LJISD Board Meeting 02.11.2026

001Good evening everyone. >> Good evening. >> Let's go ahead and I hereby call this meeting to order. It is 6:02 p.m. First item on the agenda is for my board to identify if they're here tonight. Starting from my right, >> Jessica, present. >> Carlos Margo present. Valeria present. >> Alisa Pñena present. >> Rosales present. >> Sen Jun present. >> Okay, great. We have everyone here. We have quorum. Everyone is present. Next item on the agenda is a pledge of allegiance. If you're able to do so, I ask that you stand and please face the flag. >> I pledge algiance to the flag of the United States of America and to the republic for it stands. One nation under God, indivisible, with liberty and justice for all. >> Thank you. May be seated. >> Agenda item

002number four is public comment. Um, again, if you have signed up for public comment, we will ask that you make your way to the podium, identify yourself, and you do have three minutes. After three minutes, we will inform you that your time is up. So, I am now going to turn it over to our um secretary, Miss Vignette. Has anyone signed up for public comment? >> Yes. So, we can have Miss Blanca Canu make your way to the podium, please. >> Thank you, Blanca. You may proceed. >> Good evening, board members. My name is Blanca Canu. I'm the public public relations and communications director for La Hoya ISD. And I would like to ask for a few minutes as I do will be presented a year review for La Hoya ISD. Oh, yes, please. >>

003Thank you. As we reflect on the 2025 school year, this marks our second year of focused, intentional work across La Hoya ISD. This year, we remained committed to what matters most, strong classrooms, supported educators, students at the center of every decision we make. Throughout the year, our teams worked to strengthen communication, support daily teaching and learning, and make thoughtful investments that directly impact students across our campuses. We focused on building consistency, aligning our efforts, and ensuring that our work today supports long-term success for our district. We also remained engaged with our families and community, knowing that trust is built through transparency, communication, and followthrough. This year in review reflects the collective work of our teachers, staff, campus leaders, and district teams. It represents progress, momentum, and continued commitment to serving our students with care and

004purpose. La Hoya ISD educational excellence the right for every student means listening to our community learning from experience and moving forward together with intention. This year we turned vision into action. Careful planning and deep listening became visible results in classrooms on campuses and across our community. Through every challenge and every success, one truth guided us. Our students, our staff, and our families are at the center of everything we do. As we reflect on the past year, this is more than a timeline. It's a story of follow-through, of growth, and of a district that turns ideas into impact. Here is a year we strengthened instruction, stabilized systems, invested in people, and built trust together. In February, we began with what matters most, students and families. Through partners like food bank RGB, we hosted distribution events to

005ensure basic needs were met so learning could thrive. State education leaders including TEA Commissioner Mike Morath and Deputy Commissioner Dr. Shannon Tjo visited classrooms and affirmed our progress. At the one-year mark of state intervention, budget priorities helped us face our fiscal reality. Declining enrollment and funding gaps openly with our community guided by a clear aim. more students learning on A-rated campuses. In March, as new leaders joined and ACE campuses prepared to launch, we communicated early, honored service, and kept focus on students. Superintendent advisory committees with students, families, educators, and community members shaped our 5-year direction and reinforced that decision should reflect community voice. Across the district, students shined in academics, fine arts, and athletics. evidence of classrooms with clear expectations, focused instruction, and a culture that encourages every learner to stretch beyond what they thought

006possible. In April, we strengthen campus safety through upgraded access system, enhanced monitoring and communication, and close coordination with the La Hoya ISD police department. Student athletes marked the next step with college and university signup, while families engaged in strategic planning sessions to shape the district's 5-year plan. campuses prepared for ATS summer learning and our community celebrated meaningful centennial moments including the centennial tree planting honoring a century of commitment to our children in public education. May was filled with celebration and meaning. We celebrated students districtwide for excellence in academic, fine arts, athletic leadership and service and dedicated the coach Rod softball field honoring a legacy of pride and mentorship. The district hosted strategic plan community design day, engaging families, staff, and community members in conversations about the future direction of La Hoya ISD and the priorities

007that would shape the district's 5-year plan. At Memorial Tree Park, we sealed the time capsule for future generations. We honored the people who make schools run every day and continued rewarding strong instruction through the teacher incentive allotment. The class of 2025 made us proud. 1,772 graduates, 9.4 4 million in scholarships, 171 associate degrees, and more than 1,000 CTE certification. Proof that pathways to college, career, and life are wide open. In June, we approved a balanced budget that closed a multi-million dollar shortfall while protecting classroom. Employees received an acrosstheboard salary increase, the first in years, reflecting a core goal of Superintendent Dr. Marcy Sorenson. Support the people who serve students. Students engaged in ads summer learning athletic camp keeping skills sharp and connection strong. Stability became a tool for progress ensuring campuses are ready and supported

008to focus high quality teaching and learning every day in every classroom. July marked a major step forward in campus safety and emergency preparedness. We launched the standard response protocol for consistent emergency language. Lock down, hold, secure, evacuate across every school. New teachers were welcomed and trained at new teacher orientation and campus leaders grew and became laser focused on quality instruction through the principal leadership academy. We prioritize clear proactive family communication ahead of school including guidance on the new cell phone law so expectations were clear and consistent. Before day one we closed our centennial year with the carnival of a century. Then welcome students to a fresh start. We launched our five-year strategic plan achieving excellence together 2030 built with voices from across La Hoya ISD. Ace campuses opened with a focus on rapid improvement and

009we implemented managed instruction aligning curriculum instruction and assessment to bring consistency and quality to every classroom. The school year began with purpose and clear direction as August closed with the school board unanimously extending the superintendent's contract through 2030 to ensure continuity and leadership and a sustained focus on student success in the years ahead. In September, we made one of our largest technology investments ever, totaling more than $3 million. iPads for prek, Chromebooks for elementary and middle schools, and Windows laptops for 9th graders. Families connected through curriculum nights and classrooms implemented our instructional framework lesson structure HQIM and rolled out instructional planning calendars to support consistent daily instruction. The district's 4% salary increase appeared in paychecks and campuses earned high accountability ratings, including an A rating for Enrique Camarina Elementary. During this month, Superintendent Dr. Marcy

010Sorenson attended city council meetings across the city served by La Hoya ISD to share the district's strategic plan and keep city leaders informed and aligned around our direction. The superintendent modeled leadership excellence and aligned the executive leadership team around student outcome. October balanced community celebration with meaningful progress inside classrooms. Families gathered for trunk retreat and wellness event while instruction strengthened through our first cycle of districtwide instructional spot checks five times a year to identify trends, coach leaders, and drive quick improvement cycle. Over time, they also allow the district to measure growth in instructional quality and use that information to support and inform campus leadership through the principal excellence initiative. Behind the scenes, the district also launched a comprehensive transportation improvement effort. After an independent audit revealed outdated routing systems, we added a special education stipen

011and strategic staffing in response to our special education audit expanded investment in coaching at priority campuses. Together, these efforts showed how La Hoya is strengthening both classroom practice and operational system to better serve students and families. In November, we broke ground on Coach Rod's softball field renovations to modernize the space that serves students, coaches, and families. District leadership presented school action recommendations rooted in data and community input, expanding access to higher rated campuses, responding to an 8,000 student enrollment decline over a decade and creating up to 27.2 million and reinvestment opportunities for instruction and student programs. We communicated budget priorities focused on academic strategic compensation, student supports, and operational innovation. We honored the service of K9 officer Lucky and continued deep engagement with partners and families aligned to our achieving excellence together 2030 strategic plan.

012In December, we launched the principal excellence initiative, aligning leadership growth directly to student outcomes and shifting from isolated effort to a systemwide approach. Community traditions continued with the fifth annual treelighting and we began school action staff and community engagement sessions. Spaces to learn, ask questions, and share feedback about long-term planning, instruction, leadership, and community remain tightly connected. In January, campus upgrades advanced, athletic facilities moved into new phases, and classrooms stay focused on teaching and learning. We continued instructional spot check and coordinated timelines for upcoming PMOC operational and facilities work. New scoreboard replacing equipment over 17 years old moved forward reflecting investments in students and shared community spaces based on strategic planning feedback. Diaz Varal Elementary received the Texas Lonear Blue Ribbon Award, a statewide recognition that celebrates academic excellence and the collective effort of students,

013educators, and families. We also celebrated school board recognition month with gratitude and a continued focus on student success. During the month, district leadership presented school action recommendations rooted in data and community input. The board approved a plan focused on expanding access to higher rated campuses, addressing a nearly 8,000 student enrollment decline and creating up to $27.2 million in reinvestment for instruction and student programs. Finally, this February, following an annual review by Commissioner Mike Morath, the Texas Education Agency extended the authority of the board of managers for two more years, affirming progress in governance, financial oversight, and academic focus under superintendent Dr. Marcy Sorenson and the board. Valeria Vega was appointed to the board of managers, succeeding Anita Chavez, and continuing strong leadership and service to our community. Together, these steps reinforce stability, transparency, and a

014commitment to student outcomes. Looking back, we see more than moments. We see momentum. We strengthened instruction. We modernized systems. We invested in safety, technology, and leadership. We deepened trust in our community. And the best part is what comes next. Because this year's work has already created the conditions for an even greater success for our students. Together, we are shaping what comes next. Together we are La Hoya ISD. Wow. I mean, what can you say after that? That was a great video that you put together, and I can't believe that so much has taken place in just this past year. So, Blanca, to you and your staff. Great job putting this together. Members of the board, do you have anything to say? I mean, it seems like it went by really quick this year, right? >>

015Yeah. >> Anyone have anything to say? >> Oh, just wonderful. So much has occurred and it was a beautiful presentation and we're so fortunate to be a part of it. Thank you. >> Anyone else? >> I just want to say it was a great video and we see all the accomplishments and things that have happened all year long and um good thing I didn't start crying because it was very touching. It was very very good. It's it's amazing and this is all done for our kids. I love it. Thank you. >> I would agree with uh Mr. Soso Gomez that it was a very emotional video because you think of all the hard work that you all put in every day to make sure that our that our students are well taken care of. I

016mean, it's it's obvious that we have them as a priority. And so, as I watch a video, I watch more than just what the video was saying, but more what's behind everything you all do. The kids look happy. Um, things are changing. Um, everyone seems to be in a great mood and I I was pretty much speechless. So, thank you, Blanca, for putting that together. I can't wait to see it again. Before I turn it over to our next uh uh next agenda item, Marcy, would you like to say anything? >> Dr. S? >> Yeah, absolutely. Um, so um, board member Gomez, I probably shouldn't talk because I'll start crying. Um, it's just always incredible, right? Because behind all of those incredible images, right, of the people, right, that video just embodies our district, who

017we are every single day. Like that video shows us as a retrospective for the year. But we all do the work every single day with love, and passion, determination, drive, sometimes like pulling our hair out, right? Because not every day is an easy day. That video shows so shows the smiles and the easy days, but we know not every day is an easy day. And so I'm just so grateful that those moments get captured and really display the heart um the minds, the soul of our district because without the people, right, our students, our staff, our police officers, cafeteria workers, bus drivers, educators, leaders, everybody. It doesn't matter what the board and I do. So, that video honestly is all about you and this district and our continued drive to serve and serve with intentionality

018and love and partnership with those that we work with and work for those that we serve. Sublanca, of course, you and your team, their goal, I just want everyone to know their goal is to make me cry as they create the videos. They have bets on like, is she going to cry for this one? And uh they always win because I do. So, thank you all so much. And board, honestly, like we could not um be as um successful as we are without your continued support. And so, I want to thank each and every one of you. Um, I really again want to welcome our new board member and also thank Miss Chavez for her years of support and her years of dedication and work on the board as well. So, thank you. >> Thank

019you, Dr. S. >> And Blanca, thank you for the referencing of the centennial and it was certainly I think what got me in the emotional part was to see Miss Leo. I mean, just all the great work that she did and and the history that she has in this fine district. I mean, I would be remiss if I didn't acknowledge her. So, thank you for that. Uh, Secretary Pñena, do we have anyone else that signed up for public comment? >> Um, we have Miss Blanca once again. >> You may proceed. >> Good evening, board. Uh, my name is Blanca Gantu, public relations and communications director for La Hoya ISD. And in this item, um, as you all saw in our year review, I would like to welcome our new board member, Miss Valeria Vega. Dear

020to me, class of 2013. Um, and we do have a video. Hello, I'm Valera Vega and I'm proud to serve on the La Hoya ISD school board. As a La Hoya ISD alumni and a first generation college graduate, this district means a great deal to me. La Hoya ISD helped shaped who I am today, and it's an honor to give back to the community that gave me so much. Drawing from my experience in construction and workforce training, I focus on leadership development and expanding career opportunities, especially in STEM and skilled industries. Those experiences guide my commitment to ensuring our students are prepared not just for graduation, but for the many paths that come after. I'm excited to work alongside our board, district leadership, educators, families, and students as we continue to build strong schools, and

021a strong future for La Hoya ISD. Thank you for welcoming me, and I look forward to serving our community. >> Yes. THANK YOU. SO, I don't know if she was going to if she knew I was going to do this, but um I wanted to uh for Valeria, our newest member of the board, to maybe say a few remarks and tell us a little bit about yourself for the folks that are in this room and those that are watching us live. >> Yes, thank you. Thank you for the video, uh for the warm welcome. I am a proud uh alumni alumni from La Hoya at since elementary from first grade all the way to 12th grade. I've been a part of La Hoya and this being uh here today is a great deal to me

022and I take it personal and I see students at every at any grade level and I see myself in their shoes when I was a kid. So to be able to to come back full circle and give my perspective to the district that helped shape who I am is is very exciting and thank you for for you're welcome. >> We're so excited to have you. So I think you would all agree. Can we go ahead and give her a La Hoya welcome? I'd also like to take this opportunity to thank uh board member um Anita Chavez who served as vice president for two years. Um we're very grateful for the hard work and the time that she dedicated to this school district and working side by side with her was certainly a pleasure, a privilege

023and an honor. So I wanted her to know that and again we're very excited. We look forward to working with you and so welcome aboard. Any members of the board like to say anything before we turn it over to Dr. Sorenson? >> I'll just say welcome to the team. >> Anyone else? >> Welcome. >> Looking forward to enjoy. >> I think we motivated her by the video. Dr. Sornson. >> Thank you, board president. Um board member Vega, I am very excited to work with you um shoulder-to-shoulder and doing great work for the district. Um I always appreciate bringing it back to students. Um and so when you see yourself in our very students, it makes it really personal and um that level of commitment will definitely show up for you. And um buckle up. It's

024a lot of fun. Um it's a lot of work, but I am really grateful that you stood up to serve. Right? It's not easy to serve, especially when there are um changes that we're working on across the district, but your commitment and your history with the district means a lot to the community and it means a lot to me personally and professionally. So, thank you. >> Thank you, Dr. Sorenson. Secretary Pñena, has anyone else signed up for public comment? >> We have no further public comments. >> Okay, seeing that we have none, uh next item on the agenda, step staff recognitions. Blanca. >> Good evening. Um board members, superintendent and community. Um our first recognition is a resolution honoring Miss Van Hosa, principal um and staff at Diaz Val Elementary for receiving the district honor

025of the 2025 Lonear Ribbon Schools by the state board of education in Austin, Texas this past January 30th. CONGRATULATIONS. >> So there was a resolution presented to them and I will read them uh read it for you all. Whereas the Lonear ribbon schools program recognizes elementary, middle and high schools where educational excellence is achieved. where in 2025, Texas nominated 26 public schools to be recognized for their students achievement and whereas 26 Texas public schools were named 2025 Lonear ribbon ribbon schools by the governor of Texas and provided with a certification of award as such now therefore be it resolved the Variel Elementary in La Hoya ISD resolved that this resolution be presented to the principal of the aformant schools for being recognized for excellence through the Lonear Ribbon Schools program and and that a copy

026be included within the permanent records of the state board of education. Witness our signatures on the 13th day of January, 2026 in Austin, Texas. CONGRATULATIONS CONGRATULATIONS. >> CONGRATULATIONS. Congratulations >> again. Congratulations to everyone. Next item on the agenda is 5.2 2 recognition of La Hoya ISD police department officer Jose Vanova and for life saving action in two occasions chief. Good evening uh board president Alvarez superintendent of schools Dr. uh Swornson and the uh board of trustees. And now I'd like to present the uh the life-saving recognition to officer Jose Via Nova on January 20 19th and on the 28th of January as well. While on duty at La at Dioj Leo Elementary School, you he demonstrated exceptional professionalism, calm judgement, and compassion by swiftly recognizing a life-threatening emergency and taking immediate action. His compos his

027composed response and effective application for training resulted in the successful clearing of a student and a staff member's airway, preventing serious bio serious injury and saving a life. His his actions reflect the highest standards of law enforcement and school-based policing in exemplifying our mission to protect and serve because his courage his courage his courage and self selfless service a young boy and an an adult life was spared. Thank you uh Mr. Vanovo. Today we present you with the uh a plaque of a uh life saving recognition on good WORK BEING DONE. YOU WANT TO TAKE A PICTURE? >> YEAH. CHEESE. OKAY, nice to see you. Chief, I know you got the next one. 5.3 recognition of La Hoya ISD Police Department induction or introducing the K9 officer Trim. Tonight, I'm proud to introduce the newest

028member of La Hoya ISD Police Department, K9 Tra. Our 2-year-old Belgium Malaninoi >> is a narcotic detection K9. A Belgium Malano are widely recognized in law enforcement for their intelligence, ability, and strong work ethics. And just two years old, Tram has already demonstrated a a discipline, drive, and reliability required for K9 service work. His training and certification in narcotic detection will enhance our department's proactive safety capabilities across the district. His handler, Christian Rosales, uh took two two weeks this early this year uh in in in um what was it? I'm sorry. >> Yes. And uh in Lar was it I can't remember the name of the town. Liberty Hill >> Liberty Hill uh by Austin and an extensive two weeks train that he took to acclimate with uh K9 tram. K9 Tram will assist our

029school officers and patrol unit to conductive conductive uh preventive campus safety sweeps, supportive investigations involving illegal narcotics and assisting administrators during threat assessments or safety oper operations. His presence alone serves as a powerful deterrent, helping to reduce the presence of drugs on the campuses, reinforcing our community, our commitment to maintain safe and drug-free learning environment. More importantly, Tram Ro aligns directly with our district's mission, ensuring that students and staff can focus on teaching and learning without disruption. A safe campus is a productive campus, and K9 Tram strengths our ability to provide that secure environment every day. The addition of K9 Tram reflects our continued commitment to proactively proactive policy, policing, operational excellence, and responsible investment in school safety infrastructure. We are confident that TRAM will serve our district with distinction and make a meaningful impact

030across all campuses. Thank you for your for your continued support of La Hoya ISD Police Department and our shared commitment to our student safety. Christian hope doesn't come right over here. >> That dog was looking at Dr. Carlos Marco. Rose, what do you have? >> Thank you. >> If I could ask board member Dr. Carlos Marggo and of course Miss uh OOA, you can make your way to the front of the DAS. Before we recognize the first first the next group, I do want to take this opportunity again to recognize Vivana Inohosa, the principal of Diaz Via Elementary for again receiving the distinct honor of the 2025 Lonear ribbon schools by the state board of education in Austin. So I wanted to congratulate you again. So thank you. Next item on the agenda is 5.4

031for school counselors amplify student success national school counseling week of February 2nd through the 6th presented by oh who is this presented by >> Anna Marie okay >> oh I've never had you do presentation good awesome congen board president Alvarez board members superintendent and esteemed guest is both an honor honor and a privilege to recognize a group of professionals whose work often happens behind the scenes, yet whose impact is visible in every student success story across our district. During National School Counseling Week, we pause to celebrate the dedication, expertise, and unwavering commitment of our school counselors. From the earliest elementary years to the pivotal high school milestones, they serve as advocates, problem solvers, mentors, and champions for every child entrusted to our care. Our counselors guide students through academic planning, social emotional development, college and

032career readiness, crisis response, and lifechanging decisions. They collaborate with families, support staff, and administrators to remove barriers and open doors for opportunity. When students face uncertainty, our counselors provide clarity. When students feel discouraged, they instill hope. When systems feel complex, they create pathways forward. Their work is not simply about schedules or transcripts. It is about shaping futures. It is about ensuring that every student regardless of circumstance has access to guidance, belonging and possibility. Before I recognize these par uh these professionals, I would like to read the National School Counseling Week proclamation. Whereas school counselors are employed in public and private schools that help students reach their full potential. And whereas school counselors are actively committed to helping students explore their abilities, strengths, interests, and talents as these traits relate to career awareness and development. And

033whereas school counselors help families focus on ways to further their academic career and social emotional development of their children. And whereas school counselors work with teachers and other educators to help students explore their potential and set realistic goals for themselves. And whereas school counselors seek to identify and utilize community resources that can enhance and complement comprehensive school counseling programs and help students become productive members of society. And whereas comprehensive school counseling programs are considered an integral part of the educational pro process that enables all students to achieve success in school. Therefore, I, Anna Marie Candalio, do hereby proclaim February 2nd to the 6th, 2026 as National School Counseling Week. On behalf of the district leadership, it is my distinct honor to introduce and recognize the extraordinary school counselors of La Hoya ISD. Please join me

034in celebrating them. CONGRATULATIONS. Thank you. >> Thank you. Congratulations. Thank you. >> Thank you so much. >> How are you? Hello sir, how are you? >> Congratulations. Good job. It's Close up. Nice to see you all. >> How are you? >> Hello. Hello. >> Nice to see you again. Betty, you got your heels on? >> Of course you do. Ready guys? One, two, three. >> Perfect. >> YAY. How are you, sweetie? All right, our next agenda on the next item on the agenda is agenda item number six, Miss Gandalario, thank you very much for the presentation. >> Next item, >> president, if I could. >> Yes. >> Thank you. Um, I would also like to thank before we move on to 6.1. Where is Gabby? Gabby, don't hide. I want to thank Gabby. Everybody wants

035to thank Gabby. Thank you so much for the work that you do for our district every single day. I know that the counselors definitively feel that you're a lifeline for them, a pillar of support. Your dedication to students, your dedication to the district, your dedication to those that you serve just shows up every single day. And so with our counselors, I also wanted to acknowledge your work in supporting them and your partnership with both deputy chief Kendallio and executive director Flores. You make it happen, Gabby. Thank you so much for your work. In addition to the outstanding counselors that we have in this district who show up every single day regardless of the weather and I don't mean the actual physical weather, the weather in the building, how students are feeling, how students are reacting.

036So thank you so much counselors for your work and Gabby for leading this most important work for our students, our families and our community. Thank you. Next agenda item is the superintendence updates. Uh item 6.1, budget priorities update. This will be done by Marett Crespo, chief of business, finance, and administrative services. We'll be teaming up with Miss Jamie Miller. Mr. Cresbow. >> Good evening, President Alvarez, Dr. Sorenson, members of the board, community members. Tonight I'm doing a budget update around budget priority 2, strategic compensation. We are providing a clear update today about what it means strategic, what strategic compensation means, what we discovered through this year and a half. We have been working on how we are addressing it um within the responsibility that we have at this moment. Of course, always centering in our

037vision, mission goals and Northstar goal. As you remember from our last presentation, we are centering our budget the in around the strategic plan with four clear priorities. Academic improvement strategies, strategic compensation improvements, access to student supports and after school activities, and operational innovation investments and sustainability. However, tonight we are going to concentrate on a strategic compensation improvements because we already have been working on academic improvement strategies with the school actions. Now we are going to work on a strategic compensation to ensure equity, competitiveness and compensation to attract, develop and retain high quality staff. And in the future we are going to talk about the activities and strategies we are implementing on the other areas. So a strategic compensation overview in this budget cycle for 2627 this is centered on last year's work when we were

038developing the budget for we discovered several things that we inherited through the work um no documented compensation practices stipens and bonuses without races uh lack of clarity on salary updates and how the processes work was very difficult ult to understand the data that we had and it was very difficult to understand because we didn't have documentation around the practices on compensation that we have in the district through the development of the budget for 2526 and during that school year I work very hard with with Miller and her team to be sure that we have clarity on our work we did a compensation analysis in order to provide a 4% raise across the board we did a strengthen our view on the budget development and how we were going to provide those those that 4%. Miss

039Miller and her team worked in a compensation manual doing a review and aligning the best we could in one year to get it at the level that it is right now. We develop internal controls. We documented those internal controls that was part of the findings in our audits and center accurate centered our work on accurate data and equitable placement is our responsibility and we believe on that firmly that everything that we find that is not correct needs to be fixed. So it's our responsibility to correct and strengthen the system where we are because that is where we are here. So what is strategic compensation? It's not just pay because when we hear compensation we think okay it's our salaries but we call it strategic because we want to ensure competitiveness we want to ensure equity

040we want to attract develop and retain high quality staff that's the people who is going to help us to deliver our mission educational excellence for the right of the right of every student. So it means accurate data, it means equitable placement, it means competitive salary, transfer and process, sustainable funding. So how what are the priorities that we are going to focus on through this strategic compensation? What are we going to work on? We have four clear things. We have um launching principal excellence. Uh we have teacher incentive allotment including other teacher positions. We have correcting compensation and data integrity. We are addressing compensation management inequities and we are also working on ensuring that in those inequities we take care of our employees or those positions that are hard to fill. Strategic compensation is both a

041leadership responsibility and an operational discipline and that is why we are showing how it aligns to our strategic plan. A strategic plan includes on the excellence in leadership uh priority or community trust, unity and partnership and on of course operational excellence and financial stability. So I'm going to show you first those areas that we are working on compensation where we are very proud of. Miss Miller is mostly centering this year in helping us to get a principal excellence initiative that has already a budget specific and is already presented and in the work. We are going to concentrate on evaluate principles through several lenses and reward leadership behaviors that drive student outcomes. This is completely aligned to our strategic plan and it's going to center on four specific measures. leadership effectiveness, student outcomes, instructional framework and

042operational effectiveness. Our principles are aware of this work. We have already presented it to you and the community and we want to be sure that this move forward how our students are performing. La Hoya will show through the evaluation rating and different system rules how effective we reward effectiveness across our principles. We will have six different levels from unsatisfactory to master and per based on performance those uh or principles will be rewarded and their salary will higher as our students perform better. How the next one will be teacher incentive a lotment also include a board approval and financial sustainability and this is based on the state um structure. So this for us it means a commitment to remain competitive offering incentive to to our high performing teachers from everywhere not just internally from our compet

043from our neighboring districts to work in our high need schools. We are measuring two performance data teacher observation and student growth and we next year will have four different designations from acknowledged to master. This teacher incentive a lotment works in different areas and we have different teacher categories that are eligible. Right now we are under the evaluation of TA for the next round of teachers eligible. um when you are um you are awarded your teacher incentive a lotment you are in that process for five years. So the teachers are really um the state and the district is really investing on our teachers to be sure that they get rewarded for the work that they do. Future groups will include fine arts and CTE teachers and we are looking for after TA approval for going from

04471% of teacher eligible to 90% of our teacher eligible will make us way more competitive than we are right now. So what is the other piece that um is where I'm going to concentrate today and we are going to explore some of what we discover as I say before and how we are addressing it. We had to correct compensation at data integrity. As I say before during our analysis for the 2526 budget development, we found years of service data errors. We found a coding in some employees that reads do no increment and we had deficiencies in processes and internal controls. I'm being honest, we don't know what the do no increment means. Clearly, we have assumptions and I'm not going to explore those in here, but we have proof and that's what I have as

045a snapshot of the screens um of how it shows on more than 900 of our employees. Compensation plans in raises, bonuses, steps, where we are, how we get paid are required to be approved by the board annually and that's based on the Texas education code. I mentioned that because anything that we are presenting to you eventually when we change the compensation manual will be presented to you for approval and that's an approval that needs to have annual with or budget development. So what we identify and really um this is a hard conversation because for me this this was a little uncomfortable morally. We found a lot of unverified number of years of services. We were we had discrepancies on what we found in teams. We couldn't we couldn't trust some of the data because we

046didn't have documentation on how the data was gathered or how the processes work. the system coded that implies that the step movement was blocked uh with a do no in increment in the system. Uh we have potential pay inequities that compounded over time. I want to share um that I really firmly believe that the race help us to solve some of these issues because it was um big enough to cover some of the discrepancies. I cannot tell you how many of those or how much of those were covered but these are some scenarios that we have found. You may have your years of service correct in the system but your salary step is incorrect. However, your salary may be correct on the compensation plan and you may not need any update on this work. You

047may have a years of services incorrect. your salary step is correct but your salary is not correct because was no fix due to the do no step do do no increment comment so I am in front of over 12,000 teachers and I have to or we because the team is amazing and supportive we have to go individual by individual to ensure that our teachers are being treated correctly and their pay is not impacted So who we know is impacted and who is not? This if we have any discrepancies impacts only stepbased salary employees. Who are those? I put the example that you can find in the compensation manual. Remember compensation manual is posted in our website. It's a public document and those steps are teachers, librarians and nurses. Not all of employees in campuses are

048on steps. For example, counselors, social workers, high school band directors, diagnosticians, they are in the compensation manual in levels but knowing the steps. Therefore, they are no impacted. Employees hiring on the 25 26 school year because of the hard work of the human capital uh group are hired on the right step. They were reviewed based on the experience they brought from their previous work and they were placed correctly at higher. So we are not anticipated any correction. However, we are checking every teacher, librarian and nurse just to be 100% sure and be clear that our employees feel that we are really reviewing everybody. So what we what was done vaper compensation data was reviewed during the 2526 school year the budget development we identify years of service and system coding issues and we know that

049practices originated on the pri prior administrations and prior board approved plans. What we did the district business and finance and the human capital team worked hard to figure it out where we were and understand what the problems are. This was a this is and was part of the process of strengthening internal controls and it was a datadriven driving review. It came up because we were doing the work to do the race and when we were doing that we had to review envelope employee to ensure that we're doing it we were doing it correctly. So this is not because anybody complained and it's not coming from any person across or any employee that came complaining is really based on what we discover on the system. So what it means for our teachers or for or not

050if they are not impacted if you are known on a stepbased salary schedule this does not impact you. If you were hired in the year 2526 for this school year, your placement is already correct. If you are on a stepbased schedule, your information will be verified for accuracy. And we are going to need you to help us to do that. And there are no pay changes unless the data is verified. And after we approve through the regular budget process, I'm doing a parenthesis in here. I bring in the law and say Texas law requires a school district to prepare publicly notice and annually adopt a board approved budget before any funds can be spent and these include the compensation manual part of the process of the budget for the following year. So these are I

051just did the statues in there just in case somebody wants to read all the details because that includes from the development of the budget all the way to the compensation manual and the approval of the budget and compensation manual. Um so this is the process that we are going to follow. Is any question in the meantime or we want to finish the presentation. >> Members of the board do you have any questions for Miss Chris at this time? >> No. Go ahead. >> We can we can wait until we finish. >> Okay, no problem. So why I said before that we're going to need the employees help. We want to be sure that everybody feel that we are addressing their individual needs and that we are paying attention to every potential issue. So we are

052going to have an employee experience verification form and human capital will validate that. We are calling this a triangulation. We are having the data in the f in our files. We are asking the employee to verify and we are going to get those two documents together to review and being sure that that aligns. If is any discrepancy, we are going to call the employee. We're going to have a one-on-one conversation to be sure that we have all the data in our hands and the employee is clear on why we are choose we are finding one number or one data point to go forward or not and if we agree or disagree all that is going to be done oneonone in person. We are going to do a step placement review that's going to come from

053the data that we are getting from the verification form and a cost analysis to see how this is impacting the district budget if it's impacting the district budget and at what level. That's the cost and affordability analysis that is going to continue where we are going to come to the board with a fiscal impact of this analysis and potential actions and options that we are going to offer to solve the issue. We are going to have a review uh and the superintendent at the board will are going to be able to analyze the data, review the impact and make a decision to vote and make a dec uh what is the compensation plan approved for the following year and what is the cost of that payroll reconciliation moving forward and we are going to notify

054every employee the 3,400 employees that we have of the salary for 2627. This is to guarantee the community or stakeholders that we are being transparent. The we know this is serious and we know how this feels. So we want to be sure that everybody through the process feels satisfied that at least this is being taken care of and we are really paying attention how that is going to look like the employee self-verification. This is a snapshot on how that is going to look like. You are going to receive an email. In that email, when you click, you are going to be able to go and open the verification form. You're going to see the years of services that we have on file and you are going to have the opportunity to say yes, this coincide

055this is my years of services or not. And if not, why you are assuring us that is not and what documentation you have to confirm that that is accurate. Um, we need your help. We need the help of our teachers, our librarians and nurses to respond to this survey in a uh as soon as possible as soon as they receive it and have the documentation they need if they don't agree with the numbers that we are giving them. So how the next pieces that we have to address? So after we do all this, we also have other inequities and other issues that we have to address under the strategic compensation. One is or that impact all our employees. One is addressing our compensation manual gaps. Yes, these are things that require more than one year.

056We did a lot of work last year. Miss Miller and her team worked very hard on that compensation manual, but we still have gaps, things that we couldn't address, things that didn't have um clarity in the moment because, as I say, things that we couldn't figure it out why they were decided. And now we have to include the following areas. Compensation best practices. We always going to follow TASB recommendations on how we are working forward on the manual comp on the compensations. reviewing position titles for accuracy and modernization. We are going to and I'm going to put an example. We still have um how do you call it Dr. Solson? The one that does the pegs in the phone instead of a receptionist we are using a switchboard >> switchboard operator. So with all the

057respect they are not using pegs on the phone anymore. So we are um modernizing some of those titles. We are going to review the pay grade levels to ensure fair compensation and the job descriptions align to the pay grade level the person is. Uh we are reviewing number of contracts and contract days that make sense for the employee and makes sense for the district needs and the job description that those employees have. And we are creating system and processes that are transparent and consistent that you can find that you can see and that people can rely on when they feel that things are not working the right way. how it looks like when we finish this. Well, we are going to have some of this discrepancy resolved. I want to be sure that communication to

058employees regarding compensation is streamlined and is reliable that we have embedded controls in our annual process that always are follow and makes sense and align compensation across employee groups and within pay grades. The next piece that we are going to do that impacts everybody is the strategic compensation is addressing hard to fill positions. We need to ensure that students receive consistent highquality services. One of the groups that we are very concerned about is the special education and this means that the district must address recruitment and retention challenges on those positions that are historical difficult to fill. So we have several uh priority focus areas. The first one as I say before is a special education teachers and rel and related service providers but we have other high need instructional roles like CTE CL teachers and

059we have bus drivers that is also very difficult for us to fill. So some of the potential strategic tools that we is subject to budget and board approval is TRS searches coverage for eligible retirees in hard to f to fill roles. As you know legislation free the districts to cover or not the TRS search charge for retirees um which is close to the 17% of the salary of the employee. So we are able to cover those salary th that search charge and support the incentivize the retirees to come to work for us. We also will pro will propose targeted signing incentives, differentiated salary adjustments or retention stipens tied to service service commitments. All these to be able to incentivize those employees to come to work for La Hoya ISD. What is going to control some

060of this work is that we are going to be sure that we have we identify those shortage areas uh shortage areas with data driven driving information. We are going to have we are going to review and present to the board for analysis a multi-year affordability review to see what is the best academic return of investment for any of those strategic tools that we use. We are going to align those with our strategic plan and budget capacity. Um and we of course have required board approval for this any of these decisions. I want to be clear that before any compensation adjustment after all this work the board always have to make the final decision. We have to be sure that we have secured the verify and validated years of service is done. We have to confirm

061that the step placement and accuracy and correction costs are clear. uh we had to review affordability and multi-year financial impact to be sure that we can afford it. Uh we had to align uh with the strategic plan priorities and budget guards. The superintendent must review and is going to help us to review and rec and do the recommendations to the board and we of course require board approval through the annual budget process. These are the board authority and the legal legal guards. is required by law that the budget and the compensation plan are approved annually. Prior approval of uh compensation decisions are binding. These are annual requirements. The district cannot retroactively re reopen or revise pri previous year's compensation plans and any corrections or adjustments are prospective only and contingent to board approval for the

0622627 school year. To end this conversation, um I want to com to do more one more time or commitment. We want fairness for all employees. We want transparency in processes and communication. And we want to be responsible under stewardship of the finances the finances in the district. Um and that is my presentation tonight. So any questions? >> Members of the board, any questions for me? >> I Dr. Mort. Yes, Miss Merid or Dr. Sorenson. I a quick question. You may have already answered it, but I perhaps missed it, but um if you are already aware of this, which positions are in a stepbased salary schedule? Why are you asking employees to self-verify? >> Because I want to be sure that the data that we have is correct. As simple as that. We need to be

063sure that it's two ways. One that I want to confirm that the data is correct what we have. Second, I want the employee to feel conf confident that the data that we have is correct. >> Thank you. >> I'll I'll just add a a really clear answer at least from our perspective. Employee voice matters. >> That's right. >> Employee voice matters to us. And so we can have a data report in PES and we can have years of service written on paper. And we've already said that documentation here varies. And so we want to also give our employees a voice to say, so you have these two data points. Here's my data point and also here's my evidence of said data point. Our employees have to feel a part of the process to verify their

064years of service. And so we wanted to make sure that they were included and that their voice was included. So at the end of the process they felt like yes I was taken care of. >> Good. Thank you. Secretary Pñena. >> Yes. Um Mr. Creswell. So I just want to make sure that I'm understanding this very correctly. Um because some of this is or this is very unsettling. Um so we're clear there is no rhyme or reason for why some employees were coded with base teacher step don't increment. Um and what what would be the alternative to the coding? >> We are not sure that as you say there is no documentation in writing. We have history. We have some former employees that tell us what they believe happened. Um but we don't have proof.

065We don't have documentation. We don't have any way to validate if the employee was stepped or not. um we can assume but I don't like that word so we don't do that >> and and these codings um when they are put into the system they're they're manually adjusted >> manually adjusted yes ma'am there is no way the system does that unless a human being does that >> okay and then um so effectively this um impacts teachers pay is that correct >> it may it may as I say before we have a step with an uh for this employees a step and that step have a specific salary. So if I have one year teacher and have a five years teacher because we did such a amazing raise last year we may be in the right

066step but I want to be sure that our employees are allocated in the right place for the compensation manual for next year >> and then does this affect TRS for the teachers as well? Not necessarily. It depends of what the salary is um discrepancy and how it is is individually. So I will have to we will have to work that with our employee. >> Got it. Thank you >> Mette. Would I be correct by saying that it would for those that we find discrepancies as you stated it would help them with their retirement. I mean we could add years am I am I stating that right? No, that is it's a more a documentation issue and ensuring that the salary that we are representing for that is correct. So if I I say in my

067compensation manual for 2627 that my five-year teacher makes X amount of money, I want to be sure that my five-year teacher is a fiveyear teacher and he makes in that funding that amount. That is really what it is. But we are not believing that the discrepancy for TRS is really that represented in there because it's a different system and it's being tracked separate from us. We cannot talk to TRS for them to verify the years of services with us. >> Okay. >> So that's part of why we had to do it this way. >> That's unfortunate. So for no fault of ours or the teachers, if someone said they were in another district for three years, they come over here and they never got that credit. You're saying they wouldn't get the credit. >> I'm

068saying that is very is no pro. How I saying this? >> I don't think so because the system of TRS works parallel to what the years of services in my system for salary works. So when I started working as a teacher that report goes through one system but when you move to La Hoya the what I put in my link system for paying payroll is another thing. That's what what um we I was asked is this manual? Yes, this is a manual variation. It doesn't touch what I've been doing in DRS because the RS count >> over there in their own counting system is no what I have in my administrative system in here in La Hoya. >> Thank you board president. If I could just also clarify a little bit to um board member

069um PA's question and yours is that where this shows up in terms of impact is compensation. um TRS monitors years of service in their own system where the impact to our employees and what we've heard as we've discussed this with our campus leaders people repeatedly said I knew it I knew something was wrong and so um where they would have felt the impact was in those yearly step increases that previous boards and previous administrations chose to say do not increment for certain employees. And so and and again, we don't know why which employees, right? We just know we have the responsibility of fixing it and making sure that our employees are taken care of moving forward in a fair and transparent way that aligns with their years of service. And so where they would have

070felt the impact and I think many of our employees who have gotten this information and have said, "Yeah, I knew my compensation wasn't matching my years um I just didn't think I could do anything about it." >> And I want to emphasize that this is a is again budget and compensation is approved by the board. The board has the right to say I'm not raising salaries this year. That's a vote that a board can do. a board can decide the problem I'm we are finding is doesn't have rhyme and reason. So we don't know who was stopped and who wasn't or that's what the problem is for us is I don't have documentation that verifies if it was all across the board or not and it's better for us to take the bandage and discover

071it figure it out fix it and know keep dragging things that we don't understand. Thank you. >> You know, I think what I want to say too is Merett to you and Miss Miller, I appreciate that you're taking this task on. I mean, this is this is really important to our teachers and and to and to those that work for us. So, I appreciate that and I appreciate that it's it's a task and you're going to be meeting with the the folks that you mentioned, the hundreds of folks that you'll be interviewing and the one-on-one conversations. So, I just wanted to tell you thank you for that. >> Any other questions from the board? >> I have a question. Yes, ma'am. Miss Creswell, thank you for bringing this up um and presenting the data to

072us. And um my question is in for tracking purpose and monitoring, do we have systems in place to notate said changes in the system and to monitor who's making those changes? >> I can tell you for the last year and a half, we have been very careful on documenting everything that we are doing. how we create positions, how we do position control, how we are tracking those positions, how the person goes on board, what are the documentation that they bring. So that is something Miss Miller have worked on her processes to document. Before that, that's part of the problem. We cannot find something that we can rely and say this is why this happened and now we are changing it. Is we don't know why it happened and now we had to get documentation for

073it. makes sense that >> it does. And then so moving forward recommendations um will be presented over the next couple weeks, months or >> we are estimating by April we are going to be able to end of midappril um what are those potential solutions and the costs for those so we can integrate them on the budget plan for next year. >> Appreciate it. Thank you. >> Thank you Miss Cresbow. Any other questions? seeing that we have none. Thank you very much. Next item on the agenda is 6.2, our 2026 2027 district calendar update. This will be done by Dr. Little. Dr. Little. >> Good evening everyone. So, we want to give you and the community an update on where we are in building out our calendar for next year and encourage folks to weigh in

074uh on that process. Uh so as we think about our calendar, it obviously relates to how we think about one of our biggest investments, which is the time of our of our people and how we create space and time for learning with students. Um so this isn't just about dates on the page or when we're going to have, you know, school versus holidays. It really is thinking about how do we support our pathway to these outcomes uh for for our students in La Hoya ISTD. And so I want to begin by thanking um the team that really helped put these options together and work through it. Just like last year, we had a cross functional committee that came together. It represents school-based team members, representatives from our educator uh group partners, various central staff and

075cabinet uh perspectives as well. All of that team uh helped create the options that we are sharing with you and that we've been sharing with the community. Some highlights to note about these calendar options is there continues to be a really strong commitment to maintaining um instructional focus in our calendar. That's both for our students in terms of the number of instructional days as well as the additional days uh with our ads program as well as the development and support of our educators and our staff through professional learning. Um so at minimum we have 179 school day options. We actually have 179 and 180. That's part of the options that we're considering. Our 2A schools um by law requirement will have 181 day uh requirement. So that's fixed for Garza and Sigin, 181 student days.

076Everything else about the calendars and I'll show you this is is the same. Uh the other big piece of this is again continuing to build the capacity of our team members and our educators and teachers in the classroom. So there are dedicated professional learning days where folks are on contract. That's part of their expectation of work each year where they're getting uh opportunity to learn and grow. And uh as the superintendent really emphasized when when she started this work a couple years ago in La Hoya, making sure there's also additional paid days for people to grow in their capacity in their work. So we offer professional learning beyond what's just in people's contract. um but have really emphasized compensating our our educators and our team members uh for those as well. Preparation days are super

077important especially for for teachers in the classroom to make sure that you're ready for students to come in getting your classroom set up, all of your materials ready. So those are still built in. Uh we continue to have weather makeup days as well. We just had one of those on Monday. That's why the district was able to to be off is because we hadn't had to use uh a weather day this year. And then I mentioned ADSI that continues to be a big focus for us um in the summer in the month of June that exists in these calendar options as well. The thing that will actually be different even this school year is the state now allows middle school grades to participate formally in the ADZI program. So whereas we've had summer options for

078our sixth, seventh, and eighth graders in the past, this year they'll actually experience that in the same way that our elementary students will in terms of having a balance of academic work and enrichment opportunities built into that uh summer day. The other thing uh to really take note of here, and you'll see this on the calendar, is in all of these options, we will actually end school before the Memorial Day weekend uh next year with these proposals. So the last day of school for students would come before that long weekend in May and then once we get past the Memorial Day weekend, we're fully focused on on Azie. That's not been the case for the last several years just how the calendar falls. Um but that is something to note. So here are the two

079options that we have presented uh to our community and wanted to to share with you this evening. Um we have very thoughtfully called them calendar A and calendar B. Uh so not sophisticated naming here, but the key difference is the number of total student instructional days and in particular when the first day of school falls. So calendar A is very similar to what we have right now this school year. Um I know it's a little small, but if you look in that August box, you see blue, orange, and yellow colors in there. The blue are those preparation days. Again, that's teachers working in their classroom, school staff working to get things set up. The orange are those professional learning days. Uh, and then the yellow is the first day of school. So in calendar A,

080first day of school is Monday. That's what we did this year. That's what we did last year. Last day of school, if you go to the bottom right in May, you see that yellow color pop up again, it's the Thursday before Memorial Day weekend for students. Calendar B is identical except for the first day of school. In this case, we go to 179 instructional days because we're adding another professional learning day before the school year starts for for teachers. And so, you see, we actually have four orange days in that first week of August. Students would actually begin on Tuesday instead of Monday. Everything else in the calendar is identical. Um, and just to note, all the colors obviously mean something. Gray here are the holidays and days off. So you can see that those

081are consistent in both options as well. Again, match what we've done in large part to this school year. The other option that we've put out for survey for feedback is when our last day off, our last holiday falls within the year um because we had some things um that we could consider doing differently. So this really relates to October and January and it's the red days that you see show up in these two images. So, in October, we know we're going to have off Monday, October 12th. That's Indigenous People's Day. That's going to be a long weekend no matter what in every calendar option. Um, but we have this extra day that we could either put in October to have a sort of mini fall break, a 4-day long weekend, or we could place it

082where many districts do in January on Martin Luther King Jr. um sort of remembrance day. And so this is part of what we've asked the community to give us feedback on is should this day fall in October or should it fall in January to help us round out the calendar. Other thing to note here in January just like we did this year and we got some good feedback on it is we will continue next year with the same process of returning from winter break. So students will not actually return until the Wednesday the 6th. That pink day the 4th is one of those extra compensation professional learning days. So, if you come to professional learning, it's compensation above your contract. And then the blue day, everybody's back here working. It's a prepar preparation day, final

083day to get ready before we start the spring semester. Um, so we did that this school year. We're continuing that based on feedback for next school year. And then as I mentioned um this is not an option for feedback because it is sort of what we're required to do with our accelerated campus excellence work but there's actually 181 days required in this calendar. The only difference here is the last day of school. So remember in the other options I showed you the last day of school for students would be the Thursday before Memorial Day. We get to the 181 days here by making that last day of school be the Friday uh before Memorial Day. So, nothing sort of earthshattering, but do want to acknowledge that this does have that extra student day in there.

084And then, uh, finally, we've been asking folks for feedback. We really appreciate the work our communications team has done and continues to do to put this out there. Uh, make sure our parents, community, teacher, staff, um, everyone knows, um, that we are seeking feedback on this, you know, 180 versus 179 day option as well as the October versus January uh, holiday option. That QR code is live until like 11:59 p.m. on Monday. Uh so folks can still give us their feedback through Monday the 16th. Uh we are taking that feedback and we will come back to the board uh with an action item consent item to approve the calendar for next year at the next board meeting. So we will bring this back to you on the 25th uh with the final recommendation. uh as

085of yesterday at least we shared this with the district advisory community or council sorry uh we had about 2600 responses to the survey. So we're certainly encouraging uh more voices more people to weigh in uh as we make this important decision for next school year. >> So with that happy to take questions. >> Anyone from the board have any questions for Dr. Little? >> I have a question regarding the ATC days. Are we planning to do what we did last year pretty much with the schools and >> Thank you. >> Seeing that we have no questions. Thank you, Dr. Little. All right. Next item on the agenda is agenda item number seven uh lonear governance item 7.1 Moy assessment data map growth and fluency. And this will be done by Dr. Little. >> All right.

086Thank you, Mr. President, and and board. very happy to share our middleofyear data and results uh from our MAP assessment and how that relates to our goals and our goal progress measures thus far. Uh obviously again this is direct update on how we're doing against our goals and our goal progress measures all building up to our ability to live up to our vision of providing educational excellence for every student and ultimately achieving that Northstar goal of 90 plus% of our students in AMBrated campuses and happy to share and sort of spoil that you're going to see improvement here uh across the board which again we're we're happy to show to help frame our conversation just want to pause for a minute and situate this in the context of sort of where we've been, where we

087are and where we need to go uh as an organization. So we have three simple questions here that that we have asked ourselves and and want to share with the community. And the first question is are we doing better this year? Like can we show improvement since the start of school um six to seven months ago? And that answer is yes. And I I'll show you the sort of evidence of that uh in a minute. The other thing that's important is not just are we improving this year, but are we getting better over our results last year. You know that we had really disappointing results um overall last school year. And so we got to see accelerated growth and so we want to know are are we seeing that? Is it showing up? That answer

088also is a very strong yes. The third question is the one that we very much wish we could answer and like look into the crystal ball and see and that is sorry that is if we are seeing enough growth in progress to end up this year where we need to be. Again lots of data in this presentation is going to hopefully like inspire confidence in all of us um that we are heading in the right direction and we can't definitively say that yet. So, we just wanted to be transparent with you and the community and ourselves. Uh we still have 30 days until the first uh STAR exam. Every single one of those 30 days is super critical. Uh and they will determine whether that last sort of question becomes a yes or a no.

089Uh but again, very happy to share that the first two are really strong and that's what we're going to walk through in this presentation. A quick sort of summary. You've seen a version of this slide in most of our updates this year. Uh but again the story here is a bit different. Uh throughout this point we've generally had to share that you know we started the year lower than we did last year and we unpacked that with you in terms of you know Matt made some assessment changes to really focus more on on grade level questions for students. We got different comparisons to how we're doing across the country. Uh and we still didn't have a lot of data points yet. Remember last year was the first year that we took MAP. Um, so this

090is only our second middle of year data point to be able to actually do a comparison. What we can see though is that there is real growth across the district across grade levels and across contents. We can see that growth both compared to August and compared to last school year. We can also see that growth in our classrooms every day. Uh, as you heard in the amazing sort of year and year and review video, we've been doing spot checks. We've been out there in classrooms uh doing observation, providing feedback, providing coaching. Uh and we saw tremendous improvement from cycle two, which was late in the fall, to cycle three, which we just did a few weeks ago. So, what our teachers and our our educators are doing in the classroom is showing up in their

091practice. And these last two things on the bottom of the slide are our push and our urgency to say we got to do that even better and we've got to do that more consistently in every classroom every day, every content, every grade level. And so that's our real focus of ensuring that we're organizing our direct support to teachers in our teams to our leaders and that our partners are doing the same uh to really again maximize this 30-day sprint that we're in, but also ensure that we're building that strong instructional foundation that really can uh accelerate our growth in the years to come. So, first question um sort of proving the yes here like have we gotten better since the start of this school year. That's what this slide shows. Again, if we just look

092at the colors, it is green, green, green. There are three places. So, three out of 26 assessed areas where we um didn't see the growth that we needed, but 23 of these areas showed progress. um in some cases significant doubledigit progress over the start of the school year. And again, you can see that in reading, math in the middle, and science all the way to the right. Uh this is all MAP data. So, it's all coming from the MAP assessment at the middle of the year. To the second question, can we see growth over last year? Here's the slide to answer that question. Again, we see a ton of green on this slide. uh 19 out of 26 assessed areas show improvement. Uh this also helps us see areas where we got to focus on

093even more deeply. And so kinder for example, you see that um minus 6 compared to last year in reading, minus one in math. That really helps us see we've got more work to do in our kinder classrooms to really build um that teacher capacity, that comfort level with the work we're asking teachers to do. remember in the the K and one space in particular, there is a lot of heavy lifting that teachers have to do to teach students how to read. And so we've got more uh work ahead of us to ensure that foundational skills are being taught, that they're being taught explicitly and deeply and that students are are gaining those skills from an early literacy perspective. You can also see if we slide down the page to seventh grade that really stands out

094again as a grade level that we've got to provide more support and focus around whether we're talking about you know reading or math in this case. Um so that helps us hone where we're providing uh support to teachers and support to leaders in our schools. But again, takeaway here across both is there's a lot of progress to celebrate and we do want to acknowledge and celebrate our teachers, our leaders, and our teams for the incredible work and effort that they are putting in every day to get these outcomes for students because that's what it is. It's not just green or red on the slide. It is students being able to do more, know more, and demonstrate more because they learn more this year. And that's certainly what we are after. Now, to tie all of

095that into our goals and our GPMS, we'll start here with our four goals. Uh, we gave a status update right before winter break on on how we were doing and or right after winter break rather. And that's that middle column. What we've now added based on this middle ofear map data is the far right column. Um, so goal one and two we aren't representing as on track in green. That's not because we didn't see significant growth there. is because remember we agreed with you back in August on the parameters we would use to color code these statuses based on how far away we are from the end of your target that determines whether we're green, yellow, or red. So, we are staying true to that, staying transparent to it. Um, but don't want you or

096the community to walk away to think that we're moving backwards. We aren't in any of these cases. We are definitely moving forward and have momentum and we've got a lot of work to do over those next 30 to 40 days. Yes, ma'am. >> Can I make a comment? Yes, Dr. Sorenson. >> Um, and also want to just chime in for the board and for the community is that um the conversations that we had setting around board goals were also five-year goals. And so our GPMS is where are we going to be at the end of that year where our board goals are where are we going to be by 2029. And so that's why you may sometimes like because we had um we call them robust conversations around our statusing, right? And staying true to

097the definition that we gave you in terms of how we status, how far are we away from the goals. And so again, just highlighting that these are five-year goals as board goals um rather than GPMs that are yearly. >> Thank you so much for that, superintendent. Other thing just to clarify here is goal four that shows up in this gray sort of not applicable space. That's simply because the map data doesn't directly relate to that goal. So there's no change in status there because it doesn't impact uh directly impact rather that outcome. Um GPMS look quite a bit uh different in in terms of again very strong here. All but two are on track. These two which are our K2 reading fluency data and our Texas kindergarten entry assessment data are showing off track again

098but just because of the distance we are away from that end ofear target. You will see in a few slides we are showing um real growth and progress in those areas but again want to always stay true and and transparent to uh how we status these. So let's dig in. Um we'll go through these a little bit quickly because again you've gotten the highlights already but want to to share and show the data. Starting with goal one, which is our our early grades reading, beginning with MAP fluency. Again, this is where we're looking at if students are building the foundational skills needed to become fluent, proficient, sort of strong readers. Uh we've shared this slide a number of times with the board. What we are generally looking for here is students moving from left to

099right. So, I go from not being able to identify a letter or a sound all the way to where I can read short paragraphs and comprehend what that's saying and answer a question correctly about it in terms of sentence fluency and oral reading rate. As a reminder, what we're specifically reporting here is that blue box, sentence fluency. So, how many of our students have made it to that place in their uh reading development? So, here is that result. Again, these slides look really familiar uh to us because we report them the same way every time in honor of like our our Lone Star governance work. Top left, we'll start there in our line graph. This is always the easiest sort of snapshot to see where we are, if we're getting better and how we relate

100to that end ofear target. Uh the happy thing certainly for me and our team as we review the data is we actually have more data to look at now. Last year when we first started sharing with this you had a dot on the line because there was no historical data here. But now we have a full year two data points this year. So we can start to see trends uh with our K2 reading fluency. If we look sort of middle to the right of that line graph, you can see that we grew from 20% of students at that sentence reading fluency uh level to 28%. So we had an 8 percentage point gain uh since the beginning of the year. The reason we reported that is off track though is because we got to get

101to 44%. So that's the distance that I was talking about even though we have the growth. Um that said again students at these age levels develop really quickly with strong instruction and so that's what we're working with teachers in the classrooms to do. Um so we very much still feel like that 44 is attainable. First grade this is regular sort of map just on grade level assessment. Um big growth here, 13 points overall going from 30 to 43. So super strong in that space. Second grade even stronger, 20 points of growth here from the beginning of year. Um well above our end of year target. So you see we're sitting at 53 right now. Our our board approved target for this year is 40. Um so we certainly want to knock that out of the

102park even more. You see at the bottom, just as a reminder, we're always sharing how campuses are doing. So the gray is beginning of year, pink is the middle of year. So you can see that we had um sort of universal growth here across our campuses and then always calling out how our superintendent constraint schools are. So you see the boxes around Sigin, Garza, and Pena. So that's always transparent in these uh updates. And then third grade, this is our goal. Uh again, big big growth here, more than 20 percentage points over the beginning of the year. The other thing I just want to remind the board of is is last year um and unfortunately most of the time in my career where I presented middle ofear map data in various spaces you see a

103drop from beginning to middle of year like we see that just sort of generally it's a hard time of year like it's just rough and and that normally shows up. That's what we had across the board generally last year. So that makes what we're seeing here um even a bit more special and again like congratulations and appreciation to our educators because seeing that jump from you know low teens into the mid30s is a really big deal certainly compared to last year when we went down four points from beginning to middle of year and then a transition to math. So this is staying in the same grade levels, kinder first, second, and third. Uh kinder here, remember our GPM is using not math, but the Texas kindergarten entry assessment. Um this year we are doing beginning,

104middle, and end of year. That was a change that the state made for districts that we need to do all three points. We don't actually have a comparison point to middle of year last year because we only did beginning and middle. Um, but we can still see since the start of the school year, again, we've had a strong growth here, getting to 55% overall. Our end of year target is 84. That's really high, but again, this grade level, with the amount of growth that we can, uh, continue to expect, uh, we believe that's certainly still attainable with the amount of time left that we have this school year. First grade, back to MAP. Um, we see this a much more leveled out compared to what we saw in reading. Uh so still see growth here,

105still above end of year target, not as dramatic as what we saw on the reading side. So that's something again that we're we're watching closely to make sure that we can maintain these gains. Uh but second grade stronger still. So you should start to see a theme. We got some things we got to really pay attention to in kinder. Make sure we're building that foundational um sort of knowledge and skill set for our students, whether that's reading or math. first grade showing progress but not as much progress certainly as we would want to see and then second grade in this early space is is showing up the strongest. Um that matters in terms of how we support our staff, how we assign teachers to these grade levels. Uh the super and I both like routinely

106harp uh with our principles that our best educators need to be in these grade levels. And so as we start to balance our attention from finishing this year strong to getting ready for next year, uh those will be fun approval conversations that principles get to have with me on which teachers are actually teaching which grade levels and which content based on the data, based on evidence, and based on what our students need. And then finally to wrap up um our early grades math here, we're showing third grade. Again, we see a little bit of progress here. we do have the most growth um needed to achieve that third grade outcome in math. Uh part of what we are are seeing overall here with math. Again, we're seeing progress. We need to see more progress. Um

107and it's our second year of curricular implementation. So, we think this only gets better over time as we continue to settle in, learn this even more, and students have multiple years of benefit of learning math and doing math in the way that our high quality uh instructional materials are teaching. And then finally, not a GPM, not a goal, but we always show you algebra 1 data. It really is a gatekeeper in the research to long-term uh outcomes for students. Last year, our algebra 1 data was awful. um like we shared that with you in the star results. It really was and so we know we had to have a really big rebound um this year and we're starting to see that. So we have a six-point improvement since the beginning of the year uh well

108ahead of where we ended last year in algebra one data. Well ahead of where like our internal target not LSG target but internal target is. Um and we can see that schools are doing better. If you look at the bottom, I want to steer you to the bottom right. Our comprehensive schools all showed growth since the beginning of year in algebra 1. Uh, and our our team continues to spend a lot of time and energy in these uh algebra 1 classes in our high schools to make sure not only that sustains, but it grows even more uh this school year. So, finally, we'll move to the middle school space to round us out here. Uh, sixth, seventh, and eighth grade reading is what we're looking at. I do want to sort of temper expectations here.

109Again, we're going to see good growth. Um, but we don't expect like MAP as an assessment does not expect the same types of jumps really in the fourth grade and up space as you see in the lower grade. So, where a student may jump like 20 points on the math exam as a first grader, expectation could be three points as a sixth grader. So, these lines look flatter, but that's normal. We still want to see us getting better since the beginning of the year. We see that here in sixth grade. Um we we had um a little bit of progress above where we need to be for the end of the year. Uh same is true in seventh grade. Actually have a little more cushion compared to the end of the year. And then where

110we see the most change is actually in eighth grade. So the most growth and we're the furthest ahead of our endofear target uh in that eighth grade space. So, all of that to say, um, our work continues to be deeply focused on ensuring we have quality instruction in every classroom, in every space. That has been our commitment and focus this school year. It remains our commitment and focus. What we're really doing over the next six weeks is fine-tuning where we provide support. So really maximizing where we're in classrooms, where we're in schools to ensure that that's being provided to the places who need it the most using data just like this uh to help make those decisions. Uh we are staying true and committed to our high-quality instructional materials as are our partners who are

111in our buildings and in our classrooms frequently. Uh working with our teachers and leaders and ensuring that there's tight feedback loops between assessment data to instructional data to what teachers are doing in the classroom to really respond to what their individual students need uh throughout the day as well. And then um a couple other things to add here. You know, tomorrow, in fact, we'll be spending several hours digging into this data deeply with our principles. They have action plans that they're already working on this spring, both for during the day as well as like after school tutoring, Saturday opportunities. This is another data point to help uh fine-tune those plans and that's what we'll build on uh as again we move through the school year and get closer uh to our star exams. The other

112thing I want to acknowledge is actually next week we start Telas exams and so we we talk a lot about this isn't just about what happens in April. It's got to be about what's happening every day. And there's important moments for our emergent bilingual students over the next three weeks as they demonstrate, you know, their growth and their potential uh in listening, speaking, reading, and writing and being able to do that on grade level. And then the last thing we want to share is what we're doing specifically, intentionally, and intensively uh to make sure that we are giving our students the right level of exposure, the right level of opportunities or like at bats, practice opportunities to be ready for the actual exam. Again, we've poured a lot into great instruction and great learning and

113students have to be able to demonstrate that on the exam that the state gives us in every district. So, this strategy and really appreciate um our team, particularly Miss Ortiz and Miss Garcia, who's led the effort to put this together um for responding to feedback we got last year to some of our sort of scrap knees as we learned some hard lessons last year as well to ensure that we've got a real strategic approach to how we're using these last few weeks um to prepare. So, you see each month we've got a specific area of focus. Um, this relates to how we're using time a bit differently during the day and how that ramps up as we get closer um to the assessments. Uh, again, how we're using time outside of the day and how

114we're ensuring that this integrates within the lessons and the learning that we're asking teachers to do. We've given overviews to teachers. We've given overviews to our principles. We share this final version with them tomorrow uh because starting next week some of this will start to weigh in. So, for example, on Thursdays and Fridays, we're going to adjust the schedule a little bit. So, there's direct opportunities for teachers and students um to see how I'm going to be asked this question on the exam, how I need to manipulate that question and be able to show that I know that answer. So, that'll start to phase in over the next uh again, four to five weeks as we get ready for April to see where we are at the end of the school year. Uh so back

115to our framing again, we can see real growth this school year. We can see real growth over last school year and we are going to keep cranking it out hard uh to make sure we can see that growth at the end of the day with our star results this year as well. So again, board president, happy to take questions. >> Great presentation, Dr. Little. Members of the board, any questions for Dr. Little? >> That was very well explained. No. >> Yes, Mr. Oh, thank you. >> Thank you very much, Dr. Little. Great job. Uh, next item on the agenda is 7.2. This will be done by Joseph Lonear Governance Time Use Tracker. Before we move on, Dr. Sorenson, do you have anything to say? >> Um, yes. I want to um acknowledge the work of

116our educators. that level of growth. Um, as somebody who was a previous chief academic officer in other spaces is really the work of educators doing instruction every day. Um, I know it's been a really hard pill to swallow and when I say that stuff out loud, like I just said to board member PA, you know, we say the things out loud. It's been a tough shift for our district to not just do star prep, but we as a board and as a leadership team made a commitment to high quality instructional materials to make sure that the learning wasn't just for now for a test. That kids then when they got to high school were best prepared for college and careers. We need to make sure we have readers and writers and thinkers who can perform

117whatever career or collegiate track they choose for themselves. And that starts with really great instruction with grade level materials at the early grades and then throughout. And so all the green that you see on those pages. Yes. Thank you so much team. I ask the team all the time like so how is our work impacting what is what we're doing? Right. Right? I ask you guys that every single time we talk. Um, but it is a direct result of the teachers really leaning in to new instructional materials, new curriculum, and dayto-day tier one quality instruction and our leaders actually growing with us to do that work. So, I I really didn't want the presentation to just go without acknowledging the growth of our educators and also acknowledging that the next 30 instructional days like celebrating

118like get really excited about the growth that you made and right I say I'm in both and and the next 30 instructional days matter profoundly in terms of all of us meeting our wig. just to define what everybody wig is. It's our wildly important goal. Um and so we just want to make sure that we stay diligent in our supports um and our focus and that our educators continue to show up um as they have been for the past couple months um across this year despite changes in practice that we've asked from them. >> Thank you, Dr. Sorenson. Well said. I I particularly like pages 52, 53, 54, and 59 because it showed a lot of green. So I would have to agree with Dr. Swornson. So thank you, Dr. Little. Next item on the

119agenda is, as I said earlier, it's 7.2, our time tracker report, and this is from our January 21st meeting. Joseph, it's all yours. It is. Thank you, sir. Mr. Board President, members of the board, I'm Dr. Sorenson. Pleased to bring you our Lonear Governance time use tracker report for our January 21st meeting. Um, of course, uh, in our last presentation, you heard Dr. Little refer to Lonear Governance several times throughout. Um, and so this part of, uh, of our work is is about, uh, our board meetings and how we spend our time in board meetings. Um but our lonear governance work is a continuous improvement model for governing teams or superintendent and we choose to focus intensely on one thing and that is improving student outcomes. Um I'm going to take a moment I'm going

120to take a minute um to um uh explain how the Lonear integrity uh framework and the and the Lonear time use tracker sort of overlay with one another. Um so the framework outlines the essential behaviors um for school board for school boards. It essentially sets the standard of how boards of administration um behave in board meetings in a way that lead to improved student outcomes. The time use tracker um is a tool that we use to keep ourselves accountable. So throughout the board meeting um we are tracking time. I am doing it this evening like at each like transition point. Um and we are measuring how we're using our time and in in terms of a few things. One, the lonear in integrity instrument pillars. Um and so you could see on the screen that

121far left sort of gray um column um those are the pillars of the loadar integrity instrument. Um and then next to that in the blue you can see that it's student outcome minutes and then in the green it's adult behavior minutes. Our agenda in paren our board meeting agenda has in parentheses for each item where to which um to which pillar um the the the item attributes to. Okay. So, um, if we take a look at last board meeting, um, on June 21st, um, we see that we had 43 minutes for vision and goals attributed to adult behaviors. That 43 minutes, um, came from Dr. Little's, uh, school recommen school actions recommendations presentation. And then we could see that under progress and accountability uh we had 17 minutes attributed that came from this report as

122well as Dr. Betta had let us in um ache um um check uh progress check um other minutes are attributed to to to other operational items. So in total um you can see that we had a board minute efficient board meeting of 97 minutes in length. Of that time 60 minutes um were attributed to adult behaviors um which equates to 61.86% time of our time um spent on student outcomes andor adult behavior minutes. Strictly student outcome minutes we had zero for for last board meeting. Again, um the bulk of our board presentation time was around the school action recommendations which was put towards um the adult behavior minutes. So in some the uh the lonear integrity instrument sets the standard for behavior um and then the tracker helps keep us honest, keep us accountable to

123how we're actually spending our time in board meetings. So with that said, I'm I'm happy to take questions. >> Members in the board, any questions for Joseph? Seeing that we have none, thank you very much, Joseph. Great report. All right. Our next agenda item uh is agenda item 7.3. Uh unfortunately, I would recommend at this time that the board entertain a motion to table this item. Uh Dr. Betta, who Joseph mentioned earlier, unfortunately couldn't make it tonight due to illness. And so I'm asking for a motion that we table this agenda item to uh an upcoming meeting. Do I have a motion? >> Yeah, I move to table item 7.2. >> Do I have a second? >> I second the motion. >> All in favor signify by saying I. I. >> All oppose. Motion carries.

124We will reschedu or um table this item for the next for another board meeting. Next item on the agenda is our consent agenda item. Do I have a motion? >> I move to approve the consent agenda. >> Do I have a second? I second the motion. >> All in favor signify by saying I I. >> All oppose. Motion carries. >> Ladies and gentlemen, we will now be going into our close session. It is 7:55 p.m. Uh, it's close session under section Texas Government Code 551. 551.071, 551.072, 551.074, 551.076, 076 551.129 and 551.0 I mean 0821 concerning any and all purposes permitted by the act including but not limited to the actions or sections and purposes listed below. We are now in close session. Okay, we are back from close session. It is 8:41 p.m. Next

125item on the agenda is 11.1 approval purchase of prek instructional resource quotation through RFP2026-03. Do I have a motion? >> I move to approve item 11.1. >> Do I have a second? >> I second the motion. >> All in favor signify by saying I. >> All oppose. Motion carries. Next item is 11.2. to approval of district-wide technology infrastructure upgrades um CSP2026-47. Do I have a motion? >> I move to approve uh item 11.2. >> Do I have a second? >> I second. >> All in favor signify by saying I. >> I. All oppose. Motion carries. 11.3 approval of districtwide uh rein services quotation number 2026-810 through purchasing cooperatives. Do I have a motion? >> I move to approve item 11.3. >> Do I have a second? >> I second the motion. >> All in favor

126signify by saying I. >> I. >> All oppose. Motion carries. 11.4. Approval of transportation operation software upgrade through purchasing cooperative. Do I have a motion? >> I move to approve. >> Do I have a second? >> I second. >> All in favor signify by saying I. >> I. >> All oppose. Motion carries. 11.5 approval facilities condition assessment and facilities master plan services CSP number 2026-40. Do I have a motion? >> I move to approve item 11.5. >> Do I have a second? >> I second the motion. >> All in favor signify by saying I. >> All oppose. Motion carries. >> Next item 11.6 Six, determination of La Hoyo Independent School District District's nomination of candidates to be a resolution 2026-02 for the board of directors of the Dalgo County Appraisal District. Do I have a

127motion or or recommendation? >> I move to approve the adoption of resolution to nominate George Martinez for a vacant position on the Hidalgo County Appraisal District Board of Directors. >> Do I have a second? >> I second. All in favor signify by saying I. I. All oppose. Motion carries. >> 11.7 approval of Lonear governance board assessment using the LSG integrity instrument. >> Um. >> Okay. So yes, because we didn't um have that discussion earlier and we asked to table this for another meeting, we are not taking action on 11.7. Thank you, Dr. S. >> 11.8 A consider and take possible action regarding a resolution creating and regulating a period of daily prayer time and reading religious text during the school day. Do I have a motion? >> I move that the board not adopt a

128resolution creating and regulating a period of daily prayer time and reading of religious text during the school day. >> Do I have a second? >> I second. >> All in favor signify by saying I. I. >> All oppose. Motion carries. Next item is 11.9 election of school board officers. Again, we've been here two years, so I am asking for a new slate of officers. If there are any nominations, I ask uh that they be said now. Do I have any nominations? >> Uh I move to select Julian Alvarez as a president of board of managers. I move to select Alisa Pñena as a vice president of the board of managers. And I've moved to select Sel Gomez Jr. as the secretary of the board of managers. >> Members of the board, do we have any

129other nominations? >> Seeing that we have none, do I have a motion? I second the motion. >> So we have a motion that the following were made in nomination. Do I have a second? >> Motion was by Miss >> That's correct. Yes, >> that's correct. So we were seconded by >> I Okay. All in favor signify by saying I. >> All oppose. Motion carries. Congratulations, Miss Alyssa, our new vice president. And so Gomez will be our next secretary. Congratulations to both of you. Next item on the agenda is 11.10. 10 consider and take possible action to propose non-renewals of renew non-renewal and terminate chapter 21 contracts subjects subject to program change reductions in force. Do I have a motion? I move to approve the proposed non-renewal, non-renew, and terminate chapter 21 contracts subject to program

130change reductions in force as presented in close session and to authorize authorize the superintendent to provide notice to the affected employees of the same and assign an attorney to preside over any requested hearings on behalf of the board. >> Do I have a second? >> I second the motion. >> All in favor signify by saying I. >> I. >> All oppose. Motion carries. Next item on the agenda is 11.11 considering take possible action to propose the termination of chapter 21 term contract employees and authorize a superintendent to send notice of proposed termination to employee. Do I have a motion board members? Do I have a motion? Seeing that we have none, we will move on to the next agenda item. Next agenda item is our calendar which is agenda item number 12. February 2026 is

131Black History Month, Career and Technology Education CTE Month, National Children's Dental Health Month, and Heart Health Awareness Month. February 11, 2026, International Day of Women and Girls in Science. February 12th, 2026, Digital Learning Day. February 25th, 2026 will be our next board meeting. Uh, agenda 13 is any remarks from the board before we adjourn, but I would like to turn this over to Dr. Sornson. Dr. Sorenson, do you have any remarks before we close? >> Thank you, sir. Um, I would just like to close obviously um reflecting on the past two years and all of the work that we've done together um as a board and um as a team of eight. Um it's it's been my honor and my pleasure um to work with you and to serve the community and um the affirmation

132that we received from the commissioner to continue to do the work for another two years um just really signals that we've been doing great work and that there is work ahead and so um I'm grateful um we will continue to work hard openly transparently ly in partnership with the community and um really again want to publicly thank Miss Anita Chavez for her work, her time, her dedication um the past two years and she was part of the team of eight and so just again really want to thank her for her dedication and her service and again really welcome Miss PGA board member um to join the team. Um, so I'm looking forward to the next two years of us working together and continuing to serve um, with integrity. >> Thank you, Dr. Sorenson, and thank

133you for acknowledging the great work that our board member Anita Chavez displayed during the last two years. We're very grateful for her leadership and also for um, everything she's done for the school district. Again, reference the last two years. Before we close, I'm going to give Miss Bea an opportunity to say anything. How did you experience your first meeting? Is there anything you'd like to say? >> Uh definitely a lot of insight on on what goes on what goes on uh to make >> uh all these wonderful things happen. There's a lot of coordination and I'm happy to be now part of that. Um but very exciting, very exciting first meeting. >> Great. Thank you. Any other board members before we adjourn have anything to say before we close? See? We have not. Do I

134have a motion to adjurnn? >> I move to adjourn this meeting at 8:49 p.m. >> Do I have a second? >> I second the motion. >> All in favor signify by saying I. >> All opposed. The meeting is adjourned.