WEBVTT

METADATA
Video-Count: 1
Video-1: youtube.com/watch?v=S-Bl2NbpUO8

NOTE
MEETING SECTIONS:

Part 1 (Video ID: S-Bl2NbpUO8):
- 00:00:00: Meeting Call to Order, Pledge, Agenda Approval
- 00:00:53: Announcements: Cinco de Mayo, Groundbreaking, Student Recognition
- 00:03:22: Gun Violence Awareness, Mental Health, Teacher Appreciation
- 00:05:29: Graduation Season and Advice for Graduates
- 00:06:22: Introduction to Public Comment Guidelines and Procedures
- 00:07:11: Public Comment 1: Budget Concerns, Education Gap
- 00:10:30: Public Comment 2: Robotics Team Recap and Future Plans
- 00:12:48: Public Comment 3: Robotics Team Season Highlights
- 00:14:08: Items From Secretary: Correspondence and Staff Recognition
- 00:15:45: Legislative Update: State Budget and SAT Essay Removal
- 00:16:51: District Updates: Staff Appreciation and Student Success
- 00:21:48: Farmington Community Library Presentation Introduction
- 00:22:21: Farmington Community Library: Services, Events, Resources
- 00:30:38: Library Statistics and Upcoming Library Renovations
- 00:33:22: Library Presentation Questions and Commendations Part 1
- 00:36:37: Library Presentation Questions and Commendations Part 2
- 00:41:00: Library Presentation Questions and Commendations Part 3
- 00:43:58: Capital Improvement Planning Update Introduction
- 00:44:14: Capital Improvement: Financials, Data and 10-Year Plan
- 00:48:39: Technology Plan Update: Three-Year and Ten-Year Visions
- 00:52:44: Technology Plan Comments and Support from Board
- 00:54:41: Talent Development Update: Committee Overview and Goals
- 01:00:52: Talent Development Committee Successes and Achievements
- 01:07:08: Data-Driven Insights: Staff Connections and Engagement
- 01:11:02: Talent Development: Goals for 2026-2027 and Beyond
- 01:16:13: Board Commendations and Support for Talent Development
- 01:20:12: Talent Development Committee Diversity Recruitment Questions
- 01:24:19: Talent Development: Check-In Feedback and Improvements
- 01:28:04: Reports From Board Committees: Finance and Facilities Meeting
- 01:29:48: Discussion: Oakland Schools Budget Resolution Explanation
- 01:34:38: Discussion: 2026 Oakland Schools Board of Education Election
- 01:36:18: Discussion: IT Technology Purchase, Title 1 iPads
- 01:39:52: Discussion: IT Technology Purchase, CTE Laptop Refresh
- 01:41:17: Discussion: IT Technology Purchase, Admin Device Refresh
- 01:41:51: Discussion: IT Technology Purchase, Camera Hardware
- 01:51:14: Discussion: IT Technology Purchase, Camera Installation
- 01:52:01: Discussion: Facilities and Maintenance Equipment Purchase Requests
- 02:02:08: Public Comment Closed, Motion to Approve Action Item #1
- 02:02:25: Action Item #1, World Language Textbook Roll Call Vote
- 02:04:07: Action Item #2, Policy Recommendations Explanation
- 02:07:31: Action Item #2, Policy Recommendations Roll Call Vote Part 1
- 02:09:50: Action Item #2, Concerns About Student Behavioral Policies
- 02:18:16: Action Item #2, Policy Recommendations Roll Call Vote Part 2
- 02:18:48: Motion to Approve Consent Agenda and Roll Call Vote
- 02:19:21: Reports from Board Representatives and Meeting Adjournment


Part: 1

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Mr. Hall >> here. >> Miss Hinrich >> here. >> Mr. Rinto >> here. >> Miss Smith >> here. >> I myself am here. President Williams >> I am here. Thank you. We have a quorum. We will now stand for the pledge of allegiance to the flag of the United States of

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America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Thank you for leading us in the pledge. Uh, is there a motion to approve the

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agenda? >> I'll move to approve the agenda for the regular meeting of the board of education, Tuesday, May 5th, 2026, as presented. >> Support. Thank you. Motion to approve the agenda has been made by Trusty

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Hinrich, supported by Trusty Smith. Is there any discussion? Seeing none, all in favor? >> Any opposed? Any abstensions? That mo motion passes. We'll now move to announcements. Happy Cinco de Mayo. Uh for those who choose to celebrate

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with a virgin margarita somewhere or should you wish to celebrate with a refreshing bottle of water watching a board of education meeting, your choice. Um, usually, um, I associate this day

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with sun, but today is not a sunny day. But fortunately, it did not rain on us as we attended the groundbreaking of, uh, the new multi-purpose, uh, room at Farmington High School. A lovely event. Many of us went and got to wear our hard

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hats. Um, really proud of the work that's going on there and the space that will will be developed and the learning that's going to happen in that room. and I really look forward to more of that for um all of our schools. Really great unique spaces for learning. Uh I want to

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thank our taxpayers for allowing us to do that to leverage bond funding um is a great thing and uh I am sure that all of us want to see uh continued great things for our students. Uh a few more announcements. A lot going

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on. I think I feel like I say that every meeting but it just increases. Um, let's see what has happened. Um, I'm sure I'm going to miss some things, but I know that there was a wonderful music program just this past week, yesterday,

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I believe, uh, recognizing uh, all of the, uh, high school students at North Farmington who uh, participate in music. Uh, I know that there are awards ceremonies going on all over the place. This is usually that time of year uh, for uh, student recognition. This is um

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also a time when um some of us who have seniors uh Trusty Rento and myself are involved in a whole lot of those things. Uh congratulations and um uh uh Tom uh Thomas Trusty Hall.

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Um a lot going on. Um congratulations to your daughter and everyone who participated in uh that great amazing play. I know many uh uh trustees got a chance to go check that out. That was wonderful. Um this is um National Gun

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Violence Awareness Day is coming up. Uh it is the first Friday every June. Uh we issued a proclamation a few years back recognizing that. Um this year uh it falls on June 5th. I encourage you to consider wearing orange on that day. Uh

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that day started years ago after a 15-year-old honor student uh unfortunately lost their life in Chicago and a group of students started a tribute and it's grown nationally. Um every year you know thousands of people

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are uh impacted by this uh particularly in Michigan children and teens in Michigan this is the leading cause of death is uh guns. So, wanted to make sure that folks uh are aware that um that that is something that, you know,

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we should be paying attention to and gun safety is extremely important. I also wanted to bring up that May is mental health awareness month. Uh and I'm reminded that student success is deeply connected to uh well-being. Um,

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emotional intelligence is very important and it is a huge measure of success and I wanted to uh ensure that everyone is encouraging uh themselves and their loved ones to think more daily about what you're grateful for. Uh, exercise

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and eat well. I also want to acknowledge uh teacher week. Happy teacher week. Happy staff week. Um, I want to extend a sincere uh thank you to all educators and staff. Um, I had an opportunity with some of my colleagues to pass out some

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candy and some nice notes to some of our staff members at schools. It was really, really, um, rewarding. Um, I know most people, if not everyone, I certainly do, have a memory of multiple teachers who

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impacted my life significantly. And so, uh, I want everybody to just recognize that teachers are extremely important. Every person who touches a young person is extremely important and take some time to thank them. Finally, it's graduation season and I want to wish all

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of the seniors the very best as they prepare for all of the lasts of high school. Um, I especially want to congratulate parents, some of us who are about to be done. So, uh, yeah, sorry. Congratulations to me.

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lot of emotions going on uh in in this um time and I want to just provide uh one word of advice or one I guess couple sentences of advice that our graduates are stepping into independence. Uh but

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they still need uh to be supported and understood and even with a diploma for some of them they need to know that wallets do not graduate with them. our wallets do not graduate with them. >> So, I just want to leave you with that bit of wisdom.

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>> All right. Uh we are now going to move into public comment. Uh the public comment period is 3 minutes for anyone who wishes to provide public comment. Again, as a reminder to those who may not uh remember or have not never given

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uh comment before, um we ask that you uh refrain from speaking to the audience. Please speak to the board. If you have a particular comment that uh is sensitive, we ask you to refrain from naming students in particular and also adults where uh confidentiality would be a bit

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more appropriate. Uh and be respectful. Uh again, you'll have three minutes and the timer uh will let you know uh how much time you have. We will start with Mr. Loveway and then we have Ian Gibbons and then we have Meline.

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uh you will tell me how to pronounce your last name. Thank you. >> Good afternoon. Uh I'm here today to talk about uh the budget. And what about the budget? You say it's a little early. Well, last year you

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surprised us and gave us a fiveminute uh budget review. That's not going to happen again. My question on the budget is what are you doing to fix education? What are you doing to do to close the

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education gap in among the poorest of our students and uh as a matter of fact the African-American students who lag the rest of the student population by 20 30%.

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And uh last week you presented a plan to spend $151 million on capital assets uh which you called an opportunity for zero increase. That's a joke.

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What you did was on top of the one and a half mills that you waved by for the uh Oakland schools, uh you are going to take away the tax decrease of 1 mill and uh reinstate or

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instate a new millage so that we have effectively a request for 2 and a half mills tax increase. and no plan that I've heard yet to increase our education.

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Uh we've got a $36 million slush fund that you built up by not educating kids during the pandemic and after that. And uh you come back to us asking for money for

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hard assets when you deprive these kids at the bottom end of our spectrum of a decent opportunity to make a good living. Uh you

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you've done that for all the years I've been at this board. You just like the trinkets. Let's go and spend two and a half million bucks on a building that we don't really need. Put lights on the ball field like that's going to help some kids educ

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uh education. It isn't. So, I think it's time that you switched gears and started educating our children. And I know you're going to have a retreat on Saturday. Uh I think we ought to get the public there to hear what you

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have to say. Uh after uh your last board retreat, you said that we were doing wonderfully on education and then I don't remember seeing a presentation here at the board saying how you accomplished that

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and I don't believe it any more than I did for the last six years. >> Thank you for those perspectives. Uh, next we'll have Ian, followed by Meline. And if there is anyone else who wishes

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to um make comment at at this time, please fill out a card that right now I don't have any more cards. >> Good evening. >> Good afternoon. >> Um, as you can see, Hackbots have returned from Texas at our world's competition. Um, Maddie plans to recap

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our season a little bit, but I'm here to talk about where we're going forwards because, hate to say it, but you're not done seeing us for a little bit here. Um, so as we move into our summer plans and into next year, we start focusing a

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lot more on how we want to build up more systems um that will support students that are coming through. Um, we have a lot of juniors, current juniors that will be seniors next year that we need to have them teach new students how

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they're going to run the team after we graduate. So, we in these next couple of months are going to be building up a lot of infrastructure around that. Um, we have a lot of new training policies that we're trying to put in. um a lot of plans that we're working on moving forwards as well as there's a couple of

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offseason competitions that we usually go to that are really just a blast overall. Um they're usually a great opportunity to work with other teams in our area and to experience other parts of robotics other than just our little

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pocket. um which just before Worlds we did something very similar where we were at a uh practice field with a team in Auburn Hills and they had invited about seven teams I think and it was a amazing

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experience and mainly because these were seven of the best teams in the state and it really feels like we got to join the cool kids table as we called it. So, we went there and it really feels like we're getting into that upper echelon of robotics in the state. So, we're really

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excited to keep that going and to find ways to build that so it can be sustainable and we can be in that upper echelon for years to come. Thank you. >> Thank you for sharing, >> Matteline. Hello. Um, as Ian liked to say that I

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would be recapping our season's events and we competed at four events, two district, one state event, and one world event just last week at Texas. And we were able to make finalists in three of those events and actually win one of those events. as well as winning awards

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of engineering inspiration, excellence in engineering, our quality award for our robot which demonstrates the quality of our robot. And then this past week we actually won an award at worlds for team sustainability which I think is one of our more important uh awards that we

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actually value because this like demonstrates how we have been able to not only sustain our team but also the planet with our purple is the new green campaign. So, we like to pride ourselves in that sustainability of our team and

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with this upcoming like uh our downtime, we like to use that as our prepping for the next year and keeping making sure our team keeps being sustainable in years to come. So, thank you. Thank you

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so much for sharing that with us. Is there any further public comment for this public comment period? There is a second public comment period following um uh right before action items right after discussion items. Any other public

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comment at this time? Seeing no public comment, we will move on to items from the secretary. >> All right. Uh the board received communications regarding correspondence and response to me mental health funds,

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follow-up email regarding the theater program at North Farmington High School. Office of Head Start notifications and confidential communication. The board acknowledges all communications and responds as appropriate. A list of correspondence is included in the board

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packet which is available on the Farmington Public Schools website. Thank you. Uh and before we uh move on to the next agenda item, I just want to say thank you for the t-shirts. I'm not sure where these came from, but um I appreciate the recognition at the same

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time uh that uh teachers and staff are being recognized. Everyone has a nice uh unique um um quote uh a sign there. And I also want to thank you for not giving me a large perhaps. I'm sure

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>> all of our staff received those uh as part of staff appreciation. Wanted to make sure you were included. So, >> thank you for that. >> All right. Um, >> Miss Williams, would you please read what the card I think this is beautiful what >> I think it's beautiful, too. Mine says,

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"You may not wear a cape, but every day you show up as a hero for students." >> Yeah. >> Yeah. Okay. Thank you. All right. We will now move on to legislative update. >> Uh, yes. Uh, a few things. uh coming out

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of the um the state house, the senate uh took the next step in the budget process and has passed um a school a community college and university budgets kind of altogether. I think the next step is to combine in a consensus um revenue estimating conference and that's

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scheduled for May 15th. So, according to folks up there, it seems like hopefully they're on track to have this by the end of June, which is uh as required by law and they are uh uh pushing our legislators legislators to fulfill their

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mission. Um the other thing is that on Thursday the House and Senate agreed to um versions of uh bills that would uh remove the required essay portion of the SAT uh from the uh as part of the MME

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and that it will hit the governor's desk and if that passes then there will be no more requirement. We are again as a reminder one of only three states along with New Hampshire and Delaware that currently require the essay portion of the SAT. >> That's it. Thank you. Moving on to

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district updates. Dr. Coffin. >> Yes. Thank you, President Williams. Uh, as mentioned, we are celebrating staff appreciation week this week, and I want to extend my deepest gratitude to our staff who serve our school community. Service requires a unique level of

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sacrifice and commitment to traveling the road less traveled. At FPS, we aren't just maintaining a system. We are building one for the future our students will inherit. This is our promise to our community. Living out our mission, vision, and profile of a lifelong

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learner. Whether it's through accelerating learning, celebrating students successes, or supporting one another throughout the academic year, our staff does so with incredible heart. I'm constantly in awe and of the

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greatness within our district. No one steps away from the challenging work because we all know that every single person in this system is impacting our students and student success. I am humbled and proud to lead such a

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dedicated team. The exceptionality was in full view these past few weeks as students at our elementary school prepared the pieces that we see here as part of our spring art galla. Our Farmington High School students shared their research on

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countries from around the world as part of the international showcase. We even learned a few dance moves, some of us who were there. >> Our community also had the opportunity to hear stories from our students and families through the TED talks through

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the TEDex program at FPS. Our student IDEA leadership conference was student organized and student led and welcomed nearly 250 students to our OC campus to discuss current issues they are facing

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today. Finally, our vision students held our annual gala and I can attest that it was a great time had by all. While we focused we are focused now on finishing strong for this current year. Our leadership team is already deepened

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planning for 2627 school year. A primary focus for this work continues to be creating structures and supports that are necessary for academic acceleration for all learners. Recently, our high school admin teams met with strategic

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partners to analyze our high school scheduling process. By examining the pathways that our students choose through their four-year experience, we were able to gain meaningful data and getting datadriven insights into the level of rigor at our high schools. This

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data is now being used to develop strategies that ensure all students have equitable access and rigorous and meaningful academic pathways. Research was shared during this most recent session, excuse me, and

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highlights a critical shift in how we view student readiness for their life beyond high school for including benchm benchmarks for success. These include in this order the first predictor of success post high school is

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academic intensity and years of course taking that includes advanced courses and STEM progression. The second uh indicator of success is the overall GPA for students who are in rigorous coursework and maintain a 3.33

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or higher GPA. Finally, the third is standardized test scores, acknowledging though that they have limited predictive power when compared to the academic rigor of their course pathway.

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To ground our work in this reality, we must look at the economic landscapes that our students are going to enter. The data that was shared for Michigan is very clear. All future paths require education beyond high school with 72% of percent of jobs here in Michigan

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requiring some sort of postsecary training by 2031 and 84% of the top 50 m Michigan jobs through 2032 will require a bachelor's degree or higher. Finally, I'm so excited to share I've

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been selected to join a group of Michigan leaders tasked with addressing student success at the state level. Our goal is to evaluate the current outcomes and put formal policy changes on the table for considerations for our state policy makers. It's an absolute

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privilege for me to be able to represent FPS in these highlevel discussions, ensuring that the work that we are doing here informs the future of education across Michigan. Finally, we do not do this work in isolation as you know. So, I'm happy to

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um introduce one of our key partners, which is uh Miss Sasha Matthews, our library director for the Farmington Community Library. I'd like to welcome you, Sasha, to the podium to share the work that is happening in our community libraries and partnerships to support

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our students and our families. Thank you. >> Thank you, Dr. Coffin, and President Williams and the board. Thank you so much for having me here today. Um, I did want to tell you just a little bit about myself. I am new to uh, Farmington

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Libraries. I'm returning to Michigan after about a 20 30 something year vacancy um, by way of Virginia Beach, Virginia. So I have been in libraries for 20 years and 20 plus years and um I

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am a graduate of Wayne State University's uh masters in library science and I also received a masters in public administration from Old Dominion University. So um when the opportunity came up for me to return to Michigan with amazing Farmington Community

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Library, I jumped at that chance. So thank you so much for having me here today. Um I do want to preface it. I've been here 5 months and there's a lot to learn. So, I learned a lot while putting the presentation together and there's so much more for me to learn. So, if you have questions, I will be happy to um

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take them back and then get back with you possibly on the answers. So, one thing we want to make sure that everybody's aware of is anyone who lives, works, or goes to school in Farmington or Farmington Hills is eligible for a Farmington Community Library card. We often hear staff, we'll

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go out to outreaches or literacy nights and staff are like, "Oh, but I I work in Farmington, but I live in Canton or anywhere else." We really want to stress to people if you work, live, or go to school in Farmington or Farmington Hills, you're eligible for a Farmington Community Library card. And that is the

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number one way you're going to access all of our resources. And the one thing I think that people uh sometimes remember is that the library is free. It's free to hang out. It's free to come sit and listen to a session. It's free to go to an event. We

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are a free place to just be, which is very hard to find these days. While you're at the library though, we offer a plethora of events. Story times, Steam workshops, SAT prep, coding meetups, and so many more. This is just a few. This is a light sprinkling of all the things

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that we do. Here are some pictures from some of our most recent events, Battle of the Books. And I want to thank you uh Angie Smith who came and was a judge at our costume contest. I was um at and who else? >> Thomas Cole. >> Yes, he was also a judge of our costume

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contest. Um I was a runner uh for the teams. So uh Battle of the Books, very popular event, very well attended and very exciting to watch. Uh also is our Halloween story time, our thousand books before kindergarten and our Eldia de los

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ninos. So, just some images of the fun stuff that can happen at the library. We want to encourage everyone to stay up to date with our email newsletters. Um, this is the best way to find out what's happening at the library. The newsletters are timely and they are

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targeted. So, if you have a young child, you can sign up for the one for children. If you're just an an adult with no children, you can sign up for the one that gives you more information about what you are interested in. So, that's the best way to find out what's happening. We wanted to to remind and share how we

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are already connected with Farmington Public Schools. Every year we do first grade field trips and last year we saw over a thousand students and teachers come to the library, get a card and learn about our services. These first graders, you can hear the minute they

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step in the doors. They're so excited and they're so energetic to come to the library. They get a tour, a story time, and they walk home or get home with a library card, which is one of our main goals is getting those cards out to the students. We also do a lot of school outreach visits. one uh some are the

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Farmington Early Childhood Center, the Haw afterchool program and we also have many most library staff members in our children's department are assigned a po a school that they liaz with on a regular basis to ensure that the schools

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know the information and have the tools that they need to be successful as well. So that has been a very great connector to connect the library with the schools. And of course, we have our reading programs. Our thousand books before kindergarten, as I hope many of you

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heard of, uh the goal is to have your child been read uh to a thousand books before kindergarten because the um exposure to literature, reading, talking to their parents or caregivers has shown to obviously improve their scores later

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in life. 250 books before sixth grade is a new program that we want to encourage those um after they've gotten into kindergarten to continue reading, to continue learning through literature. So, that is another program we have started not too long ago. And of course, our Battle of the Books um which is

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grades 6 through 8 happens once a year. It's an amazing event. Um so, these are all of our programs designed to encourage reading and help children develop those essential early literacy skills especially. And of course, our most popular program that many people are aware of is our

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summer of stories, our summer reading program. Um, this kicks off June 1st through August 1st. We have a kickoff celebration. Um, it is for all ages. So, please encourage your family, your friends, your students from birth to

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115. All can to participate in the program and earn prizes. um they get to earn prizes for points and then also enter in for some bigger raffle prizes uh which includes a skateboard and helmet and um I think a car a free car oil change um all sorts of fun things

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just by reading uh throughout the summer. I also wanted to take a second to highlight our online resources for students. Out of the many that we have, I wanted just to highlight a few of them. Brain Freeze is a resource that

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has homework help with live tutors, skill building with real-time help, um, adult learning center information, GED, US citizenship prep, foreign language lab, so many things. We often hear people are looking for tutors for homework help. This is something that's

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online. They can do it from home with live tutors. Live people are going to score their um, practice test exams and get back with them and also tutor them. It's free with your library card. We also have Fiero Code. This is an online platform that's designed to teach coding

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from the ground up from little children up to adults. Um they can become proficient coders and this is also the largest learn to code solution in libraries worldwide which we have and also learning express library. This has

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a plethora of activities, practice tests, SAT, PSAT, adult, uh, college, how to write a resume, how to write a cover letter. All of those things are free through the library. You can, they track your scores, you can get, um, CU,

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all these things. So, we want to make sure people are aware of them. Then we also have talk. Talk is text and learn for kindergarten. This is uh a a program that parents or caregivers of

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children's zero to five can sign up for and they'll get about 8 to 10 text messages per month with fun activities they can do at home to help prepare their little ones for school success. So, they'll get a little text message that tells them a tip or something they can do to work with their children

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because we know kids develop the cognitive and language skills they need to do well in school early and we want to encourage them to have that back and forth with their parents and um provide activities and suggestions because sometimes parents we know are like, "Oh, what do I, you know, I've talked to them

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about the weather. talk to them about all these things. And so it gives you little um suggestions and activities to talk with them about and that is something they can sign up through the library. We also have a lot of special collections, uh STEM kits, disability

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support kits. Um our STEM kits include books and hands-on activities. They are housed in our Fington Hills location, but they can go to any uh either location. And then our children's disability support collection has books, media, and games aimed at supporting

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children and pre-teens with disabilities as well as their parents, caregivers, and educators. So, we have adults and ch youth disability support collections. So, everybody likes stats. I'm going to breeze through the stats. They're all

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available online, but we had almost a million items checked out last year from our library and our e library. So, anybody that wants to tell me libraries are dying, I'd love to challenge them with a data analysis of that. We had over 220,000 items checked out with just

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our online um resources alone, which is 22% of our total circulation. We have 36,000 card holders with over 353,000 visitors every year. This is our last year. We had 43,000 people attend

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events. Um, we answered over a almost 150,000 questions. So, we are still in the information service business. People want to tell uh some of us that we don't need computers and libraries. 112,000 computer sessions. Not everybody

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still has a computer and we are a place that many people go to access their computers and their internet and their email. And of course, I could not finish without highlighting our upcoming renovations. We are going to be starting in September. So, just a little PSA.

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Starting in September for about a year, the libraries, both Farmington and Farmington Hills are undergoing renovations. This is our Farmington location. They're they're going to be getting an amphitheater, an outdoor programming space where people we can have programs and events, maybe show some movies, music.

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We're getting um a children's play area on the other corner. So, we are actually having excavators come and dig out. And um we're super excited for that to start. That's going to start this fall again. And we also are going to be putting, if you see all the walls of

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windows right now, if you go to Farmington, there's a bunch of shelves with no books and half windows. That's the wall that's going to be all windows. New outside area for um meeting. New youth children's area at Farmington Hills. When you walk down the stairs right now, you walk into a wall and you

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have to kind of turn a corner. We're going to blow out that wall and you walk down and you're going to see the youth and children's area with a brand new information desk. Another view. This is our one big study room, quiet study room. Right now, we're adding five

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additional study rooms. Study rooms are so popular, there's almost always a wait, so they're going to have five more study rooms. And um in order to stay up to date, we are going to be having a renovation page. It's here, farmlive.org/rennovations. We're going to be putting signage out,

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newsletters, social media. Again, it's really starting September through June. Parts of our building may may be closed, parts of things may be happening, but we are still there to help support and uh serve our community. And that's the end of my presentation. Almost at 10 minutes.

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>> Does anybody have any questions? >> Yes. Go ahead, Mrs. Smith. >> So, um Sasha, first I want to thank you for coming. Um and it has been a pleasure of meeting you and working with you. um the relationship that you have not only

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with the community, but what you have with Farmington Public Schools. Um not only have I seen the library staff at at curriculum evenings or whatever, but even at our math nights. >> So, I don't know if you've unheard um in

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the past that we as African-Americans and brown people, we don't have books in our homes, >> but we do. As a matter of fact, I have a genre of what I have in my home. Just because you don't see them when you walk in because I was raised there's 12 months in a year, six months to mind

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your business and the other six to stay out of somebody else. That means out of my house. So, I did bring some of what I have as from my library collection. And the first one I'd like to let you see that I have is the adversity of diversity,

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the 21 keys of success, how to be an anti-racist, and we in the African-American community, we also own our own m magazines and newspapers. So we own the Michigan Chronicle, The Jet and the

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Ebony, The Hate You Give. >> Mhm. one of my favorite books. >> And this one, um, I can't say what the name is, but I'll give you the clear name, uh, Black AF History. Um, which

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I'll just say absolutely fabulous. And if you're at home, you can make out what it is. This is a PG-13 show. Um, and we also have in my home the Constitution of the United States. And as a minister and most black people

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that cannot read, the first thing we have in our homes are the Bible. >> I had um Barack Obama signed my book. So we have this in my home as well. >> Uh we have this book also in my home. If

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you can read this um in the book by John Lewis, we always have someone comes in talk about a green book. This is the original green book where African-Americans learn where to go, >> where they can stay, and where they can't drive through.

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>> I also have the book 1619, the project. And I've also read um what um the what is it the 2025 uh project was going on. You know, >> we know what that means.

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And then we have uh the radical care written by my cousin which is a very good read and we also have the miseducated and when I go in and read during March reading month I read this to bullies

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>> and so I want all bullies to hear this is a really good story and it's even for adults >> bullying at school and the lesson in bullying is treat others like you want to be treated. Thank you. >> Thank you.

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>> Thank you. I was blown away. So, we had the opportunity to meet prior to this meeting. I learned a lot. Uh thank you for coming. Thank you for sharing. Uh I want to raise up that um many of my colleagues had a lot of um questions

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that you were able to answer and I'm really looking forward to future collaboration. And I want to thank Trustee Hinrich as well for, you know, highlighting that we no longer have librarians in our schools, but there are some opportunities for us to uh continue to benefit from our own librarians in

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our in our community. Um, first of all, I'm super excited about the renovations. I must be living under a rock. I did not know. Um, what I love is that you're being responsive to what you're seeing. We were just talking about how students

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love to use those rooms. Adults often use those rooms as well for meeting and the fact that you're creating more of them is just awesome. I don't know that anybody asked for outdoor space, but I'm loving it. I can't wait to use it. And I I remember when I first came to the

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Farmington Library, I don't know, 20 years ago, I was in love with the space downstairs for children and I couldn't imagine it being any better. But like I want to have more kids now just to go to the basement.

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>> No, not like 5 seconds. No. >> Uh thank you so much. I really really really appreciate it. Um so does it. Yep. Mr. Hall >> again to echo my fellow colleagues that this is fantastic. I am very excited by

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the library. The um as I remember growing up that there were really two places outside the home that people gathered and that was at church and at the library. So some way you're getting some some type of education if it's

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religious or educational. So that was so embedded in a lot of u a lot of my childhood and a lot of people uh especially of color childhood was was based in those uh two arenas and uh questions two questions I have for you

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uh one that for I see different type of classes I see some coding you have anything that's addressing like the AI like I AI classes I'm seeing all these things pop up say hey become AI in 30 days.

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>> Well, we've started um having classes on learning about what AI is >> for so many people in our community and our our citizens aren't really sure what it is and that they've been using it for quite a while anyway. So, we started with that just educating people on what AI is, how it can or is being used right

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now and what it may may look like in the future because it seems to just be rolling along and changing. So we have started doing that and we're looking at expanding to see what else do we need to add to the education piece of it. >> Awesome. And also for um as we mentioned

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before that it seemed like we get our kids very involved in library at a very young age. How about for instance the high school um age kids like you know we don't see them in the library as or as excited you know and going to the

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library as we once were. Are there any kind of programs geared for high school kids that say, "Hey, you know, libraries are still a cool place to be." >> We actually do have quite a few programs for the middle school and high school. The high schoolers, it's a little harder to get their attention. You know,

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they've got activities and after school and jobs and educ, you know, uh sports and all of these things. So, we do try and reach them um in the way we can with different activities or uh we go to them. We go to the high schools and we go to the schools. It's a little harder. Um, we used to have volunteers, but we

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can't have them anymore. Um, so we're we're working through what that's going to look like because that was a great way we used to get them in. Um, so we are still have we have teen librarians. They're working with the teens and working with the high schoolers and trying to see what do they need. So again, they use our libraries for a lot

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of that group study. Um, and we we do things like, you know, for finals week, we might have some activities or crafts or like those breaks with some with some junk food or something. Thank you, >> Mr. Sinto. >> Uh, yes. I want to thank you also for

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returning. Um, uh, one thing I just want to add on, uh, with my colleagues is the the community aspect of the library. It is Farmington Community Library. Um, like President Williams, we took our kids there and played in the puppets and read board books and really fell in love

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with the library. Um, my daughter participated in Battle of the Books and um, but beyond that, she's played her piano in the upper room in a recital time and time again. Um, she worked through Premington Public Schools and through an idea conference, came up with

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a thing to um, uh, create and read poetry and short stories, which then the library opened up their doors to have her host it there. and you know 10 15 of her colleagues um um came and read and they had a panel and discussion but just many other things. So again remember

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like just like our schools it's a community space it's a place where community people can act like a community help each other discuss things uh like human beings um learn about each other and help each other grow. So thank you again. >> Thank you.

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Well, I just wanted to um highlight the amazing variety and number of events that you have coming up. Um I understand these are hot off the presses. >> So, I encourage our community members to pick these up. There are so many things

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happening both for children and for teens uh at both of our libraries. So, it's just really exciting. >> Thank you. And thank you for having me here today. Mrs. Henry, >> you you just can't hear enough nice things, but you know, uh, public

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libraries are are one of the backbones of our country and, you know, a good library system, Farmington Community Library, um, a good school system is what makes Farmington, Farmington Hills, a great place to live. And so I'm really excited about um you know working with

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the library and just sharing some ideas to um deepen our partnership as far as getting more librarians and to bring these um resources and bring your expertise into I grew up my dad went to the library once a week and you know it's who wants to go to the library and so I grew up going to the library once a

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week. My kids all you know went to the library my grandkids are we love the summer reading program. They used to give out um certificates to Max and Irma's and they had a Sunday bar >> there and it was like the highlight of

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the summer. I mean it was like the the bonus thing and all my kids are avid readers and it's due to access to the library and the books and so it's a wonderful resource. So I just want to thank our community for supporting the library. Me too as well as the schools and to thank you and thank you for

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coming to Farmington. I mean, I think you're you're a great um you know, you're you're just going to do great things with our school system while you're here. >> Thank you. And just remember, summer reading program is for all ages. So, hopefully I'll be seeing you guys in the library this year. >> Yeah. >> Thank you so much. Thank you.

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>> Um yeah, that was great. Thank you. Um next, Dr. Coffin. >> Yes. So, I would like to welcome uh Miss Amy Michelle, Vice President. Scott Smith, senior vice president, along with Amy Cina, man manager from Plant Moran

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Realoint to the podium. Uh, and they will share this evening an update on our capital improvement planning efforts. All right. Good evening. Thank you for having me. Nice to see you all again. Um today I

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plan to give you a quick update um along with Scott um on the capital improvement program um and it's just a quick followup of we were in front of you a few weeks ago um on on kind of where we're at. So we'd like to discuss uh an

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update on the financial opportunities. uh give you an update on activities where we've um what we've been working on in the next couple of weeks, what we plan to accomplish and have a little bit of time for um questions and answers and then turn it over to Amy, the other Amy

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from plan. Since the last time uh we were in with this group, um we had we have received um from PFM um the updated projected um potential um millage the amount of money

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that would go for for the bond which is the $171 million. So this is the updated we expect this to continue to be refined. However, this is what we received updated from the last time we spoke. Currently um the team has been extremely

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collaborative. So over the course of the last year or so um the district and many partners have engaged in a lot of data gathering whether it was through feedback through the community the community engagement activities uh through various reports like the

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transportation studies enrollment projections uh building utiliz utilization and of course the facility conditions assessment. um an evaluation of instructional spaces which TMP has been a great partner in. Um all of those

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pieces are now being leveraged as the team continues to develop this plan um this plan of of how we would present um the upcoming bond proposal. So in that um the team in the next

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coming weeks is working on um a comprehensive 10-year plan and in that uh discussing cost allocations and prioritizing um the pieces that would be associated with that work. We also are coordinating um with the

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technology team. There is a a capital plan um that that team has been working on as well. Again, the idea is to be collaborative, come together with an alignment, and ensure we're um touching all of the pieces that are appropriate

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um for the scope. The team um is prioritizing the instructional spaces, infrastructure, and technology. And again, it's a comprehensive, achievable plan um that they're continuing to work on and present in the coming weeks.

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Um and then the bond proposal language uh will also be further developed uh with the legal team and the district that touches on kind of what the activities have been. Um this schedule uh same schedule we've been presenting a

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couple of different times. The red line here just kind of shows where we're at. We're we're nearing the end and it's coming in in um quickly and so the next uh couple of board meetings again our plan is to stay in front of you, keep

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you in the loop um with these brief updates and um at the next board meeting it will be another update that this team will provide and um quickly following that we'll talk about bond proposal language as as necessary.

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Any questions? Questions for board members? No. Thank you. Okay. Uh Amy, do you you have a presentation? I think maybe it does it go. >> Okay. I press anything or does it?

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>> All right. There we go. Well, thank you everybody for uh allowing me to come here and talk to you about the uh future technology plan. Um we tried to make this brief, but just give you a quick overview of kind of where everything's at. Um so we looked at this from both a

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threeyear and a 10-year uh plan. And we wanted to make sure uh like Amy said, you know, we're focusing on instructional spaces. Um we're also focusing on the infrastructure to make sure that those work as well as um security and safety. And so what you see

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outlined here is, you know, here's what we need to do within the next 3 years to kind of um continue at the level that we're at right now and to also add some additional improvements. Um so a lot of these are projects that are required

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because they are because technology doesn't last as long as buildings. So your uh laptop that you have is not going to last the 20 years that you know carpet might. Um so we need to replace those every four to 5 years. Um

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we need we're looking at uh large area AV. So we're looking at some neat things in the gyms at the elementary that'll allow the kids to be interactive and do some different types of uh some different types of gym activities along with their normal ones. Um we have

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curriculum specific in there. So, if there's something that uh the science department is looking at that is, you know, really interesting and something that would be neat and add to their curriculum, we would include that in there as well. Um the infrastructure side, I kind of skipped over that.

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That's really just the the backbone. Um the fiber and uh cabling, we're redoing the cabling now. So, this is only to support any construction. So, only to support anything that changes, any remodels. you know, you may need to do some things to accommodate for the wall changes, things like that. Um, and then

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instructional support technology. So, we have um the public address systems that would be modernizing those to integrate into the classroom audio um to provide more safety features. And so, uh really just a improvement from where we're at. Um those a lot of times are integrated

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with clocks. So, we look at that at the same time. Again, devices don't last for more than four to five years. Um, copers, we replace those every five years as well. They, uh, a lot of cost savings if you do it that way versus keeping them longer.

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Uh, and then just some other conference room technology, uh, digital signage, uh, food service, point of sale systems. Um, you'll see the estimated three-year cost is about 17.5 million. We're still working on prioritizing this. Um, and you'll see the 10-year plan is

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significantly more. We're working our way through prioritizing. This is just kind of an initial look at this so that you have a good idea of where we're at. Um, and then here the 10-year plan is really a lot of the same. Um, but we added some additional items. So, student

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devices, if you see anything blue with a star, those are items that aren't included in the uh three-year plan. So, we have student devices. Um, we have auditorium and video production. So, we just did uh some pretty significant upgrades to the auditoriums. Um and this would be kind of the next round of

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upgrades along with uh TV10 upgrades. Uh and then on the instructional support technology side, we have the network, the uh security architecture, so everything that kind of keeps the technology running. Uh telecommunications, so upgrades to your

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phones and video surveillance. And I know um we're we're asking for approval for video surveillance at this board meeting. However, again, that only lasts for so long. So, those need to be replaced every 7 years or so. Um, and so

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the estimated tenure cost for that is 65 million. We know we don't have that much. We're looking at, you know, where where do we fit these things in? How do we prioritize them? And, uh, this is just kind of our initial first blush at it. Any questions,

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Miss Smith? >> Um, thank you for bringing this to the board. Um, five years ago I purchased a condo and I'm waiting for Alice and Marsha and Jan to pop out because that's just how dated it is. And it becomes

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more of a a problem for me because it's more money for me to put in. So for someone to say they don't want bells and whistles, you can't have a half a million dollar homes or million-dollar homes and our schools look like bedrock or something from

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Little House on the Prairie. We do have to encourage and build and bring up our schools. Um we don't use chalk chalkboards anymore. We we do need lighting on our football fields because we don't want our kids running with a

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flashlight and a fur coat and an old helmet like they did in 1940. We want to bring our students and our schools to where they need to be. And with the work that you all have done, you have a 10-year plan in front of us. You're not

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asking for us to just put anything in. You're asking us to help educate and keep things running. Um, if you have a school that looks like something that's falling apart, the curb appeal you will lose in this

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community. You will not be able to sell a home for $400 and $500,000. So, I want to say thank you to you and your team for the work that you have done and bringing us into the current century. Thank you.

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>> I appreciate that as well. Thank you for your presentation. >> Thanks, >> Dr. Coffin. >> Yes. Uh, and next I would like to now welcome Mr. Brad Paddock, assistant superintendent for talent development and HR, as well as Miss Gazelle Watkins,

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HR specialist, to the podium to share a talent development update. Good evening, Dr. Coffin, President Williams, and the Board of Education. Thank you so much for this opportunity. Uh, tonight I'm joined alongside Miss Gazelle Watkins. Thank you, Dr. Coffin,

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for that introduction. Uh, Gazelle and I work, we've got a couple of new board members here this evening from last time Gazelle and I were here. Uh, but Gazelle and I work in the HR department, and one of her responsibilities outside of her daily work is that she chairs our

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district-wide talent development committee. And our goal tonight is to kind of give you a a broad overview of some of the things a brief look back. So there's some education about the the committee and then moving forward about some of the work that we've done uh that

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touches on so much of the district and then doing a little bit of a a look forward for you as we think about 2627. So, uh, together we are certainly pleased to have this opportunity, uh, to be in front of you and talk about the good work, uh, that is going on in this

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district. Our first slide, and you'll see down at the bottom under the school system and elements, we've got some green highlights around certain areas. And in all of our presentations uh to the board of education, when we think about the this blueprint, we want to

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intentionally start this way because at the center of all the things that we do would be the student experiences and this work touches on so many of our system elements and it anchors the work that we do uh in the talent development

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committee. And so that is the the kind of the framework of of what touches all of this work and is an anchor really um that this work is not done in isolation. This work is not random work that's happening just because it's committee work. It's very purposeful. It's very

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meaningful and it's centered around what all the other departments in the district are trying to do as well. Which is why if unless the instructional team is up here or the tech team like this is a slide that anchors us. This is the blueprint and this committee work does

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exactly that. It touches so many systems in our district. >> Good evening. Thank you for having me. I'm excited to talk to you about the work that we're doing and the talent development committee. So uh the talleic development committee

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has always been made up of a diverse group of staff here in the district. Um when we started the group may have been larger but we have had consistent people in our committee who are here to do the work.

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>> Thank you Brad. Mhm. >> So the history of the talent development committee, it was de when it was first developed, the goal was to bring together a group of people to talk about and develop diverse ideas and innovative

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ideas around how we can recruit and bring people here into the district and also to retain those people. So we have maintained that and um we're working collaboratively. We're working in collaboration with everyone. We're being strategic about

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how we're doing um and attracting, recruiting, and keeping people here in the district. All our goals are aligned with recruitment, with the onboarding that we do in um HR, and also our retention ideas. Thank you.

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So, our format, as I said, is most definitely collaborative. um we when we get together and meet we think about what we're we think about what's needed in the district. We also have some um practices that we use. So our work is data driven and it's also

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arc aligned work in talking about the um and cultural building. So it's all of these things that's up here. our subcommittees that we have in our group, those are the ones who meet, get together and start um putting together the work to implement the ideas that

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have come out of the committee. So, speaking of uh art driven, um the last time we were here, we were excited to talk to you and introduce the ARC model to you, the talent the talent development arc model to you and how we

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attract, recruit, and keep people here in the district. Since that time, we've been able to put into our school buildings posters that contain a QR code. And in that QR code, staff are able to give us their ideas. So those ideas that you see up there to attract,

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recruit and keep come directly from the staff. We take those ideas in meetings and we talk about them and um discuss what can we do to get this um implemented in the district. Is this a good idea for the district? What's the

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best thing for the district and attracting recruiting and keeping people here in our district? So, we see that um one of the things that was said and attracted was updating and modernizing our school district. Uh recruiting, setting up computer labs when we're

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going out when people are coming in to fill out applications and keeping we they talked about ways to treat our staff like VIPs. So we talked about the um the arc talent model which we're all familiar with the

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um the poster that we use to get ideas from staff. So we also have a staff portrait. So the staff portrait is aligned with the profile of a lifelong learner and that was intentional when we started um talk about talking about the

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profile of a lifelong learner and also um start thinking about how we want our staff who do we want in front of our children who do we want next to us in the next desk when we're working. One of the things that was done was we sent out something to all staff asking them what

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do you want to see in a person that's sitting next to you? What do you want to see in a person that's in front of your students and in front of students on a regular basis? And the committee and working together the staff portrait is what was developed from it.

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So in 2526 we've been really busy. So >> work on this. >> That's the goal, right? work in collaboration with everyone not only in the building and department that we work in but also work in collaboration with

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other folk that are here in the district. So um in doing that we made sure we wanted to create an onboard experience for anyone that's coming into the district. So and so we have HR on the road where people in our HR office we go out and we meet staff and talk to

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staff. We have um our extended onboarding experience which includes taking a picture when they come in to take the picture on their data of their their new hire meeting on their on board meeting. We take a picture and that's part of the experience. We have substitute

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appreciation events. We also have um we've worked with student teachers and this school year many of our student teachers actually accepted positions here in the district. We also work with talent together which is a partnership with Oakland schools and also the state

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of Michigan department of education and we've had teachers brought into the district. We had par profofessionals who went through the program and decided to stay in the district and teach. Um we have our welcome aboard for our newer

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administrators to Farmington public schools in which we get together and we talk. So, not only does this help us to recruit, retain, and attract, recruit, and retain staff, but it also helps us create the culture of Farmington Public

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Schools. So, these are some of the things that we've done in order to bring attract people to our district. Uh, referrals, we've done, of course, social media. Uh, Galopagus has been really good in helping us with some a lot of these

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things. We have co-op students who not who go to school and then go work in another department such as transportation of course college fairs and job fairs. So much of this work when we think about committee, our job in this committee is

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that we like to think of coming up with ideas that are part of the system and then other departments can kind of carry out this work and um make it make it happen. What you're looking at at this slide is

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you you heard Gazelle talk about that we we want to figure out how to measure if a lot of these initiatives are working. And so this is just one slide of thinking about data in a kind of a leading indicator manner that we we want

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to be forward thinking and choose metrics that allow us to measure are these initiatives working? Are the things that we're putting in place for a system to build itself? What are some

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metrics that we can use and analyze? We talked about that. Yes, this is a district committee. So much of the work lives within the HR and talent development department, which is why you see a lot of members um on on the committee. But this is one snippet of

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information that when we talk about a metrics and a system thinking about staff and once we spend money to hire them, you saw the recruitment efforts that potentially would go into getting somebody and then once you get them, do

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they stay in your organization? Because it's one thing to have fill rates that can go up to 100% one day and down to 80. I mean, we've all worked in environments with employers where when you measure your staff turnover, it speaks to your culture. It speaks to

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your reputation. It speaks to other people wanting to come to an organization when there's longevity. One slide of looking forward to say because we would love this to be 100%. We just would, right? When you hire

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somebody, they're going to stay here for a career. The reality is that's not always true with employers. Thi this data set speaks volumes about all the work happening in this district. It's not just a talent development piece

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of data. For some employees, they feel extremely connected when they read Dr. Coffins's happy Friday email and that matters to them staying in the organization. Others can be so proud to be on work that is centered with

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Margaret and Rhonda and leading instruction and they feel valued from where they sit in the organization. You know, uh, facilities, maintenance, there's a ton of pride that our workforce has with some of our hourly

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staff feeling part of what we do. The shirts for staff of preach, all of that matters. So it's not just the talent development committee. We can come up with ideas. We can have thoughts. We can have ideas. It takes all the other

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departments to carry out this work. And so yes, this is a talent talent development committee uh presentation. But this is a metrics that every single employee including the board of education should be celebrating because

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this is measurable results and it starts to forecast what does our future look like. When you hang on to your employees that's actually the new recruitment is focus on retaining and that's your attraction. So, um, we looked at the data that Brad

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just presented. Some of the other data that we collect is, um, through the staff connection. So, the staff connection is when we, um, talk to newly hired staff every 30, 60, and 90 days. So, we talk to them, we find out how they're doing. Um, do you have um, all

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the resources you need to be successful in your position? um what else you know is there anything that we can do to assist you with that? We also asked them some questions around culture um would you recommend the district to someone? So the data that you're looking at now

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is from those who have participated in all the 30 60 and 90day activ 30 60 90day conversations. So we asked around um you know how do you feel? Do you feel confident in your position? And at the 90day people are saying they feel

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they're feeling much more comp confident doing more things on their own. Would you recommend the district? Of of course they will. I would. And I sent it to a friend. Um yeah the district is supportive and friendly.

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Everyone is friendly and supportive. I feel that for the whole district. And so these are direct quotes from people. We want to make sure that we aren't improvising or their words or adding thing anything to it. U when we talk asked what do you think about the

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culture of the of the district or the culture culture of your building? And so sometimes people do start out talking about the culture of their building and I asked have they had any interactions with other people in the district and how would you describe how would you describe that? and and these are some

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quotes that have come from that conversation. Um, supportive, friendly, everyone is friendly and supportive. I know I can always go to other staff for support, which is important because everyone wants to feel as if they're

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part of that culture in the building, as if they are important, as if and that they can trust the people who are working next to them. In our staff surveys, we've had a couple of years worth of data that talks about

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staff and we try to measure their resilience and their engagement within their uh where they work, which would be Farmington. And one of the things that we learned through that staff survey is an opportunity of folks wanting to be celebrated. you the earlier there was a

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slide that just gazelle went over that talked about treating them like a VIP very important person and so to give you a a just a sampling of something that's happening this year uh just this week we launched um or the excuse me just last

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week we we launched an employee recognition program called the the most valuable professional and this slide we hope to give you much more kind of data on this next year. But the the goal of this is all thousand plus employees have

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an opportunity to nominate a colleague that they work with that reflects the five areas of the staff portrait. And remember, three of the five areas in the staff portrait are identical to the learner profile. And that's very

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intentional. What we want to see in our students, we we need to see it in our adults. And so this is just again one small thing that this committee does not sit still. We continue to think about what can it be for our employees so the

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very very best experience they have and this is something that literally just launched last week as we think ahead to 2627. You heard me talk just briefly about the survey. We're going to be doing a pulse check-in and we hope to have some of

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that data for you. uh compet competencybased job descriptions in all of our job postings. So Margaret and her team, we you've heard us talk about competencybased education and what that looks like in the classroom. We want to

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hire the culture that we want to become. And I'm going to say that again. We want to hire the culture that we want to become as a district. When we think about our job postings, it says so much about Farmington Public Schools. And when we think about the

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competencies that we want to see in our adults, whether it's a secretary, whether it's a teacher, or whe or whether it's a director, there's competencies that we want align to the staff portrait, which again aligns to the learner profile. So that's something that we're thinking about next year in

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an employee value proposition. some of the work that we're doing around the MVP which I just talked about those characteristics those soft skills those accolades that our some of our very best employees their colleagues are recognizing them for we're going to take

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that data and we're going to synthesize that we're going to look at that I truly believe that our team will be able to come up with an employee value proposition that will start to define what Farmington Public Schools is what does it mean to work in Farmington Public Schools And we hope that that

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centers for many many folks to diversify our workforce that want to come work here because they look at all of this and say that's where I want to work. I want to work at a place that values A, B, and C.

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And we're going to build that as a talent development committee. The FPS onboarding promise. When we think about what can we guarantee employees, you heard Gazelle talk about an extended onboarding experience. somebody from the HR team checking in with them at 30, 60,

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90 days. We've all started jobs before. Some of us are a little old school where it was good luck. You welcome, you get your paycheck and hope hopefully you do a good job. That has shifted. We have somebody making a personal connection.

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So, we want to advertise that. Come experience what we're going to build for you. It's an FPS promise and we can make the difference so we can get to that 100%. Whether it's 100% fill rate, whether it's 100% retention. I know it's a heck

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of a goal, but we're going to aim high because that's who we are in this district. Continue strong collaboration. This work doesn't happen without all the other departments. You heard Gazelle talk about Galopagus, Miss Birdie and her team. Um, you know, I can't create

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the flyers, right? We have amazing people that that says something about how our flyer looks for somebody potentially coming to one of our job fairs. So just great strong strong collaboration with other departments. And then in the employee distinguished

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years of service recognition. Next uh next board meeting you're going to have me come up here and talk about retirement. I'm going to be facilitating that process. Exciting time of year. One of the things that you'll see is 20 years in Farmington, 35 years in Farmington, 31 years in Farmington. We

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truly believe as an HR team, talent development team and talent development committee that we want to start in having a formalized process to hit those benchmarks, maybe 5, 10, 15, 20, 25, 30. We want to have some sort of recognition

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program for them. Thank you for allowing us to talk a little bit about this work. It's such an important dynamic when it comes to this district and it's we truly believe that it is multiple threads of the fabric of

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Farmington Public Schools because we're a big district and systematizing hiring, posting, hiring, how we onboard, all of that matters in a very large place of employment like Farmington

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Public Schools. When we think about folks wanting to stay here, I'm going to talk just a moment about my great colleague here, Gazelle. Gazelle has moved up in the organization. She started as a secretary. She started in transportation. She's now a non-unit employee in the HR and she's presenting

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in front of you as a board of education. It's a very very proud thing for us to be able to say we're going to promote from within and we want to make sure that one of the things that folks tell us on the survey is opportunities to

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advance and grow in a place that you love matters and my colleague Gazelle is a great example of that and I I can't thank her enough. This work is so important to what we're doing. We thank you. Working on the district is the fun

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stuff. We all have a job. We all work in the district. We all get paid. Working on the district, that's the fun stuff that this committee is doing. Thank you for your time this evening. >> Thank you. >> Thank you. >> Uh Mrs. Smith, >> um please don't leave the two of you.

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Um, I love to hear us celebrate people instead of tolerate people and moving people up just because. So, congratulations. Um, also, um, everybody knows I love

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nice things. Um, I don't want a Tiffany package with the Five Below gift in. And I said that a few years ago when we did a hire. What I'm seeing now is not only am I getting the Tiffany package, but I'm seeing the Rolex that I really want

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in these packages. So, thank you for the work that you all are doing. Thank you for being the better part because it stops starts at the top and this is coming from the HR department. I'm seeing a lot of

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people come in here, new faces, um, great people coming in and doing the work. And we're doing some really good hires. I'm watching former students come in, >> great >> that are getting paid. And and the superintendent will point out, hey, this

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is a former student. Do you remember this student? Well, yeah, I'm a little long in the tooth. I remember a lot of them, but I appreciate the work. I appreciate you not just moving people up the ladder because you were here. Um, we

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want what's best for this district and you're doing that in that department. I want to thank you and congratulations again with the promotion. >> Thank you. >> Thank you. Thanks so much, >> Trusty Hinrich. >> Yeah, I I just want to thank you for this presentation and I I just want to

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just note a couple things that I noticed. I mean, I really like your slide with the metrics and the retention and measuring things because if you don't measure things, then you don't know how you're doing. So, I think that's good. Um, I appreciate the culture of the district and we're we're

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in the business of education, but one of the things I I noticed is um, you know, it takes a whole village to educate a child. And we talk about the the whole child. I mean, our bus drivers are so important because they're the first

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person that the kids see in the morning after they leave their parents. Um, you know, and and I just remember, well, there's signs up all the time. We're hiring bus drivers. We're hiring bus drivers. But I remember you coming and telling us that you were having a drive

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a school bus day where you invited community members to drive a school bus to hire more bus drivers. So, the innovative things that you're doing to build the culture, I really appreciate that. Um, I was at Farmington High School today and there were a lot of parents coming in and the office staff

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when when parents come into the buildings, the office staff is the first contact and you know, it's so important to have good people in the office. And so, this this culture that we have, um, food is so important to children, you know, I mean, like lunch hour, if you a

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lot of kids, you ask them what their favorite part of the day is and it's like recess or lunch hour. And so it's so important to have those parapros in the the um you know and healthy or food that they like to eat or or so that they're not hungry. Um so we really are

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lifelong learners and so I really you know I'm thinking back to my first job where I was given a book in an office and that was it and how to go um sort of thing. So this this opportunity for um mentoring and the onboarding process and

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things like that. So really that we value and care about our our employees and so I think it's important to share the work that we're doing with our community and I appreciate you sharing it with the board also. So thank you for for that work. >> Thank you for those nice words.

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>> Thank you Trusty Hold. >> I really do appreciate the culture. I can see the culture has um shifted in which there's a very collaborative. I'm seeing more I'm seeing a lot um more um

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I would say familiarity with everyone as in a very upbeat type of positiveness with the um with employees and districts where I was seeing from the what I observed. Uh couple of questions though I I do have um while you were making the

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presentation the for the uh for the recruitment efforts. Okay. How are you coming along with uh what what are your efforts with uh hiring uh more diverse uh teaching staff? I'm hearing that you know quite

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often you know just want to see what was your efforts with that. >> Yeah. Do you want to uh uh so I'm looking for the slide on right here.

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So, appreciate the question. We absolutely, I truly believe all of our leaders uh have a drive to hire individuals that look like our students. And so, when we think about efforts to recruit,

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part of what we're trying to do, um, Mr. Hall, is build a system and build a culture where folks want to come and work. And so that that is step one is that we're building things out and you heard me talk about that earlier like that's a

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place I want to work. We do a lot of recruitment at different job fairs. One of the things on this slide that ed week that is a that is something where we nationally we advertise uh in our jobs and so whether that's you know our jobs

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hitting H.B.CU cus whether that's the west coast our jobs one of the things that we do is our teaching positions we do advertise on on ed week to try to broaden that scope uh precoid we could go to facetoface job fairs and we would

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travel at different parts of the country things like that and I'm not saying that that is not coming back we actually have uh some committee members that are that are going to want to do that in 2627 so some of the advertisement um but Most importantly, building what

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we want folks to be attracted to is really what we're trying to do. And as I said, we are one idea. We are just some of the think tank. It takes all of the other departments to help us do this work. Um and and programs like our

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teacher academy, our teacher cadet is certainly working. uh emphasize student teachers looking at our student teachers and some of our diverse staff are coming from our student teachers that were actually some of our own students. So there are significant recruitment

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efforts to broaden that scope. It starts with the mentality. It starts with the drive. It starts with the passion to want to hire individuals that look like our kids. But we have to build a culture and everything from this board's

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reputation to our reputation, the building's reputation, all of that matters to attract diverse candidates that want to come here and work because it's a place they want to be recognized with. >> Yeah. And I can't um say enough about the talent together program in which we

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had several pair of professionals go through the program. >> Figure loud. So um who we've had pair of professionals go through the program. Many of our pair of professionals look just like our students who attend. And

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so having them um having our pair of professionals have an opportunity to go to school, get a um either bachelor's degree or some are working on their master's degree. Most definitely all of them are getting their teacher certifications and then become teachers

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in the district. That's just um one of the ef one of the efforts in recruiting that we've seen work and it's ongoing. >> Okay. >> And uh second second question I had what are the I know you take your 30 60 90

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day surveys and I see you know very positive good which is awesome. I I I love that. uh what are the opportunities that you see that they say hey can you improve on this or or or I want to or or what yeah what are the opportunities and

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also do they feel free to express themselves without any kind of backlash or you know >> yeah I'm going to say absolutely >> so um they have been um very vocal and I can only say when we first started doing the staff connection we started in half

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a school year and one of the things that staff said the most was we need more training. We need more training. The pair of professionals, the um the secretaries, the office staff, our hourly staff, they were saying that we need more training in collaboration with

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the special ed education department because we hire a lot of pair professionals. Um you know, we had conversations, take it to the committee, we had conversations. And so the training was upped when they talked about the type of training they needed. the training was upped when the um

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secretary said, "Hey, I don't just want to be thrown in the front office and said, you know, answer the door. We I need more training." And so we created um like a committee of people who are there that first week the secretary's in

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a building to offer training for them. So that first day that they go, they are just getting to know the building, becoming familiar with the students, walking around and someone comes in and we start training them on that first day. We have Brad mentioned a

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collaboration of departments and that's exactly what we see when we talk about training of the staff. We have um pupil accounting come in and do training. The business office comes in and do training. um others in um some of my colleagues in HR to go in and do

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training. If they tell us the training that they need and we're able to get it, then we're going to most definitely work with them. We've created um um binders for them to have to make reference to. So, yeah, no one has been shy about uh

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about saying what they need or and even um talking about the technology like u we need more technology for us. So, no one has been shy and we've been working to uh work with other departments, collaborate with other departments to make sure we can meet those needs.

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>> It that's very well said. That gives us an opportunity that if we sense at any one of those check-ins maybe somebody's struggling, it also allows us for resources to help them. So a simple call to a principal that might be working with a secretary to say, "Hey, the the

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buzzing in folks in the door in the morning came up in a in a conversation. They're very overwhelmed. Can we think it gives us an opportunity to check in with the supervisor to check in with the employee? We can't get to retention rates to save all of our employees if we

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don't manage those small things. And I do strongly believe that check-ins in the beginning for somebody to say not having a copy code is affecting my well-being and me getting to tell the supervisor that it matters to that

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employee. And that's what we're after. Small experiences are adding up to the totality of what we want in this district. We are creating adult experiences when we have an HR person check in at 30, 60, and 90. and then they see the response and they say

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that's a place I want to stay and work. >> Thank you. >> And recommend >> and recommend. That's right. >> Thank you. >> That's right. Thank you. Great questions. >> Yeah. Thank you. >> Thank you very much for that presentation. >> Absolutely. Thank you for the opportunity. >> That's that's all I have. All right. We

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will now move to reports from board committees. Trusty Hinrich. >> Um yes. Let me get my notes here. Okay. I have about uh we had a really efficient um finance and

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facilities committee meeting on Monday, May 4th. So I think I can drag this report out for about an hour and a half. All the things we talked about um technology purchases. Um we talked about iPad purchases. um um CTE high school

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laptop purchases, administrative laptop purchases, security camera purchases, security camera installation purchases. All these are up for discussion items. So I will save the highlights for discussion. Um we also had facilities management preview for us um equipment

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purchase um trucks and utility gators and those are up for discussion also. But I just want to say at the committee report that I really appreciate the work that our district is doing as far as there's there's a a replacement plan as

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far as replacing our equipment, but the work that we're doing is not just onetoone replacement, but consolidating and looking at how things are utilized so that we get maximum use out of things. And so there's a nice presentation to look forward to on discussion items.

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So that was it. Thank you. >> Oh, and we also reviewed the Oakland schools budget and resolution and um Jennifer Kaminsky is going to review that with us also. >> Okay. Thank you. Uh then that will bring

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us to discussion items. Our first discussion item is the Oakland schools budget resolution. Y so we like to welcome Miss Jennifer Kaminsky uh assistant soup for business services to share information regarding the fiscal year 2027 Oakland schools budget.

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>> All right, good evening everyone. So, uh, the law requires that every school district within, uh, a county, uh, approve a resolution to support or disapprove of the ISD's general operations budget, which for Oakland

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schools is their general education fund budget. And this must be done by June 1st of each year. So included in your board packet uh was a brief memo from me the uh entire Oakland schools budget. So

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all funds of the ISD, although again we're just going to focus on the general education fund uh and the approval for that. Uh they they give some highlights as to all of their assumptions for their various funds.

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um and then specific projects and uh new initiatives that they are working on during the year. So the budget was presented to the Oakland uh county school business officials on April 17th. I was in attendance and uh we were

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allowed to ask questions um as needed. There was also a designates meeting on April 29th and this allows uh board members uh those that are the design for each board to attend and hear the budget

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firsthand and ask any questions uh each year. Um so just wanted to highlight some of the programs and services that are provided by Oakland ISD to local school districts. Uh so the business office residency program is now

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going into its second cohort. Uh so this program started two years ago and it was a way to try and uh find uh much needed business managers in uh school accounting or uh school

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districts. There's a lot of people have retired and so they've been on a two-year rotation. and they spent time in three districts within Oakland County getting various uh experiences and we actually directly benefited from this

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program. We had Steve uh who spent his first eight-month rotation with us um and then we hired Doug Olen as our manager of purchasing and accounting. Um and so that has worked out really really well for for us in the business office.

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They're also doing a human resources leadership academy and really just trying to uh kind of build those next professionals to move into the HR roles within school districts. Uh Oakland

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schools also provide subsidies for software and instructional tools. And there's many other things um that they help support uh including literacy and other uh coaching.

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Um so again, just a brief overview, they did have a taxable value increase built into their their general operations budget. And so ISDs benefit from those property tax increases uh based on how

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they're funded. And so they have uh similar increases in their expenditures uh built in. And again, the board is only required to uh support or disapprove the general education fund

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budget. So I'm happy to pass along any questions you might have to them prior to your vote on May 19th. I can take any questions now. I don't think we have any uh questions. And just for uh the sake of our board members and

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the public, you know, I'm um not real clear on um why we need to do this. This is an annual requirement. Um yeah, I'll just kind of leave it at that. >> I think more for transparency, honestly.

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I think it started what 15 years ago at least. >> So, okay. Somebody thought it was a good idea >> in the legislature. >> All right, we will I don't see any questions. I thank you very much for that. We'll move now on to the 2026

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election for Oakland Schools Board of Education. There is one candidate. Uh Mrs. Hinrich, would you like to just walk us through? >> Yeah. Yeah. The Oakland Schools Board of Education runs a little different than the um school district board of

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education. So, their board members are elected by the school districts. They're not elected by the voting public. And so, there's one vacancy and um there's only one candidate running. Um Gary Hoff is a candidate running. I think he's sent out some

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information to board members. I I received an email from him, so I don't know. I'll I'll look at it. And um but anyways, we have two meetings to discuss it. We're discussing it on May 4th and then on May 29th we'll um approve a

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resolution um supporting this candidate or yeah I guess we could not support him but um you know so we have to decide whether or not we're going to support this candidate and then we um also have to designate um

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uh representatives that have to go and represent the board to um they have to vote for the board. So, our secretary sends in our resolution and then we actually have to vote in person. And I want to thank my um board members um Ron

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Trustee Rento um volunteered to be our our designate and um Trustee Smith volunteered to be the alternate in case something came up and they will go and vote on June 1st for our our um representative or cast our vote.

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>> Thank you very much for that. Uh, seeing no questions, we will now move on to the IT uh technology purchase discussion. >> Yes. So, I'd like to welcome Wes uh Prescott, our director of technology, uh to share information on a handful of

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technology requests. >> Buckle up. Um, so I believe the first one is the title one iPads, correct? All right. Uh so uh we had uh a proposal in front of

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you to purchase uh 110 iPads to support the title one programs at the elementary schools. Uh they'll primar primarily be used for early interventions, small groupoup instruction and differentiated instruction within those uh programs. Uh

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the total cost is $132,220 and will be supported by uh title one funds that are available. Are there any questions on that one? >> Um, well, we had asked at the committee meeting, I I thought the district was going to give a little bit more

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information. There's um some parents are push back on, you know, kids have Chromebooks and um now we're we're talking about iPads and screen time and devices. And so just to kind of share a

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little bit how this is important and it's not just sticking screens in front of kids, >> right? Yeah. So, so an iPad, I wouldn't say it would increase screen time in the classroom. It's going to supplement the time that they might be using a

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Chromebook. Chromebooks and iPads um are used for they have two different functions essentially. A Chromebook's great for accessing curriculum, you know, the learning management system, doing things like that. Um, students that might struggle um either typing a

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paper or um doing certain things on a Chromebook, an iPad's a great tool as an early intervention for some of those different things. It also gives uh the teachers another option for differentiating instruction. um using stations. Instead of having, you know,

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two groups on Chromebooks, they could have, you know, a group creating uh drawing creating a drawing or a storyboard or interacting with an iPad in that way. And then the students on the Chromebook might be doing your more traditional tasks such as maybe typing

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an essay or accessing the, you know, curriculum via Canvas. >> And and this is just for limited groups of students. It's only 110 iPads. So, it's not the whole district is getting iPads. >> And it's more meant for obviously the title one program for those early

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interventions for our students that are are most at risk. >> Okay. Thank you. >> Mhm. >> Uh I'm sorry. Again, how many? >> 110. >> And where what's it? It's only for title one schools. >> Yes. >> Yes. >> And the rationale for just those schools

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is why wouldn't other schools benefit? So, there are iPads throughout the district um for different programs for students to use. These ones were really identified just as another another tool for offering some of those early intervention strategies.

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>> Um and these stay at the schools. >> Any other questions? Okay, I think we can move on. >> All right. I believe the next one is the CT laptop refresh. Um, so this one we

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currently have about 300 uh laptops that are spread out through our three high schools uh that support our CT and design programs. Uh those laptops are six plus years old now. Um so this

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purchase would just be refreshing those devices with uh new ones similar to how we do with all of our other devices. Uh the cost for that uh I believe we're purchasing $330. Uh the cost is $439,560. Uh we will be using CT funds that are

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available. I believe uh 100,000 of CT funds and then the rest will be supported by the 2020 bond. And these have been planned for and have do have allocations in our budget for each of these projects.

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>> And these again are for in school. Yes. >> Okay. >> And they're they're a little bit higherend devices cuz they do support CAD and our digital design program. So, it's not just your standard laptop or Chromebook. Those don't have the

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processing power to be able to meet the needs of those programs. >> Okay. I think we can move on to the next one. >> All right. Uh the next one is the admin device refresh. Uh again, we've got uh our uh FAFSA group um is due for a

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device refresh. There's our uh 5 years old as well. Um so this would refresh those devices uh supported by the 2020 bond uh in the amount of 57,840. >> How many devices are those? >> I believe it's 30.

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>> Yeah. Okay. I think we can move on to the next one. >> Fantastic. Uh the next one is camera hardware. Um so if you remember a couple years ago we uh did some upgrades to our video surveillance system. We added cameras at the elementary schools uh and

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we brought in the existing cameras at the secondary buildings. Those cameras are now probably 10 to 15 well probably 10 to 12 years old um and are in need of replacement. So, what we did, uh, similar to what we did with the elementary schools, we have a couple

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members of our team who do a lot of security camera work throughout the county with with our districts that we support. Uh, so they didn't just, it would have been easy just to take the maps that we currently had and said, "Okay, we're replacing one for one." Um, we didn't do that. We kind of went

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around the building, came up with our our plan for what we thought needed to be covered, and then we met with the building administrators and walked with them and got their feedback as well. Um, so this is really not just a rip and replace at the secondary buildings. It's

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really an enhancement. Um, so there's these next two go together. The first one is just the purchase of the cameras. Uh, we're using a REMC contract uh to purchase those. So, we're purchasing uh approximately I think just over 500 cameras and the cost for that would be

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690,7661 >> from MCA or mobile communications of America. >> This is just for secondary. >> Yes. >> And when you say secondary, was that high school and middle school? >> So, we're talking about how many schools

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is that? Six, seven. How many schools is Three high schools schools. >> I believe there's eight total. >> Eight. >> Okay. >> And steam. >> Yeah. 6, seven, eight. >> Steam. >> I seem to remember doing something with

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surveillance before. Is that >> we did the elementary the elementary schools had no cameras. >> I >> prior to two years ago. So two years ago, the secondary buildings were all covered. >> Covered. Um there were some gaps and we

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addressed that with this. >> What happens with the existing equipment? >> Uh the existing cameras are end of life and they'll get recycled. >> Wow. >> And the issue is that they've reached their end of life. They're are they no

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longer working? >> They are. they've reached their end of life and there are a lot of newer features in the new cameras that we're going to be putting in that the older cameras don't have. >> Can you give us some examples? uh some AI features, some advanced searching,

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some a lot of advanced analytics where you can um you know if I had an incident with I needed to find a red car or a car with a specific license plate, I can track that throughout

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our footage. >> Okay. >> Um yes. >> Yeah. Um, I I'm just I one one thing I appreciate that you shared with us is it's not just oh, we have cameras and let's replace them. But you went through the building administrators and surveyed

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the needs and so we're updating our needs for security also. >> And it's just I mean because you think about oh you know we have cameras why do we need to replace them? But technology just changes and improves at at such a

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at such a fast rate. So, >> and and these are higher resolution cameras as well. So, it's >> like the ones you get now, you can >> like I could probably zoom in >> maybe out into the parking lot a little bit and make out some facial features, but it'd be difficult. These ones you

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can >> So, I mean, it it's just it seems like all of this stuff is so so expensive, but it's just it's the world that we live in. It's just because we have, you know, just because students have a Chromebook, it doesn't mean that they're going to last

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forever. >> And I believe when we did the analysis, I think because we have >> these cameras are actually less expensive. It's the same brand, but I think they're less expensive than when we purchase them and put them in the elementary. >> That that was one of the things I was wondering because often times when technology comes out, it's really

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expensive, but then the price goes down, but that hasn't happened with the price of cars. It seems like those are going up, too. So, I mean, it's like some thing some things cycle and some things don't. So, you know, that's that's good to keep in mind. And um one of the other

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things that you told us too that um that the installation has a modification because we've already approved the structured cabling. >> Yes. So, are we done with questions on the hardware? Do you want me to move to the next one? >> Well, we've got more questions for

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members. I just wanted you to share that little piece with the rest of the board. >> Yep. >> Mrs. Smith and then Mr. Rointo. >> A few years ago when we brought this to the table >> um and I was the one that pushed that we

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needed more >> surveillance time. >> Mhm. um with these cameras because see where I'm at with this is um we have students that decide to want to use our schools and

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other students as uh WWE >> or uh boxing matches. >> Sure. >> Um and it's not pay-per-view. No, >> we I want to know why we can't

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get more time because when we find out later on >> that we have had a student that has done some things >> that were unthinkable, we can't go back and pull that information. And in some cases, we have had situations where

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students have um a history >> of doing things that they shouldn't be doing and then when we try to go back, it's no longer on video. So, is there any way, and I love the enhancement >> because that's what the police

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department has now is cameras that could look into your vehicle. They're not looking to see you, you know, doing something or putting your makeup on or whatever. It's to find out if you're that person that they were looking for. But I would like me, I am not speaking

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for anyone else on this board, >> I would like to see more time on those cameras because if you have a child that has done something maybe two years ago >> Mhm. and now this child has done something

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else recently and then there's no well there's no footage because well no one talked about it >> I would like that we can pull that history back up and say your child did do something so is there any way we can

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get that where we can have footage um I'm not saying it's got to go back to you know 2000 uh 200 six. I'm talking about if you've done something in that short, especially with that student still being

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in this district, we want to be able to go back and show that parent that we've seen some things. Thank you. >> So, okay, >> go ahead. >> Nope. >> Oh, I didn't know if you wanted to respond to that. Thank you, Mrs. Smith.

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Uh, any other thoughts? Qu Yes, Mr. Ring. Um, did you do you have like a certain uh percentage of uh how much more coverage uh blind spots are enhanced or anything like that or >> not off the top of my head? No. >> Just a curious question, >> but I we can share.

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>> Not I'm just curious if it's >> But you did address storage time um at the committee meeting because that's one of the things we asked about Trusty Smith was the storage time. So if you could just share what you shared with us. >> Yeah. So, so right now we have we retain

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for 30 days. If there is an incident, you can export that and it is saved forever until you delete it. You save it. You can save it on your computer. You can save it in Google Drive. Um, in and I'm not saying this hasn't

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happened. I have not been made aware of any incident in the last 2 years that we haven't had footage to recover. Um, we're usually one of the first people that they reach out to if they need to pull footage. Excuse me. And we haven't run into a case yet where we haven't had

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that available. Um, you know, if it's after that time period, then then yes, that it would not be available, but you can export it and save it in perpetuity. >> That's what >> Thank you. Um, I'm just pausing because, you know, I'm a numbers person. And I'm

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like, whoa, >> this is a lot of money. And I don't want to just, you know, replace things just for the sake of replacing. I want to really understand >> um the nature of what's going on and the need and the how and the why. Um so I I feel better about that.

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>> Um we can move to the last item. >> Yep. So the last one is going to be the installation of the cameras. And this is just physically adhering them to the building or the ceiling grid and doing the programming. um the company that we are currently using for our cable

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installation throughout the district, Complete Interactive Technologies, as part of the bid uh that we awarded them in March. Uh so just a couple months ago, they had a labor rate in there which we're using uh as a change order to be

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able to pay for this. Um they've done the work in other districts. They've done some of the work for us here. We wanted to try them out and make sure that they were going to be able to to handle it cuz we've never used them for this type of work before. Um, and they did a great job and have no problem

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recommending them for for this work. >> Thank you. >> Thank you. >> All right. I think uh we are ready to move to our next item. This matter will come back to us at our next meeting for approval. >> Uh, go ahead. >> So, I'd like to now welcome Mr. Luke

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Kdau, uh, assistant director of facilities and maintenance to the podium and he will discuss, uh, equipment purchase requests. >> Good evening. >> Evening. >> Um, I'm just going to run through the 2026 2027 replacement plan. Um, purpose

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of this is to get pricing for 2026 models before before starts requiring us to start purchasing 2027 models. Um, this is to ensure that our fleet is reliable and operational to um, meet the

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needs of the district. Um, this is staying on schedule like uh, Miss Hindrich said with our replacement plan that we started back in the 23 24 school year. I know that's small. It's in your board packet, but that's just showing

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um, when we started this and our outlook all the way to 2030 2031 school year. Um, this is focusing on cost savings and efficiency and operational needs. Um reason for replacement it's due to

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increased maintenance costs, wear and tear on aging vehicles, reliability concerns, making sure we can get schools plowed or get to schools when we have emergencies, and then operational necessities. Um I'll get more into that

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further down. Um so streamlining our fleet. Um, currently we have two box trucks that are aging, high miles, a lot of wear and tear on them. We as a department looked at going from two box

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trucks down to one and it's feasible. So big issue with this is when you have two box trucks, they're not both being driven at the same time. And so you have one that sits sitting vehicle causes more issues, more breakdowns. So, we're

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going to try to eliminate that by going to one box truck. We're also looking at um going in a greener route. We're going with gas instead of diesel. It's better for the environment. It's better for the kids when we go up to the schools. It's

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also saving the district money because gas, believe it or not, now is cheaper than diesel. So, um utility truck replacement. Currently, um we have pickup truck that is got a

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lot of issues, breakdowns, um rust issues, drivability issues, but also a lot of that's caused because it sits most of its life. We use it for plowing and it sits the rest of the time where if we get a utility truck, it can

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be used for plowing, but then it's can be used by a crew member year round to go do work orders, to go to emergencies at the school. Big believer in using a vehicle to its full capability instead of it sitting most of its life. So,

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and then a share truck. So Sean, who's uh watching this from TV10, I've worked with him. They're they have a big trailer and they have a small trailer that they have to pull for the TV10 to be functional. Um but that being said,

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that truck was purchased used. It's having a lot of issues. Uh Sean and I sat down, we talked and said, "Hey, majority of the time his truck sits because they only use it for their sporting events, if they have um other

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events they have to go to, graduation, but it's not being used on a daily basis." So, we said, "Okay, what if we did a share truck between TV10 and facilities? It' be a multi-purpose vehicle. So, we're going to go to a

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stake truck with an extended cab so their whole crew can fit into it. It's going to have a plow and a salter on it in the winter. In the spring, summer, and fall, it won't have the plow or salter on it. It'll be able to hook up to their trailer. They can also use the

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stake part to put other equipment that they need to store. And this truck also is capable of pulling the large trailer where the pickup he has right now struggles. So I think this is a really good way to condense one truck for two

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departments. So um then grounds equipment. I know this is on further down on your list but um so ground equipment. We have a deteriorating tractor at nor uh Farmington High that needs to be replaced. It's not effective because it

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backb blades the snow and then the gentleman has to walk and salt the sidewalk and everything. So we reached out to some people, talked to the guys, came up with, hey, we need to get something that can plow and salt the sidewalk at the same time to be more

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effective and get it done quicker. So we looked at getting a gator. Um, Friday, um, Winearts got back to me and with the trade in of Farmington's tractor and then our backup tractor, it was a

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substantial amount of money. So, with that being said, we can get two gators for each high school, move the north tractor to north, I meant to as the backup at a lower cost than purchasing

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two Gators full out without a tradein. Um, also with this, we're going away from diesel. Again, I'm going to gas a for cost, but also maintenance and just for the environment disposal plan. Trucks are going to be

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auctioned off um late summer, early fall, depending on when we get the new ones from Ford. Um tractor is going to be trading in to wine garts. Um the value for those is about $23,000. That's why for the two gators, we're

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looking at 37. Um, all purchases are being done through my deal. Those are the contract numbers. Uh, John Deere and Ford. Um, so we're getting the best price that we can get. And like I said, we're getting 2026

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pricing currently. Um, in summary, this aligns with our replacement schedule. Like I said, we every year we're looking at replacing vehicles. Jennifer has it all laid out in the budget. So, the money is already

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allocated to come out and we're just moving along to until we get to 2030 2031. Um, also like Miss Hindrich said, I'm looking at it at this aspect. I'm not just purchasing a truck or a van

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because we need it. I need to see what we need, how it's going to be utilized, because we don't need trucks just sitting there breaking down, not being used. They need to be used year round. So, any questions?

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>> Any questions? Uh, Mrs. H. >> Um, just I I'm looking at the two box trucks down to one box truck. What do we use a box truck for every day? Yeah. So, we use box trucks for science kit deliveries to all the elementary schools.

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>> We use it for big moves, especially during bond. Every graduation, we use it. Delivering um bag salt for the sidewalks to each school. So, just larger deliveries that you can't use just a pickup for or a van.

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>> Yeah. Tony. Okay. Is it a bigger box truck than the two we're replacing? >> Nope. So, it's going to be in between. So, right now we have an 18footer and then we have a 26-footer. Talking with all the guys and what our needs are, we're looking at getting a 22footer.

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>> Oh, okay. So, yeah. Um I know I I want to come over and drive that gator and pop in the parking lot. So, uh >> you know, Brad had a drive a bus day. Maybe we can have a drive a gator day. >> There you go. >> Yes.

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>> Yes, Mr. Hall. uh question here uh for the for the snow plows. >> Yeah. >> How many do we have? And >> because you know I'm thinking just the amount of how many buildings we have to clear. >> Yeah. >> I mean how many per

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>> right now we have two dunk trucks that are a plow salt truck. Then I have three uh two pickups that are plows with salters in them. one pickup with just a

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plow and then I have three, four, five, five utility trucks with plows. My goal is the utility like so if I have the two dump trucks with the plows and salters and then the steak truck with TV10, then I have my salt

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covered. Then my plan is to just have utility trucks. So my guys, if they're going to do a work order and I call them, say, "Hey, I need you to plow the magic square at Forest, which is the playground, they can just go and do it. They don't have to drive back, get a plow truck." They've already got it.

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They can do it. And then also, that truck's being used year round instead of just in the winter. >> Okay. Was I'm impressed how all the snow's cleared away, you know, by, you know, 7:15 in the morning. >> Oh, yeah. Hard snowfall.

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>> Yeah. So I just was wondering how many how much equipment we have to actually do. >> Yeah, most guys. So my goal So for a while there there was guys that were plowing four or five schools by themselves. Now we try to team do team plowing and we're having them do two

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schools per person and everything. It helps because if you're behind a plow truck for eight hours and then you got to come in school, it it's a lot for some people. So >> yeah, thank you. >> Yep. >> Thank you. Thank you for your questions. I think that concludes this presentation. This is another one that

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will come back to us uh at our next meeting. >> We'll now move to public comment. Is there any public comment? Public comment going once, going twice. >> We have no public. >> We have no public comment. Uh then we'll move on to action items. The first item

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is the world language textbook proposal. This came to us uh at our last meeting. Is there a motion? >> Mrs. Hinrich. Yeah, that was um presented for detail at the regular board of education. I think it was for the third year Spanish program.

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>> Yep. >> Okay. So, I move that the board of education approve the extension of the world language textbook adoption with Wayside Publishing for the Entree Culturas Spanish and Entree Cultures French. probably murdered the

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pronunciation series to include Spanish 3 and French 4 courses as presented in the total amount of 28,35325 for the 2026 2027 school year including shipping and handling. support.

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>> Motion made by uh Trustee Heinrich, supported by Trustee Smith to approve the extension of the world language textbook adoption with Wayside Publishing for the Spanish and French series to include Spanish 3 and French 4

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courses as presented in the total amount of 28,353 28,35325 for the next school year including shipping and handling. Is there any discussion? Seeing none, can we have a roll call vote, please? >> Yes. Miss Smith?

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>> Yes. >> Mr. Rento? >> Yes. >> Miss Hinrich? >> Yes. >> Mr. Hall? >> Yes. >> I myself am yes. Miss Williams. >> I'm Yes. Thank you. That motion passes. The next item is on a policy matter. These are policy

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recommendations that were made by our attorney. they are in your board packet but for purposes of the public I would like to make sure that people understand what this is. Uh the first there are nine items. The first one is related to

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education records and the update is to ensure that the school district will provide the results of district-wide surveys uh distributed to all students. uh they're going to make those available to the public.

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That is item number one. Item number two is under extracurricular activities and this one is related to uh personal branding um and provides that personal branding uh

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shall not occur during school hours. The third one is related to behavior and that is our cell phone policy update which makes us um compliant with the state's new requirements.

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Number four is related to curriculum and that one um ensures that we're compliant with uh school code and notifying parents if the district uses a curriculum that is

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not on the state's evidence-based list. Number five is related to business and it updates to ensure that we are talking about both state and federal grants. So previously our policy only referred to federal and so we're adding the word

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state. Number six is related to facilities and it updates to ensure that when we're talking about uh facility dogs that we're talking about school district owned dogs. Uh number seven is related to school and

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community relations and it deals with uh retaining all public records in accordance with the Michigan Department of Technology Management and Budget. And so we're just updating our record retention policy there to be compliant. The next one, number eight, is related

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to school and community relations. and we're just updating a couple words here um to include commercial advertisements. Number nine is related to website and

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digital content. And here we're updating to ensure that we're talking about uh not just our website but other online platforms and mobile applications and such. Believe that is it.

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Is there a motion since Mr. Walker is not here? >> Mr. Rece to make >> I can make a motion to we >> the uh policy changes. >> You have to >> Oh, sorry.

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>> Get that to I have it up to >> start. Oh I just lost it. >> It's page two. >> 272. I'm on the >> I move that. Okay. follow the policies. >> Gotcha. >> You have to read the number and policy.

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>> I move that the board of education adopt the policy board governance committee's recommendation as recommended by Miller Johnson as presented and wave the second reading for the following policies. Number one, update 22.01 students 2000 series. Number two, update

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22.02 02 students 2000 series. Number three, update 2203 students 2000 series on behavior. Number four, update 22.04, curriculum and instruction.

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Number five, update 2205 business 500 5000 series. Number six, update 2206, facilities and operations. Number seven, update 2207,

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school and community relations. Update number eight, update 2208, school and community relations. and get that. >> No, this is it.

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>> Gotcha. >> Might have it up here. >> Do you need to know? It's update 22.09 general policies. >> Okay. Update 2209 general policies. I'm >> sorry. Two That's correct.

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>> I support. >> All right. There's a motion made by Trustee Reninto, supported by Trustee Hull to adopt the policy recommendations as recommended by Miller Johnson, and wave the second reading for the

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following policies. Policy 2003, policy 2004, policy 2005, policy 3003, policy 503, policy 64, policy 70001, policy 707, and policy

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803. Um, is there any discussion? Yes, Mrs. Smith. Um, I love the policies um that we're working on, but I'd like to see another policy put in place for

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behavior. Um, this past week, well, actually for the past couple of months, we have been receiving emails from parents um with bullying um students and their behavior. Um, and

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this is not high school all the time. This is preschool all the way up to high school. Um the emails are pretty um disturbing. Um we have 9,000 students in this school district and 1,000 staff members. These

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teachers are not getting paid to be threatened. They are not being paid to be said that they're going to be unalived. They're not being paid to have to be beat up

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by young students. Um, I can understand if a child has an issue. Kids do, but when you have repeat offenders, this is becoming a bit too much. Um, I'd like to see a policy put

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in place to hold parents accountable. um these t you know we have someone comes to the board every time it's constantly beating up on our staff

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but how can a student learn when there are uh drills for students to be moved out of the way because you have a child that's acting out. How can a lesson be

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learned? Because we're babysitting these students and these teachers can't teach the other students out of fear. Not only them in fear, but the other students. You have students that don't want to come to school. And instead, we

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have parents that are making excuses for their child. and oh well it's this Miss Robinson is doing her best to take care of this staff and these students our HR and this superintendent is doing

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their job. I don't want to hear well the teacher didn't do this and the teacher did you're if this child was at home this child would not be allowed to have these kind of behaviors. We have had some very disturbing situations come up in the past few years

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and mainly here as of recent. We don't need a situation like what we had in Oxford. We need to hold parents accountable and not wait until this toothpaste is out of the tube. There's no way that this should be

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happening. We need to hold parents accountable. We need to hold students accountable. We lost our disciplinary hearing committee and that committee did some awesome work

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and we saw that things were not taking place as they are now because we held parents accountable. If we can hold our teachers accountable and parents come and stand at that

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podium and say be hold them accountable then let's hold our parents accountable. We are not paying these teachers. We just had a presentation from our HR of retaining staff. A lot of staff don't want to stay here.

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Not because of what they're not doing, because they're doing a great job, but it's because of parents not letting their kids be accountable for their behavior. I applaud the HR department. I applaud the people that want to stay.

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I used to work for this district. I wouldn't work here if I had a student that was beating me up or threatening threatening to unal alive me. I wouldn't. This HR department is doing a great job

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with this superintendent. So, I'd like to see a policy put in place and I'd like to see that disciplinary hearing committee. And I don't want to hear, "Oh, we're in the weeds." This individual that came here from Massby was not reelected. His comm community didn't put him back

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in. Not only was he not reelected, he decided what was best for our district. That's not best for us. We are here to make sure that what Mr. Paddock brought to us today

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is fulfilled. Thank you. Thank you. Thank you for those comments. Um we do have the um behavior uh student behavior um framework on our list to review. It is something that I've also been wanting to review for some time now. I thank you

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for bringing that up, for reminding us, and I'll definitely have a conversation with our committee about how we advance that work, elevate it, and um prioritize it. Thank you very much for that. >> Isn't there um school districts are

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supposed to have an anti-bullying policy? >> We do. We do have an anti-bullying policy. um the the the issue that we are raising is um the discipline associated with things that happen. So several

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years ago we updated our student behavior um >> positive >> positive culture handbook. Sorry. Yeah, that actually it used to be >> code of conduct. >> Code of conduct and we changed it to um positive culture handbook. And in doing

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that um there there's some thought that we have um um there are are some who think that we need to re-evaluate whether um we're

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aligned with respect to discipline in the district. >> Okay. >> And so that's what we're talking about. >> Trusty Smith, are you on the policy committee? >> No. No, not any longer. >> Not any longer. Okay. Um, so and and I'm just trying to understand what I'm hearing. You say you're also asking for

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the policy committee to look and see if they can put in some policies uh language regarding parent response. >> Absolutely. What I'm asking for is we have a district that we are disciplining children

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but our parents are not complying and working with the district. And it is not fair for our HR and our superintendent to continue to support our staff

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and our parents are not doing we are not a babysitting service. >> Okay. >> And I what I'm asking for is for these parents we have a a code of conduct which I don't like the name. Um, I think

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that we need some to let them know that your behavior is not acceptable and that these parents that are allowing their kids to come in here and doing the damage, not only to it's it's affecting

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curriculum time. It's affecting our staff. You got the emails. You see what's going on. I mean, unless you're not reading them, but we need to do something here. We got some things going on and we can't let these students run a muck and run

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over. This HR is bringing in good people. We not trying to run them out of here. We need to do something even though the students are being punished but the parents are not accepting the

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responsibility. >> Okay. All right. Thank you for clarifying that. >> Yeah. Um so yes, thank you. that is on our uh that is a priority for us. We we certainly want to make sure that um learning time is not disrupted and that

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uh every student and every staff person feels safe. Um so uh again going back to uh the motion on the table is to approve nine policies. We had a motion that was made by Trusty Rento and it was

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supported by >> Trusty Hull. Um, is there any further discussion? >> Seeing none, can we have a roll call vote on policy, please? >> Yes. Mr. Hull? >> Yes. >> Miss Heinrich? >> Yes. >> Mr. Rinto?

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>> Yes. >> Miss Smith? >> Yes. >> I myself? Yes. >> I am a yes. That motion passes. Thank you very much. Is there a motion to pass the consent agenda? Mrs. >> I'll move I'll move to approve the consent agenda as follows. A approval of

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minutes. Number one, April 21, 2026 special meeting. Number two, April 21, 2026 close session meeting. Number three, April 21, 2026 regular meeting. And number four, May 4th, 2026 finance

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facilities committee meeting. >> Support. Motion made by Trustee Hinrich. supported by Trustee Smith to approve the consent agenda. Is there any discussion? Seeing none, all in favor? >> I. Any opposed? Any abstensions? That motion passes. Are there any reports

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from board representatives? >> Um yeah, the Oakland County School Board Association June um awards recognition banquet. Uh the invitations out. Um let Colleen know if you're able to attend. It's um it's going to be an update on

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what the ISD Oakland schools does for us and then MASBY comes in and presents um certificates and awards and we're accredited board and usually our board members get get certificates and awards and so it's just kind of a nice

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celebration event. >> Thank you, Trusty Rentto. >> Uh yeah, just a quick uh shout out. Thank you to um uh Farmington High School. On the 26th, they hosted the Michigan PTA Reflections Award uh presentations and they had moved it to

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that location so that some of the folks had didn't have to drive to Lancing. Um and many of our students um uh got awards of excellence and and awards throughout the the competition and there were other me obviously other districts there and uh I think we represented

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ourselves well. I know I talked to a few other board members and they were very happy that uh of of the of the uh the event. So uh thank you for that and that's it. >> Thank you for sharing. >> Okay. Uh seeing no other reports, this meeting is now adjourned.