students second have a motion a second is there further discussion hearing none roll call please Mr. I Mary I Mr. Miley I Mrs. I motion passes. We have no old business
066this evening. We do have one action item in new business. It's a cancellation of board meetings in June and July. It's recommended that the board approve the cancellation of the school board meeting scheduled for June 9th, 2025 and July 14th, 2025. May I have a motion, please? I move that we cancel the board meetings in June and July as stated. I'll second. I have a motion and a second. Further discussion hearing none. Roll call, please. Mr. Albbright, I. Mr. Miley, I. Mrs. Reese, I. Motion passes. We have no miscellaneous business.