stand to the flag of the United States of America and to the republic for it stands one nation indivisible with liberty and justice for all. The New Jersey Open Public Meetings Law was enacted to ensure the right of the
public to have advanced notice and to attend the meetings with public bodies of which any business affecting their interest is discussed or acted upon. In accordance with the provisions of the act, the Fortly Board of Education has caused notice of its meeting to be published on January 10th, 2025 and posted on the district website at
www.floe.com. published in the board's designated online media outlet newspapers the record of the star ledger filed with the clerk of borrow Fort Lee and a mailed to all persons of any who have requested said notice. Please be advised this meeting is being recorded and may be
broadcasted on local TV and online at a future date. The open public meeting act allows for remote participation at board meetings and defines meeting as any gathering whether corporal or by means of communication equipment which is attended by or open to all of the members of a public body held with the
intent on the part of the members of the body present to discuss or act as a unit upon the specific positiveness of that body. Roll call please. Mr. Ber Miss here. Mrs.
here. Mr. Knight, Mrs. Coang, Mr. Lopez here, Miss Morell here, Mr. Rabino here, Mrs. RTOR
here. The board will be convening to executive session to discuss legal personnel and other confidential matters. The board will reconvene into public session at approximately 7:30 p.m. I have a motion to go into executive session. Motion. Motion Ravino. Second. Morell. All in
favor? I. Any opposed? One indivisibley and justice for all. The New Jersey Open Public Meetings Law was enacted to ensure the right of the public to have advanced notice and to
attend the meetings of public bodies at which any business affecting their interests is discussed or acted upon. in accordance with the provisions of the act before the board of education has caused notice of this meeting to be published on January 10th, 2025 and posted on the district website at www.flbboe.com
published in the board's designated online media outlet newspaper the record in the star ledger filed with the clerk of the borrow of Fort Lee and mailed to all persons if any who have requested said notice. Please be advised this meeting is being recorded and may be broadcasted on local TV and online at a future date. The open public meeting act
allows for remote participation at board meetings and defines meeting as any gathering whether corporal or by means of communication equipment which is attended by or open to all of the members of a public body held with the intent on the part of the members of the body present to discuss or act as a unit
upon the specific public business of that body. Roll call please. Mrs. Buyers Kang here. Miss here. Mrs. Murray here. Mr. Knight here. Mrs. Coten,
Mr. Lopez here, Miss Morell here, Mr. Rabino here, Mrs. Richtor here. The board convened executive session at 6:30 p.m. to discuss legal personnel and other confidential matters. Miss Kazo, will you begin by
sharing the superintendent's report? Yes, thank you, Mr. Good evening, everyone. Thank you for joining us tonight. To begin, I would like to provide a brief report on our harassment, intimidation, and bullying cases. For the month of June, there were two reported in cases and both were
founded. With that update shared, it's my honor to be here as your acting superintendent and to share an update with all of you. Although our school year has come to a close, there is still much important work and activity happening across our district. Our summer programs are off to a strong
start, providing valuable learning and enrichment opportunities for our students. At the same time, our administration, secretarial, and custodial teams are hard at work preparing our buildings to ensure a smooth and welcoming start to the new school year. Our business office has
been diligently exploring busing options for the 2526 school year and beyond. The administration in partnership with our board of education is carefully evaluating the best course of action and will be reaching out to parents and the community with a final decision soon. I
want to emphasize that we've heard all of the concerns shared at our last board of education meeting. We share the same commitment to ensuring that students, particularly those transitioning from elementary to the intermediate school, can get to school safely. At the same
time, we must ensure that our plans are viable and aligned with state codes and requirements. Our curriculum department is actively updating curricula to ensure that our students continue to receive the highest quality education. Additionally, we are
moving forward with our strategic planning process in collaboration with the TLE group, identifying goals and objectives that reflect the top priorities shared by our school community. On behalf of our board of education and school community, I would also like to
ex extend my sincerest appreciation to Mr. Anthony Senator who has made a generous donation of a brand new scoreboard to our school district. And that's on the agenda tonight. Thank you so much for your generosity and your commitment to supporting our schools. Tonight we are pleased to welcome Miss
Kathleen Kalua from Kathleen Halua Educational Consultants, the firm the board has retained to lead the search for Fort Lee's next superintendent of schools. However, before I invite Miss Halua to the podium, I would like to extend my sincerest appreciation to the
board for entrusting me to lead the district during this transitional period. It is truly an honor to serve our students, staff, and community. At this time, I would like to welcome Miss Kathleen Halo to the podium to provide an overview of the superintendent search
process and timeline. Thank you for your continued support and partnership. I think just say next slide and Jason. Yeah, thank you very much. Okay, perfect. We do have people watching on Zoom. So, if you could just speak into the
Why don't I answer? Yeah. Okay. I think this will work, right? This is audible. Thank you so much for having me. Thank you very much, Superintendent Coloss, for the for the warm welcome. And thank you, President Richtor and Board of Education for inviting me to speak with you tonight.
The weather is atrocious outside. So although I want to make sure that I answer all of your questions, I'm also aiming towards efficiency this evening. Um, and please know that I am here to serve you. So if you have any questions
for me that come up after we've spoken this evening, by all means let President Rickard know you got questions to me and I'll make sure that any concerns that you have are addressed. Um, any questions that you have are answered. Um, I'm really looking forward to this process. So, thank you very much for
your confidence in me. Um, we could go to the next slide. I have a presentation that will show you pretty much what the process could look like. We probably will answer at least some of your questions. Um, but afterwards I'll take questions and I'd really like to talk to
you about aspects of the service that only the board can determine. Um, and it is a big determination that the board is going to be making. your next leader, your next permanent leader for all of your kids. So, my job is to make that
job easier for you. It's not to do it for you, but it's to walk you through a process that has worked time and time again in um some really important uh searches throughout the state that I've been privileged to be a part of. And I'm also very privileged to be working here
importantly with you um because this decision affects all of your students, right? that it's this is your community and your community's future that we're talking about. So, if we go to the next slide, um we can see a checklist of what the basics are of any superintendent
search. These are, you know, obviously you need a superintendent. They have to have the right certification. Um you know, the right people have to participate, meaning the board, non-conlicted members. Um once you have somebody, your executive county superintendent needs to sign off on
their contract, which needs to be anywhere no less than 3 years, no more than 5 years, and you'll vote on this in public session. Those are the basics, but so much more of a search um is
comprises many more steps than just that. And if we go to the next slide, I'd like to just point some of those out. And that's what I'd like to talk to you about tonight to sort of set the table. These are the steps that I walk
through with my client boards um that are very important to the success of the superintendent search process. They include input gathering, advertising, my work in screening the candidates for you, but bringing all of the candidates
to you for consideration. Uh you know, as far as their paperwork goes, we'll talk about that. so you can select the best candidates to interview. Three rounds of interviews followed by contract negotiations and a robust reference check, executive county
superintendent approval, and finally board. That's what the search looks like. And I'd like to talk a little bit more about these steps. And if you advance to the next slide, we will see. So the first thing that you need to determine, and this is the these are the
determinations that this group makes. This is what you were elected to do. You get to decide what your timeline is, which is going to be a big part of our conversation tonight. But also these other bullet points, leadership qualities, what areas of expertise you
want to hone in on. Um, also importantly, what the expected compensation will do. You need to get a hand, you know, you wrap your hands around that um earlier in the process rather than later. If we go to our next slide, it notes that although all of
that is crucial from what the food decides, but you're also going to want to know what your stakeholders are looking for too. This is an inclusive process. So, you ask your stakeholder groups and I've listed some real important ones there. There may be different ones in Portland, different
districts where I work um you know by different groups but I will help get that information from these groups to you because commonalities between and among these groups help you to make the
best decision for your kids. What's everyone looking for? What are the outlier opinions? And to do that I use two different methods. If we advance to the next slide, um I note here number one is an online anonymous survey and
number two are the input inperson live sessions. So the survey is something that I administer through my own survey monkey platform. So all of your participants can be assured that their responses are completely anonymous but
the board will receive them um if they just won't have any identifying information. Um, input sessions that are live generate more conversation, right? Survey is a combination of closedended open-ended questions, but the input
sessions really are dialogue based. And all of the things that are put out in the input sessions for the board to consider, the board will receive in a comprehensive report. So the outcomes of those two methodologies go into the report and I write a candidate profile
that's based on what I have learned from you and from your stakeholders and we talk about that throughout the search process. If we go to the next slide, um there's where we now we've got all of our info. And this actually this step
can be done before or after the input sessions because the input sessions are really going to be crucial to how we select the candidates, right? But the position advertisement is going to bring them in. Um once you have an idea of
what you are looking for together we write an advertisement that basically answers the question do excellent educational leaders why would they want to be the permanent superintendent here? Right? The ad should give a very good
picture as far as what not only the district is like but what the burrow is like. Um, and also we're talking about kind of casting a wide net is a best practice in my opinion. We can talk about that, but I don't really believe
in limiting your choices when we're gathering people. We use a fine tooth comb um for you to determine which candidates you'd like to meet. But as far as getting a nice wide candidate pool, I think that, you know, broadening your choices is is a best practice. I
also like for a fivew week lean time. Um I've done it less and sometimes I regret but you know whatever the client wants I do. But I have found in my past searches that five weeks is a really nice amount of time.
If we advance to the next semi um we talk about what happens after the advertisement has been while um you know candidates are coming in right to the to the process. I am going to be interviewing all of them and everyone
who meets your qualifications um will have spoken with me about their interest in leading this district and I will weigh them based on what you are looking for, what your stakeholders are looking for and at some point we get together
for what's called the pool delivery. Um and I kind of like talking about pool deliveries in the summer, but the pool came to us tonight outside, that's for sure. I'm soaking. Um, but this is typically a three-hour meeting. I'm not going to sugarcoat it because we are
really, this is an important step and we do it right. We do it thoroughly. Now, I've screened the candidates for you. I've talked to them. I've assigned a letter grade to them based on what I've learned about form and what you want in a candidate and what your constituents
and your stakeholders want. But you will know all of the people who have applied um whether I give them a high grade or not and you will make the decisions on which candidates to interview. I give you a short list but you are the
decision makers. I can't emphasize that enough. And when you've decided whom you'd like to meet for a first round interview, I schedule I handle all of those logistics for you. Right? And I'm and that takes some time, right? We talk about how each of the candidates match
up to what the candidate profile looks like. So I like to say about 3 hours. Often times that's done on a Saturday but I have done as well. And if we go to the next slide um we start talking about
the interviews which really is um a very important part of the process. This one uh this slide kind of lays out the differences between the three rounds of interviews and search that I facilitate.
Um we use three full rounds of interviews with your candidates narrowing down as we go forward in the process. The questions are unique to this district, right? you talk about what questions will be asked, but I can
tell you that this formula pretty much works in every search that I've done. Your first round interviews are like um I often say that they're like speed dating. You bring in anyone kind of interests you 30 minutes, 45 minutes, something like that to talk to them.
Everybody gets the same questions. Um, depending on how many people you'd like to speak to, that determines how many sessions we'll be doing. So, I like to advise my boards to hold three calendar
dates for first round interviews and ideally they should be consecutive meetings. Second round interviews for those candidates who advance are longer. They are more robust. They typically go
anywhere from 60 to more likely 90 minutes for each of the candidates. And unlike the first round, these are tailored to each of the candies. They've said something that interests you in the first round, um, we start asking about
that in the second, right? If there's something in their application package that you would like to explore more, that's the perfect time to do it. So second round interviews are very expansive and they're they're rather thorough. Um but that's where you really start to craft the vision of hm could
this person truly serve as the superintendent for all of our students. And then after those rounds are complete I'd like you to save at least two evenings for that. um we advance to
final round interviews and those vow depends on how the search is going to see what you need for the third. I've done everything from very formal final round interviews to something that's as casual as sitting down over pizza and
soda. So there's a wide range of what that round is going to look like. But the purpose of that round is that everybody who walks out is confident that this is going to be our next superintendent. Um the interview rounds
should be paced well. Um you don't want to lose momentum, but you don't want to have them sandwiched up too close together. The reason why you don't want to lose momentum, of course, is because this is a big job. There's a lot of work
to it. You don't want that information to become stale, right? Like, oh, um, what did we talk about the last time? That sort of thing. But we don't want them too close together, one after the other after the other. Because most of the time, you'd probably like for your candidates to do
a presentation for you, and we have to, you know, give our candidates time to actually do that type of work, right? Um, so at least one interview round per month once we start getting going, I think would be the widest spread that I
would that I would um advise that you do. I like them a little bit quicker than that, but you know, different boards have different timelines and different needs. The most important thing is that we set the timeline so that when we are communicating with the
candidates, they know what's in front of them, right? And they can plan accordingly. This is a big deal not just for the board, for the candidates, too. And your excellent candidates will want to interview well. They'll want to
prepare, right? So, we should give them time to do that. Um, I take care of everything with the interviews. You just tell me what you'd like to talk to the candidates about and you show up and you listen and we discuss amongst each other what you've heard and why you would want
somebody to move on or not. I'm there to guide you and just to make sure that things stay efficient and focused, but I don't answer the questions and I am not sitting at the deest with you. I'm off to the side. I'm a time keeper, too. You
can go to work. It's it's all good. Um, and I also can help you get to consensus if it comes to that. On our next slide, we talk about what happens after the board has selected a candidate as a finalist. Um, we let them know that
they'll be that we'll be doing a reference check and we do contact non-supplied references and we make that plain to candidates as well. We do a very very thorough job. Um, and they and in order to apply for this particular job or any job that I facilitate,
they'll check a little box that says we're allowed to do that, but we only do it on one person really because only one person can get the job. Um, we'll also uh, you know, advance to at some point contract negotiation. Sometimes the contract negotiations come before the
reference check, sometimes afterwards. It's a little too early to say how it's going to work out here, but those are two very important steps. And if both of those are successful, um, then the board will send the successfully negotiated contract to the executive county
superintendent for approval. They have 20 calendar days to approve the contract. Um, but oftentimes in this county, they get it done quicker than that. Um, but I just wanted to note that that's the requirement. Um and once that is approved, there may be some
adjustments that need to be made on either side of the request of the county office. Um but once that's done, then we let the uh finalist know that yeah, this is this appointment is imminent. They'll let their own community know um or their key supporters know that they are about
to be appointed. You'll do a press release and we appoint in public. Um, and one other important point on that particular slide is that you have to keep in mind that an external candidate
would have some kind of a notice clause in their contract that would prevent them from starting, you know, right away. So, just kind of keep that in mind. We like to build that into the calendar just in case we need it. Um, but really when I talk about calendars,
as important as it is, finding the right candidate is more important than any timeline. So, I've worked in searches where we've had to extend the timeline. I've worked in searches where we've been able to contract the timeline. It's all about getting to the right candidate and
making sure that the board is certain that they selected the right candidate as their finalist. Um, probably all that I wanted to say. We advanced to the next slide. and thinking that that's ah yes no this is also important too as we go
through the search although the process belongs completely to the board everyone's going to be curious about how you're doing right and that's kind of that can be a little bit of a needle in the thread because a lot of this information is confidential however a fair amount of it is not and creating a
landing page on your district website where the curators can go to see where you're at in the search and also other information like a link to the survey or a link to the advertisement. When is the appointment going to be all of that
would be would be um available on your website in one particular web page. Um that will remain up throughout the search. Um I work with the district on that. Some districts like it, some districts don't. But this is really what I advise for all of my clients. But you
are the client. So I work for you. And like I said, I my job is to make your job easier. That's how I do it for the boards that I work with. And I'm wondering if there's any other information. Probably not. On the next slide is probably the questions. Yep.
Questions. Okay. So, that is a brief outline of what the search process is. But I am wondering if you have any questions about this or something that I possibly did not address during that presentation about the surge costs that
I could answer. Board members, do you have questions right now? Yeah. Miss Coten, are you there? Mr. Lopez, I had a question more specifically.
Well, I I think they're questions for more down the line kind of type of questions, but I just want to thank you for your time and look forward to your very short answer for our superintendent and I love the idea of having a page to
share. So, thank you for showing some thoughts. Excellent. Thank you very much. Appreciate that. Um, and I look forward to working with all of you and there'll be plenty of time and lots of conversations around this process among board members and myself and you know
amongst each other. So, it really is um a very exciting process. It's pretty it's it's it's pretty much all I use these days and I'm very and I'm very I'm very happy to do it. Um, but President Richtor and I were also talking in advance of my coming here about the
timeline. So, as you can see from those steps that I laid out, this is, you know, something that's best done, in my opinion, not in a rush manner, right? Some boards try to do it in that uh in a
in a rapid way and most of the time that presents some challenges that could have been ameliated if the timeline was stretched out a little bit. Um, I'm also noticing that trying to do some of these things in the summer present their
challenges. You know, there's been more activity in the summer in the last three years than I'd seen in the years prior. Um, I just think because there's just so much turnover there. But summertime is when people are on vacation, including board members, um, stakeholders are on
vacation, candidates have different, you know, summer schedules. So, it can be a little challenging. Um, we've done it. We've done it. But typically using, you know, a time during the school year when we're back into the rhythm of of the
academic year propels things along a little bit more deeply. That being said, once you establish your calendar, that takes a lot of these, you know, concerns away because we have those steps. So I am wondering if um President Richtor if
you'd like to entertain the idea of how we can come up with a timeline or what um you think would work for the board as far as thinking about. So I know you had sent us in your original proposal two sample calendars which I did share with the board a few
weeks ago in emails. Um that obviously started with the end of June. But if you perhaps I don't know what anyone else thinks maybe if a develop one based on including the you know now maybe August 4th is our next board meeting if you
could include something to start from that point moving forward. Sure. With a sample timeline. I think we all agree we want to find a permanent superintendent but as you said uh rushing to find one is not the same as finding the right one. So I mean if we
find one very quickly great. Um but I know some people want you know to start the process but definitely stakeholder input is important to all of us and the um the fact of including our teachers and other administrators and the burrow and the parents and all of that when
they're not on vacation I think is definitely something that everyone agrees should be taking place. Um anyone have any input on a calendar start time? So the better. Oh, we have an August 4th meeting and
August 7 18th meeting. Yeah, I we could definitely get what I ask you. I'm listening to you talking. There's not around the data. So, you're definitely um you know making pretty clear points here. Um we could begin to
draft what the board is looking for that would start writing the advertisement in that way, right? And then when school's back in session and people are tuned in again, um I could certainly start those live input sessions early in the school
year. I'm thinking sometime in September really would be probably a great time that I would work with your district to identify the best dates. We don't want to have any conflicts, right? Back to school nights or anything like that. Anything around back to school nights we want to avoid. So something that works
for your admins, your staff in all of your schools and your stakeholders. I would work with your central office on that. Um surveys can be distributed during the summer. Um and depending on the community, uh you know, you can get
a varying amount of responses. But what I do want to protect the board from is any kind of misperception that you're trying to get things done without any oversight. And sometimes starting that process during the summer, as you know,
nice as it is to get a jump on things can result in that visual. So my thoughts here as I'm standing in front of you, normally you are the decision makers, is to visit with you in office. Um, get the advertisement written. I have worksheets that aid us in doing
that and then we can post that get that sort of going. But in the meantime um as those as those applications are coming in I could also be in September meeting with your key key folks and uh
getting that survey out in front of everybody. It'll really kind of depend on what your September calendar looks like because we don't want the other on the other side of the coin is we don't want this to be something that comes in a flurry of information and parents,
stakeholders, staff don't have the time to devote to it as much as they would like to or as much as we would like them to. Does that make sense to everybody? Um, just thinking two questions came to mind. One, how long do you leave the survey open?
depends on the district. Most of the time, a shorter window is best because the longer you leave it open, the more people just need to get to it and they don't, right? Um, so your district, I'm sure, is very experienced in in surveys and how they, you know, how they work
and how they don't work. So, I would rely on your wisdom, but I do like at least one weekend. At least one weekend. Um, I have a survey that's out right now for a district that's trying to do some of this work during the summer and the
the responses are just trickling in really painfully because we have like a three-w weekek window and it's it's rip dri. So I think if we can press the timeline a little bit that might be the best. Okay. And then second um we have a lot of families where English is not their
primary language. You're able to translate so that parents can see the survey. Absolutely. I work with district translators for languages that I don't have pre-written surveys for, but I have one in Spanish and I have one in Korean. Um, I also asked the district to just
kind of eyeball because I'm not a native speaker of either of those languages. And although native speakers have looked at those surveys, there are nuances to different languages that, you know, um, I've been advised to like just tweak a little bit here and there. So I take direction from
your yours but we could easily change you know put it out now for the input sessions um we may want to engage the services of a translator and that's a conversation that I can have with
any other questions right so we'll be in touch and we'll see you in August thank you very I'll give her to it and I'm hoping it's going to be drier. It's got to be right. But um thank you so much for your time and I hope you have a great rest of the meeting and
I'll see you again soon. Thank you. Thank you. There's a hand dryer in the bathroom. I have the same turn there and stand under the dryer. Thank you very much. All right. And thank you for your
assistance. Good night. Thank you. That's the end of the superintendent report. Thank you. Um, do we have committee reports? Okay. All right. So, moving on. Do we have board members with questions or comments on tonight's agenda or any
other topic? I'm going to jump on real quick. I want to say thank you um to um Anthony Senator as well. Thank you. Thank you. Thank you. It's going to be amazing and I'm really happy to see it on the agenda. Um I also want to make it a
point that when we have um job openings in the district that we um make every effort to promote from within the district, I see congratulations to some people with the who are recommended to
um come on board with us tonight. I don't see that they were in the district before and um I do think that from promoting from within keeps um staff members in the area and I would
like to see more of that. I want to be a place where people come and they stay for 25 35 and retire. I and um I hope that we can do that. Thanks.
Okay. So, um last week I had um I had the pleasure of attending the adult ESL graduation and where I was met by some incredibly grateful and kind folks. U the students
um seem to be really engaged, really were appreciative of the opportunity and uh it was really cool to meet the instructors to help them along the journey. Um, I just wanted to something I think I hope we can push out and grow a little bit more and get it out to the additional parents in the district.
That's it. Great job. Any other board members with questions or comments? Okay. May I have a motion to open the floor to the public? Motion. Motion Curry. Second. Kobath. All in favor? Any opposed or abstensions? Okay. Okay,
we will hear first from the members of the public physically located here this evening. Then we will take questions or comments from those participating remotely. Participants are all limited to three minutes in which to make your statement. For remote participants, please select the raised hand button.
Mr. Roger will recognize each community member in order of raised hands. Please remember to unmute your microphone. Everyone, please state your name and address for the record and limit your comments to three minutes. Anyone in the audience this evening wish to speak?
Good evening 326 bridge north. So I'm going to talk about my favorite subject. Um I'm sure everybody here knows what he is by now. So for who is the new president and we're very happy to announce that
our second annual meeting will take place on August 27th at 10:00 a.m. in the middle school. Um more information posted on the full board education website and there will be notices I know the district will be sending out email emails and local polls and stuff like
that. So very excited about that. Thank you to the board. Thank you to sub for your support and maint will be there also. We also invite the board to please be there. It's um last year was our first very good turnout. Um
so for us this year to have that. So we're hoping comes out. It's going to be at 10:00 a.m. Again, the information will be posted uh pretty soon on the board. So thank you. Thank you. Any other members of the public wish to
speak before we move to the remote? No. Okay. Mr. Roger Leonid, you've been promoted to panelist. Please unmute your microphone and feel free to share your video. Please state your name and address for the record. You have three minutes.
Hi, I have a question. So, um, my daughter got accepted into BCA. She starts, can you hear me? Yeah, please state your name and address for the record. 458 West. So, my daughter got accepted to BCA. I have a question about the transportation. Where do I find the
information? Who provides the buses? Who buses to commute to Hagen? So, regarding questions regarding transportation, we use our own indust in district buses as well as other
contracted service providers. to understand your specific question regarding your child's transportation, it's best if you email our business office, our assistant business administrator, um, Katherine Heramoto, um, for those specific questions
regarding your child's transportation. So, but basically the city of Fort provides the transportation to BCA, the Bergen Academy, right? That's the bottom line. Correct. It depends on it depends on the route
that your child takes. But yes. Okay. Uh where do I find the information? What else should I use? Um Kramoto.
H I R O M O T O at F L O E.com. That way we can look up your specific child's route. Uh can you um okay is is it on a uh board website because it's very hard for
me to like it is on the website. If you would like to also you can call our central office and leave a message and someone will get back to you but it is on our website as well. All right. Thank you.
You're welcome. Mah, you've been promoted to panelist. Please unmute your microphone and feel free to share your video. Please state your name and address for the record. You have three minutes. Uh, hi. Can you hear me? Yes.
Okay. Mel Kesco, 254 town Hunter Road. Uh so I was looking over the agenda and I saw the comprehensive equity plan and I gave it a look and uh under the section for test and other assessments
you have policies for equal in school classroom practices equal in school and classroom practices complaint procedure student assessment equal educational opportunity and so on. So one question that I have is how would the
uh equity look in tests and assessments? You know, it's like are you guys planning to to grade differently based on different parameters or are you still grading the same? Do you offer different resources? That's one question.
And the other one I was looking over the budget and u I noticed that we have Woodside Services Inc. and uh it says that this is tuition private school out of state. So I'm kind of curious why are
we paying out of state tuition. So that's the two things that I have. Thank you. So first the comprehensive equity plan is required by the state of New Jersey. Actually, the district has a policy 1523 titled comprehensive equity plan. So, if
you want to learn more about that, you can visit our website and view that policy. Um the purpose of that plan is to ensure that the district is engaging in practices that are not discriminatory um in any way or inequitable. Uh secondly, um and your second question
was regarding the out of district placement. Those out of district placements are determined by a student's um individualized education program or an IEP. That there are no more raised hands of attendees that have not yet already
spoken. May I have a motion to close the floors to the public? Motion Rabbino, second bath. All in favor? Any opposed or extensions? Okay, moving on to resolutions. I have a
motion to approve items 1B through 5B. Motion second. Motion morel. Second. Hurry. Roll call, please. Mrs. Buyers K. This is for 1B, right? 1 B through 5B.
Yes. Yes. Yes. Yes. Miss Bulma. Yes. Mrs. Curry. Yes. Mr. Knight. Yes. Mrs. Bane. Yes. Mr. Lopez, yes. Miss Moral, yes. Mr. Ramino, yes.
Mrs. Richtor, yes. May I have a motion to approve items 1 CUR through 5 CUR? Motion. Second. Motion Morell. Second. Rabino. Call please. Mrs. Myers Kane. Yes. Miss Bulb.
Yes. Mrs. Murray. Yes. Mr. Knight. Yes. Mrs. Boing. Yes. Mr. Lopez, yes. Miss Morell, yes. Mr. Ribino, yes. Mrs. RTOR,
yes. May I have a motion to approve items 1 F through 11F? Motion. Second. Motion Curry. Second. Morell. Roll call, please. Mrs. Buyers K. Yes. Miss Goldbass. Yes. Mrs. Curry. Yes. Mr. Knight.
Yes. For the huge thank you to Anthony Sanuri for 3 for the billboard. For the school board, sorry. short work. Uh, Ms. Yes, Mr. Lopez. Yes. And a huge thank you to Anthony
Senator for his generous donation. Um, Miss Moral. Yes. And I stay on my name on one F. Okay. Uh, Mr. Aino. Yes. And I'll take Anthony Senator in person. there.
Yes. And thank you for the senators. Okay. May I have a motion to item 1 through 19? Second. Motion. Morell. Second. Roll call, please. Mrs. Chain. Yes. Except we're on 2P. I'm going to
vote no to the last name. Got it. Miss Bulma. Yes. Mrs. Birdie. Yes. Mr. Knight. Yes. But I'm going to abstain on Ernest Subazo's name on 17 ft.
Mrs. B. Amy, are you still there? Okay, I'll go back to her. Mr. Lopez, yes. Miss Morel, yes. Mr. Aino, yes. Mrs. Richter, yes. Amy, Mrs. Po,
yes. Okay. May I have a motion to approve item one, P? Motion. Second. Motion. Kobath. Second. Morel. Roll call, please. Mr. Fire. Yes. Miss Bob,
yes. Mrs. Bur, yes. Mr. Knight, yes. Mrs. Yes. Mr. Lopez, yes. Miss Morell, yes. Mr. Rabino, yes. Mrs. Dger,
yes. Is there any old business? New business. I have a motion to adjurnn. Motion. Motion Rabino. Second, Morell. All in favor? I. Any oppose? All right. Get home safely, everyone.