001You're free. W. Hey. Hey. Heat. Heat. I got a chicken. Keep it rain. You feel me? You're You are me. feel. You are right. Den. ring. Hey You're Feeling feeling. You are the ring. Happy rain. You are. We call this meeting of the Nelson County Board of Education to order on April 21st, 2026 at 5:30. Please join our board team as we recite the pledge of allegiance. I pledge algiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. >> All right. Our mission, work and life ready students. Um, tonight our goals will be discuss salary schedule revisions for 2627, evaluate and authorize required funding for staffing allocations, and release Nelson County High School softball field complex
002for bid. So, um, tonight I did not see any names. I don't know if anyone signed up, um, after I walked past that. And I did not see anything on, um, the virtual. So, with that being said, I am not going to read that unless we have a guest that wants to speak. We're all good. All right, we're moving on. So, consent agenda, as always, is given to the board prior to tonight. Um, is there any areas of discussion on the consent agenda? If not, we will need a motion to approve the consent agenda as presented. >> I'll make a motion. >> Thank you. Do I have a second? >> Make a second. >> Thank you. All in favor? >> Any opposed? >> All right. Motion passes. All right. Moving on to grant updates with
003Dr. Shearhorn. >> Good evening. >> No. Now, can you hear? Okay, I hear it now. >> We were recently awarded two math grants uh for the 612 schools, one for each uh OKH and Bloomfield Middle. um their focus will be on math professional development and acquiring additional math uh resources that are HQIR to support uh all tier levels. Um each grant was worth 40,000 for one year. >> Dr. Sheerhorn, are these the first math grants we've had in the district? >> Um no. Well, they're the first at um a not elementary level. We've gotten several before that were elementary focused K5. Um but these are the first that they've offered for the 612. Um so we were awarded two of those. >> Kudos to you for um the grant award and for the team and
004developing that and I hope that we see tremendous benefit for our students. >> Yep. Miss Courtney Newton has great plans. >> Fantastic. Um any discussion? >> All right. With that, we need a motion to approve grant acceptance as presented. >> I'll make the motion. >> Thank you. Thank you. Do I have a second? >> I'll second. >> Thank you. All in favor? >> I. >> Any opposed? Motion passes. >> Thank you all. >> Thank you, Dr. Shearhorn. >> All right, moving on. We have Mr. Martin. >> So, we we have uh combined three items into one because the relationship between the three of them. So, uh budget, salary, schedule, and job descriptions connected to staffing allocation as they all work together. So we'll talk through those. Uh this is the primary agenda item of tonight
005uh for our four month process around these matters. So >> yes, and we'll be coming back guys in uh May to discuss some more budgetary kind of action. Um so really from a staffing conversation, I think it was in March or maybe even in February, we started having this conversation around building the bridge. Just want to remind you of this. uh every year we do look to staff obviously for the future not just the next year but years down the road as you think about programming opportunities but it's even more particular I think this year because we do see some ecosystem changes occurring uh so honestly we're just trying to build that bridge uh and trying to make decisions today that really set us up for success during that transition. These three items really stand
006out. We we have staff transitions every year. Uh but we're trying to leverage those natural transitions that occur. Uh connecting the right people together and then obviously staffing for students from a timeline standpoint. Um I'll talk some about final allocations in terms of resources inside the building. Uh and then we'll discuss salary schedule. Beyond that, as we get into the summer months, obviously it's planning for uh teacher leadership pathways and and uh time with teachers to to kick off the first of the year. So, we also spoke in March. I guess this is a good reminder for the board as you think about compensation opportunities. And this is this would be for a certified uh employee is kind of the the framework we would look look at this through. And it's saying over the course
007of the next five years, here's generically a window of of raise opportunity that we could seek as as much as $5,000 over five years or or maybe $2,000. And really, I think the decisions we make budgetary standpoint and how efficient we are kind of dictates, you know, where we fall within this range. Um, we are recommending for, and I'm going to get more into this, but for certified or for salaried uh raise increase, a $500 on the salary schedule, and then for hourly, it would be a 25 cent uh hourly raise. This red dot right here kind of gives you an indication based on the recommendation we're making today. That kind of shows you where we fit into this window of opportunity for the first year and the raise we are recommending. as you look
008to um to the future. Really here are just some some variables at play that we feel like is important in order for us to really have any raise of substance and to try to reach the upper echelon of this chart. We do believe optimization is the key uh operationally and then also obviously with staffing as well. uh some unknown forces that that really are difficult to measure every year. The property assessments coming in in August, September time frame. Um KD and their seed calculations, we're really expecting I guess the the final allocations getting for this year. We'd be expecting to get final data on that here pretty soon. And then the burbal barrel bourbon barrel tax has some implications on this as well. As we look at our salary over the past, these are raises
009on our salary schedule over the past several years. Uh we have made several strides with this. So this does include um the recommended raise p uh raise amounts that we're recommending today. Um you can kind of see, you know, we have leveled off here a bit. Um and I I think in order for us to push that, optimization is is definitely the key. As far as classified raises, again, lots of lots of strides made made here. And then here are reminders of continued commitments. Most of um again the $500 base and the and the quarter cent raise per hour for classify. Spoke about that and I'm going to talk more about the average step again. But a lot of these items uh we've made commitments this past year and we want to continue to commit
010to that in terms of rank change programs. Uh lots of opportunities for teachers to lead inside schools and in summer pathways and then continuing to uh learn what we've uh what we've learned from this process from maternity paternity leave staff child care bereavement leave continuing to leverage those things and make those strong in the next year. So I think last time also spoke if if you're an employee and moving you know each year you move uh gain another year experience uh you're moving up the salary schedule per se in terms of pay depending upon your rank and kind of what step you're on. On average the certified employee on a 186 day contract is is gaining $800 if we decided to do no raise today just by one year of additional experience on average gain
011800 plus the 500 we're recommending. So roughly a $1,300 raise for the average teacher. And then it' be 30 cent is the average step for hourly. And then we're also recommending that 25 cent hourly raise. So roughly 55 cents there for the recommended rates. Any questions related to that? So far, >> I think that, you know, Nelson County is in a unique situation because >> we have an economy where people can work, find other jobs. There are other jobs out there and that pay well. And um I'm glad to see that we are creating a competitive wage for both our certified and our classified staff and seeing those annual increases and and being mindful. Um, commonly in districts, an employee gets a nice step increase about every three to five years. So, I think spreading
012it across brings it money earlier in the career. And, um, I appreciate that we're doing that for our staff and have the capacity to do so. >> Yes. So, just a reminder, our fund balance, uh, again, this is a, if this is where we are, if this is where we finished, uh, in July of last year, the question and these are physical years here, right? So, it's we're we're projecting a um balanced budget as we get into July of 2026 and we're obviously monitoring that closely. We do believe that obviously the raise that we're recommending um allows us to continue to stay balanced as we look towards the future. Um so, that's really the the salary schedule recommendation that we're making. Some of these additional slides that I'm referencing here would be more in relation
013to the final allocation conversation that we have inside our buildings and how we're staffing that. Uh first I just wanted to start thinking about the priorities and again principles are heavily involved throughout these conversations. I think we've met with them uh four times and plan on meeting with them again. Um and really the input in input they share is very valuable each time. Uh but they're very involved in the process and these are the slides we use with with those personnel as well. So, as we think about the priorities of teams, innovating and growing and and being able to adapt to student needs, uh, we feel like getting the right people together, putting them on the right team, and then also giving them permission to take ownership over that space and really lead that program
014is something we want to continue to invest in. We also want to prioritize our resources with people that are working directly with students or as many of those resources as possible. Obviously, we're here for students and making the greatest impact on their learning and well-being is a priority. And then, like I've mentioned, in order for us to really continue to push the envelope with compensation, we do have to optimize our operations and also our staffing. So, being effective and efficient uh is something that people can really easily. So, if these are the priorities, the questions are what are we really doing right now in order to bring these priorities to life? So one um you know this building is going to also evolve over the course of the next year and essentially the Thrive Academy
015is going to come in and take over this space in terms of so this would really become a school in August and Mr. Bradley spoken about that. Um but in in that process, our goal is to also take central office uh personnel or resources and trying to continue to shift them into our schools and get them working as closely with students as possible. So that decentralization or shifting central office resources we believe is a is helps us gain $400,000 towards that. >> I say there's two components of that. So you got central office resources uh as a as a part of the conversation. So in specifically >> uh we'll be shifting four positions that will be dual either serving dual roles or school level roles from what's currently in the central office and those will
016take place in a variety of ways. Um and all those individuals that are assuming those roles we've had those conversations as a part of our conversation and again that's partly to shift roles into the ecosystem. >> Yeah. So, that's part of the 400,000. And then we're also continuing to work to streamline financial services. Uh, and that's also part of that part of that shift as far being innovative. Um, as far as frontline staffing, how are we committing to that? Really, these are not necessarily shifts we're making for next year. These are more continued commitments that we want to make. Um, the classroom ratios that you guys approved in February, those are the same, right? And so, we want to continue to commit to that. And in many of those cases, those are lower than what
017the state cap ratios are. So that's it's obviously investments that we're making. And then continuing to have lots of programs and opportunities for students, roughly uh we're estimating that's uh a continued $600,000 annual commitment to continue to do those things. And then as far as being effective and efficient, uh operationally, we have um spent less operational money this year in relation to last year. and then also roles that are very operational in nature, leveraging those natural transitions um to be efficient there. And then the salary and benefit, the raise that we're recommending is roughly a $300,000 commitment uh annually. So we think these things really net zero out when you study those. So just trying to frame if these are the things we're committing to, what actions are we taking to bring them to life.
018When you say natural transitions, what do you mean by that? >> What do I mean by that? >> What is meant by natural transition? >> So like an example of that employees transition all the time for a variety of reasons. Somebody may be, you know, moving. Somebody may be shifting. They're they're seeking another opportunity in another school district. Um I can give some examples. We have vacant spots in some of our our schools as well. Certain roles we just didn't fill. and instead of u building those spots with new team members, we're shifting team members to the spot we feel like is going to be most impactful. That's one example of natural transitions. I think we're also looking at if we know we're moving towards two 612 campuses and we know those resources are going
019to have to move there in the next 18 months. we're beginning to shift at least where we know there's an opportunity for resources towards closer towards those campuses where there may be opportunities. >> Thank you. So continuing the final allocation discussion essentially you know there's a variety of sport support staff inside the building you have some operational support we obviously have teachers um you have sped allocation you have administration uh so in order to um you know you need some sort of formula to work from uh and these these are really the formulas that we're using as we think about staffing our buildings um so in some of these cases like this example where these ratios really refer to student toteer. These would be your primary uh classroom teachers. So at the third grade level,
020you would staff that at 25 to1. Every 25 kids, you would get a third grade teacher as an example. So some of these are student to teacher or student to staff. And then some of these cases are based upon you know one per campus um based upon really the location of that facility whether or not we can share resources among spaces just due to proximity and also the needs of the space. So essentially, you would approve these that and and to be frank, these are the same kind of um staffing realities that we've had over the last several years. And so you'd approve these, we' use that to to have our staffing allocation. And again, the goal is to continue to bridge uh into the future. So, any questions related to uh raise recommendation or
021or final allocation? You might have hit on it, but um some of our staff, you know, kind of at the bottom of our moneywise, like our cleaning crew, cooks, um uh teachers aid, how's this, how's this, how much raise are they getting this recommendation? Can you tell me? Well, it would depend on if they are salary or hourly. And really, uh, you know, which role you're in kind of dictates whether or not you're salary, hourly. Um, but as you look at this, we we looked at it as as, um, being roughly equivalent from a percentage standpoint. >> So, if you were salary on a 186 day contract, you would get your $500 plus your average step. Or if you're hourly, you'd get a roughly about 55cent raise depending upon your role. So, as an example,
022so these would be hourly type personnel. This is does this is not all-encompassing obviously. So, if if I'm a bus driver, my starting pay would be $20.93. And you can see since 2019, how much that's increased. So, it depends on your role, but on average about 55 cents per hour for an hourly employee. So by percentage this is very the last two years has been very close. So 55 cents and $500 are very similar right Alex mathematically those two things play out pretty similarly for the average hourly employee >> like over a calendar year. Yeah. >> Yeah. So mathemat it's depends on the specific role and how many hours they work but they're relatively uh the same. I would say by percentage know that we have classified team members those that were in 2018 if
023you will on the lower end of the salary schedule have got the biggest increases. I share that because this is the this is the math behind it right there you can see instructional assistant as an example as have have seen anywhere between a 75% and a 30% raise uh during that period. Likewise with the teacher, uh, it's been somewhere between a 22 and a 25 19 to 22% raise. So I share that as a as a relationship to say one of the things the board has committed to over the last five to seven years is really ensuring that classified team members are um, receiving the highest percentage raises. And we've seen that you see that here on this page. Um, and I think that most of our classified team members experience and understand that that
024have been here for that period of time because it has been a a major growth. One of the things that's also important to note is that the the benefits programming from the Kentucky state looks differently for classified and certified employees. So, not only do we pay 55 cents on a classified employee, we also pay an additional 33%ish of benefits on that 55 cents. We have made an active decision to not base our decisions based on that extra benefit cost. We don't feel that the employee should suffer the consequences of a pension system. And I share that just so you just just understand we say that those percentages we're not we're not also including the benefits and that the benefits is another 33% on top. Uh and that's a part of a decades old David I
025think you know working as well for the state county government that that system KTRS the teacher retirement system versus the classified retirement system it functions differently and uh and locally basically the state pushed down classified retirement to school districts uh and local government. So that was a part of a relatively unstable state retirement system. Now the local government pays for that just so we see it in the larger context and and as a conversation piece our commitment to classified employees is really one of the things I think we have we've we've we've pushed the envelope and continued to stand out in uh Jessica Rogers and I have talked a little bit about this in comparison to the region we are higher than most with the exception of some of the bigger districts that have some
026really substantial financial balances. >> It's good to hear. I like to see those guys. They work hard. Teachers agents and cleaning crews and cooks. They all our staff works really hard. I appreciate it. Thank you. >> Any other discussion? It's like you'd go back to the board slide if they're ready for action. >> I appreciate you kind of breaking it down and um especially showing the percentage of increases over the years. I think that's helpful for us to know that we are moving in the right direction um in the recommendation because I know you're basing that off of what we're actually capable of doing um and keeping us, you know, in the black >> balance. And I I will say just as a matter of of uh for clarity, this is the lowest raise we've
027given on the salary schedule increase probably since 2018 2019. Uh and the reason is we have we are airing on the cautious side because of the bourbon bill implications and bourbon tax implications and because of rising operational inflationary realities. So we could have pushed the envelope on this a little further, but both finance uh team members agreed that this was the smartest approach for the year ahead. We do believe a year from now we'll have a lot better um a lot better sense of the bourbon barrel tax implications. It'll be the first year is really begin it begins to be implemented fully as well as um we'll understand the more of the operational reality of shifting to two major campuses. I share that just as some context >> and we're not immune to the inflationary
028costs that everyone is feeling right now as a school district. So I think the reality is you guys are being cautious and I appreciate that as someone who is making these decisions that we do have to continue to have a balanced budget and still support our staff. Um of course we would like to support them more but we understand that that's not always possible either. So with that, if there's any other discussion, >> I just want to see our staff get a liveable wage. That's important to me is seeing that they get to be able to enjoy some of their things they work hard for. >> Absolutely. I love that for everyone, not just our teachers, like everyone, >> everyone. Cooks, cleaning, >> everyone. >> Plus drivers, everyone. >> Teachers aid especially. >> Absolutely. So
029with that, um, we will need a motion to approve the fiscal 2027 final staffing allocations, salary schedule, and job descriptions as presented. Any discussion, or are you guys ready to make that motion? >> I'll make the motion. >> All right. Thank you. Do I have a second? >> I'll second. >> All right. Thank you. All in favor? >> Any opposed? Motion passes. Thank you, Mr. Martin. Um, and I'm assuming you're still up there. >> I'm up. >> So, we have a facility update conversation. Obviously, lots of um continue conversation and real construction action that's taking place. This slide kind of centers me on, you know, what is the current action and what are our next steps over each of our projects. So, I'll start here with bus garage since as you pull in, you can
030kind of see um you know, once the paving starts, it's they can cover a lot of ground very quickly. uh literally and so it really seems like you know lots and lots of done lots of things done now. They have been working very diligently to to officially get moved in. Um I would say you know they're definitely in the finishing touches standpoint the the parking lot and and road paving and concrete work and the canopy um finishing touches on the interior. All those things have taken place since last month. Um we are in the process of moving in. They haven't been moved in yet, but they've started that process. I would think by next week, uh perhaps we can be inside there working. Uh Devin and the transportation team are working closely on that. Uh
031and really being intelligent around when is the opportune time for their team to move in because to be frank, they're servicing buses every day as well and that move needs to make sense. So, uh, he's heavily involved in that, but we are kind of targeting next week possibly. Um, with that being said, there will still be some exterior items that they continue to tend to on the construction side of things. For upcenter, uh, we had an extensive walk of that space currently. Again, lots of lots of progress being made there. Um, particularly on the interior. Um there's there's door work, there's painting, there's hardware, there's um I think a number of trades, mason masonry in there. Um working on door frames, lots lots of things. The uh above ceiling inspections is something that Stephen and
032his team will be a major milestone that they'll be working to complete here shortly. The final completion date on that, it's I've been saying it's sometime in mid June. Uh we did have some change orders that we approved today, some improved scope uh that we want with that with that work and with that work is some added time. So we are looking at mid July for that final completion. Um just to be clear that that project is running under budget uh and some of those change orders we approved today increase some flexibility and allow us to um really get the product that we need for that space. So the the major piece there that was the focus of the uh monthly meeting today with construction was really honing in on the schedule. You know, if
033we have generically around three months to to get into that space, um what are the actions that need to be taken every week in order to make that a reality? So that'll be something that we're definitely uh have our eyes on to meet that date. As far as the Thomas Nelson project, the uh so far in the month, we've had lots of dry weather and they've made lots of work on uh earthwork type things. The there's one area that they have to uh let set and let it set for 6 weeks for the dirt to settle in and then they have to let it set for another 6 weeks. Um so that's going on really. They anticipate being able to work on footers here really soon and part of the slab work that would take
034place there. the let me go on down to New Haven then I'll come back here. The the New Haven work uh architects are continuing to collaborate with design team and engineers. I think last time the statement was they were moving closer to 75% construction documents. That milestone has been completed. They have 75% documents. Now they're moving the next milestone would be moving towards the 90%. And really what that means is just increasing clarity on really the specifics of the design. We we understand that this is the scope, but this one item in terms of door access, do you want it to be this one or that one kind of thing. So, it's somewhere between the 75% to 90% uh FRA time frame. We're meeting weekly with architects to hone in on those details. The Nelson
035project, Mr. Bradley can kind of give you some updates probably on the school side of things. Most of the work that I can speak to is the softball field. So remember a a kind of a phase zero process of that project. Uh so really unrelated to some of the school things. We have to get the softball field out of the way. Um moving that over here to the Okag middle school football field. Um the process is those construction documents have been completed. So one auction item you guys would approve the construction documents, the 100% construction documents. You would approve those today and then also you would authorize us to put that project out for bidding. And then over the course of the next several weeks, we would take on the bids, have a bid opening
036process in May. We would bring the bids back to you guys for possible approval. If we approve that, then construction can start after that May board meeting. Any questions over Nelson County High School Phase One, they've been meeting with teachers uh and program teams for the last few weeks getting the details of design. They've been getting a lot of feedback. Um Kate from Studio Kramer, I'm assuming it's her full-time job. She act I mean based on what she's doing every week, she's got a team of people around her. It's a it's a huge project. Um, and really it's the biggest project we've ever done as a district. So, it's in its phase one. I think the softball field, uh, we've lumped it into that project as well, but it that phase one process is is
037a monster. We still are targeting November for bid authorized to bid on Nelson County High School phase one. But it is a it's it's a very big project. It's a bold vision for that building. And while it's a lot of fun for the architects, it is time consuming. So the ask tonight, >> so the ask tonight would be to you're approving the construction documents for the softball field and then you'd also approve authorization to put that project out for bidding. >> All right. Is there any discussion? >> All right. If not, we need to approve Nelson County High School softball field construction documents as presented and release for bidding. >> I'll make a motion. >> Thank you. Do I have a second? >> I'll second. >> Thank you. All in favor? >> Any opposed? >>
038All right. Motion passes. >> All right. Moving on to the board calendar. We did add the June 18th and 19th um for the board retreat. We do not have a location for that yet, but once we do, we will make that known. Um, and then we are discussing and actually we're going to go ahead and decide if we can tonight to move the June meeting from central office um to the bus garage. That will also give us an opportunity to see that space, sort of celebrate that space um before we move on to the EPC center. >> So that Yeah. So the only change on this calendar um so June the 5th maybe through the 10th the uh her office group is transitioning furniture from offices in this building to the business service academy behind
039us also known as the academy and the furniture from academy is coming over here in some cases this room in particular will look a little different when it becomes the thrive center. But in that process, um I I share this this space would look different by June 9th. Um we could also potentially probably not quite ready tour this uh space uh in June. It may be almost there, but not quite. But the bus garage should be centered uh and established election day. It's currently a staff work day and the transportation team is hosting an event for the for all the bus drivers on election day which I believe is the 19th of May, maybe 18th or 19th. And um I share that to say that's kind of their welcoming to the team. If if you
040choose to have an event in the bus garage, we would just kind of set it up just like this and move some of the buses out. Um and we would use that as an opportunity to celebrate. know that uh it could be a little bit warm in there. We could be, you know, it's just something to recognize. Uh and at the same time, it does, you know, it's kind of the heat of summer, June 9th. Those are things we could keep in consideration. Might have to wear, you know, shorts or something. >> I say for now, we're going to plan on being at the bus garage if it's a heat wave, which is highly likely >> there. There are lots of fans in there. >> They're very agile, so we can make it happen. But
041I do think it would be a good way to get community in the space to just alone and for you guys to kind of get a sense of it with our mechanic team celebrating that new transition. >> So, do we need to approve the changes that we've made to the board calendar? >> The next meeting is the same, but if we go with the bus, we wouldn't need to approve that change. We could wait till May to make that change. >> It's a change from your current. >> Yeah. Yeah. Because we added the June 18th. I'm more looking at not necessarily location, but the June 18th and 19th we added since >> so we could approve new dates and locations as as uh described on the slide here. >> So we will need a motion
042to approve new dates and locations to the board calendar for 2026. >> I'll make the motion. >> Thank you. Do I have a second? >> I'll second. >> All right. All in favor. >> Any opposed? Motion passes. So um well I want to go back to that because we're going to do a little celebration here. >> Oh that's right. um mainly for the dry season um because I think it has allowed our um construction to continue and be I think kind of catch up in some areas where we were behind from rain last year. So um and then I also want to remind everyone there are a lot of activities going on around the district um especially around the arts. This Thursday Nelson County High School will be hosting their night of the arts. I
043cannot encourage that event enough. It is spectacular. The students do well. The staff, Miss Williams, is just remarkable and the way she can drag talent out of those students. Um, I encourage everyone to attend that. Um, also, Thomas Nelson is having their theater production this weekend, Once Upon a Mattress, I believe. Um, there are events at the amphitheater. I do not remember the dates. I know it's on our social media pages. >> May 7th. May 7th. >> Yes. Um, so there are many things going on. Check check check out your school's websites. Check out the Facebook pages. Make sure that you're checking in with your schools to to be part of these events. Um, this time of year is always busy. It's um, always exciting. Um, sometimes heartbreaking for our parents of seniors, but um,
044a definitely a time to celebrate. So, um, keep that in mind as you're looking at your calendar over the next few weeks. >> Last Friday, I attended the OKH middle school production of Annie. And I have to commend Mr. Carter for his leadership and just the wonderful job that our students did. It's very impressive for middle school level um work. And also on Friday I attended dig deep's um presentations with students and it was such a good opportunity to see um that our students are able to articulate so well what their learning goals are in relation to the standards and they are able to measure their own progress and report that out and um I saw so much maturity and ownership on the part of our students and also improvement and um many are working
045above grade level and clearly understand where they are and what they need to do for next steps. So kudos to our um team there at Foster Heights who've been leading dig deep and they left this morning at around 7:15 to Jamestown with a group of uh 50 students and I think uh maybe 10 to 15 parents that were there as chaperones that were part of the caravan. They had a police escort apparently. Uh it was a big deal, you know, digging deep. >> The goal is to get um some representation in front of the board here in the next few months so they can talk about what dig deep is in the micro school. That really is that program because as Dr. Lee said, it's remarkable to talk to these kids one-on-one. They can articulate
046exactly where they are. They are not discouraged if they not did they not meet their goal. they are ready in continuing to say, "I'm going to meet it before the end of the school year." They are just prepared to be engaged but also accountable for their own learning. And it it is truly a remarkable program. And um I know I think they would love to talk about that in front of um a whole group of people and continue to build up on what that is. And I know um Foxes Creek will be starting a micro school in the fall. Again, these are programs that really benefit students in a different way than a traditional classroom. And we cannot celebrate them enough because they do really reach out to students that aren't typically engaged um with
047a traditional classroom. So, um the fifth annual Aggracience Fair is um coming up next week on April 28th and that is out at the fairgrounds, I believe. And um I believe it starts at 9:00 and they do there's some wonderful presentations there to go see what students are doing and learning and and and sharing that with with folks. >> All right. Anything else, guys? All right. With that, um we need a motion to adjourn the regular session of the Nelson County Board of Education. >> I'll make a motion. >> Thank you. Do I have a second? >> Second. >> All right. All in favor? >> I. Any opposed? Motion passes.