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[A. Regular Board Meeting - 5:00 p.m.]

[00:00:03]

>> GOOD EVENING, I WOULD LIKE TO CALL THE ORDER NOVEMBER 9TH,

[B. Opening Items]

2020 WASHINGTON SCHOOL BOARD MEETING.

AND MEETING PARTICIPANTS WILL BE MEETING REMOTELY AND ALSO IN ALIGNMENT. THE BOARD MEETING WILL BE LIVE STREAM IN THE DISTRICT'S WEBSITE.

IF YOU ARE UNABLE TO LIVE STREAM THE MEETING, VIEWERS COULD CALL 425-936-3813 AND ENTER CONFERENCE ID37127 TO LISTEN TO THE MEETING. FIRST THING FOR US TO DO TONIGHT, IS TO APPROVE THE AGENDA FOR THE NOVEMBER 9 MEETING. I WILL ENTERTAIN A MOTION TO

APPROVE THE NOVEMBER 9 AGENDA. >> SO MOVED.

>> SECOND. >> IT'S BEEN MOVED BY VICTOR

BLISSNER. >> PLEASE SIGNIFY BY VOTING.

[C. Audience Participation]

MOTION CARRIES. NEXT ITEM ON THE AGENDA IS PUBLIC COMMENT. DIANE, HAVE WE RECEIVED ANY

PUBLIC COMMENT THIS AFTERNOON? >> NO, WE HAVE NOT.

>> AT THIS TIME, WE HAVE RECEIVED NO PUBLIC COMMENT.

I WILL SAY FOR THOSE LISTENING TONIGHT, THAT DUE TO CORONAVIRUS AND WE'RE HOLDING BOARD MEETINGS REMOTELY, WE'RE NOT HAVING INPERSON PUBLIC COMMENT. YOU HAVE THE OPPORTUNITY AND OPTION TO PROVIDE COMMENT TO THE BOARD THREE DIFFERENT WAYS.

ONE IS BY WRITING TO THE BOARD AND PLEASE SUBMIT THE PUBLIC COMMENTS TO DIANE JENKINS BY E-MAIL AT THE E-MAIL, AT THE E-MAIL ADDRESS EJENKINS, BY 3:00 P.M. ON THE DAY OF THE BOARD MEETING. THOSE SMIGSS WILL BE COMPILED AND DISTRIBUTED TO THE BOARD. IN ADDITION, YOU COULD REQUEST TO PROVIDE LIVE PUBLIC COMMENT VIA THE ZOOM PLATFORM, AND TO DO THAT, PLEASE ALSO E-MAIL, DIANE JENKINS AT DJENKINS, LWSD.ORG, BY NOON, AND A LINK TO ACCESS THE TEAM'S MEETING WILL BE PROVIDED. AND FINALLY, YOU COULD LEAVE A VOICE MAIL MESSAGE AT 425-936-1257.

WE WELCOME THE BOARD, THE BOARD WELCOMES HEARING FROM THE PUBLIC AND APPRECIATES ALL WHO I'M ABLE TO FIND THE TIME TO DO THAT.

SO THOSE ARE THE OPTIONS THAT WE CURRENTLY HAVE IN PLACE DURING THE TIMES. OKAY THE NEXT ITEM ON THE AGENDA

[D. Consent Agenda]

IS APPROVAL OF THE NOVEMBER 9 CONSENT AGENDA.

>> SO MOVED. >> EXCELLENT.

>> AND IS THERE A SECOND? >> >> SECOND?

>> MOVED BY DIRECTOR STEWART AND SECOND BY DIRECTOR BLIESNER.

DOCTOR HOLMEN WILL YOU PLEASE HOLD THE.

>> DIRECTOR SAGE? >> YES.

>> DIRECTOR BLIESNER? >> YES.

>> VICE PRESIDENT STEWART? >> AND PRESIDENT LALIBERTE?

>> YES. >> DR. HOLMEN YOU COULD

SUMMARIZE THE DONATION. >> TONIGHT, THE NOVEMBER 9 BOARD MEETING WE HAVE JUST OVER $69,000 OF DONATIONS ABOUT 39,000 FROM OUR LOCAL PTSA'S AND ABOUT 29,000 OF THAT FROM PRIVATE SOURCES. AS ALWAYS WE THANK THE COMMUNITY FOR THEIR ONGOING SUPPORT FOR OUR SCHOOLS, PROGRAMS, SERVICES AND EVEN IN THIS REMOTE ENVIRONMENT WHERE THE MAJORITY OF STUDENTS ARE LEARNING. THEIR ONGOING SUPPORT FOR SCHOOLS, STAFF, SCHOOL TEAMS IS TREMENDOUSLY APPRECIATED.

>> THANK YOU. >> THE FIRST ITEM ON THE

[E. Non-Consent Agenda]

NONCONSENT AGENDA IS A BUSINESSES SUPPORT BUSINESSES UPDATE. DR. HOLMEN WOULD YOU PLEASE

PROVIDE THAT? >> ABSOLUTELY.

AS ASSOCIATE SUPERINTENDENT BARBARA POST HUMANOUS IS COMING ON SCREEN AND GETTING HER PRESENTATION SET UP, I WANT TO RECOGNIZE, BARBARA OVERSEAS A DIVISION THAT HAS A SIGNIFICANT AMOUNT OF WORK. AND SO WE KIND OF TALKED ABOUT, WHAT IS A GREAT WAY TO APPRISE THE BOARD AND UPDATE THE BOARD ON THE WORK WITHIN THE DIVISION. YOU'VE RECEIVED KIND OF PRESENTATIONS OVER THE YEARS. YOU RECEIVED THE TRANSPORTATION UPDATE. YOU, YOU RECEIVED THE NUTRITION SERVICES UPDATE. YOU RECEIVED THE SERVICES UPDATE BUT NEVER THINKING ABOUT IT AS A TOTAL COMPILATION OF A DIVISION.

TONIGHT, BARBARA WILL WALK THROUGH.

[00:05:01]

THERE'S A LOT OF DATA. EVERY WORD ON EVERY SLIDE.

WE THOUGHT IT WAS VERY BENEFICIAL FOR THE BOARD TO ACTUALLY HAVE ALL OF THE INFORMATION ON THE SLIDE DECK BECAUSE IT REALLY SHOWS THE AMOUNT OF WORK TO REALLY OPERATE THE SCHOOL DISTRICT FROM WITHIN BARBARA'S DIVISION TREMENDOUSLY PROUD OF THE WORK THAT THE WHOLE TEAM DOES AND EXCITED FOR BARBARA TO SHARE THE INFORMATION WITH YOU TONIGHT.

BARBARA, I'LL HAND IT OFF TO YOU.

>> THANK YOU, JOHN. I'M PLEASED TONIGHT AND AS MY POWER POINT IS LOADING, AS JOHN MENTIONED, I'M PLEASED TO SHARE INFORMATION ABOUT THE ONGOING WORK THAT'S HANG IN BUSINESS AND SUPPORT SERVICES. YOU SHOULD SEE THE PRESENTATION NOW. SO OUR STRATEGIC GOAL, EFFECTIVE USE OF RESOURCES FOCUSES ON THE RESOURCES, USING OUR RESOURCES RESPONSIBLY AND EFFECTIVELY IN ORDER TO ACHIEVE SUCCESS FOR ALL STUDENTS. SO BOTH OF THESE DEPARTMENTS, BUSINESS AND SUPPORT SERVICES WORK TOGETHER WITH ALL OF OUR STAFF TO INSURE STEWARDSHIP OF TAXPAYER DOLLARS AND USE EFFICIENT USE OF RESOURCES. THIS ALLOWS AS MANY DOLLARS AS POSSIBLE TO BE FOCUSED ON TEACHING AND LEARNING AND IN SUPPORT OF OUR STUDENTS. SO FIRST OF ALL, WE'LL REVIEW THE BUSINESS SERVICES. BUSINESS SERVICES IS OVERSEEN BY CHRIS BRENGAN, DIRECTOR OF BUSINESS SERVICES.

HE'S HERE TONIGHT. SO OUR FIRST DEPARTMENT COUNTING. I WANT TO BEGIN FINANCIAL MANAGEMENT AND FISCAL RESPONSIBILITY.

OUR DISTRICT, STATE AUDITORS SPENT ABOUT SIX MONTHS IN OUR DISTRICT. WE ARE GOING OVER, POURING OVER ALL ASPECTS OF THE BILLS WE PAY, THE STAFF THAT WE PAY, YOU KNOW, PURCHASES THAT WE BUY AND WE CONSISTENTLY RECEIVED CLEAN AND ANNUAL AUDITS EACH YEAR. WE'RE VERY PROUD OF THE FACT.

I ALSO WANT TO HIGHLIGHT, OUR SCHOOL DISTRICT HAS THE HIGHEST CREDIT RATING ASSIGNED TO ANY SCHOOL DISTRICT IN THE STATE.

WE HAVE AN S&P 500, AA PLUS. THIS RATING HAS BEEN ASSIGNED AT THREE OTHER DISTRICTS, LAKE WASHINGTON, ISKWAU AND BELLEVUE.

AND LESS THAN HALF A PERCENT OF SCHOOL DISTRICTS IN THE NATION HOLD THIS RATING FROM MOODY'S. THESE HIGH CREDIT RATINGS ALLOW THE DISTRICT TO TAKE ADVANTAGE OF THE LOWEST INTEREST RATES POSSIBLE. IN ADDITION TO THE LAST FIVE YEARS, THE DISTRICT HAS SAVED TAXPAYERS, OVER $42 MILLION, THROUGH REFINANCING OF OUR BONDS.

JUST SOME STATISTICS. ONE OF THE THINGS WE DO IN COUNTING, IS WE USE A PURCHASING CARD FOR MANY OF THE TRANSACTIONS. AND THAT PROVIDES THE DISTRICT A REBATE OF OVER $250,000 AND THAT MONEY IS THEN PUT BACK INTO OUR OPERATING BUDGET, TO SUPPORT OUR OPERATIONS.

ACCOUNTING ALSO EVERY YEAR, PUTS TOGETHER A YEAR-END FINANCIAL REPORTING OF THE STATE. PAYROLL AND BENEFITS, NONE OF THE PRIORITIES, THE PRIME FOCUS OF THE PAYROLL DEPARTMENT, IS TO GET OUR STAFF PAID EACH MONTH. WE PAID OVER 4,000 EMPLOYEES, SUBSTITUTES AND COACHES. PAYROLLS, WORKS CLOSELY WITH THE HUMAN RESOURCES DEPARTMENT, WHO YOU WILL HEAR FOR LATER TONIGHT, TO INSURE OUR STAFF ARE PAID ACCURATELY AND ON TIME.

PAYROLL IS ALSO RESPONSIBLE FOR BENEFITS AND THE MAJOR WORK LAST YEAR AND WITH THE STATE MANDATED CONVERSION TO SEV.

OUR DISTRICT IS RECOGNIZED TO HAVE THE MOST STAFF PARTICIPATE DURING OPEN ENROLLMENT. CHRIS BRANGAN REPRESENTS SCHOOL DISTRICTS WITH LEADERS, WHO OVERSEAS THE SEV PROGRAM.

HE REPRESENTS THE DISTRICT VOICES AND PROVIDES FEEDBACK ON ISSUES. THE MEETINGS AND THE PARTICIPATION RESULTED IN BENEFICIAL CHANGES, FOR DISTRICTS ACROSS THE STATE. AGAIN, THERE'S SOME STATISTICS ON THE SLIDES. I WON'T READ THEM ALL BUT SEPTEMBER PAYROLL. SO THE NEXT DEPARTMENT IS PURCHASING AND I APOLOGIZE. I SHOULD HAVE GONE BACK AND MARGO ALLEN IS A MANAGER OF OUR COUNTY DEPARTMENT.

ALEX BRENHAWK IS A MANAGER OF THE PAYROLL DEPARTMENT, AND WENDY JOHNSON KESSLER IS A MANAGER OF THE PURCHASING DEPARTMENT. THE PURCHASING DEPARTMENT INSURE OUR DISTRICT GETS THE BEST PRODUCTS FOR THE LOWEST PRICES.

WHEN A DEPARTMENT NEEDS TO BUY SOMETHING, THEY GO OUT AND MAKE SURE THEY ARE SOURCING AND FINDING THE VENDOR THAT COULD GET US THE PRODUCT FOR THE LEAST AMOUNT OF MONEY.

[00:10:02]

AND THIS, JUST THIS YEAR, THEY HAVE PROVIDED OVER 6 MILLION OF SAVINGS DUE TO COMPETITIVE SOURCING AND BIDS.

THEY PROCESSED ABOUT 4-5,000 PURCHASES EACH YEAR.

THEY HAVE TO REBID MAJOR CONTRACTS ON A REGULAR CYCLE.

THOSE INCLUDE NUTRITIONAL SERVICES.

I'LL TALK ABOUT THAT LATER. SPECIALIZED TRANSPORTATION.

AND SERVICES, OUR LAPTOPS, NETWORK MANAGED SERVICES.

COPY MACHINES, ACTIVITIES AND ATHLETICS AND YEARBOOKS AND VENDING. THEY ARE FURNISHING THE CAPITOL PRODUCTS, IS A MAJOR EFFORT EVERY YEAR.

JUST SINCE IN THE LAST FOUR YEARS, THEY HAVE OUTFITTED, THE FURNITURE FIXTURES AND EQUIPMENT FOR SIX SCHOOLS TO REMODELS, ONE ADDITION AND 38 PORTABLES. YOU COULD SEE PICTURES OF NEW CLASSROOM FURNITURE AND EQUIPMENT IN OUR SCIENCE LABS.

SO THIS IS JUST SOME STATISTICS THIS YEAR, PURCHASING IN CONJUNCTION IN THE SAFETY AND SECURITY DEPARTMENT, PURCHASING SOURCE AND PURCHASE THE NEEDED PPE, IN ORDER TO RETURN STAFF AND STUDENTS TO SCHOOL. THEY WORKED WITH TECHNOLOGY TO PURCHASE NEEDED LAPTOPS AND HOT SPOTS FOR REMOTE LEARNING.

THERE'S SOME STATISTICS WITH 5300 GALLONS OF HAND SANITIZER.

YOU COULD SEE PICTURES OF BUCKETS, SOME PLEXIGLAS BARRIERS AND BOXES OF GLOVES AND MASKS AND, AGAIN, WE OBVIOUSLY HAVE MORE LAPTOPS. THESE ARE JUST THE, THE NEW ONES THAT WE NEEDED TO PURCHASE, TO DISTRIBUTE TO STUDENTS THAT NEEDED THEM. AND SO OUR BUDGET AND FINANCES DEPARTMENT, OVERSEEN BY LYNNE PIKE, WE HAVE RECEIVED THE MERRY TORIOUS BUDGET AWARD SINCE 2017. THIS AWARD, BUDGET AND AWARD SIGNIFIES THAT WE COMMUNICATE OUR RESOURCES ARE ALIGNED WITH THE STRATEGIC GOALS AND SHOWS THE COMMITMENT TO SOUND FISCAL MANAGEMENT AND BUDGETARY POLICIES.

THE BUDGET, PROVIDES ENROLLMENT AND PROJECTIONS.

WE ENHANCED THE WORK BY ENGAGING IN FLOW ANALYTICS LAST YEAR AND WE CONTINUE TO WORK WITH THEM. THE ENROLLMENT PROJECTIONS, DRIVE MANY STAFFING ALLOCATIONS. THIS DEPARTMENT WORKS CLOSELY WITH HUMAN RESOURCES TO INSURE THE RIGHT NUMBER OF STAFF ARE HIRED AND WITHIN BUDGET. THIS DEPARTMENT ALSO MANAGES GRANT CLAIMS AND FREE AND REDUCED APPLICATIONS.

SO NEXT DEPARTMENT IN BUSINESS SERVICES, IS NUTRITIONAL SERVICES. KEVIN ALSENDAN IS THE MANAGER OF THE DEPARTMENT. NUTRITIONAL SERVICES, THEIR GOAL IS TO OFFER ACCESS TO NUTRITIOUS MEALS AT THAT ALLOWS OUR STUDENTS TO SUCCEED. WE HAVE TO REBID THE CONTRACT WITH SEDECO AND THEY SUCCESSFULLY, BID THE PROCESS LAST SPRING. THEY HAVE BEEN WITH OUR DISTRICT FOR OVER 40 YEARS AND WE JUST COULDN'T HAVE ASKED FOR A BETTER PARTNER, ESPECIALLY DURING THE SCHOOL CLOSURE.

THEY ARE WORKING VERY HARD, AND WE'VE BEEN PROVIDING STATISTICS ON THE GRAB AND GO MEALS. WE HAVE SERVED, OVER 500 MEALS HAVE BEEN PROVIDED SINCE MARCH. THERE'S PICTURES OF KIDS COULD COOK ON THE LEFT IN SESSION. WE DO A LITTLE COMPETITION.

KIDS BRING IN RECIPES. AND IT'S MY FAVORITE TIME OF THE YEAR, TO COME SEE THE STUDENTS MAKE THEIR RECIPES AND PICTURES OF THE WONDERFUL FOOD AND ON THE RIGHT, PICTURES OF FAMILIES, PICKING UP THEIR GRAB AND GO MEALS.

SO MOVING ON TO SUPPORT SERVICES, SUPPORT SERVICES, IS OVERSEEN BY OUR EXECUTIVE DIRECTOR, BRIAN BUCK.

AND ALSO, DIRECTOR OF SUPPORT SERVICES, ROBERT FOSTER.

ROBERT FOSTER HAS DIRECT OVERSIGHT TO TRANSPORTATION, MAINTENANCE, CUSTODIAL AND WAREHOUSE.

SO FIRST OFF, WE'LL TALK ABOUT CAPITOL PROJECT AND YOU GET TO HEAR A LOT OF OUR CAPITOL PROJECT IN OUR FACILITIES UPDATE AND WE PARTNER AND WHEN I JUST HIGHLIGHT, PARTNER WITH OAC, THAT'S OUR CONSTRUCTION SERVICES COMPANY THAT HELPS WITH OUR PROJECT MANAGEMENT TO ALL OF THESE PROJECTS.

THAT GROUP PROVIDES SUPPORT FOR THE ADVISORY COMMITTEE.

[00:15:03]

AND THIS GROUP ALSO CONTINUES TO REFINE OUR COMMON STANDARDS FOR CONSTRUCTION PROJECT. SO LAURA, YOUR MANAGER IN THE DEPARTMENT, ALSO HAS OVERSIGHT TO THE RESOURCE CONSERVATION MANAGEMENT PROGRAM. THIS IS A PROGRAM THAT WE HAVE HAD SINCE 2006. WE PARTNER WITH MCKIN STREET, FOR THE PROGRAM. THEY ALSO PROVIDE A RESOURCE CONSERVATION MANAGER, JED REYNOLDS, MAY HAVE HEARD HIS NAME BEFORE. SINCE WE IMPLEMENTED THE PROGRAM, WE HAVE SAVED OVER 15 MILLION.

WE ALSO, EVEN AS WE GROW AND ADD NEW SCHOOLS, WE'VE REDUCED OUR ENERGY CONSUMPTION, THAT LIMITS THE INCREASES IN THE OPERATING COST. THE RESOURCE CONSERVATION MANAGEMENT PROGRAM, WORKS TO OBTAIN REBATES FROM FUTURE SOUND ENERGY. THEY HAVE WORKED IN CONJUNCTION WITH THE CTE DEPARTMENT, TO CREATE A GREEN TEAM ADVISORY GROUP AND THAT OUR DISTRICT HAS WON NUMEROUS GREEN RIBBON AWARDS, HONORING OUR SUSTAINABILITY EFFORTS.

SO CUSTODIAL SERVICES, WHICH IS OVERSEEN BY MARIAH JONES, MANAGES THAT DEPARTMENT. WE HAVE THE -- THE DISTRICT HAS OVER 130 CUSTODIANS AND SUBSTITUTES, WHO CLEAN 4.4 MILLION SQUARE FEET OF BUILDING. EACH SUMMER, WE HAVE SPECIFIC TEAMS, FOCUSING ON PRESSURE WASHING, CARPET CLEANING, WAXING AND ET CETERA. YOU COULD SEE THE PICTURE TO THE LEFT, THE ENTRY WALKWAY BEFORE PRESSURE WASHING AND AFTER PRESSURE WASHING. THE PICTURE IN THE MIDDLE, A SURPLUS BUS, TO CREATE A MOBILE CARPET CLEANING MACHINE.

WE DO THE MACHINE, TO DO THE SUMMER CLEANING THROUGHOUT THE DISTRICT. WE ALSO HAVE TRAINED DEVELOPED AND TRAINED A CUSTODIAL RESPONSE TEAM TO RESPOND TO ANY COVID CASES AND IN CASES COVID CASES ON SITE.

THE TEAM IS ABLE TO GET THE BUILDING AND THE NECESSARY PART OF THE BUILDING CLEANED AND REOPEN QUICKLY AND EFFICIENTLY AND ELIMINATES THE NEEDS TO CLOSE THE BUILDING FOR MULTIPLE DAYS. WE'RE VERY PROUD OF THE TEAM THAT'S BEEN DEVELOPED. SO OUR MAINTENANCE SERVICES PROGRAM, WHICH JOHN COLMAN IS THE MANAGER OF THE DEPARTMENT.

OUR MAINTENANCE TEAM INCLUDES 15 GROUND CREW AND 19 TRADES.

THEY COVER 700 ACRES OF GROUNDS AND 16,000 WORK ORDERS COMPLETED OVER THE 55 SCHOOLS AND FACILITIES.

THEY WORK WITH THE COMMUNITY PARTNERS, SUCH AS THE PTA.

THAT'S WHEN THE PTA WILL CREATE MONEY TO INSTALL A BENCH OR CREATE A GARDEN AND THE FACILITIES DEPARTMENT WORKS WITH THEM. WE, LAKE WASHINGTON IS ONE OF 12 SCHOOL DISTRICTS IN THE COUNTRY TO RECEIVE IPM'S, STAR CERTIFICATIONS. THAT'S INSTITUTE OF PEST MANAGEMENT. IT'S DESIGNED TO HELP SCHOOLS, REDUCE PEST AND PESTICIDE RISKS. THE PROCESS INCLUDES A 37 POINT ON-SITE EVALUATION. AND THAT'S PRETTY SPECIAL TO BE ONE OF 12 IN THE NATION. AS WE REPORTED LAST YEAR, DURING THE MAJOR SNOW STORM, WE ARE CONTINUING TO ENHANCE THE SNOW REMOVAL RESPONSE. WE HOPE WE WILL HAVE LESS SNOW THIS YEAR THAN WE DID LAST YEAR. SO OUR TRANSPORTATION, PLATE SERVICES, DANA CHANDLER, IS PRESIDENT OF THE DEPARTMENT.

SHE'S BEGINNING IN THIS ROLE BEGINNING DECEMBER 1ST.

WE'RE VERY HAPPY TO HAVE HER ON BOARD.

WE CAN'T WAIT FOR HER TO JOIN US.

OUR TRANSPORTATION, THE STATISTICS ON THE LEFT ARE DATA FROM WHEN SCHOOLING IS IN SESSION, FROM LAST YEAR.

SO WE TYPICALLY TRANSPORT OVER 8900 STUDENTS AND 700 STUDENTS WHO RECEIVE SPECIALIZED TRANSPORTATION.

1.3 MILLION MILES. WE CURRENTLY, WHILE WE'RE IN REMOTE LEARNING, TRANSPORTING, 230 STUDENTS WOULD RECEIVE SPECIALIZED TRANSPORTATION. TRANSPORTATION IS WORKING HARD TO PROVIDE UPGRADED ENHANCEMENTS TO HELP OUR COMMUNITY AND OUR PARENTS KNOW WHERE THEIR BUSES ARE AND WHAT TIME THEIR BUSES ARE GOING TO ARRIVE AT THE BUS STOP.

WE HAVE COMPLETED IMPLEMENTATION ON THE FIND MY BUS PARENT APP.

WE CONTINUE TO UPGRADE OUR GPS TABLETS THAT ARE ON OUR BUSES

[00:20:02]

AND WE ARE CONTINUING TO WORK ON THE NEXT PHASE OF THE IMPLEMENTATION. DURING THE SCHOOL CLOSURE, WE WERE ABLE TO IMPLEMENT THE NEW BUS TRIP SYSTEMS SOFTWARE FOR FIELD AND ACTIVITY TRIP. THAT WILL BE IN FULL USE, ONCE WE'RE ABLE TO DO FIELD TRIPS AGAIN.

WE ARE ON-GOING TEAMING WITH HUMAN RESOURCES, TO ENHANCE OUR RECRUITING PROCESS IN ORDER TO CONTINUE TO HIRE THE EXCELLENT BUS DRIVERS THAT WE NEED TO TRANSPORT OUR STUDENTS.

SO LASTLY, OUR WAREHOUSE SERVICES, OVERSEEN BY ELLEN NORBY. WAREHOUSE, TRUCK DRIVERS SUPPORT DELIVERIES FOR NUTRITION SERVICES, SUPPLIES, CURRICULUM AND TECHNOLOGY AND DISTRICT MAIL.

THEY RECENTLY REALIZE THE MAIL DELIVERY ROUTES FOR INCREASED EFFICIENCY. WE'VE OPENED UP THREE, TWO NEW ELEMENTARY SCHOOLS AND ONE MALE SCHOOL, IN ORDER TO DO THE SAME WORK WITH THE SAME NUMBER OF STAFF, WE HAVE TO KEEP INCREASING EFFICIENCIES. WE DID THAT.

AND THEY HAVE BEEN ABLE TO MAINTAIN THE SAME LEVEL OF STAFFING. WE PROVIDED SIGNIFICANT SUPPORT RECEIVING. THE WAREHOUSE HAS PROVIDED SIGNIFICANT SUPPORT IN DELIVERING THE NEEDED PPE EQUIPMENT THIS FALL TO SCHOOLS. SO YOU COULD SEE JUST SOME PICTURES OF OUR WAREHOUSE TRUCKS, THE PPE, THE NUTRITION SERVICES, FOOD DELIVERIES. SO THAT WAS VERY QUICK, FAST HIGHLIGHT OF ALL THE WORK, THAT MY TEAM DOES, AND I JUST WANT TO THANK MY TEAM. I'M PROUD OF MY TEAM.

THEY WORK VERY HARD TO SUPPORT AND DO WHAT'S BEST FOR STUDENTS

AND STAFF. >> ANY BOARD MEMBER QUESTIONS.

>> JUST THANK YOU, FOR PREPARING FOR UNKNOWN YEARS, SUCH AS THE ONE WE'RE CURRENTLY HAVING, WHICH HAS LED US TO BE IN A BETTER FINANCIAL SITUATION THAN UNFORTUNATELY MANY OTHER DISTRICTS. MUCH APPRECIATED.

THANK YOU.

. >> NEXT ITEMS IS A STAFFING

UPDATE. >> I WANT TO THANK BARBARA AND TEAM FOR THE PRESENTATION AND THEIR WORK.

APPRECIATE THAT. IN THE NEXT PRESENTATION, IS A STAFFING UPDATE. YOU MAY SEE ON THE SCREEN, A NUMBER OF INDIVIDUALS THAT YOU MAY HAVE NOT MET.

TONIGHT, YOU GET TO MEET THEM. THAT'S OUR HUMAN RESOURCES TEAM, LED BY DR. JOY ROSS. SUPERINTENDENT FOR HUMAN RESOURCES. BARBARA, IF YOU COULD UNSHARE YOUR SCREEN. WE'LL BE ABLE TO SWITCH OVER, TO LET DR. ROSS AND HER TEAM. AND I WANT TO RECOGNIZE THIS TEAM, DURING THE COVID TIME. HUMAN RESOURCES IS ALWAYS ESSENTIAL AND CRITICAL. DURING THESE TIMES, THEY WONDER ABOUT, YOU KNOW, THE WORK RESPONSIBILITIES, LEAVES, ALL OF THESE THINGS. THIS TEAM, PARTNERING, AS BARBARA MENTION, BEEN APPRECIATED.

THEY ARE ALSO FOCUSED ON OUR STRATEGIC WORK IN INSURING OUR RECRUITMENT, HIRING, RETENTION OF STAFF.

WITH THAT, I WILL HAND IT TO DR. ROSS AND LEAD US TO THE

PRESENTATION. >> THANK YOU SO MUCH.

I'M GOING TO TURN MY CAMERA OFF, TO MAKE SURE THAT I HAVE ALL OF THE NECESSARY JUICE TO RUN THE POWER POINT.

FIRST OF ALL, WOULD LIKE TO EXTEND SINCERE THANKS.

IT IS EXCITING TO SHARE THE INITIATIVES AND EFFORTS TO PLAN.

I'M EXCITED THERE ARE THREE MEMBERS OF THE HUMAN RESOURCES TEAM THIS EVENING WHO YOU WILL ALSO HEAR FROM, WITH REGARDS TO THEIR RESPECTIVE AREAS AND SO, JUST EMBRACING THE OPPORTUNITY, TO SHARE THE SPACE AND TO LET YOU SEE THE EFFORTS OF THE HUMAN RESOURCES DEPARTMENT. WHEN YOU THINK ABOUT THE CURRENT TIME, IN THE U.S. HISTORY WITH REGARDS TO EDUCATION AND COVID.

[00:25:03]

WHAT THIS EXPERIENCE IS PLAYING OUT AS A SIGNIFICANT PORTION OF OUR STUDENTS OPERATING AND LEARNING IN A REMOTE SPACE, PROVES TO BE CHALLENGING FOR A SCHOOL DISTRICT.

TO SAY THAT THE HR DEPARTMENT HAS NOT HAD SOME INTERESTING EXPERIENCES IN THIS TIME, IS CERTAINLY AN UNDERSTATEMENT.

SO BEING MINDFUL OF THAT, BEING LOOING AT HOW WE CAN MARSHALL OUR EFFORTS, TO INSURE IN THIS CURRENT TIME, WE'RE MAXIMIZING OUR TALENTS AND BRINGING OUR BEST EFFORTS FORWARD TO INSURE WE ARE MEETING THE NEEDS OF STUDENTS, BY YIP SURING, THAT ADULTS ARE THRIVING IN THE SPACES THAT ARE CURRENTLY OUR REALITY.

. >> I FOUND THIS IMAGE OF KIDS, SMILING AND ENGAGES AND IN CLASSES.

AND IN THE HUMAN RESOURCES DEM, IN A SCHOOL DISTRICT AS A DISTRICT LEVEL, VERY RARELY DO YOU SEE KIDS.

EVERY OPPORTUNITY THAT WE GET TO REMIND OURSELVES ABOUT THE IMPORTANCE OF THE WORK THAT WE DO WITH THE ADULTS THAT TOUCH THE LIVES OF KIDS, IS AN OPPORTUNITY THAT I THINK WE SHOULD TAKE. WE FIND THIS QUOTE FROM RITA PEARSON. EVERY CHILD DESERVES A CHAMPION, AN ADULT WHO WILL NEVER GIVE UP ON THEM, WHO UNDERSTANDS THE POWER OF CONNECTION AND INSISTS THAT THEY BECOME THE BEST THAT THEY CAN TRULY BE. SO WHEN YOU THINK ABOUT THE ROLE OF THE HUMAN RESOURCES DEPARTMENT, OUR CHARGES THAT WE CREATE SYSTEMS AND PROCESSES AND SPACES THAT PROMOTE THRIVING ADULTS, TRULY BELIEVING THAT THRIVING ADULTS, THEN INFLUENCE STUDENTS TO FLOURISH. THIS IS AN IMAGE THAT WE WANT TO KEEP FRONT AND CENTER, AS WE DO OUR WORK IN THE HUMAN RESOURCES

DEPARTMENT >> I THINK ONE OF THE REASONS, WE FELL IN LOVE WITH HUMAN RESOURCES, IT GAVE US THE OPPORTUNITY TO PARTNER WITH THE EMPLOYEE FROM THE BEGINNING TO THE END. AND WE GET TO BE STRATEGIC PARTNERS WITH THE EMPLOYEE TENURE.

THE GOAL IS TO MAKE SURE THEY HAVE A THRIVING EXPERIENCE AS A DISTRICT. FROM THE RECRUITMENT STAGE, THROUGH THE HONORING AND ON-BOARDING CHANGE.

WE'RE PREPARING THEM TO BE SUCCESSFUL.

THE RETENTION AND ENGAGEMENT PHASE, WHAT DOES IT LOOK LIKE.

AND ALL OF THE PIECES, THAT THEY WILL INTERACT WITH, WHILE THEY ARE, WORKING WITH US. WHEN THE TIME COMES, THEY EXIT FOR MANY REASONS. HOW DO WE UTILIZE THE DATA, SO WE ARE NS ITLY IMPROVING AND TO STRIKE AN ENVIRONMENT WHERE ADULTS ARE THRIVING AND ULTIMATELY, IMPACTING STUDENTS TO FLOURISH AND BE WELL AND THR

THRIVE. >> WHEN WE THINK ABOUT COMPETITION, SOMETIMES IT'S BASED ON THE SIZE AND THE MAKEUP OF THE POOL. WE WILL REVIEW THE NATIONAL TRENDS OF THE TEACHER PIPELINE IN A LITTLE BIT.

AND I COULD TELL YOU AND I'M SURE YOU'RE AWARE OF THIS, THOSE NUMBERS ARE CONCERNING AND THEY ARE DWINDLING.

THE DATA WE SHOW, DATA FROM THE DEPARTMENT OF EDUCATION.

IT'S THE MOST. AND IT'S PROBABLY, 2-YEAR-OLD.

THE NUMBER OF STUDENTS IN TEACHER-EDUCATION PROGRAMS, COUPLED WITH THE NUMBER OF STUDENTS COMPLETING TEACHER EDUCATION PROGRAMS ARE ON THE DECLINE.

SO IN LIGHT OF THE FACT, THAT IS OUR REALITY, HOW DO WE RESPOND TO THAT IN A VERY PROGRESSIVE AND INNOVATIVE AND CREATIVE WAY.

COMMITMENT, IN THE BRAME NSHG. IT WILL PUT US IN A RELATIVELY SMALL POOL BUT LOOKING TO BE CENTRAL STRATEGY.

[00:30:07]

YOU KNOW, FOR ME, LONG-TERM GOAL, LAKE WASHINGTON SCHOOL DISTRICT IS VIEWED AS A PREMIERE EMPLOYER OF CHOICE, IN EDUCATION AND THE STATE OF WASHINGTON. SO WHAT THAT MEANS.

RM AND THEN WE WILL HAVE THO, IN INSURING SPACES ARE CREATED AND SUSTAINED, THAT PROMOTE EMPLOYEES TO THRIVE AND ULTIMATELY PEOPLE WANT TO STAY WITH US.

THAT'S A TALL ORDER BUT IT'S CERTAINLY ONE THAT I'M CONVINCED WITH THE TEAM WE HAVE AND THE INITIATIVES AND PARTNERSHIPS THAT WE ARE FORMULATING, WE WILL CERTAINLY MEET THE GOALS.

WHAT WE SHARED LAST YEAR, AND WAS RETRIEVED BY THE DEPARTMENT OF EDUCATION, IT IS A SNAPSHOT SOME OF THE STATES AND WHERE THEY ARE, IN TERMS OF ENROLLMENT, IN TEACHER EDUCATION PROGRAMS AND PROGRAM COMPLETERS. I WAS NOT AWARE THAT THE COMPLETION RATE IS AS LOW AS IT IS IN SOME AREAS.

RECOGNIZING THE POOL THEN, IS DWINDLING, IT MEANS THAT THE MARKET BECOMES A LOT MORE COMPETITIVE AND WE HAVE A VALUE AND GOALS AROUND DIVERSIFYING OUR WORKFORCE, HAVING AN APPRECIATION FOR A DIVERSE WORKFORCE BEING BENEFICIAL FOR ALL. FOR STUDENTS OF COLOR, FOR WHITE STUDENTS AND STAFF. WITH A RELATIVELY SMALLER POOL, WE REALIZE THAT THERE'S A LOT OF WORK, EFFORTS THAT NEED TO BE PUT IN PLACE TO INSURE, NOT ONLY DO WE ATTRACT A DIVERSE STAFF, BUT WE WORK WITH UNIVERSITIES AND ENCOURAGE OF DEVELOPMENT IN AREAS OF SOCIAL JUSTICE AND EQUITY FROM THAT AS WELL.

THE REALITY, THERE'S PROBABLY, ANYWHERE BETWEEN 10-15 PERCENT OF A SMALL POPULATION OR A SMALLER POOL OF EDUCATORS AND 10-15 PERCENT OF EDUCATORS OF COLOR.

WHEN YOU THINK ABOUT IT, THAT'S NOT A VERY ROBUST NUMBER OF EDUCATORS OF COLOR. MANY DISTRICTS ARE, YOU KNOW, EMBRACING THE CONCEPT OF DIVERSIFYING A WORKFORCE.

YOU HAVE MANY DISTRICTS THAT ARE VYING FOR A VERY SMALL POOL.

THE COMPETITION IS GOING TO BE EXTREME, WHICH FURTHER MAKES IT IMPORTANT FOR US TO BE VERY SOLID IN OUR EMPLOYEE LIFE, CYCLE IN THE EFFORTS THAT WE'RE GOING TO PUT TOGETHER TO MAKE LAKE WASHINGTON AN EMPLOYER OF CHOICE AND SO WE WILL HAVE TO BE COMPETITIVE IN WHO WE ARE SO PEOPLE WILL WANT TO BE WITH US.

A NATIONWISE, WE ASKED ABOUT SOME OF THE FRNS.

H HE'S.

I THINK THIS CENTRAL NATION IS GOOD TO KNOW FOR MANY REASONS.

SOME OF THE REASONS THAT WERE CITED WERE TEACHER SALARIES BEING LOW. THEY WERE CITED, IT WASN'T UNCOMMON IN SOME AREAS, FOR TEACHERS TO HAVE SECOND JOBS.

AND FOR THE FIRST TIME BETWEEN 2010 AND 2018, WHEN PARENTS WERE SURVEYED, THEY WERE NOT RECOMMENDING THAT THEIR CHILDREN BECOME TEACHERS. AND SO YOU REALIZE THAT, YOU KNOW, CULTURALLY, THERE'S A SHIFT IN VALUE AS IT PERTAINS TO, YOU KNOW, WHAT OUR COMMUNITIES ARE THINKING ABOUT TEACHERS AND SO WE REALLY HAVE TO BE CREATIVE IN RESPONDING TO THAT, TO BE ABLE TO CHALLENGE THAT FROM, YOU KNOW THIS SIDE.

SO WE ARE ALL IN AGREEMENT THAT, YOU KNOW, HAVING A DIVERSED WORKFORCE IS JUST A PHENOMENAL APPROACH.

THERE'S OFTEN THROUGHOUT THE BOARD MEETINGS AND CABINET, AND THE CLT, AND DLT LEVEL, CONVERSATIONS ABOUT THE BENEFIT AND BEAUTY ON A DIVERSE WORKFORCE.

WE HAVE ALREADY HEARD THAT FROM OUR STUDENTS AND FROM OUR FAMILIES OF COLOR. AND NOT ONLY DOES IT MATTER FOR

[00:35:01]

OUR STUDENTS OF COLOR, BUT IT MATTERS FOR OUR ADULTS.

AND YOU KNOW, OUR ADULTS WHO ARE WHITE AND OUR ADULTS OF COLOR.

WHAT THAT ALSO DOES, IT PROVIDES A VERY ROBUST ENVIRONMENT FOR DIALOGUE FOR THINKING AND FOR DEVELOPING SYSTEMS THAT ARE BENEFICIAL TO ALL. AND SO BEING INTENTIONAL TO LOOK AT A CRITICAL EYE AT OUR EFFECTIVENESS IN THIS AREA, IS TRULY GOING TO BE KEY TO OUR SUCCESSES WITH STUDENTS AND CREATING A WORKFORCE THAT WILL MEET THE NEEDS OF OUR TIMES.

AND SO I WANTED TO GIVE YOU AN OPPORTUNITY TO HAVE JUST A SNAPSHOT. THIS IS DATA FROM 2021.

AND SO WHAT WE WANTED TO DO, IS SHOWCASE OUR STUDENTS, OUR CERTIFIED STAFF, CLASSIFIED STAFF AND ADMINISTRATORS, AND WANTED TO START WITH OUR HIGHEST PERCENTAGES, MOVING DOWN TO OUR LOWER PERCENTAGES AND SO IF YOU LOOK STRAIGHT ACROSS, WE HAVE 44 PERCENT OF OUR STUDENTS THAT IDENTIFY AS WHITE.

OUR CERTIFIED STAFF, WE HAVE 86.6 PERCENT.

OUR CLASSIFIED STAFF, 74.5 PERCENT AND OUR ADMINISTRATORS, 83.2 PERCENT. SO IF YOU LOOK AT THE NUMBER, PERCENTAGES OF STUDENTS, THAT IS 44, WE HAVE A CONSIDERABLY HIGHER RATE OF CERTIFIED AND CLASSIFIED AND ADMINISTRATORS, WHO ARE IDENTIFIED AS WHITE. AS WE CONTINUE TO LOOK AT OUR NUMBERS, THAT IS NOT A TREND THAT CONTINUES TO SHOW UP AND SO IF WE, YOU KNOW, HAVE COMMITTED AND WE HAVE VALUES AROUND DIVERSIFYING OUR WORKFORCE, THIS IS CERTAINLY AN AREA, THAT GIVES US A GOOD SNAPSHOT AS TO WHAT THE OPPORTUNITIES AND WORK FOR US TO DO LIES. ASIAN STUDENTS, 34.8 PERCENT.

OUR ASIAN CERTIFIED STAFF, 6 PERCENT.

CLASSIFIED STAFF, 14.4 PERCENT AND ADMINISTRATORS, 8.7 PERCENT.

OBVIOUSLY, A DISPARITY IN TERMS OF THE PERCENTAGES OF STUDENTS IN COMPARISON TO STAFF. HISPANIC AND LATINOS, STUDENTS, 10.6 PERCENT. CERTIFIED STAFF, 3.7 PERCENT.

CLASSIFIED STAFF, 6.4 PERCENT. AND ADMINISTRATORS, 2.5 PERCENT.

TWO OR MORE RACES, 8.1 PERCENT. CERTIFIED STAFF, WE HAVE 2.3 PERCENT. CLASSIFIED STAFF, 2 PERCENT AND ADMINISTRATORS, 0.6 PERCENT. AGAIN, NOWHERE IN COMPARISON TO THE PERCENTAGE WITH REGARDS TO OUR WHITE CERTIFIED AND CLASSIFIED ADMINISTRATIVE STAFF. BLACK, AFRICAN-AMERICAN, 2.1 PERCENT. CERTIFIED STAFF, 0.9 PERCENT.

CLASSIFIED STAFF, 2.1 PERCENT. AND ADMINISTRATORS, 4.35 PERCENT. SO A HIGHER PERCENTAGE RATING IN ADMINISTRATORS. INTERESTINGLY ENOUGH, VERY SIMILAR IN TERMS OF PERCENTAGE, IN CLASSIFIED STAFF BUT MUCH SMALLER WITH REGARDS TO CERTIFIED STAFF AND AMERICAN INDIAN AND ALASKAN, 0.2 PERCENT, 4 PERCENT, CLASSIFIED STAFF AND 0.6 PERCENT ADMINISTRATORS. SO THIS IS JUST A SNAPSHOT OF WHERE WE ARE FOR THE 2021 SCHOOL YEAR, WHICH STUDENTS IN COMPARISON TO CERTIFY, CLASSIFY ADMINISTRATORS BY RACIAL DEMOGRAPHIC BREAKOUT. THIS YEAR, IS OUR NEW HIGHER DATA, SO I JUST WANTED YOU TO SEE HOW MANY NEW HIRES WE MADE IN THE 2018-2019 SCHOOL YEAR AND THE 2019-2020 SCHOOL YEAR.

AND THEN THE NEW HIRE RACIAL DIVERSITY BREAKOUT BY SCHOOL YE YEAR.

>> WE WANTED TO GIVE YOU THE BREAK DOWN BASED ON THE APPLICATION PROCESS. SO IN 2018, 2019, WE HAD 6,042 APPLICANTS, OF WHICH 2,051 ARE APPLICANTS OF COLOR, WHICH WE HIRED, 143. AND WHICH GAVE US A PERCENTAGE OF 2.4. THE SAME YEAR, WE HAD 6 -- OF THE 6,042 APPLICANTS, WE HAD 3,991, WHO WERE WHITE.

[00:40:07]

461 WERE HIRED AT A PERCENTAGE RATE OF 7.6.

IF YOU LOOK AT THE LAST SCHOOL YEAR, 2019, TO 2020, 7,920 TOTAL APPLICANTS, OF WHICH 2,750 OF THEM WERE APPLICANTS OF COLOR, OF WHICH WE HIRED 184, GIVING US A PERCENTAGE OF 2.3 AND THAT SAME YEAR, 7,920 TOTAL APPLICANTS, 5,170 WERE WHITE APPLICANTS, AND OF WHICH 496 OF THEM WERE HIRED AT A PERCENTAGE RATE OF 6.3. THAT GIVES YOU AN IDEA OF THE NUMBER OF PEOPLE WHO APPLIED FOR JOBS WITH US, HOW THEY WERE BROKEN OUT RACIALLY AND HOW THEY WERE HIRED OUT IN TERMS OF SPECIFIC NUMBERS THROUGHOUT THE YEARS.

AND THEY SAY A PICTURE, YOU KNOW, IS WORTH A THOUSAND WORDS.

SO JUST WANTED TO GIVE YOU SOME BAR SHOTS AND WHAT IS OUR DATA SHOWING US. IN THE 2018-2019 YEARS, WE'VE GOT ON THE LEFT, IN RED, WE HAVE ADMINISTRATORS AND CERTIFIED STAFF ON THE RIGHT. YOU COULD SEE THAT ADMINISTRATORS IN 2018-2019, THERE WERE 128 WHITE ADMINISTRATORS, COMPARED TO 16 ADMINISTRATORS OF COLOR.

IN 2019, 2020, THERE WERE 135 WHITE ADMINISTRATORS, IN COMPARISON TO 19. IN 2020-21.

WE HAVE 124, ADMINISTRATORS OF COLOR.

THE GOOD NEWS, THERE'S AN INCREASE OVER EACH YEAR.

THAT'S CERTAINLY TO BE CELEBRATED.

2018-2019, WE HAD 830 WHITE CERTIFICATE STAFF.

AND 2019-2020, 1,880 WHITE CERTIFICATED STAFF, IN COMPARESON TO 265. SO FAR THIS YEAR, WE HAVE 1,866 CERTIFICATED STAFF, IDENTIFIED AS WHITE, WITH 290 CERTIFICATED STAFF AS EMPLOYEES OF COLOR. I'D LIKE TO INVITE CAMILLE TO TAKE US FORWARD AND SHARE WITH YOU OUR INITIATIVES AS IT RELATES TO OUR PATH MOVING FORWARD.

MY NAME IS CAMILLE. AND I HEAR AN ECHO.

ARE YOU ABLE TO HEAR >> OKAY, GOOD.

I DIDN'T WANT TO ANNOY YOU. WE SAW THE DATA IN TERMS OF DEMOGRAPHICS. AND WE'RE AT THE POWER POINT, SO WHAT, NOW WHAT? THE COVID PANDEMIC AND THE CURRENT SOCIO POLITICAL CLIMATE, HAS SHOWN HOW INTERCONNECTED OUR LIVES ARE. WITH DR. HOLM AND DR. ROSS, THE NEW DEPARTMENT LEADER, WE WERE AT A UNIQUE OPPORTUNITY, WE GOT A CHANCE TO TAKE A DATA DRIVEN DEEP DIVE, ON HOW TO TRULY BE THEIR HEARTBEAT FOR LWSD. WE EMBARKED THE FIRST 90 DAYS OF THE SEMESTER. WE EMBARKED ON PROCESS IMPROVEMENT AND ANALYSIS. WE SOLICIT FEEDBACK FROM EACH STAFF MEMBER, IN ORDER TO REIMAGINE THE HR AND HOW WE START THE DISTRICT. IF I TALK TOO FAST, FEEL FREE TO TELL ME TO SLOW IT DOWN. WHEN WE THINK ABOUT RECRUITING, I WOULD LIKE TO USE THE ANALOGY OF THE RECIPE.

WHEN I THINK ABOUT RECRUITING, DR. ROSS TALKED ABOUT THE EMPLOYEE LIFE CYCLE. RECRUITING IS LIKE CUTTING AND

[00:45:02]

THE PREP. WE HAVE TO THINK ABOUT AND WE ARE REMANAGING RECRUITMENT AS VERY MUCH INTERCONNECTED AND VERY INCONNECTABLY, IN BARGAINING AND CORPORATIONS OVERALL. AND IN ORDER TO INCREASE DIVERSITY IN ALL LEVELS, WE HAVE CARVED FOUR AREAS THAT WE CHOSE TO DEVELOP SOME STRATEGIES TO MOBILIZE THAT FOUR AREAS ARE PARTNERSHIP, ENGAGEMENTS AND DEVELOPMENT AND DATA.

>> I WILL SHARE MORE AS WE MOVE FORWARD.

I WILL GIVE YOU AN EXAMPLE ON HOW IT LOOKS LIKE.

PARTNERSHIPS AND ENGAGEMENTS ARE REALLY IN LOCKSMITH.

NOT ONLY IN ADVERTISING, PLACES WHERE DIVERSITY THRIVES.

IN JOB ROOMS, WERE CREATED AND DESIGNED TO PLACE CANDIDATES OF COLOR AND ALSO PARTNERING WITH HISPANIC INSTITUTIONS, UNIVERSITIES, ALSO KNOWN AS HBCU'S.

AND OTHER GROUPS, TRIBAL COLLEGES, THAT REALLY WILL HELP US TO GET A DIRECT PIPE LINE INTO DIVERSE CANDIDATES, ATTRACT THEM, AND SHOW THEM WHAT THE LAKE WASHINGTON WAY IS.

IN TERMS OF DEVELOPMENT, THERE'S A PERFECT SYNERGY, PERFECT RECRUITMENT. WHAT DO YOU DO, TO CULTIVATE COMMUNITY IN THE EXISTING WORKFORCE.

WE WANT TO MAKE SURE WE ARE ABLE TO SUPPORT AND PARTNER WITH THE OTHER DEPARTMENTS TO MAKE SURE THEY HAVE THE CAPACITY TO BE ABLE TO NOT ONLY ATTRACT AND MAKE THEMSELVES LOOK GOOD FOR THE CANDIDATES, TO JOIN US, BUT ALSO TO KEEP THEM SO THEY STAY.

IN THAT RESPECT, DEI, DIVERSITY, EQUITY AND INVERSION ARE INTERCONNECTED AND CANNOT BE PARCEL AND PART.

LASTLY, DATA YOU SAW A GLIMPSE OF THE DATA.

TRUST ME WITH I SAY, IT'S ONLY A GLIMPSE.

WE RECOGNIZE HOW IMPORTANT IT IS, TO SET TARGETS, TO BE TRANSPARENT AND TO BE ABLE TO EVALUATE AND ASSESS THEM ON AN ONGOING REGULAR BASIS SO HERE, THIS SLIDE HERE, DEPICTS A FEW OF THE DIFFERENT INITIATIVES AND EXAMPLES ON HOW WE ARE GOING TO TAKE THIS VISION TO THE NEXT STEP.

WHAT YOU'RE SEEING IS A COUPLE OF DIFFERENT DESCRIPTIONS.

I TALKED A LITTLE BIT ABOUT STRATEGIC PARTNERSHIPS AND CAPACITY BUILDING. ONE OF THE THINGS, I WANT TO PULL YOUR ATTENTION TO, AROUND THE NEW EMPLOYEE ENGAGEMENT.

WE KNOW ANY LARGE ORGAN DECISION IS GOING TO STRUGGLE TO MAKE SURE WE CAN MAINTAIN THE SMALL COMMUNITY AND THE COZY HOME FEEL. AND IN A LOT OF WAYS, WASHINGTON DOES FEEL HOME. WE WANT TO MAKE SURE, NO EMPLOYEES ARE NOT JUST ABANDONED.

WELCOME TO THE FOLD AND NEVER CHECKED IN AGAIN.

WE REALLY, ARE BEING INTENTIONAL ABOUT MAKING SURE OUR NEW EMPLOYEES WOULD ENGAGE AT LEAST DIRECTLY WITH US, AT LEAST ONE TIME WITHIN THE FIRST 90 DAYS. THAT WAY WE CAN GET A TEMPERATURE CHECK HELP ME AND AT LEAST KEEP A FACE TO THE DEPARTMENT AND TO THE OR ORGAN ORGANIZATION. ADDITIONALLY, WE HAVE EMBARKED IN A PROCESS OF DIFFERENT TOOL KITS.

THIS IS A PROCESS WAY, FOR SCREENING AND INTERVIEWS, ALL OF THE MECHANICAL PARTS OF GETTING NEW TALENT, BUT USING AN OUTCOME ORIENTED STRATEGY AND LENS, ON HOW WE LOOK AT THE TALENT MANAGEMENT APPROACH. WE ACTUALLY MOBILIZE AND INTERROGATING, AND AS WE SCREEN THE CANDIDATES.

WE'RE INTERROGATING, IN TERMS OF THE QUESTION BANKS, AS WELL, AS MAKING IT A DAILY PART OF THE LEXYCON, WE'RE ALWAYS ABLE TO PUSH FORWARD SO WE CAN GET THE BEST CANDIDATES WE CAN.

FOR THE REST OF THE CANDIDATES I'M PRESENTING, YOU WILL HEAR MORE ABOUT THE STUDENT TEACHER PROGRAM.

MY COLLEAGUE WILL SHARE MORE ABOUT THE ALTERNATE ROUTES CERTIFICATION. BEFORE WE GET TO MORE DETAILS, I WANT TO REITERATE, DR. ROSS DEPICTED.

THIS IS ALSO DATA, BASED ON THE OSPI, REPORT CARD, 16 AND 17.

AND A FEW OTHER NOTES, I'LL BE SHARING THAT ARE COMING FROM THE U.S. DEPARTMENT OF EDUCATION. SO MANY OF YOU ARE FAMILIAR WITH THE FACT, THAT NATIONALLY, WE HAVE BEEN EXPERIENCING A TEACHER SHORTAGE. IT'S LESS ABOUT PEOPLE NOT GOING TO COLLEGE. PEOPLE ARE NOT ELECTING TO BE TEACHERS. CURRENTLY, APPROXIMATELY AROUND 81 PERCENT OF OUR WORKFORCE NATIONALLY, IS WHITE.

AND FOR THE MOST PART, OUR TEACHER WORKFORCE IS LARGELY

[00:50:02]

WHITE AND FEMALE. WE KNOW THAT OUR TEACHER WORKFORCE IS LESS DIVERSE THAN THE OVERALL WORKFORCE.

AND ESPECIALLY FOR METROPOLITAN AREA, THAT IS SOMETHING THAT WE CAN'T SIT BY AND IGNORE. SO WHAT THIS DATA TELLS US, THERE'S A DIRT OF RACIAL AND GENDER DIVERSITY.

FOR THE MOMENT, IT MAKES IT INCUMBENT TO UTILIZE A NATIONAL RECRUITMENT STRATEGY TO UTILIZE DIVERSITY.

WHAT YOU'RE SEEING AT THE RIGHT SIDE AND AT THE TOP, TEACHER LOCATION, TENDS TO BE HYPER LOCAL.

WE KNOW WE'RE DEEG WITH A SMALL POOL, IN THE STATE AND REGIONALLY FOR THAT MATTER, FOR THE PACIFIC NORTHWEST.

IT'S IMPORTANT THAT WE USE A STRATEGY TO RECRUIT TEACHERS THAT OTHERWISE WOULD NOT HAVE KNOWN ABOUT THE DISTRICT.

THIS SLIDE IS PROVIDED BY ANOTHER EXAMPLE.

THIS IS WHEN YOU THINK ABOUT LITTLE BIT NARROW, IN TERMS OF TEACHER PREPARATION. WHEN WE THINK ABOUT TEACHER WORKFORCE TRENDS, AND THIS IS BASED ON DATA THAT WAS COLLECTED AND DISSEMINATED, COLLECTIVELY, 2019, AND THE CENTER FOR AMERICAN PROGRESS. SO ALWAYS, THE DATA TENDS TO BE TWO SCHOOL YEARS BEHIND. SOME DATA, AND WE'RE TALKING ABOUT ACADEMIC YEAR-ENDING IN 2018.

WHAT'S KNOWN, SINCE 2010, TOTAL ENROLLMENT IN TEACHER PREPARATION PROGRAM, HAS DECLINED BY MORE THAN ONE-THIRD.

THIS DECLINE HAS OCCURRED IN THE CONTEXT AS I MENTIONED EARLIER, INCREASING ENROLLMENT AND BACHELOR PROGRAMS. ILLUSTRATING THAT THERE'S A LOSS ALSO AND DESIRE TO BECOME A TEACHER. AND ALTHOUGH, YOU GET MORE NUANCES AND MORE RELEVANT DATA WHEN YOU'RE LOOKING AT THE STATE LEVEL. NATIONAL FIGURE TELLS A STORY.

TEACHER MARKETS ARE HYPER LOCAL. WHEN WE LOOK AT WASHINGTON AS A STATE, THE BRIGHT SIDE, WE HAVE A STATE WHO EARLY ON, AND MAYBE ABOUT 10 YEARS NOW, REALLY EMBARKED OF THINKING ABOUT A CONTINUIUM, WHEN WE TALK ABOUT TEACHER CERTIFICATION AND TEACHER WORKFORCE. THE U.S. DATA, THEY MAKE AVAILABLE, TITLE TO DATA. WHICH IS ABOUT PREPARATION PROGRAMS AND CERTIFICATION. WHAT YOU SEE AT THE TOP, WE HAVE 203 INDIVIDUAL PROGRAMS FOR THE STATE.

I WANT TO POINT OUT, THESE PROGRAMS ARE ACTUALLY HOUSED AND 39 PROVIDERS. THOSE ARE DIFFERENT UNIVERSITIES. ONE UNIVERSITY, COULD HAVE TEN DIFFERENT DISTINCT PROGRAMS, IF YOU THINK ABOUT SPECIAL EDUCATION, ALTERNATIVE CERTIFICATION PROGRAMS, ELEMENTARY, SECONDARY, THAT'S WHAT YOU'RE SEEING.

THAT'S WHY THE NUMBER LOOKS LARGE.

WITH THE SECOND BOXES IS DEPICTING, WE LOOK AT THE ACADEMIC YEAR OF 2018, AND AGAIN, REALLY FOCUSING AND ILLUSTRATING THAT SIGNIFICANT DISPARITY AND ATTRITION RATE BETWEEN PEOPLE WHO ENROLLED AND TEACHER PREPARATION PROGRAMS AND THOSE WHO ACTUALLY COMPLETE TLEM.

ALL THOSE, THERE'S CONTINUED ATTRITION, IF YOU GO TO THE WEBSITE, WASHINGTON IS ONE OF THE FEW STATES, WHERE IT INCREASING. AND ENROLLMENT AND NEW COMPLETION FOR THE LAST THREE YEARS, THE DATA IS AVAILABLE.

THAT'S WHAT THIS IS PROVIDING A SUMMARY OF.

MOST PROGRAMS, WHEN YOU LOOK AT THE MAP, ARE CONCENTRATING IN THE PUGET SOUND, WHICH IS GOOD NEWS FOR US.

THE MOST COMMON SECTOR, WHEN YOU THINK ABOUT TEACHER EDUCATION, IS THE PUBLIC FOR YOUR UNIVERSITY AND IT'S FUNNY BECAUSE WSU, FIRST IN THE NATION IN TERMS OF THE NUMBER OF DEGREES THAT THEY AWARD. AGAIN, THAT'S WHAT SPEAKING TO WASHINGTON BEING IN THE TOP THREE STATES FOR TEACHER PREPARATION. IT'S ALL ABOUT THE MARKET SHARE.

OKAY, DR. ROSS. >> AND THIS NEXT SLIDE IS REALLY LOOKING AT DIVERSITY. SO SIMILAR TO OUR WORKFORCE, YOU KNOW, WE KNOW THAT PEOPLE ENROLLING IN THE TEACHER PREPARATION PROGRAMS, CONTINUE TO BE LARGELY FEMALE, LARGELY WHITE. HERE, YOU ARE ABLE TO SEE SPECIFIC TO WASHINGTON, THAT 84 OF THE ENROLLIES, WHEN WE TALK ABOUT THE LARGE NUMBER WERE IDENTIFIED AS ALASKAN INDIAN, AMERICAN INDIAN. YOU SEE 280, WERE ASIAN.

[00:55:04]

THIS IS TEACHER PREPARATION PROGRAMS, THAT ARE TRADITIONAL AS WELL, AS ALTERNATIVE, WHICH TENDS TO BE SHORTER, TEND TO BE PEOPLE IN THE WORKFORCE. SO IN MORE RESPECT, TEND TO BE AFFORDABLE AND TEND TO HAVE PROGRAM STRUCTURES THAT ARE MORE CONDUCIVE TO A WORKING ADULT. YOU SEE IN THE FAR RIGHT, HOW LARGELY FEMALE, THE TEACHER WORKFORCE, THE TEACHER PREPARATION AND ENROLLIES ARE, WHEN YOU LOOK AT GENDER.

SO DIVERSITY REMAINS A SIGNIFICANT CHALLENGE.

IT MEANS WE HAVE TO BE LASER FOCUSED AND INNOVATIVE IN OUR EFFORT TO ATTRACT AND RETAIN TEACHERS.

WITH THAT BEING SAID, THIS YEAR, THE STUDENT TEACHER PROGRAM, WAS TRANSITIONED TO THE PROFESSIONAL LEARNING DEPARTMENT AND RESOURCES. THAT'S PART OF THE LARGER EFFORT, TO CLOSELY IN LINE THE DEVELOPMENT OF THE DEVELOPMENT FEATURES. WHEN WE LOOK AT THE PROGRAM, WE REBRAND IT AS PATHWAYS. THE THEORY OF CHANGE, THE STUDENT TEACHER, YOU LOOK AT IT FROM A SENSE, IS DESIGNED TO PROVIDE SUPPORT AND ENTRY TO THE PROFESSION.

RETOUCH DEMONSTRATES, THE QUALITY OF THE FIRST TEACHING EXPERIENCE IS TIED TO TEACHING EXPRESSION.

AND WHAT STUDENT TEACHERS, CREATES THEIR VIEW OF THE AFRNTD IT'S ESSENTIAL, LWSD, WE'RE GIVING OUR STUDENT TEACHERS THE HIGHEST QUALITY PLACEMENT WE CAN.

WE'RE ALSO HOSTING, 70,000 TEACHERS.

ANNUALLY, EVEN BEFORE THE PROGRAM TRANSITIONS, WE HOSTED WELL OVER 100. WE TEND TO HARBOR AROUND 130.

WE'RE PARTNERED WITH THE LOCAL UNIVERSITIES, WHICH IS REGIONAL AS WELL AS NATIONAL. AND IN TERMS OF ENGAGEMENT, THAT'S WHERE WE CAN SELL THE DREAM AND GIVE US THE ROBUST, THAT TEACHERS REALLY DESERVE. THEY ARE ABLE TO CULTIVATE COMMUNITY WITH THE STUDENT TEACHERS.

WE ARE DEVELOPING AND HAVE DEVELOPED AND SHARED SOME RESOURCES AROUND RESUME AND INTERVIEW, OTHER CAREER PLANNING, ASSISTANCE, BECAUSE AT THE END OF THE DAY, WE WANT THE INDIVIDUALS TO NOT ONLY HONE THE SKILLS IN THE INSTRUCTIONAL SENSE, BUT ALSO HONE THEM IN TERMS OF THE THE PROFESSIONAL SENSE. FEW EXAMPLES, ARE THOSE WORKSHOPS, THE NETWORKING EVENTS AND SOME CAFES THAT REALLY HELP THEM SHARE THEIR EXPERIENCES AND ALSO LEARN HOW TO LEAN IN ON EACH OTHER AND PROBLEM SOLVE. AND THAT'S IT, DOCTOR.

>> SAM, ARE YOU ON? OH, YOU KNOW, AFTER ALL THESE MONTHS. I KEPT MYSELF MUTED.

SHAME ON ME. >> GOOD EVENING, EVERYBODY.

I'M SAM YUHAN. IT'S IMPERATIVE TO SHARE WITH YOU, AND IT'S GREAT TO BE WITH THE EXCITING TEAM AND DR. ROSS' LEADERSHIP. IT'S A REALLY EXCITING TIME, IN SPITE OF THE CHALLENGES WE'RE FA FACING. LET'S OUTLINE, TEACHER CERTIFICATION. AND I DO BRIEFLY, DEFINE WHAT IT IS. IT'S DESIGNED FOR CAREER CHANGERS, THOSE WHO ARE WORKING TO SEEK TO EARN A TEACHER CERTIFICATE. AND OPPOSED TO THE TRADITIONAL PROGRAMS, THEY TEND SHORTER, MORE FLEXIBLE AND ORIENTED AND ESPECIALLY THE PLEXIGLAS. IT'S GEARED MOSTLY TO THE ADMINISTRATORS, TO PROVIDE THEM CHANCES TO HAVE A STUDENT, TEACHER STATIONS. THERE'S ALL FOUR ALTERNATIVE ROUTES. WE OFFER THESE IN CONJUNCTION TO THE UNIVERSITIES. THE VAST MAJORITY OF THE ALTERNATE ROUTE EMPLOYEES, ARE IN ROUTE TWO.

DISTRICT STAFF IS WORKING IN THE CLASSROOM WHO HAS A BACHELOR DEGREE. MANY OF THE EMPLOYEES WE HAVE IN ALTERNATE ROUTES, HAVE INTERNATIONAL DEGREES FROM UNIVERSITIES. SOME ARE QUITE IMPRESSIVE.

ONE HAD A MASTERS DEGREE IN CHEMICAL ENGINEERING, THAT BLOWS MY MIND. WE HAVE AN OPPORTUNITY FOR CAREER CHANGES AND DISTRICT STAFF, THAT HAS THE LIMITED

[01:00:05]

CERTIFICATE, SUCH AS AN EMERGENCY SUBCERTIFICATE.

AND IT IS REALLY AN OPPORTUNITY. AS YOU SAW IN SOME PREVIOUS SLIDES. WE HAVE ABOUT 25 PERCENT OF THE CLASSIFIED STAFF, ARE EMPLOYEES OF COLOR.

WE CURRENTLY HAVE 1, -- OVER 1,000 EMPLOYEES, AS SUPPORT STAFF, WORKING IN OUR SCHOOLS. THERE'S THIS UNIQUE OPPORTUNITY, TO GROW OUR OWN IN TERMS OF THE TEACHER PIPELINE.

AS THE TRADITIONAL TEACHING PROGRAMS, WE SEEN THE NUMBERS, WHAT PERCENTAGE, ARE WHITE. THE INHERENT CHALLENGES, WHEN WE TALK ABOUT THE COLLEGE GRADUATE. WHEN YOU SAY, 20 YEARS AGO, AND I WAS CONSIDERING GOING INTO TEACHING.

IT WAS A TOUGH CHOICE. THERE WAS SOME CHOICES, WAS CONSIDERING PHARMACY SCHOOL. I WAS OFFERED AN OPPORTUNITY IN THE ALTERNATIVE PROGRAM, TO WORK WHILE I EARN MY CERTIFICATE.

IF IT WASN'T FOR THAT, I DON'T KNOW WHERE I WOULD END UP.

WHEN I CAME TO THE DISTRICT LAST YEAR, THE RESEARCH WAS DONE IN THE PROGRAMS. WE WERE LAUNCHING IN THE SCHOOL YEAR. WE HAD THE FIRST INFORMATION ON REDMOND HIGH SCHOOL. WE WERE EXCITED.

WE HAD THIS OVERWHELMING RESPONSE, TO LERP AND FIRST SESSION, FROM CITY, TO UNIVERSITY, AND DID DOCTOR PRESENTED. SOME OF THE CONTEXT.

SHORTLY AFTER PRIOR TO LAST YEAR, AND EVEN UP TO THIS YEAR'S, UP TO LAST YEAR'S STUDENT TEACHERS WHO WERE PURSUING ALTERNATE ROUTES, THEY HAVE TO DO THE RESEARCH ON THEIR OWN. CONNECT WITH UNIVERSITIES ON THEIR OWN AND WORK WITH THEM TO HAVE A TEACHER-STUDENT PLACEMENT. 2019-2020, STUDENT TEACHERS, CLASSIFIED, 4, THROUGH CITY UNIVERSITY.

THOSE YEAR, THOSE WHO ENROLLED WE HAVE 16 EMPLOYEES, IN THE PROGRAM. ORIGINALLY, IT WAS 6 EMPLOYEES OF THE 16. IT'S ACTUALLY 7, COLOR, AND COMPARED. AND ESPECIALLY IN THE TRADITIONAL PROGRAMS, THAT'S A NUMBER WE WOULD LIKE TO GROW AND ENCOURAGE MORE OF THE CURRENT CLASSIFIED EMPLOYEES, SO THE PLANS FOR THE YEAR, IN TERMS OF THE UNIVERSITIES THAT OFFER ROBUST ALTERNATE ROUTE PROGRAMS. AND WE WANT TO CONTINUE TO GROW THIS AND OFFER VIRTUAL INFORMATION SESSIONS WITH THE PROGRAMS TO INCREASE THE NUMBERS MOVING FORWARD.

>> I WORK WITH DR. ROSS AND CAMILLE AND SAM.

WHAT I'D LIKE TO TALK ABOUT IS OUR BARGAINING.

BARGAINING IS A CRITICAL PART OF THE RETENTION OF THE EMPLOYEES.

THE BULK OF THE EMPLOYEES, ARE PARTICIPANT IN A BARGAINING GROUP. WE HAVE FROM OUR SECRETARIES TO OUR CUSTODIAN TO OUR BUS DRIVERS.

OUR TRADES, AS WELLS AS OUR IES AND TEACHERS.

BARGAINING IS. BARGAINING IS AN ONGOING PROIN EDUCATION, OIR BARGAINING GROUP. AND WE'RE TALKING TO THEM WITH THE TEACHERS AND MONTHLY BASIS TO CONTINUE TO PROBE AND DEVELOP A PARTNERSHIP AND A RELATIONSHIP TO HELP PROVIDE OUR STAFF WITH THAT THRIVING ENVIRONMENT THAT THEY WANT TO REMAIN IN, THAT

[01:05:02]

THEY WANT TO BE RETAINED, IN LAKE WASHINGTON.

AND WHEN WE BARGAINED, THE OFFICIAL CONTRACTS, WE PARTICIPATE, WHAT WE CALL AN INTERSPACE BARREN GAING.

INTERSPACE BARGAINING IS A DEVELOPMENT OF A RELATIONSHIP.

RELATIONSHIP THAT SURFACES INTERESTS AND UNDERSTANDING THE PERSPECTIVES AND WHAT EACH PARTY NEEDS TO BE SUCCESSFUL AND TO ADDRESS ISSUES BEFORE THEY BECOME PROBLEMS. LAKE WASHINGTON, I'M HAPPY TO SAY, IS PARTICIPATED WITH ALL THE BARGAINING GROUPS. WE HAVE GREAT RELATIONSHIPS WITH THEM. IT GOES TO THE PROPOSALS OR THE CONSEQUENCES, AND WE EXAMINE WITH RED.

IT'S THE RIGHT WAY TO RETAIN THE STAFF.

AND DEVELOPING AND HEARING THEM AND LISTENING TO THEM.

WE DO THIS ON AN ONGOING BASIS TO MAINTAIN THE RELATIONSHIP.

THIS, WE BELIEVE DEVELOPS STAFF IT'S ALSO FOR THE WELL-BEING OF THE TOTAL STUDENTS AND STAFF. AND I THINK THAT'S WHAT WE'RE

GOING TO SAY TONIGHT. >> THANK YOU STAFF

>> KEY TO ORGANIZING CULTURE, TO LIVE IN YOUR VALUES AND ENGAGE AND THE HR DEPARTMENT, IS INTENTIONALLY, POSITION ITSELF TO THE STAKEHOLDERS AND PARTNERS AS BEING THE STRATEGIC PARTNER.

SOME OF THE THINGS, SOME OF THE WAYS, THAT WHICH IS OPERATIONALIZED. WE STARTED AN HR CAFE.

WE STARTED THAT INTENTIONALLY FROM OUR ADMINISTRATORS.

IN THIS TIME OF COINDIVIDUAL, EVERYBODY IS EXPERIENCING COVID AND OUR ADMINISTRATORS ARE REQUESTED THE NEED OF LEAVING WHILE THEY ARE EXPERIENCING COVID.

AND RECOGNIZING IN THE SPACE OF WELL-BEING, ADMINISTRATORS, NEEDED FOR THE COMMUNITY. HOW AND WHY THE SPACE WAS CREATED. MERELY LOOKING TO BUILD SOME SKILL-BASED PROFESSIONAL OPPORTUNITIES, THE MOST CLEAR EXAMPLE WAS THE PROFESSIONAL TOOL KIT THAT CAMILLE REFERENCED BUT ENSHORING WE ARE BUILDING CAPACITY, IN THE BUILDING LEVEL AND DISTRICT LEVEL TO BE ABLE TO BE SKILLED AND LEAVE THE ADULTS IN THE BUILDING. AND VERY INTENTIONAL, IN TERMS OF PARTNERSHIPS WITH THE OPPORTUNITY, THE DEPARTMENT OF OPPORTUNITY AND INCLUSION AS WE FOCUS ON DEVELOPING VERY STRATEGIC RECRUITMENT AND RETENTION PRIORITIES

>> I LIKE TO THINK, WE REALLY EXEMPLIFIES, THAT IN TERMS OF OUR EXPERIENCES, THE INDUSTRY, THAT WE COME FROM.

THIS IS HOW IS REPRESENTING HR. I'M TELLING YOU, I COULDN'T BE MORE PLEASED TO WORK WITH A GROUP OF PEOPLE, RECOGNIZING THAT EVERYTHING THAT WE DO HAS A DIRECT IMPACT ON THE HEALTH AND WELL-BEING OF STUDENTS, BUT WE FOCUS ON ADULTS.

YOU HEARD THIS EVENING, FROM CAMILLE AND SAM AND PAT, JARED, IS UNABLE TO BE WITH US, BUT BILL IS HERE.

BILL, IF YOU WOULD TURN YOUR CAMERA ON, AT LEAST FOLKS ARE ABLE TO SEE YOU. WE'RE YOUR HR TEAM.

AND WE THANK YOU FOR THE TIME WE'VE BEEN ABLE TO SPEND WITH

YOU TONIGHT. >> THANK YOU SO MUCH.

THAT'S AN INTERESTING PRESENTATION.

I SEE, AT LEAST ONE HAND. DIRECTOR STUART, I SAW YOUR HAND

[01:10:06]

GO UP FIRST. >>ND AN I HEARD A LOT OF PROCESS, AND WE'RE NOT SEEING HOW THE PROCESS IS CAN'T GET IN.

HOW MUCH IS AN IMPEDIMENT, WASHINGTON STATE, THEY ONLY TAKE CERTIFICATION, WASHINGTON STATE AND MICHIGAN.

WE MAY BE ABLE TO ATTRACT MORE DIVERSED WORKFORCE

>> SAM, DO YOU HAVE A RESPONSE? I DON'T WANT TO PASS THE BUCK

BUT BILL ROWAN MAY BE MORE. >> WE HAVE LOTS OF FOLKS WHO COME FROM OTHER STATES. WHEN PEOPLE CALL ME, I HELP THEM OUT. I GET A LOT OF CALLS FROM PERSPECTIVE TEACHERS AND PRINCIPAL, HOW DO YOU NAVIGATE SPI. I HELP THEM OUT.

I'VE BEEN DOING IT FOR OVER FOUR YEARS.

SUBSTATION HELPS PI. I COULD HELP PEOPLE WORK THROUGH

THE SYSTEM. >> DIRECTOR CARLSON, I SEE YOUR

HANDS UP. >> THE FIRST ONE, MORE OF ANTORIAL COMMENT. ONE INKS, IS LOOK -- SEPARATELY.

WE WERE 86 PERCENT WHITE AND 35 PERCENT IN CLASSIFIED.

THE DIFFERENCE BETWEEN THE GROUPS, NOT JUST IN TRAINING, BUT IN TERMS OF THE DIRECT INTER FACE AND THE CHILDREN IS IMPORTANT. THE REASON I WOULD ENCOURAGE YOU TO BREAK OUT THE NUMBERS CONSISTENTLY BY CERTIFICATE STAFF, BECAUSE ON 7, WE HAD 80 PERCENT WHITE, ON SLIDE 9 AND THE APPLICANTS, IT WAS NOT CLEAR, WHETHER THAT'S CERTIFICATE OR CLASSIFIED. WHEN I DUG INTO IT, THE TOTALS, MEANS IT MUST BE CERTIFICATE OR CLASSIFIED UNDER THE SAME ROOF.

THEY ARE LOOKING AT 78 PERCENT WHITE.

IN SLIDE 9, WHEN WE GET TO THE HIRES, THE NEW HIRES, THERE'S A COUPLE OF DIMENSIONS. UNFORTUNATELY, THE SUMMARY STATISTIC IS THE ONE I DON'T WANT.

THERE'S TWO DIMENSIONS I CARE ABOUT.

THE FIRST, IS OF THE TEACHERS WE HIRE, THEY WERE WHITE.

76.3 PERCENT OF THE NEW HIRES ARE SLIDE.

THE OTHER STAT I CARE ABOUT, IF YOU ARE NOT WHITE, WHAT PERCENTAGE DO YOU GET HIRED? IT LOOKS A LOT BETTER AND I'M NOT TRYING TO MAKE IT LOOK BETTER.

IT'S NOT, WHERE'S SLIDE, LET ME SLIP FORWARD, YES SLIDE 9, YOU HAVE THE PERCENT OF COLOR, HIRED AT 2.3 PERCENT.

2.3 PERCENT, IS 184, DIVIDED BY 7,920.

THAT'S THE PERCENT OF HIGHERS WHO WERE, THE PERCENTAGE OF APPLICANTS, WHO WERE APPLICANTS OF COLOR.

WHAT I CARE ABOUT, WITHIN THE APPLICANTS OF COLOR, WERE PERCENTAGE OF THEM WERE HIGHER. SPREADSHEET OPEN.

AND THAT'S 9.6 PERCENT. 184.

6.7 PERCENT. THAT'S TWO-THIRDS OF THE 496 OUT OF 5,000 FOR THE WHITES. WHITES HAVE A 10 PERCENT CHANCE OF BEING HIRED. NONWHITE APPLICANTS HAD TWO-THIRDS, THE LATEST ROUND. THAT, IS SOMETHING THAT WHERE I LOOK AT, OKAY, THIS IS A PROBLEM.

IF IT'S NOT A PROBLEM, IT DEPENDS ON WHY WE HAVE THIS

[01:15:02]

DIFFERENTIAL. IS IT BECAUSE WE HAVE MORE NONWHITE APPLICANTS TO CLASSIFIED STAFF POSITIONS? THAT'S WHERE IT MATTERS, TO MAKE SURE, IT'S ALWAYS CERTIFICATE OF STAFF OR NOT CLASSIFIED STAFF BUILT WITH THE SAME NUMBERS.

YEAH, YES THAT WOULD BE GREAT.

YES, I UNDERSTAND. THERE'S A DOZEN DIFFERENT WAY.

I'M TRYING TO TELL YOU WHICH SLIDES I DO WANT.

AND SO -- THIS IS WHERE IT GOT BACK TO, AS I WENT THROUGH THIS, WHAT I WAS TRYING TO FIGURE OUT, WHERE ARE WE? WE'RE AT 86 PERCENT WHITE FOR CLASSROOM TEACHERS.

AND WHERE ARE TRAINEES? ON THE SLIDE, IT HAD 81 PERCENT WHITE IN WASHINGTON STATE. HUH? TH THAT'S.

AND THEN THE TRAINEES, ARE A DIFFERENT NUMBER.

IF YOU TAKE SOME OF THE THINGS OF SLIGHT 16.

WHEN YOU LOOK AT WASHINGTON ROUTES.

OUT OF 556 FUTURE TRAINING, 78.6 PERCENT OF THOSE, ARE WHITE.

THE POOL IN OUR SPACE, IS SUBSTANTIALLY BETTER THAN, YOU COULD JUST RECRUIT IN THE STATE, IF YOU COULD GET NONWHITE TRAINEES. IT'S NOT STOO -- IT'S REALLY JUST THE JUSTIFICATION AND THE STATISTICS HE USED TO MOTIVATE IT. WHAT I WANT TO MAKE SURE, WE'RE LOOKING AT THE STATE.

GOING OUTSIDE, SHOULD BE ABLE TO IMPROVE IT FURTHER.

I'M I'M TRYING IT MAKE SURE, WE HAVE THE RIGHT PIECES IN PLACE, IF SOMEONE WANTED TO SCRUTINIZE US, OR WHY? HERE'S WHY? WE WANT TO BE AND HERE'S THE GAP. THE GAP, IN TERMS OF WHO IS AVAILABLE, WHO IS HIRED AND WHO HAVE WE HIRED AND HAVE IN THE CLASSROOM. AGAIN, THANK YOU VERY MUCH.

I'M A TABLES NERD. I REALLY LOVE STATISTICS.

AND THAT'S WHY I DOVE INTO THESE, I APOLOGIZE FOR GOING DEEP ON YOUR NUMBERS, BUT THAT'S WHAT I DO.

SO THANK YOU AGAIN FOR YOUR PRESEN

PRESENTATION. >> ANYONE ON STAFF, HAVE A FOLLOW-UP OR QUESTIONS? RESPONSES AFTER CARLSON?

>> LET ME TURN MY MIC ON IN THE BOARD ROOM.

I THINK ONE OF THE THINGS, WHEN WE THINK ABOUT THIS AS A STRATEGIC GOAL AREA AND WHEN WE THINK ABOUT THIS AS PART OF OPERATIONAL EXPECTATION MONITORING, WE ALSO WANT TO BE CLEAR ABOUT WHAT DATA HELPS TELL THE RIGHT STORY AND WHAT DATA HELPS MONITOR THE ORGANIZATION. AND SO I'M REALLY GLAD THIS IS RECORDED BECAUSE I'M NOT SURE I WAS ABLE TO ACTUALLY TAKE NOTES ON EVERYTHING. DIRECTOR CARLSON SAID THERE.

WHAT I KNOW, THERE'S NUGGETS THERE THAT HELP US TO TELL THE STORY BETTER THROUGH OUR USE OF DATA AND STATISTICS AS WELL AS WHEN WE GO INTO THE OE MONITORING SEASON.

THIS IS GOING TO BE A CRITICALLY IMPORTANT PART OF THAT, BECAUSE IF OUR STRATEGIC GOALS AND OUR COMMITMENT TO ACTUALLY HIRING AN EXCELLENT AND DIVERSE WORKFORCE, THOSE DATA HAS TO BE MEANINGFUL FOR THE BOARD TO EVALUATE. SO THAT'S ALL I HAVE AT THIS POINT. I APPRECIATE THE FEEDBACK AROUND THOSE DATA. WE MET IN CABINET TODAY, WE DIALOGUE ABOUT THE DATA AND WHAT'S THE RIGHT DATA TO PRESENT TO THE BOARD TONIGHT. AND SO WHEN YOU THINK ABOUT THE YEARS OF ER OR RESULTS MONITORING, THINK OF THE DIFFERENT LAYERS OF FEEDBACK THAT LED US TO DOING ROBUST MONITORING OF OUR RESULTS AS WELL.

SO APPRECIATE IT. >> DIRECTOR BLIESNER, AND DIRECTOR STUART AS HAS A FOLLOW-UP QUESTION.

>> I WANT TO THANK YOU FOR THE PRESENTATION, IF BOTH, THE BUSINESS AND RESOURCES, THAT GAVE THE BROAD PERSPECTIVE.

HAVING THE EXTRA TIME, RECOGNIZING REALLY THE --

[01:20:01]

APPRECIATE SEVERAL OF YOUR COMMENTS, JOY IN THE SENSE OF THE IMPORTANCE OF HAVING A VIBRANT THRIVING STAFF IN ORDER TO INSURE A VIBRANT, THRIVING ENVIRONMENT FOR OUR STUDENT.

I THINK THE WHOLE ANGLE OF WORKING WITH EQUITY AND BEING LOOING AT THE THINGS. I APPRECIATE THE ALTERNATIVE PATHWAYS. THESE ARE THE STRENGTHS OUR COMMUNITY BRINGS AND TRYING TO BUILD OPPORTUNITIES FOR THEM TO ACCESS THAT BE IT THROUGH THE CLASSIFIED ROUTE OR BEING IT THROUGH THE CERTIFICATION. AND MAYBE THEY WERE A DOCTOR IN ANOTHER COUNTRY, AND THEIR SKILL SET COULD BE UTILIZED IN MANY WAYS. WE CAN UTILIZE AND BENEFIT ANY AND ALL HERE. AND THE USE OF DATA.

RECOGNIZING THE TRENDS AND USE OF THINGS.

I ALWAYS FELT THERE WAS A PIECE MISSING.

WHEN WE TALK ABOUT THE OVERALL NUMBERS, THAT DOESN'T MOVE FAST.

WE HAVE A LOT OF EMPLOYEES, WE HAVE A LOT OF TEACHERS.

YOU START LOOKING, ARE OUR PRACTICE MAKE A DIFFERENCE.

I THINK THAT'S BENEFICIAL IN TERMS OF PUTTING THAT FORWARD.

AND GO, EXCELLENT, THANK YOU FOR THE ENERGY AND ENTHUSIASM YOU BRING TO MOVING THIS FORWARD. IT'S SORT OF EXCITING, AS WE LOOK AT THE EQUITY POLICY PIECE. HOW DO WE PUT THAT INTO THIS PLACE, TO MAKE SURE THIS IS A FOCUS AND ANGLE GOING FORWARD.

THIS SPOKE TO MANY OF THE THINGS WE HEARD THROUGH THE LISTENING SESSIONS. REALLY, ATTACKING SOME OF THE KEY THINGS, NOT JUST IN RECRUITMENT, BUT REALLY IN RETAINING AND HOW WE CREATE A HEALTHY ENVIRONMENT FOR ALL OF OUR STAFF TO BE IN. THAT'S IT.

I JUST WANT TO SAY THANK YOU. >> HI, DIRECTOR STUART AND

DIRECTOR SAGE. >> QUICK QUESTION.

EACH SPRING OR, ANNUALLY, HOW MANY OPENINGS THAT WE HAVE, THAT WE TRY TO FILL THROUGH EXPANSION OR FILLING PEOPLE THAT HAVE RETIRED, WHAT HAVE YOU. WHERE CAN WE CONCENTRATE, CERTAIN SCHOOLS, THAT HAVE DIVERSE STUDENTS GOING INTO TEACHING, WITHIN THE STATE. DO WE NEED TO LOOK OUTSIDE THE STATE. I'M NOT THE NUMBERS NERD.

WHAT I'M TRYING TO LOOK IS THE HOW.

I HEARD EARLIER, WORKING WITH THE HCBU.

HOW ARE WE WORKING WITH THEM BECAUSE IT SEEMS LIKE WE HAVE A LOT, TO INTERVIEW, THAT WERE DIVERSED POPULATION.

THEY WERE NOT A LOT TO HIRE, AND I WAS WONDERING WHAT IS THE KEY.

IS IT MORE OUT OF KEY RECRUITING? IS IT TRYING TO GET FOLKS MOVING FROM PARENTS TO TEACHER? I DON'T KNOW. I'M JUST ASKING THE QUESTION.

>> SAM, YOU HAVE THE SPRING DATA?

>> I COULD SPEAK FOR, TYPICAL SPRING, THERE'S A LOT OF DATA COLLECTION AROUND GROWTH AS WELL AS RETIREMENTS, RESIGNATIONS, TO DEVELOP, ESPECIALLY AN ELEMENTARY POOL IN THE PAST YEARS. THIS PAST POOL, ABBREVIATED A LITTLE BIT TO ADJUST TO COVID. IN YEARS PAST, WE WOULD HIRE 45 TEACHERS AND BAS SECONDARY, IT'S MORE LINEAR IN TERMS OF REPLACING THOSE WHO HAVE RETIRED OR RESIGNED.

JUST TO GIVE A PERSPECTIVE SO FAR FROM THE YEAR, WE HAD ABOUT 100, CLOSE TO 170 CERTIFICATED HIRES.

>> OKAY. QUICK QUESTION. ALONG THE SAME LINES, A LOT OF DISTRICTS ARE HAVING TO LAYOFF STAFF, BECAUSE THEY WERE NOT AS -- AS BARBARA AND HER STAFF, MAKING SURE WE HAVE A NICE RESERVE FUND. ARE THE DISTRICTS THAT WE CAN START WRESTLING FROM, IF YOU WILL, GOOD TEACHERS, OF DIVERSE WORKFORCE? PERHAPS EVEN LOCALLY FOR THAT MATTER. I HATE TO BE STEALING FROM OUR NEIGHBORS. I'M NOT ABOVE IT.

IS THERE SOME WAY WE CAN START LOOKING AT THE TRENDS ON WHAT SCHOOL DISTRICTS ARE CUTTING, AND WHO PERHAPS COULD RAID?

>> JOHN, I SAW THAT YOU UNMUTE IT.

WERE YOU GOING TO SAY SOMETHING >> I WAS JUST GOING TO COMMENT THAT, YOU KNOW, MANY OF OUR LOCAL DISTRICTS, HAVE NOT GONE

[01:25:03]

THROUGH CERTIFICATED REDUCTIONS. WHEN I'VE LOOKED AROUND, I BELIEVE IT'S BEEN MORE IN THE CLASSIFIED AREAS.

I KNOW THERE'S A NUMBER OF DISTRICTS, WHERE BUS DRIVERS, EITHER WERE FURLOUGHED OR THEY HAD TO DO A REDUCTION ENFORCE.

AND I THINK THERE'S SOME CLASSIFIED-TYPE POSITIONS.

MOST DISTRICTS CALL THEIR CLASSIFIED POSITIONS, IN SCHOOL SETTINGS, EITHER IN GENERAL EDUCATION, PARA EDUCATORS.

AND I'VE SEEN A FEW REDUCTIONS IN THOSE AREAS AS WELL, NOT AS MUCH IN THE CERTIFICATED AREAS AT THIS POINT.

>> OKAY. THANKS FOR CLARIFYING THE MISPERCEPTION LINE.

BACK TO THE HOW, DO WE SELECT, WE KNOW WE HAVE HIRE DIVERSE POPULATIONS COMING OUT AND GRADUATING, THAT WE CAN BE CONCENTRATING ON? I KNOW YOU SAID, YOU MENTIONED ABOUT THE HBCU. WHAT KIND OF RELATIONSHIP ARE WE DEVELOPING AND WHAT WE HAVE IN PLACE THAT CAN REPLACE THAT NUMBER? ARE WE USING THAT CURRENT TEACHERS OF COLOR TO HELP RECRUIT FROM THEIR ALMA MATERS?

>> YEAH, I THINK IT'S A COMBINATION OF ALL OF THAT.

I THINK ABOUT THE FACT THAT CAMILLE AND I ARE SITTING ON THE CALL TONIGHT AND WE ARE WOMEN OF COLOR, WOMEN WHO IDENTIFY AS BLACK AND WE CAME FROM CLEAR ACROSS THE NATION.

AND SO ONE OF THE THINGS THAT WE ARE LOOKING AT DOING, IS ENGAGING WITH A NATIONAL SEARCH AGENT AS WELL.

YOU KNOW, AS WE BEGIN TO DIVERSIFY YOUR WORKFORCE, YOU START TO HAVE NETWORKS THAT ARE OUTSIDE OF WHAT HAS TYPICALLY BEEN. SO I COULD TELL YOU THAT I HAVE REACHED BACK TO SOME OF MY COLLEAGUES, SOME OF WHOM ARE WHITE AND SOME WHO IDENTIFY AS PEOPLE OF COLOR AND I STARTED TO PLANT THE LAKE WASHINGTON SEED. TO YOUR POINT, YOU KNOW, I'M ALSO NOT ABOVE ROBBING BUT I KNOW THAT FOR US TO GET PEOPLE, WE HAVE TO BE ABLE TO SUSTAIN PEOPLE.

THIS IS REALLY ABOUT RETENTION EFFORTS, MUCH MORE SO, THAN JUST RECRUITMENT. INSURING THAT WE READY THE PLAYING FIELD, THAT, YOU KNOW, OUR BUILDINGS, OUR DEPARTMENTS, ARE READY TO HAVE A VERY DIVERSE AND INCLUSIVE WORKFORCE, IS THE OPPORTUNITY THAT WE GET TO INVEST IN NOW, THROUGH THE EFFORTS THAT WE SHARED TONIGHT. AS YOU INCREASE THE DIVERSITY IN YOUR STAFF, YOU HAVE GREATER OPPORTUNITIES TO HAVE A DIVERSE STAFF. SO ALL OF THOSE THINGS AND MORE

>> I JUST WANT TO ADD ONE MORE PIECE AS WELL.

>> I WAS GOING TO SAY, AND THIS IS IN LISTENING TO OUR COMMUNITY, WE'RE USING THE TERM TEACHER.

I THINK WE'RE USING THAT BROADLY FOR ALL CERTIFICATED STAFF MEMBERS. WE KNOW, OUR CERTIFICATED STAFF PLAYS SO MANY DIFFERENT ROLES IN THE LIVES OF STUDENTS.

WE HEARD A GREAT DEAL ABOUT THE ROLE OF COUNSELOR, PLAYS IN A STUDENT'S LIFE AND DIVERSIFYING, REALLY ALL OF OUR POSITION, PROVIDES A LAYER OF SUPPORT IN CONNECTION WITH OUR STUDENTS, WHICH IS REALLY, REALLY CRITICAL.

SO WE'VE BEEN USING THE TERM TEACHER.

WE'RE REALLY TALKING ABOUT OUR CERTIFICATED POSITIONS WITHIN

THE SYSTEM. >> IN THE LINKAGE WE HAVE, ONE OF THE CONCERNS FROM A COUPLE OF THE TEACHERS ABOUT THE LACK OF DIVERSITY IN THEIR OWN DEPARTMENTS AND SCHOOLS AND I WONDERED HOW, ONE OF THE WAYS TO RETAIN THEM, WOULD BE TO CO-OP THEM IN HELPING TO THEIR ALMA MATERS AND SAYING, OKAY. LET'S LOOK TO SEE HOW WE CAN, YOU KNOW, IF PROFESSOR SO-SO IS YOUR MENTOR, YOU COULD GO IN AND START WORKING HIM OR HER, TO HELP US GET MORE DIVERSED WORKFORCE.

I THINK IF WE CAN KIND OF ENGAGE THE STAFFERS THAT ARE HERE, YOU DEMONSTRATE OUR COMMITMENT TO THEM, TO INCREASE THE WORKFORCE.

ALSO TO DEMONSTRATE OUR DESIRE TO MAKE US PART OF THE SYSTEM, AN BE MORE WILLING TO STICK AROUND.

IT'S JUST A THOUGHT. >> THANK YOU, SAGE.

>> THANK YOU FOR THE REPORT. VERY RICH AND DETAIL.

A LOT GOING ON, THAT I DIDN'T KNOW ABOUT.

[01:30:04]

SO VERY EXCITING STUFF. AS FAR AS STUDENTS AND CREATING THE PIPELINE OPPORTUNITY TO TEACHING, IT OCCURS TO ME, WE HAVE SO MANY LANGUAGES SPOKEN HERE.

IT'S ALSO AN OPPORTUNITY FOR BILINGUAL, YOU KNOW, EDUCATORS, TO GROW BILINGUAL EDUCATORS. WITH YOU, BOTHELL BEING SO CLOSE, I KNOW THAT TWO YEARS AGO, HOPEFULLY THEY STILL OFFERED A PROGRAM WHERE YOU COULD GET YOUR DEGREE IN EDUCATION, BUT ALSO YOUR SPECIAL EDUCATION CERTIFICATATION.

I WANT TO MAKE SURE WE TOUCH BASE WITH THEM, BECAUSE I REALIZE, WE NEED ALL SORTS OF TEACHERS, CERTIFIED IN DIFFERENT AREAS AND SUBJECTS. THANK YOU.

THANK YOU. >> ANY OTHER BOARD MEMBER QUESTIONS? OKAY. THANK YOU ALL FOR THE WONDERFUL PRESENTATION. THE AGENDA ITEM WAS THE STAFFING UPDATE. I THINK IT'S REALLY TELLING THE FOCUS OF THE UPDATE WAS ON DIVERSITY EFFORTS.

AND, YOU KNOW, I THINK THE JOB OF THE BOARD IS TO REPRESENT OUR COMMUNITY VALUES AND THAT'S WHAT THE DISTRICT IS FOCUSING ON.

WE'VE HEARD REPEATEDLY FROM THE COMMUNITY AND PARTICULARLY FROM OUR STUDENTS DURING THE LANGUAGES, A MORE DIVERSE WORKFORCE IS A PRIORITY AND IT MATTERS FOR THE STUDENTS.

IT DOES HAVE AN IMPACT ON THE PERFORMANCE ON STUDENT MENTAL HEALTH. SO THIS IS REALLY IMPORTANT.

IT'S REALLY HEARTENING TO SEE, JUST THE AMOUNT OF GREAT WORK AND HOW THOUGHTFUL EVERYONE IS, AND RECEPTIVE IN TRYING NEW THINGS AND MONITORING AND TRYING TO DO THE RIGHT THING FOR OUR STUDENTS. THANK YOU SO MUCH FOR THE PRESENTATION. THAT'S REALLY, REALLY NEED.

>> BEFORE DR. ROSS TURNS HER CAMERA OFF, I ALSO JUST WANT TO RECOGNIZE A FEW THINGS HERE. NUMBER ONE, THE BOARD ACTUALLY DEDICATED BUDGET TO BE ABLE TO HIRE AN ASSISTANT SUPERINTENDENT OF HUMAN RESOURCES. WE ALSO HAVE TO RECOGNIZE THROUGH THE PROCESSES THAT THE BOARD SUPPORT, HERE IN THE DISTRICT ALLOWED FOR US TO ACTUALLY HIRE SOMEONE LASER-LIKE FOCUS IN THE DEPARTMENT. I KNOW WE HAD THIS CONVERSATION AROUND THE ROLE. I PREVIOUSLY SUPPORTED HUMAN RESOURCES. WHAT I ARTICULATED, THERE'S SO MUCH GREATNESS THAT COULD COME FROM SOMEONE BEING ABLE TO DEDICATE FOCUS AND SUPPORT FOR THAT DEPARTMENT.

I LOVED WORKING WITH THE TEAM AND I THINK YOU'RE SEEING HERE, WHAT DR. ROSS AND HER TEAM HAVE REALLY BEEN ABLE TO DO WITH JOY'S LEADERSHIP, PARTNERING WITH THE OTHER ADMINISTRATORS IN HUMAN RESOURCES IS REALLY LEADING TO THAT ETHIC AND HUMAN RESOURCES EFFORTS FOR OUR WHOLE SYSTEM THAT WE REALLY HAVE BEEN THINKING ABOUT. SO JUST WANT TO COMMEND JOY AND THE TEAM FOR ALL OF THEIR WORK AND THOUGHT AND ININGENUITY.

[F. Superintendent Report]

>> AND THE NEXT ITEM IN OUR AGENDA, IS SUPERINTENDENT REPORT. BEFORE WE GET TO THAT, BOARD MEMBERS, FOLLOWING THAT IS THE OPPORTUNITY FOR THE BOARD MEMBERS TO GIVE BOARD COMMENT. OVER THE LAST COUPLE OF WEEKS WE'VE HAD MORE LINKAGES. I THINK THIS IS AN OPPORTUNITY FOR BOARD MEMBERS TO SHARE SOME OF THE LEARNS FROM THAT.

I WANT TO GIVE EVERYONE A FEW MINUTES TO GATHER THEIR THOUGHTS AS THEY ALSO LISTEN TO DR. HOLMEN.

>> AS I FOCUS ON THE PRESENTATION.

TONIGHT MY PRESENTATION IS NOT EXTREMELY LONG BUT I THINK IT'S GIVEN TIMELY GIVEN THE CONVERSATION WE HAVE TONIGHT.

THERE'S A POINT, I MAY ASK SUPERINTENDENT GILLMAN TO JOIN ME. MY FOCUS IS LEARNING PLAN RELATED TO EQUITY. I WANT TO, AGAIN, COMMEND OUR TEAMS BOTH IN EQUITY OPPORTUNITY AND INCLUSION AND IN PROFESSIONAL LEARNING FOR PARTNERING, DEVELOPING RESOURCE MATERIALS, COMMUNICATION MATERIALS TO THE ORGANIZATION TO REALLY OUTLINE THE PROFESSIONAL LEARNING EFFORTS THAT WILL BE ENGAGED WITH DURING THE YEAR. I JUST WANT TO PROVIDE THE BOARD WITH A COUPLE PRESENTATIONS SLIDES HERE.

AND TALK ABOUT OUR EQUITY PROFESSIONAL LEARNING PLAN.

[01:35:02]

SO REALLY, WHEN WE THINK ABOUT THE PROFESSIONAL LEARNING PLAN RELATED TO EQUITY, IT'S REALLY FOR THREE PURPOSES.

ONE, WHEN YOU THINK ABOUT OUR OBJECTIVE TO REMOVE PREDICTABILITY OF SUCCESS AND FAILURE THAT CURRENTLY CORRELATES WITH RACE AND OTHER SOCIAL FACTORS, THAT'S REALLY WHAT THIS PROFESSIONAL LEARNING IS ABOUT.

IT'S TO FURTHER OUR ABILITY TO SUPPORT OUR STUDENTS BECAUSE THEIR RACE OR ANY OTHER SOCIAL CULTURAL FACTORS, SHOULDN'T BE THE PREDICTOR OF OUTCOMES FOR THEM.

IT'S REALLY INTERRUPT EQUALITY, INEQUITABLE, AND CREATING EXCLUSIVE FOR OUR STUDENTS. WHEN YOU HEARD ME TALK ABOUT IT, TALK ABOUT SAFE, WOMEN COMING SCHOOL ENVIRONMENTS, WHEN SCHOOLS DON'T NEED TO CHANGE, LEAVE SOMETHING TO THE DOOR, TO BE ABLE TO SHOW UP IN THE CLASSROOMS. THAT'S REALLY WHERE OUR STUDENTS ARE GOING TO THRIVE.

THAT'S WHEN THEY WILL SEE THE ASSETS IN OUR CLASSROOMS AND SCHOOLS, AND BE ABLE TO BUILD UPON THEM.

THAT REALLY IS THAT LAST ITEM. IT'S ABOUT DISCOVERING AND CULTIVATING THE UNIQUE GIFTS AND TALENTS AND INTEREST OF EVERY HUMAN AND SPECIFICALLY, OUR STUDENTS.

SO THAT'S WHAT THE GOAL OF THE PROFESSIONAL LEARNING PLAN IS.

REALLY THE THEORY OF ACTION, AS WE ENGAGE OF EQUITY WORK SYSTEMICALLY, THE STUDENT, STAFF, WILL BENEFITS.

STUDENTS, STAFF AND ADMINISTRATORS, WILL BE ENGAGED, ELEVATING THE COMMON PURPOSES AND PRACTICES.

WHEN WE THINK ABOUT THIS, WE HAVE WONDERFULLY TALENTED STUDENTS AM COULDING TO US. IT'S ABOUT DEVELOPING A SYSTEM THAT SUPPORTS EACH AND EVERY CHILD THAT COMES TO US SO THAT THEY CAN THRIVE. THEY CAN BENEFIT SO THEY CAN ACHIEVE THE SUCCESS WE KNOW THEY CAN.

AND THIS IS ONE, THAT GLORY AND HER TEAM, HAVE DEVELOPED TO COMMUNICATE TO THE ORGANIZATION, AROUND OUR EQUITY PROFESSIONAL LEARNING PLAN. SO WHEN YOU THINK ABOUT, AND THIS IS REALLY FOCUSED ON OUR ADMINISTRATIVE GROUP, OUR BUILDING EQUITY TEAMS AND OUR DISTRICT EXECUTIVE LEADERSHIP TEAM AND CABINET. SO YOU COULD SEE HERE, THAT FIRST COLUMN, ROW, EXCUSE ME, FOCUSING ON THE COURAGEOUS CONVERSATIONS. I KNOW THE BOARD WAS SIGNED UP TO PARTICIPATE IN THAT LAST YEAR.

THEY ARE SHIFTING THEIR FOCUS TO BE ABLE TO PROVIDE THIS IN A VIRTUAL EXPERIENCE. THE TEAM HAS REALLY DEVELOPED A PATHWAY TO MAKE SURE THAT ANYONE, ADMINISTRATIVELY, DIDN'T PARTICIPATE LAST YEAR, HAS A PATHWAY TO PARTICIPATE SO WE'RE TRACKING AND FOG THROUGH THE PROFESSIONAL LEARNING.

WE WANT TO MAKE SURE, EACH PERSON IS PARTICIPATING IN.

THE VIRTUAL LEADS, SEMINAR AND IF I WAS BETTER PREPARED, I WOULD TELL YOU WHAT LEADS STAND FOR.

IT STANDS FOR. BUT THAT REALLY IS PROVIDING THE TYPE OF TRAINING FOR OUR LEADERSHIP TEAMS. AS THEY GO THROUGH THE WORK IN CREATING EQUITABLE SYSTEMS AND SCHOOLS FOR OUR STUDENTS. WE WANT TO FOCUS ON BUILDING OUR EQUITY TEAMS, TO MAKE SURE THEY HAVE THE ON GOING TRAINING AND SUPPORT AS THEY CONTINUE TO DO THAT WORK, WITHIN THEIR BUILDINGS. YOU COULD SEE HERE, THERE'S MULTIPLE SESSIONS THROUGHOUT THE YEAR, THAT THEY ARE, THAT THEY PARTICIPATE IN. YOU COULD SEE, THAT CABINET MEMBERS WILL PARTICIPATE IN AN EXECUTIVE LEVEL LEADERSHIP, PROFESSIONAL LEARNING, FOCUSED ON THIS WORK AS WELL, WITH PEG.

WHEN YOU THINK ABOUT A WHAT THEY ARE TRYING TO ACCOMPLISH.

IT'S ABOUT LITERACY, BUILDING SITE EQUITY TEAMS AND THROUGH THAT, BEYOND THE DIVERSITY TRAININGS, TO BE ABLE TO IMPLEMENT THE SYSTEM, THAT ALL STUDENTS COULD BENEFIT FROM AND HAVE ACCESS TO. AND SO WITH THAT, I WILL, OFFER FOR ASSOCIATED SUPERINTENDENT, MATT GILLINGHAM TO JOIN ME HERE, IF HE HAS ADDITIONAL COMMENTS THAT HE WOULD LIKE TO MAKE ABOUT

THE PROFESSIONAL LEARNING PLAN. >> THANK YOU, JOHN.

I THINK ONE OF THE KEY THINGS THAT WE'RE TRYING TO ACHIEVE THIS YEAR, TO INSURE, OUR ENTIRE DISTRICT LEADERSHIP TEAM HAS A COMMON LANGUAGE, COMMON FRAMEWORK AND IS STARTING FROM A COMMON GROUND AROUND OUR EQUITY DIVERSITY AND INCLUSION EFFORTS.

[01:40:06]

AND WE'VE HIRED A LOT OF ADMINISTRATORS IN THE PAST COUPLE OF YEARS, AND SO REALLY TRYING TO MAKE SURE THIS ENTIRE LEADERSHIP TEAM IS, WE'RE ALL OPERATING ON THE SAME PAGE AND ARE ABLE TO ENGAGE IN CONVERSATIONS AND TO BE ABLE TO HELP LEAD THE CONVERSATIONS SO WE BUILT OUR EQUITY DEPARTMENT, TO BUILD SUPPORT AND THAT'S CRITICAL FOR US TO BE ABLE TO HELP INSURE, WE'RE ENGAGING IN CONVERSATIONS AROUND RACE AND EQUITY IN EACH OF THE SCHOOL SITES AND THE LEADERS, WHICH IS THE ENTIRE LEADERSHIP TEAM IS ABLE TO ENGAGE AUTHENTICALLY WITH PARENTS AND WITH STUDENTS AND THEIR STAFF AROUND RACIAL EQUITY AT THEIR SCHOOL SITES. I FEEL PRETTY GOOD, WE HAVE A ROBUST PLAN, THAT WILL GET US SOME COMMON GROUND THIS YEAR.

WE PLANNED TO BE FURTHER AHEAD, AND TO COME UP WITH A VIRTUAL

WAY TO BE ABLE TO ACHIEVE THAT >> THE QUESTION, WHAT ABOUT THE EVENT FOR THE TEACHERS. IT WAS EIGHT HOURS OF DEDICATED LEAP TIME THROUGHOUT THE YEAR. MATT, I DON'T KNOW IF YOU WANT TO SPEAK TO THAT SPECIFICALLY RIGHT NOW OR WE WANT TO PROVIDE AN UPDATE TO THE BOARD AT A LATER TIME.

>> I THINK I COULD SPEAK BRIEFLY TO IT RIGHT NOW.

AND THEN WE CAN PROVIDE A FURTHER FOLLOW-UP.

WE DID TWO HOURS AND THEN WE DID ANOTHER HOUR WITH THE CERTIFICATE AND STAFF, IN OCTOBER, TRAINING AND -- OUR STAFF DID, AS PART OF THE OCTOBER LEAPED IT.

WE HAVE 5-6 HOURS, THAT OUR PROFESSIONAL LEARNING DEPARTMENT AND EQUITY OPPORTUNITY INCLUSION DEPARTMENT, WORKING ON THE MODELS RIGHT NOW. WE'LL BE GOING INTO THE STRATEGIC ADVISORY LEADERSHIP TEAM, WITH THE PLANS AND TO WORK WITH THAT GROUP TO IDENTIFY AND WHEN THE REST OF THE TRAINING WILL BE TAKING PLACE. AND TO WHEN TO EXPECT THE REST OF THE TRAINING FOR OUR STAFF. AND THEN, YOU KNOW, JUST BROADLY, THEN WE'RE ALL, EQUITY IS NOT JUST SOMETHING WE DO IN ISOLATION, AS AN ASILO. THE PROFESSIONAL LEARNING, DIRECTORS, FOR THE REST OF THE STAFF.

DIVERSITY, IS CENTERED ON EQUITY.

>> THAT CONCLUDES THE PRESENTATION.

WE'LL BE HAPPY TO TAKE THE QUESTIONS THAT.

>> I THOUGHT YOU WERE GOING TO DO --

>> MATT, YOU TALK -- >> BEG YOUR PARDON.

>> ALL RIGHT. MATT, YOU TALK ABOUT THE HOURS, THAT WE'RE OFFERING DIVERSITY TRAINING ON LEAP DAYS AND SO FORTH. WHAT IS THAT PERCENTAGE, HOW DOES THAT BREAK OUT PERCENTAGEWISE? IS IT FIVE HOURS, 10 PERCENT, I JUST DON'T KNOW.

I'M NOT TRYING TO -- I'M TRYING TO FIGURE OUT HOW EXACTLY THAT FITS. SOME TEACHERS EXPRESSED CONCERNS

ABOUT THAT? >> YEAH, THAT'S A GOOD QUESTION.

I DON'T HAVE THE PERCENTAGES, DR. STUART.

WE HAVE THE EQUIVALENT OF A FULL DAY OF TRAINING, THAT NEEDS TO BE IN AND WE WANT TO DEDICATE TOWARDS FOCUSING ON EQUITY AND RACIAL EQUITY. I DON'T KNOW WHAT THAT BREAKS OUT, IN TERMS OF PERCENTAGE. AND, YOU KNOW, ONE OF THE THINGS, ONE OF THE CHALLENGES, AND IT'S A BIT OF BOTH, INSURING THAT IN PRACTICE, AS WELL, AS THE CONNECTION, THAT, YOU KNOW,

[01:45:03]

EQUITY AS WE JUST MENTIONED, WE DON'T WANT THAT TO EXIST IN AN SILO. FOR EXAMPLE, AS PART OF THE WEEK TRAINING, THAT WE HAVE WITH ALL OF US, WE TALKED ABOUT BEST PRACTICES FOR ENGAGING STUDENTS. AND IN A VIRTUAL ENVIRONMENT.

STUDENT ENGAGEMENT IS A KEY PART OF EQUITY.

WE CAN SEE THAT, WE CAN SEE THAT NOW IN TERMS OF OUR DATA AROUND ATTENDANCE AND TIME ON-LINE AND FOR EXAMPLE AND SO, THE EQUITY ADJACENT AND EQUITY COMPONENT, IN EVERYTHING WE DO TO THE EXTENT WE CALL THOSE OUT OR HIGHLIGHT AND THAT'S A REALLY TRANSPARENT, IS AN ONGOING CHALLENGE.

YOU KNOW, WE SPECIFICALLY HAVE TRAININGS THAT ARE FOCUSED ON RACIAL EQUITY. AND WE LED TO OBVIOUSLY, LED A MORNING SESSION. WE HAD ANOTHER ONE IN OCTOBER AND SO WHEN I'M CALLING OUT THEIR SPECIFIC ONES THAT ARE EXCLUSIVELY, YOU KNOW, SPECIFIC TO RACIAL EQUITY, AS A STAND ALONE, VERSUS OTHER TRAININGS THAT ARE INCORPORATED RACIAL

EQUITY. >> MIKE, DID YOU WANT TO SPEAK

TO THAT AT ALL. >> YOU THINK IT'S ON FUTURE POINT? WE CAN GET THOSE PERCENTAGES.

>> WE CAN FOLLOW WITH THAT MARK >> AND I WAS TALKING ALLOWED.

I COULD GET THEM TO YOU, AND THEY CAN FOLLOW-UP.

WE HAVE 22 1/2 HOURS OF FULL DAY LEAP TIME.

AND WE GET TEACHERS READY FOR REMOTE LEARNING.

THE BALANCE IS WHAT WE HAVE WITH THE REMAINING LEAP DAYS AND WE HAVE 18 HOURS OF TIME ON WEDNESDAY LEAP.

AND THAT'S IN COMBINATION OF SCHOOL LEVEL AND PROFESSIONAL LEARNING. AND FOR EXAMPLE, BUILDING EQUITY TEAM, MAY DEVELOP SOME LOCAL PROFESSIONAL LEARNING THAT WOULD BE EMBEDDED IN THE 18 HOURS AS WELL.

STRATEGICALLY, WE TRY TO DIVVY THE HOURS AND THE BUILDINGS HAVE WORK THEY ARE DRIVING AND WE HAVE WORK WE'RE DRIVING.

IT LOOKS LIKE WE HAVE 40 HOURS THAT ARE AVAILABLE.

AND SOME ARE NOT SPOKEN FOR TO GET US BACK TO SCHOOL

>> GREAT, THANK YOU, MIKE. >> THANKS.

>> THE ONLY REASON I ASK, AGAIN, THAT IS A REAL STICKING POINT WITH THE TEACHERS WE HAVE AT THE LINKAGES.

IT WAS SUCH A SMALL PERCENTAGE OF THEIR MIND, OF THEIR -- OF

THEIR EDUCATION. >> DIRECTOR BELIZE AND DIRECTOR S SAGE.

>> I APPRECIATE THE WHOLE COMPREHENSIVE PIECE, HOW THIS IS GOING TO GO IN THE TIME FRAME. I MAY HAVE MISSED IT.

WE TALKED ABOUT, WHERE IS THE BOARD ON TOP AND AS PART OF THE KEY ROLE. AND DOING THE PROCESS, IS GOING TO BE VITALLY IMPORTANT. I THINK WE SEE IT IN THE PLAN.

IF IT'S NOT THERE, I WANT TO MAKE SURE IT IS THERE.

>> I DIDN'T INCLUDE IN THE SLIDE DECK, BECAUSE MATT IS DOING OUTREACH. AND DIANE WAS DOING CALENDARS.

BEFORE WE SPRUNG IT ON YOU, TO WHAT WE'RE THINKING, WE WANTED TO HAVE SOME DATES THAT YOU HAVE TO HAVE AHEAD OF TIME.

YOU COULD PROVIDE AN UPDATE ON WHAT THE TRAINING TIME LINE AND THINGS ACTUALLY LOOKS LIKE. YOU KNOW, MATT, GLORIA, THEY HAVE BEEN ENGAGED WITH PEG AROUND THE BOARDS, PROFESSIONAL DEVELOPMENT AS WELL. WE HAVE SOME IDEAS, AROUND WHEN THAT COULD OCCUR HERE IN THE NEXT, YOU KNOW, COUPLE OF

MONTHS, ACTUALLY. >> GREAT, IT'S SUCH A KEY ROLE, THAT WE WORK ALL THOSE LEVELS AND ARE ABLE TO DO IT, SO WE CAN BE ON THE SAME PAGE AS THINGS GO THROUGH.

THAT'S VITALLY IMPORTANT. >> MATT, YOU WANT TO COMMENT

FURTHER INTO THAT? >> YEAH, I THINK, LAST YEAR, AND I DON'T KNOW OFF THE TIP OF MY TONGUE, WHICH IF ANY BOARD MEMBERS, PARTICIPATED BEYOND DIVERSITY ONE

>> AND AS A PRIMER AND WORKING WITH PEG AND WHERE WE WILL AND

[01:50:06]

WE'RE GOING TO, WE'RE GOING TO CONNECT IT, WITH TIME THAT THE BOARD HAS IDENTIFIED, WORK AROUND, DOING THE RETREAT AND CONNECTING WITH THE EXECUTIVE LEADERSHIP COACH FOR THE BOARD TO THE TIME WHERE THE BOARDS ARE IDENTIFIED TO, TO GET TOGETHER, SO WE'RE NOT TRYING TO CARVE OUT SOMETHING NEW, BUT TO CENTER THE LEARNING IN THAT TIME. AND DANIEL, WERE WORKING TOGETHER, TO KIND OF CONFIRM THAT.

>> THANK YOU, LOOKING FORWARD TO LEARNING MORE.

>> THANK YOU. I ALSO AGREE, THAT SOONER WILL BE BETTER THAN LATER, AS FAR AS PROFESSIONAL DEVELOPMENT FOR THE BOARD IN THE AREA AND ANY OPPORTUNITIES THAT YOU HAVE RIGHT NOW, THAT WE MIGHT JUST JUMP ON AS IS, A LITTLE, WE HAVE A TWO HOUR BLOCK HERE. LET'S BLOCK THIS.

I WOULD LOVE THIS, IF BOARD DIRECTORS HAVE THIS INFORMATION AND SIGN-UP, AS WE ARE ABLE, BEFORE WE START OUR ORGANIZED PROFESSIONAL DEVELOPMENT. ALSO, I WANTED TO MENTION THAT AS WE'RE, AS WE'RE MOVING THROUGH ALL OF THIS, AND AS WE'RE BEING INTENTIONAL ON SHAPING OUR EQUITY POLICY, THE THINGS THAT WE HEARD IN OUR LINKAGES, YOU KNOW, REALLY DO COME BACK TO RELATIONSHIPS, RELATIONSHIPS THAT TEACHERS BUILD WITH STUDENTS. RELATIONSHIPS THAT STUDENTS COULD HAVE, YOU KNOW, WITH ANOTHER ADULT AT SCHOOL, THAT'S NOT NECESSARILY THEIR TEACHER AND SUPPORT THEY CAN GET AND WANT TO BE MINDFUL, IT IS VERY DIFFICULT IN THE REMOTE SETTING TO PROVIDE SOME OF THE RELATIONSHIP BUILDERS BUT I'M HOPING THAT WE ARE LOOKING AT HOW TO ADDITIONALLY SUPPORT STUDENTS WITH A LOT OF WHAT WE HEARD IN THE LINKAGE SESSIONS.

>> YEAH, ABSOLUTELY. THERE'S SO MANY DIFFERENT LAYERS TO ACTUALLY RESPOND TO THE SINGLE COMMENT, WHEN I THINK ABOUT THE INSTRUCTIONAL FRAMEWORK, THAT OUR TEACHERS ARE EVALUATED ON. ONE OF THE FOUR DOMAINS, THAT OUR DOMAINS ARE BROKEN UP, IN STATE CRITERIA.

THERE'S EIGHT OF THEM. DANIELSON WROTE A FRAMEWORK THAT HAS FOUR DOMAINS. ONE OF THEM IS FOCUSING ON THE CLIMATE AND CULTURE OF THE CLASS AM RADIO.

THE FRAMEWORK, LEADERSHIP FRAMEWORK THAT OUR PRINCIPALS ARE EVALUATED. THE FIRST CRITERION IS ABOUT SCHOOL CULTURE. IT'S INSURING, AS WE GO THROUGH THE PROCESSES, THAT WE'RE ALSO TAKING ADVANTAGE OF THOSE CONVERSATIONS AND THOSE OPPORTUNITIES TO LAYER WHAT WE KNOW ABOUT EQUITABLE PRACTICES, FOR INCLUDING STUDENTS IN OUR SCHOOLS, INCLUDING FAMILIES IN OUR SCHOOLS, AROUND CULTURE AS WELL. WHEN I THINK ABOUT THE WORK, JOHNNY FU IS DOING FROM SOCIAL EMOTIONAL LEARNING AND MENTAL HEALTH SUPPORT. IT'S ABOUT CULTURE, SUPPORTING INCLUSIVE PRACTICES. I COMPLETELY AGREE, THAT'S CRITERIA NUMBER ONE, FOR A STUDENT TO PARTICIPATE IN CLASS, THEY FEEL WELCOME. THEY FEEL SAFE AND THEY FEEL INCLUDED. GREAT COMMENT.

>> AND I WOULD ADD, IF YOU HAVE ME TAKE A TRAINING ON ANYTHING, ESPECIALLY IF IT'S TECHNOLOGY RELATED, YOU'RE GOING TO NEED TO COME BACK TO ME IN A FEW DAYS AND CHECK FOR UNDERSTANDING.

BECAUSE IF I'M NOT USING IT EVERY DAY, I HAVE FORGOTTEN IT.

IT'S JUST OUT OF MY MIND. HOW DO WE CHECK WITH UNDERSTANDING, AND BOARD OF DIRECTORS, KEEPING US ON THE SAME PAGE AND UP TO SPEED. I THINK THAT'S A PIECE WE'RE MISSING, THAT CHECK FOR UNDERSTANDING AND TO SEE YOU'RE ACTUALLY UTILIZING THE SKILLS THAT YOU HAVE LEARNED.

>> YOU KNOW, I THINK WHEN WE DO FOLLOW-UP ON THAT, I WANT TO MAKE SURE I GIVE YOU THE ACCURATE INFORMATION.

WHEN WE DID TRAINING WITH THE CERTIFICATED STAFF IN SIGN-UP, ONE OF THE REQUIREMENTS OF OUR PRINCIPALS, AS THEY ARE DOING THEIR WALK THROUGHS, THEY ACTUALLY UNDERSTAND SIOPS SO

[01:55:05]

THEY CAN SEE THOSE ARE IMPLEMENTED IN THE CLASSROOM.

IT'S ABOUT WRITING STRATEGIES AS A SCHOOL.

IT'S ABOUT CHECKS FOR UNDERSTANDING, IS IT REALLY PLAYING OUT IN THE CLASSROOM, THE WAY IT SHOULD.

LET ME CHECK IN WITH THE TEAM, AROUND SOME OTHER WAYS, THAT ARE MAINTAINING ACCOUNTABILITY FOR SOME OF THE EFFORTS, UNLESS SOMEONE WANTS TO JUMP ON AND PROVIDE A COMMENT

>> I JUST SAY, I CHALLENGE YOU TO CHALLENGE ME TO GO THROUGH

THE UNDERSTANDING >> APPRECIATE IT.

[G. Closing Items]

>> NEXT AGENDA IS BOARD MEMBER COMMENTS.

SO WE'VE HAD A NUMBER OF LINKAGES, LINKAGE SESSIONS, IN THE LAST COUPLE OF WEEKS. DOES ANY WANT TO POINT OUT ANY LEARNS OR THINGS THAT POPPED OUT TO YOU FROM THOSE LINKAGES?

>> SO SORRY. FIRST ROUND, I CAME OUT FEELING VERY PESSIMISTIC AND WE CLEARLY HAVE SOME PROBLEMS. IT'S NOT THAT. THE SECOND ROUND, CONVINCED ME WE DON'T HAVE PROBLEMS, BUT WE HAVE A SOCIETY AS A WHOLESOME.

FROM THE NATURAL LEADERS PROGRAM, WAS A PHENOMENALLY SUPPORTED PROGRAM, OH, GOSH, I'M BLINKING.

YOU COULD HELP ME, WHICH ELEMENTARY IS IS THAT.

>> ROSE HILL. >> AND THANK YOU.

THAT GAVE ME HOPE, THAT THERE'S A COMMUNITY THAT PULLED TOGETHER, SELF-SUPPORTING, IN THAT CASE, WAS MANY IMMIGRANTS FROM MANY NATIONS AND MANY BACKGROUNDS.

. >> OTHER GROUP WAS PTA LEADERSHIP. IT WAS NOT JUST FOCUS ON NONWHITE STUDENT, PARENTS AND STAFF.

THERE'S A SUBSTANTIAL GROUP OF WHITE PEOPLE WHO WANT TO HELP AND WANT TO BE PART OF THE SOL SOLUTION. THERE WASN'T DENIAL OF CHALLENGES WE HAVE TO ADDRESS. THERE WAS CERTAINLY ENTHUSIASM TO ADDRESSING THE CHALLENGES. I DON'T THINK IT WILL BE LESS WORRIED. I KNOW WE HAVE SIGNIFICANT ISSUES, BUT I FEEL MORE HOPEFUL, THEY ARE ADDRESSABLE THIS WEEK

>> DIRECTOR STUART? >> YES.

ONE OF THE DISCUSSIONS I WAS INVOLVED WITH, ONE OF THE THINGS, THAT REALLY -- I'M CONCERNED ABOUT ALL OF THEM, ONE OF THE THINGS THAT STUCK OUT, WAS THE GAY STUDENT, AND MAY HAVE GOTTEN THE NAME WRONG, APOLOGIZE.

FROM JUANITA. HOW THEY ARE NOT ABLE TO -- ONLY WAY THEY ARE GETTING HEALTHY, EMOTIONALLY OR HOW TO DEAL WITH THE REST OF THE SCHOOL, IS NOT NECESSARILY FROM THE COUNSELLING STAFF, BUT THROUGH OTHER GAY OR LES LESBIAN. IF OUR COUNSELLING STAFF CAN'T HELP THOSE KIDS, THEN WE'RE GOING TO LOSE THOSE KIDS I'M SO GLAD THEY HAVE THE SPONSORS FOR THEIR GROUP, THEIR CLUB THAT THEY CAN GO TO. MAYBE THEY ARE EXPECTING MORE THAN THEY ARE GIVEN, I DON'T KNOW.

BUT IT DIDN'T SOUND LIKE IT. >> DIRECTOR BLIESNER.

[02:00:09]

>> FIRST, I WANT TO THANK THE COMMUNITY FOR BEING PART OF THE LINKAGE SESSIONS. IT'S MORE OF A CONTINUIAL PRACTICE THAT THE BOARD MOVES FORWARD AND WE DO IN A REGULAR BASIS. THESE ARE IMPORTANT THINGS WE HAVE AS A BOARD TO SHARE AND UNDERSTAND THE WHOLE DIFFERENT PERSPECTIVE. STARTING THERE, IT'S AN INVILLEABLE EXPERIENCE TO BENEFIT AND WE CAN BUILD UPON THAT, AS WE GO FORWARD DURING THE EQUITABLE POLICY.

THE OTHER PIECE, BUILDING ON AT DIRECTOR STAGE, EARLIER RELATIONSHIPS COME UP HUGE. WHETHER THEY ARE ADULTS OR KIDS, IT WAS FINDING A GROUP SOMEWHERE.

THAT WAS YOUR PLACE TO BE AND THAT COULD BE IN MULL PEL LOCATIONS. I KEEP THINKING, HOW DO WE DO THIS ESPECIALLY IN A REMOTE ENVIRONMENT.

I THINK THAT'S A BIG PIECE THAT JUMPED OUT AT ME.

THERE'S ALSO CURRICULUM. THERE'S SOME LOW HANGING FRUIT THAT WE CAN TACKLE ON THE CURRICULUM SIDE, TO HAVE MORE OPPORTUNITIES, IN THE LITERATURE THAT GETS READ AND HOW IT GETS DISCUSSED AND HOW YOU BRING IT IN.

THE IDEA OF THE HR PRESENTATION WAS KEY ON THAT, AND HOW WE DO WORK TO REMOVE THE SYSTEMIC BIAS THAT COULD LIMIT OUR ABILITY TO HAVE A REPRESENTATIVE STAFF IN ALL LEVELS OF THIS.

THERE'S THE COMPONENT OUT, BUT THERE'S THINGS WE DO FOR OUR PLACE. IS IT A GOODEN ENVIRONMENT.

WE HAD STAFF THAT ARE SAYING, IT COULD BE DIFFICULT.

I THINK WE NEED TO PAY ATTENTION TO THAT.

THERE WAS A LOT OF RICHNESS ACROSS THE BOARD AND THE OPPORTUNITY TO HEAR. I WOULD ENCOURAGE ANYBODY WHO WAS THERE. IF YOU WANTED TO REACH OUT TO US AT ANYTIME TO HOLD A CONVERSATION, I THINK ANY ONE OF US WOULD BE HAPPY TO MEET WITH YOU OR MEET WITH YOUR GROUP AND CONTINUE THE DIALOGUES. WE WILL BE GOING BACK OUT AND CONTINUING THE WORK. THIS IS ONGOING THIS IS A PIECE OF OUR JOB AS BOARD MEMBERS, TO MAKE SURE THE COMMUNITY VALUES ARE SPOKEN TO WITHIN THE WORK THAT WE DO I FOUND THEM CONCURRENTLY VALUABLE AND WE WILL BE USING THEM AS WE BUILD ON THINGS.

>> OTHER THAN ME, HAVE WE HEARD FROM EVERY BOARD MEMBER.

>> I WILL JUST SAY, I ECHO EVERYTHING WITHOUT REPEATING.

THE ONE THING THAT, THEME THAT'S COME AWAY FROM ME, FROM THE STUDENTS WE TALK TO, THE IMPORTANCE, THE IMPORTANCE FOR OUR STUDENTS OF -- BEING ABLE TO SAY AND FEEL, I BELONG HERE.

IN OUR SCHOOLS. THAT PLAYS AN IMPORTANT ROLE AND STUDENTS HAVE MADE CLEAR. THEIR ABILITY TO PERFORM ACADEMICALLY, AND TO BE HEALTHY AND -- IT'S AN IMPORTANT THING FOR US TO FOCUS ON AS A DISTRICT.

THIS WORK IS IMPORTANT. IT HAS IMPACT ON OUR STUDENTS, BOTH IN THE SHORT TERM AND LONG-TERM.

LAST THING, I JUST WANT TO GIVE KUDOS TO THE STAFF WHO FACILITATED SO FAR. I'M JUST SO IMPRESSED BY THE SKILLS THAT OUR TEAM HAS AND TO BE ABLE TO FACILITATE THESE CONVERSATIONS AND DRAW OUT, REALLY POWERFUL, STATEMENTS FROM PEOPLE AND MAKE THE PARTICIPANTS FEEL COMFORTABLE TO SHARE.

IT'S NO SMALL FEAT. SO THANK YOU.

OKAY. ANY LAST COMMENTS? THAT IS THE LAST ITEM IN OUR AGENDA.

FOLLOWING TONIGHT'S BOARD MEETING, THE BOARD WILL MEET IN STUDY SESSION. THE TOPICS TO BE DISCUSSED ARE THE OPERATIONAL EXPECTATION POLICY DEVELOPMENT ON EQUITY.

SO FOR THOSE WHO ARE VIEWING AT HOME AND WISH TO VIEW THAT, WE WILL BE TAKING A BRIEF BREAK BEFORE THE STUDY SESSION.

[02:05:02]

IT WILL BE A CLICK A LINK TO VIEW THE MEETING, AS YOU'RE VIEWING THIS. IN ADDITION, WE'RE DISCUSSING THE 2021 LEGISLATIVE QUALITIES. WE'LL MEET AN EXECUTIVE SESSION, FOR THE PURPOSE OF CONSIDERING THE SELECTION OF A SITE AND ACQUISITION OF REAL ESTATE, AND THE MINIMUM PRICE IN WHICH REAL ESTATE WILL BE OFFERED FOR SALE OR LEASE.

THERE'S NO BOARD FOLLOWING AN EXECUTIVE SECTION.

THE NEXT SCHEDULED BOARD MEETING, WILL BE HELD REMOTELY ON NOVEMBER 23RD, WITH THE BOARD MEETING STARTING AT 5:00 P.M.

AND THE STUDY SESSION FOLLOWING THERE AFTER, SCHEDULE AT 6:00 P.M. BUT MORE LIKELY STARTING, WE'RE NOW 7:15.

A ROUGH PLAY AROUND THEN. OKAY. WE'VE REACHED THE END OF THE AGENDA. I WILL NOW ENTERTAIN A MOTION TO ADJOURN THE NOVEMBER 9TH MEETING.

>> MOVED. >> SECOND.

>> MOVED BY DIRECTOR CARLSON. SECOND BY DIRECTOR SAGE.

ALL THOSE IN FAVOR, PLEASE SIGNIFY BY VOTING AYE.

>>

* This transcript was compiled from uncorrected Closed Captioning.