careful. Okay. All right. Now, call the regular school board meeting for Forest Lake Area Schools, Thursday, February 12th, to order. Please join us while we recite the pledge of allegiance. It echoes back to that. A lot of feedback 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. >> Um. >> All right. Member clerk, will you please take the roll call of attendance? >> Yep. Member Rebeline >> here. >> Member Corkran >> here. >> Member Anton is here. Member Castle >> here. >> Member Christensen >> here. >> Member Tyson >> here. Everybody's here. >> All right. All here. That brings us to approval of the meeting agenda. I would entertain a motion to approve. >> So move. >> Second. >> We have a motion and a second. I'd like to propose an agenda. I move to amend the agenda by moving student report force lake area high school sad to immediately follow the approval of the agenda. >> So moved. Second. >> Second. >> All right. We have a motion to second. Any discussion on that? Not seeing none. All those in favor signify by saying I. >> I. >> I. >> Those opposed. All right. Motion carries. Brings us back to the main motion on the agenda. Any discussion? >> Seeing none, all those in favor signify by saying I. I. >> I. Those opposed. All right. Motion carries. Brings us immediately to the student report. Forest Lake Area High School. SAD. >> Welcome. >> Not that good. Uh, not very much. Uh, >> oh, was that our presentation already? >> Yeah, that's one of the presentations I think. >> Okay. Um, we we are going to start with the SAD presentation this evening and then we'll move to the superintendent search presentations. So, um, we have our student group here this evening. Um, welcome. >> Thank you for having us. >> Um, my name is Lea Dupar. I'm a senior at the high school and I'm a president of SAD. Next year I'll be going to College of St. to study nursing. >> I'm Brenley Steele. I'm a senior. I'm vice president of SAD. And next year I'll be going to University of North Dakota to study nursing. >> I'm Emma. I'm a senior at Force Lake and I'm president of SAD. And next year I'll be going to Bethl University to be at elementary education. >> I'm Liz Sean. I'm also a senior and vice president of SAD and I'm also going to St. Ben to practice nursing. >> Wow. >> My name is Laura Mitchell and I'm a junior at the high school. >> My name is Kendall and also a >> Oh, I don't know the PowerPoint. >> She's working on Sorry, >> Renee will got it. >> Hold on. >> Technical difficult get too much virtual stuff going. >> Yeah. >> Oh, I like that. >> Love the sweatshirts. Who does who who designs it or who picks it up or are they a national kind of a logo? >> We so every year we um Schwarz assigns a group they are the swag squad and they sweat every triple doobie back there. Okay. No, >> some of us were just commenting about how technology can be a blessing and a curse. >> Yep. >> There it is. Our goal in SAD is to empower students to make safe, positive choices by providing education, peer support, and fun schoolwide activities and events. We work to promote mental health, reduce destructive decisions, and create a culture of safety and support within our school. This year, we were given an opportunity to do something different and new. This year, we did the teddy bears. So, seniors were able to gift kindergarters, the class of 2039 teddy bears that said future Ranger at one of our force like football games. >> Um, something we do every year, which a lot of people look forward to, is our little Debbie Day. We buy a ton of little Debbies and hand them out in the morning just to kind of start our day with a little piece of happiness and they have little encouraging notes on them. The I Promise campaign is something we do every year before prom to promote safe and decisions for after prom. Things like we hand out bracelets. This year we do a seat belt challenge and everyone signs their name on a poster. Today they promise. >> Every year we go caroling at the Amir Amira senior living room and just to spread Christmas spirit and to bring joy to their day. >> For our NATO reset event, we sold stress balls during lunch to give students a quick way to reset throughout their day. Um, students also wrote down their favorite winter destressors to support positive mental health habits. >> And then we got together as a club and we work together to provide meals to families who are in need. >> That is all we have for our presentation today about our club. >> Well, thank you for coming in. >> Any questions or comments for the students? >> Well, thanks for all your work. And can we get some of those stress balls? >> Yeah, I'll have to bring some over. >> We need some. >> That's a great presentation. >> Yes, >> remembered some. >> Well, congratulations to all the seniors who are moving on to uh college next year. I'm happy to hear there's some of you going into nursing. >> It's my field, too. Um I'm just curious how many people in total are in SAD. >> We have a total of 90 members. >> Oh my goodness. Okay. Yeah. So, that's a lot. and I love the activities you guys describe you're doing. That's fun, very nice and encouraging. So, yeah, >> thank you, >> Member Christensen. >> Well, thank you all for coming. It's so nice to see all of you. And I wanted to say, too, I loved how you guys did the teddy bears at the football game. That was so awesome because I know the elementary schools are working hard to kind of, you know, um rename or market us or how whatever word you want to use as all Rangers instead of, you know, like Scandia stars or whatever. So, and it was also really fun that they were out on the field and that you guys could kind of come together. We were there that night at the game. So, that's an awesome thing. I hope you guys keep doing it. >> Thank you. >> Congratulations. >> Yeah. >> All right. Any other questions, comments? >> No. >> I'm just glad you guys could come and I'm glad we could work it out. You didn't have to be here all night. >> Yes. Thank you. >> Yeah. It's wonderful. Thanks for all your good work, guys. Yeah, thank you. >> Thank you. Okay, that brings us to our presentations on Superintendent Search. Um, and we are starting with Ray and Associates and it looks like we have Dr. Daniel Bitman with us this evening. And I know we have to do a little technology flip here to >> Oh, you see I hear you, but doing >> We're getting there. >> I can hear you. I think we're getting there. >> Okay. I I think we can hear you. We're just working on the audio. Um I don't know if we have a video feed. >> Can you hear me? >> We can. >> Yeah. >> Yeah. >> Yeah. >> You might need to turn up a little bit. >> Yeah. >> Yeah. We We'll need a little out of additional audio. We'll let the pros do that for us. >> I think the speakers are completely off, but >> I don't know why it's so echoey in here tonight. >> It's echoey for all of all of us. Do >> I think >> Oh, >> there we go. Now we can see him. >> All right. A little louder. It's hard to It's a We'll try to work on the a little louder >> volume. Yeah, >> we can we can see it now. Now we just need to work on uh increasing the audio a little bit. >> Thank you for bearing with us while we work through our technical check here. Are we we good? >> All right. Dr. Bitman, if you'd like to continue or get started. >> Oh, there we go. >> Well, good evening everyone. Chair Reveline, Dr. Massie, members of the board, thank you for inviting us for an opportunity to talk with you and to learn a little bit with you. I'm Dan Bon. This is my 16th year as a superintendent in Minnesota. Currently superintendent Dina. >> Sorry about the football season. >> That's right. >> Sorry. My wife grew up in that area. Went to school in Chicago. got family there in the forest lake in Chicago area and have followed you for many many years and have great respect for Dr. Massie as well as I worked with for many many years throughout throughout our time as superintendent and colleagues. So thank you for giving us the opportunity. I've been part of Associates for four or five years in conducting superintendent searches across this country. I typically don't do a lot of Minnesota searches um as my current role but I I do select a few of them that I'd love to part of reasons that I'm connected and have relationships with folks in the area, the district, etc. Um, I'm joined here by Dr. Willard who will have introduced himself in a little while. Um, again, we're thankful to have this time tonight. I know that you have two other to visit with you. >> Just completed my 25th year, so I'm into my 26th year as a school. Majority of school superintendent in Minnesota. I've also had experience as a school superintendent in South Dakota as well as Iowa. So come to the board this evening with host experiences in other states which obviously lend some benefit to the recruitment and retention process that we have for you. But um as we go forward, why don't we go ahead and advance to the next slide so we can introduce a couple other team members that are part of our team that aren't here tonight but obviously play a very important role in our process. And first of all, I'd like to introduce you to showman. She has been with Associates for over 10 years and has been actively involved in the back office work. When you hire Ray Associates, you get an entire team that works with you and for you to help you have land a successful search process. Somebody else that is very important that is part of our team as well is Molly Schwarz. Molly is vice president of Rain Associates and she is vice president of acquisitions. She has been actively involved with brain associates in a number of searches and has played a very critical role as well in the work that we do. So I would like to turn it back over to you Dr. talk a little bit. Well, actually I'll go ahead and share who our team is a little bit more and who we are. Um so who you get to work with through this process is beyond just Dr. Bitman and myself. We have an entire team that is part of this process. And as you look at that slide about who we are and what we do, we do superintendent searches. That is where our businesses and we've been doing them since 1975. We have a very comprehensive process that we'll provide more details on as we go forward. And as we do the presentation, you'll learn a little bit more about the intricacies of our process, how we recruit, how we evaluate, how we bring you the very best candidates that we possibly can. Again, from a nationwide recruiting effort, an effort that really brings forward talent that fits what your district needs. Ultimately, when we get to the end of the process, we have a guarantee. And again, Dr. will share a little bit more with you as we go through that process. And our our efforts really work hard to blend diverse backgrounds into our search process. Over 40% of our leadership compromises women and people of color. So again, we are we are very active in our recruitment efforts to ensure that we are intentionally pursuing diversity in our work. With that, I would like to turn it back over to you, Dr. Bitman, and you can tell them a little bit more about our process and how we go about working with. >> Thank you so much. One of the things that we just wanted to mention is as a national search, we are one of the longest running search firms who have done countless across the country, arguably some of the most if not the most of any other search firm. Also, we have country on our website. We get more than 8,000 a month from individuals who are interested in positions with our organization. And so you were fortunate enough to have this search, you would have an opportunity to access that national database as well as the things that are happening in Minnesota. I would argue that one of the differences. I for example as the superintendent president FASA. I was a sevenyear AHSA member and governing board board member representing Minnesota DC. So having lots of experience and connections with folks around the country. Other superintendents in Minnesota and elsewhere are very comfortable reaching out to us as superintendent because we've been working with them for 20 years. So we believe that we are the best firm to go with and we'll continue to go through as I said a number of things throughout this presentation. Jos >> Yeah, we know. Yep, there we go. Yep, >> Rene is doing it. >> We are ready to do your search. We are ready to start immediately and as early as tomorrow. We recognize the importance of someone in place by July 1st and an opportunity also to learn from each of you as a board member as well as Dr. Massie who has just an immense amount of experience and things uh knowledge there in the course area. We will work with you to identify what type of a candidate you are looking for and so by working with you we're able to then screen candidates, recruit candidates, look for candidates and base the candidates that are best for SL um based on all the things that you want. This is your search. So, we will be able to work with you to do it your way. We start within the first week with talking with each of you individual board members to learn a little bit more about what you're thinking about, what things are important to you, what type of candidate you're interested in, and that will help us look into the opportunity to screen those candidates and to research them. In addition to that, we are we are happy to work with you in terms of candidate compensation and negotiations as well as opportunities to stick with you if you're interested in having support throughout that first year or longer superintendent who comes to your area. Next slide. So one of the things we mentioned is certainly that opportunity to work with each of you individually to really think about what you want but we also were willing to do inerson or virtual stakeholder stakeholder meetings. There are a lot of districts who want opportunities to work with students and community leaders perhaps parents business leaders folks within the school district in terms of staff and administration. We're happy to do that as much or as little as you want. But this is just part of our process that comes with the initial proposal price. In addition to that, once we have the feedback for lifting session in collaboration with that, we do a survey for your entire community as well as do that within the district. We do that in multiple languages that you choose uh so that we can make that available and we work with the school district to make sure we're reaching as many people as we can. We will then provide that information and an update to the board. Talk with them to identify what those feedback trends were, who they were coming with, who they were coming from, as well as opportunities to dialogue about what resonates with each of you as we look for those candidates moving forward. In addition to that, again, each and every one of you are have opportunities to craft where you want to do that. And as part of this process, you've seen our proposal. We will price for similar services. >> We do not want to have for us. It's about relationships. We will make sure that next slide. Oh, is she hearing? >> One of the things that I think stands out for Associates is the opportunity to aggressive. We talked a little bit about one of the longest companies and your candidate is what will drive efforts. We will that every across the country that you would like. We'll work with you on advertising and we'll do that work for you in terms of putting those in local where you would be able to reach the most and the exact type of people that you would want. That's not only in print version but also through social media and as well as a number of avenues to make sure that we reach all of the campaign Absolutely. As we do so, I would like to just reemphasize what Dr. First of all because Ray Associates has a large team of associates that are all across the entire country. We have networks that we tap into a variety of fronts. Often times the best candidates are the candidates that aren't necessarily effort as the candidates are brought forward. We have an aggressive screening process where we go through candidates and screen based upon those estates background checks investigations. as well to just determine if there are any issues or concerns that need to be made aware brought forward as we talk about our goal is to ensure that no surprises the last word I know as well experience that is the last thing that want surprise we do our very best to ensure that well informed along the way through the entire process Then when we get to the final selection process complete criminal background checks as requested there's no additional fee for those additional work those additional pieces where we can get to the final one or two. So again, we are very comprehensive in our candidate search and those candidates. I think the next barely seeates one of the things we believe in the board. the information, the letters of recommendation, etc. So, you will be able to see those slides and have an opportunity to have that information along the way. One of the things that we do differently than other organizations in addition to some of that transparency and engagement with the board is we work with the board to identify three or four questions that they're really important on. We want to know more about the candidate and how they might handle that. And those candidates need to complete a as part of that application process answering those questions. They will not have those questions before them. So, it's an opportunity to put them on the spot to learn more about specific things that we're interested in knowing more about and how they might handle things like shifting demographics or achievement in instruction, eliminating gaps, working through community, bringing people together with multiple perspectives, etc. We would then work with the board to go through a matrix that identify information from candidates as a whole of where you as a board rank's top candidates and we will then be able to facilitate with you conversations with you and each candidate to make sure that you are all on the same page in terms of bringing candidates forward in the semiinal and the finals. We would also then work with people in the semiinal and the finalist to develop questions. We have banks of questions that we will work with you on to make sure that the questions that you're asking will give you the best opportunity to get to know the leader who's going to be able to address some of the things that we have in Dr. Certainly. So process it is unique inside the scope because of our age as a firm. has been around for a long time. And with that large pool of candidates that we draw from, we have the opportunity for extensive engagement. And we have all of our trainers or excuse me, all of our facilitators and associates have been trained in the processes that we utilize to ensure that we are doing a comprehensive review of the candidates and bringing them forward. There are number of opportunities that we reach with other associations as you heard Dr. to share with the American Association of School Administrators, National Association of School Administrators and other organizations that we partner with to promote and highlight the job opportunity and career opportunities that support them as we look through the candidate information as Dr. you as a court who knows that superintendent serves as school district you see how they perform at that level in that capacity and then ultimately your role compensation work you go through that process finaliz decision making. We have a structured rubric that we utilize that help process and arrive at a common ground solution when you're working and a new candidate. Finally, we assist with contract helping ensure that things are where they need to be with the board in terms of the contract finalization and then ultimately we want this to be a successful marriage. We want this to be a process that everybody walks away from feeling very good and we help with follow through check with the new candidates to make sure that they're on the right path that's so again our service doesn't end at the conclusion the contract being following So, we appreciate the work that you do. Dr. Willard, myself, our entire team. We have the range of we want to partner with you and uh we would love the opportunity to have more of an opportunity to engage the search the way you want it to be done. And we are confident that we will be able to bring you a candidate that you are excited about the 2020. >> All right. Uh, thank you Dr. Willard and Dr. Bitman for coming here and giving us this presentation this evening. Do any board members have questions? >> A question. >> Member Antonson. >> Hello, gentlemen. Thank you. Um, I'm I'm curious during the process typically how many extra meetings will this or do you work it into regular board meetings when we're discussing these things or how many extra meetings will we have during the course of this process? >> Yeah. So, can you still hear me? >> Yopping up there. >> Yeah. It really depends on what works for the school board. Typically, three or four meetings do an additional meeting talking about the purpose and the timeline and we'd be working with you to identify who you would like us to be working with district side and on the board side we're really as part of the national team of associates we feel like we can do a lot of that work for you so we would advertisements we would have a point here process where we will be able to bring you candidates that we have screened based on the feedback you provided and what you want in the next candidate. And so what we would then do is work with you to narrow that list of 15 people down. Usually four to six. So that is your second meeting. We would go through with you the interviews that you have and work with you to identify the candidates that you would want to bring forward finalist round and then we would have the meeting interview. So typically it's about four meetings and then again we would work behind the scenes with people identify. >> Okay. Thank you. It's helpful. >> All right. Any any other member Tyson? >> Yes. So, I have a couple of questions and thank you for the presentation and for being here tonight. >> Um, you do have a very nice website. I was looking at that and you commented on how you have 28,000 hits a month. Do you find that superintendent when you search nationally want to select Minnesota? >> That's a really good question. So what we find a lot of times is a lot of Minnesota. >> Oh people often times in their career feel like they want to go somewhere warm or they want to go to a large city or they want to go to a particular place to explore. There's nothing quite like raising your kids in Minnesota. And I'm an example of that. I spent 11 years working in the Clark County School District in Nevada. I tell people >> one more quick question. You talked about the consensus building matrix. I'm kind of interested in hearing a little more about that and is that involved with candidate selection in the beginning or you use that throughout the whole process? >> Yeah, this is a really good tool that we have used over the years that boards have really come to appreciate that typically starts for the first time when we hear from you on what you want and we screen candidates and bring candidates for you to consider. So those 12 to 15 candidates that we bring forward that says what you want have all the qualifications that you're looking for tonight. So who was And so when that happens when they identify four or five common there's usually some questions on a couple others like who do we want to bring forward and then facilitate that dialogue with the semiinal interviews. So again each board member we will work with you to fill that out at the board and that process so that we can identify the candidates you're most interested in as a board and then we would do it one more time after the finals. So you would see as the board each of those stages. >> Great. Thank you. >> If I may, I believe it's really important to bring us back to the beginning of the process where you identify those key attributes that you are seeking in your candidate and those attributes are the ones that are consistently followed throughout the entire search process from the initial screening to whole process that Dr. described. So that again we're drawing consensus collectively around the vision that you hold for your next meeting >> and this is really your search. So the opportunity authentic dialogue together about your candidates and wanting to make sure that the candidate you select for your semiinalist finalistic ultimate leader candidate is the candidate that you really believe will be part of the course that will be in school district for many years to do the work that >> great and I I like the idea of your commitment to DEI and to hiring you know pursuing that diversity with women and people of color and everything. And one last question then I'm done. Um bear with me. Do you So I'm looking at costs and if candidates come from around the nation we incur that cost for their travel. Correct. >> Yes. So typically we work with the district. You probably have a process in place for travel and so we would work with you obviously to minimize those cost but yes you would be responsible for the cost for travel and typically what districts would do is we would coordinate as well as so that they will have that opportunity to work with you. Often times in those processes will have people online. >> Great. Thank you so much. >> All right. Member Corkran. >> Uh yes. Thank you so much for your great presentation. Um, I guess I'll also an a question about cost. When it came into travel, I guess I'm curious. I know one of you is Minnesota based, but would our person be Minnesota based that they wouldn't have to travel to come and meet with us? >> Yeah, it's a really good question. >> Okay. >> Okay. >> Okay. >> Okay. I am in Minnesota. >> Okay. >> And then certainly our vice president. >> Okay. Well, that's great. Yeah, I'm in Minnesota. >> Yeah, because that is such a big part of a lot of other presentations is cost. So, just trying to keep down those expenses. And I like um that you are n that you have such a national national database. I did see you do kind of look at maybe superintendents that have been jobs for over 5 years to maybe rerecruit them back in. Is that something you guys make a practice of or >> once we place a candidate we're committed to not taking them back? >> Yeah. >> And so we want to make sure that they are in the long running of our candidates of any other agency. It's very close. So we are 10 years a little. >> Okay. Great. All right. Thank you. And I would say at the cost we recognize that that is a commitment to you as I said match. >> Okay. Great. >> Member Christensen. >> Yeah. Thanks again for the presentation uh tonight. I'm sorry about the feedback and the if you're getting it on your end too, but I did have a question um for Dr. Bitman. Um understanding that you are the superintendent at the Adina Public Schools, which I imagine is a huge job. How how does that work with you also doing this kind of work or could you speak a little bit to that please? >> Absolutely. It works great. That's you may have recognized that I retired and I came back to supported the when you say and so I've been doing this for five years the school board is very supportive of this work so I will be available 247 to you not a problem I'm actually finishing up in the next couple weeks a search and I would encourage you to reach out to them or other ones that I've done they will no doubt explain that I have been very and not having any issues. And again, I think that's an absolute benefit. It's something those districts would say because I am so priority and this would be the only search I would be doing. And so I do a search and I typically only do three or four a year. I I commit to only one at a time so I can focus on your particular. >> Okay. Thank you very much. >> All right. Any other questions? >> No. >> All right. >> Seeing none, I'd like to thank the the two of you for presenting this evening and and coming to us. I'm sure you'll hear from somebody in the >> sometime soon. >> Yeah. >> Great. Well, we really appreciate the opportunity. So, thank you so much. >> Thank you very much. >> Thank you. Good night. >> All right. I think that will bring us to Dr. Omera with School Exec Connect. I see Dr. Omera is online. >> Welcome. >> How you all doing? >> Good. Thank good. >> Can you hear us? >> Chicago, but I'm sure you guys are all doing well. my short go ahead and give it a try. >> We'll see what happens. >> Surpris up to a lot. These guys were a lot. I mean 18 by I'm not sure how to do that, but I don't see the option. >> Okay, maybe we can't. >> Okay, poor Renee. >> Okay, they're they're working on some things on our end here. >> I think I guess I'm really like >> Okay, we can see the presentation here on our side. So I cannot see it. So I'm gonna take it from my end here. >> Yeah, we're on a cover slide. >> Okay. So I'm slide two right now. You guys can see that. We were established years ago. We consultants throughout the United States. We have hundreds of professional contacts throughout the nation here. single service we've ever done has been on time. The most important to remember is the 97% success rate. That's the percentage of superintendent we have placed as remaining with the second offer of education. I did put some references in the in the proposal that you copy. You take a look at those welcome We've done some great stuff. We want to make sure that you get the right person for your district. Um, our four search plan is kind of outlined right here. Our search process is on slide number four. Again, we'd like to highlight that one year of what mentorship coaching superintendent included in our cost. We have three guarantees. This is slide number five and these are unmatched in the industry because our team is so strong. The first guarantee is that in the event of that education we'll continue to bring for actual expenses only you think is a good fit for your district. for any reason or is dismissed for any reason within two years of start date. There's no additional fees. >> And the last guarantee again these are unmatched in the industry because our team is so strong record two contracts. Our costs are outlined here on slide number seven. I'm sorry. Slide number six. Our timeline is here. We hope to have a candidate in place by May. Again, all the details are outlined better and I'm happy to take any questions. I know previous I didn't want to take that much time for you, but I'm happy to answer any questions. We have a good track record in Minnesota and across the nation. We have a outstanding record as far as number of Illinois and we had 91 people that people your needs moving forward for the next question. >> All right. Does anybody want to kick us off for questions? >> Member Castle. >> Uh, so what does that mean? That it'd be only the costs of the associated with the search, which costs would they be in this search cost? >> 24. >> What are you referring to exactly? I'm sorry. Um if the candidate uh fails to provide two years of service 18 months before she decides to leave or you decide there's no additional fee addition to the board you including travel up to cities including copying maybe or or something like that but it would be very >> so the cons so the consulting fee regular expenses advertising and background check would not be those costs >> unless you >> sure >> thank you any other questions. Member Tyson, >> so thank you for being here tonight and I know you do have a good track record in Minnesota. I reached out to other colleagues on other districts that have used Exec Connect. >> But I Yes. So I had do have a question though. Um I read in the big packet about your community I mean you do a board workshop where you go over interview strategies, right? >> Yes. So we do an interview workshop tail end. After we vet candidates, after we meet with all your stakeholders, after we present the profile of the ideal candidate to the board of education that fits your district, fits your community. Um, in the interview workshop, we share sample questions. We share the profile. We make sure that we're ready to go to interview. >> And then how do you conduct the community workshops? If you could expand on that a little. So one of the first things we would do award the contract partnership which we're dying to do for your district is that we would have what's called a planning meeting. We talk about timeline process. >> The process includes stakeholder involvement and there are basically three different versions of stakeholder involvement. The first are targeted stakeholder groups with teachers, administrators, of course the board of education, parent groups, community groups, and those are all inclusive. The second would be a customized course choice survey that we would ask you to advertise and promote within your district, your social media or other outlines that you have with your community. The last a couple of folks forum one for staff whoever wants to come and share their ideas I'm there to listen. Second for community and parents whoever wants to come and have their their voices heard I'm there to listen and those three aspects form the profile profile that's right. >> Yes. And I liked how in the big packet you say that you include students as well >> in part of that. >> And and no offense, I'll meet the board of course, but my favorite group with the students. >> Exactly. >> So you um talked about you do a one-year coaching with the superintendent. What does that include? >> Well, it kind of includes whatever the superintendent feels he or she needs. It could be on-site visits. It could be, you know, a phone call once a week, once a month or a Zoom or, you know, Google meet or something like that. Um, I come up there and go setting with the board during the summertime so that it's clear what the board wants the superintendent to achieve, but it's also clear to the board what the superintendent wants to achieve. So, varies from district to district. Each district is unique and tailored to meet the needs of your district. >> Okay. And I do like your one, two, and three guarantees, especially number two >> um with the 24 month and >> unmatched industry. >> Right. Okay. Well, thank you. >> Right. Member Corkran. >> Hi. Thank you for being here tonight. Um my question is about um >> Yeah. Well, I know I know Chicago's a great place. So is Minnesota. So um so I have a question regarding um Minnesota. Um do you have someone here in Minnesota that would be working directly with us? I know you have a lot of staff all over. So just wondering about that. >> So we have team members in in Minnesota and Tony John actually pretended to know their names but they are willing to >> Okay. >> But I would be your point person. You'd be our point person. So you would have to come in to do the inerson meetings yourself. >> Yes. >> You'd be here. Okay. >> Well, of course. How how many times you think that? I mean, just looking at costs for travel and things like that. So, how many any idea how many times that would be? >> I would say six or so. >> Six times. >> And I really would like your semi finalist interviews. >> Okay. 6 to 8, something like that. But I want to spend some time there. I want to find out about your community. I want to find out about your your parents, your community members, your your staff, your administrators, and especially your students. You know, that takes some time. That takes connection. I want to spend some time make those connections, you know, things like >> Right. Right. And you said the expenses would not exceed the 185. Does that seem to be I mean that's I mean that's at the top. >> Yeah. That's all the way at the top. Okay. >> I did a search last year in Maryland and ago the same number one. I can't promise that. >> Yeah. >> But that's that's how it is. in my history. >> Wonderful. Well, thank you. Appreciate it. >> No, but I appreciate Yeah, it's just good to have a good number. Thank you, >> Member Christensen. >> Yeah, thank you very much for being here tonight as well. I have a question. So, just um kind of perusing your website, it looks like you do other services as well. You do principal searches and some sort of board um workshop type of work. Um, so like how much of your company just a ballpark would you say is uh superintendent searches >> versus other work? >> 95%. >> Okay. Yeah. So it's large. >> That's a high concentration. >> Okay. Thank you. Wonderful. >> Member Anderson. >> Hi Dr. Omera. Thank you. Um, so I I looked when looking through your proposal, I reached out to all of the people that are in Minnesota as references. >> Good. >> Okay. And um, and I'll just say I got rave reviews from one and then maybe not so much rave on the others. And I'm curious um >> if you run into that like an issue with anyone, how do you during the process, how do you deal with it? I mean, because honestly I I the rave reviews from AIO and then I spoke with someone in Sock Rapids and maybe you're familiar with that. Um so >> I I guess I I'm trying to interpret your question. How do I respond to some people not being in love with us >> or or the idea that maybe this came up? I'm not I I I was thinking you were going to be in person, so I didn't think that I'd be doing this this format, but >> um I I I'm not sure. Again, I didn't do either one of those. >> Okay. >> I've worked with personally like I would do for your district. >> I think they would all say Kevin's a great partner. He understood our district. He did his homework. He worked hard. He got it right. That's what I That's what I would expect. And I've been over 66. >> Okay. Thank you. >> All right. Do we have any other questions? >> No more questions. All right. Thank you, Dr. Omera, for being here this evening. And >> thank you very much for your consideration. I hope to hear from you soon. >> Either way, best wishes, your kids and your families. >> Thank you. >> Appreciate that. >> Thank you. >> Have a good evening. >> You too. Thank you. >> Okay. >> Right on time. >> Brings us Did we get caught back up on time? >> 658. Yeah. >> Okay. That brings us to um MSBA uh Barb Dorne and Amy Jordan. Are have they connected or >> Okay. Um >> seven. Do we want to take a fivem minute recess and give them an opportunity to connect? >> Sure. >> Okay. Without objection, we'll take a fivem minute recess and reconvene at 7:03. Okay. >> Perfect. Force Lake Area School Board meeting back to order. Um, >> member clerk, will you please take the roll call of attendance? >> There she goes. >> Who gave us this cute donut? Joy. >> Okay. Member Tyson >> here. >> Member Rebeline >> here. Member Corkran >> here. Member Antonson is here. Member Castle >> here. >> And member Christensen >> here. >> Everybody's here. >> All right. All here. We will welcome uh Mrs. Barb Dorne. >> Welcome to our meeting this evening. >> Or is that >> Oh, now we don't have >> Oh, now we're working on audio. >> Oh, now we have audio. >> Can't hear. >> I think it's on our end. Uh Barb, I do see your your audio meter moving >> and you can hear us. >> Yeah, can't hear you. >> Is Is Renee working on it? >> Yep. I think we're working on it on our end yet. >> Technical difficulties. >> We were talking earlier about how much we love and hate technology at the same time. A Okay, get my ducks in a row. >> Oh, we started. No, it's warm in here. >> You want to give us another sound check? >> My feet are hot. No, it's >> okay. Nothing yet. >> Oh, yeah. Okay, we might have a solution in the works here. >> Okay, we'll try another one. We probably need some equipment upgrades. >> Oh, I wonder if that did it. >> Echo. >> Perfect. Okay. >> Welcome, Mrs. Dorne from MSBA. I will let you go into uh your presentation. >> Thank you very much. I appreciate the opportunity to join all of you tonight virtually. And what I'm planning to do is review certain services proposal for maybe 15 minutes and then take questions after that or do you want me to try less time that >> um if it pleases the board I would say take as much time as you need and we will have some questions afterwards. >> All right, thank you very much. So again I really do appreciate the chance to be here. It's an honor to present to the board of our superintendent search services. My name is Barb. I'm the director of leadership development and executive search at MSBA. I've been with the association almost seven years now and I work exclusively in the areas of superintendent search and also superintendent evaluation. So what I'd like to do tonight is discuss a little bit about what search services include and what we feel makes us different because you do have a selection of to choose from. I'm sure anyone will do a very good job. I just want to share with you tonight what we feel are some differentiating features uh to present to the board. I'm also going to try to screen share because I have a power that you have in front of you. I'm going to give it my best shot. I'm not always lucky with Google but I think I should be able to screen share. So, I'm going to share screen and I'm going to look for PowerPoint. And if I do share, >> we'll see if this works. >> Good job, Barb. >> That's great. All right. So, I wonder how I see it now. But >> if I do slideshow from the beginning, I can't see any of you anymore. I see my presentation. >> Do you see the presentation on a big screen? >> We we do. >> Yes. >> Okay, great. So, I'm going to assume that I work, but let me know if it does not. So, I'm going to move off the slide. You know who I am. You know who is it forward? >> It did not. >> No, >> but we have we have copies here. I mean, if you know, we >> we don't have a presentation. I don't think we >> Yeah, we don't have the presentation. >> Oh, excuse me. I'm looking off my computer. >> We have the full the full thing. >> The full proposal. Yeah. >> I don't believe it's in presentation mode though. >> Yeah, it's not in presentation mode on the view that we're we have. We're seeing uh u what looks like PowerPoint and it's sitting on its first slide. >> So, if I go to slid >> Oh, there we go. Now it works. Now we saw it switch. >> Y >> there you are. We are on slide two. >> Okay, great. I'm just gonna do it this way. So it looks kind of funny on my end, but thank you for your help. >> Sure. So I wanted to tell you a couple stories for 15 years now. We've completed more than 250 successful state of Minnesota >> and especially in the last five years we have grown our footprints across the entire state quite extensively becoming the leading provider of superintendent search services here in Minnesota. The one thing I'll tell you in terms of what we have learned over those years is that there is no magic. When you talk to search firms, I spoke with a few others and we looked at proposals. There are some staff learning steps that are in every single search process. For example, every search firm will help you create a leadership profile. They will offer opportunities for the public to be engaged in the process. They will advertise a position, recruit candidates, vet the applications, recommend to the board finalist and facilitate the interview process. That is really basically the same regardless of which firm you are working. So I don't think it's in so much what a firm does, but I believe is how a firm does that. So for example from MS perspective we base all of our search services on one portfol our our work in the last five years. So first of all we recognize that search methodologies really have to evolve with time especially since 2020. The pandmic really upended things as far as how searches are conducted the technologies that utilize how quickly things move. So we feel the traditional methodologies don't always work as well as in so we say that we like to speed of education and we think that that matters because things have changed significantly even in the last couple years. Innovation and adaptability are extremely important to a face environment. We're going to talk about that in the next few slides. I'm not going to dwell on it, but we do feel that the things that we do are quite innovative and help us become better and better each year because we are helping here. Finally, we have that transparency really truly is the most important component of any search process. And I will guarantee that MSBA runs the most transparent search in the business. And I'll explain why here in just a moment. So this talk a little bit more about the innovations. Go to the next slide and I'll touch on seven things. These are the steps that we're going to go through. So for example, in terms of creating the leadership profile, one of the things that MSB does every single year is we refresh our hiring criteria. The hiring criteria is what the school board surveys individual board members and says that help track their leadership profile board. Now things have changed in education just in the last few years. So for example we have added criteria around the use of not just technology but we've added AI into the possibility of hiring criteria requirement. So I think things need to be refreshed on a regular basis as education to evolve. I also think that a leadership profile really does need to be built upon the district's highest priorities. Everything that you do as board members, everything does, everything your staff does families is all based around. And that is extremely important in every. But when you have high priorities, you can help ascertain what are the priorities and those what are the highest priorities of the district and that would be profile. We need some sort of beacon to pay for it in the superintendent search so candidates know what are the highest priorities when they're looking at applying for this position. Obviously your district plan input from the board and from all the different stakeholder groups across the district. I think the most important thing with the leadership profile is that we recognize every district is unique. All of the districts in Minnesota are members of MSBA, but they're all very different from one another. We represent districts um across Minnesota, across the metro, districts with 100 to 200 students, districts with because the districts are so unique and the school boards are so every single search is going to be different. Obviously, you have to stay within the guide of what'sal, but it really will be different as well. I'm going to talk about whole education opportunities just for a moment. Uh, one of the things that we've added in the last several years because of our core model is that um, search preview meetings have become an important part of what we do. And if you look at page proposal leadership page, that's engagement stakeholder opportunity. So on page three, we do talk about the certific very early in the process. We meet with internal district leadership very often as administrators and perhaps a group leadership of the party. Maybe there's a very active parents organization. So we want to meet with those groups, loop them in early to explain what's going to happen, when it's happening, why it's happening that way. So we'll share that information. We'll answer all of their questions and we'll ask for help us get people involved in the process and so on and so forth. So searching have been an extremely important part of your recent transparency as has the next thing the Q&A session. So the Q&A session came about because we did have some searches where rumors took root early on in the search process by doing a Q&A session which is a recorded session. It's a Zoom meeting that we host. We answer people's questions about the process. Um, if they can't join a slide, we'll ask them to send questions in advance that we will then answer and we'll record that and we'll put it on the district's website, but people can watch it 24/7. It's only about a half hour. People can watch it. will get accurate and transparent just in the last few years. The survey at the top is the largest tool that we use. Uh the survey we learned due to the pandmic is actually the most effective way to gather feedback. For one, it is available 247. Focus groups are not available that often. And when the survey was offered as the only tool during the pandemic, we tried online survey groups. We tried offline focus groups. We would often times get 30 or 35 people on a focus group and only four or five people actually. So we started directing everyone to that survey and the response rates went way up and transparency because it's anonymous in the survey tool. So that's been a really great use of our time all our survey reports are better than business as well. any of them sites of districts are working to summary report as well. Um if you want to add groups, we certainly will walk through the reasons to do those. The one reason often times not to do them are attend so we will certainly include those if you'd like us to. We simply the survey levels. So, everyone respons. >> Okay, that sounds good. Thank you for clarifying that. I do want to say also in terms of public engagement opportunities, there's two times people can be involved in this process with the public. The first is at the very beginning and get at the end and that's a decision we want the board to make as the search unfolds. So for example, once the survey report comes in, you'll hear from different constituenc at that meeting the board's going to decide now what do we need to do with our interview routes. We want to have separate interview committees. We want to have audience input per interviews. We want building tours. We want meet and greets. We want Q&A time for candidates between the finalist community. lots of different ways to construct things towards the end of the season as well in terms of public engagement. There should always be some sort of building tour that's given but all of the other options are as well. I'll talk about advertising the position just for a moment that's on page four that you have in front of you. It is going to be included on the local sites which are MSA's job post is a proprietary database that MSBA uses for superintendent search services. It is a nationwide database and schoolboard associations across the country who do superintendent search use as the application database. So if someone for example is looking at schoolboard association jobs in Nebraska, Michigan, Texas, Wisconsin openings as well and so it is by that nature included in my search for you. It would be a national search. If you want to advertise nationally in order of district money, we do not include national sites in it originally. However, as you're going to see at the bottom of page four, if you want to pay for those additionally, you can. I don't always think that they are necessary because word of particularly among administrators is your best to get position advertised but it's an option we want to offer to the board so people can know if they want to post it nationally on any one or national candidates down there and you can see here on page 5 through six that we are a member of the national superintendent searchers on page six it is a list of all school board associations that do superintendent search and along to NAS. So we network through them. Uh we also have a national recruiter on our staff. If you'd like us to reach out to light districts across the country do that and he goes to national conferences like the conferences right now in Nashville. He is there visiting folks talking about Minnesota as well. Uh let's see. Um we do have a team of folks and if you jump ahead in the proposal a little bit we have a lot of people very connected across the state of Minnesota that does show where those folks are former administrators. They are also board members. So they help us expand and track our staff during search season. We are in high search season right now. It'll last all the way through like the middle of June. And these are the folks on page 19 that help us do that. They are also very very connected and will help us reach out to make sure they're aware of the opportunity there and our presence in Minnesota is stronger than anyone else's return due to those folks. Obviously, we have about 25 staff at MSBA doing lots of work across the state and all those folks know we talked about services and opportunities that are open to our services as well. We're going to move on to vetting applications. If you want to go back to page eight and nations now, one of the things that I believe is different for our services is each school board member will have access to all of the materials. So, developers club be able to individually access everyone's application that will include cover letters of recommendation transcripts answers to question you're able to look at that once the application deadline has while you are doing those keeping in mind it's private data you have to be very careful that those are not revealed in any way shape or formative practice we will being trying to get it down to the strongest list. We'll compare the application to your profile which you developed and to the results of that public on your report. So between those two documents, we will try to come up with the strongest four, five, six people that will recommend to you, you can take our not because we have seen you might not recommending, but because you're the search, you'll be making each decision along the way. We want to make sure you have the information at every what your options are insec and support in that decision for the rest of this search. uh your district actually visit research but we will make sure all I do want to say on page seven there's information there is also there'll Open law very open. So you cannot close a meeting for purposes of search. That includes discussing the applications which is private data in an open meeting. So it's a little bit tricky. We'll talk about in terms of C. We'll talk about our recommendations in terms of AB and C. of that motion to interview for example only then those names go public the names of every other physual district to have the contract that you want with your superintendent but we have the model contract which is compromised contract both associations can we provide that to you we'll also offer transition services that we see for a while and the transition is one of the best things about our process first months sober we come workshop. We want to make sure that superintendent wants about those expectations. We want to the superintendent and the priorities of the board. So you are talk a lot about that process as well. Um, okay. That's all I got for the process. We do a survey every single year. So, I'm starting to wrap up. I know I'm going here to talk fast, but I know very different. We understand what your job is. We understand how stressful it can be, how much is on your plate and we also understand student success is a heartbeat of every decision that you are making. So we do not represent candidates for example. We don't have any stable of resumes or people that we are trying to replace. However, we'll make sure that everybody knows about this opportunity that they look at their leadership profile and the report decide if it aligns with who they are as a leader and if so they will apply. We do tend to have fairly large pools because people know they don't have to wait to be invited to apply by MSA. This is a wid. So leadership is something that process. Also again I mentioned the transparency of the work we do with the Q&A with MBA the engagement report. We want that on the district website after a lot of things that we will do I think that might be different. We also provide the search feed phone number and email address to anyone who is interested in learning more about the process. Obviously the board but we also want applicants stakeholders staff parents welcome to call questions about what's happening when firm bandwidth is on my slide that's not in our um proposal because I forgot to mention it and I think the good thing with MSBA is that we are able to again expand our services our capacity has never been an issue we do most of the searches in Minnesota because we have a welloiled machine in place for process and we all of those additional folks as service providers helping us do this work. It also is not just our search team specifically myself that do Minnesota a lot of people in touch our communications moral policy um our marketing communication technology folks so we have people working on different corners not just of us who are signed in search. There are no onedition services and any of the ongoing support of the board. So you will find us available even longer supports and such. The two things on here that are also not in the packet the depth of Minnesota knowledge. I want to spend just a moment on that because I do think that having a Minnesota home base and familiarity with Minnesota statute that I already mentioned very different so we already know that but I do believe that's something that others obviously There are some more obscure statutes that because we're MSBA, we know these things. Um, for example, there used to be special voting circumstances for the board. If any of you are related to any other related, it's happened to me twice in the last few years where someone on the board was related by marriage, that requirement is board. It cannot be for the board and one person needs to vote if you are and it can happen also veterans preference is something that people often refer to as something to consider it is something to consider however does not apply to does not apply that's a differentiation I think that people often get mixed up uh residency retirement That is something that is always desired. People want superintendent to move the community within the district of the life of this district. You cannot require that because in statute is treated just like a teacher for purposes of where they live. >> Uh so if someone offers it in an interview for example that they're going to enforcement area, you can't even consider that in making your decision because they cannot be required by statute to do so. So it also should not your decision. >> So that kind of comes out now that we feel matter. And then this is the last >> 16 >> 16 we are currently at 13 in Minnesota instead of eight but we have wrapped up there. So, we are still working on 10, but they're in different phases of their process. Um, this slide I really like to include because on the left, those are the 13 searches either included or turned under the right two. Those are the searches we did just last year and those were the searches 30. So at the conclusion of last search season and they are also listed here on page 21 you can also see your readers um we cover the entire and really proud of the work you have to do. I do want to ask Joy if she would cast out because I think it's important that you know who would be leaving your search and because of some I have other districts I would not be leaving the search for the course of however would be Amy Jordan is our associate director of leadership development what I said to earlier today is something that I just want you to comments from the front page this is feedback from our certain surveillance. And then the second page is the search. So it's only And then the next couple of pages I went through the first question always and at the very end of this are you comments personally in your search but things are important to her as a leader and guidelines. So that's an introduction of us to do it. So this is just a couple of last year but again thinks a whole lot more So that is what is up now. Our questions are always going to I think log out of screen sharing this hour. Um question. >> Um I think you can close that. >> See your face. >> Let's see you. >> Rather see you. Yeah. Than the Yeah. Let's see you Barb. There you are. >> There she is. Yeah, there you are. >> All right. Wonderful. >> Okay. Who wants to kick off the questions? >> All right. Member Edinson. >> Hi Barb. Thank you for your presentation tonight. It was very thorough. Um, I would like to know with Amy, Jordan, or any of your um, search people, how many do they do at one time? Is it just one at a time? They're solely focused on one district at a time. >> It is usually between two and four. >> Okay. So, they may have >> Okay. The survey goes out, then there's going to be a wall. the surveillance that >> okay >> the search has these hills and valleys and so we always have search and then hills we will make sure that we're focusing on we won't is about to always >> Okay. >> Thank you. >> All right. Any other questions? >> Well, member Corker. >> Oh, hey Barb. Thank you again for rescheduling. I'm sorry for all the back and forth, but I do appreciate you being available tonight. Um, so I just want to a few key points. I mean the timeline of course is is incorrect because we started this back in November when you first submitted your your timeline but um it's uh so it's a really good thing to see all the different phases and and go everything through there but and also I just wanted to comment on your fee is to amazingly reasonable and no expenses is or minimal expenses very small compared to other search firms I think um really happy to see that And I know Amy, does she um live near here or how how does that work for her to travel and stuff? That's my question. >> Okay. Um Amy lives in >> Okay. >> I live in >> Okay. >> searches up north. It was in Grand Rap. I'm currently doing some searches in the metro and so I don't have them on my plate, but Amy will help me. Okay. >> Yeah. Well, I particularly love the um the followup for that one year. But you mean with the board with the new superintendent and kind of having that follow through after because the transition that to me is really critical and I like that that's included as part of your service for no charge. that's impresses me because that is really different for a board and superintendent starting. So, um I'm trying to think of any other questions, but I do like that you guys are up to date in all the policies. I believe I know when I had did the other search um I was involved in that years ago and we also wanted the superintendent to live in our district and I think you guys set us straight and said you cannot require that and I think that is every board would like to have their superintendent live in their community to be part of their fabric of our community. So that was critical and it was a life lesson on that meeting. So, uh, but I do like that you have those policies and to kind of keep us doing the right things and keeping us to task. So, but thank you. >> You're welcome. >> One thing I didn't mention is that we will not charge the district anything at all until you have a superintendent. >> So, for example, if you post it in February, um, applications come in interviews or at some point we just don't think it's the right person. We do not want you to settle. So, in that case it just isn't the right person. We'll help you find an interum no charge. We did this for two years ago. We did a search there. They didn't find the right person. So, we helped them find an interrid. But we just wrapped up that search last week. We did have a 60 vote. they're divided board, but they felt very good about Canada and the health actually earlier this week. So, it was um if we don't find someone this year, we'll find you the inter winter and then when you do find the right person, then the invention should be charged for that time. >> Wow. Thank you. I was going to also ask you, I know that you guys do um board self- evaluations. That's a a service that you offer. Is any part of that board self- evaluation part of what the work is you do with the board during this process? >> That's also a great question. Uh technically, no. >> Okay. >> But I will tell you that Gail and I work very closely together and what we've heard from other boards is that for a superintendent search with NSBA is basically um a twomon team building exercise. um we start earlier. If we started in November, it would tight >> right now. So it'll probably search and what we have found is the school board start of it. Sometimes by the conclusion of the search uh you have learned to work together more collaboratively because ideally you would like to see a board ideally it just self technically is not a part of services but because it's part of MSBA it's in our DNA and that kind of work that development is a natural part of our process That is very very helpful. Thank you >> member Tyson. >> Yes. So thank you Barb for being here and presenting um MSBA's search process. We have used it before. So I do see that some of your methodologies have changed. I really like adding the virtual um for people that do have barriers um to access or they can't get there to a meeting. They need to be home. So, I really like that aspect of it. I also like how you tie the strategic plan um to our search as well as school priorities to the hiring. I think that's really important. Now, when you do the preview meetings with administration and bargaining, does that can that or does that include teachers? >> Typically, it's the leadership of the bargaining units. Okay. preview meetings are specifically for those groups. However, that Q&A with MSDA that we record that is watched by a lot of teachers and a lot of teachers send questions to us in advance of that Q&A so we can answer it and it's recorded and it's put on the website. So leadership unit really comes in early for all of those. Hey, please help get people involved. Please help survey ask them to watch them um you know watch the Q&A online but then Q&A is for everybody members most people watch that information about what's happening. >> Yeah, that makes good sense. I know when we did it Go ahead. >> When we did it last time, we had a teacher focused group and a community focused group, but now it's kind of done in that Q&A and then posted on the website. Correct. >> Right. Okay. >> And sometimes the search meetings because they're targeted to specific groups, maybe there's a PTO PTA, right? The search is MSBA sharing information out. Here's here's the information. What questions do you have? We've done focus groups with those same exact groups because it's a very targeted group and that's the opportunity for those folks to tell us back this way. What do you think? What are you looking for? We always ask people to fill out that survey. That's the number one tool to >> Excellent. I know that the post hiring support is really valuable and we had that last time as well. Um can you just talk a little bit more about what that entails? Uh so there's a created for um we will obviously visit new superintendent in the first month the transition workshop is the biggest we'll make sure that they are included in that conversation because your superintendent is an excellent member of your board. So we want to facilitate that conversation between board members and superintendent to get them talking about expectations. They cannot reach your mind and you have to be so critical on the right foot that everyone agrees with. These are the three goals for this year and this is what we're going to evaluate you on. Here's the metric we're going to use and we evaluate you and as a board here are the goals we're going to set to support the superintendent in reaching their goals because you as a board do not want your superintendent. You want them to succeed because if your superintendent is succeeding as a leader members of the staff, cabinet, administration will succeed and most importantly the students will >> correct. >> So this again is all students think >> I know we really liked it when we had it last time. One one other thing I want to comment on. I mean, Minnesota is unique with its open meeting laws. They're very strict. So, I remember that from last time as well. You really have a good process, but it sounds like it's more enhanced now. >> We've made a number of changes to the process just in the last five years. >> Okay. >> And I think that's partly to what we learned from the pandmic, but it's also we implemented that continuous improvement model 5 years ago. We started surveying our boards to say what went well, what could have gone better, what else do you want to tell us? That has really helped. So some of the things that we've added in the last few years came directly out of that survey. >> We need to know what people are thinking so that we can improve for the next year. One of the things we did this year for example, we got feedback last year that students are not participating in the survey as much as we hoped. The survey link people took it. Some students took it. and blankets took it. But what we heard was we want more student voice and so we didn't we started working with the school district specifically with preschool administration to see if there was an opportunity during advisory periods or call them study hall back in my day. But there was a time that students could be given the option never require it but an option for 15 10 minutes to take the superintendent survey and that has drastically increased participation by students. get you to maybe one day during the month process. We also tend on students in the survey takes you to a student survey language. So for example the language in the survey for us you know staff parents guardians etc might say fiscal responsibility students survey says money. So it's very simple language for the team to be able to participate the survey and know exactly what they are suggesting to us. Uh if there's enough students to take the survey then we separate that data out and in the report we say here's what parents staff members members said here's what your students said reported. So those two things really significantly increase the input from students. That's terrific because we definitely do want that student voice included. One last thing I'm going to touch on and and is new this time around is that all the materials are in the cloud. So we no longer have to come in in twos and threes and take turns reviewing. >> Correct. It's all in the cloud and we can access it at any time. individually. You'll each set up your own username and password. You as individuals can access all those application materials 247. >> We just ask this part of the interview training that you are very aware of the repercussions of private data. So when you're looking at them, for example, if it's on your computer, please don't do it in a coffee shop and someone walks behind you and sees a resume. You just rotate. So be very careful where you members that prefer hard copies in that NC work with the district office to ensure that there is one set of hard copies in the district office that you can go in and review but not so we will accommodate anyone who doesn't want to access it electronically most people do but we'll be happy that is ready for those >> yeah and I think that's an excellent and makes it more functional I can be a slow reader and I remember leaving and going what did I read about Jefferson. So, I really like that aspect of it. Um, so I think that I like that there's no hidden fees with this proposal and um, I appreciate that. I also like that on the national side, you try to connect if you're doing national, your recruiter looks for, and this is the first I heard that there was a national recruiter for people with the same size district and the same things that we'd be looking for. It's not just somebody just out there. It's more of a concerted effort to find that person >> kind of match. >> He's a wiz characteristics of course area and he'll come up with a list of 20 or 25 districts similar that align values in your district and then he'll reach out to administrators in those districts to encourage them to look for opportunity. So that is actually >> they do remember the national advertising >> also we have a hybrid model for two of the meetings on that timeline we do virtually for two of those meetings in $20 services we will do it for you. We don't add just those two meetings in person. Otherwise, there always those things you want to make sure that you're not. >> Okay. Well, thank you so much, Barb. >> You're welcome. Thank you. >> Anybody else have questions? >> All right. I don't see any. I had a couple of my own that didn't get covered during the Q&A here, but one of the things that I noticed when I was reviewing the documentation that you provided with us is there's a couple of districts, including my elma here, who um actually did repeat surges within a three-year period. And one thing I noticed you did not speak about is the percent of placements that you have that continue into a subsequent contract. So, can you speak to that a little bit? >> Yeah, that's a great question. Thank you for asking that. Um, So it's difficult to track that because people's reasons for leaving a position within the first few years really do vary. We do have the search guarantee that if for any reason you're selected doesn't stay for that year whether it's their choice your choice we have people within that first year realizing not a great fit for either party or there was a health condition that interfered or family circumstances. If it doesn't um if they don't come back year your contract, we do an entire another search for free with no additional charge. So that guarantee is in there. It would be contingent on the person being in our recommended state. We may have lots of people that will interview that we don't recommend. You're welcome to hire those folks, but in our vetting process, we won't guarantee people that we don't recommend. We also require you for a transition work. So one of the things that's unique to Minnesota, and I know that is um that retention period people like to talk about perhaps on a national level level that I don't know x number of our superintendent stay 10 years or something like that one of the things that is tricky is you can't happen to happen because of the contract all of you know that superend contracts can be no more than two years well that is an opportunity every three years very often every two or two and a half years superintendent start looking or school board starting So we used to have a much longer superintendent tenure here in Minnesota because it wasn't in place until I think 2004 up to three years more and contract language about rolling over or subsequent contracts that all changed. It now be a brand new contract every three years. So it's an opportunity to renegotiate but it also gives you an opportunity to switch over years. Minnesota's long-term tenure used to be about 10 years to stay. Last year it was 5.3 years and I just heard last week that it is now under five years in Minnesota are taking an average of 4.7 years and it's contin but I will say that sometimes there's not school board is the one who is going to choose who they want to hire or recommend post but ultimately it's not local controls. So you will hire the person who you feel benefits the most and yet within a year or two or three you may not be just um things do change. So I think based upon my experience the last seven years about 90% of our searches go beyond contract but I don't have that's track >> uh Albertly >> oh church that was one for the district just was not great so we went back and did another There are a couple of those searches you'll see this year and last year because there it doesn't always work out. It is not always sunshine and rain. Things change or things come to light and we want to be available to our members to make sure we're chances are contract. >> All right. Well, I I thank you for that answer and the the context there. The last question I have kind of revolves around a bit of a viral video that went out on the Hopkins meeting last month. There was a question about DEI and I I don't I I can't quote this exactly, but it was something along the lines of 75% of the metrics or the uh member districts in MSBA didn't support the DEI initiative, but MSBA felt it was important enough that they carried it forward. I don't want to dwell on that, but what I do want to ask is how do you balance MSBA's commitment with DEI with sourcing the very best talent for our superintendent uh without giving regard to immutable traits? >> Thank you for asking that question because I think that was taken out of context. So that particular um district asked specifically, if you listen to the clip, they say specifically, what is your firm's commitment to equity? It was not for equity. >> So I wanted to share with that board specifically that MSBA had an equity piece in our strategic plan when we started our work on revised plan two or three years ago and what we heard from and I had to apologize because I pulled that number from my head if you if you watch it you'll notice I go well about I spent a lot of time in Minnesota and um if you're looking members of MSBA the vast majority of our members are in the greater Minnesota and most of them have less than a thousand students so when I was in superintendent across greater Minnesota for example most of those districts didn't use the word equity in their leadership profile they were using other words and that that's exactly how it is supposed to work the districts themselves as opposed to the words align with who they are so I did that number is not statistically accurate. I simply remember riding around and a lot of small schools that didn't want that word equity in their plan and it would never even leadership plan because if they took the hiring criteria survey and that word the equity conditions were not highlighted by board members it wasn't even a plan whatsoever. So I feel we came very responsive to our members because there was a lot of controversy around in particular but ours was about inclusion and the question was specifically about equity. So we actually reformed our phrasing options part of our core values. So if you go to MSP's website now with our strategic plan, there are areas that we focus on and there are core beliefs, two seven core beliefs in the CA. We represent all school boards in Minnesota and one of the most important beliefs we have is in control. So in working with that board, if you look at their district website, our equity is extremely important part of district. It's an important But recognizing the other individuals with different lenses, different life experiences. What we always say when we're working with the board on a leadership profile is your perspectives, values, and beliefs are what makes strong opinions and diversity of thought are very different. In the end when the board moves forward with any profile if the majority of the boards the board in this case profile that profile so it is but again many of our small do we want them to create that work for them. So I need to apologize because that number was just I had to think about my time on the road. I was picturing state of Minnesota and where I drive and didn't want them. So we actually are not plan. >> Well, thank you for asking about that. misunderstandings about what might not position us authority. >> Yeah, thank thank you for clarifying that. I think that's important context to have especially when a lot of these things that are on the internet get snipped into little sound bites and uh that was >> I appreciate as well. Thank you very much for asking. >> All right. Does anybody else have any other questions? Member antenn. >> Okay. One last thing you did, you spoke about if if the possibility comes around, the board can't get a majority uh consensus on a superintendent, you do you draw from is there a interim superintendent pool that you you draw from? >> Yes. Um people know that a list. >> Okay. >> Most often it is former superintendent that are willing to step in for one year. So they'll they'll contact me and my And very often there's geographic restrictions. They're interested in working within 30 minutes of where the basis or they're willing to work any other state. So the circumstances are always different. But you also have to think real the first time. Typically a former administrator they missed education. they still have license and they want to help the district and serve as a bridge. So, it's a one year. They're there to help you through that transition. It's usually a lot about management. You know, an interend is not going to move along a lot of new initiatives. >> Yeah. Second kind of interum is someone who wants to audition for maybe they're mid career or mid career. So they want to come in and look at the board for six to seven months prove to you that they're a good superintendent and then you're no obligation to actually do the requirements as employer that's required but you're not required to do a whole big external search in hopes of landing a permanent job but it is a risk because one year contract. So you want to think carefully about which kind of interested in >> some districts actually you will not have an opportunity to apply for a job just so you know you are here as a placeholder >> and we're going to conduct a service while you're here. So clarity around expectations of your is also really important and they appreciate it and the board. Okay. Thank you. Sounds good. Wonderful. >> Thank you. >> Yeah. >> All right. Do we have any other questions? >> All right. Seeing none, thank you so much for joining us this evening, Barb, and giving us the opportunity to ask questions. >> Likewise. Thank you very much. I wish you the best whatever you decide your next events are going to be and is always here to support you and be honored however. So thanks for having me. I'm lov >> All right. On the technical side of things, do we need a short recess to kind of reset get everything back? to standard. >> Okay. Why don't uh waiting? >> Okay. >> Without objection, we'll recess for 5 minutes. We'll reconvene at 8:10. >> Seeing none. I now call the regular school board meeting for Forest Lake Area Schools, Thursday, February 12th, back to order. Member clerk, please take the roll call of attendance. >> Okay. Uh, member Christensen >> here. >> Member Tyson >> here. >> Member Rebeline >> here. >> Member Corkran >> here. Member Anne Johnson is here and member Castle >> here. >> All right, everybody's here. >> All right. While we were in recess, we had a request to move the uh step presentation up. So, if it pleases the board, we'll go ahead and do that. These students planned on presenting about an hour ago. >> Um, so I think we would like to accommodate that if possible. >> All right, seeing no objection, we'll go ahead and do that. >> Dr. Wilson. >> Dr. Wilson. >> So, I brought I brought some cards so you guys can see them. I think I can find the cover for my notes. I like it. >> Um so tonight we are here to present about special ed and um often times we talk about just the program pieces and you know special can start for two age 22 and our programs in special ed um all of our schools are very inclusive. So when our teachers come in, our principles come in, they often talk and our kids are included. So tonight we're going to um bring our step students. We have a couple a former and a current and a teacher along with some step staff um to share about their story and their experience. But prior to that, we are going to introduce uh Sarah Heckle as special ed coordinator. >> I'm not going to cry, but she's bleeding. >> A >> I know. >> Well, I'll jump in. >> Yeah. So, um, yeah, I serve as the elementary and early childhood special education coordinator and have been doing so, well, worked in the district for 20 plus years and a variety of capacities. But, um, in that time, I just want to share how honored I am to have served the Force Lake area schools. Um, it forsake will always hold a special place in my heart for a variety of reasons. One, 20 plus years in the district. Um, two is I am a product of Force Lake area schools. I um, spent my entirety of my education K through 12 here and my three children who had ties to Forest Lake Gary schools and will continue to into um next school year. So um for all those reasons, Forest Lake will always be home to me, will always serve as a place home. So want to thank everybody who I've worked with have um we have the most committed, wonderful, best community, parents, students around and for that I'm forever grateful for this group. So thank you >> and this is what she does. And then with that, I would like to introduce Jill Kringer, who is uh school site in our district. And tomorrow, she officially becomes um the new elementary early childhood through grade five um special coordinator. SO, we'll stay with each other. >> Please hold the mic really quick. Congratulations, Jill. Thank you. I would just like to say I am honored for this opportunity to step into the role um in my 23 years in the district. I have learned so much from the students, the families, the educators that I have worked with and I am especially grateful for the mentorship that I've had from the current special ed leadership and I'm excited to begin this next journey. >> Congratulations. We're lucky to have you too. Yeah. >> And >> so with that, >> I I got to thank Sarah really quick. Thank Thank you for your commitment to the district. Thank you for all the help you brought my family. Um it wasn't always easy, but we always found a solution and I I do appreciate all the time and effort you put into that and the countless other students who you've helped over the years. So, >> thank you very much. I appreciate it. >> She'll be back. >> Now, Dr. Wilson, you can. >> All right. So now Chad, he's the emotional emotional one with me, but we are going to um celebrate the successes from the STEP program. So I'm going to turn it over to Chad and um teacher and students from STEP and hide my note card. >> Thank you for that introduction. I um I too have been honored to work with Sarah. my friend. >> I got it. I got it. >> Sarah is amazingly skilled. Um, she is dedicated to the district. Um, she is type A. I am not. We balance each other really well. She brings me along. I slow her up. And uh Kelly is our referee at times when we have a disagreement. Um going to miss her. Hope there's a chance someday maybe she'll return to Forest Lake because that happens sometimes. Um I'm also equally as excited to have Jill join our administrative team. Jill has worked with us for a very long time and is also a very dedicated and knowledgeable individual. Also is quite type A. So that that's going to help me out as well. So, um I think our district is in a good position. Um sad to see Sarah leave, but I'm I'm happy that Jill has the opportunity uh to expand her leadership in our district and didn't have to leave our district uh to find another position. So, um I haven't cried yet when when you know I've seen Sarah and Kelly both cry a little bit and I've held my emotions and I guess it just hit me at that moment. So, I apologize. Right. >> I'm going to shift gears and I'm going to do a lot of smiling now because I'm here to talk about the STEP program and I am so proud of the STEP program. I'm proud of the what we've developed. I'm proud of our teaching staff, our pair professional staff, nursing staff. I'm very proud of our current students. I'm very proud of our former students. And I think we have a program uh here in Forest Lake that that other districts come to look at as a model. And I I'm very proud of that. We've worked very hard to get to this point. We're one of the first districts in the state of Minnesota in 200 I'd say about five to go off-campus from their traditional high school setting to off-campus to give students another a different opportunity. And we started very small and we've grown and we've grown and we've grown and now we're at the very large Old Central Learning Center building. And I told Kelly this today that I can't believe it, but we're out of space. We have maximized every space of that building and I was trying to find Mr. Nyla some technology space because they're that's what I'm going to talk about tonight. We don't have a space for them. So, we might have to do some rearranging. They might take my office over, I'm afraid. So, there are a lot of things I could talk about with the STEP program, but I'm really going to showcase um some of the new efforts we've had this year around technology. And and part of that is because this young man, Nick, you want to come up here? >> Nick Adamson came to us. He he attended Forest Lake Area Schools and Elementary School, left to go to North Lakes Academy, and then came to the Forest Lake Area STEP program for his transition services. And when Nick came to us, his passion is around technology and he is he's got some pretty tremendous skills and and Mr. Nus and I and the team talked about what are some opportunities that we could give to Nick because we don't necessarily necessarily have that as part of our program. So I'm going to have Nick and Mr. Nas talk a little bit about some of those opportunities. Um but I'm just going to kind of lay the groundwork. Um the first one is 3D printing. Um, our AT department in the district, assist of technology over the years has been responsible for doing a lot of our 3D printing for students with disabilities throughout the whole district. And that's a big ask to put on that staff member. So, I had made the comment to our AT department that I think the STEP program could learn that skill. I think we have some students that benefit from learning how to 3D print and do some programming. I think that we could take that on. So, Mr. Nius went down to to Molly's office and pretty soon the 3D printers are in our space and we don't know anything about 3D printing. But this guy learned he went online with Mr. Nilus and they studied it and they watched videos and pretty soon they're printing all these 3D objects. And they didn't start off well, did they? >> They started with a singular line. >> Yeah. Start with a singular line and now they're making things >> that look like this with a three 3D printer. So, that's all I'm going to say about that. I'm going give you a chance to talk in a moment, but I also want to just mention that I was at a meeting um with Director Jacobson and the secondary principles and they were talking about um you know, students have Chromebooks and sometimes middle school and high school students can be hard on Chromebooks and they need some repair. Well, their tech specialists are having a hard time keeping up with repairing the Chromebooks. So, I again had an idea, which I often do. I said, I think we have some students at the STEP program that could help uh maintain our Chromebooks and and repair them. There also some that need to be parted out so you can use the screen, reuse the screen, reuse the keyboard. So Nick and Mr. Nus and his group, they've taken that project on. One of our tech specialists comes over once or twice a week and does some teaching and shows them some things. And that's as much as I'm going to say. I'm going to have you just share a few words about some of the things that you've learned this year through our opportunities. >> So, with the Chromebooks, you sit over here. >> I have um rarely ever taken apart a computer. Did it once. Uh when I got to the Chromebooks, I was taught once or twice and then I managed to memorize and now I can do it by myself. Can repair the screen cable, repair the screen. >> Wow. Um me alongside two other students are helping with the Chromebooks. So we are gutting computers that aren't fixable, fixing ones that are fixable, and then sending them off to where they came from. And as for the 3D printer, we started with things like this guy, just little movable prints. >> Yeah. Then we were able to move up to bigger prints like a dragon. >> Wow. >> Then we managed to move up to colored filament little translucent. >> Also a golden dragon. >> So cool. >> And as of earlier today, we've started with multicolored prints. >> This is just a test print, but it is multicolored. And I can't really show it from this distance, but these little boats here show problems with the printers. You can probably see a little bit of lining through the Jeep hull. >> Mhm. >> And so this was printed. So we have four printers now. Started with two. These were older models. I just mentioned that our our 3D printers are dinosaurs. Um the probably 10 years old. >> The first two are. Yes. >> First two. And then we acquired a couple from the high school because the high school had upgraded their their um technology and weren't using these. They're sitting in boxes and so they passed them on to us and now they're our nicest printers. So this boat here printed on our older boats. There's supposed to be text on the bottom. Can't see it at all. Text on the back. Can't see it at all. This one, you might even be able to see it from here. There's text on the bottom. Very easy to read. Nice. >> There's even text on the back which isn't supposed to be visible unless printing on fine which this was on standard. >> So these two printers that we got are running >> great. We love them. >> They're our main printers. Still using the other two. So now we're able to print eight objects a day. >> Four small ones, four long ones because going over the day. Uh, and of this is one of our earlier prints, broken, so definitely wasn't perfect off the bat. Uh, we've had to take apart the printers, too. Clean them out, clear out the nozzles. Uh, I personally don't know anything about that. Mr. Nius is the one who learned that, shown me a little bit. Uh but so that that's really it. We're um Oh, we have a survey that we're sending out to the special ed staff currently only at STEPP. This survey lets them request custom prints or pre-made prints. And so, for example, we have made a milk carton holder for kids who have troubles holding milk cartons because of like shaky hands or any other reason. >> So, it's a little 3D print where it has two handles you can hold on to. Puts the milk carton in the middle. Great accessibility. >> So, we're not only doing fidgets, but also accessibility options. >> Who does that survey go to? Uh I think at first we did occupational therapists and then we did the special ed at STEP. >> So all not just STEP though, it's districtwide. So all the fidgets that >> you can get in the classroom, we'll print. Do you know about how many items we printed for >> by now bordering 80? >> We've had 80 requests. We've had well over 200 prints. >> Yep. >> 200 items that we made from a school of plastic. um that we didn't even pay for. >> Great. >> So, yeah, it's it's been great because then a lot of the classrooms that you know in our elementarymentaries, they get these little dinosaur fidgets or whatever to keep in their pockets and >> very pleased. We we've only done one classroom visit though. >> We technically two. >> Okay. We went to the high school to steal their printers, >> but we also we go over and off. >> Oh, that's true. No, no, I wasn't part that went with you. >> No, the first time when >> at Columbus. >> Yeah. >> Okay. We might have been. >> So, uh my first semester on Thursdays I went over to a elementary school to hang out with the little kids, help with like art projects or help with recess. So with that opportunity, I brought over three of these guys for their special ed kits. >> Wow, >> that's amazing. >> Yeah. Anything you want to share, Mr. Nless? Well, I I can just talk like in meeting Nick and I got these printers in workshop week and I did not have a plan for a technology class and it's kind of exploded and I I just wanted to say like the students that it was not part of their programming have shown a lot of interest and a lot of skill in helping and Nick's been a good partner. Um, I wanted to say that also with with our team decisions as far as IEPs, we do this not just for him, but we've done it for Maria and dozens of others. It's really exciting to see students be successful um >> in our community and get jobs related to their passion and just be successful in like I just it's fun for me because I' I've been in the district for 10 years now and so now I I know quite a few of our friends that are working where we end a lot of days is hey did you guys run into so I don't have anything else >> yeah and I just want to just want to mention one other thing we're going to send Nick to a training program next year at the 916 Career Technical Center to learn more through uh hardware and software development because this is going to be his career path. He's he's shown us a true career path and we're here to support him in that career path. >> Y >> uh something I would add on to Mr. Nilus is something I've noticed with STEP. So Wyoming Elementary was long ago can barely remember it. uh NLA, it's a decent school, but they like I'm assuming the Forest Lake High School, they typically focus on every student all at once. Whereas here, almost every teacher has some sort of experience with special education and they are able to focus on each individual student and compensate for them. >> Thank you. It's it I love it. >> Comparing LA to STEP, I can't put it into words. >> Well, we're glad you're here. >> I asked Nick if he's going to prepare any notes cuz I did. I don't need notes. >> You did an amazing job with app. >> So, can I have a question? >> Thank you. Oh, Nick, there's a question for you, Nick. So, it seems like you really enjoy a challenge. It's okay. >> Yeah. >> This was challenging stuff for you and you learned it and now it's your career path. >> That is so exciting. >> I I've always had um interests in technology, but Wyoming Elementary never gave me that opportunity. Neither did NLA. >> And so, I was rather unproductive at NLA. >> I was typically getting B minuses at most. >> Okay. So now here at STEP where my interest is actually being given a chance to shine through. I am actively flourishing compared to NLA and I am wanting to come into school now. >> That's terrific. Have you ever been able to go into the classrooms and see the kids interact with your um 3D printed objects and dragons? >> Only a few times. Okay. Because uh as I mentioned earlier, my first semester on Thursdays go over to the elementary school. Every other time we swap between going inside with the literal littleer kids and outside with the little bigger kids. And so every time I'm inside, I get to see those kids playing with those three dinosaurs I gave them. >> Doesn't that make your heart warm? >> Absolutely. >> Yeah. My daughter has somebody that makes them for her therapy rooms and elementary classrooms and the kids just light up. She said, "Mom, they just are thrilled to see their newly made um animals and figurines." And >> so good job. Thank you for sharing that. >> Thank you. Thank you, Nick. Appreciate it. >> Another question. >> So, just real quick, are you working with other students like yourself? like kind of working with them kind of work like showing them what you've learned kind of >> they don't quite have the same interests as me. >> Okay. >> But a couple weeks ago Nick brought in a picture and then used an AI model to create his own 3D image STL file turned it into a 3D item and it it was a senior picture that had his two dogs and this was something I didn't know could be done. >> Yeah. So >> amazing. >> Went online. I I found some website that lets you turn images or videos into a 3D print file. And so for my mother's birthday, grabbed my uh NLA senior picture, ran it through that, and I printed my my senior picture for her for her birthday, >> a >> which is really sweet. But the application then is we send an email to our OTS and say, "Hey, if you guys have anything, we can really create >> Yeah. >> design anything. It's It isn't free, but it is cheap. It's >> Well, it's opening the door to something you didn't even know >> was possible for you >> and that is exciting. It's given you great. >> You came into STEP assuming it was going to be >> Yeah. >> like other schools but more physical. Didn't think I'd get an opportunity at technology whatsoever and I'm very glad I did. >> Well, we're glad that you found your passion. Best of luck. >> Thank you. >> Yeah. Thanks for coming. >> Yeah. Yeah. >> Um, so the work that you do with the computers to keep them up, um, does that pretty much keep you swamped with >> that portion? >> Uh, at first we kind of swapped. Now it's 50/50. Right now we're waiting for more Chromebooks to come in to fix. And while we're doing that, we are working on the new 3D printers since we're still getting used to them. But I assume once we get more Chromebooks, our attention is going to be split. We're going to start off the class period by starting off prints because they take anywhere from 30 minutes on a really small print up to 12 hours on a large print. So we're probably going to start off a medium sized print and then for the rest of class period probably work on Chromebooks. >> So the Washington County has a new recycling center up here and they people bring electronics. Um, I don't know if you'd be able to get some kind of partnership with them. So, when things come in that actually work or maybe there's similar items where you can, like you said, take parts out of one, you know, make one good one out of five not good ones. I don't know if that's possible, but that might be something to >> Mr. N's class on a tour. >> We've gone there. One of our other classes is called community living. >> I know I've been there and I know teaches it. That's one of our target places to go to learn about recycling because you can also buy well if you don't buy it but you get free materials cleaning materials or paint that helps us because we also have other classes that require paint. >> Yeah, >> it's another community living place that it's kind of visible to a lot of people. >> We want to go show people. >> I don't know about partnership but we've had students here. >> Thank you so much. Appreciate you. Thanks for coming. >> All right. Um, this is Maria Shaw. I want to uh kind of do a spotlight on Maria. She graduated from the Forest Lake schools a couple years ago. Um, she started in early childhood special education, went to Columbus Elementary School, went to Century Junior High, went to Forest Lake Area High School, came to the STEP program for two years, and then finished her school career at our Project Search program up at Fairview Lakes Medical Center, which is a job training program. >> Yeah. >> Um, so Maria, now you've been out of school for two years, >> believe so. >> Yep. has been hired at Fairview Lakes Medical Center working in environmental services and I think that that is just a tremendous job for her. So, um, super proud of Maria. She's been always been a very hard worker and we knew that good things would happen to her because of her hard work. And so, I just want to mention that our project search program is a very unique program there. I believe there's only 13 in the state of Minnesota and we happen to have one in the Forest Lake Area School District and we have a partnership with Vocational Rehabilitation Services out of the state of Minnesota which is a free service to students with disabilities. They also partner with a local organization called RISE who does job placement services. Well, when Maria was in Project Search, Vul Rehab Services funded for RISE to help Maria with job placement services. So together with Jill from Rise, they did job searching and job applications and Jill would go to interviews and Maria through being at Project Search, um the staff at Fairview really knew Maria and really wanted her on staff, so she was hired um environmental services. Do you want to talk just a little bit about what your current job looks like? >> So for the housekeeping, I clean the uh patients rooms and other places that need cleaned. Um also imaging as well is like another um other areas that um they scan their uh patients body or stuff. >> Um yeah. >> Yeah. And it's it was a job that you identified when you're in project surgery you were very interested in, right? Yes. >> And we did we determined that she had the aptitude and the interest to do that job. And so we worked really hard and you worked really hard to make that happen. And um Maria's in a great job right now. They take very good care of her and family is very happy. >> Right Karen? >> Yes. >> And so I just want to put a little spotlight on Maria that she's uh she's always been a bright star and we knew she'd do great things and she is doing great things. >> Congratulations. >> Wonderful. Congratulations. >> Maria, we might have some questions for you. >> Don't run away. Yeah. Well, I do want to I'm, you know, over two decades as a nurse and I know how important your role is cleaning rooms after patients and making it safe for them and their family and the staff and it's just your job is incredibly important. You're a huge part of a giant um business and and it's very important. So, I'm proud of you and congratulations. Yeah, >> member stole some of my thunder because I was going to say thank you. But um we're frequent flyers in the medical world and and the work that you do is definitely you're one of the un unsung heroes of medical care because your your job is critically important especially to get rooms turned over at a rapid rate with a shortage of availability. that uh there's been many times where we've been very happy to see you and your your partners enter the room and and take care of it for us because in a lot of ways that's our home. Uh you know in I look back on some of our our stints in the medical world. We we've lived there for three to four months and we rely on the work that you do way more than you could ever imagine. And >> um as a a patient and a family, we we never get the opportunity to really interact and thank you guys for the work that you do. So >> yeah. >> Yeah, I know it's appreciated. Member Tyson >> Maria, congratulations on your job. >> How long have you been there? >> Uh about a year. >> Wow. Well, kudos to you and your hard work and congratulations. I hope you work there many more. >> Member Corker, >> I just wanted to put a spotlight on that project search. I mean, it's done great things for a lot of students. It's been in around for a long time >> and you had to earn that spot. I mean, you had to prove and you had to work hard and that should be really celebrated. You've really worked hard and like I said, the opportunities that are given to these students is just incredible. So, >> it's just very Yeah, I know. >> Yes. It's How long have we had I mean, it's been a long time. >> Like 10 more than 10. >> We started with Medronic and 2000 >> maybe and then we went to infinite campus >> campus state capital. >> We we were running two programs for a while. >> Wow. >> And then we went down to one program went to Fair Lakes Medical Center and that was in the transition when you set it up and then I took over years. >> Wow. It's done amazing. But she like I said she had to earn her spot and and she did a great job and congratulations. This is something to be really proud of. >> All right. Any other questions? >> Good job. Yeah. >> Thank you. Thank you. >> So cool. I didn't >> All right, we're going to try to find our way back to the agenda here. We're back to uh scheduled and unscheduled visitors. >> Okay. >> Um I do have a green card here. I think I think she left >> but I do not see the individual who gave the the green card. So we'll move on from green cards >> and we will move to uh the listening session. Member Antonson and member Tyson. >> All right. Well, I was taking a little bit of notes. I don't know. >> You go ahead. >> Gail has any over there. Um, >> there were concerns from multiple people about why we would remove school board members from uh, policy 425. >> Um, their concern was that now this means that schoolboard members wouldn't be held to the same standard as everybody else with the language change. Um, oh my gosh, the other question was just about what the change in language means in is it 1211 or >> 1211? >> Yeah. With changing it to I I I can't remember what I didn't write it all down, but the the the language change in that policy and what does that mean exactly? Um, there was one person with a concern that this now would mean the school would be on the hook for more legal fees. >> Um, and that board members could act with less impunity. Um, and I believe this is maybe what your green card question was, but there was an a lingering question from before about our policies not being clear on uh the um financial trainings that MSBA offers and concerns with somebody being on finance policy or finance committee that hasn't completed the training. >> Um, and questioning the policy and statute as to whether or not it states you have to do it in a certain amount of time or not and what should the punishment be was the the end of that discussion. So, >> all right. Thank you, Member Anson. Anything to add, member Tyson? >> Yeah, I'd just like to add a couple of things that people asked why those three items 94 and five and the um lawyers were bundled. That didn't seem clear. Um it wasn't clear to me either, so I couldn't really answer that question. Um there were some questions about, you know, 425 and how we needed to adhere to that policy and why was our names taken out as schoolboard members. We are just listed in the list and it doesn't appear as though we are um the way it's is stated in the policy as we are employees anyway. So there was just a lot of questions and a lot of confusion. Um, somebody brought up that the attachments weren't on when that went up and why did that happen? Um, so just to add on that, um, it didn't feel transparent to some of the people in the room. So, we have to do a better job. >> Okay, that concludes what I had. >> All right, thank you. That brings us back to student achievement. And the only thing that remains there is positive happenings. Does anybody have anything for positive happenings? >> Member Tyson. >> I do. Well, I'll go. Julie, you can talk a lot about it. I'm going to pass this around because the all conference honors concert was um February 1st in Mountains View. It was their turn to host. We have 10 districts in our Superbanese contra conference and we take turns hosting. It was Mountains View's turn and they did a great job and it was simply wonderful. The clinicians come in and they teach these top-notch coral singers, the orchestra and symphonic wins the band and the songs were incredible. So, I'll let me remember Ty, member Corkran talk more about that. So, I want to add that it is um Black History Month and that event is being hosted by the International Club and that is going to be Thursday um February 26th at the high school auditorium from 6:00 to 8:00 p.m. It is not hosted by the Black Student Union this year due to the policies that have been changed. So, possibly administration can follow up and let us know how, you know, some of our groups are doing. I think we've asked for that information and maybe Mr. Calwell can provide that because I know that ai students usually have an event the Asian Pacific and I want to know how their group is doing. It's also career and teched month. Sorry for my voice. They we got a nice letter from Molly Benet and um we know that there's a nice connection to the county programming that they do and we certainly appreciate all those photos in there of the students working on their various activities in career and teched. Um it is winter wonder week. So Amanda sent that the student council has one more day for their food drive. So you can either donate online or you you can bring um in products food. They have it listed. Some items are not food items. So you can look at the list. So that concludes my report. >> Okay. Thank you member Tyson. Member Portman. Well, I was just going to, you know, just she already uh talked about it, but there was a 37th annual Suburban Conference music festival when all the um the high performing um musicians from each district come and it just they have outside clinicians come in and kind of help guide them through and work with them for just a couple days. Actually, used to be changed now it changed the last year to have it on a Sunday night instead of a Monday. I guess it's a lot easier for the staff and everybody to have it on a Sunday night. Um, but yeah, just wonderful songs and it's amazing how quickly these students learn from these amazing clinicians that come in and it's just I don't know, it's only like an hour. It's it's but when at the end when they they come together as a group, it's just powerful. So, I been blessed to be able to go for many years and my son Nate or um Dylan used to be part of it. So, it does mean a lot when I go and I actually videotaped and sent it to my son and said, "Look where I am." And he's like, "Oh my gosh." Because funny should say it a couple weeks ago. I watched it on YouTube from when when I 2018 when he was in it. So, um it just it means a lot for the students and I think they get to play with students just like them that really have that high performance in their who they are and they just really enjoy it. So, well attended and parents really were excited. So, it was a great event. We missed Dr. Massie that night. wasn't feeling well. So, we uh we were there in your honor. >> We really member Christensen. >> Yeah. Just a few things. Um been going to lots of sporting events. The winter sport season is kind of uh starting to wrap up. Um and the girls Nordic team is going to state. So, that's super exciting. And uh one of our divers uh Jameson Livermore, whose parents are um both teachers in the district here, he has broken another school diving record and he's finished his season undefeated. So that was a big >> a big deal for him. Um I know they're always coming every time we're talking about a pool. Mr. >> and Mrs. Livermore are there uh hoping that we'll eventually get a pool. And also the softball team is doing the high school softball team is doing a new fundraiser. They're jumping in the Rotary Plunge >> on February 28th. So, I I know I missed a lot of things. There's a lot of uh sports and activities going around. I went last Monday night. It's the >> uh such a week in the high school. I'm sorry. I'm forgetting it now. Winter week. They're instead of a dance, they're going tubing tonight. But Monday night, they had a you know, you do powderpuff football where the girls play football and the boys coach. They did a volleyball. The boys play volleyball and the girls are coaching on Monday night at the high school. So that was really fun. It was a good turnout and so it was kind of a fun little thing that they're doing this week. So that concludes my report. >> Thank you, Member Anderson. >> I'll just piggyback off of what Member Tyson over there said with it being career and technical education or uh month. Um, I just I think in that same email Mike somebody had in there that there's a couple of saunas that the uh con the not construction carpentry class uh carpentry kids made and they're on the our public um auction site currently. So, I don't know what the specs are, how big, infrared, I have no idea, but um the kids built them and there's two of them on up there for auction. And then uh >> I went to um egg agriculture advisory and um they need or they were asking um if anybody wants to volunteer to help drive kids from, you know, school egg kids or or maybe even anybody of small groups of kids when they go to um events where they don't necessarily need a bus, but to drive the school suburbans >> that it's a training up at the um bus garage. not necessarily how to drive a Suburban, but just rules and regulations. Yeah. Certification. So, um that that you know, if you go do the training, you can volunteer and then they their schedule is out like a year in advance, so you could >> help and I I asked them >> I asked them how I can do that. >> So, I'll I'll be doing that at some point. >> That's next step is a bus train. >> No, I don't I don't think you want me driving bus around here. Thank you. Really quick, I'll just say I did get a chance to inspect those sauna. I was I was in the building a few weeks ago >> and I saw the on excellent job that the classes do >> phenomenal work. >> Somebody's going to get a great deal on those member castle. So at the agricultural advisory board that was on Tuesday and uh so there is uh the banquet is on uh March 26th and then egg day is April 8th. >> Thank you. >> Or May 8th, I'm sorry. >> Mhm. >> And um they have teams that are competing that are it's just phenomenal what they're doing with with all of the things that with FFA >> and everything. It's It's just amazing. There there's actually one of the middle school teams that I believe beat the high school team. >> Um but they it it is they are doing such a a great job there. It's it's phenomenal and they would like to uh offer invitations to other folks to join uh that committee >> if anyone is interested especially people who have uh experience um with with animals or plants or or any of these kind of things >> agriculture. Yeah. And would you mind repeating member castle the date? >> So uh the banquet is uh >> 26th >> March 26th. >> Okay. >> You don't want to miss that. >> And I and I believe that they said that everybody can come. So >> the banquet is 8. >> What is that? >> The egg banquet is May 8th. >> The egg days. >> Egg day is is is May 8th, >> but the banquet >> the banquet is March 26th. >> Yep. >> Okay. >> We'll try and remember to remind you again. >> I have not been to this. >> The food is so good. So fun. >> Yeah. We weren't able to go last year because we had a school board meeting and just happened to work. >> I believe I think it's Thursday. >> I'll put the date in my weekend. >> Yeah. Put it in the would be helpful. >> All right. Thank you. Does anybody else have anything for positive happenings? All right, we will move on to reports. We'll start off with workshops and conferences. Does anybody have anything, Member Castle? >> Uh, so I completed last night uh the conference or the workshop for the treasurer and the week before that was the general workshop. So there was two workshops. They were each like three hours a piece. Okay. >> But it was Zoom meeting and it it went really well. Uh, one of the things that they stressed last week was um about And it was also talked about here the privacy. >> Yeah. >> So, um I don't have a motion, but I would recommend that we add to our preamble that if anyone starts talking saying things that are private information that any one of us should be stopping them. Mhm. >> And I suppose if a individual puts out private information about themselves, they must know that they're now making it public. >> But that was that keeps on being stressed just about everywhere you go. It does. And uh to that point, I I do have in the the green card uh preamble to refrain from sharing private or sens sensitive information. But to your point, it it gets difficult because when you receive public comment, >> the commenter themselves, it's it's their prerogative what they want to share and what lines they want to cross, but they definitely need to be uh careful about sharing private information about district employees and students and and I guess it's a great time to remind the board that uh board members have the ability to speak up and object to to anything at any time during any meeting. and uh um we can make a call then at at that point on whether or not it's in order to to to try to change the direction of that discussion away from private data or not. >> And I don't know if we can do perhaps a 15-second delay so that our staff can >> cut it off. >> I see Rene shaking her head right there. >> Yeah, because because live is >> we we have talked about it. I I do feel that I think they're They're careful about what we produce because or what we put on the internet because once it's on the internet, it's there forever, >> right? >> Yeah. >> I think it's a little bit So, I'm just Were you down? I'm sorry. Okay. So, >> I will just say that when I first ever came here and spoke, you know, I filled out one of these green cards and it asks for the home address. >> I think we should just put this should be changed and it should say what city do you live in because it still says it. And I thought I had to say that when I stood up here. And I think some city council that is unless you're in the know and you've been doing this and paying attention. You don't know that. I mean, it seems like you need to say all of that information >> or affirm that you're a district resident. >> Well, right. I mean, and they could say that. Yeah. >> Right. >> Yeah. And we've been really receptive with our green cards. We we want to encourage people to come and speak to us. So yes, >> we we haven't really controlled the angle of uh >> uh who can speak and and we try really hard to refrain from controlling what they can say. Of course, we want to be careful that they don't roach the the private information and uh they refrain from personal attacks and such. But >> to get back to member Castle's original comment there, I'd like to personally thank you for going and completing your MSBA training. Um, I know it's difficult to get those scheduled with life and a lot of other board commitments. So, I think it's great that you went and completed that. >> It's been a full week. >> Yeah, >> I bet. >> And I think with member Tyson brought this up earlier, these on board. Were you going to talk about these? I don't mean to steal it away from you, but I I think it'll be good to begin. >> All right. Member Tyson. >> Yeah, sure. So, we did just complete the leadership conference in January. superintendent and JP Jacobson and Mr. Mirhan presented and we had quite a full group there. I think our count was like 45 40 some people. Lots of great questions. Um did you enjoy that? >> It was really um fun to showcase the amazing things we're doing in the program and the options we have for kids. We've had a number of attendees reach out for more information. >> That was nice. That's wonderful. >> Good to know because a lot of people are asking how to contact someone in your district and >> it's good to know that they did. >> So, the conference had record numbers. Member Christensen was there. Um, member Antonson was in a couple of workshops with me as well as member Christensen. Um, you know, MSBA has really been trying to fine-tune what they're doing and get feedback from people. So that's kind of where the the new platform was developed, the onore. So there'll be a kickoff. So there have little key things and the kickoff is on the 19th, February 19th at 2:00 p.m. in the afternoon, 1 to 2. And um I think this is going to make it even better, member Castle, because people can go get their trainings online. Yeah. >> Do virtual or online. So, it's just another great addition of how they're getting things >> more aligned with what members want. The last thing I'm going to mention is that um MSBA and MSA MASA, the day of the capital is coming up. That's going to be March 9th. Um again, we have people that are going to set up your visits with your legislators. You just have to let go online to the legislative dashboard on MSB's website and put in your your um zip code and your email and your address and they'll set up all your visits for you because in the past we had to do do them on our own. I feel like every time I talk about MSBA, I'm saying something's new or different because they have been listening. So, we outgrew the hotel space. So, now we are meeting at the history center. >> Wow. >> The Minnesota History Center. It's on Kellogg Boulevard. So, we'll start there and then there'll be transportation over to the capital. >> So, I will bring along next week MSBA's platform because we have ours um still on there. There's the top one is probably the cross subsidy that they're working on. So, and I know AMSD has a platform. So, >> there's not a lot of money to work with, but we can still um make sure our voices are heard for our students. So, hopefully some people around the table can sign up to go that day. It's from 9 to 3 and um if you have any questions, let me know. >> All right. Thank you, member Tyson. >> Thank you. >> Anybody else have anything for workshops and conferences? >> If not, we'll move to the city of Forest Lake. Member Christensen Center, member Tyson. >> Um yeah. Um on the January 26th uh meeting of the city council um they talked um about uh Belts Park and there's a volleyball court addition which will be dual purpose so it'll be a rink in the winter. Uh and I believe that that was there before but they had to move it or something. Anyway, now it's back so that's good news. And there was very initial discussions about a proposed local sales tax option. Nothing is uh firm yet. Uh they said this is sort of the first step out of three steps that they're going to have to take. It has to be approved by the legislature, but they're looking at a local sales tax option uh to generate funds to pay for the um the new public works building. So that was an initial discussion. Um and then on February 9th, um there was a lot of discussion. Um but something that was of interest especially was the Veterans Memorial Sculpture Agreement. There was a presentation by the designer and they showed um what is actually going to look like and the actual designer was there himself and he's done all kinds of um designs. Um he's done the Goldie Gopher in front of Kaufman Union if you've ever been over there. So anyway, um that concludes my report. >> All right. Thank you, Member Christensen. Uh, anything to add, member Tyson? >> I just wanted to add, and she already brought it up, that their polar plunge is coming up. So, if you have anybody that you want to give pledges to, that is when, Joe? >> February 28th. >> Yeah. And does that start at 9:00 a.m.? >> I think ask Mrs. Morehead. I >> think so. Noon. Noon. >> Noon. Okay. And I know that the new public works building is is really a big need for the city. So, this whole idea of going to the legislature to get your sales tax changed is a process. It's like three to five years to complete that, right? >> No, I don't think it'd be that long. I think they were talking >> um I don't think so. I think they were talking about it could it would have to go on the ballot to the voters. >> Yeah. >> And I believe that they were talking about that that could be on the ballot this November, >> right? But there's more steps. I think it'll take a while, but hopefully we can get that done because the public works building is is needing repairs. All right. Thank you. Is there any questions? All right. Seeing none, we'll move to community education. That's member Christensen and member Portra. Did not go. >> Yes. There was a meeting on Whoops. >> A meeting on January 19th. Um Bethany Hardy, the early education um coordinator, presented on the ECF home visiting program, which was interesting. I didn't I wasn't aware of that. So there are uh dollars under the Minnesota state statute that districts can levy for and then they're able to go into the homes um of and reach isolated or at risk families and that could be like a transportation barrier or a referral from another group uh health needs, those kinds of things. And then licensed staff can go into the home uh and meet with the families. And the goals are not just a social visit. They support healthy child growth, prioritize high needs and help to facilitate transition in between some at home visits into the sitebased um program. So that was an interesting presentation. That concludes my report. >> All right. Thank you. Member Christensen. Anything to add, member for? >> No. >> Okay. Any questions? Uh what does ECF stand for? >> Early childhood family education. >> Thank you. And member Christensen, did you say they Bethany Hardy, they were able to get some money for these? Oh, so now they can do these. >> They have been doing it for some time. They've been going into the into the homes and I don't I don't have it in front of me how many they serve. >> Is it just homes with young babies like zero to >> I think it's the zero to three group. Don't quote me on that, but I think it's the zero to three. And then they help with the transition to sight base. So like if you're at home then they transition you to going into the preschool. >> Nice. Okay. >> So just want to clarify with the superintendent. We've always had >> birth the three homes. So is this something >> assessments and services in the home? >> Y. >> So this is something different. >> It is not new. It was just she was just giving a presentation on the program update. Um >> okay. >> How how long it's been going on. Things that they've changed, things that they found that were working that were not work, you know. Um just kind of the evolution of the program >> and it's still going on. >> Okay. Thank you. >> Thank you. >> All right. Thank you. That'll bring us right back to MSBA. Member Tyson, I know you already spoke to that. Did you have anything to add there or? >> Nope. I concluded my report. >> Okay. We will move on from MSBA. Um then I'll provide a board member appointment update which isn't there isn't much to it. Member Corkran and I have been in discussions uh um in the background here trying to figure out what recommendation we want to bring to the board. I think we've set ourselves a a personal goal to bring that recommendation to the board when we meet again next week. Um so we'll have some ongoing discussions over the next week here and um hopefully through either a report or an action item or something or other, we'll we'll have more to bring uh the board and the community on what the next steps are there. >> Yeah. And unless there's any questions there or member Corkran has anything to add. >> Well, I think we've discussed options of having a facilitator or some meet, you know, someone to kind of bring us together, work through what we're looking for, kind of, you know, get a profile. Um, trying to come together to find that you maybe open up the application process again. We need to, you know, do some new some next steps before we move forward. So, figure some things out. >> I agree. And I'd also say that this me or this discussion isn't exclusive to myself and member Corkran. We're just trying to facilitate it. So if you have ideas, please reach out to one of us. And >> um we'll certainly consider that in our recommendation to the board. Uh >> after all, this is a decision all six of us are making, not just two of us. So >> yep, I agree. >> Um all right, with that, we'll move to the superintendent's report. Dr. Massie, >> thank you. Uh, member Tyson to your question regarding uh changes to 1801 and 1510 our student club activities. >> Yes. >> U the Black History Month celebration comes out of now the um international club. >> Okay. >> So students migrated over to that club and are now part of a much larger group of kids meeting on a regular basis around international uh through the international club. uh the you mentioned the Asian monk club celebration. The international club then would take on the the charge of facilitating that celebration. >> Um a broad group of student participation in both the Black History Month celebration on the 26th this month >> and then the upcoming Asian Monk Club celebration as well. >> And when Mr. Do you have a date on that? I hate to put you on this. >> Not yet. That'll go out though. Okay. And then really really quickly, can you um the international club, that's a sponsored group. >> That is a a school sponsored group with the stu staff advisor. It's a club that we've had on the books uh for a long time that's been kind of resurrected to fill that need and fill that gap. So a lot of success there. >> That's what I thought. >> Mr. Caldwell and his staff a lot of credit for putting the energy behind that and carrying that forward. >> Great. >> Great. Um just a a quick update. There's been a lot of conversation in the news regarding immigration enforcement uh throughout the metro. >> Um that has had its own impact in foresight. >> Again, our focus as a district is academic support and student safety. That is our realm. That is our lane. Um it's important that the board understands that we have between 25 and 30 students whose attendance has been impacted um by family decisions related to uh that activity. Um there's a student or excuse me a community group that has really stepped forward to provide support and resources, economic meal support, transportation support for families. Um it's important to understand that when students miss 15 consecutive days, they are dropped from enrollment. >> So that has an impact of course on student sense of connection and belonging to school. Um we don't take names off desks and off lockers because it's our hope that they return and in most cases those kids are beginning to return. So that's that's super good news there. But >> um a lot of credit goes to our staff and the outreach for academic support, providing homework, making phone calls, connecting with kids, keeping them engaged in our system. So proud of that work. Uh we are working uh really hard right now to help identify kids that are moving to their new elementary boundary. those kids who open enrolled or in district or transferred to a different school and then their new attendance boundary changing that. So we've got forms out there that families are filling out indicating whether they're going to their new attendance boundary or going to their in district transfer school. We're also tracking families who are moving with the line of Lakes immersion to Forest View. Some families choosing to stay at Lina Lakes. All of that then feeds into our staffing work that we are really in the throws of administratively with building staffing recommendations that'll come to the board in April. So, a lot of really good work and our elementary principles and their administrative assistants are um doing some really really good work there and we certainly appreciate that. Uh the Hall of Fame nominations are open. So this is a nudge to the board and our system and our community to consider nominations for the Hall of Fame. Uh the nominations are open through March 20th. The Hall of Fame induction event will be at Tannerbrook on May 12th at 5:00 PM. And those dates are in my uh weekly update. We had tomorrow morning scheduled our legislative breakfast. We have close to 13 legislators that serve our district. I've canceled it because there are only two that could attend. >> So my word out to our legislators is we'll meet them for those who are going to legislative visits through MSBA, MASA or other connections. SAFE is another organization that will make visits with those folks down at the Capitol and in their legislative offices. Um, and I'm really proud of the fact that we've reached a tentative agreement with our teachers. >> Um, I'm proud of where the district is at and what we were able to do. I give the uh flea negotiating team a lot of credit for their creativity uh their um interest in understanding district position, district finances and frankly advocating for their members. Uh we know we are best when our teachers are well taken care of. I think that's a value we share across this board and across the district. So I'm really pleased that we reached a tenative agreement yesterday. They will take a vote on that on March 5th and with an approval, we'll bring it to the board thereafter for for approval. So, a real tribute to the the flea negotiating team and our administrative team that worked in a real collaborative effort to get that done. And that concludes my report. >> All right. Thank you, Dr. Massie. Um, brings us to the consent agenda. We have items 8.1 through 8.4. Is there anything that anybody would like pulled from consent? All right. Not seeing that, uh, I would entertain a motion to approve 81.4. >> Second. >> All right. All those in favor signify by saying I. >> I. Those opposed. >> Okay. That motion carries. That brings us to item 9.1 donations. Member Castle. >> Okay. So, we have uh $7,7732 from the the donor is the Forest Lake Wrestling Booster Club. Uh, and it goes to the Flaws Activities Wrestling 25 to 26 booster paid coaches. Uh, $7,500 from Hunter Hool Memorial Foundation to the FLCE financial assistance for students in need. $5,000 from Alexander Whitell for flaws ECSE purchasing instructional material. I don't know what all these acronyms are, so please don't ask me what they are. $3,300 from Joan Basi for Flaw Speced Ed Various physical therapy equipment. $2,700 from Forest Lake Wave Makers for the Flaws Activities Boys swim team parkas. $1,75 from Joanne Venasi. H I already said her name. >> Yeah, she's on there twice. That looks >> Oh, yes. Second afterwards. Okay. for FL special ed various medical supplies. Uh $1,000 from Nancy Larson from FLACE FACE Ranger Space Camp. Uh $878.50 from Forest Lake girls fast break booster club to the Flaws Activities Girls Basketball Coach Bus to Duth game. $827.50 50 cents. Forest Lake Hockey boosters for Forest Lake High School activities boys hockey coach bus to Duth Heritage Sports Center. $800 fair from Fairview Health Services to Flce Outdoor Recreation Project. $500 from Jesse R. Johnson Insurance to Flaw's 2026 Hall of Fame sponsorship. $500 from Olsen's sewer service in to FLA's 2026 Hall of Fame sponsorship. $500 from Olsen's excavating and sewer services to FLCE Ranger Space Camp. $361 from Chicago County H EDA to FLA's manufacturing month activities transportation to and from $200 from First State Bank of Wyoming to FLA's flaming family support for students in need. $100 from Jill Bill and Jill Sumrock to FLACce Ranger Space Camp. $64 from Russell and Cynthia Ellenwood to FLCE Spa Ranger Space Camp. $50 from Robert and Jill Don Hunt for FLC Ranger Space Camp. $50 from Kodak Coffee to Flam's PTO for teacher and staff recognition. $30 from Amber Casparrowski Ca Caspit to uh Lionol Lakes Elementary general support totaling $33,292. Uh the vote of adoption of the resolution was as follows. I vote I move to adopt this resolution >> with gratitude. >> Second. I have a motion and a second. Is there any discussion? >> Seeing none, all those in favor signify by saying I. >> I. >> Those opposed. >> All right. Motion carries. Um brings us forward to 9.2 Force Lake Area Schools retirement notice. Uh member Castle. >> Okay. Staff retirement notices. Uh, Kelly Breton, physical and health disabilities teacher districtwide, effective 6526 following one year of service. Colleen Coloulton, French teacher at Forest Lake Area High School and Q Comper coach districtwide, effective 6526 following 33 years of service. Katie Edwards, elementary teacher at Wyoming Elementary School, effective 65206, following 40 years of service. Lee Kaufman, special education teacher districtwide, effective 6526 following 31 years of service. Frank Malone, CCT transportation careers teacher at Forest Lake Area High School, effective 6526 following four years of service. Kathleen Wright, elementary special education teacher at Lionel Lakes Elementary School, effective 6526 following 31 years of service recommending approval of the staff retirements with very much gratitude. I move to approve. >> Okay. Thank you. We have a motion. Do we have a second? >> Second. >> Second. >> All right. Any discussion? >> No. >> Member Parker. I just want to thank these amazing staff. I mean, that is I didn't add the years. I bet you Jill did. I was going to, but um but 40 years, 31. I mean, that's an amazing uh accomplishment and just we're very blessed that they stayed with their district that long with all their years of service because that is hard to >> hard to replace, you know, all the history and all the uh dedication that they have served our district. So, thank you and I hope they all enjoy their retirement. They have earned it >> 140 years. >> Is that Did you add it up? Okay. Well, we usually do. So, >> yes. Yeah. It's amazing. >> Incredible. >> Congratulations to all of them. >> Very fortunate. >> All right. All those in favor signify by saying I. >> I. I. >> Those opposed. All right. Motion carries. Brings us to 9.3 schoolboard committees policy 1213. Dr. Mass. Um the schoolboard committee um this was on the um organizational meeting um that's coming back u for appointment but also um clarification and detail regarding each of the committees. there's a proposed um I guess expansion if you will of the communications committee to now um include of course communications and family and student engagement. So an opportunity for that committee to be paying attention to and having conversation around ways in which we support student and family engagement in the district. So you can see those um in red, the description for each of those committees. Um the recommendation really would be to approve the expansion of the communications committee, the communications and family and student engagement. With that, administration would recommend your approval. >> All right. Thank you, Dr. Massie. And I I will move to approve with the the correction of the clerical error here on section three communications. Um it in the description it does uh correctly denote it as the communications and family and student engagement committee. Um but we'll we'll put that in the motion just for clarification. Uh do I have a second? >> Second. >> Okay, we have a motion and a second. Is there any discussion? >> I have a question. >> Member Tyson. Yes. >> So the red lining is all new, right? >> It actually is language that's existed. I pulled it off our website. It's out there. because I feel like I've read it before, but it hasn't ever been in here. Okay, >> there is a added sentence to the communications and family and student engagement. That last sentence is new. >> Okay. >> So, that would be not that these descriptions have been board approved in the past. They're just meant to be descriptive of the function of those committees. >> Correct. And then the newly added on to the communicate the expansion of that. So yeah, in essence, I was just going to ask if it should have been a first reading with all this added, but I I'm okay hearing that that that's where because I feel like I've read it before. >> The language isn't new. The function of the committees remains the same. >> Gotcha. So my other question is where is the um is it in here the pre when we initiate our preference form for the committees we want to be on and submit that to the chair and that's how he >> the procedures the procedures. Let me let me look at that. >> Did I miss it? >> Um I don't recall if that was in policy in the new policy. It was in our former policy that there was a certain date that we needed to do that by >> and that >> and I don't remember if we carried that forward, but uh >> we get the preference sheet and we submit it to the chair. >> Yep. I I recall what you were talking about. Let me look at this quick >> because we've done that procedure every year. I don't see it in here. Might have to be amended. >> Yeah, we did not carry that forward. Um, from what I'm seeing, unless it was in a different policy, but I don't >> What other one would it be in? >> Yeah, I'm I'm trying to think of where it would be appropriate. Is there specific policy about the organizational meeting or the meetings in general for board might be in there? >> I'm not so sure that the policy ever had the date for that, but the procedure >> was in some was in somewhere >> and that's the language here is the similar to if not identical to the language in the previous policy >> the appointment to those committees. It seems like that language should be in here. >> I think it should be added. Yeah, >> because it does say that the the you know the board chair then >> maybe part D it should be expanded a little bit >> just as a school board chair shall appoint the board member >> that would be where >> representatives of each standing committee >> or ad hoc committees >> might have to be amen like amended and added. >> Yeah D added to D. >> Are you on three D? Uh >> what are we on? >> 3D. >> Yeah, 3D >> school board me chair shall appoint me standing on five, >> but it's it's ABCD. Yeah. >> Okay. So, um I I think I'm understanding the intent of the board here. I'll I'll propose an amendment and please bear with me. I obviously haven't been able to type this up and send it out or print it out, but I I'll propose amending the first sentence to include at the end of the sentence. Um the language uh so it will read the schoolboard chair shall appoint the board member representatives of each standing or ad hoc committee and designate the facilitator thereof unless a facilitator is defined in policy based on um a survey sent to all board members no later than December 15th by the board chair >> with their committee preferences. >> Yeah. with the committee preferences. Yeah. >> Yeah. With their credit w with their ranking of committee preferences. We'll have to word smith that, but I think the intent is captured in that motion. >> Yeah. Yep. >> Do we have a second on that? >> I'll second. >> What? What? >> Okay. >> So, you're saying you're not adding the preferences? >> No, we did add the preferences. >> We did add the preferences. Yes. Yes. So then how would that work with the people that come on new that aren't board members yet? >> That was why I went with December 15th uh mentally because uh by then it's been a month at least a month since the elections occurred and typically we start new board member orientations >> that second week of December if I'm remembering correctly. That's the 10th or so. Mhm. >> So that will give uh newly elected board members the opportunity to provide that survey uh those survey results as well >> because I don't remember that survey then. So we'll have to add that to our onboarding. >> Yeah. So the previous procedure we actually did it in mid November and it only went out to um seated board members. So when you first joined the the board member Castle that was why we had a lot of discussions behind the scenes because if you recall the board chair at that time was departing which made it even more difficult because uh um that survey wouldn't have gone out with a departing chair. >> But at that point by December 15th we probably have a pretty good idea of who um the incoming chair would be so that that survey could be handled better. So that was part of the thought process when when I paused there and I start started thinking what date to that's that's where I pulled December 15th out. >> Well, and we've talked in the past. We haven't done anything concrete about how to help onboard new schoolboard members. That can be maybe thought about at the time we discuss that further. You know, I've got thoughts and ideas around that, too. So, >> yeah, administration does an excellent job. I I do think having a board member mentor is super helpful. I recall when when the member antinson and member Castle joined. >> Um I I worked with member Antinson one-on-one to help get her up to speed quickly and I know member Hegeland worked with member Castle one-on-one, but that was more of an informal >> mentorship agreement and I think it would be extremely beneficial to have that process spelled out in policy. And >> and >> yeah, >> I believe we do have Joy created uh schoolboard resource documents that you can access, >> correct? >> Yep. We we have that in place as well. Yeah. >> Yeah. >> Yes. It would be helpful for the new folks to have some idea of what these positions do so then they can >> correct. I I couldn't agree more. >> Yeah. I I think that goes beyond the scope of what we want to do this evening, >> right? >> But uh I think it's important for a future discussion. Yeah. >> Is there any other discussion on the amendment that uh and and again the spirit of the amendment here is that the board chair will send out a survey to all board members where they can indicate their preference ranking um for committee assignments in the next year uh by December 15th. And do we I don't know that we need to add language there that requires board members to return them. Um, I did receive uh all but one this year, but I had a conversation with that board member. That that's just kind of the approach that I took is I try to have that one-on-one conversation to understand where the preferences are because there is a lot of overlap sometimes in those. And I think when we get to the uh the committee assignments here, um, even up until this afternoon, there was a lot of overlap. So, but I I I hope we we reached a resolution there as well. Um, but any other discussion on that amendment? All right. Seeing none, all those in favor signify by saying I. >> I. Those opposed. >> Okay, that brings us back to the um approval of the overall policy. And again, the overall policy, the main edits here are um the descriptions added to each of the policies and the expansion of communications to also include uh family and student engagement. Is there any additional discussion on that? >> All right, seeing none, all those in favor signify by saying I. >> I. Those opposed? Okay, that motion carries. Um, which brings us to schoolboard committee assignments. Um, we'll try this again. We we did this during the organizational meeting. There's been some changes here, especially with uh the lack of an appointment of a of our vacancy here. And as I mentioned, I had the opportunity to speak with all board members uh about their assignments and where they ultimately landed. And then with the expansion of communications, it created an exciting opportunity for board members. So, um I'm going to run through this uh from top to bottom. Uh I'm proposing for the 5:00 committees um the buildings and grounds committee uh be filled by member Christensen and then the vacant member and just as I proposed in January, I will fulfill the the needs of the vacancy until the vacant member has been appointed or um float only if if absolutely necessary. Um the curriculum instruction and equity uh committee would be member Castle and member Corkran. The staff welfare committee would be member Tyson and member Anenson. And then at 6 pm the newly expanded communications family outreach or uh I'm sorry family and student engagement uh committee would be member Antonson and member Tyson. The finance committee would be member Corkran and our treasurer, member Castle, as defined in policy. And then on the policy committee, it would be the vacancy, which uh I would backfill as board chair and member Christensen. Um would any member like me to reread that list or did we recapture the assignments? I >> think we have I captured where I am. I don't remember where everybody else is going to be, but >> yeah, there's a lot of information there, but if everybody's happy or or feels they understand what I I had here, I'd entertain a motion to approve. >> Move to approve 94. Second. >> Okay, we have a motion and a second. Is there any discussion on that? >> All right, seeing none, all those in favor signify by saying I. >> I. >> Those opposed. Okay, that motion carries and we have committee assignments for next week. That is excellent. And then that brings us to um 9.5. It's a bundled action item of harassment and violence policy 425, criminal and civil action against school district uh schoolboard member employee or student policy 1211 and the appointment of school district legal council and just to answer some questions that have already been asked. These were bundled uh due to their uh strong relationship to one another uh especially as it pertains to some of the changes that are uh that were advised by legal council over the last 10 months or so about uh addressing uh lawfare against board members. Uh so with that I'd entertain a motion to approve. >> So moved. >> And I will second that myself. Um so we have a motion and a second on the table here. Is there any discussion on these? >> Member Christensen. >> I have a question. Uh, several questions. Um, you've mentioned a couple different times. What did you say? Lawfair against board members. I'm not familiar with that term. >> Uh, lawfare against uh board members. It's not something that's just happening in Forest Lake, but it's happening across the state, across the nation where um individuals are using process of law or process of complaints and investigations as a retalatory measure or an intimidation tactic against elected officials in an attempt to either get them to change their position on uh certain topics or to resign entirely or to just disparage their name. >> I'm not um that I mean Yeah, I'm not familiar with that. But, um, so just a couple questions here. Um, as far as bundling these things together, I mean, I think I've been on the board what, two and a half years. I don't I have that is kind of a new term to me, bundling these things together. So, I have some questions about that. And then also um I was not in the listening session but member Tyson, member Antonson both said that there were many or several I wasn't there several concerns about these policies. Um so I think we should be listening to our constituents in that regard >> and also um again just things being added onto the agenda later in time. And I just am wondering these changes uh to policy 425 and to policy 1211. Um where did these changes come from? Uh were they driven from administration? Um were they driven by our districtappointed lawyers or where did these I'm not familiar with these changes. I was not consulted with them or briefed about them. So I just have some questions. >> Okay. Okay. Where would you like to start? What >> member chair? My first question is where uh where did these changes come from? Who who's did administration recommend these changes? >> Um through many discussions that myself and former VP Hegland had with district legal counsel over the last 10 months. >> District legal our current district legal council. >> Not our current district legal council. The legal council that represented us in the last calendar year. >> Okay. And so so you're saying these changes I mean member Hegeland resigned in October >> correct? >> So you're saying these changes have been done previous then to October when member Hegland was there and we >> Yeah. Member Hegeland was the primary contact with the legal council between uh April and October and then I finalized those discussions in uh November and December. Well, I mean, member Higglin isn't here to speak to that. So, >> no. >> Um, so you're saying that our district lawyer, the Kennedy and Graven then prior reviewed these specific changes, specifically these specific changes to 425 and 1211, and they were making these recommendations. >> Those changes were discussed in length with that law firm. Yes. And that law firm, just to clarify, that law firm suggested these changes. >> That law firm did indicate concerns of ambiguity in the policy and the legal authority that may or may not exist, um, which these changes clear up. >> Well, again, um, and and and it seems to me that if the lawyers have looked at this and recommending these changes that the recommendations would also be made then by Dr. Massie and Director Freriedman and others. >> They did not work on this specifically. So I would not ask for the recommendation on this since they did not work with the attorneys on these exact changes. >> Okay. So again to kind of finish the weave here, this is really a change that you are proposing. >> No, >> but you are you are inserting language that is not No, I I told you where these changes came from. They came through extensive discussions with legal counsel and they are being proposed to clear up ambiguity in the process and to remove any um unnecessary authorization that isn't legally uh legally allowed. But again, just to be clear, if these were recommendations that our district attorneys were really advocating for, I would assume they would let you know, Dr. Massie know that. Director Freriedman can >> again, administration did not work with the law firms in question. They were not given the authorization to do so on this specific case. This came specifically from the board. Direct conversations with the attorneys. Member Anderson, >> I think I can add here and I'm Dr. Massie and myself, um, member Corkran were on a call with legal counsel not too very long ago. I mean that was maybe three weeks ago in in which the discussion was had that there there is ambiguity in here and that that lawyer's purpose at that time was to represent the district not necessarily board members specifically. Um I just I recall that distinctly being said during that conversation. So, >> can I ask a follow-up question to member Anson? >> I need a clarification, but >> Oh, >> well, I just can you say more about the ambiguity? I'm not sure. I'm not f what what was the ambiguity or I'm not following. >> She did not. If you're looking at me for clarification on the call that we had, I would I would offer this that in the conversation we had at that time. >> The question was defense and indemnification of board members. >> Um I think it was clearly interpreted that board members would be entitled to defense when there is a civil or criminal action against a board member or a staff member. >> Right. uh that a board member would not be entitled or a staff member entitled to um defense on behalf of personal defense on behalf of district taxpayer cost for a complaint against a board member. So the division would be a complaint against a staff member or board member um does not rise to the threshold in statute >> right >> or in policy to qualify for legal defense >> currently. So that was the clarification that was >> and I said >> articulated in that call >> and I said in that I think I said in that call that I found it very confusing that when you look at the school board specific policies it it you think you're very well covered because it's talking about school board members past present you know employee you know all it covers a wide range but then you realize that it's only if there has been legal action And I I would I would offer that I think both 425 and 1211 I think do speak to civil and criminal um claims against a staff member or board member. >> Yeah. I mean to me in in any one of those situations a claim can turn into some sort of litigation but if it's not at that point yet >> right that that would be the division >> and that's the difference too with the with the in the one policy considering school board members as an employee or you know putting us in there. We're not and we don't have the same provisions per our any kind of contract like employees do, teachers do or you know uh legal aid or whatever it is within their working contract that is not the same for us. So to me, the changes in here make it a little more just delineated. Um, and and a little bit bigger in scope so that somebody makes a claim it it we would be able to have some legal counsel around that as opposed to being left on our own. And >> and and if I may offer in terms of policy 425, harassment and violence policy, >> um that is intended to point to any employee, contractor, volunteer, board member >> who is interfacing with the district >> is subject to the provisions of 425 and harassment and violence. >> Yes. I mean, >> so the removal of a school board member from the policy wouldn't exempt a board member from that policy. I want that to be clear. >> Yeah. I mean, I think >> all of us are beholden to that policy. >> Yes. And I've tried to say that multiple times and it >> didn't seem to matter. And I appreciate you saying it right now >> because >> Yes. And I would add to member Antinson's comments really quickly here that uh uh providing legal assistance in in the matter of an investigation or a complaint, it protects the district and it protects the staff member, it protects the board member. uh because if it could raise to the if if it does get to the the level where it's being litigated, everything that you say during that interview process is admissible in court and can be held against the district and the district can be held liable for any of those comments. So, um the proper legal representation is incredibly important uh uh for every one of us on the board here, every uh member of administration and every staff member. And member Tyson, did you have a question? >> Yes. So, this is in state and federal statute, correct? 425. >> 425 emanates from the Minnesota Human Rights Act and federal corresponding. >> Exactly. >> Yes. So, and we do need to be beholden to this policy, but my concern is that someone could get a complaint and prematurely get legal and it'll cost the district a lot of money. Am I interpreting that wrong? I think um approval of these provisions would subject the district to the potential of additional legal obligation or legal costs. Yes. >> Okay. And so my question for member Antinson is you stated you were on the call and why were you on the call and when did this call occur and why wasn't it given to the full board for information? When was it? Who was on it? >> Dr. Massie, myself a little while. >> Yeah. >> And I think it's just because we could be there. >> December. Yeah. >> Yeah. >> Did you hear about that? Member Christensen? I did not know. >> This is really >> not transparent at all. >> I can speak to that. Member Tyson. Member Corkran and member Antonson were the uh two individuals that were available for the call and the >> I don't remember being asked if I was available. >> I don't believe you were asked. Uh um the preference was given to the vice president. The vice president was able to Well, I I was unable to attend. The vice president was able to attend. the um clerk was able to attend. Um at that point we had sufficient board member representation on the call. >> Okay. And is there a paper trail for the information that you said you had with Kennedy and Graven? >> No. No. I I don't have any written opinions from Kennedy and Graven >> on this. >> No. Kennedy and Graven was uh very direct that they preferred not to provide written opinion on this, but they would if we were willing to pay an additional fee for that. Um it was after the the extensive discussions myself and member Hagglund had we didn't feel that it was appropriate >> which I feel like I wasn't informed about either. So that concerns me that the full board >> doesn't mean getting the information. So my other concern is that I feel like we're circumventing the policy committee again because this doesn't need to be reviewed. It was just reviewed. It's only been nine months. So we're circumventing their work by this not going to them for their review and then coming back to us. So that concerns me as well. It just seems like these things were added late. There's a lot of confusion. There was confusion in the listening session. I had emails. I had a messenger message. I think I I don't get there's some some I'm skeptical. There's something that doesn't sit well with me having these thrown on there last minute. I'd print off a bunch of extra because it was always changing the entire week. Wednesday updated updated. That's just That's not good governance. >> It changed when I was on there multiple times today. I don't know why. I mean, I just >> these policies didn't change. They changed. >> Well, it just kept giving me the your meeting has changed message. So, I don't know what that means, but let me let me clarify. Okay. Uh when agendas change or >> uh the order of things change >> u which were suggested changes by the chair to facilitate the meeting. >> Um the changes to 425 and 1211 were on the board agenda on Friday. >> The backup information came to me on Monday uh or Tuesday. I can't recall that got to our staff to provide the red line. The red line got to joy that got to board book for public posting. So that was the timeline that we had to work with. >> Makes for a lot of work for staff. >> Member Christensen. >> Um just a follow-up question. Member chair, you said something about the legal council would be willing to provide an opinion or something for an extra charge. I thought our legal counsel was on retainer. >> No, we do not have a retainer with any of our legal counsel. They work strictly on an hourly basis. >> Correct. Well, I would like to say that um I am not going to uh be supporting these changes because I would like um some sort of written legal opinion. I mean, if it costs extra, then we will pay extra. I'm I'm history has just shown that I am not going to uh take your word for it, Chair Rebeline. Um that you and member Hegeland had these extensive discussions which there's no record of Dr. Massie uh director Freriedman do not I mean to my knowledge or maybe they do if they could speak to it. do, to my understanding, no one else knows about these legal extensive legal conversations that you and former member Hegeland had with the legal council. And so, we're just supposed to take your word for it and um support these two policies and I'm sorry, I'm just not I'm not able to do that. >> That's my opinion. >> All right. Member Corkran, >> I I understand the changes, but I I feel like there's enough questions. Feels like members are concerned, and I feel like we could uh table this and try to get a letter from attorney letter or some review from our attorney to have them feel more comfortable with these changes. Um, I feel like we should kind of push this off until we get more clarity. I feel like there's just too many questions and I think it's just going to keep going on and on. So, just for sake of time and energy, I think we need more clarification and and an attorney to review and give us the comfort that that would give them a good feeling to support these. >> What exactly do they need to >> So, you're support this member Corkran. >> Pardon me. So, are you >> I'm making a motion to table it until we have legal look at it, review the changes, and make sure that it's to the best interest of the district and and that we have more clarity about it. >> I just want to add that we got an opinion, member Corkran. >> Yes. >> And we brought copies for everyone from Kennedy and Graven to read the opinion for themselves. Yes. >> So >> I don't buy that that we could have, should have, maybe can't afford it an opinion because we can >> and out of respect for us being a collective board that would be the better thing to do and to have. >> So >> memorandum, >> what language are we are you looking for legal opinion to verify qualifiers? or the well just the additional the different additional changes that are in there from the original policy. I just feel like >> which policy all of the ones that are in this bundle or >> Well, >> I mean that's Yep. Because they're bundles. >> Yeah. >> Is it okay? So because in 425 we just took out schoolboard members. >> Yeah. >> I mean even though Dr. Massie has clarified that doesn't mean we're not beholden to the policy. So >> I just think >> correct >> the criminal or civil action the 1211 >> is it the school district? Yeah. Is it um to C on 1211 where it says the school district acknowledges its statutory obligations with respect to providing assistance to schoolboard members and teachers who are sued in connection with performance of school district duties collective bargaining agreements and no that's not the bit it's maybe further down >> because I know that the language in there has or could lead to so I just don't know where which paragraph it is >> there's concerns with 3F1 I believe it is >> F1 >> 3F1 >> on 1211. >> Yes, that's where the Okay, thank you. Yeah. >> Can you tell me like why there's a concern there? cuz I don't understand why there's a concern because to me it gives each person on the board a little bit more protection in in that we don't have to wait for it to become a legal action but if somebody were to claim something against us that if we were served any kind of legal document we we are doing public service here. I don't think anybody, unless they're outrageously super malfeasant, should should have to dig into their own pockets to pay legal fees for and especially when it ends up >> not legitimate. member, >> you know, people are worried about >> now we're going to spend more money and >> well to member Antonson and to your point um so again to Dr. Massiey's point if we do something hypothetically in the um service of our service here on the board if it has to do with on the board if it's c si civil or criminal we will be protected if we do something in our you know just to say like in our private life that is a complaint not in service not you know if it's not having to do with you know my position whatever I mean we also have an obligation a fiduciary responsibility to to be um >> you know uh what's the word you know with responsible with taxpayer funds. So I think we just can't it already says in here if it's civil if it's criminal if it has to do with our position here around the board or in our in our position doing that then we might be covered in this hypothetical situation. if if not now there could be situations where you know we're you know not being responsible of the taxpayer money and I just to get back to member Corkran's point I just feel like unfortunately there is a a lack of trust around this table we're working on it hopefully we can get past that a little bit but there's just some some few red flags here my spidey senses are tingling I mean we're bundling things we've never I've never seen that word we don't normally bundle So that's a little bit of a red flag. These policies are not up for review. They're not they're not on the scheduled review. >> The policy committee has not seen these this this these changes have not been vetted by the policy committee. And then also this to my understanding as member of Revline Chair Revline has described these came about from important conversations with the lawyer that we have no idea what those conversations were in any way. I don't I I would love to say I completely take your word for it or or whatever or the lawyer said this the lawyer then were he said she said I I don't know what happened. So I think and additionally people were at the listening session. People were concerned we're up here for transparency. We can do better. We can do better than this. We should do better than this. Let's slow down. Let's take our time. Nothing is a crisis situation that I'm you know I don't know all the whatever. Take your time. We're not going to rush and get this potentially wrong. I mean what are the ramifications down the road? These policies have served us for years. I mean you know to all of a sudden quick hurry hurry bundle quick do you know it just it just doesn't feel right. It it just and so I I you know >> we to to that point, member Christensen, we bundle motions um very regularly. Just a month ago, we bundled probably eight or nine action items twice in the organizational meeting and we do that as a standard practice. This is not unusual. Um to to the point of we've had these policies and they've worked great. Yeah, they've worked great when we haven't had uh um outright attacks on elected officials and that's become more of a common place across the state, across the nation and yes in this district. And to your point, when a board member acts in their uh professional capacity and a staff member chooses to lie about them and they're not being given protections, >> I think >> then that can snowball very quickly and it can cost the district millions of dollars. This doesn't cost the district money. It potentially saves the district a great deal of money. >> It also does not cost us any money to slow down and get this right. And to your point one more member chair, Mr. Chair, when you said we routinely bundle things, I have heard you from the chair say, "Is it okay for the sake of time if we put these several things together?" All of a sudden, it just showed up >> and the word was bundled. So, so you did not say, "Hey, if it's okay with you guys, I'm going to put these three things together." You >> you did that. that that was not a discussion. >> Correct. If the approved policy does not have bundled actions and I feel that it would save time in the meeting, I will do it by unanimous consent. In this case, these actions were bundled when the agenda was approved and therefore they're being presented in a bundled fashion. And to your point before about you didn't get a written legal opinion, if you recall, if we go back to uh it would have been our first few months on the board when we were looking at achievement integration um three years ago and we passed the achievement and integration plan after the deadline which myself and member Hegeland were advised to leave the beaning so we would not participate in a potentially unlawful behavior. Um the chair at the time, Mr. Peterson claimed to have received a legal opinion and despite us requesting it, formally requesting it in writing, he declined to do so, which left us in a position of legal ambiguity and because we did not trust the current indemnification process. We removed ourselves from the room, ended up breaking quorum and causing a even later approval of the achievement integration plan. So none of the stuff that you guys are claiming here tonight as unprecedented is unprecedented. It has been standard practice even in my three years on the board. >> So I just want to add that this isn't transparent and you can't deny it. People in the listening session said it. The listening session I stated exactly what member Christensen said that I've never read bundled that terminology on an agenda that I've in 15 years. It's not an omnibus bill. We're not down at the capital. Another comment during the listening session that member Antinson said that these don't appear to go together to be bundled. >> I explained that earlier when I first explained away. That's what our community and people that are reading things are saying. >> The timing of this was due to the interest of district staff to get the appointment of school district legal council approved sooner rather than later. But there's a law firm on there that I've never heard of and I would appreciate a little more inclusion and communication when these kind of things are going on. >> Can I can I move for a vote? >> Yeah, you can uh um make a motion to close discussion and I will second it. >> Okay. >> Any discussion on that? >> All those in favor of closing discussion. >> Sorry. Go ahead. >> Go ahead. >> All those in favor of closing discussion signify by saying I. >> I. Those opposed. >> Okay. That motion carries, which brings this to a vote um approval of 9.5. All those in favor signify by saying I. >> I. >> Those opposed. >> Did you vote for the bundle or >> We just closed discussion on bundled items and then we just voted for the bundle and I heard five in favor. No, no, no. Can you please >> and Julie's we're Yeah, >> we cannot rush the vote. I didn't even say anything. >> When you close discussion, you immediately go to the vote. That is how the process works. >> No, we have had this discussion. When when there are things that are of great importance, >> you're out of you're out of order. The motion carries, which brings us to 9.6. >> Wait a minute. >> I'd like to ask for a roll call. >> You can call division if you'd like. We closed the discussion and we closed discussion. We we then voted on the the action which is the standard process. You close discussion, you immediately go. >> Member Corkran, did you vote on the >> I did not. >> Okay. Then we have a a motion of division in which case we will go to a roll call. Member clerk, please take the roll. >> Can you time out slow down? Can you repeat exactly what we're voting on? >> Yes, we are voting on the approval of 9.5. the as presented. >> No, they're bundles. >> Yes, voting on all >> 9.5 as presented. >> So, repeat that. So, we say it all the things that we are voting on. >> We are voting on 9.5 as presented which includes the approval of A, B, and C. >> Is that clear? >> Okay. Is everybody ready? >> Yes. >> Okay. Uh, member Castle. I >> member Christensen >> no >> member Tyson >> no >> member Rebeline >> I >> member Corkran >> no >> and member Antonson votes I >> okay motion fails that will bring us to 9.6 drugfree workplace drug-free school policy 435 Dr. message. >> The purpose of this policy is to maintain a safe and healthy environment for employees and students by prohibiting the use of alcohol, taxes, tax toxic substances, medical cannabis, non-toxic intoxicating cannabonoids, edible cannabonoid products, and controlled substances without a physician's prescription. changes uh seeking your approval tonight will be found on page three where we are um now recognizing tribal uh medical cannabis programs uh that have been recently approved by the legislature for exemptions. Um also with employee notification requirements for those changes as well. Um with those uh noteworthy changes, administration would recommend your approval. >> Move to approve 96. >> Second. We have a motion and a second. Is there any discussion? >> Seeing none, all those in favor signify by saying I. I. >> I. Those opposed. >> Okay. Motion carries. Brings us to 9.7 student medication policy 516. Dr. Mask. So the background and purpose of this policy is to provide provisions for student medication. Um you'll see that uh really the change noted in this policy is a um updated language u from um epinephrine auto injectors replacing auto injectors with delivery systems. You'll see that in a number of places in the policy. Delivery systems are then defined on page five of the policy. And with those recommen recommendations, the administration recommends your approval. >> Move to approve 97. >> Second. Motion to second. Any discussion? >> Right. Seeing none, all those in favor signify by saying I. >> I. I. I. >> Those opposed. >> Okay. Motion carries. Brings us to 9.8. Public participation in a schoolboard meeting, complaints about persons at a school board meeting, and data privacy considerations policy 1206. Dr. Mass. And the purpose of this policy is to provide procedures to asssure open and orderly public discussion as well as to protect due process and privacy rights of individuals under the law. We had conversation around this table initially and then again during the first reading providing clarification that the change in 6A1 is related to uh the public requesting items be placed on the agenda. it does not pertain to public comment through our green card process. >> So we felt that it was important to provide that clear delineation and clarification. You can see that in 6A >> one and uh through the red marks. So with that change administration recommends your approval. >> Move to approve 98. Second. Have >> a motion and a second. Any discussion? Seeing none, all those in favor signify by saying I. >> I. >> Those opposed. >> Okay. Motion carries. That brings us to permission to request proposals for life and long-term disability insurance. Director Ember. >> Thank you much. Good evening, board. I'm here tonight to ask permission to go out for our RFPs, so proposals for our life and long-term disability. We're currently with uh Madison National Life and uh National Insurance Services who does our bids for medical and dental will be facilitating this uh proposal request. Uh it's set to do every five years. So we last did it in 2021. So we're up for our proposals now. We had a great last round with Madison National Life. So uh with renewals uh over the last three, so you get a two-year deal and then they do a year renewal after that each year. And so great rates with that. um even gone down a couple times. So that's good. And so with that, we'd ask uh NIS to be our provider to do that and board permission will advertise it in the Pioneer Press and then the RFPs will be due March 12th. So with that, uh the policies would go into effect on October 1st, uh 2026, and we would ask for the board's approval to do that. >> All right. Do we have any questions? Seeing none, I'd entertain a motion to approve. >> Move to approve. >> Second. >> All right. Any discussion? >> All right. Again, seeing none, member clerk, please take roll call. >> All right. Member Antonson votes I. Member Castle >> I. >> Member Christensen. >> I. >> Member Tyson. >> I. >> Member Reveline. >> I. >> And member Corkran. >> I. >> And the eyes have it. >> Motion carries. Um like to ask the board really quickly if they would like to entertain a recess before we move on to determining the next steps in the superintendent search process. >> No. Okay. >> No. Okay. We will move on to 9.10 then. >> Uh determine next steps in superintendent search process. This is uh primarily meant as a discussion item. We can certainly take motions if it uh is in order. Um I guess I'll set this up by saying we saw three proposals tonight. I thought uh they were all great and would entertain a discussion. Anybody want to kick us off? >> Um I I don't know. I can start here. I I'm not sure if anybody else here reached out to any of those people on the reference pages for the school exec connect >> or I didn't hear back from anybody about um Ray and Associates, >> but the school exec connect and like I said >> um I got a lot of great feedback from a couple of people and there was just one that was not happy um with with their service. Um, >> and >> in terms of what? >> Well, I'm trying to figure out what I can say here. Um, >> thank you. But they didn't give him a fivestar review. >> Correct. >> Maybe I should have asked for the HR report, but um I mean just general like not up for rehiring basically. Um, but I I mean, you know, and I thought they did okay presentation. I think I got I felt MSVAS was more personal and as well as Rain Associates was more personal. Um, yeah, they just seemed to go willingly deeper into. But maybe the guy in the middle felt a little rushed on time, too. I'm not sure. Mhm. >> I wonder if we want to since there's three of them, is there a consensus that maybe there's one, you know, that we might one that's or you know, is there one that we don't want to consider and then we can focus on the conversation of the two or not? Or >> I think could we still in just fairness to the companies just give a little snippet of >> summary so that we're just not discounting somebody right off the bat. >> So I just want you to go Julie. Well, I was I was just going to say the school exec connect um I thought the fees would and expenses would be a lot more money. I don't like that they're they're not local at all. I mean, so we would be, you know, having them come in, which is going to add a lot of money to the district. Um I thought, you know, they have great service, but I I just was not as impressed as I was hopeful to be with with what I heard and their process. And um I was more impressed with Ry and Associates. I was I was surprised uh but pleasantly surprised. I like that they they work in Minnesota. They're local. I like that they had a lot to a lot of things to say. They do price match which also is is pretty pretty rare. Um and I mean I but MSBA of course to me is the gold standard. It just I feel like they're local. They they know us. They've worked with us in the past. I've been pleased with everything they've offered. They've gone well and beyond rescheduling with me just to be able to make sure they were still part of the process. I mean, I just think the transition plan, I just I like a lot of things that they have and their expenses are are also inexpensive and they don't charge for expenses over their fee, right? >> So, those things to me matter. >> Um, and they just bring a lot to the table. So, I like to almost, you know, schools that connect, I'm not I would just take them. I mean, to me, I don't I'm not really that impressed by them, but the, you know, the other two I feel like they're definitely good. >> Can I clarify one thing? We >> Yeah. >> Rain Associates is is local, but also does a Midwest reach. >> Yes. >> Or I mean, they would all do a national reach, wouldn't they? They said they would all do it if we wanted them to do. Okay. >> I agree. Yes. >> Member Castle. >> So, I was impressed with Reagan Associates um with their longevity. and their whole presentation was very good. >> Um, what I really liked about MSBA is that even though uh member chair pointed out that there were certain school districts in multiple years in their report, well, nobody else was was forthright with that information >> and nobody else was talking about, well, we've gotten this feedback and we've changed these things up. They all seem to be okay. Well, we've been doing this for this long. Nobody else was saying that we've improved or we can improve. Uh the MSBA was >> that was the most striking thing to me is that they they're improving >> and they've been in it for what they say like 15 years they've been doing this now. >> So they have some longevity too. Um, but I I was really impressed by that portion of it is the improvement part because >> who who can't improve? Everybody can improve. >> Yes. Is I think that's what she meant when she said we're the most transparent place. >> Tyson, >> I can go next. Did you want? No. Okay. So, Ray and Associates, um, I went on their website to try to find some references or feedback. I I didn't really find any. It could be there. Um, I thought they were very polished and I did like um the Dina superintendent that would be working with us. Um, you know, I I felt like they would do a good job. There were things that I didn't really feel that were explained as very well like their structured rubric for the selection process. They touched on that but what is that? Um the 31 desirable survey that they had. They just had some wording in there. The consensus building matrix blah blah blah. So some of it I felt I understood and some of it I didn't. And you know same with Julie um member Corkran. I feel like MSBA's, you know, they try to keep their costs down, too, and they have no hidden fees. We found that out using them last time with our current superintendent. We also found out that they're very thorough. They're um great on their communication, which I think is important. That causes me wor a little bit of worry with a larger company and maybe being out of state. Um, but the comment that member Castle had is exactly mine because I've experienced both models and they have changed and morphed and I didn't realize that they've added new um components to how they do things but they've kept some of the important things that I like you know time to your um student voice to your um strategic plan blah blah blah. So, Exec Connect, I did do some references on them and I do recall um the intermediate considering them. So, we looked at them before. Um he's a very nice man. He's I get positive feedback that he's easy to work with. Omar Omera, Dr. Omera, but again, I worry about the expenses and being out of state. Um, I did like the 2-year guarantee in their one, two, three guarantees, but again, I think they're expensive and they're out of state and that just makes me a little more uncomfortable. So, I could eliminate them. And then my top one would be MSBA and Ryan Associates would be second. >> Christensen. >> Yeah. Uh, just some similar comments. The exact connect. Um, I am concerned that he's from Chicago and and member Corkran had a good question. You know, how many times would you come? And he said six to eight times he would come to from Chicago because he said something about doing stuff on Zoom, but then he said he likes to do stuff in person, which I appreciate, but then we're on the hook for six to eight travel times from um Chicago. Also, um I appreciated that he had a short presentation and you know he said our time was valuable and stuff but he my perception he didn't seem as prepared as the other groups in in my opinion. Um Ray and Associates, I liked them. Um I liked them. Uh I liked how they talked about um board members have access to all the applications. I really liked that they have a one-way video. So, they'll ask the questions the way I understood it that they don't know the questions, but then they >> answer on the video and then we can see the video, which I really like that. >> But I have a major question if I'm understanding this right that Dr. Britain, Mr. Britain, he is the adinus current adina superintendent. I don't I don't know how >> he's currently the interim, >> but he is just hired to be the permanent superintendent starting July 1. So, I'm not sure how you are the Adina superintendent and you have a side hustle or whatever you call it, side gig. I mean, I like I like them, but when I when I understood that he was the Adina superintendent, I'm like, >> I don't I don't know how that And then I think he also said >> that did he say that we would like be his priority or something? And I'm like, he did. He said we would be our only well he would be we would be the only district that he was working with just their understanding of his time. >> So I don't know that was a >> that was a little interesting. >> That was a a red flag. >> Can I add a clarifying thing? I believe he said that he was retired right >> when he came back >> how he took this work. >> He was the former superintendent in Elk River I believe and he retired there >> and uh kept his work with Ray and Associates if I'm recalling this correctly. >> Fully putting a bunch of plates in the air is what I >> No, but but I just think >> I don't know to me that again people can think differently, but to me I didn't I don't know how you have that big of a job and then kind of do this other side job. And you know there's a lot of moving parts to get to MSBA. MSBA for me they are the only ones that talked about Minnesota state statutes data practice open I mean I wrote this open meeting law private data I mean going back to some of the other discussions we had about the superintendent like maybe we don't need such a big search or maybe we could do it you know other discussions we've had and it was like whoa there's a lot of data practices you know and she was the only one that mentioned that she also was the only one that mentioned the word transparency >> which I really liked I liked the continuous improvement um that member castle student centered I wrote that down she said that um so I don't know I I also liked I thought it was good she said we move at the speed of education I thought that I thought that was good meaning like you know slow down get it right so um to me MSBA was you know >> number one you know I guess I would pick ray two even with my concerns and executive connect maybe not so much also executive connect they don't just only do superintendents they do principles and like some other board stuff so I mean MSBA and RAID they only do superintendent so they seem to specialize in that more but >> that's that's my good >> I'll throw my two cents in since I'm the one that hasn't really opined on any of them I don't know that I have anything new to say about uh school exec connect. As I listened around the room here, I feel like everything that I was going to say has been said. >> Um I felt that they were competent >> but underwhelming. >> Um >> which was disappointing for me because I I >> in in doing my initial review and vetting out the process here, I I expected more >> from that presentation and a little bit more from that the Q&A. I I got really excited in the beginning when he talked about 97% subsequent contracts because I'm I feel it's important to get somebody who's going to be here for at least two contracts. And I work in a similar role where the the tenure is short and the turnover is high. So I understand that that's kind of true of any executive role. So that was kind of exciting but uh underwhelming mostly. Before I I move on to the next two though, because I kept hearing a lot of concern over what what the search is going to cost >> and how many dollars the district's going to be spending on the search. So, I want to throw my two cents in this is I've been involved in executive hiring several times and one thing I want to point out is the cost of getting an executive search wrong. It eclipses anything that you can imagine on getting the search right. Um, and you talk to anybody who really works in in HR, who works in executive search, and you find out really quickly that the really good search firms, they're going to fully vet, fully understand, and really make sure that you have a good match. And I think that's critically important with, especially with the six of us here, we have a little bit of disagreement. And if we can we can find an executive that we all agree on, this is going to be one really strong executive. >> And I think every dollar we spend on the front side to ensure that that happens is a dollar well spent and it's going to save the district multiple dollars in the future just multitudes. And the other thing I I'd like to really kind of keep in context here and uh I'm going to apologize to Dr. Massie who's sitting right next to me as uh I say this is we have to look at the cost of a superintendent to the district over the three-year contract. If if we hire a a superintendent for a three-year contract, we're looking at an annual expense of somewhere between 225 and $275,000 here in our district. So, let's call that a4 million a year. This is a really critical role in our our uh district. And that's just salary. That doesn't include benefits. That doesn't include uh vacation time. That doesn't include um uh the retirement or all the other ancillary costs that go into an employee. So we can extrapolate that4 million dollars out really easily to a million dollars. So we're talking about a million dollar higher. So with with all due respect to to being fiscally responsible in the search to me, $15,000 or even $20,000 in the cost of the search, that doesn't move the needle for me on a million dollar hire. It it just doesn't. And and that's my honest feeling on that. Um, >> well, one's 25, right? Well, even if we were talking $50 to $100,000 to bring the right superintendent into the district, I think that's an important investment that we get the right person in here and that we don't end up in a in a scenario where we make a bad hire because a bad executive hire, it doesn't just cost the the district in funds, it costs the district in staff, it costs the district in morale, it costs the district in trust, it costs the district in community engagement. It's really expensive in every definition of the word to bring in the wrong executives. So that's just my opinion on what the proposals cost and what the engagement costs and flights and and all of that. That's those are the pennies. And yeah, it's it's wise to be or it's smart to be pennywise, but we got to remember that we got to we got to look at the pounds, too. and remember the uh the impact it's going to have on the district. So, if I shift to the other two here, I I thought both MSPA and uh Ray and Associates gave really really good presentations and again I go back to my initial expectations. Um Ray and Associates um I honestly did not expect to be impressed by them. My initial search and my initial research when I looked into this With all due respect to them, I I kind of looked at their presentation as well. We're going to hear them out and I was really impressed with what they had to say and I was impressed with their uh um their Q&A portion and I would love to uh engage with them further and and ask some more questions and really get to know them a little bit further before making a final decision. One thing that I was really excited about and we kind of covered this and I know member Christensen's got a great point on this is he is working as a superintendent. So, this isn't his full-time job, >> but I did like the fact that Dr. Bitman would be dedicated to only this search. >> He was going to look for Forest Lake Superintendent, and he was going to be spending his time only concerned about Forest Lake uh superintendent, and that was one of the the concerns I had with MSBA. Um I know we did have some we've had a lot of discussions with MSBA. I remember calling them in October, and member Corkran picked that up. uh when she took position as a VP and we've tried or we've had multiple discussions with them and and tried to get them in at multiple times and um we look at the uh even the board self evaluation we're trying to schedule it's been a challenge um they do a lot of searches across the state that it's apparent from their proposal and I fear that they might spread themselves too thin and that is a concern for me that we would not have a dedicated resource that's going come into our community and really focus on what do we need as a board, what do we need as a community, and how do we find our next superintendent? And again, as somebody who's participated in executive searches on both sides of the aisle, both being recruited and recruiting, I think it's critical that not just for the um the district, but for the applicants, that they have that go-to individual that they can engage with and and really help them through the process. So, um I think I agree with the consensus of the board. I think MSBA and Green Associates are both excellent choices. Um personally, I don't feel prepared to make a decision on that this evening. Member Edinson, >> did anyone ask Mr. Bitman how many actual searches he has been involved in? Because I have that written down, but I didn't ask it. I'm just curious and I don't remember it being asked. So, in I don't know if anyone's maybe he what I do have on here too is that he's currently doing Monaceel's search and so I think that would be um you should all be beholden to reach out to them and you know because on their reference page like I said I reached out to those people recently and did not hear back from anybody. So, and I think that you know people's feedback can differ so wildly too. You know, I've like I said, I had raving reviews for School Exec Connect and then one scathing review and and I had a mixed reviews from other people who had done more than one company and had used both MSBA and this school exec connect and some liked working with MSBA and some didn't like it either. So, I think it's the more we can look into it and just Yeah. >> Christian, >> I have a question or a comment, I guess. You know, to your point, you're asking about MSBA and, you know, that they do handle a lot of searches. Um, and I understand that point and and Barb was saying, you know, it kind of es and flows and and valleys and that is actually the exact concern that I have about Ry. I mean, I liked I liked Ry a lot, but if you are the superintendent of, you know, Adina's huge school, whatever, and you certainly don't want anything bad to ever happen. I'm not saying that, but like if so, we're supposed to have a live in-person meeting, whatever, and something happens. And I hope, you know, at Adina schools or, you know, there's a fight at a football game, like anything, whatever. Oh, I I can't come. I I mean, he's Adina, that should be his >> priority. And so if if a if a if a candidate wants to call during the day, hey, I have questions during the day. Well, I'm right now wearing my dynino superintendent hat. I can call you back after hours. So, I mean, >> and I share that concern and that's one of the things I would really like to vet out. >> Um, but I I do see the same scenario occurring with MSBA. If if Amy's working with us one-on-one, she's not fielding calls for the other three or four districts she's working with either. So, I think conflicts in life are normal, but I would like to bet that out further with both of them. >> No, I I the way I understood it is that Amy and Barb work in tandem, >> right, with the three and four at a time. >> I don't think so. I think Barb said I thought Barb said she was working in the metro and >> Yeah. >> Are you >> I think Amy is the lead, but if I understand it, MSBA has staff under them that would be able to assist or help and maybe Ry does too. Well, that would be a question. But, you know, if Amy is is somewhere and you know, maybe >> whoever can answer the call or answer the >> MSBA wouldn't be able to expand their search >> searches that they're doing because they've expanded their footprint, you said, without having adequate staff. >> I think they have a lot of staff. I'm guessing that that you know, but >> was that Dr. Clint going to be working with Dr. Bitman? I mean, was wasn't that he was on the call, too? I think he said he was. >> Yeah, I thought they were kind of working in tandem, too. So, I mean, I think they're both men. He said >> either way, they're going to >> But he said he was more like >> what did he say? A background investigator that >> he may be the one that's vetting all the applicants. >> Yeah. >> So, it looks like they have different roles. The way I was >> regional search, >> I would definitely need references on them because, I said, I didn't find anybody. There's nobody. I I think you have a great point. I have that circle to talk to Monaceel in Eastern Carbon County to get some feedback. >> So, can we just say let's I kind of feel like we're all saying we like these two. >> Yeah. >> So, I I don't know that we need a formal motion here because we can bring anything back at any time. But let's if I'm hearing the board correctly here and please correct me if I'm not. I'm gonna propose that we we each individually we spend the next week here and we >> do some independent investigation on Rand Associates and MSBA maybe have some phone calls, ask some of those questions and then we pick up this discussion again at our next board meeting. >> Yep. >> So that's the >> Yeah, it's actually next week. It's it's a week from now because we had that rescheduled last week. >> Yeah. >> And uh if the board is comfortable with that, I I would propose that we move on to our first reading of achievement immigration. Will we be voting on that though next week? >> Um perhaps I >> I'm hoping that >> I I struggle to put handcuffs on us >> to say that we are going to vote and we're absolutely going to do it, but >> I will commit to bring it back to the agenda for sure. Yeah. >> Go ahead JP. >> All right. Well, let's move on to uh item 10.1. Uh >> Director Jacobson, >> you've been here for a hot minute. Yes. Well, good evening, uh, Chair Rebeline, members of the board, Dr. Massie, thanks for having me tonight. Um, a little over a year ago when this board was first coming together, uh, I was invited to come and speak to achievement and integration. Uh, a lot can happen in 12 months. Uh, many things can come and capture your attention during that time period. So, if it's okay, um, what I'm going to do, um, much like I did last year, is just lay a little bit of foundation or do a little review on achievement integration. What is it, what it's about, what is our perspective, uh, and how we utilize it as a school district, just so I can provide that for everybody here and anybody who might be, uh, tuning in tonight that wasn't tuning in a year ago. So again, we're talking about achie a achievement integration. Uh these plans are approved um by school boards in three-year bands. We're finishing the third year of our current plan. So what we're entertaining tonight is the design of a new three-year plan. Uh achievement integration is actually written into state law and it and it's written to accomplish essentially four uh primary things. to make sure that school districts are integrating their classrooms, their schools, their programs, their courses in every possible way that we can that you're constantly pushing on student achievement. You're trying to raise the bar on that. Uh we're making sure that there's something for everybody in our system uh for every student regardless of what background they come with, what interests they have. uh we are looking for creating opportunities to get students into those new those those programs that are designed for them and that if we have academic disparities whatever those might be we should be working at those for us as a school district when we have uh approached an interest around achievement and integration and what we can do uh with those funds those additional resources in our system. Here have been the broad goals that we have consistently aimed at each and every year that we build relationships and we put in we insert systems that facilitate all families having the agency and ability to increase their students achievement and engagement in our classes. uh if we have any demographic trends on some students accessing courses, others not or or programs or athletics or activities, then we try to understand that and look as to why that might be. Uh we know that if you listen to local employers, and you've heard me talk about this, they're looking for more out of our graduates than just academic skills. Make no mistake, we are about academics, but they're looking for other soft skills around leadership and connecting with people. Uh parents sign their their kids up for softball and dance. They send them to expensive summer camps to pull these things off. We should be part of that, too. So, we've we've created a student leadership program that we do with fifth grade attached to BisTown. We'll talk more about that in a moment. Uh we want to make sure that all of our students have really highly trained effective teachers standing in front of them that can connect uh new ideas and information in a way that resonates with the learners. If we have got achievement gaps in our system, we should be curious as to about why those are and see if there's there's anything we can do about those. Uh, and we want to hear from our students more and more frequently that they like coming to school, that they feel safe in our hallways, they feel that their school values them for who they are, and they see themselves reflected back in the things that they learn when they're with us. We are a voluntary uh achievement and integration district. Um, we choose to do this and we have for quite some time. Not all school districts are voluntary. Some are required. And the threshold from moving from voluntary to have being required to have an achievement integration plan is when a school district average uh the difference between their average uh students of color and their most racially isolated school is at least 20%. So for us, we looked at this chart a year ago and you can see in 2021 20 2022, the difference between our district average and our school with the highest percentage of students from uh students of color has consistently grown over the years. Um this year that we're at about 16%. But yeah, so eventually over over time we're most likely going to be a go from being a voluntary district to a required district. I'd like to spend a little time uh I know it's late and so thank you for your patience with me. Um but I I do think we have some wins to tell and so let's end tonight with a little bit of fun. Okay. >> Uh good. Let's talk about participation in rigorous courses because that's what we're all about. When kids come into kindergarten, we are preparing them for 10th, 11th, 12th grade and the courses that are available when they get there. So, let's see how we're doing. Let me go back here. Some of our more rigor most rigorous courses at the high school are advanced placement. Those are courses designed by the college board. These are not easy courses. kids consider taking them with care. you are considered how many of these you take at a time because they ask a lot of you if a student passes that course that AP that advanced placement course let's call it AP uh they get a high school credit if at the end of the course they choose to take the end of course exam and pass that course with a three or higher they also qualify for college credit so they earn a college credit even by even even when they're with us before they graduate we also have concurren current enrollment courses. These are CIS courses or other courses that are articulated through a college. Uh they're taken here with us at in our classrooms taught by our teachers. If the students pass that course, they get both high school and college credit. Again, money back in our parents pockets, in their students pockets when they go to college. This is a good thing that we do for our families. These are not easy run-of-the-mill. just take it because it's these are challenging courses. So the first graph we're going to take a look at here shows the number of semester courses taken in the last six years. Now these not are not students. These are semester courses registration in these types of courses in our system. You can see in 2020 um we were we we took from 2020 to 2021. We know what happened there. Let's not talk keep talking about it. But we had a dip and we have continued to rebound. The top bar represents those students not eligible for economic benefits or educational benefits. These are our more affluent stu students who come from more affluent wealthier households. Our students who come from households that have less financial resources is the darker blue bar. And as you can see we have we have made some ground there. We have more students that are taking and taking more registrations in these courses. Memor is is it really a thousand or 2,000 kids or is it 102? I mean >> these are these are reg not students these these registr registrations in these courses. So >> okay but yeah okay >> so I might as a one student I might represent two or three registrations and these are semester registrations >> per year. Okay, thank you. I just had a moment of really >> confus. >> I'm glad you asked the question because others might have been wondering that too. >> The second one is looking at that analysis a little bit differently. And this is again we track this data. This is important data to us because if we if there were disparities here, we'd want to know something about that. I think all people would. And as you can see in 2020, we there were 183 registrations from students from students of color. uh last year to this year that number jumped quite a bit. We're up to 1436 registrations in AP and concurrent enrollment classes. Again, >> I think in large part driven by the things that we have baked into our achievement and integration plan. That's not all of it. We've got a lot of other things pushing on this system in including the number of courses that we offer. But our achievement specialists at the high school and the efforts throughout our system encouraging kids any kid to see themselves in these rigorous courses I think has impacted this data. M >> let's take a look at now I think member Antonson what you're wondering individual students so the percentage of students >> that take at least one of these courses that's what this this graph and this is concurrent enrollment only not AP we'll get to that in a second >> okay >> concurrent enrollment classes I shared the first three bars with you last January >> uh the second or the bottom bar in each I suppose group is is the is the updated data from this year. And again, students eligible for economic benefits or educational benefits, we saw a sharp we we we're continuing to see a jump there. >> Again, promising data. If we take a look at AP data, now this is advanced placement. Again, we're seeing year overyear more and more not only registrations, but the trend line is a higher percentage of students are say are signing up for these challenging courses. >> So now, keep this in mind because at some point I'm going to get to a graph about graduation data and and I and you're going to think and you're and I want you to reflect on the courses that our kids are taking at a higher rate, the types of courses. Now, let's look we'll in a moment here we'll look at graduation rates. Before we get there, let's talk about AP end of course exams. These are the end of course exams that cause students stress the second half of April and through May because these I mean I'm not I I've never taken the MCAT to get into med school, but that's a challenging test for high school students. These are college level exams. And what you can see when you gaze your eyes from left to right are some trends. You see more students taking the tests. And in general, you see a higher average score. If you were to create a heat map, it looks a bit like that. More kids are taking the AP tests. You don't have you can take an AP course and not take the test at the end. more kids are taking the test and as and and their and the averages on whole are going up. >> Sorry to keep interrupting you. If they take the test and they don't do well or they don't do as well as they want to be, does it negatively impact? >> It does not. >> Okay. So, there's another class whatever grade they get. >> They just don't get the credit. >> They don't get college credit. >> They don't get college. >> No, but they get the high school better. Okay. >> They get the high school credit, but they might not get the college credit. Okay. Yeah. >> Can they retake it? >> They cannot. >> So, it's a it's a one shot. >> They could register the next year. >> They could. >> Yeah. They they could study up again the next year. Maybe re they could retake the course for that matter, right, Prof? >> And so JP, what's the incentive to not take the test? They don't need the college. >> They don't that they overwhelm >> they don't need the college credit. They're not worried about that. They want an audit, of course. um they don't care >> they got surprised >> my daughter always wanted to pass you >> they got surprised by the rigor of the course and maybe they don't they don't complete even you're >> saying no I think I think they completed at a pretty good rate but >> okay >> yeah so let's take a look at some of that graduation data I was taking a I was talking about I know I apologize for the the font here on the left and right side uh that at the bottom it's 2020 2021 1, 2022, 2023, and 2024. And uh graduation data lags a little bit. Uh we typically don't get last year's graduation data back from the state until I think about April of the the following year. So that's why you don't see 2025 there. I can give you a sneak peek or I'll let uh Mr. Caldwell from the the back give you a sneak peek on 2025 data. But what as you can see is over time uh we have increased by 6% on the last five years um the percentage of students that graduate and again keep in mind more students are taking these rigorous courses and and in groups of students that have traditionally struggled uh at getting through uh their four-year uh high school career on time and graduating, we have seen even starker jumps. So, we're we're increasing the rate for all students while building up these other groups. If you were curious and you wondered, okay, uh 15 16 years ago, what did this look like? I think our graduation rate in 2008 was like 85%. Uh 84 85%. And we are at 90%. What are we anticipating last year's number coming in? >> 95%. >> That's amazing. more kids taking hard classes and our graduation rates are going up. >> Yeah. >> Yeah. >> Kudos kudos kudos. >> So, let's take a look at uh our plan proposal for this next three-year uh plan cycle. Okay. And what you'll see here on the left, um, oh, before I get there, it's important to note that in order to qualify for achievement integration, you need to have a plan, uh, that has goals focused in these areas. Uh, reducing acade academic uh, disability disparities and academic achievement. Right? Again, if our data is telling us that some groups of kids, depending on whatever demographic, tend to do better or worse than others, then we should be curious about that is my opinion. Uh, increasing access to effective and diverse teachers. We have a diverse student body. We should we we should have something similar as as in our faculty. uh we hire the best but it is in good to embrace differences in the adults that are teaching our classes and then increasing the integration of all students into all classes into all spaces into all programs. Um encouraging students to try something that might be outside their comfort zone. That's what high school is about. So on the left you'll see the goal or the revised goal uh for the next uh three-year plan. That's the what I suppose and on the right is the strategies or the how. And it's important to keep in mind for any type of expenditure that we have that we're using achievement integration for, it has to be nested under a goal. We can't just use achievement integration for anything. We h it has to be in support of a goal. So on the left there, you'll see that we have a goal written uh to raise this the level of reading uh proficiency as measured by the fast bridge in grades two through five for all students while also closing the gap between all students and those who come from again uh families who have fewer means financially uh those on educational benefits. Uh and then we also uh had we have have a goal here for reading proficiency as measured uh in grades six through eight. Um and again reducing the gap between those who qualify for educational benefits and who those who don't. and on the right and I tried to bold this and it's not coming through in the projector but essentially we we use ANI to help pay for um programs and strategies like our family liaison to make a home to school connection PD for teachers on how to work with students coming from different backgrounds and again the important key there is how do I connect new ideas and information that might have a a background or schema that's different than mine I need to learn how to connect with that learner. Um, and we teach we that's part that's really the core of that training. Uh, we ask teachers what are the PD that that you need to in order to impact those kids. Um, professional development for administrators just to help them learn continue to grow their capacity for leading large systems and being part of that instructional leadership piece. Uh, we have a couple of goals around student attendance. I think if you again you might not recall but last year we uh fund now about onetenth of every elementary counselor out of ANI uh to help really with them having a strong focus on bolstering student attendance. Students who come to school regularly are more likely to succeed and the system, the environment is more likely to succeed and we nationwide have seen a drop in attendance in the last 5 years and we need to pull ourselves out of that. um uh providing additional activity buses for secondary students for them to be able to participate in the activities that I I just talked about if transportation is an issue or to stay after for additional help academically. Uh if again if transportation is a barrier, we're going to we we provided additional activity buses to help support that. And then of course inter in interpretation and translation services when families are wanting to connect with us but language is a barrier. Uh goal two uh is to increase the proficiency in math and in science at LO Lakes STEM school and and we use those funds from ANI to help provide targeted STEM coaching and I think we all know what STEM is but if not I' I've put the broader uh label there uh STEM coaching for teachers and students as well as work within projectbased learning. When you see students often times coming onto the bus and they're carrying something big, a big poster or some sort of big apparatus, those aren't always made in art. They're oftentimes these projects that they've made that have rel relate to social studies or science or social studies and science together. Uh Loakes runs uh this it's almost like a design thinking process every every spring where they have to research a problem and develop a unique solution. and you'll see them in that front area waiting for you to come up and ask them about what it is that they they came up with. And it's really amazing. And again, this is in part funded out of ANI. >> Goal number three, and and I I only have 40 goals, so we'll get there. Um, is increase the four-year graduation rate uh from a high of like two years ago about 89% to 93% by 2028. Um, again, we're at it's 95% now. >> We're going to try to keep it at that rate that that that at that that at that level. Um, it is I mean, it's it's a challenge. Kids have a lot drawing on their attentions at that age, but we're going to keep continue to do that. And and again, it's it's the work of our in in part the work of our high school achievement specialist, fully funded out of ANI. this person is doing credit checks with students, checking in with them, uh those sorts of things. And it's also our partnership with American Indian Education. Again, a group that had the data has shown that has just not uh graduated the the same rate as other groups and we want to partner with those families to make sure that their their kids um graduate. >> And is the high school achievement specialist paid for >> 100%. >> And is there more than one? >> One. Yeah, it's actually a halftime person. >> Yep. Halftime person. >> Great work. >> That person she does, Linda Pen. >> Yeah. >> Yep. Um, we have used an we have a goal around increasing the things that students tell us about their ability to communicate and work as a team and them seeing themselves as leaders after our student leadership lab. And by the way, we are launching that completely internally this year. Uh we are running that ourselves and we're calling leadership academy. Uh and doing that those leadership uh trainings at the same grade level that we run them through the junior achievement program. Junior achievement is built on entrepreneurship, financial literacy, money management. uh that culminates in the Bistown experience uh that's going to come up here in March. I don't have the dates in front of me. I know you're gonna ask me that question. Uh we can get those dates for you because member Antonson will encourage you to go. Um the strategy and then there's the strategies there. I've already I I I've already spoken about those things. Uh goal number five uh is to incre continue to increase not only students registering for concurrent enrollments. Those student all students but certainly those students that qualify for educational benefits that first graph that I showed you. There was a blue line at the top blue time at the we want to get that blue both blue lines up there and not only registering but being successful in that class. And again, we point to the efforts of our achievement achieve high school achievement specialist to not only now encourage them, but she runs a pro some sessions in the summer to help prepare families and students for what those courses are going to be like. Uh how do you study? How do you stay on top of your things? What can parents do? And then connecting with kids, running stu study groups. These are not things that all students not all students just um that are uh natural to them. How do I truly study for a course of this rigor and and and she she helps them with that? And then we create leadership connections for students through the youth youth executive board that connects with students from other districts. And finally, our last goal, number six, uh a goal written around all of our kids having the best possible teachers that we can put in front of them who have the training and to to work with students, any student regardless of what they're going through in life or what background what they have or what sort of gaps in their background that might be familiar to us here in our area. And so we we use uh ANI to help find a lot of that PD. uh work with our peer coaches. Um yeah, I mean our peer coaches are part of that solution. Um we have we run after school uh student teacher groups um and just focus support for key staff members. So um in the end our ANI plan um as those are the goals and the the strategies within it. We're going to we have been and will still continue to be committed to integrating all kids like I mentioned at the beginning into our district and into our programs and our classrooms. Uh we've got families there there's nobody who would argue against a family connection with their school. Families who are connected with their the adults and their students lives while at school. Those students are in a better position to be successful. We're going to we're going to uh find ways to connect with all families and foster that. Uh I use this word about being in term about being curious about our data and I genuinely mean that if there are trends in our data that are troubling, we should not just blow past that. We should spend time on that and trying to solve those >> uh and erode any sort of predictability uh that might come with that in school success or access to programs. And we just need a plan that welcomes all students in our places. I mean, this is a plan that impacts every student in our system. Every student in our system benefits from what we've done with achievement integration. We measure stu different demographic groups, different student groups. So, every kid is this is a win for every student. Um, so >> with that said, I would open it up for questions. This is a first reading, by the way. We're not asking for any action tonight. I should have said that at the outset. >> Um but yeah, >> maybe you're gonna get there, but um your team, Brad Ward in particular, deserves a lot of credit for his development, support of and leadership. >> Yeah, absolutely. >> Indeed. >> I I would I would probably say about 98% Brad. >> Way to go, Brad. Well, I've always been so proud of our ENI achievement integration and the great work that you do to set those strategies and those goals. I just think it's it's just a terrific program that like you said, no touches everybody. >> Yeah, >> I have no questions. >> Yeah. And I can't imagine what we'd be without having the additional funds for a district. I mean, all the things we wouldn't be able to do. >> Exactly. So, um, it's helping like we changed it to change kind of the we still similar students, but it's just expanded it. So, I think it's I mean I think the changes were good and I think that we were really lucky that >> um we get to get that money. I mean it's just an incredible thing for win for our district. So, >> and we'll share this out with the board and action. >> We'll be asking for approval in March first meeting in March. in March. >> I would say it's not luck at all. It's the work of these folks over here. >> Well, exactly that we still Yeah, that we still get >> the crosses. >> Takes a lot of work. >> I blew past it in the last slide, but I would say um if the state changed something and AI was no longer a thing, we would still try do our best to pull it off, but it is far easier. >> Yeah, far easier with those additional resources, for sure. Um, you said one in 10 elementary school counselors is funded out of ANIA. >> Onetenth of each one >> 10% >> onetenth of each counselor. >> Yeah. One 10% of each counselor is funded out of ANI. >> Okay. Y >> and then I don't one of the recent goals it said I didn't catch the whole thing but something about teachers five I think it was >> this one >> no yeah what's a connected focused on connected learning when they have recurring training focused on connected learning >> does that that's just part of their professional development or is it specific to I know anybody I don't know. >> Yeah. So again, it's it's it exactly what I what I was saying. It's it's training people and I would say sometimes refreshing people. I think some training is perishable if you know what I mean. Like you over time you it just is it isn't right on your periphery or you just need a boost. People go to >> church weekly, right? In order to just reset themselves. And I think training uh I'm not saying that's like church, but um maybe that was a poor analogy, but but essentially it's it's it's saying coming together and going through all the teacher moves that go into when I'm sitting down with a student who is new to our school or not familiar with our area, how do I make sure that feel that student feels welcome? How do I connect uh a a term that might have really no context to them? >> Yeah. >> And make sure that they understand very quickly. And and and there are specific things that you do as a teacher >> um that we've learned over time that help those make put every student in a place >> to be successful. And that's the sort of training I'm talking about connected in terms of like interpersonal connections and even interpersonal connections, but also connecting new ideas and information. >> Would it be correct to say, Director Jacobson, that it's a conscious reminder? Yes. That that's the the training is there for that. It's just to bring it back to the forefront of your mind. >> Oh, yeah. That that that's what we do and that's why we do it. That's why it's important. >> Just reminder, um I think Dr. Massie mentioned you'd send the presentation to the board. I know there's going to be some >> um minor edits uh from the plan that we approved last year to this year to get dates right and to tweak some of those statistics and some of that data. Yep. >> Once you have that ready, would you mind sending it out to the board as well? >> Absolutely. Gladly. >> I think it's pretty close to ready. So, I think you could have pretty much it fairly quickly here. >> Okay. um if it's ready uh for the meeting next week, do we want to put it on the agenda just as a um a publication to the the public so they have a more than a week or so to digest it that it's out there? I don't want to commit you to anything if it's not ready. >> Oh, I I think I'm looking at Dr. Ward. I think that >> you're pretty close. >> Okay. I think that would be good. Not even >> Yeah. Yeah, not even from a a discussion standpoint, but just to publish it so people can read it and they can digest it and they can understand it before we bring it for action in March and they can get we get a little bit of feedback on it. >> Let's do that. >> Um, I really like how the plan came together last year and I was really impressed in the presentation here. I I've studied statistics so I don't want to do causation and correlation but uh I just saw significant improvements over the last year or two and I was excited to see that. Y >> thank you all for all the work you've done. >> Does anybody else have questions, comments? >> How many plans do we have? >> I'm going to uh this this one will be number six. >> Yeah, I haven't been on the committee often. Six. Wow. >> Longer than my time. >> So 15 years. Um so this will go into year 16. >> All right. Any other >> questions, comments? >> Plan get into this is the plan. No, there's a multi-page document that would This is a summary of the plan. >> Okay, this is your big highle overview. >> I I consider just standing up and reading the plan to you tonight, but I did see the time after after we've kept you here for hours. I know. So, okay. Thank you because I'm like I know there's got there's more and I just Thank you. Then we'll I'll look for it in Mills. If I remember right, that the plan's about 35 pages long and it's extremely detailed and a lot of information. That's that's why I'm suggesting we try to get it out to the board in front of people as soon as possible. But >> thank you. >> We don't have any more questions or comments here. >> Thank you. >> Thank you for hanging with us. >> Not yet. And the next item here is to uh upcoming calendar days. I just want to remind everybody we're waiting for more fund um at the same place, same time next week on the 19th. >> And with that, I would entertain a motion to adjourn. Go ahead. >> Move to adjourn. >> Move to approve. >> Second. >> I have a motion to second. Any discussion? Seeing none, all those in favor signify by saying I. I. Those opposed we