Jan 09, 2023 January 9th, 2023 Board Meeting - 7:00 p.m.

[A. Regular Board Meeting - 7:00 p.m.]

[00:00:06]

WELCOME EVERYONE. I WOULD LIKE TO CALL THE ORDER OF THE JANUARY 9, 2023 LAKE WASHINGTON SCHOOL BOARD MEETING. CHRIS CARLSON IS EXCUSED AS WELL AS OUR TWO STUDENT REPS WHO ARE HERE TONIGHT. JUST TO KEEP IN MIND THE BOARD DOES VALUE PUBLIC PARTICIPATION AND TO SUPPORT THE EFFORT THE BOARD MEETINGS WILL CONTINUE TO BE LIVE STREAMED ON THE WEBSITE AND THE VIDEO OF THE MEETING WILL BE ARCHIVED ON THE WEBSITE FOR VIEWING AT A LATER DATE IF SO DESIRED. PLEASE KNOW THAT YOU'RE WELCOME TO CONTACT THE BOARD BY INFORMATION IS ALSO FO

[B. Opening Items]

THE BOARD OF DIRECTORS OF LAKE WASHINGTON SCHOOL DISTRICT ACKNOWLEDGES THAT OUR DISTRICT IS ON THE INDIGENOUS LAND OF THE COAST SALISH PEOPLES, WHO HAVE RESERVED TREATY RIGHTS ON THIS LAND, INCLUDING THE DUWAMISH AND THE SNOQUALMIE INDIAN TRIBE WE THANK THESE CARETAKERS OF THIS LAND WHO HAVE LIVED HERE SINCE TIME IMMEMORIAL. WE COMMIT TO CONTINUE COLLABORATING WITH OUR NATIVE COMMUNITY, TO TEACH THE INDIGENOUS HISTORY OF THIS LAND AND THESE LOCAL TRIBES TO ALL CHILDREN OF THE DISTRICT. WE ALSO COMMIT TO PROVIDE THE BEST POSSIBLE EDUCATION FOR ALL CHILDREN OF NATIVE DESCENT WHO ATTEND OUR SCHOOLS. THANK YOU. WITH THAT, I WILL NOW ENTERTAIN A MOTION TO APPROVE THE JANUARY 9, 2023 AGENDA. ALL THOSE IN FAVOR PLEASE SIGNIFY BY SAYING AYE.

[C. Audience Participation]

THE FIRST PERSON I WOULD LIKE TO CALL IS, RHEYA MOLLOY. ONE SECOND, WE ARE GOING TO FIX YOUR MIKE.

>> PUBLIC SPEAKER: HELLO, RHEYA MOLLOY, SPEAKING ON MY OWN BEHALF AS A MOTHER FOR SUSTAINABILITY AT THE SCHOOLS.

FIRST, THANK YOU TO THE BOARD AND THE DISTRICT FOR THE YEARS OF HIGHLY EFFECTIVE CONSERVATION AND EFFICIENCY WORK PUT INTO DATE. I AM A MOTHER TO TWO DAUGHTERS 10 AND 12 BOTH ON GREEN TEAM. THE SEVENTH GRADERS STRUGGLING TO BRING WASTE REDUCTION TO HER CAFETERIA. I AM STRUGGLING TO BRING GOOD RECOVERY TO THE OTHER SCHOOL. PROFESSIONALLY I HAVE WORKED AT THE ENERGY CENTER NORTHWEST PARK RENEWABLE ENERGY WITH PROJECT PARTNERS INCLUDING THE DEPARTMENT OF ENERGY AND OTHERS. I SERVE ON THE CITY OF REDMOND ENVIRONMENTAL SUSTAINABILITY COMMITTEE AS A TECHNICAL ADVISOR HERE AT OUR HOME IS A 100 PERCENT SOLAR POWER AND HAS BEEN FOR A DECADE AND FULLY CARBON NEUTRAL FOR THE PAST THREE YEARS. FOR FIVE YEARS SERVING AS THE SUSTAINABILITY CHAIR AT HORACE MANN WE ARE ON TRACK TO ACHIEVE LEVEL III GREEN SCHOOL STATUS LATER THIS YEAR AFTER A REDUCTION IN EFFICIENCY KISSING ON WATER CONSERVATION, AIR POLLUTION AND THAT DOES INCLUDE LIMA CHANGE OMISSIONS. WHEN I SHARE THAT LEVEL III FOCUS FOR THE YEAR ONE OF MY FIFTH-GRADERS STOOD UP IN FRONT OF 40 OF HIS PEERS, LOOK ME IN THE EYE AND SAID THIS IS REALLY IMPORTANT. WE NEED TO BE DOING THIS EVERY DAY NOT JUST 20 MINUTES ONCE A MONTH. HE IS ABSOLUTELY

[00:05:03]

THE FUNDRAISERS FOR SCHOOLS AROUND US THAT WEREN'T SO LUCKY. THE TITLE OF THE LATEST UN PROP 27 GAP REPORT IN NOVEMBER WAS TOO LITTLE, TOO SLOW AND WE ARE ON COURSE TO OVERSTEP 3C FOR CURRENT INADEQUATE PLEDGES AND CURRENT DELAYS. THE US NATIONAL CLIMATE ASSESSMENT OUT LATER THIS YEAR WILL CONFIRM THAT TRAJECTORY. WASHINGTON STATE, KING COUNTY, LOCAL ADMINISTRATIONS, FEDERAL POLICIES AND AREA CITIES NOW HAVE COMPREHENSIVE CLIMATE RESILIENCY AND SUSTAINABILITY POLICIES IN PLACE TRANSITIONING ALL FOSSIL COMBUSTION TO ELECTRIFICATION AND LOW OMISSION. THIS TRANSITION HAS REACHED OUR SCHOOL DOORS. IT IS OUR TURN AND OUR TIME TO RISE TO THE CHALLENGE WITH A FLOOD OF RESPONSE AND RESULTS. LET'S GET THIS ADDED TO OUR NEXT GENERATION STRATEGIC PLANNING BUDGETS AND DAILY OPERATIONS. A+ ON ADDING 100 PERCENT EMISSIONS, NEUTRAL PRINT BY 2040 OR EARLIER A+ ON ADDING SYSTEMWIDE WASTE REDUCTION STANDARDS AND A+ ON PHASING OUT FOSSIL COMBUSTION DISTRICTWIDE. LET'S CROSS THE STAGE, COMPLETE THE WORK AND PREPARE ADEQUATELY FOR THE FUTURE. GRADUATE TO THE NEXT LEVEL AND CELEBRATE A JOB WELL DONE. THANK YOU.

>> PRESIDENT: THANK YOU. IF YOU ARE ALSO WILLING TO LEAVE YOUR WRITTEN COMMENT WITH US THAT WOULD BE GREAT. THANK YOU. THE NEXT INDIVIDUAL I HAVE HERE IS JEREMY SUZUKI.

>> PUBLIC SPEAKER: GOOD EVENING. JEREMY SUZUKI MY NAME IS AND I AM A JUNIOR ATTENDING THE LAKE WASHINGTON SCHOOL DISTRICT. I AM HERE TONIGHT BECAUSE I HAVE THE NEED TO TALK TO YOU ALL ABOUT THE ISSUE OF CLIMATE CHANGE AND THE NEED FOR OUR SCHOOL DISTRICT TO TAKE ACTION. LIMA ACTION. LIMA CHANGE IS A PRESSING ISSUE FOR STUDENTS ALMOST ALL IF NOT EVERY SINGLE ONE OF US HAVE GROWN UP AWARE OF THIS PROBLEM AND ITS THREAT TO OUR ENTIRE PLANET. MANY OF US YOUTH HAVE LOST MUCH OF OUR LIVELIHOODS TO CLIMATE CHANGE. A SENSE OF ANXIETY, GLOOM AND RESIGNATION FOR THE FUTURE OF OUR LIVES HAVE BUILT UP THROUGH EVERY THOUGHT OF CLIMATE CHANGE. IT IS PARTICULARLY HARD FOR US TO FORGET ABOUT IT WHEN WE FEEL THE EFFECTS OF IT IN SCHOOL. OUR FREQUENT SNOWY DAYS HAVE FUELED UNCERTAINTY OF WHETHER OR NOT THERE WILL BE ANY CLASSES THAT THEY AND WE HAVE BECOME WORRIED ABOUT MANY DIFFICULTIES WHILE TRAVELING TO SCHOOL ON THE ROADS. A SUBSTANTIAL NUMBER OF AFTERSCHOOL SPORTS ACTIVITIES WERE CANCELED IN THE FALL DUE TO SMOKE FROM WILDFIRES.

INCLUDING SOME OF MY TENNIS TEAM PRACTICES AND MATCHES.

THE SMOKE EVEN HAD AN EFFECT ON OUR SCHOOL'S HOMECOMING DAY TAKING IT HARD TO TAKE IDEAL PICTURES AND ENJOY OUR TIME OUTSIDE. CLIMATE CHANGE HAS FORCED US TO SHIFT AROUND SCHEDULES AND WORRY ABOUT OUR IMMEDIATE AS WELL AS OUR LONG-TERM FUTURE TIME AND TIME AGAIN. TIME IS RUNNING OUT.

HOWEVER, THERE ARE ALSO SOME PIECES OF GOOD NEWS. LAST YEAR, SEATTLE PUBLIC SCHOOLS HAD MADE A RESOLUTION TO BEING A 100 PERCENT RENEWABLE ENERGY SCHOOL DISTRICT BY 2040. IT IS A WONDERFUL STEP TAKEN TO COMBAT LIMA CHANGE ON A LOCAL LEVEL BY OUR PEERS AND COLLEAGUES IN SEATTLE HERE THE OTHER GOOD NEWS IS THAT WE CAN DO THAT HERE, TOO. LAKE WASHINGTON SCHOOL DISTRICT HOLDS IMMENSE POWER AND POTENTIAL TO REDUCE OUR EMISSIONS AND WASTE IN MANY IMMENSE WAYS. THERE CAN BE IMPROVEMENTS IN WASTE MANAGEMENT BY STANDARDIZING IMPLEMENTATION OF RECYCLING, COMPOSTING AND FOOD SHARE OR RECOVERY OPTIONS ACROSS ALL SCHOOLS AS WELL AS REMOVING BURDENSOME REQUIREMENTS WHEREVER POSSIBLE SUCH AS EXTRA REFRIGERATORS. A CLOSE FRIEND OF MINE IN THE STEM PROGRAM REPORTS NOT HAVING THOSE KINDS OF OPTIONS AT HIS SCHOOL LUNCHROOM AND A STANDARDIZATION OF THESE OPTIONS CAN HAVE AN IMMENSE IMPACT AT HIS SCHOOL.

[00:10:05]

[APPLAUSE] >> PRESIDENT: THANK YOU. THE NEXT PERSON I HAVE SIGNED UP IS SUSAN VOSSLER.

>> PUBLIC SPEAKER: GOOD EVENING. MY NAME IS SUSAN VOSSLER. I AM A RESIDENT OF KIRKLAND AND A PARENT WHO SENT ALL MY THREE CHILDREN THROUGH LAKE WASHINGTON SCHOOL DISTRICT . MY YOUNGEST GRADUATED TWO YEARS AGO. I WAS ALWAYS AN ACTIVE VOLUNTEER AT MY SCHOOLS THAT MY KIDS ATTENDED MOSTLY IN THE REALM OF SUSTAINABILITY. MY SUSTAINABILITY EFFORTS BEGAN 20 YEARS AGO WHEN I FOUND MYSELF IN THE CAFETERIA AT CARL SANDBURG CAFETERIA ASTOUNDED AT THE AMOUNT OF FOOD BEING THROWN AWAY. AFTER A CUSTODIAN WHO HAD NO INTEREST IN CHANGE RETIRED I WAS ABLE TO START A COMPOSTING PROGRAM WITH THE SUPPORT OF THE NEW CUSTODIAN. I ALSO STARTED A STUDENT GREEN TEAM WHICH HELPED BUT THE SUPERVISION OF THE NEW SORTING SYSTEM. THEN MY KIDS WERE ONTO EAS IN THE MIDDLE SCHOOL WHERE THERE WAS NO COMPOSTMIDDLE THANKFULLY I WAS ABLE TO GET ONE STARTED. THEN ON TO WANITA HIGH SCHOOL WHERE AGAIN THERE WAS NO COMPOSTING SYSTEM. AGAIN, I WAS FORTUNATE THE CUSTODIAN WAS WILLING TO GIVE IT A TRY WITH THE ASSURANCE THAT I AND MEMBERS OF THE EARTH CORE TEAM COULD HELP EDUCATE AND MONITOR. I HAVE SPENT MANY, MANY HOURS IN SCHOOL CAFETERIAS. WHILE THE DISTRICT SUPPORTS RECYCLING AND COMPOSTING SYSTEMS IN THERE SCHOOLS IT IS COMPLETELY DEPENDENT ON THE DEDICATION OF PARENT VOLUNTEERS OR STAFF IN THE WILLINGNESS OF ADMINISTRATION AND CUSTODIANS.

THIS IS ABSOLUTELY NOT SUSTAINABLE. I PROPOSE THIS NEW VISION AND A KINDERGARTNER STARTS SCHOOL IN OUR DISTRICT.

SHE LEARNS WHY IT IS IMPORTANT TO CONSERVE RESOURCES AND REDUCE WASTE BECAUSE IT'S PART OF THE CURRICULUM. RECYCLING, COMPOSTING, WASTE REDUCTION BECOMES PART OF THIS STUDENT'S DAILY ROUTINE. THEN SHE MOVES ON TO MIDDLE SCHOOL WHERE SHE FINDS A SORTING SYSTEM JUST LIKE AT ELEMENTARY SCHOOL. THE REUSABLE COMPOSTABLE FOOD SERVICE PRODUCTS IN THE CAFETERIA ARE THE SAME SHE DOESN'T NEED TO RELEARN A SYSTEM. THEN SHE MOVES ON TO HIGH SCHOOL. YES, IT'S THE SAME PREDICTABLE SYSTEM. ALL ALONG THE WAY THE SCHOOL CURRICULUM HAS SUPPORTED THE STUDENT IN VALUING RESOURCES AND BEING A STEWARD OF HER COMMUNITY AND THE PLANET. I ASKED OF YOU, OUR DISTRICT NEEDS A SUSTAINABILITY PLAN A SYSTEMIC APPROACH TO SUSTAINABILITY PRACTICES TO REDUCE, REUSE, RECYCLE, COMPOST AND FOOD SHARE AND IT NEEDS A DEDICATED DIRECTOR OF SUSTAINABILITY TO OVERSEE THAT

PLAN. THANK YOU. [APPLAUSE] >> PRESIDENT: THANK YOU. OUR NEXT STUDENT WE HAVE SIGNED UP IS SHRIMA NARASIMHAN AND I APOLOGIZE IF I DID NOT PRONOUNCE THAT CORRECTLY.

OKAY, IT IS A WHOLE GROUP? OKAY, THAT'S GREAT.

>> PUBLIC SPEAKER: GOOD EVENING. WE ARE FROM SUSTAINABILITY INVESTORS. MY NAME IS HARINI BASKAR AND I AM A STUDENT AT REDMOND HIGH SCHOOL.

>> PUBLIC SPEAKER: GOOD EVENING. I AM SHRIMA NARASIMHAN IN THE CLASS OF 2023 FROM EASTLAKE HIGH SCHOOL.

[00:15:01]

>> PUBLIC SPEAKER: GOOD EVENING EVERYONE TAKES FOR HAVING US HERE. I AM AARYA BHOITE AND I AM PART OF THE CLASS OF 2024 AT REDMOND HIGH SCHOOL.

>> PUBLIC SPEAKER: HELLO, I AM VEDANT SRINIVAS IN A JUNIOR AT THE HIGH SCHOOL. LAST NIGHT WE SENT YOU AN EMAIL TO URGE LW ST TO ADOPT A SUSTAINABILITY AND HOW IT CAN FIT INTO CLASSROOMS. WE WANT TO BE IN PERSON WITH YOU TO.> BOARD MEMBER: THE LETTER. WE HAVE A LOT OF HOMEWORK TO DO TONIGHT BUT WE ARE HERE BECAUSE THE BIGGER HOMEWORK IS OUR FUTURE. A

SUSTAINABLE FUTURE. >> AS STUDENTS OF LW ST WE HAVE THE PRIVILEGE OF ENGAGING IN A TOP TIER EDUCATION. BUT WHAT ARE WE MISSING? IT IS THE CORNERSTONE. WE NEED PROBLEM-BASED LEARNING TO TIE ALL THAT WE DO IN THE CLASSROOM TO MEASURABLE SUSTAINABLE ACTION IN THE COMMUNITY. WE WANT TO UNDERSTAND HOW THE RHETORICAL ANALYSIS WE LEARN IN ENGLISH AND THE EQUATIONS WE LEARN IN CALCULUS CONNECT TO THE REAL WORLD. WE WANT TO LEARN HOW WE CAN ENSURE A SUSTAINABLE WORLD FOR BOTH OURSELVES AND FUTURE GENERATIONS. WE CAN HELP. WE WANT TO HELP. THIS IS OUR

FUTURE. >> AS SUSTAINABILITY AMBASSADORS WE WORK WITH MANY EXISTING STRATEGIES. FROM OUR IMPACT PROJECT STRATEGY WHICH ALIGNS PERSONALIZED IMPACT CAMPAIGNS WITH CITY CLIMATE ACTION TO OUR TEACHER FELLOWS PROGRAM WHERE WE EMPOWER EDUCATORS TO USE THE CLIMATE ACTION POLICIES PLANS AND PERFORMANCE MEASURES OF OUR CITY GOVERNMENT AS A LOCAL LIVING TEXTBOOK FOR STUDENT LEARNING. WE USE REAL WORLD PERFORMANCE MEASURES SUCH AS, THE SUSTAINABILITY PLAN FOR REDMAN AND KIRKLAND AS BOTH AN ENTRY POINT AND AN OUTCOME FOR PROBLEM-BASED PLACE BASED CURRICULUM DESIGN. WE CAN HELP. WE WANT TO HELP AND THIS

IS OUR FUTURE. >> AS WE MENTIONED IN OUR LETTER WE LOOK AT THE BERKELEY SCHOOL DISTRICTS FULLY IMPLEMENTED SUSTAINABILITY PLAN AS A MODEL FOR WHAT WE WANT TO DO IN THE LAKE WASHINGTON SCHOOL DISTRICT. AS A TEAM OF SUSTAINABILITY AMBASSADORS WE HAVE BEEN ADVOCATING FOR SUSTAINABILITY POLICIES TO BE IMPLEMENTED IN MULTIPLE SCHOOL DISTRICTS ACROSS THE GREATER SEATTLE AREA. SPECIFICALLY, THE EFFICACY OF SUSTAINABILITY AMBASSADORS HAS PROPELLED THE BELLEVUE SCHOOL DISTRICT TO REVIEW ITS OWN DRAFT ATTAINABILITY POLICY. WE BELIEVE THAT LAKE WASHINGTON SCHOOL DISTRICT CAN CONTRIBUTE TO THIS GROWING ACTION IN OUR AREA. OUR CALL TO ACTION IS CLEAR. WITHIN 24 HOURS OF SENDING OUR LETTER TO CLUBS, TEACHERS AND STUDENTS, WE GATHERED 152 SIGNATURES FROM EAGER FRIENDS AND SUPPORTERS WHO WANT THIS CHANGE TO HAPPEN. WE URGE THAT LAKE WASHINGTON SCHOOL DISTRICT SCHOOL BOARD TO ADOPT A STRONG SUSTAINABILITY POLICY. WE CAN HELP. WE WANT TO HELP AND THIS IS OUR FUTURE.

THANK YOU. >> PRESIDENT: THANK YOU.

[APPLAUSE] THE NEXT INDIVIDUAL I HAVE SIGNED UP IS STEPHANIE

LECOVIN. >> PUBLIC SPEAKER: HI. MY NAME IS STEPHANIE LECOVIN AND I AM SPEAKING AS A PARENT ADVOCATE IN OUR DISTRICT. I'VE A FIFTH-GRADER, 1/9 GRADER AND A LAKE WASHINGTON HIGH SCHOOL GRADUATE. I HAVE BEEN VOLUNTEERING FOR THE LAST 10 YEARS TO HELP MAKE OUR SCHOOLS MORE SUSTAINABLE. FOR THREE OF THOSE YEARS I SERVED AS A LAKE WASHINGTON PTSA FIRST SUSTAINABILITY CHAIR. PRIOR TO COVID WE HAD PARENT AND GRANDPARENT VOLUNTEERS AS WELL AS TEACHERS AT ABOUT 25 SCHOOLS WORKING ON PROJECTS THAT SPANNED MANY AREAS. FOOD WASTE AND PLASTICS, NO IDLE CAMPAIGNS, COMPOSTING AND RECYCLING, GREEN CLEANING PRACTICES, GETTING THE LEAD OUT OF SCHOOL DRINKING WATER, PLANTING SCHOOL GARDENS AND TREES, ELIMINATING TOXIC HERBICIDES ON CAMPUS AND THE LIST GOES ON AND ON. ALL OF THESE ISSUES ARE IMPORTANT FOR STUDENT HEALTH AND WELL-BEING.

THEY ALL CONNECT TO CLIMATE CHANGE AND ENVIRONMENTAL JUSTICE. THEY ALSO CONNECT TO EVERY DEPARTMENT IN OUR SCHOOL

[00:20:01]

[APPLAUSE] >> PRESIDENT: THANK YOU. THE NEXT INDIVIDUAL IS DEVON KELLOGG.

>> PUBLIC SPEAKER: HI. GOOD EVENING LAKE WASHINGTON SCHOOL DISTRICT BOARD MEMBERS. MY NAME IS DEVON KELLOGG AND I AM A PARENT, AN EDUCATOR WITH TWO TEENS CURRENTLY IN THE DISTRICT. THE ARE EXCITED TO SEE AN IN-DEPTH STUDY SESSION ON SUSTAINABILITY SCHEDULED FOR NEXT MONTH. THANK YOU. FOR THE BENEFIT OF OUR CHILDREN'S HEALTH AND FUTURE I WOULD LIKE TO ECHO THE INSPIRING PLEA FOR AN EMISSION REDUCTION ROADMAP AS PART OF THIS EFFORT. I WOULD LIKE TO OFFER SOME ADDITIONAL POINT TO CONSIDER AS YOU EVALUATE POLICIES HERE AT FIRST, I WOULD LIKE TO REMIND YOU ABOUT THE ALARMING HEALTH AND SAFETY RISKS OUR FAMILIES AND FRONTLINE COMMUNITIES ARE FACING DO TO THE CONTINUED DUMPING OF TOXIC AND HE TRAPPING GASES INTO OUR ATMOSPHERE. WE ARE TALKING ABOUT BOTH A DIRECT IMPACT OF POLLUTION AND INTENSIFYING WILDFIRE AND WEATHER EVENTS AND THE INDIRECT PRESSURE BEING PUT ON OUR BASIC LIFE-SUSTAINING SYSTEMS. MY FAMILY HAS EXPERIENCED THIS PERSONALLY WITH ASTHMA ATTACKS DURING OUR NOW SEASONAL SMOKE EVENTS AND DIRECT RISK TO PROPERTY FROM FIRE AND FLOODING. WE ARE NOT ALONE. THE SAME PROMINENT HEALTH ORGANIZATIONS DISTRICT HAS BEEN RELYING ON FOR COVID AND START TIME POLICIES SUCH AS THE AMERICAN MEDICAL ASSOCIATION AND THE AMERICAN ACADEMY OF PEDIATRICS PATH DECLARED CLIMATE CHANGE A PUBLIC HEALTH EMERGENCY. IN FURTHER STATE, "FAILURE TO TAKE PROMPT SUBSTANTIATIVE ACTION WOULD BE AN ACTIVE INJUSTICE TO ALL CHILDREN. I HOPE WE CAN AGREE THAT WE SHOULD BE GIVING AT LEAST AS MUCH ATTENTION TO THE CLIMATE DISCUSSION AS WE ARE TO THESE OTHER IMPORTANT HEALTH ISSUES. ADDITIONALLY, HARMFUL IMPACTS ARE INCREASINGLY IMPACT OUR SCHOOL PROPERTIES AND PROGRAMS DIRECTLY. WE ARE GOING TO NEED TO ADDRESS THIS AT SOME POINT.

THE SOONER WE DO IT THE BETTER THE OUTCOME FOR ALL.

FORTUNATELY, THE MOST EFFECTIVE REMEDY TO THIS THREAT RAPIDLY

[00:25:08]

>> PRESIDENT: THANK YOU. NEXT I HAVE.THANK YOU MIGHT HAVE SPOKEN. AND THEN, TIM VOS.

>> PUBLIC SPEAKER: GOOD EVENING. I AM TIM VOS AND I HAVE BEEN A LAKE WASHINGTON TEACHER FOR 25 YEARS NOW. I AM HERE TONIGHT TO ENCOURAGE YOU TO ELEVATE SUSTAINABILITY AS A DISTRICT PRIORITY. I SUPPORT AGGRESSIVE GOALS AND ACTIONS TO REDUCE EMISSIONS AND WASTE WHILE PRIORITIZING HEALTH, RESILIENCE AND SPECIAL EDUCATION. I SEE AN INCREASED FOCUS ON SUSTAINABILITY AS BOTH A NECESSITY AND AN OPPORTUNITY AND I WOULD LIKE TO SHARE A LITTLE BIT ABOUT A PROJECT I'M WORKING ON RIGHT NOW. INSPIRED BY THE UNITED NATIONS DECADE ON ECOLOGICAL RESTORATION AND THE DESIRE FOR SOCIAL JUSTICE, THIS PAST YEAR I FACILITATED A PARTNERSHIP BETWEEN THE CITY OF KIRKLAND AND MIDDLE SCHOOL TO DO ECOLOGICAL RESTORATION AT THE SCHOOL. TO HELP MEET THEIR CANOPY COVER GOALS, THE CITY HAS GENEROUSLY AGREED TO SUPPLY THE SCHOOL WITH TOOLS, PLANTS AND OTHER SUPPLIES NEEDED. IF YOU HAD BEEN AT THE SCHOOL ON OCTOBER 13TH AND 14TH YOU WOULD HAVE SEEN OVER 150 SIXTH-GRADERS WORKING TOGETHER TO DIG OUT INVASIVE HACKBERRY, ON THEIR KNEES IN IDENTIFYING INSECTS AND TURNING LONG IV STRINGS INTO JUMP ROPES. IN DECEMBER EACH WROTE THEIR NAME ON A FLAG AND TIED IT TO A TREE OR SHRUB THAT THEY HAD PLANTED.

ON EARTH DAY THEY WILL CHECK ON THE STATUS OF THEIR BABY PLANT.

THEY WILL WEED AND MULCH AGAIN. BEYOND THE HANDS-ON ENGAGING SCIENCE LEARNING, IF I HAD MORE TIME, I COULD TELL YOU STORIES OF WONDER, DISCOVERY AND COLLABORATION. PERSISTENCE OVER STRUGGLE, COMMUNITY BUILDING, INCLUSION AND PROFESSIONAL DEVELOPMENT. THE RESTORATION PROJECT CONNECTS KIDS, STAFF, OPERATION AND FACILITIES, RETIRED TEACHERS AND THE LARGER COMMUNITY. WITH HOPES AT SOME POINT OF CONNECTING TRIBAL PARTNERS. THIS IS AN EXAMPLE OF WHAT PETER JOHNSON HAS CALLED A SHIFT FROM EDUCATING ABOUT SUSTAINABILITY EDUCATING OR SUSTAINABILITY. WITH A WARMING CLIMATE, THERE IS AN IMPERATIVE TO CHANGE OUR PRIORITIES AND AN OPPORTUNITY TO INCLUDE STUDENTS IN THIS CHANGE. THERE'S A LOT OF GRASSROOTS ENERGY AROUND SUSTAINABILITY IN SCHOOLS BUT MUCH OF THE EFFORT IS INDIVIDUALLY DRIVEN AS YOU HAVE HEARD, ISOLATED AND OCCULT TO SUSTAIN OVER TIME. MY PLAN IS TO REPLICATE THE PROJECT THAT IT REQUIRES CONTINUOUS COORDINATION BETWEEN ADMINISTRATION, STAFF, CURRICULUM, FACILITIES AND OUTSIDE PARTNERS. I WOULD LIKE TO ADVOCATE FOR MORE SYSTEMIC APPROACH WITH THREE CRITICAL COMPONENTS. CLEAR DISTRICT SUSTAINABILITY GOALS AND TARGETS, A SUSTAINABILITY DIRECTOR TO COORDINATE EFFORTS AND TEACHER AND STUDENT INVOLVEMENT WITH EACH GOAL. IN CLOSING I WANT TO ACKNOWLEDGE THE PRIORITY LAKE WASHINGTON HAS ALREADY PLACED ON SUSTAINABILITY. THE LONGTIME FOCUS ON ALTERNATIVE ENERGIES IS VISIONARY AND I BELIEVE THAT SUSTAINABILITY IS A CORE VALUE CENTRAL TO OUR IDENTITY. AS AN ORGANIZATION ATTRACTED TO BOTH FAMILIES AND TO DENTAL NEW EMPLOYEES. I SEE THAT I AM OUT OF TIME BUT I WILL END BY SAYING I ENCOURAGE YOU TO EMBRACE THIS IDENTITY, HARNESS THE GRASSROOTS ENERGY AND MOTIVATE SUSTAINABILITY AS A PRIORITY. THANK YOU. [APPLAUSE]

>> PRESIDENT: THANK YOU. THE NEXT PERSON I HAVE IS MANYA

GUPTA. >> PUBLIC SPEAKER: GOOD EVENING. MY NAME IS MANYA GUPTA. I AM A SENIOR AND I'VE

[00:30:05]

BY ADOPTING THESE POLICIES THE BOARD ENSURES THAT ALL OF ITS STUDENT BODIES WILL BE ABLE TO LIVE IN A SAFE SUSTAINABLE ENVIRONMENT. I HAVE BEEN LEARNING ABOUT CLIMATE CHANGE EVER SINCE I HAVE BEEN IN THIS SCHOOL DISTRICT. IN FIFTH GRADE I LEARNED ABOUT NATURAL GAS VERSUS COAL GRADE IN SIXTH GRADE I LEARNED ABOUT HOW OUR TRASH SYSTEMS WORK. AND LIKE OTHER SPEAKERS HAVE SAID TODAY A LOT OF INDIVIDUALS WORK VERY HARD TO MAKE THIS SCHOOL DISTRICT BE SUSTAINABLE. WHEN I WAS IN 11TH GRADE MY SENIORS HAD GRADUATED AND I WAS LEFT ALONE TO GUIDE OUR EARTH CORE TEAM. IN THAT TIME I HAVE BEEN ABLE TO HAVE TRASH PICKUPS TO SECURE A GRANT TO RESTORE A STREAM THAT FLOWS BY OUR CAMPUS AND I WOULD REALLY LOVE THE SCHOOL BOARD TO SUPPORT AND TO MAKE SURE ALL THE EFFORTS OF MY CLUB PLAY OUT. THANK YOU. [APPLAUSE]

>> PRESIDENT: THANK YOU. THAT IS CURRENTLY THE LAST IN PERSON SPEAKER I HAVE BUT WE DO HAVE FOUR ONLINE SPEAKERS THIS EVENING AND WE WILL START WITH LISA GUTHRIE.

>> PUBLIC SPEAKER:

[00:36:02]

>> PRESIDENT: THANK YOU. THE NEXT INDIVIDUAL WE HAVE IS LAHARI RAMPUR. NO? OKAY. IF YOU ARE THERE YOU WILL BE NEXT.

AND THEN I ASSUME THIS IS NEIL? NEIL ANDERSON YOU ARE NEXT,

THANK YOU. >> PUBLIC SPEAKER:

OFF MICROPHONE] >> PRESIDENT: AN. WITH THAT I DO THINK WE HAVE HAD OUR LAST INDIVIDUAL WHO SIGNED UP FOR PUBLIC COMMENT. DID I MISS ANYBODY? A SINGLE HAND BEING RAISED. WITH THAT, I WILL CLOSE PUBLIC COMMENT. THANK YOU ALL FOR COMING AND HOLDING THOSE DISCUSSIONS AS WAS MENTIONED AS MANY OF THESE WERE ABOUT SUSTAINABILITY WE DO HAVE STUDY SESSION PLANNED ON SATURDAY, FEBRUARY 4. THANK YOU VERY MUCH FOR THE INPUT AND THINGS GOING FORWARD.

SUPERINTENDENT DR. HOLMEN DO YOU HAVE ANYTHING ELSE TO ADD?

>> BOARD MEMBER: SURE. I WILL HAVE SOMETHING TO ADD. I THINK I HEARD TONIGHT IN NUMBER SPEAKERS TALK ABOUT WHAT THE DISTRICT HAS DONE. I THINK ONE OF THE EFFORTS WE WANT TO DO CURRENTLY IS TO ACTUALLY COLLECT THAT SO WE CAN UNDERSTAND THE SCOPE AND SCALE TO WHAT IS PRESENT SO WHEN WE THINK ABOUT DEVELOPING A PLAN TO THE BOARD THAT WE ACTUALLY HAVE DOCUMENTED WHAT IS. AND ACTUALLY, AS WE STARTED TO DIG INTO IT THERE'S SOME REALLY EXEMPLARY FINDINGS ACROSS THE DISTRICT AND SOME DEFINITE AREAS FOR GROWTH. LOOKING FORWARD TO FEBRUARY FOURTH AND THE ONGOING WORK.

>> PRESIDENT: THANK YOU. WE WILL CONTINUE WITH THE MEETING.

IF YOU NEED TO LEAVE AT SOME POINT, IT IS PERFECTLY FINE.

PLEASE FEEL FREE TO DO SO WE WILL JUST WORK THROUGH OUR CONSENT AGENDA DID YOU ALL FOR COMING AND WE APPRECIATE YOUR TIME. YOU ARE MORE THAN WELCOME TO STAY IS THE OTHER

[D. Consent Agenda]

[E. Superintendent Report]

[00:40:08]

HOLMEN CAN YOU PULL THE BOARD? ERIC LALIBERTE, MARK STUART, LEAH CHOI AND SIRI BLIESNER. TONIGHT ON THE BOARD'S AGENDA THAT YOU HAVE OVER $105,000 OF DONATIONS BROKEN OUT FROM THE PTSA DONATING OVER $45,000 AND OTHER SOURCES DONATING $60,000.

AS I SAY TIME AND TIME AGAIN IT IS THROUGH THESE DONATIONS THAT OUR SCHOOLS ARE ABLE TO PROVIDE SERVICES, PROGRAM, SUPPORT FOR STUDENTS THAT THEY OTHERWISE WOULD NOT BE ABLE TO DO SO IT IS WITH RATE GRATITUDE THAT WE ACCEPT THESE DONATIONS TO USE

FOR OUR STUDENTS. THANK YOU. >> PRESIDENT: THANK YOU. WE

[F. Non-Consent Agenda]

>> BOARD MEMBER: ABSOLUTELY. LATER IN THE AGENDA WE WILL LOOK AT OBSERVATION NUMBER 4 WHICH IS SERVICES AND WE THOUGHT IT WOULD BE APPROPRIATE TO INVITE OUR HUMAN RESOURCES TEAM TO COME AND PROVIDE WHAT I WILL CALL A PROGRAM UPDATE.

THIS DEPARTMENT AND THIS TEAM HAS BEEN WORKING TIRELESSLY TO DEVELOP SERVICES TO DOCUMENT SERVICES TO PUT PLANS TOGETHER AS WE THINK ABOUT THE RECRUITMENT, RETENTION, AND HIRING OF STAFF. IT IS MY PLEASURE TO HAND THIS OFF TO DOCTOR JOY ROSS OUR SUPERINTENDENT OF TALENT AND

STRATEGY OF COMMUNICATIONS. >> SPEAKER: THANK YOU SO MUCH, I AM ON. GOOD EVENING PRESIDENT, BOARD OF DIRECTORS, STUDENT REPRESENTATIVES AND SUPERINTENDENT DR. HOLMEN.

THANK YOU FOR HAVING US THIS EVENING AND LADIES AND GENTLEMEN, HAVING US THIS EVENING TO GIVE YOU A REPORT ON THE WORK AND EFFORTS OF OUR HUMAN RESOURCES DEPARTMENT.

THIS IS THE THIRD YEAR THAT I HAVE HAD THE OPPORTUNITY TO OPEN THIS DISCUSSION AND ALSO THE FIRST YEAR IN THREE YEARS THAT WE ARE OPENING A FULL IN PERSON MODE. I THINK THAT LEAKS TO THE CHALLENGES AND OPPORTUNITIES THAT WE ARE STILL SEEING AS IT RELATES TO COVID AND WE WILL SHARE SOME OF THE IMPACT TONIGHT ON OUR REPORT. SUFFICE IT TO SAY WE ARE CERTAINLY GLAD TO SHARE OUR WORK WITH YOU. WE WANT TO START WITH AN IMAGE OF OUR STUDENTS BECAUSE REGARDLESS OF THE FACT THAT WE ARE AN OPERATIONAL DEPARTMENT EVERY DECISION WE MAKE IS MADE WITH STUDENTS IN MIND AND IT IS EXCITING TO BE IN A HUMAN RESOURCES MEETING AND HEARING REFERENCES MADE TO STUDENTS. WE WERE HERE A COUPLE OF MONTHS AGO AND WE ACT JULIE TALKED ABOUT STUDENTS AND SOMEONE SAID WERE ACTUALLY TALKING ABOUT STUDENTS BECAUSE WE ARE A HUMAN RESOURCES DEPARTMENT AND SOMETIMES WE ARE VERY FOCUSED ON PROCESSES AND SYSTEMS. BUT AT THE CORE OF WHAT WE DO IT IS BASED ON EACH STUDENT. SO, EVERY PERSON THAT IS HIRED IN THE DISTRICT COMES THROUGH US WHETHER IT'S SOMEONE IN THE FRONT OFFICE, A TEACHER, AN ADMINISTRATOR, A CUSTODIAN, A GROUNDS PARENT OR A COACH EVERYONE COMES TO THE HR DEPARTMENT. OUR SYSTEMS HAVE TO BE DESIGNED IN SUCH A WAY THAT WE CAN FACILITATE SUPPORTING HIRING THE BEST DO JUST THAT PIER TO BELIEVE IN OUR STUDENTS AND TO CREATE AN EXPERIENCE FOR THEM THAT THEY CAN PRIDE IN AND ULTIMATELY OUR STUDENTS BENEFIT. TYPICALLY WHEN HUMAN RESOURCES BEGIN THERE'S A HEAVY EMPHASIS ON RECRUITMENT. AND AS IMPORTANT AS THAT IS, WHAT WE ARE WANTING TO SHOWCASE IS THAT RECRUITMENT IS A PART OF A VERY COMPLEX PROCESS THAT A DISTRICT MUST PUT IN PLACE TO FACILITATE SUPPORTING ALL OF THE DECISIONS THAT ARE MADE AROUND AN EMPLOYEE'S TIME WITH THE DISTRICT. IF WE LOOK WE HAVE STAFFING AND OPERATIONS. WE HAVE TALENT ACQUISITION, EMPLOYEE RELATIONS AND LABOR-MANAGEMENT. THOSE WILL BE THE BUCKETS THAT OUR REPORT TONIGHT WILL BE REPRESENTED IN. WE WILL SPECIFICALLY LOOK AT THOSE BUCKETS THROUGH A LENS OF ALIGNMENT, PARTNERSHIP AND CAPACITY BUILDING. THEY SAY A PICTURE PAINTS A THOUSAND

[00:45:04]

>> SPEAKER: GOOD AFTERNOON EVERYBODY IT IS VERY NICE TO MEET YOU ALL. IT IS MY FIRST TIME SEEING YOU ALL. JOY HIGHLIGHTED A GOOD POINT AROUND THIS BEING THE FIRST YEAR OF OUR TRADITIONAL SCHOOL START. WHEN IT COMES TO TALENT OR HUMAN CAPITAL, ONE THING THAT I THINK IS IMPORTANT TO POINT OUT IS THAT WE HAD SOME MAJOR SHIFTS AT A NATIONAL AS WELL AS REGIONAL STANDPOINT. FOR WE START TALKING ABOUT THE REGULAR THINGS WITH STAFFING AND OPERATION, I THINK IT'S REALLY IMPORTANT TO SITUATE US ALL IN THIS CONTEXT BECAUSE IT REALLY LAYS OUT WHAT KIND OF LANDSCAPE WE AS A DISTRICT ARE CONFRONTING. NOT JUST ON STUDENT ENROLLMENT AND SCHOOL SERVICES SIDE BUT ALSO IN THE PEOPLE THAT ARE DOING THAT WORK. ONE BIG SHIFT THAT COVID REALLY I THINK CATAPULTED WHERE THE SHIFT IN EXPECTATIONS FOR THE WORK PLACE. IN THE PAST WHERE YOU COULD SAY AS LONG AS YOU PAY PEOPLE WELL AND AS LONG AS YOU HAVE A REPUTATION YOU FOR THE MOST PART COULD PRETTY MUCH RELY ON A STABLE WORKFORCE HERE NO LONGER WAS THAT SPECIFICALLY THE CASE. AND SO, WITH HELP AND WELLNESS, COST-OF-LIVING AND OTHER SOCIOPOLITICAL FACTORS COME INTO THE FOREFRONT ALSO KNOWING WE COULDN'T EVEN JUST ID ONCE AMONGST EACH OTHER THAT CHANGED WHAT YOU SAW IN TERMS OF PATTERNS AND IT CAME TO ATTRITION, TURNOVER AND THINGS OF THAT SORT. THERE'S A LOT OF VERBIAGE THAT CAME THROUGH THE LAST THREE YEARS. A GREAT RESIGNATION, THE GREAT RESHUFFLE, QUIET QUITTING AND THESE ARE ALL THINGS THAT WE EXPERIENCED AT MULTIPLE LEVELS OF THE ORGANIZATION. ONE BIG FOCUS WAS MENTAL HEALTH. WE SAW DIFFERENT LEVELS OF LEAVES DUE TO MENTAL HEALTH DIFFERENT LEVELS OF PEOPLE TAKING RETIREMENT, 80 REQUESTS AND THINGS OF THAT SORT EVEN WHEN IT CAME TO REENTERING THE WORKFORCE. WE ALSO SAW THAT WHILE WE AS AN ORGANIZATION HAD TO RESPOND AND PROVIDE ELECTABILITY AND HYBRID SCHEDULES, YOU SAW THAT THAT CAME AS AN EXPENSE AS WELL AS BENEFIT. IT FORCED US AS AN ORGANIZATION TO BROADEN OUR HORIZON ON HOW WE THINK ABOUT TALENT AND SERVICES AND OPERATIONS. AND LASTLY, BELONGING TO SOME THINK COMING THROUGH THE END OF COVID AND WHAT WE ARE DOING TO LIVE WITH COVID REALLY SHINED A LIGHT.

AND SO, I LIKE TO SOMETIMES TAKE PEOPLE BACK. IF YOU THINK ABOUT 20/20 AND COVID FIRST HAPPENING, WE WERE AT THE CRUX OF A REAL CONVERSATION NATIONALLY AND GLOBALLY AROUND DIVERSITY, EQUITY AND INCLUSION. HOW DO WE CHANGE THESE THINGS AND HOW DO WE RESPOND TO EACH OTHER IN SOCIETY AND COMING BACK THOSE THINGS ARE STILL REAL BUT IT'S ALSO AROUND BELONGING. HOW DO WE FIT AND HAVE COMMUNITY TOGETHER? THAT IS REALLY IMPORTANT IN THE WORKPLACE BECAUSE IN ORDER TO PROVIDE THAT SPACE AND CONTEXT FOR STUDENTS AND FAMILIES YET TO GENERALLY HAVE THAT FOR YOUR COLLEAGUES. SO THAT BECAME SOMETHING THAT AS AN ORGANIZATION WE THEN HAD TO BE RESPONSIVE TO. ANOTHER BIG TREND AND IMPACT THAT WE HAD TO FACE FROM THE ORGANIZATIONAL STANDPOINT WAS SHORTAGES. WE HAD ALREADY, IN WASHINGTON STATE EXPERIENCED WHAT A TEACHER SHORTAGE IS.

NATIONALLY WE HAVE TEACHER SHORTAGES ESPECIALLY WHEN YOU GET INTO THE SPECIALIZED CONTENT AREA LIKE SPECIAL EDUCATION, STEM SCIENCES, CTE SECONDARY. THAT BEING SAID IT WAS EXACERBATED BY COVID. WE SAW AS THE DISTRICT AND OTHER DISTRICTS IN OUR REGION SHORTAGES IN SPECIAL EDUCATION.

WE ALSO SAW SHORTAGES IN TRANSPORTATION, HELLO BUS

[00:50:07]

THE MOTHER THAT DEFINITELY A RESULT OF INFLATION AND WHERE WE ARE ECONOMICALLY AS A NATION US AND ESPECIALLY THIS REGION.

IT ALSO SPEAKS TO PEOPLE HAVING BALANCE AND THE RELATIONSHIP BETWEEN HOME, WORK, BALANCE AND THOSE OTHER OBLIGATIONS. THAT CAME UP IN BARGAINING AND DIFFERENT MANAGING RELATIONSHIPS THEY CAME UP EVEN IN HOW WE SCHEDULE. BEFORE WHEN YOU MIGHT HAVE THE GUNG HO TEACHER THAT STAYS AND DOES BEAUTIFUL BILLBOARDS, NOW WE WERE HAVING AT THE FOREFRONT REAL CONVERSATIONS AROUND WHAT IS MY PLANNING PERIOD? WHEN DO I GET A BREAK AND WHEN DO I HAVE A TIME TO FORGE AND BUILD THE RELATIONSHIPS WITH MY FAMILIES AND THINGS OF THAT SORT. ANOTHER THING WAS THE INCREASED DESIRE IN UPSCALING.

THAT AFFECTED US IN UNIQUE WAYS. AS MUCH AS WE SAW A SHORTAGE IN SPECIALIZED CONTENT AREAS YOU ALSO SAW AN INCREASE IN INTEREST IN TERMS OF ALTERNATIVE CERTIFICATION AS PEOPLE EXPLORED AND GOT MORE FAMILIAR WITH THAT AS A PATHWAY. IN A SIMILAR LIGHT SAW PEOPLE LEAVING. THINGS THAT THEY HAD GONE TO SCHOOL WITH AS A CAREER. YOU SAW TEACHERS THAT WERE EXITING AND TRYING A DIFFERENT CAREER PATH.

YOU ALSO SO THOUGHTSAW THAT IN MENTAL HEALTH PROFESSIONALS, DCPA PROFESSIONALS. WHEN WE THINK ABOUT THE IMPACT THAT THOSE NICHE PROFESSIONS HAD ON A DISTRICT WHEN YOU HAVE A SHORTAGE THAT REALLY SITUATED OR PUT US IN A SITUATION THAT WAS UNIQUE AND FORCED US TO ENGAGE IN A DIFFERENT WAY THAN IN THE PAST WE HAD TO. WHAT YOU WILL SEE IS THIS IS A PREVIEW AND WITH THE DOCTOR YOU WILL SEE MORE DATA IN OE- FOR YOU HAVE SEEN THIS KIND OF TANGLE BEFORE AND WE WANTED TO OFFER THAT SAME CONTINUATION. I WANTED TO HIGHLIGHT TWO THINGS. YOU WILL NOTICE THAT THIS DATA IS FROM THE LAST SCHOOL YEAR. WE ARE IN THE CURRENT SCHOOL YEAR. YOU HAVE ESTIMATES AND SO THIS IS THE MOST REAL DATA AND THAT IS WHY WE ARE PRESENTING IT TO YOU. IT IS ALSO THE DATA WE USED WHEN WE WERE TASKED WITH DEVELOPING THE STRATEGIES TO BE RESPONSIVE. I FELT LIKE IT WOULD BE IMPORTANT FOR YOU TO SEE THAT. THE OTHER PIECE TO CONSIDER IS THAT COACHES, REGULAR SUBSTITUTES, LONG-TERM SUBS, THOSE FOLKS ARE NOT REPRESENTED IN THE DATA BECAUSE THEY ARE NOT FROM A LEGAL STANDPOINT THE SAME AS A FULL-TIME EMPLOYEE THAT YOU PAY BENEFITS AND PAYROLL TAXES TO. THE OTHER POINT I WOULD LIKE TO HIGHLIGHT THESE ARE THE SEVEN ROLE RACE CATEGORIES SO ALTHOUGH FOLKS MIGHT IDENTIFY DIFFERENTLY THESE ARE IN ALIGNMENT TO WHAT YOU WOULD SEE WITH THE FEDERAL DATA REQUIREMENTS AS WELL AS THE CENSUS. AND THEN, FINALLY IN TERMS OF THE ORDER OF DATA WE TOOK IT FROM STARTING IN DESCENDING ORDER THE LARGEST NUMBER AT THE TOP AND THEN IT IS GOING AND DECREASING. THIS TO RESPOND TO ANY QUESTIONS IF IT'S NOT ALPHABETICAL, I JUST WANTED TO HIGHLIGHT THAT. WHAT YOU ARE NOTICING IS THAT ON A LARGE SCALE, WHEN WE LOOK AT OUR RACE AND POPULATION DATA FROM STUDENTS AND STAFF REGIONALLY WE ARE PREDOMINANTLY WHITE. THAT BEING SAID I WANT TO CARVE OUT OR POINT OUT THAT YOU DO START SEEING SOMEWHAT OF A SYNERGY BETWEEN THE DIFFERENT POPULATIONS THAT ARE NONWHITE.

LOOK AT ASIAN, HISPANIC LATINO AND WHAT THAT IS INDICATIVE OF IS IN SOME WAYS THERE'S SOMETHING TO BE SAID ABOUT PATTERNS BEING STABLE IN OUR AREA AND REGION. FOR EXAMPLE IF IT WAS A CASE THAT CLASSIFIED STAFF WOULD INVERSE AND YOU HAVE NATIVE HAWAIIAN AND BLACK OVERREPRESENTED IN SOME PLACES AND STUDENTS THAT ARE NOT IT COULD LEND ITSELF A DIFFERENT STORY. FOR US AND OUR STORY WE DID NOTICE THERE'S A LOT OF ALIGNMENT IN TERMS OF PERSONALITY WHEN IT COMES TO OUR RACIAL DATA AND HOW IT'S FALLING. THE LAST THING, IN

[00:55:01]

CLASSIFY WOULD REPRESENT ANYONE WHO IS A PROFESSIONAL THAT IS WORKING IN THE CENTRAL OFFICE AS WELL AS A BUS DRIVER, CUSTODIAN. ANYONE WHO IS NOT REQUIRED TO HAVE A STATE CERTIFICATE. SO THIS WILL REPRESENT TEACHERS AS WELL AS ESA AND SPEECH AND LANGUAGE PATHOLOGISTS, OCCUPATIONAL THERAPISTS, SENSIBLE'S AND THEN ADMINISTRATORS WILL REPRESENT SENSIBLE'S AND THEN DIRECTORS AND OTHER CENTRAL OFFICE ADMIN.

THE NEXT PIECE OF THE STORY THE ONE WE REALLY CARRY ABOUT IS AROUND RETENTION. RETENTION FOR ANY ORGANIZATION IS REALLY IMPORTANT BECAUSE OBVIOUSLY IF YOU HAVE GREAT TALENT YOU WANT TO KEEP THEM. THAT ENHANCES PRODUCTIVITY IT ENHANCES TARGET OUTCOMES AND IN PLAIN LANGUAGE WHEN YOU HAVE GOOD PEOPLE DOING GOOD WORK STUDENTS THRIVE. WE LOOK AT RETENTION FROM A HUMAN RESOURCES STANDPOINT AND USUALLY LOOK AT IT IN THE SHORT TERM AS WELL AS A LONGER-TERM WINDOW. FOR SCHOOLS BECAUSE YOU KNOW KIDS GROW UP, THREE YEARS IS A BETTER LONG-TERM INDICATOR THAN SOME OTHER PRIVATE SECTORS WHERE THEY WILL DO 5 TO 7 YEAR INCREMENTS. I WANTED TO CARVE THAT OUT IN CASE ANYONE IS FAMILIAR WITH RETENTION DATA. WHAT YOU SEE HERE AND WHAT IS BEING REPRESENTED IS EMPLOYEES. NOT SUBSTITUTES, NOT COACHES OR SEASONAL STAFF. SO, THE PERCENT ON THE TABLE ON THE LEFT IS REPRESENTING THE PERCENTAGE OF EMPLOYEES WHO WERE HIRED DURING THE 2020 -2021 SCHOOL YEAR IN THAT CASE THEY WOULD HAVE STAYED TO THE LAST SCHOOL YEAR SO WE RETAINED THEM FOR ONE YEAR. SO THAT AGAIN IS BROKEN OUT BY THOSE SEVEN FEDERAL RACE CATEGORIES AND AGAIN IN DESCENDING ORDER. THE TABLE ON THE RIGHT REFLECTS A THREE YEAR RETENTION. THESE WERE PEOPLE WHO WERE HIRED PRE-COVID, 2018-2019 SCHOOL YEAR WHO REMAINED LAST YEAR.

THEY HAD ESSENTIALLY BEEN WORKING FOR OUR ORGANIZATION FOR THREE YEARS. I WILL GIVE YOU ALL A CHANCE TO LOOK AT THAT AND REMEMBER IT IS NOT THE TOTAL NUMBER OF EMPLOYEE, IT'S THE TOTAL NUMBER OF NEW HIRES FOR THE TIME PERIOD. THE BIG PERCENTAGE AT THE BOTTOM IS REPRESENTING OUR ORGANIZATIONAL RETENTION RATE. AFTER ONE YEAR WE HAVE JUST UNDER 80 PERCENT WHICH BY INDUSTRY STANDARDS IS A HIGH LEVEL OF RETENTION. AND THEN AFTER THREE YEARS WE ARE ABOUT AT 63 PERCENT WHICH WE LOOK AT SCHOOL DISTRICTS AND OTHER PUBLIC SECTORS IT IS PRETTY COMPARABLE. IF YOU LOOK NATIONALLY THEY KIND OF SET A GOAL OF BEING IN THAT 65 TO 70 PERCENT RANGE. OBVIOUSLY WE HAVE A UNIQUE THING CALLED COVID THAT DEFINITELY HAD AN IMPACT ON WHO STAYED. AGAIN, THIS IS BROKEN OUT BY RACE IN THE EVENT THAT WE WANTED TO BE ABLE TO ALSO SITUATE THAT CONTEXT AND RETENTION STORY. SIMILAR TO RETENTION YOU WANT TO KNOW WHO LEADS YOUR ORGANIZATION AND MORE THAN WHO YOU WANT TO KNOW WHY. THERE ARE A COUPLE WAYS TO COLLECT THAT INFORMATION. ANY OF US WHO HAVE WORKED ARE PROBABLY FAMILIAR WITH EXIT SURVEYS. THOSE ARE QUESTIONNAIRES YOU SENT AND THEY HAVE A LOT OF DIFFERENT INFORMATION THAT YOU WILL ASK ABOUT. AT A BARE MINIMUM YOU ALSO REQUIRE THAT YOU SUBMIT YOUR RESIGNATION WE ENCOURAGE STRONGLY READING. 70 PERCENT OF OUR EMPLOYEES PROVIDE A REASON FOR WHEN THEY LEAVE. IT MIGHT NOT SEEM SPECIAL BUT IT STANDS OUT AND ESPECIALLY FROM A HUMAN RESOURCES PERSPECTIVE OF THE SCHOOL CONTEXT, MOST PEOPLE DON'T TELL YOU WHY THEY ARE LEAVING. THEY WILL PUT IN THE NOTICE, ASK YOU WHEN THEIR LAST PAYCHECK IS AND TO SAY GOOD RIDDANCE. FOR US TO HAVE 7/10 PEOPLE TO PROVIDE A REASON SPEAKS TO THE LEVEL OF ENGAGEMENT. BUT ALSO PROBABLY THE LEVEL OF REPUTATION THAT WE HAVE WHEN DEALING WITH EMPLOYEES. I THINK THAT DATA SITUATED WITH THE RETENTION MATRIX TELL A STORY ABOUT A STABLE ORGANIZATION IN TERMS OF RELATIONSHIPS. IN THE 2021-2022 SCHOOL YEAR AT THE LAST SCHOOL YEAR WE HAD 636 EMPLOYEE SEPARATE FROM THE DISTRICT. WHEN YOU LOOK AT THAT IN COMPARISON TO PREVIOUS YEARS IT WAS A LITTLE HIGHER BUT WHAT IS MORE IMPORTANT IS THE STORY BEHIND WHY. IF YOU WANT TO JUST HAVE A NUMBER THE TURNOVER RATE WAS JUST UNDER 15 PERCENT IT WAS 14.99 AND I DON'T WANT TO BELABOR US WITH THE DECIMAL THAT WE WOULD ROUND UP TO 15 PERCENT. AGAIN, JUST

[01:00:04]

WHAT YOU ARE SAYING HERE THIS IS A FRAMEWORK THAT IS OFTEN REFERRED TO WHEN PEOPLE ARE THINKING ABOUT HOW DO YOU KEEP AN EMPLOYEE THROUGH THE EMPLOYEE LIFECYCLE? WHAT YOU ARE SEEING ON THE LEFT SIDE IS DISENGAGEMENT IT MEANS PEOPLE GET GET HIRED AND YOU DON'T SEE THEM. THEY REALLY FEEL LIKE THEY ARE A PART OF SOMETHING. THEY ARE ALSO PROBABLY MAY BE INVOLVED IN HAPPY HOUR OR SOME KIND OF FUN GROUP ACTIVITY WITH THE COLLIES AND AT THE TOP YOU WANT TO BE WITH A ROUND OF FULFILLMENT. YOU HAVE AN ACCESS OR HORIZONTAL LINE IS A DIFFERENT LEVEL OR STAGE IN THAT EMPLOYEE LIFECYCLE. IT DETRACTS. SO FIRST WHAT IS YOUR BRAND OR MESSAGE? HOW ARE YOU ENGAGING THE MARKET? IN RECRUIT HOW DO YOU ENGAGE IN HIGHER? WHAT IS A PROCESS LIKE? AGAIN THIS REITERATES HOW THE PRESENTATION WOULD BE. AND IN THE FOLLOWING WE WILL TALK ABOUT HOW WE USE THAT LEVEL OF STRATEGY TO ATTRACT PEOPLE AND RESPOND TO WHAT WE ARE SEEING IN THAT EXIT DATA.

YOU WANT TO BE IN THAT SWEET SPOT TOWARDS BELONGING BECAUSE THAT'S WHEN YOU CAN RETAIN AN EMPLOYEE AND GROW AN EMPLOYEE AS WELL. IF YOU LOOK AT IMMERSED THAT WHAT YOU'RE DEALING WITH WITH EMPLOYEES PAID HOW DO YOU START THEM OFF AT SUCCESS? WHEN YOU GET INTO HUMAN RESOURCES AND STAFF AND OPERATION SIDE IS EVERYTHING FROM IS INFORMATION ACCESSIBLE? DO THEY GET A HANDBOOK? DO THEY KNOW HOW TO CALL? EVEN TRAINING FOR THEIR POSITION. IF YOU'RE GOING TO BE A PARENT EDUCATOR WHAT IS THAT LOOK LIKE? HOW DO YOU GET THOSE QUESTIONS ANSWERED BEFORE YOU ARE ACTUALLY IN THE ROLE AND BEING HELD ACCOUNTABLE? DEVELOP IS THE RESPONSIBILITY OF THAT SUPERVISOR. I ALWAYS REMIND PEOPLE IN HR WE DON'T GENERATE OR CREATE ANYTHING. WE ARE HERE AS FACILITATORS.

EVEN THOUGH WE CAN CREATE A STRUCTURE TO HIRING AND BEING EFFICIENT FOR DATA TO BE COLLECTED WE ARE NOT DAY TO DAY IN YOUR FACE HOLDING ONTO THE EMPLOYEES. WE ARE NOT THE ONES FOR THE ACTUAL HIRING EMPLOYEE. THE REAL CRUX OF OUR WORK IS TO BE AN ANCHOR AND RESOURCE OF OUR HIRING MANAGER AND THE STAFF AS A WHOLE SO PEOPLE HAVE SUPPORT SO THEY ARE ABLE TO

[01:05:02]

>> SPEAKER: GOOD EVENING EVERYBODY. I AM THE DIRECTOR OF HR ACQUISITION IS MY FOCUS HERE WHAT I WILL COVER IS BASICALLY JUST PIGGYBACKING OFF OF WHAT CAMILLE COVERED WHICH WAS TO SHARE HOW THE ACQUISITION AS TEAM AND DEPARTMENT SUPPORTS THE HIRING NEEDS OF THE DISTRICT AND WHAT IT LOOKS LIKE. I'M GOING TO FOCUS ON THREE KEY AREAS THAT WE FOCUS ON WHICH IS THE STRATEGIC RECRUITMENT, EMPLOYER GRANDRANTING AND BEST PRACTICES AND I WILL BREAK IT ON DOWN FOR YOU. BEFORE I GO INTO THAT AS CAMILLE TOUCHED ON, WE ARE GREAT AT ATTRACTING APPLICANTS. THIS DATA PAGE SHOWS HOW MANY APPLICANTS WE HAVE HAD STARTING LAST SCHOOL YEAR TO THE BEGINNING OF THIS YEAR. AS YOU CAN SEE, WE HAD NO PROBLEM ATTRACTING APPLICANTS TO THE DISTRICT. AND THIS DATA YOU CAN SEE HERE IS VOLUNTARY IT'S BROKEN DOWN BY RACE. AGAIN YOU GET TO SEE RACE AND GENDER IN IT HE BACKS OFF OF WHAT YOU'VE ALREADY SEEN THE TRENDS THAT COMES TO RACES. THIS DATA STARTS AUGUST FIRST, 2021 THROUGH JANUARY FIRST OF 2023.

WE HAVE OVER 7000 APPLICANTS CARED WE ARE ATTRACTIVE AND WE KEEP FLEET CONTINUED TO ELEVATE AND ATTRACT AND WE ARE AN EVOLVING WORKFORCE. WE USE THE STRATEGIC EFFORTS TO ENSURE THAT WE ARE INTENTIONAL ABOUT THE TALENT WE RECRUIT FOR THE OPEN POSITIONS IN THE DISTRICT. I WILL GO INTO RECRUITING WITH INTENTION MEANS FOR US. THIS DATA CHART HERE THAT WE HAVE SHOWS THE REFERRAL SOURCES WHERE PEOPLE ARE COMING FROM AS FAR AS APPLICANTS. IT IS BROKEN DOWN, THE BIG CHUNKS SHOW 49 PERCENT DON'T SHARE BUT IF YOU LOOK AT THE NEXT BUCKET THAT IS REALLY HUGE IS THE COMMERCIAL JOB BOARD WHICH IS ONE OF THE TALENT STRATEGIES THAT WE USE WHEN WE USE OUR RECRUITING WITH INTENTION. FOR THE FIRST ONE, COMMUNITY-BASED SOURCING IS SOMETHING WE DO WHEN WE ARE REACHING OUT TO BE VERY INTENTIONAL WITH COMMUNITY ORGANIZATIONS THAT WE MAKE CONNECTIONS WITH, BUILDING THOSE PARTNERSHIPS, VIRTUAL EVENTS AND WE DO THAT WITH PARTNERSHIPS AND ENTITIES SUCH AS THE YWCA, REDMOND RESOURCE FAIR THAT HAPPENS AT THE REDMOND LIBRARY. WE ARE INTENTIONAL ABOUT BEING IN THE COMMUNITY, SHARING OPPORTUNITIES THAT HAVE WITHIN THE DISTRICT AND THAT IS WHAT YOU SEE UP THERE. AND ALSO WORK SOURCE. WE SEE THAT THROUGHOUT THE STATE AND THAT'S THE WAY WE ARE ABLE TO BE INTENTIONAL ABOUT BUILDING THE RELATIONSHIP BUT ALSO SELLING OURSELVES AS A GREAT OPPORTUNITY FOR EMPLOYMENT OPPORTUNITIES. ANOTHER METHOD WE USE HIS POSITION-BASED RESOURCING AND THAT IS BEING STRATEGIC WITH THE SPECIFIC POSITION AND REACHING OUT TO ORGANIZATIONS THAT HAVE LEGAL ASSOCIATIONS DEPENDING ON THE ROLE BUT WE ARE VERY INTENTIONAL ABOUT OUTREACH TO THE SPECIFIC GOAL. ESPECIALLY WITH SOCIALIZATION AND NETWORKS. SHARING RESOURCE, THAT TYPE OF TARGET AREA. WE ARE INTENTIONAL ABOUT MAKING THOSE EFFORTS AS WELL. AND ANOTHER FOCUS THAT IS SUPER IMPORTANT IS THE CANDIDATE EXPERIENCE. THAT IS ONE WHERE WE ARE REALLY MAKING SURE THAT WERE NOT JUST RELYING ON TECHNOLOGY THAT WE HAVE THE REALLY DOING A HUMAN TOUCH AND CONNECTING WITH CANDIDATE, HAVING THOSE CONVERSATIONS. IF THEY DON'T MAKE IT IN ONE POSITION LET'S TALK ABOUT WHERE IT THEY CAN FIT IN THE DISTRICT WHERE THERE'S OTHER OPPORTUNITIES. WE ARE REALLY INTENTIONAL ABOUT THAT AND RESPONSIVE FOR MANAGING EXPECTATIONS WITH CANDIDATE SO WE KNOW WHAT THE PROCESS IS AND WHAT IT WILL LOOK LIKE ONCE THEY SUBMITTED THEIR APPLICATION, WITH THE DEADLINE IS AND IF THERE'S INTERVIEWS TO BE SCHEDULED. WE WILL COMMUNICATE ALL THOSE THINGS THROUGHOUT THE PROCESS AND WE FOLLOW UP AFTER INTERVIEWS.

MAKING SURE WE PROVIDE HIGH LEVEL CUSTOMER SERVICE NOT JUST TO THE HIRING MANAGER BUT ALSO THE CANDIDATE BECAUSE AGAIN THAT PLAYS AND SPEAKS TO OUR RANT AS AN EMPLOYER. WE WANT TO MAKE SURE THAT PEOPLE FEEL GOOD ABOUT THE EXPERIENCE THEY HAVE WITH US BECAUSE IT THEY DECIDE THEY DON'T GET THE POSITION THEY CAN APPLY FOR SOMETHING ELSE. THE OTHER PIECE, AGAIN IS THE EEI FOCUS AND SOMETHING THAT SPEAKS TO

[01:10:03]

IT IS AN ALTERNATIVE ROUTE FOR PARA-EDUCATORS WHO MIGHT INTERESTED IN BECOMING A TEACHER TO CREATE THOSE INTERNAL PIPELINES FOR US. THE OTHER ONE THAT WE HAVE IS THE NEW TEACHER SUPPORT PROGRAM AND THAT IS FOR TEACHERS WHO WITHIN THEIR FIRST TWO YEARS ARE ABLE TO GET NEW TEACHER HANDS-ON SUPPORT, MENTORS, COACHING DID THE OTHER THING WE LOVE TO CELEBRATE IS OUR COMPETITIVE WAGES AND BENEFITS AND THERE'S TIME IN THERE FOR ANYONE, MOST EMPLOYEES WHO WORK MORE THAN 20 HOURS ARE ABLE TO RECEIVE HOLIDAYS, MEDICAL INSURANCE, DENTAL INSURANCE, ALL THOSE THINGS THAT ARE USUALLY GOOD ABOUT SELLING THAT. AND NOT ONLY IN OUR WEBSITE BUT ALSO WHO WE ARE COMMUNICATING WITH, THE CANDIDATE. WE LOVE TO SELL THOSE. THE OTHER ONE IS THE COMMITMENT TO DE I THINKING ABOUT INCLUSION, K-12 EQUITY TEAMS. THE PROFESSIONAL DEVELOPMENT MAKING SURE THAT WE ARE CELEBRATING THOSE THINGS AND ALSO I THINK THAT ATTRACTS FOLKS TO US AND IS PART OF OUR BRANDING STRATEGY AND THE LAST THING IS PROFESSIONAL DEVELOPMENT. AS WE TALK ABOUT THAT WE DO THAT FOR TEACHERS BUT IT'S ALSO NOT SOMETHING THAT IS JUST FOR TEACHERS.

IT'S FOR PEOPLE TO DO THE PROFESSIONAL DEVELOPMENT ONCE THEY ARE HIRED WITHIN THE DISTRICT. THOSE ARE WAYS THAT WE BRAND OURSELVES AND SELLER SELLS TO CANDIDATES.

CANDIDATES WANT TO KNOW. I THINK WE DO A GREAT JOB OF HIGHLIGHTING THE THINGS THAT YOU WANT TO KNOW ABOUT AND WHY SHOULD THEY COME TO US AND WHY SHOULD THEY STAY. THESE THINGS HELP SELL US AS A DISTRICT. THE LAST THING THAT I WILL COVER IS SOME OF OUR BEST PRACTICES AND HOW WE ARE BUILDING AND SUSTAINING AS FAR AS CAPACITY BUT ALSO SUPPORTING THE HIRING MANAGERS AND THESE ARE THE WAYS THAT WE DO THAT HERE THE FIRST THING I WILL TALK ABOUT IS THE DATA. YOU HAVE SEEN A GLIMPSE ALREADY BUT WHAT WE DO IS WE REALLY ARM HIRING MANAGERS AND TEAMS WITH DATA TO HELP THEM EVALUATE CANDIDATES AND MAKE SURE THAT THEY HAVE WHAT THEY NEED TO MAKE THOSE DECISIONS. THIS INCLUDES DATA ANALYSIS OF HIRING, RETENTION, OVERALL DISTRICT DEMOGRAPHICS AND SCHOOL LEADERS. WITH THAT ALSO IS RESOURCES. AND REALIZING OUR FORMS AND PROCEDURES FOR HIRING MANAGERS GIVING THEM LESS WORK AND LESS TO WORRY ABOUT FOCUSING ON THE CANDIDATES AND WE HAVE TOOLKITS ONLINE WITHIN THE SYSTEM TO BE ABLE TO PROVIDE STRATEGY BUT ALSO TO SUPPORT THE HIRING MANAGERS ONE-ON-ONE AND WE FOCUS ON IS THAT ONE-ON-ONE CUSTOMER SERVICE APPROACH FOR CANDIDATES. WE ALSO DO THAT WITH HIRING MANAGERS TO ENSURE THAT WE SIT DOWN AND WALK THROUGH WHAT IS THE HIRING PLAN AND NOW WE CAN BEST SUPPORT THEM. AS CAMILLE ALREADY ALLUDED TO WE REALLY FACILITATE THE PROCESS AND WE DON'T GET TO MAKE THAT DECISION BUT WE WANT TO MAKE SURE THEY ARE EQUIPPED TO MAKE THE BEST DECISION THAT INCLUDES THE GAME PLAN OUTLINE AND HIRING MATERIALS INCLUDING AN INTERVIEW QUESTION BANK. WE TRY TO MAKE SURE THEY HAVE EVERYTHING THEY NEED TO BE ABLE TO HAVE IT RELEASED IN THE PROCESS PAY THE OTHER PIECE THAT WE FACILITATE IS THE COMPLIANCE WITH HR IS MAKING SURE THAT THE COMPLIANCE IS ALWAYS AT THE FOREFRONT SO WE MAKE SURE THAT THE HIRING

[01:15:02]

TIME. >> SPEAKER: YOU GET TWO OF US.

HELLO! I AM RICHARD PATTERSON.

>> JERRY CATELLI GOOD TO SEE YOU ALL AGAIN. I HAVE BEEN HERE FOR ABOUT SEVEN YEARS NOW AND I CAN ATTEST THAT THE HR DEPARTMENT HAS A GREAT FOUNDATION. I'M PROUD OF THE WORK WE'VE DONE OVER THE YEARS AND WITH WHAT WE SAW IN THE CHANGE IN OUR STAFF IN THE UNPRECEDENTED CHANGES IN COVID WE SAW THE NEED TO REFLECT AND TO REEVALUATE OUR PROGRAM.

PREVIOUS TO THIS I WAS IN THE UNITED STATES AIR FORCE AND IN THE MILITARY EVERY 2 TO 3 YEARS THE OFFICERS WILL CHANGE DUTY STATIONS AND THE THOUGHT PROCESSES TO EVALUATE AND BUILD A PROGRAM OR AN OFFICE AND MOVE ON AND THEN SOMEONE COMES OUT WITH A FRESH LENS TO REEVALUATE THE PROCESS. THAT IS EXACTLY WHAT WE WERE ABLE TO DO WITH DOCTOR ROSS COMING IN WITH HER SECOND YEAR WITH HER EXPERIENCE AND DOCTOR PATTERSON COMING IN FRESH WITH HIS IDEAS WE WERE ABLE TO AUDIT ALL OF OUR PRACTICES AND PROTOCOLS. AND, THINKING ABOUT COVID, THERE WAS NO PLAYBOOK. NO ONE HAD GONE THROUGH THIS BEFORE SO WE DECIDED WE NEEDED TO CREATE THIS NEW PLAYBOOK AND THAT'S WHERE THE CONCEPT OF ALIGNMENT, PARTNERSHIPS AND ABILITY CAPACITY CAME FROM. IT'S A CONTINUOUS LOOP IT'S NOT

REACTIVE BUT INTENTIONAL. >> SPEAKER: WE DECIDED TO PRESENT TOGETHER TO SHOW OUR UNIFIED APPROACH ACROSS EMPLOYEE AND LABOR RELATIONS EVEN THOUGH I AM A CERTIFICATED STAFF AND JARED FOCUSES ON THE CLASSIC FOLKS. THIS GRAPHIC IS PRETTY INTENTIONAL. IN FACT, AROUND THE FACT THAT THESE ALL INTERACT WITH EACH OTHER, ALIGNMENT CAN'T STAND ALONE PARTNERSHIPS CAN'T STAND ALONE AS WELL AS BUILDING CAPACITY.

WHEN AN EMPLOYEE IS ENGAGING WITH THE SYSTEM, WE HAVE AN ENORMOUS OPPORTUNITY OF REALLY LOOKING AT THE KINDS OF PATTERNS AND THINGS THAT ARE HAPPENING. WHEN JARED SAID INTENTIONAL, THAT'S EXACTLY WHAT THIS IS. THE FACT THAT WE HAVE THE OPPORTUNITY TO REALLY THINK DIFFERENTLY ABOUT WHAT IS HAPPENING INTERNALLY THROUGHOUT THE ENTIRE SYSTEM BUT ACROSS ALL AREAS OF EMPLOYEE AND LABOR RELATIONS WE LEARNED REALLY HARD TO ESTABLISH PRACTICES AND COMMON UNDERSTANDINGS AND COMMON LANGUAGE. ALL OF THAT AROUND THE NOTION OF CONSISTENCY. REGARDLESS OF WHAT EMPLOYEE YOU ARE AND WHAT POSITION YOU ARE IN OR WHATEVER, THE SAME KIND OF WAYS WE ENGAGE WITH YOU ACROSS THE SYSTEM IS SIMILAR. IN THAT RESPECT. WE DON'T DO IT IN ISOLATION. JARED AND I WORKED VERY HARD WITH OTHERS INSIDE THE DEPARTMENT AND THEN EXTERNALLY AS WELL WITHIN THE GREATER DISTRICT. THAT IS WHERE PARTNERSHIPS COME IN BECAUSE IT IS A CONSTANT FEEDBACK BETWEEN THESE GROUPS AND US. WE ARE GAINING KNOWLEDGE AND INFORMATION. WE ARE CREATING AND CRAFTING NEW PRACTICES, NEW PROCESSES, THOSE KINDS OF THINGS. AND IN THAT WE ARE LEARNING. THE LEARNING CAN'T STAY JUST WITH US. THE LEARNING HAS TO ALSO BE PROVIDED FOR THE SYSTEM AND THAT IS WHY THE THREE OF THESE WORK IN TANDEM. BECAUSE -AND THEN THERE WAS DAYLIGHT! [LAUGHTER] BECAUSE IT IS

[01:20:02]

CONTINUOUS IMPROVEMENT. >> SPEAKER: FOCUSING ON THIS CONTINUOUS IMPROVEMENT WE CREATED CONTINUAL TRAINING AND YOU WILL SEE THAT HERE. WE REACH OUT TO RESOURCES, SUBJECT MATTER EXPERTS IN THE FIELD TO PROVIDE THESE TRAININGS. WHAT WE FOUND AS A TEAM ONCE WE WENT THROUGH THE TRAINING SOMETHING ELSE WOULD HAPPEN FROM THE TRAINING. A COUPLE OF EXAMPLES ARE IN THE INVESTIGATIONS TRAINING ONCE WE CONCLUDED THAT IT LED TO OUR DISCIPLINED PATHWAYS A STREAMLINED APPROACH FOR OUR LEADERS TO INITIATE INVESTIGATIONS. FOR THE HARASSMENT, INTIMIDATION AND BULLYING TRAINING WE WERE ABLE TO REALIZE THERE IS A CONCEPT OF A GREATER COLLABORATION BETWEEN HR, TITLE IX AND STUDENT SERVICES AS IT APPROACHED. FOR ADA, COVID, IT WAS A REFRESHER TRAINING AND THEN LOOKING AT WHAT IS ON THE HORIZON WITH HOW THE ADA IS IMPACTED AND ALSO HELPS US LOOK TO PROVIDING RESOURCES TO THE ADA PROGRAM. THE ANTIDISCRIMINATION PROGRAM WAS AN OPPORTUNITY TO ENSURE THAT WE ALL HAD A COMMON UNDERSTANDING OF CIVIL RIGHTS AND OUR PROCESS. YOU CAN ALSO SEE THAT WE HAD TEAM MEMBERS ATTEND COURAGEOUS, CONVERSATIONS A SEMINAR WITH CULTURAL DEVELOPMENT AS WELL.

WITH THESE TRAININGS MOST OF THE TRAINING LED TO COMPLAINTS

IN THE LAW. >> SPEAKER: AND IN THAT IF YOU THINK ABOUT THE MAIN POLICIES THAT COME ACROSS AN EFFECT EMPLOYEES AND THE RELATIONSHIPS, HIB, ANTIDISCRIMINATION, STABILITY, STAFF CONDUCT AND I KNOW I HAVE ANOTHER ONE HERE, AND SEXUAL HARASSMENT. IT IS REALLY IMPORTANT TO MAKE SURE THAT NOT ONLY OUR LANGUAGE IS UP TO DATE WITH CURRENT TRENDS BUT ALSO THEN REALLY STARTING TO TAKE A LOOK AND REALIZING THAT THERE'S A LOT OF OVERLAP WITHIN THOSE PARTICULAR POLICIES. THE LANGUAGE BEGINS TO REPEAT ITSELF SOMETIMES THROUGHOUT THESE. ONE THING WE ARE LOOKING AT NOW IS, WHERE DO WE BEGIN TO STREAMLINE THOSE POLICIES AROUND REPORTING PROCEDURES, COMPLAINT PROCEDURES AND THAT PART AS WELL. ONE OF THE ROLES THAT I HAVE IN THE DISTRICT IS FROM OS PI IS THE CIVIL RIGHTS COMPLAINT COORDINATOR. ONE OF THE MAIN THINGS THAT REALLY KEEP ME FOCUSED IS OE 14 AROUND INCLUSION IN DIVERSITY. ONE OF THE THINGS THAT WE ARE WORKING ON RIGHT NOW THAT WILL BE RELEASED IN THE NEXT COUPLE OF MONTHS IS SOME NEW TRAINING AROUND ANTIDISCRIMINATION AND HOW THAT IN EFFECT IS VERY CLOSE TO DISCRIMINATION WHEN IT COMES TO PROTECTED CLASSES UNDER THE CIVIL RIGHTS LAW. SO, THE TRAINING AND POLICY REVIEW LED US TO LOOK AT OUR INTERNAL PROCESSES. ABOUT A YEAR AGO WE STARTED A WEEKLY CASE MANAGEMENT. THAT WAS A MEETING FOR EMPLOYEE REGULATIONS TEAM TO GO OVER INVESTIGATORY CASES. OVER THE YEAR WE TALKED ABOUT THE NEED IN ALL AREAS AND THIS GOES BACK TO DOCTOR PATTERSON'S COMMENTS ABOUT BEING CONSISTENT. THIS MEETING ENDED UP TURNING INTO A MEETING WHICH WE TALKED ABOUT ALL THE ADA CASES, HIB COMPLAINTS AND GRIEVANCES. WERE TRYING TO DO IS ENSURE EQUITY ACROSS ALL THE EMPLOYEE GROUPS. NO EMPLOYEE GROUP WAS

TREATED DIFFERENTLY. >> SPEAKER: IF YOU THINK ABOUT COLLECTIVE-BARGAINING AGREEMENTS THERE'S A LOT OF LANGUAGE IN THIS RIGHT, JARED? YES QUITE A FEW UNDER HIS PURVIEW AND I HAVE A FEW UNDERMINED. WHEN YOU THINK

[01:25:03]

>> SPEAKER: SO, JARED HAD MENTIONED A LITTLE BIT AGO I'M GOING TO PROVIDE YOU WITH SOME POINTS ON HOW WE HAVE PARTNERED WITH EQUITY. IT HAS BEEN REALLY ENLIGHTENING AND GREAT WORK WORKING VERY CLOSELY WITH THAT DEPARTMENT. ONE OF THE THINGS THAT JARED AND I DID WAS WE BECAME CERTIFICATED ADMINISTRATORS FOR THE INTERCULTURAL DEVELOPMENT INVENTORY. ESSENTIALLY WHAT THAT INVENTORY IS IS A PSYCHOANALYTIC TOOL WHICH ACTUALLY TELLS YOU WHERE YOU ARE PERCEIVED IN YOUR OWN INTERCULTURAL COMPETENCE AND WHERE YOU REALLY ARE. MANY OF US HAVE A GAP BETWEEN WHAT WE THINK WE ARE AROUND EXCEPT SINCE OF OTHER CULTURES AND HOW WE ENGAGE TO THEN WHERE WE REALLY ARE. THE COOL PART ABOUT IT IS IT BECOMES SOMETHING THAT YOU CAN ACTUALLY USE AND WORK ON. JARED HAD MENTIONED THAT WE MET WITH ALL OF THE EQUITY DEPARTMENT IN OCTOBER TO ATTEND THE NATIONAL SUMMIT FOR COURAGEOUS CONVERSATIONS ABOUT RACE. ONE OF THE THINGS THAT WE ARE VERY SERIOUS ABOUT IS KEEPING THOSE CONVERSATIONS GOING. BACK HERE IN REDMOND. WHEN YOU THINK ABOUT THE TRIANGLE BETWEEN AN EMPLOYEE AND HOW THEY INTERACT WITH THE DISTRICT AND HOW THEY INTERACT WITH THE UNION, THERE IS A DELICATE BALANCE IN THAT TRULY MUCH OF IT IS BASED ON A COMMITMENT TO LEARNING AND KNOWLEDGE AND REALLY SUPPORTING PEOPLE TO BE THEIR BEST. IN THAT, FOR ME, ON MY SIDE IT CERTIFICATED THAT WE EAT WEEKLY AND WORK TOWARD HUMAN RESOURCE STAFFING KINDS OF ISSUES. OFTEN TIMES IT IS ABOUT THE CBA AND HOW WE ARE INTERNALIZING THINGS WHETHER IT'S LEADS OR REMEDIES OR THOSE KINDS OF THINGS. WHEN WE GET SITUATIONS THAT WE CAN'T NECESSARILY DOWN HERE ON THE GROUND LEVEL WHERE IT MAY IMPACT THE LARGER SYSTEM IT COMES WEEKLY TO OUR GREATER DEAL WITH SUPERINTENDENT DR. HOLMEN, DOCTOR ROSS, MR. CODY AND HOWARD AND KATIE AND NONNY FROM THE UNION. WE ALL MEET AND BOTH OF THOSE TEAMS, WE ARE REALLY CAREFUL TO BE COMMITTED TO ACTION FROM IT. ONE OF THE COOL THINGS ABOUT THESE MEETINGS IT GOES BACK TO WHAT I WAS REFERRING TO. NONE OF THIS IS OUTSIDE ITSELF. WE OFTEN LEARN FROM EACH OTHER WHETHER WE ARE CALLING IN AN EXPERT OR REACHING OUT TO SOMEBODY TO BRING INFORMATION, IT IS ALSO HELPING US TO LOOK AT OUR PRACTICE ON THE GROUND IN ORDER TO IMPROVE WHAT WE ARE DOING.

WE WORK HARD AT MAKING SURE THERE IS SOME FORM OF DATA ON THE TABLE FOR BOTH OF THESE MEETINGS THAT WE MEET REGULARLY WITH WHETHER IT IS QUALITATIVE OR QUANTITATIVE DATA. AS YOU KNOW, WE ARE ABOUT TO THIS WEEK START A BARGAIN WITH THEM. WE

[01:30:08]

IT WILL BE EXCITING WHEN WE LOOK AT THE KINDS OF ROLES THAT WE ALL HAVE . WE HAVE AN ELECTRONIC REPOSITORY THAT WE HAVE WORKED ON AND WE HAVE REALLY PREPARED.

>> SPEAKER: LOOKING AT THE BULLET FOR THE CLASSIFIED PARTNERS IS A PIGGYBACK ON EVERYTHING THAT RICH IS TALKING ABOUT. FIRST OF ALL I'M EXCITED FOR RICH TO BEGIN BARGAINING WITH SURFSIDE AS WE TAKE A SEAT TO THE SIDE OF THE BARGAINING. OUR LABOR PARTNERS ARE CRITICAL TO THE SUCCESS OF OUR DEPARTMENT AND THE STUDENTS. WITH THIS PARTNERSHIP IT IS REALLY TRUST AND BUILDING THE RELATIONSHIP AND ITS CREDIBILITY. RELATIONSHIPS EVOLVE AND YOU CAN'T LET THEM GROW STALE. RELATIONSHIPS ALSO CHANGE IN IN ONE CHALLENGE WE HAD THIS PAST CALENDAR YEAR THE 11 LABOR PARTNERS EIGHT HAD A LEADERSHIP CHANGE WHEN IT WAS THE PRESIDENT OR BUSINESS AGENT. I'D NEVER SEEN ANYTHING LIKE THAT BEFORE. AS YOU MIGHT BE AWARE THERE WERE A COUPLE OF ORGANS IN THE LAST SIX MONTHS SO IS IMPERATIVE TO GET AND BUILD CREDIBILITY AND TRUST TO HELP GET THOSE DEALS DONE. FOR THE CLASSIFIED SIDE I WILL MEET WITH ALL THE CLASSIFIED UNION GROUPS ONCE A MONTH. OF COURSE WE'VE GOT AN UNDERSTANDING WHAT'S HAPPENING BETWEEN THE MEETINGS THAT WILL MEET OFF CYCLE TO NOT LET ANYTHING SIMMER TOO LONG. REALLY THOSE MEETINGS ARE PROBLEM-SOLVING MEETINGS COLLABORATIONS THAT ARE COMING TOGETHER AND REALLY TRYING TO FIGURE OUT HOW TO HANDLE IT AT THE LOWEST LEVEL AND NOT LEAD TO GRIEVANCES.

WHEN IT COMES TO THE DISTRICT LEADERSHIP TEAM AND SCHOOL ADMINISTRATORS WE JUST MADE A CONCERTED EFFORT TO BE RESPONSIVE TO CONTINUE TO GROW WITH OUR DISTRICT LEADERS. WE IMPRESSED MICHAEL SO MUCH HE WANTED TO JOIN US. HE IS NOW ON THE TEAM AND WE MADE IT A CONCERTED EFFORT TO GET OUT OF THE BUILDING. SOMEONE LIKE ME WHO DID NOT HAVE AN EDUCATION BACKGROUND IT IS EYE-OPENING WHEN I SEE WHAT'S GOING ON IN THE BUILDINGS. REALLY TRYING TO BUILD THAT RELATIONSHIP AND

TRUST GOING TO THE BUILDINGS. >> SPEAKER: ONE OF THE SYSTEMS THINGS THE SYSTEM WAS TELLING US BIG TIME LAST YEAR IS THAT WE NEED COMMON UNDERSTANDINGS AND PRACTICES AROUND HOW WE APPROACH EMPLOYEE DISCIPLINE AND EMPLOYEE INVESTIGATIONS.

WE WORK OVER THE SUMMER AND PRESENTED TO ALL OF DLT IN AUGUST A FLOWCHART THAT REALLY GAVE FOLKS A STEP-BY-STEP PROCESS FOR WHETHER AN INCIDENT WAS A LOW IMPACT KIND OF INCIDENT WHETHER THE IMPACT WAS HIGH. ALONG THE WAY WHAT ARE THE DECISIONS THAT NEED TO BE MADE, WHO IS RESPONSIBLE FOR WHAT ALONG THAT AND THEN THE IMPORTANCE OF TIMELY RESPONSES WHEN IT COMES TO DISCIPLINARY ACTION AND INVESTIGATIONS. IN AUGUST RIGHT HERE IN THIS ROOM WE HAD ALL BUILDING LABOR MANAGEMENT TEAMS COMING TOGETHER TO LEARN ABOUT CONFLICT RESOLUTION AND THE IBB INTERSPACE BARGAINING PROCESS.

THE SECOND WEEK IN AUGUST THEY ALSO HOST THE TRAINING WEEK IS JAMPACKED WITH EVERYTHING WE NEED GOING INTO THE YEAR LOTS OF WORKSHOPS AND IT IS REALLY TOUGH SOMETIMES TO GET A BLOCK OF TRAINING IN THERE AFTER THE SURVEY WAS SENT OUT THE SYSTEM IMPLIED THAT DID SOME INVESTIGATION TRAINING. THE ELR TEAM PUT TOGETHER A BLOCK ON FRIDAY MORNING WHICH IS THE MOST POPULAR SPOT OF THE WEEK. WHAT WE WERE ABLE TO DO IS WALK THEM THROUGH THE INVESTIGATION PROCESS WITH THIS FLOWCHART THAT WE CREATED WHICH WAS VERY BENEFICIAL. YOU MAKE A PRODUCT, SEND IT OUT AND THEN TO BE ABLE TO WALK THROUGH IT AND SEND QUESTIONS WAS GREAT AND WE HOSTED A Q&A SESSION WHERE DISTRICT LEADERS WERE ABLE TO ANSWER THE QUESTIONS ON THE SPOT AND HAVE A COLLECTIVE CONVERSATION AROUND THOSE QUESTIONS. WE ALSO HAD SCENARIOS PLANNED OUT THAT INDIVIDUALS MIGHT FIND THEMSELVES IN, WE BROKE PEOPLE UP IN TABLE GROUPS AND HAD THEM EVALUATE THE SITUATION, REPORT OUT AND ADD A COLLECTIVE CONVERSATION ABOUT THAT AS WELL. AND FINALLY AT THE END WE ASKED FOR FEEDBACK.

UNSOLICITED ANONYMOUS FEEDBACK SEND IT OUR WAY AND WHAT THAT DID WAS LEAD US TO FURTHER PRODUCTS SUCH AS THE HR ELR

NEWSLETTER. >> SPEAKER: WHAT JARED FORGOT

[01:35:03]

ALSO NOT A POPULAR TOPIC. >> SPEAKER: FOR SURE! PEOPLE GET REALLY NERVOUS. WE DID PRODUCE AND PUBLISH OUR FIRST PUBLICATION AROUND INVESTIGATIONS AND IT IS TO INTENTIONALLY SUPPORT PEOPLE AND TRENDS AND PRACTICES WITH EMPLOYEE AND LABOR RELATIONS. WE ARE ALSO WORKING CURRENTLY AND GETTING CLOSE TO FINISHING I WOULD IMAGINE IT WOULD COME TO YOU. THE AFFINITY GROUPS FOR THE DISTRICT WILL. WHEN YOU LOOK AT GROUPS OF FOLKS WHO SHARE SIMILAR SOCIAL CULTURAL BACKGROUNDS AND EXPERIENCES, SHARED CARE ERA STICKS AND OFTEN TIMES ACROSS THOSE PROTECTED CLASSES OF FOLKS. WE WOULD LIKE TO PROVIDE THOSE OPPORTUNITIES FOR PEOPLE TO COME TOGETHER TO FEEL SUPPORTED FROM EACH OTHER AROUND ANYTHING FROM RACE, SEXUAL ORIENTATION, ALL OF THOSE COMPONENTS OF PROTECTED CLASSES. AND FINALLY ANOTHER AVENUE OLD INCAPACITY THAT WE BEEN WORKING WITH OTHER BARGAINING OPPORTUNITIES.

THERE'S BEEN A LOT OF ORGAN HE HAPPENING AND THERE'S NOTHING BETTER THAN BUILDING CAPACITY FOR THE FUTURE LEADERS AND GETTING THEM ON THE MARKETING TEAM AND GETTING THEM TRAINING.

I CAN SPEAK TO THE CLASSIFIED SIDE THE CLASSIFIED BARGAINING CAN BE DIFFERENT THAN CERTIFIED BARGAINING. WHEN WE GET TOO MANY TEAM MEMBERS ON IT IS AN EYE-OPENING PROCESS. EVERY TIME THE TEAM MEMBERS LEAD THEY FEEL VERY FULFILLED AND JUST VERY HAPPY TO HAVE THAT EXPERIENCE. WHAT WE WANT TO DO IS TO GET PEOPLE IN AND GET THEM THE TRAINING CAN THE

OPPORTUNITY. >> SPEAKER: THANK YOU BOARD

VERY MUCH. >> SPEAKER: THANK YOU FOR YOUR

TIME TONIGHT. >> BOARD MEMBER: EVERY TIME I HAVE THE OPPORTUNITY TO LISTEN TO THE TEAM IN HERE THE SUMMARIES OF THE WORK THAT IS TAKING PLACE ABOUT THE WEEKS AND THE MONTHS IT'S EXCITING. I AM ESPECIALLY EXCITED TONIGHT TO KNOW THAT THEY BEEN ABLE TO PRESENT THAT TO THE BOARD. YOU CAN SEE OUR INTENTIONAL EFFORTS ARE FURNISHING IN TERMS OF ALIGNMENT, PARTNERSHIP AND CAPACITY BUILDING. I THINK IT'S ONLY FITTING TO END WITH OUR FOCUS AGAIN ON STUDENTS. I THINK ABOUT A STORY THAT A FRIEND OF MINE TOLD ME SHE SAID IT WAS ABOUT KNOWING HOW THINGS EVOLVE. SHE LIKENED IT TO A SONG. SHE SAID COULD HEAR A SONG ON A RADIO AND RECOGNIZE THE TUNE OR YOU MIGHT THEN BE ABLE TO HUM A SONG AND SHE SAID SOMETIMES YOU MIGHT KNOW THE WORDS TO A SONG AND THERE ARE SOME PEOPLE WHO CAN WRITE LYRICS AND SOME PEOPLE WHO CAN WRITE NOTES. BUT SHE SAID IF YOU CAN LEAD AN ORCHESTRA IN THE PLAYING OF THE SONG, THE EVOLUTION. I THINK ABOUT THE EVOLUTION OF THIS TEAM I HOPE TONIGHT YOU CAN SEE EVIDENCE OF THAT AND WE ARE YOUR HR TEAM. I WOULD BE REMISS IF I DIDN'T THANK THE TEAM. CAMILLE, THANK YOU. JARED, RICHARD, WELCOME ABOARD. WE WILL TAKE QUESTIONS OR COMMENTS.

>> PRESIDENT: THANK YOU VERY MUCH AND APPRECIATE THE OPPORTUNITY TO HEAR ABOUT ALL THE OPPORTUNITIES IN THE HR DEPARTMENT. ARE THERE ANY QUESTIONS OR FOLLOW-UP FROM ANYBODY? I BELIEVE DIRECT OR LEAH CHOI HAS SOME.

>> BOARD MEMBER: FIRST I WOULD LIKE TO SAY THANK YOU FOR THE PRESENTATION IT WAS VERY ENLIGHTENING. COULD YOU POST THE PRESENTATION AS WELL BECAUSE I COULD NOT WRITE TO GET ALL THE INFORMATION I WANTED AND SECOND ADEQUATE QUESTION ABOUT THE DATA THAT WAS PRESENTED. IT MIGHT BE NEXT TIME YOU CAN LET ME KNOW. YOU WERE GIVING US SOME REALLY GOOD TRENDING DATA AND REFERENCING SOME NATIONAL DATA AND THE COMPARISONS. I WAS WONDERING IF YOU COULD GO INTO A LITTLE MORE DETAIL ABOUT WHERE OUR DISTRICT IS AT VERSUS THE NATION. ARE WE SEEING VERY COMPARABLE SHIFTS THAT OTHER DISTRICTS THAT ARE THE SAME SIZE AND WERE NOT RURAL, BUT THE SAME TYPE OF DISTRICT EXPERIENCING, ARE WE GOING

AGAINST TRENDS? >> SPEAKER: THE SHORT ANSWER

[01:40:06]

LEVEL OF STABILITY. >> BOARD MEMBER: AWESOME.

BECAUSE YOU BROUGHT UP THE RETENTION NUMBERS, COMPARED TO PRE-PANDEMIC WHEN YOU LOOK AT THE DROP IN RETENTION RATES BETWEEN FIRST YEAR DID THAT DROP INCREASE OR IS IT COMPARABLE TO WHAT WE SAW PRIOR?

>> SPEAKER: PRE-PANDEMIC I DIDN'T SHARE THAT WITH YOU ALL BECAUSE THAT DATA IS NOT CLEAN WHEN YOU BREAK IT DOWN BY EMPLOYEE TYPE. WHEN WE LOOKED AT EMPLOYEE TYPE WE DIDN'T SEE A DRASTIC INCREASE OR ANYTHING STATISTICALLY SIGNIFICANT ON THE CERTIFICATE OR SIDE. IN PLAIN LANGUAGE WE DIDN'T SEE MORE TEACHERS LEAVING IN YEAR ONE OR YEAR THREE THEN PRE-PANDEMIC. THAT'S NOT WHAT WE SAW. IT WAS SURPRISING BECAUSE IS NOT NECESSARILY THE STORY THAT SOME OF OUR ADMINISTRATORS THOUGHT THEY WERE EXPERIENCING. AGAIN GIVE A LARGE DISTRICT. WHEN YOU HAVE OVER 4000 EMPLOYEES A NUMBER LIKE 600 IS NOT A LARGE IMPACT. THERE WOULD'VE HAD TO BE MORE TO LEND ITSELF SOMETHING STATISTICALLY SIGNIFICANT. WHAT WE DID NOTICE IS THOSE TRENDS IN THE EARLY ENTRY-LEVEL POSITION, EARLY IN THAT THE FIRST YEAR ESPECIALLY IN THE CLASSIFIED RANGE WE STARTED LOOKING AT BUS DRIVERS AND CLASSROOM SUPPORT. THAT REALLY SPOKE TO IN OUR ESTIMATION SPEAKS TO THE ECONOMIC LANDSCAPE IN CONTEXT EVEN MORE SO THEN COVID. BECAUSE WHEN YOU THINK ABOUT LIVABLE WAGE AND YOU'RE IN A DISTRICT WHERE THE WAGE IS AND THE COST OF LIVING IS HAVING AN INVERSE RELATIONSHIP THEN IT NATURALLY SPEAKS TO WHY PEOPLE WOULDN'T BE ABLE TO AFFORD TO COMMUTE TO COME TO WORK AND TO BE A PARENT EDUCATOR AND WORK FOR $23 PER HOUR WOULD NOW RENT HAS WENT OVER 30 PERCENT MORE.

FOR US THAT'S WHY WITH THE TALENT ACQUISITION STRATEGY WE DID SHIFT. WE WERE USED TO REALLY HEAVILY EMPHASIZING RECRUITING EVENTS, GOING TO UNIVERSITIES AND REALLY FOCUSING ON CERTIFICATE OR TO BE CANDID. WE REALLY HAVE SHIFTED AND MADE SURE THAT WE BALANCED THAT OUT. WE STILL ATTRACT CERTIFICATED BUT IN A SPECIALIZED WAY SPECIAL EDUCATION, STEM, TE, ESA BUT WE RAMPED UP WHAT WE DO FOR

[01:45:01]

>> BOARD MEMBER: ANY OTHER QUESTIONS? ALL RIGHT. I WANT TO THANK YOU ALL TONIGHT AND GIVING US AN UP DATE ON HR IT'S EXCITING WORK YOU'RE DOING. I APPRECIATE THE CONNECTION TO THE NATIONAL TREND TO GIVING THE WHOLE CONTEXT. I WANT TO THANK YOU, JARED, TO THE MULTIPLE CONTRACTS THAT WERE NEGOTIATED THROUGH THIS PROCESS AND ALL OF YOU FOR THE WORK YOU HAVE DONE. THANK YOU VERY MUCH IT'S EXCITING TO SEE ALL THESE DIFFERENT COMPONENTS IN PLACE. I WOULD LIKE TO CALL OUT THE QUOTE AT THE BEGINNING I GREATLY APPRECIATED YOU CONNECTING THIS GREATLY TO THE STUDENTS. AND THE REASON YOU NEED A STRONG HR DEPARTMENT THE WORK. YOUR HEART AND FOCUS IS GREATLY APPRECIATED. THANK YOU VERY MUCH FOR ALL YOU DO. HOW ABOUT WE TAKE A QUICK FIVE MINUTE BREAK. UNTIL 9:00

>> PRESIDENT: ALL RIGHT WE ARE READY TO START. WE ARE BACK FROM BREAK. THANK YOU ALL. I WOULD LIKE TO START THE MEETING. WE ARE NOW AT THE ITEM OF MONETARY REPORTS AND WE HAVE TWO MONETARY REPORTS THIS EVENING. OPERATIONAL EXPECTATION NUMBER 4 PERSONNEL WHICH WE JUST HAD AN UPDATE FROM THE PERSONNEL DEPARTMENT DID WE WILL HAVE THE MONITORING REPORT FROM LAST YEAR AND THEN WE HAVE OPERATIONAL EXPECTATION NUMBER 3 TREATMENT OF COMMUNITY STAKEHOLDERS DUE TO THE MOTION

TO ENTERTAIN? >> BOARD MEMBER: FOR TIME REASONS I MOVE THAT WE TABLE OUT E- THREE UNTIL THE 23RD.

>> PRESIDENT: IT SEEMS THAT WAS POPULAR. IT HAS BEEN MOVED OE-3 TO THE NEXT BOARD MEETING. IT WAS MOVED AND SECONDED. ALL THOSE IN FAVOR PLEASE SIGNIFY BY VOTING AYE. NO ONE OPPOSED? WITH THAT PLEASE PUT OE-3 TO OUR NEXT BOARD MEETING AT THE END OF THIS MONTH. WITH THAT LET'S JUST GO FORWARD WITH THE OPERATIONAL EXPECTATION FOR FOR PERSONNEL. AS YOU REMEMBER THROUGH THESE POLICIES WE ESTABLISH OUR VALUES THE EXPECTATIONS TO OPERATE IN THE EXISTENCE OF POLICY LANGUAGE A REVIEW OF OUR CURRENT CONDITIONS AND MONITORING DATA.

IT IS FROM THE SCHOOL YEAR OF 2021-2022. THE MONETARY ACTIONS MAKE UP THE BOARDS OVERSIGHT AND MAKE SURE THAT IT'S OPERATIONAL STANDARDS HAVE BEEN MET. THE FIRST AND ONLY ONE ON OUR AGENDA TONIGHT IS THE MONITORING REPORT, OE-4 FOR PERSONNEL. WOULD YOU INTRODUCE US TO THIS MONITORING?

>> SPEAKER: WE WILL. WE HAVE A NICE PICTURE PAINTED FOR US AROUND PERSONNEL ADMINISTRATION IN LAKE WASHINGTON SCHOOL DISTRICT SO THANK YOU TO OUR RESOURCES TEAM FOR THAT AND THIS IS WHY WE ARE MONITORING THE POLICY THIS EVENING BECAUSE THOSE TWO THINGS DO GO HAND IN HAND. THE POLICY STATES THE SUPERINTENDENT SHALL REAP FRUIT EMPLOYMENT, DEVELOPMENT, EVALUATION AND COMPENSATION OF DISTRICT EMPLOYEES IN A MANNER NECESSARY IN ORDER FOR THE DISTRICT TO ACHIEVE ITS RESULTS POLICIES. THERE ARE 12 COMPONENTS IN IN OE-4. IN THIS REPORT IT IS PRESENTED TO THE BOARD AS COMPLIANT WITH EXCEPTIONS NOTED. 4.1 STATES THAT THE SUPERINTENDENT WILL ENSURE THAT NO PERSON IS EMPLOYED WITH THE DISTRICT WITHOUT FIRST CLEARING BACKGROUND INQUIRIES AND CHECKS. AND YOU ALL HAVE THE REPORT AND YOU HAVE ADDITIONAL INFORMATION SO I WILL SUMMARIZE INFORMATION AND AND FINDING.

THE DISTRICT IMPLEMENTS A SCREENING AND BACKGROUND CHECK PROTOCOLS AND PRACTICES AND HUNDREDS OF NEW EMPLOYEES DURING THE 2021 2022 SCHOOL YEAR WENT THROUGH THAT PROCESS.

[01:50:03]

>> PRESIDENT: SEE NO QUESTIONS WE CAN MOVE ON.

>> BOARD MEMBER: 4.2 STATES THAT THE SUPERINTENDENT WILL SEEK ONLY HIGHLY ALL FIGHT AND BEST SUITED CANDIDATE FOR ALL POSITIONS. THERE ARE A NUMBER OF PIECES OF EVIDENCE WITHIN THE REPORT BUT ULTIMATELY 100 PERCENT OF CONTRACTOR AND STAFF EMPLOYEES MET MINIMUM QUALIFICATIONS IN IN EDUCATIONAL AND CERTIFICATION REQUIREMENT.

>> PRESIDENT: ANY QUESTIONS? >> BOARD MEMBER: 4.3 STATES THE SUPERINTENDENT WILL ENSURE EQUITABLE RECRUITMENT HIRING RETENTION PRACTICES THAT SUPPORT AN INCREASINGLY DIVERSE WORKFORCE. I THINK YOU HEARD SIGNIFICANT AMOUNT OF INFORMATION ABOUT ALL THE EFFORTS THAT GO INTO THAT. THE DISTRICT EMPLOYEES RECRUITMENT STRATEGIES TO SEEK QUALIFIED AND DIVERSE CANDIDATES THE DISTRICT ALSO EMPLOYS PRACTICES THAT ARE TARGETED AND EMPLOYEE RETENTION.

>> PRESIDENT: DIRECTOR STUART?

>> BOARD MEMBER: GREAT QUESTION JUST A DEFINITION IN BULLET NUMBER 1 AND 4.3 AND PARENT HOODS? I AM SORRY, CAN

YOU TAKE OUT SINGLE PARENT? >> BOARD MEMBER: I'M SORRY

COULDN'T HEAR. >> BOARD MEMBER: ON POINT NUMBER 1 THE VERY LAST PHRASE IS AND PARENTHOOD. I DON'T KNOW HOW YOU CLASSIFY THAT. HE SAYS NATIONALITY FOR RELIGIONS AND PARENT HOODS? I WAS KIND OF BEFUDDLED. I JUST ASKED FOR

CLARIFICATION. >> BOARD MEMBER: IT REFERS TO PARENTS. DIFFERENT PARENTING BECAUSE YOU CAN BE A BIOLOGICAL PARENT YOU CAN BE AN ADOPTIVE PARENT OR FOSTER PARENT. YES.

THANK YOU. >> PRESIDENT: DIRECTOR LEAH

CHOI? >> BOARD MEMBER: I WAS CURIOUS ABOUT SOME OF THE EMPLOYEE PROGRAMS THAT ARE MENTIONED.

THERE IS THE EMPLOYEE ASSISTANCE PROGRAM. YOU MENTIONED SOLUTIONS FOCUSED COUNSELING SERVICES THAT ARE FREE OF COST FOR EMPLOYEES THIS PAST YEAR. ASI WAS WONDERING WHAT WAS THE DEGREE OF INTEREST AND UTILIZATION IN THOSE PROGRAMS AND WAS THERE FEEDBACK ON TO WHETHER OR NOT THOSE WERE WORTHWHILE FOR THE PEOPLE THAT CHOSE TO PARTICIPATE?

>> BOARD MEMBER: I WILL FOLLOW UP WITH THE ACTUAL DATA. I KNOW WE RECEIVED REPORTS THAT PROVIDE A NUMBER OF STAFF THAT ACCESS IT OVER THE LAST COUPLE OF YEARS WE HAVE SEEN A SIGNIFICANT INCREASE IN STAFF. WE WILL ALSO SEE IF PART OF THE REPORTING IS AN EXIT REPORT AROUND SATISFACTION AND THINGS LIKE THAT. I KNOW ACCESS TO THOSE SERVICES INCREASED OVER

THE LAST COUPLE OF YEARS. >> PRESIDENT: NO OTHER

QUESTIONS. >> BOARD MEMBER: GREAT. 4.4 STATES THAT THE SUPERINTENDENT WILL EFFECTIVELY HANDLE COMPLAINTS AND CONCERNS. THE DISTRICT HAS HANDLED 100 PERCENT OF EMPLOYEE COMPLAINTS WITH THE POLICY AND THE LAW.

>> PRESIDENT: I DID HAVE A QUESTION AND READING THROUGH THE EVIDENCE SPOKE TO UNIONIZED STAFF. MY QUESTION WAS ABOUT

NONREPRESENTED STAFF. >> BOARD MEMBER: NONREPRESENTED STAFF WE WOULD COMPLY WITH THE LAW BECAUSE THERE'S LEGAL LANGUAGE AROUND HOW YOU FOLLOWED DISCRIMINATION COMPLAINTS AND THINGS LIKE THAT.

>> PRESIDENT: IS THERE ANY EVIDENCE OF THAT THAT WE HAVE?

>> BOARD MEMBER: THERE IS, IT JUST MIGHT NOT HAVE BEEN

REPORTED. >> PRESIDENT: OKAY, THANK YOU.

ANY OTHER QUESTIONS? >> BOARD MEMBER: 4.5 STATES THE SUPERINTENDENT WILL MAINTAIN ADEQUATE JOB DESCRIPTIONS FOR ALL STAFF POSITIONS. THE DISTRICT DOES ENSURE THAT JOB DESCRIPTIONS ARE ACCURATE AND PROPERLY MAINTAINED IN ALIGNMENT JOB RESPONSIBILITIES . ONE OF THE THINGS THAT WE ARE SURE TO DO THE JOB DESCRIPTION IS REVIEWED. WE ALSO MAINTAIN JOB DESCRIPTIONS IN ALIGNMENT JOB

RESPONSIBILITY. >> PRESIDENT: DIRECTOR STUART?

>> BOARD MEMBER: WHERE WE HEAD OF THE GAME WITH JOB DESCRIPTIONS WITH THE NEW LEGISLATION OR THE NEW LAW THAT CAME IN EFFECT THIS YEAR THAT SAID YOU HAD TO INCLUDE PAY

[01:55:02]

ELSE? >> BOARD MEMBER: IN REGARDS TO THAT WE HAVE ALWAYS POSTED SALARY OR RATES, THE BENEFIT SO

IT DID NOT AFFECT US. >> BOARD MEMBER: NUMBER AGAIN, CERTAIN INDUSTRIES ARE REALLY CUT SHORT.

>> BOARD MEMBER: K-12 IS REALLY EFFICIENT WITHOUT A POST THEIR JOBS WITH ALL OF THAT INFORMATION.

>> BOARD MEMBER: AND YOU DON'T HAVE TO WORRY ABOUT THE NEW

REGULATIONS.[LAUGHTER] >> PRESIDENT: DIRECTOR LEAH

CHOI? >> BOARD MEMBER: OF A QUESTION FOR THE BOARD. IS THE INTENT OR BOARD VALUE TO HAVE ACCURATE JOB DESCRIPTIONS OR EVALUATE JOB DUTIES AND RESPONSIBILITIES ON A REGULAR BASIS? DO WE KNOW WHEN IT WAS WRITTEN?

>> PRESIDENT: I THINK IT IS A GREAT QUESTION. PROBABLY ONE WE SHOULD DISCUSS TO DETERMINE WHAT THE POLICY IS MEANT TO SAY AND THAT MIGHT BE A REVISION THAT WE WANT TO BRING FORWARD

TO CALL OUT MORE SPECIFICALLY. >> BOARD MEMBER: I WOULD IMAGINE OVER TIME DUTIES AND RESPONSIBILITIES SPECIFIC ROLES WOULD CHANGE SOME CURIOUS IF THERE WAS A SYSTEMATIC PROCESS FOR EVALUATING DUTIES AND RESPONSIBILITIES AS A JOB

TITLE. >> BOARD MEMBER: IS THERE A SYSTEMWIDE PROCESS? FOR OUR PROFESSIONAL TECHNICAL STAFF IF THERE IS AN ACTUAL PROCESS TO EVALUATE THE JOB IN RELATION TO INTERNAL EQUITY AND THINGS LIKE THAT, I WOULD SAY THERE'S A NUMBER OF OUR JOB TYPES THAT REALLY ARE IN MORE RELATION TO INDUSTRY PRINCIPAL, ASSOCIATE PRINCIPAL, THOSE THINGS ARE RELATIVELY CONSISTENT IN THOSE JOB POSITIONS DON'T CHANGE A TREMENDOUS AMOUNT. I WILL HAVE TO FOLLOW-UP WITH THE TEAM I'M NOT SURE IF THERE IS A METHODOLOGY THAT IS CONSISTENT.

WE DO HAVE TIMES RE WE NEED TO CHANGE AND UPDATE JOB

DESCRIPTIONS. >> PRESIDENT: DIRECT ERIC

LALIBERTE? >> BOARD MEMBER: I HAD MERIT.

TAKEN A JOB A FEW TIMES WHERE THE DESCRIPTION DIDN'T MATCH THE JOB AND IT BEING A HORROR SHOW FOR ME AND I'M SURE FOR THEM. THE ACCURACY AND DESCRIPTION. WHILE. I CAN

TELL TALES. >> BOARD MEMBER: DIRECT THEIR LEAH CHOI, CAN YOU GIVE ME ONE MORE TIME THE POTENTIAL INTERESTS OF THE POLICY YOU IDENTIFIED?

>> BOARD MEMBER: MY QUESTION IS IS IT REALLY AN INTEREST TO HAVE AN ETA JOB DESCRIPTION WHENEVER A POSITION IS POSTED OR IS IT TO REGULARLY EVALUATE THE DUTIES AND RESPONSIBILITIES ASSOCIATED WITH THAT SPECIFIC POSITION? FOR EXAMPLE AN OFFICE ADMINISTRATOR'S ROLE, THE DUTIES AND RESPONSIBILITIES OVER TIME MIGHT CHANGE BASED OFF OF THINGS SUCH AS TO ELEGY OR WHATNOT. AND SO, IS THERE A PROCESS FOR REVIEWING THE DUTIES AND RESPONSIBILITIES OF A JOB AND THEN HAVE IT ACCURATELY REFLECTED IN A JOB DESCRIPTION PRIOR TO POSTING TO THE POSITION? OR WAS THAT NOT THE INTENT?

>> PRESIDENT: BASED ON THE INTERPRETATION THAT IS PROVIDED IT WILL CAPTURE THAT INTENT AS WELL. IT DOES SAY IT MEANS CURRENT AND ACCURATE OUTLINES OF EMPLOYMENT DUTIES THAT REFLECT THE ESSENTIAL ABILITIES. NOW, THE INDICATOR OF COMPLIANCE DOES NOT NECESSARILY SAY SYSTEMATIC WAYS IN WHICH DOING SO OF WHICH THE JOB IS POSTED.

>> BOARD MEMBER: I ALWAYS VIEW THE POLICY AS THE FORMER AND NOT THE SECOND. I THINK THE SECOND, THE LATTER IS AN INTERESTING IDEA AND KEEP REPEATING THAT. I WANTED TO CAPTURE THAT AND THINK ABOUT IT. I AM GOOD. THANK YOU FOR ANSWERING MY QUESTION DIRECTOR LEAH CHOI.

>> BOARD MEMBER: THANK YOU. 4.6 STATES THE SUPERINTENDENT WILL PROTECT CONFIDENTIAL INFORMATION. WE HAVE POLICY PROCEDURES SYSTEMS IN PLACE TO PROTECT INFORMATION AND AS OF SUCH, THERE WERE NO RELEASES OF CONFIDENTIAL INFORMATION NOR

[02:00:01]

EMPLOYEE INFORMATION. >> PRESIDENT: DO YOU HAVE QUESTIONS? YOU COME WITH OUR POLICIES AND PROCEDURES BUT THEY AREN'T LISTED UNDER THE EVIDENCE.

>> BOARD MEMBER: GREAT. >> PRESIDENT: THANK YOU.

>> BOARD MEMBER: 4.7 YOU WILL SEE THAT THIS IS BEING REPORTED AS NOT IN COMPLIANCE. 4.7 STATES THE SUPERINTENDENT WILL STATE COMPENSATION AND WORKING CONDITIONS THAT ATTRACT AND RETAIN HIGH QUALITY EMPLOYEES. TWO PIECES HERE COME THE DISTRICT USES CONSISTENT METHODS OF GATHERING COMPENSATION AND INFORMATION FROM REGIONALLY IDENTIFIED AND COMPARABLE DISTRICT. THE BOARD IS AWARE OF THOSE PRACTICES.

PART OF THIS, PART OF THE EVIDENCE IS AROUND RETENTION OF STAFF AND WHEN YOU LOOK AT THIS FIVE-YEAR PERIOD THERE IS A SLIGHT DECLINE IN RETENTION. IT IS ACTUALLY MORE OF A ZIGZAG. TO TAKE A CONSERVATIVE APPROACH FELT LIKE TO REPRESENT THE DATA AS ACCURATELY AS POSSIBLE. TO ME IT JUST DIDN'T MEET THAT MARK. I THANK YOU HEARD TONIGHT THE RETENTION WAS A CONSIDERATION IN CHALLENGING ALL INDUSTRIES OVER THE LAST FEW YEARS. AND SO, IT IS NOT A SURPRISE EVEN THOUGH IT IS SOMETHING WE WANT TO PAY ATTENTION TO. REALLY, THE EFFORT TO MOVE INTO COMPLIANCES CONTINUING TO IMPLEMENT THE PRACTICES AND RECRUITMENT PLANS AND WHATNOT AROUND -THAT WE HEARD ABOUT TONIGHT AND THAT ARE IN PLACE.

>> PRESIDENT: DIRECTOR MARK STUART?

>> BOARD MEMBER: ACCORDING TO THE EXODUS REVIEWS IT WAS COMPLIANCE. AS WE LOOK AT THE DEMOGRAPHICS OF THE CERTIFICATED STAFF FOR THAT MATTER ALL STAFF, ARE WE LOOKING AT A BUBBLE, IF YOU WILL, OF RETIREMENT AND PERHAPS THIS LAST YEAR OR TWO AT THE BEGINNING OF THE BUBBLE? MY THOUGHT IS THAT GRANTED, WE ARE HEEDING THE VERY TAIL END AND I MEAN THE VERY TAIL END OF THE BABY BOOMERS BUT IT IS A BIG BOOM. I AM WONDERING IF THAT RETIREMENT IS NOT GOING TO HIT US AND WE NEED TO LOOK AHEAD TRYING TO GEAR UP MORE ON OUR RECRUITING EFFORTS? I DON'T KNOW, I'M JUST ASKING.

>> BOARD MEMBER: WHEN LOOKING AT EMPLOYEE SALARY MATRIX WHERE PEOPLE PLACED ON SALARIED SCHEDULES, IT DOES NOT APPEAR TO ME THAT THERE IS A SIGNIFICANT BUBBLE ONE WAY OR ANOTHER. THERE'S A NUMBER OF NEW STAFF MIDCAREER STAFF IN A

NUMBER OF END OF CAREER STAFF. >> BOARD MEMBER: IS SEEM LIKE PART OF THAT MCCLARY WAS PROVIDING THAT GIVING AN IMPETUS TO EARLIER RETIREMENT BECAUSE THEIR AVERAGE WOULD GO DOWN AFTER THEIR MCCLARY MONEY HAD DIMINISHED. I WAS HEARING THERE WAS GOING TO BE A LOT OF FOLKS SAYING IF I AM 57 AND I RETURNED NOW I WILL MAKE X. BUT IF I WAIT UNTIL 52 I'VE LOST

ABOUT $10,000. >> BOARD MEMBER: PLAN THREE

DICTATES THAT, TOO. >> PRESIDENT: I WANTED TO CALL OUT, I HAD A QUESTION THAT I HADN'T WHEN I WAS READING THERE WASN'T A SPECIFIC JOB CATEGORY WHERE WE SAW DIFFERENCES IN RETENTION AND I THINK FACEBOOK TO THAT THIS EVENING IN THE ANSWER WAS, YES. THAT WAS MORE ON THE CLASSIFIED STAFF AND THE HARDER STUFF THEY ARE WORKING TOWARDS. I JUST WANTED TO CALL THAT OUT THAT IT WAS IN THIS ONE AND IT'S WHERE THEY PUT THAT. IT WOULD BE INTERESTING TO HAVE THAT TYPE AS PART OF THE EVIDENCE BECAUSE THOSE ARE DISTINCTLY DIFFERENT GROUPS.

>> BOARD MEMBER: IF I AM REPORTING CORRECTLY IT IS ON

OE-14. >> PRESIDENT: I AM NOT SURE.

>> BOARD MEMBER: I WILL NOTE IT. OKAY 4.8 SAYS THAT THE SUPERINTENDENT WILL BE CONSISTENT WITH THE OWN SUPERINTENDENT EVALUATION AND PROVIDE THE RESULT COMPLIANCE

[02:05:03]

>> BOARD MEMBER: THIS POPPED UP IN MY BRAIN, IT INCLUDED COACHES, SUBSTITUTE, ARE THEY ALSO EXCLUDED FROM THE

EVALUATION PROCESS? >> BOARD MEMBER: COACHES ARE EVALUATED, SUBSTITUTES ARE OBSERVED. I DON'T KNOW IF THEY ARE FORMALLY EVALUATED. PART OF THAT BEING THAT THEY CAN BE IN ONE SCHOOL TODAY AND NEVER SHOW UP AGAIN AT THAT SCHOOL IN THE NATURE OF THEIR WORK EXPERIENCE ISN'T ONE THAT PROVIDES CONSISTENT THE AT ANY ONE SCHOOL SITE. THE SUBSTITUTES ARE NOT EVALUATED. OUR COACHES ARE.

>> PRESIDENT: KNOW THE QUESTIONS.

>> BOARD MEMBER: GREAT. 4.9 SAYS SUPERINTENDENT WILL MAKE SURE ALL STAFF MEMBERS ARE REQUIRED AND TRAINED FOR THE RESPONSIBILITIES ASSIGNED TO THEM. A COUPLE THINGS ALL STAFF MEET AND AMONG QUALIFICATIONS FOR THEIR POSITION. THAT IS INDICATED THROUGH THE HIRING PROCESS, JOB DESCRIPTIONS, IDENTIFY MINIMUM QUALIFICATIONS AND REQUIREMENTS. SECOND, ALL STAFF RECEIVE REQUIRED TRAINING. WE HAVE A VERY SPECIFIC SET OF REQUIRED TRAINING THAT ALL STAFF GO THROUGH AND WE HAVE OPPORTUNITIES FOR OPTIONAL TRAINING THAT ARE IN ALIGNMENT WITH THEIR JOB RESPONSIBILITIES. SOME OF THAT IS IN PERSON TRAINING, SOME OF THAT IS REMOTE TRAINING AND SOME OF THAT IS ASYNCHRONOUS REMOTE TRAINING.

>> PRESIDENT: NO QUESTIONS. >> BOARD MEMBER: FOR BRIGHTON STATES THAT THE SUPERINTENDENT WILL MAINTAIN AND DILLY A CULTURE THAT PROMOTES THE RESPONSIBILITY OF STAFF TO RESPONSIBLY PERFORM THEIR JOBS AND ALLOW THEM TO WORK IN AN AN ENVIRONMENT OF PROFESSIONAL SPORT, COURTESY AND RESPECT.

THE BOARD WILL NOTICE THAT THIS IS ALSO RATED AS NOT IN COMPLIANCE AS WE WRAPPED UP OE-4 MONITORING IN AUGUST TALKED ABOUT STAFF CLIMATE SURVEY WHICH WE WOULD BE IMPLEMENTING IN THE SPRING OF 23 THAT IS STILL THE PLAN AND WILL OCCUR. WE DON'T HAVE THAT DATA YET BECAUSE IT'S NOT SPRING 23. GIVEN OUR REPORTING CHANGE AND TIMELINE THAT IS WHY WE DON'T HAVE THOSE DATA. THE DISTRICT, THE DISTRICT DOES ASK STAFF TO PARTICIPATE IN WHAT WE CALL SCHOOLS SURVEY AND SO THAT IS FOR SCHOOL STAFF AND REALLY WHAT IT IS LOOKING AT IS SCHOOL EFFECTIVENESS AND SCHOOL CLIMATE. ALL OF OUR SCHOOLS PARTICIPATED IN THAT. WE ALSO HAVE A PROGRAM SURVEY THAT LOOKS AT REALLY PROGRAMS AND INITIATIVES SEEKING FEEDBACK ON THINGS THAT WERE IMPLEMENTED OR CONSIDERATIONS FOR AREAS THAT WE ARE CONSIDERING SHIFTING CHANGING OR ADOPTING PRACTICE PROGRAMS AND WHATNOT. LASTLY, ALL STAFF ARE OFFERED REQUIRED PROFESSIONAL DEVELOPMENT SIMILAR TO 4.9 IN THAT. AS I SAID PREVIOUSLY, WE WILL BE IN COMPLIANCE NEXT YEAR AS WE CONDUCT OUR STAFF CLIMATE SURVEY NEXT YEAR.

>> PRESIDENT: DIRECTOR MARK STUART?

>> BOARD MEMBER: IS THAT SURVEY IN THE BAG READY TO ROLL OR IS IT STILL BEING DEVELOPED?

>> BOARD MEMBER: WE ARE GOING TO USE PANORAMA. WE USE IT FOR OUR STAFF, THE SCHOOL EFFECTIVENESS SURVEY, WE ARE USING IT FOR OUR PARENT SURVEYS OR STUDENT SURVEYS AND USING IT

FOR STAFF CLIMATE SURVEYS. >> BOARD MEMBER: IS JUST A

[02:10:02]

MATTER OF TIMING? THANK YOU. >> PRESIDENT: NO OTHER

QUESTIONS. >> BOARD MEMBER: 4.11 STATES THAT REASONABLY INCLUDE PERSONNEL IN DECISIONS THAT AFFECT THEM. WE SPOKE A MOMENT AGO THAT THE STAFF A SURVEY USING THE ANNUAL SURVEY TO RECEIVE FEEDBACK AND INPUT ON DISTRICT PROGRAMS AND INITIATIVES. DISTRICT MEETS WITH ALL REPRESENTED GROUPS AND LABOR-MANAGEMENT MEETINGS LIKE WE HEARD THIS EVENING FROM THE TEAM AND THE STAFF AND DISTRICT DECISIONS ARE MADE USING PROCESSES WERE STAFF IS INCLUDED THROUGH BUILDING OR DISTRICT LEVEL TEAMS, COMMITTEES THAT IS SPECIFIC TO, IF YOU THINK ABOUT BIG SCHOOL DECISIONS THAT ARE MADE OUR TEACHER CONTRACT REQUIRES TO GO THROUGH A BUILDING DECISION-MAKING PROCESS. EVERY BUILDING HAS TO HAVE A WRITTEN BUILDING DECISION MAKING A MODEL THAT ACTUALLY OUTLINES WHAT DOES IT MEAN TO MAKE A LARGE DECISION THAT AFFECTS MULTIPLE JOB TYPES ACROSS THE STAFF AS WE ARE ADOPTING CURRICULUM AS A DISTRICT, AS WE ARE CONDUCTING OTHER DISTRICT COMMITTEES YOU WILL HEAR DURING THE SUPERINTENDENT COMMITTEE FOR THE SCHOOL START TIME COMMITTEE THAT HAS THE STAFF ON IT IS JUST ABOUT THAT ONGOING ENGAGEMENT WITH THESE TYPES OF PROCESSES.

>> PRESIDENT: DIRECTOR LEAH CHOI?

>> BOARD MEMBER: YOU INCLUDED THE RESPONSE RATE FOR THE SURVEY? I'M CURIOUS THEY SEEM LOW BUT IS THAT NORMAL FOR THE SURVEY? OR IS THERE SOME OTHER EXTENUATING CIRCUMSTANCE?

>> BOARD MEMBER: WE WILL FIND OUT THIS YEAR IF THEY ARE LOW IF THEY BUILD OUT A NEW PATTERN. THEY SEEM LOW TO ME AS WELL. I MEAN, RESPONSE RATE ON SURVEYS GREAT SURVEY RESPONSES 20 PERCENT WITH THIS ANONYMOUS SENDING OUT TO COMMUNITY TYPE IN DISTRICT STAFF A LOT OF TIMES WE ASK OUR BUILDING LEADERS OR DEPARTMENT LEADERS TO ACTUALLY ASK THE STAFF TO SIT DOWN AND MAYBE GIVE SOME TIME DURING A STAFF MEETING TO DO IT SO WE ACTUALLY DO GET THE FEEDBACK. I KNOW THAT LAST YEAR WAS HAIR ON FIRE FROM JANUARY THROUGH THE END OF THE SCHOOL YEAR. THAT COULD HAVE SOMETHING TO DO WITH IT BUT WE WILL MAKE SURE THAT WE REEMPLOY THOSE STRATEGIES THIS YEAR BECAUSE WE DO WANT TO HEAR FROM THE STAFF. IT IS VERY HELPFUL FOR US THAT WERE TALKING ABOUT TONIGHT IN THE STUDY SESSIONS WE ARE TALKING ABOUT A STRATEGIC PLAN BUDGET AND THE FEEDBACK FROM OUR STAFF IN THESE TYPES OF PROCESSES REALLY DO HELP US COALESCE AROUND WHAT IS IMPORTANT AND HOW PEOPLE ARE EXPERIENCING THEIR WORK ENVIRONMENTS.

>> PRESIDENT: WE ARE GOOD TO GO.

>> BOARD MEMBER: FINALLY THE SUPERINTENDENT A NOT RETALIATE AGAINST AND EMPLOYMENT FOR A LEGITIMATE VIOLATION OF POLICY.

THE ONLY EVIDENCE THAT I CAN PROVIDE IS THAT THERE ARE NO REPORTS OF RETALIATION BUT IN BUT IN PRACTICE ANYTIME ARE GOING THROUGH THAT PROCEDURE ONE OF THE KEY ASPECTS OF WRAPPING THAT UP P IS MAKING G SURE SURE THAT INDIVIDUALS LS UNDERSTAND THAT RETALIATION IS UNACCEPTABLE AND E AND THAT T RETALIATION IS S CONSIDERED A VIOLATION OF WHICH WOULD BE INVESTIGATED AND COULD LEAD TO DIGITAL DISCIPLINE. THAT IS PART OF THE PROCESS TO WRAP UP IN INVESTIGATION IF THERE ARE

FINDINGS. >> PRESIDENT: NO QUESTIONS.

>> BOARD MEMBER: AT THIS TIME I ONLY POLICY CONSIDERATION IS THINKING ABOUT HOW CAN WE DO A BETTER JOB OF CONSOLIDATING THE AREAS FOCUSED ON PROFESSIONAL LEARNING SO THAT THE BOARD IS RECEIVING THE INFORMATION ABOUT PROFESSIONAL LEARNING THAT IS HELPFUL FOR EVALUATING PERSONNEL ADMINISTRATION AS OPPOSED TO IT BEING SCATTERED THROUGHOUT THE POLICY. I WILL BRING A RECOMMENDATION FORWARD AROUND THAT AS I AM READING THROUGH IT IT SEEMS LIKE A, IT IS REPETITIVE AND I AM NOT SURE IT IS GETTING TO THE DEPTH THAT THE BOARD IS SEEKING. AND THAT

IS MY REPORT. >> PRESIDENT: THANK YOU.

[02:15:07]

>> BOARD MEMBER: I MOVE THE APPROVAL OF THE MONITORING REPORT FOR OE-4 WHICH IS PRESENTED IN COMPLIANCE WITH THE EXCEPTIONS THAT ARE NOTED IN THE REPORT IN THE PLAN FOR BRINGING THOSE INTO COMPLIANCE.

>> BOARD MEMBER: SECOND. >> PRESIDENT: IT HAS BEEN MOVED AND SECOND TO APPROVE THE MONITORING REPORT AS PRESENTED WITH THE TWO NOTED EXCEPTIONS WITH OUT OF COMPLIANCE AND THE TWO SUB POLICIES WHICH I DON'T CURRENTLY HAVE WRITTEN DOWN.

ANY DISCUSSION? THE ONLY THING I WANTED TO HIGHLIGHT IS WITH 410 THE ONE THAT WAS NOT IN COMPLIANCE I WOULD LIKE TO HIGHLIGHT THAT THAT IS A VITAL COMPONENT AND APPRECIATE IT'S BEING DEVELOPED AND PUT THROUGH. NOT HAVING THIS DOES PROVIDE ONE KEY FEEDBACK LOOP THAT IS NOT QUITE IN PLACE YET AND I THINK IT'S AN IMPORTANT PIECE TO LOOK FORWARD AND HAVE THAT OCCUR AND TO BE ABLE TO HAVE THOSE RESULTS.

>> BOARD MEMBER: CAN I PIGGYBACK ON THAT?

>> PRESIDENT: YOU SURE CAN. >> BOARD MEMBER: I UNDERSTAND THAT THERE IS AN ATTEMPT TO CHANGE THAT SURVEY THIS YEAR? IS THAT CORRECT? IT WILL BE A PANORAMIC DECISION FOR THAT DATA AND I AM HOPEFUL THAT THERE WILL BE AN ATTEMPT TO HAVE AN ABILITY TO INTERPRET THE DATA IN AN IMPACTFUL WAY USING PREVIOUS DATA. I UNDERSTAND THAT THE QUESTION IS A LITTLE BIT APPLES AND ORANGES SOME ATTEMPT TO ACTUALLY MAKE IT TO THAT DATA COULD BE INTERPRETED WOULD BE GREAT.

>> BOARD MEMBER: ABSOLUTELY. >> PRESIDENT: DIRECTOR STUART?

>> BOARD MEMBER: JUST ONE THING TO NOTE I'M NOT SAYING THIS ORGANIZATION BUT PERHAPS OUR EMPLOYEES PARENTS GENERATION IF YOU WILL, WHEN THE SURVEYS WERE SENT OUT TO EMPLOYEES THERE WAS A TRACKING MECHANISM AND THIS WAS BEFORE THE COMPUTER REALLY. PEOPLE ARE APPREHENSIVE IN ANSWERING SURVEYS ABOUT THEIR WORKING DIVISION. THEY SEE A GHOST UNDERNEATH THE BED THAT IS NOT THERE AND THEY ARE AFRAID OF RETALIATION. THE PROBABLY PLAY SOME FACTOR INTO IT I DON'T KNOW HOW YOU GET PAST THAT MINDSET. IF THERE WAS, TO KEEP THAT IN MIND, IT'S JUST A THOUGHT.

>> BOARD MEMBER: AND IN COMMUNICATION MAKING SURE THE STAFF NOTES ARE ANONYMOUS A FEW DIFFERENT TIMES A FEW DIFFERENT

WAYS. >> BOARD MEMBER: JUST PUT YOUR

NAME ON IT. >> PRESIDENT: ANY OTHER DISCUSSIONS? DIRECTOR LEAH CHOI GO AHEAD.

>> BOARD MEMBER: I WAS JUST RECALLING AN EMAIL THAT WE RECEIVED WHEN WE WERE TALKING ABOUT SOME OF THE DIFFERENCES IN THE RATE OF RESPONSE FOR ANONYMOUS SERVICE BETWEEN CERTIFICATED AND CLASSIFIED STAFF. SOMEBODY POINTED OUT THAT EVEN THOUGH IT IS ANONYMOUS, IF THE SURVEY ASKS WHAT SCHOOL DO YOU WORK AT OR WHAT POSITION YOU ARE IN, IT MIGHT IDENTIFY THE CLASSIFIED STAFF MEMBER. BECAUSE IT MIGHT BE A SINGLE POSITION AT A SCHOOL AND IT'S NO LONGER ANONYMOUS. IT IS A DETERRENT TO PARTICIPATE IN SOME OF THESE SURVEYS. KEEPING IN MIND THOSE CONSIDERATIONS.

>> PRESIDENT: ANY FURTHER DISCUSSION AROUND THE MONITORING REPORT AS PRESENTED? ALL RIGHT, HEARING NONE ALL THOSE IN FAVOR OF APPROVING THE MONITORING REPORT OE-4 PERSONNEL PLEASE SIGNIFIED BY VOTING AYE. ANYONE OPPOSED? HEARING NONE THE MOTION CARRIES AND IT IS NOW PAST. THE KEY THING ALSO IS THE POLICY CONSIDERATIONS. I THINK WE NEED TO ADD 4.5 S1 TO CONSIDER AS WELL TO MAKE SURE THAT IS CLEAR AS WE WORK THROUGH THOSE. NOW, THE NEXT ITEM IN OUR AGENDA AS WE HAVE TABLED OE-3 IS TO THE SUPERINTENDENT

REPORT. >> BOARD MEMBER: I HAVE ASKED DEPUTY SUPERINTENDENT SCOTT AB TO PROVIDE THE BOARD WITH AN UPDATE RELATING TO THE SCHOOL START TIME EFFORTS AND I JUST WANTED TO START BY OFFERING APPRECIATION FOR THE WORK THAT SCOTT HAS DONE AROUND THIS. HE HAS DONE A REMARKABLE JOB OF

[02:20:05]

>> SPEAKER: ALL OF THE DATA THAT I AM ABOUT TO SHARE WITH YOU HAS CHANGED TODAY.[LAUGHTER] I TRIED TO GET IT THIS AFTERNOON AND IT'S GONE UP 1500 SINCE THEN, TOO. JUST TO GIVE YOU A BRIEF OVERVIEW TO REMIND US OF THE SCOPE OF THIS PARTICULAR PROJECT AND THIS ITERATION WAS SLIGHTLY DIFFERENT THAN PREVIOUS VERSIONS, OUR TASK AS A COMMITTEE WAS TO MAKE A PROPOSAL TO MOVE HIGH SCHOOL START TIMES GREATER OR EQUAL TO 8:00 WE CHOSE RATER THAN IN PART BECAUSE OF CONVERSATION WITH THE BOARD AND TO MOVE PRESCHOOL START TIMES EARLIER IN THE DAY. THAT WAS A UNIQUE PUBLICATION TO THIS ITERATION AND THAT WAS NOT SOMETHING CONSIDERED IN THE PREVIOUS BOTH OF OUR PROPOSALS WERE ABLE TO DO THAT. I DON'T THINK I EVER SHARED THE SLIDE WITH THE BOARD AND I WANTED TO BRING IT UP. THIS WAS THE COMPOSITION OF THE COMMITTEE OUR TWO STUDENT REPS YOU WILL NOTICE A LAKH OF STUDENTS ON THAT. WE ARE GETTING A GOOD RETURN FROM STUDENTS ON OUR THOUGHT EXCHANGE WHICH IS GOOD.

TOMORROW I GET TO BE INTERVIEWED BY THE NEWS TEAM AT EASTLAKE HIGH SCHOOL. IT WILL BE A LOT OF FUN. PROBABLY FOR ME NOT FOR THEM. WE DID REACH OUT, THERE WAS A GROUP CAME TO A BOARD MEETING AND WE REACHED OUT TO THE GROUP AND WE TRIED TO RECRUIT THEM IN THAT TIME IT WAS TOUGH. WE DID HAVE A PRETTY REPRESENTATIVE GROUP OF PARENTS. WE HAD THE FULL GAMUT FROM PRESCHOOL TO HIGH SCHOOL AND WE EVEN HAD ONE FAMILY WHO HAD A KINDERGARTNER AND HIGH SCHOOL STUDENT AND THAT WAS A REALLY INTERESTING DYNAMIC. WE ARE HERE, WE PUBLISHED ALL OF THIS MATERIAL IN DECEMBER ON THE 15TH AS THE BREAK STARTED .

WE HAVE A COMMITTEE MEETING THURSDAY EVENING HERE FROM 4:00 7:00 TO OUTLINE OUR RECOMMENDATION WHICH WE WILL WRITE UP NEXT WEEK AND DELIVER TO SUPERINTENDENT DR. HOLMEN.

OUR COMMUNITY ENGAGEMENT PROCESS LOOK LIKE THIS. ON THE 15TH WE PUBLISHED EVERYTHING AND YOUTUBE IS UP TO 5500 SO A COUPLE MORE PEOPLE HAVE WATCHED THIS AFTERNOON. WE ARE CONSIDERING A SECOND CAREER AS A YOUTUBE OR. I'VE NEVER HAD THAT MANY VIEWS ON ANYTHING I'VE EVER POSTED. JANUARY THIRD WE HELD AN EVENT ON TEAMS LIVE WHICH WAS PUBLICIZED. WE HAD 133 INDIVIDUAL ATTENDEES AND I BROKE DOWN THE TEAMS LIVE REPORT GIVES YOU EVERY TIME SOMEBODY LOGS OUT AND LOG BACK IN. I GOT RID OF ALL THE NOISE AND LOOKED AT HOW MANY INDIVIDUAL ATTENDEES THERE ARE. JANUARY FOURTH WE HAD ANOTHER EVENT IT WAS SUPPOSED TO BE AT LAKE WASHINGTON HIGH SCHOOL AND I FORGOT TO CHANGE THAT. THAT SHOULD HAVE BEEN LW HS. THERE WAS A POWER OUTAGE AT 4:30 IN THE AFTERNOON SO WE PUNTED.

SHANNON, THANK YOU. HER TEAM SENT OUT AN ALERT MESSAGE DISTRICTWIDE AND WE HAD 834 PEOPLE LOGGED ON. I'M SURE THAT 834 PEOPLE ARE NOT GOING TO COME INTO THE HIGH SCHOOL.

SO FOR FUTURE WE WILL BLAST OUT AN ALERT. I'M KIDDING, BUT NOT REALLY. THIS WAS REALLY INTERESTING. THIS ONE WAS HERE IN THE RESOURCE CENTER JANUARY FIFTH. WE HAD SIX ATTENDEES ONE WAS SIRI BLIESNER A MEMBER OF OUR COMMITTEE AND THEN FOUR DIFFERENT PARENTS THAT REPRESENTED VERY DIVERSE VIEWPOINTS WHICH WAS A GREAT UNDERSCORING OF WHAT THE DATA IS SHOWING. THE INDIVIDUAL FAMILIES ARE IMPACT DIFFERENTLY FOR EACH PROPOSAL AND EVEN WITHIN THE SAME FAMILY THERE CAN BE DIFFERENCES, I JUST TALKED TO ERIC WHO HAS A KINDERGARTNER AND A TWO-YEAR-OLD. FOR EIGHT YEARS OPTION ONE LOOKS GREAT AND EIGHT YEARS OPTION TWO LOOKS

[02:25:05]

THIS BECAUSE OF ATHLETICS AND RESPONSIBILITIES WAS A BIG TALKING POINT FOR THE COMMITTEE WE WANTED TO SEE IF WE WERE

[02:30:01]

THE WANITA CROWD HAS REALLY COME ON THIS AFTERNOON BECAUSE IT'S UP OVER 1000 PAID WE HAVE STRONG PARTICIPATION. WE LEFT ON THE FIRST ROUND WE DID NOT HAVE AND OTHER. THAT WAS FOR FAMILIES WHO LIVE OUTSIDE OF OUR DISTRICT AND WANTED TO GIVE THEM AN OPTION. WE HAD OTHERS THAT WEREN'T SURE SO WE WERE GOING TO FORCE THEM INTO MAKING A CHOICE. THAT IS WHY UC AND OTHER ON THE SECOND TIER WHERE ARE WE IN THE PROCESS? ALL OF THIS STUFF HAS CHECKED OFF AND IT'S ALREADY HAPPENED. ALL THE STUFF LEFT IN COLOR IS ABOUT TO HAPPEN. THIS THOUGHT EXCHANGE CLOSES TOMORROW NIGHT AND I HAVE BEEN WORKING ALONG WITH IT TO DO SOME THEME MEAN. I WILL PROBABLY HAVE TO DO A LOT OF THAT WEDNESDAY NIGHT GOING INTO THURSDAY BECAUSE IT REALLY HAS TO CLOSE BEFORE IT MAKES SENSE TO DO THAT. I WILL PROBABLY ALSO PULL IT AND SEND IT TO COMMUNITY MEMBERS. I HAVE SOME REALLY TECHNICAL PEOPLE ON MY COMMITTEE WHO MAY HAVE MORE SKILL AND TIME TO MASSAGE THE DATA THEN I DO. I'LL SEND IT IN RAW FORM TO THE COMMITTEE MEMBERS AS WELL. THE COMMITTEE MEETS JANUARY 12TH TO LOOK AT THE FEEDBACK AND TO TRY TO OUTLINE A FINAL RECOMMENDATION. I'M REALLY ASKING THE COMMITTEE TO SAY WHAT DO YOU WANT IN THAT RECOMMENDATION? I'M HAPPY TO WRITE IT BUT I WANT TO DRIVE THE FOUNDATION TO GIVE IT TO SUPERINTENDENT DR. HOLMEN AFTER THE MEETING. IT WON'T HAPPEN THURSDAY NIGHT AFTER THE MEETING BUT I WILL GIVE MYSELF IN THE NEXT WEEK TO WRITE THAT IN THE FINAL PROPOSAL. IT WILL INCLUDE ALL THE DATA DID EVERYTHING THE COMMITTEE HAS DONE INCLUDING THERE WERE ABOUT 200 QUESTIONS IN THE Q&A BETWEEN THE TWO NIGHTS. I TOOK THEM ALL OUT AND PUT IT IN A TWO COLUMN QUESTION AND I ANSWERED EVERY ONE OF THEM AND I PUT IT ON THE WEBSITE. ANY QUESTION THAT WAS ASKED MINUS A COUPLE OF DIRECT INSULTS AND A COUPLE OF CHOICE WORDS I TOOK THOSE OUT BUT IT BUT EVERYTHING ELSE THERE. I WANTED THE COMMUNITY TO SEE THAT WE ARE REALLY TRYING TO BE OPEN AND TRYING TO BE RESPONSIVE TO THE QUESTIONS. I ALSO PRESENTED TO THE PTA COUNCIL THE OTHER NIGHT AND I ANSWERED A BUNCH OF THEIR QUESTIONS AND THEN SENT IT BACK TO THE PTA COUNCIL. THE COMMON QUESTIONS, THE AB SCHOOL THING CAME UP FREQUENTLY. WE CAN'T ANNOUNCE THAT UNTIL WE FINALIZE A DECISION AND DO THE ROUTING FOR REAL BECAUSE THERE MIGHT BE SOME CHANGES AND I DON'T WANT TO PROMISE ONE AND HAVE IT BE THE OTHER AND IT CAUSES A WHOLE BUNCH OF OTHER PROBLEMS. THE RESPONSE TO WIN IS THE DECISION GOING TO COME REALLY REVOLVES AROUND IF ARE GOING TO IMPLEMENT FOR 2324. WERE GOING TO IMPLEMENT THAT IN FEBRUARY TO GIVE ENOUGH LEAD TIME FOR THE DISTRICT AND REALLY ENOUGH LEAD TIME FOR FAMILIES TO PLAN FOR THE CHANGE IN THERE ROUTINE. I AM HAPPY THAT WE ARE DOING THAT YOU'RE THE MOMS SITTING IN THE BACK, SHE HAD A VERY POIGNANT STORY TO TELL AND WE OWE IT TO HER TO GIVE HER LOTS OF TIME TO PLAN AROUND HER PARTICULAR SITUATION. WHERE CAN I LEARN MORE? IT IS ALL AVAILABLE IN THE DISTRICT WEBSITE. WE TOOK COPIOUS NOTES DURING THE MEETING. THE ONLY THING THAT IS NOT THERE IS THE INDIVIDUAL OPTIONS PAY THE TWO FINAL PROPOSALS ARE THERE. THE VIDEO IS THERE, THE QUESTIONS AND ANSWERS ARE ALL THERE AND IF YOU WANT TO SHARE FEEDBACK, BUT THE QR CODE UP BECAUSE I FIGURED WE WOULD BE FULL TONIGHT AND THEY COULD JUST SCAN IT AND GO RIGHT TO IT. THE THOUGHT EXCHANGE WILL BE OPEN ALL DAY TOMORROW UNTIL RIGHT AT MIDNIGHT IT CLOSES AUTOMATICALLY. ANY QUESTIONS? MIDNIGHT. THAT IS 11:50 9 PM.

>> PRESIDENT: SHIVANI SAMA? >> BOARD MEMBER: MY FIRST QUESTION WAS WHO RESPONDED? I WAS WONDERING IF YOU HAD TWO DIMENSIONAL DATA DID YOU TALKED ABOUT DATA FOR EXAMPLE THERE'S DATA ON PEOPLE WHO WALK OR RIDE THEIR BIKE TO SCHOOL AND I WAS WONDERING HOW MUCH OF THAT IS HIGH SCHOOL STUDENTS, WILL SCHOOL STUDENTS AND ELEMENTARY SCHOOL STUDENTS? THAT WOULD HELP US GET A BETTER UNDERSTANDING OF IF THERE SCHOOL TIME IS GOING TO BE EARLIER THE GOING TO HAVE TO WALK IN THE DARK AND ALL OF THAT. I WAS WONDERING IF THERE WAS DATA WHERE THERE'S MORE THAN TWO DIMENSIONAL WHERE WE

[02:35:03]

>> BOARD MEMBER: IS A GREAT QUESTION. THE REASON BEING WE DID NOT ASK THEM TO IDENTIFY A SPECIFIC GRADE LEVEL. WE JUST ASKED THEM TO CHECK BOXES FOR ALL THAT APPLY. THE FAMILY THAT HE HAD A K TO STUDENT AND THEY ALSO HAD A HIGH SCHOOL STUDENT THEY WOULD CHECK BOTH BOXES. I DON'T KNOW WHAT THE ANSWER IS FOR BOTH KIDS SO IT WASN'T QUITE THAT SPECIFIC.

>> BOARD MEMBER: THANK YOU. I ALSO HAD A COMMENT TO MAKE REGARDING THE SURVEY I HEARD A LOT OF PANICKED STUDENTS WHO THOUGHT THIS WAS A VOTING THING THEY ARE VOTING ON WHETHER OR NOT THEY ARE GOING FOR OPTION ONE OR OPTION TWO THERE IS A TRANSPARENCY THAT THIS IS JUST A RECOMMENDATION A PROPOSAL.

IT'S NOT GOING TO BE A FINAL FINAL IS NOT A VOTE EITHER THEY WILL JUST PROVIDE FEEDBACK AND I THINK THAT WOULD BE HELPFUL SO STUDENTS ARE PANICKING OVER OH NO, SCHOOL TIMES ARE GOING

TO CHANGE. >> BOARD MEMBER: I WILL BE SURE TO MENTION THAT TO THE EAST LAKE NEWS THAT IS IN THE VIDEO AND ALL THREE WE TALKED ABOUT QUALITATIVE VERSUS QUANTITATIVE APPROACH. WE ARE NOT VOTING ALTHOUGH YOU CAN EXPRESS YOUR PREFERENCE BECAUSE IT'S AN OPEN ENDED SURVEY AND MANY PEOPLE HAVE EXPRESSED THOSE OPTIONS.

>> BOARD MEMBER: THIS IS A QUESTION FROM BOTH OF US BECAUSE BOTH OF US HAVE HAD THE SAME EXPERIENCE. I HATE USING THE WORD RUMOR, BUT THERE IS A MISCONCEPTION OR MISUNDERSTANDING AMONG STUDENTS THAT IS CAUSING SIGNIFICANT CONCERN ABOUT ATHLETICS AND ACTIVITIES BEING MOVED TO THE MORNING BEFORE SCHOOL DID AS FAR AS I CAN SEE IT IS NOT BEEN OFFICIALLY CONFIRMED ANYWHERE BUT WE WOULD LOVE AN OFFICIAL RESPONSE SO WE CAN GO BACK TO PEOPLE AND GIVE THAT

INFORMATION. >> BOARD MEMBER: FOOTBALL PRACTICE WILL BE 15 MINUTES BEFORE - [LAUGHTER] I WAS A FOOTBALL PLAYER AND I GET IT. THAT IS ACTUALLY ANSWERED IN THAT LONG LIST OF QUESTIONS BUT THAT IS ALL THE DETAIL WORK THAT NEEDS TO OCCUR. THAT'S WHY WE NEED THE LONG RUNWAY.

THERE MIGHT BE A POSSIBILITY BUT WE HAVE EXAMPLES OF BEFORE SCHOOL JAZZ BANDS. SOME THINGS MIGHT BE ABLE TO BE OFFERED BEFORE SCHOOL, COMPETITIONS PARTICULARLY AT THE HIGH SCHOOL LEVEL WILL BE VERY CHALLENGING TO DO THAT WITH BECAUSE WE ARE PART OF A CONFERENCE AND THAT IS ALSO NEGOTIATED WITH THE CONFERENCE. THE IMPACT OF AFTERSCHOOL ATHLETICS OR ACTIVITIES HAS BEEN REFERENCED MANY TIMES IN THE COMET FOR POTENTIAL IMPACT. THAT IS BEING THE COMMITTEE DISCUSSED AT LENGTH PARTICULARLY AROUND OPTION TWO BECAUSE OPTION TWO WOULD MAKE OUR HIGH SCHOOLS THE LATEST DISMISSAL IN THE CONFERENCE. THAT IS KNOWN AND THAT WILL BE CHALLENGING. YOU ARE EXACTLY RIGHT. NO. THERE IS NO PLOT TO MOVE SOMETHING TO BEFORE SCHOOL BUT THERE'S LIKELY THINGS TO BE OFFERED.

AGAIN, JAZZ BAN, OR A ZERO PERIOD CLASS. THOSE KINDS OF THINGS MIGHT BE ABLE TO CONTINUE AND THEY MIGHT BE BETTER ATTENDED TO. A GOOD QUESTION.

>> BOARD MEMBER: I HAVE A COMPLETELY SEPARATE COMET HERE PARTICULARLY, SOMETHING I HEARD FROM JUANITA STUDENTS SINCE JUANITA DON'T HAVE THE EXACT NUMBERS BUT AS FAR AS I UNDERSTAND, THEY HAVE A HIGHER THAN AVERAGE AMOUNT OF DUAL WORKING PARENTS, A CONCERN THAT I HAVE HEARD AMONG STUDENTS IS BECAUSE WE ARE CHANGING THE START TIMES TO MAKE ELEMENTARY SCHOOL RELEASE BEFORE HIGH SCHOOL THAT IS PUTTING A STRAIN ON FAMILIES WHERE CURRENTLY HIGH SCHOOLERS ARE GOING TO PICK UP THEIR ELEMENTARY SCHOOL SIBLINGS.

>> BOARD MEMBER: THAT IS BEEN EXPRESSED BY MANY FAMILIES PARTICULARLY AROUND OPTION ONE. OPTION TWO DOESN'T. AT LEAST THE B-SCHOOLS WOULD DISMISS AFTER HIGH SCHOOL. YES?

>> BOARD MEMBER: IT'S NOT JUST ABOUT JUANITA, IT'S BEEN EXPRESSED IN OTHER PLACES. OPTION ONE DISMISSES ELEMENTARY AFTER HIGH SCHOOL. RIGHT? OPTION TWO HAS THE MUCH EARLIER

ELEMENTARY. >> BOARD MEMBER: IT'S BEEN A

LONG DAY. QUESTIONS? >> BOARD MEMBER: TALKED ABOUT

[02:40:09]

>> BOARD MEMBER: I AM HAPPY TO GO OUT AND TALK TO STUDENT GROUPS AND I THINK THAT WOULD BE CHALLENGING GIVEN THE TIMELINE. I BELIEVE I WOULD NEED TO OFFER THAT IN OTHER INSTANCES ALSO. WE COULD REALLY EXTEND THE TIMELINE. WE COULD DO AND PART OF THE REASON WE NEED THE LONG RUNWAY, I DON'T KNOW WHERE THAT EXPRESSION CAME FROM BUT WE NEED A LONG TIME THE PLAN IS EXACTLY HOW WE CAN DO THINGS LIKE THAT SO WE CAN GO OUT AND SAY THIS IS THE DECISION NOW, HOW DO WE MITIGATE THE IMPACT? THAT'S WHY WE DO THE QUALITATIVE APPROACH BECAUSE THE IMPACT IS WHAT WE NEED TO UNDERSTAND. YOU GET SOME OF THEM INHERENTLY IN THE ONE YOU BROUGHT UP WAS DISCUSSED AT THE COMMITTEE SEVERAL TIMES ABOUT THE IMPACT ON SINGLE PARENTS OR DUAL INCOME PARENTS WERE BOTH PARENTS ARE WORKING INSIDE THE HOME IS DIFFERENT THAN A STAY-AT-HOME MOM OR MY WIFE WORKS THREE DAYS A WEEK AT HOME AND THE IMPACT OF ONE OF THESE WOULD BE DIFFERENT ON MY FAMILY THAN IT WOULD BE BACK WHEN WE WERE YOUNGER AND WE BOTH WORKED THE CYCLE. SHIVANI SAMA THAT CONVERSATION NEEDS TO OCCUR SO WE PLAN LAWFULLY FOR THE EXCHANGE. THERE'S BEEN NO DECISION YET. WERE GOING TO MAKE RECOMMENDATION AND DOCTOR HOLMAN IN CONSULTATION WITH MANY PEOPLE, I AM SURE WILL MAKE THAT DECISION. GREAT QUESTIONS.

>> PRESIDENT: I DON'T SEE ANY MORE QUESTIONS BUT THANK YOU VERY MUCH FOR YOUR WORK I AGREE WITH YOU WAS A FASCINATING CONVERSATION AT THE EVENTS THAT WE HAD ON THAT THURSDAY NIGHT TO BE ABLE TO HEAR THE DIFFERENT VIEWPOINTS. I APPRECIATE ALL THOSE EFFORTS GOING FORWARD. I ENCOURAGE ANYBODY WHO HAS NOT HAD THE OPPORTUNITY TO GO ON TO THOUGHT

[G. Public and Community Affairs]

>>> WE ARE NOW AT PUBLIC AND COMMUNITY AFFAIRS. DIRECTOR STUART DO YOU HAVE ANYTHING TO REPORT?

>> BOARD MEMBER: YES MA'AM. WE HAVE HAD EIGHT MEETINGS WITH OUR REPRESENTATIVES AND STATE SENATORS. AND, ONLY 2 TO 3 ARE REALLY ORIENTED TOWARDS EDUCATION. THAT SAID, EVEN THOSE THAT WEREN'T WOULD LOVE TO SEE OR TO HAVE A VISIT TO THE INCLUSION MODEL. THAT INTRIGUED THEM A LOT. EVEN, TO BE QUITE FRANK, YOU HAD SOME PEOPLE WHO WERE NOT IN THE EDUCATION REALM WHEN IT CAME TO THEIR COMMITTEE ASSIGNMENT.

THE ISSUE OF TRYING TO FIGURE OUT HOW TO FUND ELECTRIFYING SCHOOL BUSES AND ESPECIALLY THOSE IN THE ECOLOGY RESOURCES PAID THAT BECAME HIGH ON THE PRIORITY LIST. WE DID HAVE SOME NOTABLE MRS.. BUT THAT BEING SAID, WHEN THE 46TH BALLOT CAME OUT I WAS NOT SURPRISED BECAUSE THOSE FAMILIES WOULD HAVE FILLED THIS ROOM. I WAS NOT SURPRISED BY THAT AT ALL. I DO HAVE CONTACT WITH ONE OF THOSE FOLKS SO I WILL TRY TO FOLLOW-UP. IN ABOUT TWO WEEKS WERE GOING TO DC. I'M GOING TO THE NATIONAL GROUP TO MEET WITH THE DOE.

SOME PEOPLE WILL MEET WITH AGRICULTURE TO TALK ABOUT SCHOOL LUNCHES AND OTHERS WILL BE MEETING WITH FOLKS ON THE

HILL. >> PRESIDENT: GREAT, THANK YOU. DOES ANYONE ELSE HAVE ANYTHING TO ADD? I WANT TO THANK EVERYONE WHO WAS ABLE TO PRODUCE PAY IN THE LEGISLATIVE MEETINGS WE DID HAVE AND BE ABLE TO GO THROUGH WITH THAT.

IT'S ALWAYS GOOD TO TOUCH BASE. WE WILL BE CONTINUING THAT.

DIRECTOR STUART IS HELPING US TO DIRECT TO DOING THAT AS WELL

[02:45:02]

RELATIONS LIAISON. >> BOARD MEMBER: YES, CAITLIN

COX. >> PRESIDENT: CAITLIN COX HAS JOINED US TO FACILITATE THE LEGISLATIVE ADVOCACY WORK TO MAKE SURE THOSE CONNECTIONS THROUGHOUT OUR BEING ABLE TO BE FOLLOWED THROUGH SO THAT'S EXCITING. DIRECTOR STUART? > BOARD MEMBER: WILL SHE BE GOING TO DC OR THE OLYMPIA MEETINGS? > BOARD MEMBER: SHE WILL GO TO THE OLYMPIA.

>> PRESIDENT: OKAY, ANYTHING ELSE TO ADD TO? HEARING NONE?

[H. Closing Items]

TO GO. >> BOARD MEMBER: I SWEAR I'M KEEPING THIS SHORT BUT I DID PROMISE A STUDENT THAT I WOULD SPEAK TONIGHT. WHILE I DO WANT TO ACKNOWLEDGE THE FACT THAT THIS IS MORE ON THE ADMINISTRATIVE SIDE I DO FEEL THAT MY POSITION IN THE FACT THAT THIS IS RECORDED IT IS IMPORTANT TO STILL MAKE SURE THAT I AM VERBALIZING THE STUDENT VOICE. THIS COMES FROM SOMEONE I KNOW PERSONALLY ELIZABETH OR AS WELL FROM ONE EAT A HIGH SCHOOL, KIND OF GOING ON I HEARD THE SAME THING REITERATED BY MULTIPLE MONEY TO HIGH SCHOOL STUDENTS THAT WORK AT WAVE AQUATICS WHICH IS THE POOL AT ONE EAT A HIGH SCHOOL. WHAT WE HAVE ON SAFETY IS SIGNIFICANTLY WORSE THAN IT SHOULD BE. THE EMAIL WAS SENT OUT TO ALL OF YOU. BASICALLY A LOT OF THE EQUIPMENT IS FAILING PARTICULARLY LANDLINE SWITCH IF YOU DON'T KNOW IS BASICALLY COILED STEEL IN THE CENTER IS EXTREMELY SHARP AND WE HAD TO WANTING TO STUDENTS BE INJURED BY THAT IS REALLY WHAT I WANT TO SAY HERE IS THAT BOTH THE BOARD AND SUPERINTENDENT ARE AWARE OF THE URGENCY OF THE SITUATION. THIS IS NOT SOMETHING THAT WE CAN LET SIT ON THE BACK BURNER AND TELL SOMETHING BAD HAPPENS. I HAVE BEEN IN JUANITA'S SWIM TEAM AND USING THE POOL WHILE THE REDMOND POOL WAS BEING REDONE.

THE IMPACT THAT HAVING ONE OF OUR ONLY TWO POOLS IN THE DISTRICT BE OUT OF USE IS EXTREMELY SIGNIFICANT. I BELIEVE THAT EASTLAKE WAS PRACTICING IN AN OUTDOOR HEATED POOL DURING THE WINTER IN WASHINGTON WHICH IS NOT. THEN REDMOND WAS SHARING PRACTICE TIME WITH US WHICH MEANT BETWEEN THE TWO OF US WE HAD 40 TO 60 KIDS TRYING TO USE SIX LANES AND TWO DIFFERENT SCHOOLS AT THE SAME TIME ADDITIONALLY ONE EAT A HIGH SCHOOL THAT POOL SERVICES I BELIEVE BOTHELL OUTSIDE OF THE DISTRICT WE ARE IMPACTING A SCHOOL NOT EVEN IN OUR DISTRICT. I WANT TO STRESS THE URGENCY AND MAKE SURE THAT I AM UPLIFTING THE STUDENTS VOICE AND SAYING THAT I WOULD REALLY URGE THE BOARD AND THE ADMINISTRATIVE SIDE OF OUR DISTRICT TO STRONGLY CONSIDER APPROVING THE SAFETY AND EQUIPMENT AT THAT FACILITY. THANK YOU.

>> PRESIDENT: THANK YOU. I FORWARDED THAT EMAIL TO SUPERINTENDENT DR. HOLMEN. DO YOU HAVE ANYTHING YOU WOULD

LIKE TO SAY? >> PRESIDENT: THANK YOU.

>> BOARD MEMBER: I OWE YOU AN EMAIL RESPONSE. I DID MEET WITH THE SPECIALISTS THAT WORK WITHIN THE DEPARTMENT TO ASK THEM A QUESTION. I THINK THE KEY MESSAGE IF THERE IS AN ISSUE AT ONE EAT A HIGH SCHOOL, THE BEST PEOPLE TO TAKE IMMEDIATE ACTION, THE ATHLETIC DIRECTOR ARE PAID THAT INDIVIDUAL IS CHARGED WITH THE SAFETY AND MAINTENANCE. I KNOW THERE IS A QUESTION ABOUT WHO ACTUALLY FUNDS THOSE THINGS AND MY GUESS IS THAT THEY PROBABLY HAVE THE BEST ANSWERS AROUND THAT BUT I KNOW THAT OUR TEAM WAS GOING TO REACH OUT TO CONNECT WITH THEM BECAUSE OBVIOUSLY SHARP METAL WHILE YOU ARE SWIMMING DOES SEEM TO BE A BIT OF AT MINIMUM A HASSLE.

SO, THANK YOU. I WILL FOLLOW-UP AS WELL.

>> BOARD MEMBER: I APPRECIATE THAT.

>> PRESIDENT: THANK YOU. ANY OTHER COMMENTS? WE WILL START WITH SHIVANI SAMA AND THEN DIRECTOR MARK STUART.

>> BOARD MEMBER: A LOT OF STUDENTS TALK ABOUT SUSTAINABILITY AND A LOT OF MY CLASSES, I TOOK EIGHT LAST YEAR AND IS REALLY SAD, THE STATE OF THE WORLD RIGHT NOW. I WANT TO SPEAK ON THAT SUSTAINABILITY IS INCREDIBLY IMPORTANT. ADDING TO THAT I WAS WONDERING IF THE DISTRICT HAD LOOKED INTO

[02:50:05]

>> PRESIDENT: THANK YOU, ABSOLUTELY. I THINK THESE ARE ALL GREAT IDEAS AS THEY ARE WORKING TO COLLECT A LOT OF INFORMATION FOR THE STUDY SESSION ON THE FOURTH. WILL BE A GREAT OPPORTUNITY TO BE ABLE TO BUILD ALL THOSE PIECES AND TO HAVE THE DISCUSSION. THANK YOU VERY MUCH. DIRECTOR MARK

STUART? >> BOARD MEMBER: AS THE FOLKS WERE TALKING ABOUT SUSTAINABILITY, I BELIEVE I WAS LOOKING AT THE WRITTEN COMMENTS THAT CAME IN DURING THE STUDENT MENU AND USING MORE PLANT -BASED, I THINK WHAT WE NEED, THE NOTES I MADE HERE, IN THE READING, CHANGING THE MENU MIGHT BE A WELCOME CHANGE IN A LOT OF WAYS TO ADDRESS THE DIVERSITY OF THE COMMUNITY BECAUSE I THINK THEY ARE LOOKING IF PEOPLE ARE VEGETARIAN ORIENTED CHANGING THE COMPOSITION OF OUR FAMILIES. I AM NOT SURE THAT MY IMMEDIATE FAMILY WOULD'VE APPRECIATED IT BUT THAT'S BESIDES THE POINT. IT MIGHT BE SOMETHING WE NEED TO LOOK AT.

HAVING GONE THROUGH THOSE LINES FOR A COUPLE OF YEARS MY SON IN SCHOOL SEEMS TO BE A LOT OF VARIETY THERE BUT PERHAPS HOT DISHES THAT ARE VEGETARIAN ORIENTED, I'M NOT SURE HOW MUCH OF AN OPTION THAT IS FOR SUSTAINABILITY. IT IS JUST A

THOUGHT. >> PRESIDENT: NOTED AND ADDED TO THE EVERY FOURTH DISCUSSION AGENDA. THE FOOD IS DEFINITELY A COMPONENT. ANY OTHER COMMENTS? ALL RIGHT. THE NEXT ITEM ON THE AGENDA WE WILL BE QUICK WERE SCHOOL VISITS. WE DIDN'T HAVE THE OPPORTUNITY TO VISIT BEN FRANKLIN ELEMENTARY AND FINN HILL ELEMENTARY LAST DECEMBER. WE HAVE THE NEXT ONE SET UP FOR THE 24TH I BELIEVE. CORRECT? TUESDAY THE 24TH? THOSE ARE TO BE DETERMINED. I WOULD LIKE TO HIGHLIGHT THAT AND FRANKLIN HAS A LOT OF WORK IN THE INCLUSION AREA SO WE HAD A LOT OF OPPORTUNITY TO SPEAK ABOUT THE PRACTICES AND LESSONS LEARNED AS THEY HAVE BEEN IMPLEMENTING INCLUSION IN THAT SETTING. THAT WAS GREAT. FINN HILL WAS A GREAT OPPORTUNITY JUST SEEING THE INNOVATIVE PRACTICES TRYING TO TAKE OFF AND GO ALONG DIFFERENT WAYS. USING A HACK WITH HER STAFF TO BE ABLE TO TAKE THE TEXT TERM AND PUT IT FORWARD INTO PROCESSES THEY HAVE THEIR . A LOT OF WORK BEING DONE AND I APPRECIATE THE SCHOOL VISIT. AND IF ERIC LALIBERTE OR LEAH CHOI HAVE ANYTHING TO ADD? WITH THAT OUR NEXT BOARD MEETING IS SCHEDULED FOR JANUARY 23RD TO THE STUDY SESSION WILL BEGIN AT FIVE P.M. AND THE BOARD MEETING WILL BEGIN AT 7 PM. WITH THAT I WILL ENTERTAIN A MOTION TO ADJOURN THE JANUARY NINTH, 2022 BOARD MEETING. MOVED BY DIRECTOR STEWART SECONDED BY DIRECT OR LEAH CHOI TO ADJOURN OUR MEETING AT THE TIME OF 10:13. ALL THOSE IN FAVOR

* This transcript was compiled from uncorrected Closed Captioning.