Mhm. >> Mhm. >> policies look like. So, both those documents will be coming your way in the next couple of days and then we did also look at the ability to assign a fund balance and again that creates a better transparency with community. Sometimes we're not able to get something done. So, the well at Columbus was an perfect example of that not being able to finish that by the end of the fiscal year, but we knew that expenditure was coming. Now, it's not built in the budget cuz it was built in the previous year's budget cuz we really thought we're going to get it done by June 30th. But when we didn't, we needed to shift those funds. Assigning fund balances allows us to be transparent with community that those funds were spent. And so, we did look at the seven other districts. All of them have superintendent and director of business services being able to make those assignments as part of the annual budget. So, that was another part of the policy that we talked about. There is something called stabilization arrangements that's within the model policy. I was not able to find the district that actually has it in there and in fact states on here that that it gets deleted out a lot. So, we did recommend deletion of that out of the policy. So, the next steps on this are really I will get it to the board and it is your policy to determine. So, if you'd like to you know, review it and and agree with what the recommendations were from the finance department and then finance committee or if you'd like to have further conversation at your beginning of May meeting. We really would like this in place by June 30th. Again, then it will be part of this year's audit and then when the auditor comes to report on that, she's going to report on how we're doing on the policy, which is a huge benefit. So, really encourage us to get that done within that time frame. But again, is it going to be just the board having that conversation making those final things? Do you want it to run through policy? Do you want to just bring it here? So, that'll be the discussions that'll happen over the next couple weeks amongst the board. Okay. All right. Thank you. Any questions on that? I have one quick question. >> Yeah. So, Director Idy, do does when you looked over the other districts, the seven other districts, did you pull ideas from the there or you eliminated the one about the stabilization? >> Yeah, most of them were based off the MSBA model policy. So, six out of the seven were Melenzee was the one that was just written as an annual budget and then within that was fund balance fund balance information. So, yeah, I would say that the main thing that I took out of the ones that we reviewed were looking at a percentage versus sometimes they say one month of operating expenditures or other things like that. But again, having a percentage, we get a management report from our auditors that's presented to the school board. So, being able to say to everybody, go to page 10, look at this, you know, this is the calculation and that transparency that that creates everywhere liked. So, you get into other terminology and it's a bit harder. So, again, just wanting to keep it as simple as possible. And so, one clarifying question, what you're sending to us is what the policy committee finance committee is recommending and it's already kind of finished. >> Correct. It's not finished at all. Yep. Mark Todd more about that if you want, but yeah, it's it's not the final, it's the recommendation. >> but the recommendation and it's pretty pulled together then. You've already digested all those other Yep. So, you'll get a strike through, you know, you'll get the original, this is what MSBA is, here's the red that was what we would put in there, and then you'll get a final that this is what our final policy would look like if we adopt what that is. Well, it sounds like they've done a a lot of work on it and We've had conversations for a couple meetings now about it and again, it's been something that we wanted to do and so it's really exciting that we're coming to this point. Well, thank you. >> Thank you. So, it's possible that the board might consider a first reading of this policy amongst yourselves at the May meeting with a consideration for a second reading in June. Mhm. Maybe even the mid-May meeting for further conversation. Yeah. If you feel the policy committee needs to spend time on it, you can always send it to the policy committee. But it seems that this is a board policy on the unbalance and maybe it's more fitting to go through finance and board discussion as well. >> Mhm. That's what I would agree with that fully. Yeah. Yeah, that that feels appropriate. Me, too. So, Yeah. Especially if they would like it sooner rather than later before June 30th. And again, majority is MSBA policy and any changes are marked in red on which you'll get. Yeah. Well, I I know I look forward to seeing what you've come up with. This is something that we've discussed a lot during my tenure on the board, so >> Yeah. Yeah, one area that we did not it was not in other policies, but we did put as just the accountability of if you're under 6% or over 10% you know what's the plan what do we need to do and having that superintendent recommendation in there so again only in two other policies that we looked at but adding that language in there. Okay. Well thank you very much. >> All right that will bring us to communications and family and student engagement director McKinnon. Yeah good good evening tonight at communications family and student engagement we talked about district marketing we gave an update around some Facebook post that we put out that were targeted Facebook specifically around kindergarten enrollment and in doing so we saw an uptick in kindergarten enrollment so the effect was good. There's not an immediate desire to do another one really quickly it's more timing we'll take a look at numbers and if another one is needed down the road we certainly will do that anytime you put out any type of marketing into the universe you do it too much it becomes stagnant and idle and it loses effect so we want to make sure that timing around that is effective. We talked about our district presence that we had at we'll we had it at the Lakes Area Expo we will be out at Arts in the Park coming up here this summer we also will be in the 4th of July parade so getting our brand out there in front of our community as we always do in those great community events has been and will continue to be on the calendar. From a community education perspective in terms of marketing our summer spring summer catalog is out and we're seeing enrollments and registrations coming in hot and heavy we put out another really good catalog this one we did not have any glitches in timing so we've seen the benefit of it being on time and as as scheduled as we had it desired so that's been really good. We also put out a constant contact we try to be once a month that community at constant contact goes out to the database that we have email addresses that is a menu of options of all the different classes that we have coming up. So it's again finding the the proper rhythmic timing of getting our classes out in front of our community members um so that they continue to register and get the programming that they need. The final item that we discussed was just some work that we're going to we're we're we're always doing but it's going to come with more intentionality around our digital our digital accessibility. So thinking of our website thinking of any digital content that we put out there making sure that it's ADA compliant so that when you put something out there it's not only visual text but also has the ADA compliance so if somebody is visually impaired they can hover over it and get what they need. We have a lot of systems and mechanisms in place for that right now but not everything is and we need to continue to make progress to make sure that that what we're putting out there is digitally compliant and ADA compliant for our community members and for those who need that access. All right, thank you. Any questions? I was just going to mention Corey would you want to speak to the new position that we talked about in committee? >> Yeah yeah so yeah so it's it's a yeah it's a another marketing component so in community ed we have a number of programs that fall under different categories we have child care we have aquatics I present on them each year. One of the programs that we have is youth and adult programs and that falls under Lori Drollinger's purview she does amazing work with that. She has been a team of of three in the office herself and two planners with the specific focus on student programming and adult programming. We now we have more so realized especially over the last several years that we want to double down on our efforts in providing programming for those adults who are in their near retirement to post retirement years of life. Um, that is a growing demographic in our community. We know that many of those folks that are in that demographic are many people who are have been here for a long time and they're active and vibrant and they want activity and we love that. We want them engaged with our school buildings. So, we have added a position that will specifically focus on that demographic. So, really now we have the full scope covered from early childhood which is our early childhood department. We have our that's under falls under one planner. We have an adult programs and then our I don't really like to use the term senior living. That demographic doesn't necessarily want that. So, we don't have a great name for it. So, but thinking of near retirement to post retirement years of life and how we can continue to serve our community better and better each day by coming up with things that they want to do. That's awesome. >> Yeah, we're excited about that. Yeah. Thank you so much. Thank you. >> Thank you. Thank you. That will bring us to curriculum, instruction and equity. Director Jacobson. Yes, thank you for having me tonight. We had two items on the agenda for CINE. Both related to legislation that came out of the 2023 legislative session. The first topic that we talked about was a recent statute that school districts need to develop and school boards need to pass a language access plan. This is a plan that outlines requirements for school districts to provide materials and resources in translated form for families who need it or translation services during conversations with teachers or the school. It is something that we have long done driven by our strategic plan in terms of making sure that we connect with every family that calls for us Lake Holm and making sure that our school community can partner with the families to um lift students up and make sure that their home to school connection is really strong. Nothing within the legislation is going to ask our our school district to do anything that we aren't already doing. Instead, what it's going to ask of us is to formulate it into a plan that we make public and that this board approves. And so we hope to bring that before you for a reading here in the first meeting in May or definitely during the month of May and we will get that to you in advance. The second item was related to the read act and the professional development component of the read act. So we are in exciting times with teachers finishing out phase one of read act training. This is training essentially graduate level course, not a typical day of PD but graduate level course work on teachers really digging digging into the science of reading in a way that many of their preparation programs when they went through school didn't always do. It is founded in research. It's provided great studies in terms of this having effectiveness. So teachers are finishing out phase one essentially coming out of next year or the year that we're within all elementary classroom teachers will be fully trained. Those who were with us this year of course will have to have sustainability plan because we will most likely hire new elementary teachers in the future so we'll have to have a plan for that and we do. And what we're doing is we're transitioning into the next phase which is ensuring that we are doing good work and we're using the right strategies to transition from teaching students how to read to helping them read to learn. And it's that disciplinary learning or the disciplinary reading skills that we know that students need to do in order to be successful in social studies, science, and math and all their coursework, but also when they get into the career field, how do they become proficient readers and writers and in their careers so that they are as we talked about often in education, lifelong learners. So, those are the two topics that we covered during our meeting tonight. And I would stand for questions. Any questions? I have a quick one. Director Jacobson, do did you say all the elementary teachers are done with phase one? They will be wrapping that up at by the end of this school year. Yeah. >> Oh. So, we're really ahead of schedule, aren't we, in terms of what the parameters are with the science of reading? Uh to be truth be told, uh we your assertion that we are ahead of schedule is true. Uh we started this work in our district uh by teachers voluntarily coming forward and asking to do it um long before I was standing in front of you as the director of teaching and learning. So, my predecessor, Diane Georgi, started this in 2018. So, about a third of our teachers have already gone through this training and now fully certified. Uh the state, though, set a June 30th, 2026 Mhm. >> deadline for all districts to have all teachers uh classroom teachers uh in grades K through three fully trained. And we added fourth and fifth. We pushed it into phase one just because we wanted to get it Wow. We wanted to get done sooner. So, we have K through K through five will be done. Secondary special education will be done. Secondary K-12 EL will be done. Uh our administrators at the elementary level are fully trained. Uh so yes, in many regards we are a bit ahead of schedule. Well, and kudos to our teaching staff and our teachers that have dedicated all their time and learning about letters and implementing that. Yep. Yeah. Yeah. Yeah. Absolutely. Are there any other questions? >> All right, thank you. Thank you. That will bring us to policy advisory committee uh Director Freeman. Good evening. Um we also had a one-topic meeting, but we sort of examined pretty much every aspect of that topic that one could possibly imagine. Um so we did talk about our um attendance procedures policy and we are making some some uh recommended revisions to that to sort of tighten a few things up and also uh make some amendments that have sort of uh of some things that have sort of morphed over time anyway. Then we spent a lot of time also in conjunction with that just talking about, you know, ideas that people might have for ways that we reach out to and engage and cuz we know that that student attendance attendance is not just a challenge here. We know it's a challenge across the state and and across the nation. Um so some thoughts that people had for, you know, ways that we might possibly bring a multi-faceted approach to the issue. It's a complex question. It would probably involve a complex answer. So that's what I got. All right, thank you. >> Thank you. That will bring us to staff welfare uh Dr. Massey. We had uh several topics. The most significant topic was an update for our staff welfare committee members was an update on the math curriculum identification process and the selection of a potential math curriculum that we will serve the new standards that have been under review for the last uh couple of years. So, a good presentation there and we're looking to ultimately approve two curricula moving into next year that would serve as pilots across our elementary and middle school and high school. Uh for ultimately a purchase for the following school year. We looked at uh school district enrollment. I'm happy to share that enrollment continues to be steady and tracking along a path that would be comparable to last year where we saw really steady enrollment again. So, a 2-year run of steady enrollment for the school district. So, there's some good news there. And then we spent a few minutes talking about potential future considerations for the school district. That concludes my report. All right. Any questions on that? If not, we'll move to consent agenda. Does any individual have an item they would like to hold from consent? All right. Seeing none, I would entertain a motion to approve consent. So moved. Second. Okay, we have a motion and a second. Uh Remember clerk, please take a roll call. Okay. Uh member Castle. Aye. Member Reveline. >> Aye. Member Corkran. Yes. Director McGee. Thank you very much. Um so, it's the time of year where we start looking uh especially as we work in kitchens over the summer on our projects. Uh we've finished up our install of our ovens, um combi ovens that we've been working on for several years and we're moving on to dishwashers. So, we have three dishwashers. We have Linwood Community School and Columbus um that we'll be looking at uh working through the summer and then also um into the school year on. The bid would be published in the Pioneer Press since it is more of a construction bid and then we look to open it up April 27th and then or excuse me, put out the bid April 27th, open the bids May 18th with school board approval on May 21st. With that, administration will recommend permission to bid dishwashers. All right, thank you. Does anybody have any questions? Seeing none, I entertain a motion to approve as presented. So moved to approve. Second. Okay, we have a motion and a second. Any discussion? All right, um member clerk, please take the roll call. Okay, member Castle. Aye. Member Christensen. Aye. Member Tyson. Aye. Member Rabelline. Aye. Member Corcoran. Aye. And member Antonson votes aye. The ayes have it. All right, that brings us seven to two, the finance department reorganization. Um Director Ramberg, you're ready. Um It's brought to you tonight so the finance department, uh we have been working with a similar staff structure for two three years now and as we look at legislative changes that came through the 2023 legislative session, however, have been implemented over the last two years. Um the most recent one being that Minnesota paid family leave act that just got implemented um January 1st of this year. Um we also have retirement in the business department and so whenever you have a lot of changes that are happening um with what is going on with processing and then also um the ability of staff turning over naturally, it's time to sit down as a department and look at what are we doing well and what can we improve on. And so we had the opportunity to do that with the finance staff. Um one of the main directions was just this concept of types of leave um that have changed over the past decade. So, when we think about back in the day, right? We had sick leave, we had vacation, teachers had some personal days um within that, but it was pretty simplistic in what it is. Um and based on all the legislative changes and what's happening, we now have earned sick and safe time, we have the state of paid family leave, um we have summer unemployment, which is, you know, kind of considered a leave when those classified staff go off for the summer. And so, all of those areas um have really put a strain on how we're currently organized. Um also, I would say that the um benefits area was a huge um advocate in Larry Martini, who was amazing at that in the implementation of our programming. Now that the programming is running and and working its course, it's more of a standard of operation, we're able to maybe put that more under um our supervisor of accounting um versus it being under directly the business director. So, um just kind of reworking it. Again, we spent the last couple months working through um what we would need, and it would involve um the elimination of a couple positions in order to fund this. So, um it's really important to be cost neutral in the process um because again, district office staff, we know we just really look at it closely to make sure we have the accurate staffing for the needs um and not overstaffed. So, cost neutral wise, we look to eliminate two positions that are clerical level threes. Those are both 12-month benefit bearing positions. So, um they come at a little bit bigger cost when people take family insurance and stuff. And then, we would go ahead and just um create one new position that is a senior accountant um for leave and benefits, and that lines up with the reorg we did 2 3 years ago that kind of put in that senior accountant level, where again, we're taking somebody um when we made the supervisor of accounting, we took them down from a controller to supervisor. We kind of put that layer of um day-to-day operations in that senior accountant area, the supervision of day-to-day operations with employees. So, their first contact is of our coordinators is that senior accountant, then it goes up to the supervisor of accounting. And then up to me. So, that would be kind of the elimination of those two lower-level positions. At a level three, we would add the senior accountant position. We would also transition in this process. >> We currently have three payroll coordinators. We did go to electronic time cards for all of the classified staff. So, when I walked in the door seven years ago, we were literally processing a stack of, you know, 500 sheets of paper. And now it's all done electronically. So, as these new laws have been implemented and as we've done it, everybody's kind of taken a piece. So, we take those payroll coordinators, we'll move all the leave stuff to one of them. So, kind of shifting that from a payroll coordinator to a specific leave coordinator. We really feel like that one is going to be huge for our employees because as we navigate all these types of leaves, they have questions. They want to know what's best. They want to process through with somebody, what does it look like when I have a baby? What does it look like when I have a significant other that has an illness or a child that has an illness? And they want that one person to contact. And so, right now we know that through our processes, we have some redundancies just because this person can only do this and this person can only do that. So, the rework really brings all those in alignment. So, you have your person and that person does the whole job. So, we always say, "Where are your roadblocks? When you're working through a process, where do you hit that stop point where you can't finish it because you're waiting for somebody else?" And so, that was a huge part of this rework was answering that question. "Where are the roadblocks and how can we get those resources aligned so that you can start and finish the project?" Great. Thank you so much for coming in and explaining this to the board. I think it's uh especially important with all these changes with the legislative changes and everything. Uh when Dr. Bassi first presented this to me, there was some debate on whether or not we just throw it on the consent agenda and move on, but the more I looked at it, the more I felt it was important that the community understood what we were doing and why, and I think you just explained that really, really well for us. So um does anybody have any questions before we move to a motion? Remember I had a question. >> a question. Um so does the state after you know, passing this law, is there any kind of training anywhere that this person can go to? I mean, is there something available that >> Yeah, there's been a ton of webinars put on by the state. I would say the most valuable thing that we have is actually our professional organizations. Um MASBO is the business side. Um MESPA is the um human resources side. They have put together um a community, it's called. So like a listserv thing where everyone's just saying, "Okay, how are you dealing with this? How are you dealing with that? What's you know, what have you heard on that?" And that's been actually the most valuable um thing as we navigate them is just processing through again what questions, you know, what are you not thinking of, all of that. Well, and is is that training or those resources that you're speaking of, is that available to the teachers themselves as well or is it Okay, so any >> I would say is that is our answer for majority of things. We say you cuz it's um so the Minnesota paid family leave is just like unemployment. Like we don't have anything to do with that or worker's comp when we do a third party for that. You go fill out the paperwork, right? And they're going to give you an answer of what it is and what it looks like. But when they're going to come back to us and say, "Well, I have a path where I can take Minnesota paid family leave or I do also have sick time, you know, which path do I want?" Then it's our payroll's job, other people's job to put calculations together to say, "This is what your paycheck looks like if you choose A, this is what it looks like, you know, if you choose B uh because the state's going to be paying you. >> Mhm. So, so that's the services that we provide our employees is kind of that. You know, we can't tell you the exact amount cuz Minnesota is the one that tells you for paid leave, but we can at least tell you what the district side of that is going to look like and you can put the two pieces together. But again, that one contact person is just really what we're trying for and building that relationship. >> Mhm. No, I think that's a great Yeah, I mean Thank you again. Yeah. Remember Tyson. Yeah, so thank you for that report and um congrats on getting a cost neutral that all this work was created and then it was cost neutral. Um I've just no colleagues they're they're hiring, you know, because there's there's a load with all these different leaves and all this. So. I think that the district has been strategic over the last several years. Um Director Jacobson a huge part of that in the technology realm of things and again, how can we streamline? We used to have paper personal action reports they were called to be able to, you know, if you're changing from a first grade teacher to a third grade teacher and all that's done electronically and you know, it goes to everybody all at once so people can work on it versus, you know, kind of waiting for things and having highs and lows and things. So, technology has played a huge part into us being able to do that third party billing, um getting a person in house for that. Again, taking that off somebody else's plate. So, you know, it's been a a journey of a couple years and then again, retirement's come up you have to look at structure. So anyway, that was a comment. So here's my question. >> Yes. Sorry. And my other comment is I love org charts and thank you for that. I love the clarity of an org chart, but I noticed that you're not on the proposed organizational chart. Uh so >> Or yes, she is. Oh, I am. I just thought that's got to be a typo. It had to be yeah, it had to be on the first chart simply because again, that benefit side as I said Larry Martini amazing at, you know, driving what the plan looks like, becoming self-insurance, all that. So, he was highly connected to that area. Now, I think my thing, not putting me on there, was genuinely the focus is more this is the finance group, and then I'm able to, again, I have transportation, I have buildings and grounds, I have the ice arena, and I have nutrition services and finance. So, the ability for those supervisors, who are amazing people and talented people, to own their individual departments is really important, so. >> Yeah. I'm there, but you just won't see me on there. >> that was a comment, too. So, here's my question. Bear with me, I'm so sorry. So, it sounds like we had bottlenecks, and now they're kind of released. And then, so does this adjustment take us into like the next 3 to 5 years, or longer? >> The last time we did it, um cuz I think this is my fourth year, and right when we came in, we made that senior accountant um position change. So, yeah, I think it's 3 to 4 years. And that's what That's the pace that we live at. Technology changes and other things, and I think we just need to be looking at it. And as I said, as opportunities come up with natural turnover, that's the best time to do it. And so, even though they're kind of the struc- there's a structure change, um some of the responsibilities overlap, correct? So, nobody falls through the cracks, and No, so cross-training is really important. If somebody is gone on emergency or anything, we all have to be able to do it. So, um that's also another reason why that supervisor accounting position kind of does have that global, making sure that she knows those three senior accountants are able to cover for each other if you're gone, and things like that. So, I think it's just a good structure um to be able to do it. And the people in the finance department, they are amazing. >> They are. They just get our payroll done every, you know, every 2 weeks in a fashion that's very accurate, um and our benefits, again, coordinating all of our programs and our um checks getting out. We see you guys approving them all the time. So, just amazing staff that I really feel can now align and own their positions. Well, and a huge thank you. This is This is a lot of work and a big lift and it looks excellent. So This also helps our human resources department. So, we're super excited about that. Oh, well, thank you so much. Thank your staff. One last question here. Does this provide like promotional opportunities for certain staff members? And is that baked into this as well? It is. People are being chosen for positions. So, we you will see hopefully tomorrow morning if you approve it, you will see postings that will go out actually even externally for the senior benefits and leave person, senior accountant for benefits and leave, you'll see the leave coordinator go out and so, yeah. You'll You'll see those positions posted and we're even posting them externally. So, it's also an opportunity. I tell people this is put your best foot forward. I know you're an employee with us, but wow us. Because you can. And that's so, you know, fill out the flat application, get the letters. It never hurts to to go through that process, you know. Right. That's a good point. So, specifically, we'd administration would be looking for action tonight on converting the a payroll coordinator to a leave coordinator. Highlighted here in yellow. Create a senior accountant for benefits and leave. Eliminate payroll assistant, clerical level three. And eliminate special education buildings and grounds assistant, clerical level three. And the buildings and grounds position is currently vacant. So, we for the last month the position was turned over. So, we had a long term employee come back to us and retired back last summer. And so, then we couldn't fill it for a little bit. Then we got somebody in there. They've actually since gotten a promotion within the district. And so, we went ahead and that position's currently vacant. So, that's another again good chance. That's kind of what made this off fall into place is is that position being added. And again, third-party billing has moved into a position that's self-funded through third-party billing. So, that's where again, the person that normally would be doing that is a need. Okay. So, yeah, they're definitely taking advantage of attrition. So, So, with that, I would move to accept the proposed structure changes as presented. >> Second. Okay, we have a motion and a second. Any discussion on that? Thank you, Director Reveline. Thank you. All right, seeing no discussion. Uh, Member Clark, please take roll call. Okay. Uh, Member Castle. Aye. Member Antonsen votes aye. Member Tyson. Aye. Member Christensen. Aye. Member Corcoran. Aye. And Member Reveline. Aye. And the ayes have it. All right, I see no new business on the agenda, but uh, quickly I'll remind uh, at least the audience here that we have uh, superintendent final interviews next Monday, uh, decision next Wednesday, and our next board meeting will be in May. Uh, with that, I would entertain a motion to adjourn. So moved. Member Castle has Oh, Member Castle? Um, the opportunity was not offered for questions for Director Freeman. Oh, on uh, policy committee? >> Yes. Uh, if it pleases the board, uh, Director Freeman? So, there was an email uh, regarding the forest or the woods and some students and that there were some shortcomings in in how we handled that. Was that addressed with the With the attendance policy? >> policy. Director Freeman, Dr. Massey can No. can address this question. Yeah, I'm not sure that the school forced situation involves attendance. I'm not sure I'm following that connection. So, it wasn't during class time or during school hours. >> It was during school hours. >> Okay, so then that's attendance. You're either attended or you're not attended. Well, the students were attending the class and then wandered away from the class. Yes. Yep, and we have met uh for an extended period of time here as a team. We're meeting again tomorrow morning to review procedures and do our debrief. I provided a lengthy explanation in an email earlier today with an update on the different provisions that we are looking to put in place to address issues that um came into play as a result of that incident. And I'll provide another update following our meeting tomorrow. Okay. So, if if they were on the grounds, then they were still attending. Technically, yes. >> Okay, okay. Thank you. Certainly, yes. Yeah, the class was out there. That's that's that's part of what they do at the school. >> So, what if they wandered off campus, then they're not attended they're not in attendance anymore. Would that be the case? >> Yeah, I think we're Yeah. A student who is attending for the day and and if they wandered off grounds, we consider them still attending and still our responsibility. So, the fact that they didn't wander off grounds would mean technically yes, you're still attending. If they wandered off grounds, attending or not depending upon how you want to define that, they're still our responsibility and the concern would have been just as enormous. Okay, I think did you have >> Well, I just wanted to clarify I was in the policy committee meeting. I mean, the discussion of attendance was around students that are not coming to school consistently absent, those I mean, that was the discussion. We weren't you know, drilling down to a specific situation. It was a much more broad discussion. I mean, Chair Redline was also in that committee meeting, so. Yeah, and I would concur with that. It was much much more broad. We were looking at more um actually, the discussion drifted into like, what is the the typical reason that that students aren't in attendance and generalities and how do we how do we engage better with the the students and the families to encourage more attendance and um there'll be some more on that. And in the future, for sure. So, I I it it came to mind because uh when I was in high school, um we had woods and uh it's Robbinsdale Armstrong and it's set up like a campus, so the so there's this curve and then there's woods and some of the students who lived in the neighborhood behind the school, if they were on free mods and they threw their frisbee on purpose all the way into the woods, so they could go have lunch at home. So, the leaving the grounds would be an attendance issue if if I'm Yeah, I'm looking at that correctly. Yeah, that that didn't really that didn't really hit our discussion in the in the in the committee, though. We were looking at the the overarching um issue and not anything else. Would that apply to attendance or would it apply to something else that's with Yeah, and the attendance issue we were looking at was more um purposeful and consistent. So, like a day and a day >> Yeah, and for for for up to weeks and and such of the time. Yeah. Yeah, remember I had to sign No, I have a question. Sorry, but Dr. Massie, what could remind me what how many days it is? Is it 10 days in a year that then they then that that is affecting like scientifically their their grade significantly or their um academics? Yeah, state guidelines uh would require that we drop a student after 50 consecutive absences. Um if I'm answering your question um So, we we all know the connection between school attendance and performance. A lot of research and data around there around the more attendance so