June-10-2019-Regular-Board-Meeting-segment-6
[00:00:00] I have a chair.
Point of order question. I'm okay with barreling through this agenda and I'm noticing that we are currently at the time that we thought that we would end and we have some. Fairly meaty discussions around board policy in the superintendent evaluation. So just checking in with my fellow board members to see if we want to continue for the next 30 to 60 Minutes or if we want to.
if it's even possible if these aren't time-sensitive to table them to another meeting. So we need to approve. The superintendent's contract. So we do need to get to that and [00:01:00] this is dr. Reynolds last meeting with us and she specifically asked for an agenda item to be put on which we're going to get to my proposal was if we could treat 11 A 1 2 3 4 like we do the consent agenda.
And approve those without. if there are any of those we could just approve without discussion. That would be my intent. Otherwise we can set. Any of those 1 through 4 over?
Because we need to approve one if at all possible.
Before we determine but not to set him over. Does anybody want to spend time talking about one through four? I I [00:02:00] do on two and three, okay, it could be on 11 a two and three. Okay, so we'll set those really forget them over and I could have some time to talk to the superintendent. Then it might be able to resolve it before we even have to have this.
Okay. Anybody want to have discussion on 1 or 4? For the policies that are proposed the language.
Let me get staff is hoping but we can work with it that number one the policy on homeless students if that could be approved. It would greatly help us in terms of some of our reporting that ends by the end of this fiscal year. I didn't
I don't think I had a number four. So just as had two of them, so I'm just.
[00:03:00] okay. Yeah, I'm good with for. All right. I'm going to move to approve a. 11a one and four board policies je C VD
G. G DB CD. was that I
will second. Chelsea King Martin. Hi, Eddie, Reynolds. Hi Ginger fetch. I yell and hides I Reagan Molitor. And we will set over the g b and a and j FCF to the
[00:04:00] next meeting. Dr. Reynolds, you've proposed assess specific action regarding. complaints. thank you chair pitcher. Well, I just like to propose that we adopt and post on our district website. Administrative regulations related to hazing harassment intimidation bullying menacing cyberbullying team Daley teen Dating Violence complaint procedures student.
They were distributed to the board and to the superintendent last week. You've heard student comment and the Wesleyan Alliance comment in support of that proposal. And I will make that in the form of
[00:05:00] a motion. I'll
second. discussion. Do we have a copy of the language that you're asking right now? And it was emailed to us by don't have the email open. Is it in board book or we have a hard copy with us tonight? We don't have a hard copy. I can email it to
you immediately. It's it's not this language. That is the existing. It's not the existing language. It's a language that's copied from North, Clackamas. They're similar to other breaks that post step-by-step administrative regulations on their website. A North Clark mrs. Were vetted with OSB a and they are [00:06:00] consistent with the administrative regulation.
Sorry with a West Wind Wilsonville policies. And essentially there are a companion to our current policy J FC F. They would be an administrative regulation companion to that. And I had I had sent them to the to share pitch and soup to chair Fitch with a request to include them as an agenda item.
They were also sent to superintendent Ludwig. And then they were forwarded to the entire board. We have not had the opportunity to share that with our legal counsel. And typically the board asks that any policies or any practices that we are going to then be held responsible to would be vetted by our legal counsel, which were happy to do.
We just did not do that over the weekend. [00:07:00] And I would prefer that as a superintendent the specific language. In the AR that was submitted by that was referenced speaks to certain number of days that staff has to return Communications appeals processes to the superintendent and to a board. I think just looking at another school districts example without thinking through those ARS ourselves and with our legal counsel just process wise in terms of how the board wants.
Direct staff with an with an administrative regulation if that's something we could work through with our legal counsel and bring back to this board would be preferred from your superintendent. So the question I have for you. Dr. Ludwig is is there any harm in? Once we [00:08:00] get a procedure that may be different than what we already have or maybe similar to what we have or might be the same as what we have.
Is there any harm to posting it? And in more ways than we already do. I think that's something to think about and explore their are. Administrative regulations that are posted. It's really about the implementation of the policy and that does not need board approval ARS can be developed just by staff or does not adopt those or regulate.
Those are done by staff. Board sets the policies and then the staff looks at the implementation and can develop an AR or does not need to develop an AR administrative regulation. In this case. If you're asking us to look into something to develop and make it public my caution would just [00:09:00] be typically ARS become an evolutionary process.
If the 10 days isn't sufficient and we move it to 12 or we change any part of the process. We want to be able to do that and staff can do that. The complaint process and I misunderstood I read in the email that we wanted to revisit the complaint process. So I misunderstood that that is posted on our website.
We didn't create a formal a our attachment to it. But essentially everything posted on our website is essentially an AR it spells out with a community how we work through a complaint process and Implement that looks very different than our policy. Additionally with that. We actually did use North Clackamas is complaint process as a sample.
It was one of the ones. Adjusted by Emily Nazareth from OD legal counsel. She also had some cautions about writing too many specifics in your AR that could come back and make it difficult for a staff to work through some timing on things. She did review our complaint process [00:10:00] and felt it was really well written and served as an AR.
So there's a way we could also write a process similar to what we did with the complaint process. The process that's being suggested. I'm just thinking we've heard of request tonight from patrons. Typically what I hear from a school board is now we want staff to look into it come up with some draft language has our legal counsel vetted this.
Do we want to adopt something similar to another school district what works for hours and slowing down that process a little bit. So we have exactly in place what we can Implement again an AR is not adopted by a board. So this is something that you would be asking staff to create just threw a direction does not need to go for board adoption.
My observation as board chair as we've been working through changing our operating agreements and responding to the public and then I [00:11:00] did during the course of the students public comments tonight. Look at North Clackamas. It does seem. And I think that's consistent with what was provided by dr.
Reynolds. It does seem a little crisper visually Step 1 Step 2. The language is more concise and more friendly to someone who's trying to initiate something that a difficult circumstance and and so similarly to what I encounter with as board chair referring them like to policy KL. What is that, right?
It having something that's a little more public friendly. I reiterated I say you need to talk to your principal and then you need to talk. I think that would be helpful. So a my perspective is that what I'm hearing is consistent with my experience that we could provide a better Visual and [00:12:00] more concise.
Process but that I also understand I don't believe that that is our response. I don't think it's within our purview of car to create and just just a point of clarification. This AR would not replace the complaint process because the complaint process serves for a wide range of issues that come forward from employees to patrons and have that specified process.
It has been vetted it is what the steps in that one that you have copies of have been approved by OSB a we looked at very good samples North Clackamas was one of those are legal counsel as well as Emily nazarov. It is OD. What I'm hearing tonight is that students would like a specific process just for these issues around bullying harassment and hazy.
So a separate process. It's very similar to the complaint when when you take a look at it in terms of steps, but you'll notice there's also [00:13:00] a recommendation that the person who processes it is not someone who's I believe they use a term an employee of the district but an impartial person that's different.
So I think we want to just take a look at is that what we would do would we then have someone who would process these types of concerns? I'd also like to maybe do some research and ask North Clackamas. How is your a are working for you? Sometimes when we've been? Shown other samples from other districts of policies or practices and then we call them.
Sometimes we hear them say actually we're hoping to change that. We're in the process of changing and we figure out a better way to do that. So I think that's always if we're looking at some sample language to ask those who are implementing their own language how has that been working in terms of being able to follow those procedures?
And what are you hearing from your community or your staff? Would you have any Lessons Learned or recommendations for us as we're also looking into drafting something like this. So [00:14:00] I think that would be important to do we don't have I don't have any information for them about how that's working for them.
Excuse me. What I heard we all are going at once. Sorry. Yeah, that's okay. What I heard from the speaker's today. We're essentially two complaints one is that the current process language is vague or difficult to understand and the second problem is just dissemination for whatever reason it's not reaching students.
And so I think maybe with the board should consider tonight is. Directing doctor Ludwig in your team to begin that process of looking at how can we make it clearer? And how can we improve our ways of getting that out to the students that actually gets in front of them? And I first of all I just want to make a statement that I.
Really appreciate the initiative on the part of our students the advocacy on the part of our students and their investment in this topic. I think they're a great example of conversations. We should be having Across the [00:15:00] Nation around how to notice when something isn't. I'm going well for someone how to speak up and how to be advocates for each other.
I will say that I have engaged in this conversation with a number of the students who came tonight. So has Administration part of what we did need to share is that the process is being used by a number of students. We cannot share that process or the outcomes with the student body. And that was one of the concerns of what what are you doing?
When these concerns come forward and the frustration that the student body doesn't know what's happening in the investigation or the outcome and for the most part that's because it's very sensitive information. There are minor children often involved. There's often an investigation involved and there are parents involved.
And everybody in that process has a right and opinion [00:16:00] about how things will transpire and those have been some of our conversations with our students that it can be frustrating often to maybe think that something hasn't happened but that they can be absolutely assured that every report. That has been brought forward to a counselor a teacher and administrator was properly followed through and did involve the adults or law enforcement that it needed to and that we followed our awful requirements as well as our legal requirements, but we have to remember that it's often a very sensitive topic and we can't share with the whole student body.
The outcome of those investigations and processes. Thank you for that. And I think director hides and I were kind of on the same page. We both went to speak at the same time. And that was just my sense that the overarching need seems to be we need to we want to [00:17:00] know more about how to navigate the system and we do have a lot of good information out there and it could just be you know asking ourselves.
How do we make that more accessible and. Yeah, and so it's whether I don't know that it's that we need to adopt North Clackamas is I don't know I've never seen it but you know we have this and what can we do to tighten it and just make it more accessible? And mine was and I hope you're not hearing a resistance.
I think we just it's always a prudent and I hear it from the board when we look at policies how to slow down take a consideration that it carefully because once it's put in print and it's on our website and we go to implement it we want to be able to have done our due diligence around. Where did this come from?
How did we draft it? What samples did we look at? Who did we consult when we came up with an implementation process? That's helpful to our. No, we've been hearing from these students [00:18:00] since 2017. Countless times and this I brought this request forward based on contacts this time from parents from the community and from students and after attending student-led workshop at Unity day.
We heard it again tonight. The kids don't know where to go. They don't feel heard that process and KL under the art policies that the park specific enough their General vague public, you know, they are literally titled public complaint process procedures. They're not step-by-step what these students.
Are asking is that we as the adults in the room not let them down. They want specific step-by-step procedures. I understand. Dr. Ludwig your [00:19:00] desire. To have something that is vetted and you don't get committed to something that's too prescriptive. But we need to listen to the students there.
They've told us since 2017. They don't know where to go. They don't feel safe. So I hope that we leave on this evenings meeting with a clear commitment to those students that will get something specific. That's related to bullying harassment team Dating Violence Etc. And it's a step-by-step process so that they know that they're being listened to and that they have a place to go and they have a resolution.
I my thinking
is. cuz of the repetitive nature of the asked by the students and. What I think is an attempt by the district to communicate it in [00:20:00] multiple ways that there is no there is some disconnect and that it will do us no good as the adults to make that decision and isolation. So I would want to ask dr.
Ludwig to find a
way to. Provide samples or proposals to the students before bringing, you know before instituting a policy so that we know that it's a it's a responsive to their ask and then I think the other thing we could do is. Provide some direction maybe or get some information from dr. Ludwig if we could expect it to occur within a certain time frame.
Yeah, and I guess I just would also comment that you know, I hope the board isn't hearing again from staff that we're not listening to students [00:21:00] Myra like recollection over. The last number of years is there were a number of asks around we don't know where to go. Some of it was around reporting.
Bullying or unsafe situations. We then shared with them the information about safe, Oregon. We were the first school district in the state to put that information on the back of their student IDs along with other safety information. We shared that with students. I still think there's work to do we can ask a student, you know, where it is and not even sure it's on the back of their their card.
So it takes a while. For new implementation to become readily known and universally known that was one area that we specifically responded because we had heard from students. The other was around complaints and it had to do with a comment box and where can we go for General complaints? We did then the beginning of last year in November a full review of our complaint process.
That was also impart response from what we heard from students at that time. Their comments were [00:22:00] a little broader than they were tonight about this one policy. But did involve we don't know the process for when we have a concern about something and so we redid our whole complaint process made it more visible on our website.
We included a complaint form. We got that message out to principles. We put it out on trending hot topics and quick links trying to get that out. We looking back. How to make sure all 3,000 high school students know about that, you know, we're we can get better at that additionally with these lessons around Aaron's law and the new health curriculum provides embedded opportunities to share with students.
Do you have a concern about sexual abuse sexual harassment? Where do you go for that also always encouraging students that their trusted adult may not be a school member. It may be the parent and parents often actually go straight from parent report to law enforcement and we find out [00:23:00] later. So we also have to acknowledge that there's many ways that concerns are reported that feel more comfortable to students.
Some will use this process that starts to engage School Employees and staff baby first others will prefer to go to their trusted adult. That might be their parent. Or their counselor outside of school and Report their which then often goes straight to law enforcement if the family chooses to do that or to inform us if they if they choose to inform us, so I just want to know we have heard students.
So I just want to make that very clear publicly that we have heard students. We care very deeply about this and we're trying his best to think of all the ways that as they brought forward concerns. We can help them through a process safe, Oregon tip line the complaint process. And now tonight I'm hearing a very specific ask about one policy, which we don't have an AR posted about that [00:24:00] one policy and we will look
into it. I'll just go quickly. I largely concur with Dylan until see suggestion of tasking the district with for their work and in large part with Gingers and I'd also just add my two cents that possibly as your your further researching how to best accomplish this end. I think we do have our student handbooks and some sort of information in there is a great way to reach our high school and our Middle School students.
I know they're supposed to they sign off saying they read it. I mean did the complaint process has been in there, but we can add that in there as well as another resource and they were saying, you know, there isn't a process and we all know there is a process. We just don't know how to let them know the process so.
I just want to quickly think dr. Reynolds for pushing this issue. We're talking about it's on the agenda because you put it there and requested that it be there and I would just Echo what [00:25:00] others have said that? This is somewhat time-sensitive and I would love to have something in place for the start of school in the fall.
Currently we have a motion
and a second. I don't know if you is this emotion or is this just a direction to the superintendent says the board doesn't approve a ours or doctor yours. Oh, but what was the commotion?
But the board doesn't adopt a ours sorry Doc and postpone the district website administrative regulations JF cfar for hazing harassment intimidation bullying menacing cyberbullying teen Dating
Violence procedures. And discussion. I [00:26:00] think the motion also included. as based on the North
Clackamas regulations. So likely their board didn't adopt their a are either it was something their staff crafted. So I'm just wanting to clarify that. Could I get clarification on the superintendent's understanding of what the next steps are and what will be communicated to the students who appeared here tonight?
I'm hearing that there is a request of the superintendent to look into a process specifically for this one policy and to have something in place that is communicated to the students, but they start the new school year. And I'm assuming the students being we can have it can certainly be K-12 and I also understood that you would float it you would bet it with the [00:27:00] students.
You would vet proposals with the students you would is that an asked by the light of what I thought I heard you say that but I understood you to
say, okay. Won't you won't let students with no, that's not it. The thing is no one board member can't ask the superintendent with a job. I'm just an so when I I know and I think it was answered and didn't like the answer and so Ginger had politely asked. Hey, I'd like to get student involvement.
The thing is is that you know school is done. Tomorrow at noon so to ask your superintendent to guarantee that she's going to have student input by the start of next year when school's out. It's a tough more difficult. Well, I just wanted clarification. I thought I heard that concept floated, but it's apparently not going to be part of it.
So based on [00:28:00] my understanding that. You will look into a process that specific look into a process that is specific and related to bullying harassment and teen Dating Violence Etc. I withdraw
my motion. And and also part of that correct me if I'm wrong. We will look at ways of disseminating that information. Is that right? Yes, we'll explore ways to to do that. If we find a keep keep looking at ways to get that information across. Okay. Thank you my God. Thanks as we enter middle of our seven this Marathon we get to the evaluation of.
Dr. Ludwig, this is the time and place for the meeting to do that. It's the first meeting in June bring the public [00:29:00] up to date. The process was changed to years ago. So rather than the old process has historically has been to do one evaluation in at this time where the superintendent receives all the feedback over the course of the year and the board two years ago decided we'd do a lot better job with that.
Meaning that we do multiple rounds of. And so that there was a more open dialogue between the board and the superintendent about what could what could be improved upon what was working well, and as my first year as vice-chair that's been in a very a very effective process and what's made that so effective is that dr.
Ludwig is a is a person who is very dedicated to self-improvement and being the best Superman. She can be in part of that is being. Exceptionally humble and wind to hear feedback from the board. So she's constantly inviting the board members to make feedback. And when one any one of us comes to her with information, it is without [00:30:00] exception responded to in some way.
So we see either a discussion or a change in action. And so I know that we feel hurt his board members and that's an important part of the evaluation process. There are nine performance standards that we rate the doctor Ludwig on that. We have gone through as a board. We've written summaries that will be going into her or filed as we do it every June at this time.
I'm going to go over some of the highlights from that report, too. And we'll also discuss some areas that we think that she's excelling in some areas that we would like to see some improvement from the district office. But by and large what I want to intimate to the public is that the five of us are very happy with the super kind of that we have in this District.
I'm the older the older I get the more I appreciate encounter people who Excel through occupations and we've certainly for us here. Just some of the things that we thought worked very well this year is that dr. Ludwig created the district emergency operation plan, which if any of you have reviewed it [00:31:00] is immense that was something to this district has kind of been on the to-do list for a long time.
It got done this year and Not only was it done but it was done by speaking to every stakeholder involved from students parents teachers administrators police officers First Responders expert Consultants. I mean if there is somebody who could have an input in this. As they were consulted in their ideas were implementing the plan that was kind of a ripped from the headlines project, but there were things that she takes it upon herself that aren't so obvious like the she initiated the review of Title Nine compliance process, which may be some districts didn't do 2018-2019.
That was undertaken. One thing we appreciate is the Innovation that we see from dr. Ludwig and her team. So for example, the redesign of art Tech High School was killing. When is it solves the problem of some overcrowded high schools, but also? I'm increases the availability for Career and Technical education, which is something that people in our [00:32:00] community are clamoring for we're happy to provide.
We think that the handling of the health and wellness curriculum adoption was really an example for the rest of the state and how that was handled. Worse. A lot of districts. Did it quickly affect it under the rug or wait to the last minute. We were exceptionally proactive with that process. Dr.
Ludwig LED that process. We started early we had a lot of opportunities for public input. And then when the Public's that we want more input into this, dr. Ludwig allow that process to be opened up extended and then the her team around her did an exceptional job change the eventual product based on the the public input we had which I thought was a very effective Embrace of our third or Third District goal for us.
The the bond oversight process. I mean this has been a big year for this district and our clothes been exceptionally busy when we sat down with her in the beginning of the school year. She said okay, here are the two dozen steps to getting a bond passed. Here's how we're going to do every single one of them.
And here's what we're [00:33:00] going to do them. And we've met with experts they have said without exception you guys are way ahead of the curve like we sit down of the other districts. We don't see this level of preparation and forethought and that's a testament to dr. Ludwig is preparation and hard work and the to the team that.
Surrounded herself with one area that we are expected to evaluate her is in the area of ethics and that is obviously an area that well and she models dignity honesty compassion and respect for all she consistently models Grace and class even when others people aren't necessarily. Mystics and when we've seen people who don't show those, you know often times you can see, dr.
Ludwig is the biggest person in the room because she's very good at D escalating situations and making things that appear to be unproductive and up in a productive place because of her ability to get along with really any type of personality and then another [00:34:00] area Labor Relations we. It's District of working the teachers unions and the sodomite the classified staff and these are relationships that have to be very positive under dr.
Ludwig stewardship. I do want to go over some of the things that we asked specifically things that we've gone to her throughout the year. And said, hey, can you work on these things and and we were really effective responses from her. One of those was around the Labor Relations. We said hey can we like more information on this rather than just getting updates and information is written as decisions are made.
Let us give us updates and sure enough. We now get at least once every 60 days and update front of Ludwig here. Here's what's happening. Sometimes not much is happening. But that's that's good too. Well, we asked for last year to make sure the budget. Says was different. We wanted more time to review the budget before it was adopted.
So we had plenty of time to submit questions to get answers that was given to us [00:35:00] at our board retreat. We said we ask how do how do you know for succeeding as a district really big questions? And so she will routinely Circle back to that question. You know, how we know what's working? What's
not working? So it was just some examples. I wanted to highlight some areas where we thought that there could be some improvement. One was community community relations. We first want to acknowledge that over the past two years. There have been a tremendous amount of things that has been done to increase Outreach to the community, whether that's the hiring of communications director, the videotape budget message was received very well by the community week There's the she oversaw the creation of a parent group at moons ferry to discuss inclusive and restorative practices and then as you said before, For in response to public requests additional time was was allowed for the input into the Wellness curriculum areas that we thought some improvement could be [00:36:00] made was more opportunities for two-way dialogue.
We've heard from community members that some of the sometimes they show up to a meeting or a forum thinking they're gonna have a chance to be heard. But when fact is they feel like it's more of an opportunity to listen and they want more dialogue between the district office and the community.
Sometimes I feel like we're a victim of our own success and that the District staff is so effective that by the time something is proposed its kind of already been decided and the public comes and said wait a minute. We wanted we wanted to say in this and so maybe sometimes we like to see the public brought in a little earlier in the process.
We like maybe a clear idea of the role of the communications director. We think it's important that the. District under the people in district one understand that. The successes that we're having, you know, I not not to brag but we are successful in some things. We want that message out there and we also want to make sure that the district let people know what isn't [00:37:00] always working and what we're doing to try to fix that and one of those kinds that can kind of around the we live in a time where public trust institutions is oftentimes quite low even in situations where we have a very high functioning district and so one way we want to improve.
The public's confidence in what we're doing is by sharing the good news and the bad news and bad news always being coupled with what we're doing and try to work on it. And then when we have hot button issues come up before the school district making sure that people are feeling heard and represented while understanding that feeling heard and represented doesn't necessarily mean we're always going to agree and then another area that we thought there could be some improvement is around the area of.
Inclusive classrooms, there's a fair amount of uncertainty in our community and among the board as to what's being done to remedy disruptions in the classroom. And while the board praises the district's commitment to inclusive practices, the board wants assurances of what steps are being taken to ensure the learning of all students is [00:38:00] being protected, you know, if additional resources are needed let's talk about that.
But we know we're you know, we're weighing those competing challenges sometimes of wanting inclusive practices, but also wanting to make sure everybody has a chance to succeed in the classroom. So overall we think we give her a nine and a half out of ten. We are exceptionally happy the superintendent we have we were very fortunate to have her we're lucky to have you Ludwig and as part of this process is looking at the contract we have.
The district has with dr. Ludwig and the current contract is a three-year contract from July 1st 2018 through July 30th of 2021. We would like to extend that contract through June 30th of 2022 adding one year to it as far as compensation goes. This is a tough position because every administrator this year is receiving a four percent raise.
Dr. Ludwig has asked the board [00:39:00] to not give her that raised but instead create a scholarship fund for for students going into service sectors who were the first in their families to go to college. Certainly noble cause but as a board, we were very torn about this because we want to reward they work and so after much discussion we decided we wanted to give her the 4% raise that her colleagues were also getting and that 4% numbers arrived at by it's a 3% Cola plus a one percent increase to make up for a salary freeze at all administrators have in District from 2015 to 2018.
So I will make a motion that we. Adopt the contract as I've discussed is the same contract that she had last year with two changes of extending it for one more year and a 4% cost of living adjustment. I'll second it. Is this the time for [00:40:00] discussion discussion? Well, first of all, thank you. I don't for those who are here.
I don't sit in the room while these conversations are going on. And so this is the first two here and I look forward to receiving that evaluation in writing so that I can work through it. I just want to make it you know. Obviously clear that all those things you mentioned. Don't happen just because of a superintendent who says to do it.
I want to recognize the team sitting in the audience who still here until the 11th hour. So could you all stand up Barb Jennifer Erin Andrew Tim Kathy Maria Josh Kelley son doctor prior wasn't able to see Curtis. So all those things you said are really
these folks. This is the team that helped to write the EOP. This is the team that led the health and wellness curriculum process so courageously [00:41:00] and with such insight and also it gave me great advice on let's slow things down. Let's think things through this is the team that helped me think through that long.
You know the 11 by 17 document that you have about if we're going to pass the capital Bond, we don't do this work just because we have this role or this title. This really is a team and I couldn't do it without them. So. Those accolades really go to this group sitting here and I'm so fortunate that when I took this position they were already in these in these roles and they had to pinky swear.
They wouldn't leave other than mr. Kills from there. I'll take credit for hiring him. So thank you for those comments on behalf of the team. They really are accolades of the fine fine exceptional work. They've done to make this District. So exceptional and to take such good care of our children. I appreciate that.
I will take to heart the the feedback and I just want to say I think I'm [00:42:00] the Envy of all superintendents in this state because I have an incredibly supportive board and I have a board that's willing to put in the extra time to give interim feedback to the superintendent. There are many superintendents that this would be the first night they would hear.
What worked well and what we need to improve and I've got a board that is committed to providing feedback throughout the year. And I think that's a great model. It works. Well for our children and works well for our teachers our principals and it really works well for your superintendent and I'm immensely grateful because you gave examples of.
Here are things we shared with her and here's here's where she was able to respond and that's the way I like to work and and I believe that's the way you want your superintendent to respond. So thank you incredibly. I'm humbled by the offer in the contract. I. Maybe discuss outside of this meeting but to me the acknowledgement of the work well done would be to go into that scholarship [00:43:00] fund it something near and dear to my heart.
We are making Cuts this year and in terms of a leadership move, I would like to freeze my raised just to acknowledge that we're making Cuts will be difficult. But to take that Cola that you're willing to give and put it towards the scholarship fund would be a great. Acknowledgement that you've mentioned about the work that we've done this year.
So I will take that as my as my thanks. I would note that there was some discussion that we're not quite sure about the legal Logistics of doing that. And so there was some pause also around that you can probably figure it out. I would I just want to briefly say I don't have much. I don't really have anything to add to what price chair provided to you.
Dr. Ludwig and I'm the point where I have very little to provide for [00:44:00] feedback. And I think that's because you've been so responsive to everything. I've raised in the past and that's telling to you're not only your responsiveness but to how quickly you
are making. Here, we're not done. We have to choose a date for July meeting. We're going to vote. We do need a vote we suck in it. Let's vote. Thank you. I also want it I thank Dylan. Thank you. Superintendent level Ludwig and administrative staff and also thanked him for the how consciously you put together the evaluation.
Chelsea King Martin. I Eddie Reynolds I did you fetch. Hi Dylan hides. Hi Reagan military. [00:45:00] Yes. All right a July
meeting date. I'm thinking the last week of
July. Have you we need to check with Staff first before we do you have
a proposal? But just maybe to recap the items on the July agenda would be some of these policies. Policies what we also have is the swearing in of the new board members. We have chair and vice chair positions that will be determined by the board. And then typically what also happens in July is we I'm not sure that the title of it the designated officials the the bank the legal counsel the auditing firm.
The superintendent so we do go through that procedure so that we can [00:46:00] conduct business. If it is any other item. Mr. Woodley. I think that's an August right after we. your back about
the grant. And indeed probably to be hammered out right now. We just need to find the date if we know are awesome Grant amount by The End by that meeting we could fold that into the July meeting. So my if pardon me if it's a Monday evening, my request is that it's July 8th their July 22nd, because I believe him out of town the
other ones. like I ate follows our. I'm out of town agile. Doesn't it you my eight would be a challenge for your superintendent. I will have been on vacation since July 22nd worker between second works for me. Yeah, we've got one more person. We need to consider when [00:47:00] we're de 22nd. So speak up speak up.
I know. Christy can you come to the microphone? We want to capture this in
the note. Board meetings are always at the beginning. So we planned a family vacation to Europe the last two weeks of July. So I'm available the first three Monday's but not the last two I apologize the available July
15th. Yes. Okay, we might have to I'm not available I could phone in from the Redwoods. But thank you. Do the eighth. What about you Dylan? Eighth work or no Faith Works
a worth. We're going to be down one somehow. It's either that or move it to a different night. If it's the Monday night [00:48:00] the eighth that's not working for you. I mean is it to this Tuesday work, you know we could look at and she doesn't work. Let's yeah, I think I will have just flown in so if there's work to have been done the week before and you're expecting the superintendent to do some work or respond to questions, that would just maybe a challenge.
How about a doodle pulls good and is it okay if we look at nights that are not like does it have to be Monday night? I mean maybe during the summer we could do something during the day or something. It does not have to be Monday night. Okay. Okay. Thank you.