Uh good evening. I'd like to call our meeting to order. Uh pursuant to the public meetings act uh chapter 231 public laws 1975. This meeting has been duly advertised in the South Times and Sentinel. The municipal clerk of the township has been daily notified. The department of minutes have come back. Um
I'm going to hold the pledge of allegiance to the 7:00 uh meeting. Uh church >> here. Cunningham >> here. >> Doyle. >> Forgosa >> here. >> Brown >> here. >> Wilson >> here. >> Smith >> here.
>> Star >> here. >> Brent >> here. >> Make a motion move executive for the purposes of the negotiations and personal. All >> in favor? I >> take a motion to come out of session. >> I make a motion to come out of executive
session. We have a second. >> All in favor? >> If you guys will please stand for the pledge of allegiance. I pledge allegiance to the flag of the United States of America and to the republic for which it stands. One nation
under God, indivisible, with liberty and justice for all. >> Uh previous to the role, correct? >> Um we can move on to presentations and recognition. Dr. I see um going to have
the honor of recognizing our recipients of our perfect 2425. >> Yes, I did. >> Good evening everybody. I'm just really grateful to say thank you so much for our perfect attendance
um awardees. I feel like it's such an amazing honor for everyone like that accomplishes this. It just your dedication to the district is really inspiring and is so so very much appreciated. And this just a small token of the board's um appreciation to you
for perfect attendance. So um first up, come on up, Mr. Joe Kelly. [Applause] And I don't think any of our So, um,
right, we have Miss Nicole Verso, our principal at Main Road. Um, congratulations. So, she's actually at a conference. Um, she's still working, so I laugh. She's not here, but she's working. Um, Dr. Zach Slavven, our instructional supervisor. He's with an event for his
girls being honored for field hockey. So, congratulations to Dr. Slen. [Applause] Uh, Miss Sarah Thirstston, our clerical assistant to transportation. Thank you so much, Sarah. [Applause] And Lee Cortez, our one of our esteemed
bus drivers. Thank you so much, Lee. Thank you so much. [Applause] Joe pictures. Sorry. >> Sorry. >> Listen, Joe. I tried to dodge the pictures. I still
>> We'll do do this. >> Okay. Ready? >> Thank you. >> Thank you. [Applause] >> Congratulations to all the recipients. Um, just a quick note, I want to mention Lee. Uh, I've been on the board nine
years and I think he's received this award at least eight of those nine years. I think it was um one year that you didn't do it for some maybe during co or something along those lines. But um but yeah, congratulations to all the recipients. Uh moving on, we have our
strategic plan update um on talent acquisition and retention um by Mr. >> Thank you. Thank you ladies and gentlemen board of education for giving me the opportunity tonight to
provide this presentation. Okay. So, periodically taking a look to see where we are in terms of our goal of identifying and implementing initiatives to creatively acquire maintain diverse talent. Looking at what our staff very directly looks like, you know, who we
are, what our student body is, taking a look also at the applicants. uh who is applying uh and going through the data doing comparisons with previous years as well. So with that said the action plan
uh action plan committee myself miss Lisa Matt Allen Mr. Ed Melle and Messo and jumping right into it when we take a look at our staffing update. Now this
year we had the opportunity to have some more data. When I stood before you last October, the data really focused on July 1 to October 1 of 2024. However, uh looking at updates that human capital analytics was able to
provide. Additionally taking a deeper dive into real time and additionally and very openly as we were also in transition with superintendency um the availability that I had to specific data was really quite um a
narrow winner. So that's why last year it was that July one to October one. But this year we can spread it out. Um, we have some good news here. Definitely when we take a look at certified staff, we had 12 resignations and two
retirements. Um, within that entire time frame of July 1 or um, excuse me, October 1 to October 1, 24 to 25. Previously, we had actually 18 vacancies
certificated staff. We had 12 resignations, one nonrenewal, and five retirements. That was the previous year. This year, so what jumps out at us right away is well, very regularly, we didn't have as many people leave. Okay, so that's positive, you know, because after
all, one of the goals here is retaining our outstanding staff. Also, when we take a look at, well, where did these people go? you know the and the retirement resignation information about length of time the resignation number
jumped out four years and 10 months that's a full year longer than previous the previous information regarding resignations was 3 years and 10 months so that's a positive direction as well
non-sertipated staff previously in that short window July 1 to October 1 of 2020 24 we had eight uh individuals. They just five resignations, three retire. Here we have the larger window of the
October to October. 10 resignations, two terminations, two retirements. the data regarding resignation time frame, termination and retirement time frame was close to identical which was quite interesting in terms of uh the amount of
time that the individuals had been with us. So now moving over to a little deeper piece of all right well what information can we get from the individuals who did leave us and what they were willing to
share. Now it should be known that the individuals who are invited to complete the exit interviews are individuals who left us in good standing. Okay. So there you have a little bit of disparity in terms of well wait the total number but
you can see that certified staff nine exit interview invitations went out. Okay so out of that six individuals decided to complete the information I'm just looking at the certified staff side at this point here we had some other
additional good news when we look at the recommendation of working in the district. So top five of the six said that yes they would recommend to anyone toward me. That's similar information to the previous uh report that I provided.
All right. But here now we start to have a little bit of disparity but it's in a good way. The primary reason for resigning when I stood before you last October we had 10 individuals that completed the exit interview. Five of
them said it was directly with attached comments because of salary. All right. We did not see as heavy a leaning that direction. So that's a positive, you know. So perhaps as a result of some
work that was done um with the certificated staff uh contracts previously, you know, so that could be that impact. So two of the six say it was because of salary. two of the six commute then family care, career
advancement, relocating, climate culture. If you're doing quick math on that, you see, well, wait a minute, that might not add up totally. Individuals can check multiple things along those lines as well. Um, so continuing along the interactions
with others, positive four out of six in the district. So, we have two/3 there. Um, one neutral, one negative. Previously we had 80% positive. So while it's a little bit of a decrease we are talking about a relatively not very directly relatively small hole here as
well. While we look at non-certified staff uh we had four of the 11 individuals completing the exit interview uh recommending to work in the district. Again the positive and here again a positive the primary reason for
resigning. You can see you had four different pieces. Previously it was 100% salary. So I found that interesting as I went through and shared with the committee. Uh additionally the
interaction is 100% positive here and it previously was 100% as well. So you know good information um coming out of that that directly the committee and myself see it is stepping in the right direction
taking a look at next slide there we go average post applications per posting. Now here we have a little bit of a decrease and you know personally to me all right that's a little bit of a concern but what are
some factors that tie into that specific openings that exist throughout the district all right i.e. uh special educational needs. We know that not only uh do we have a decrease in the number of individuals going into the teaching
profession but additionally we have a decrease in the number of individuals on top of that going and getting special education served. To throw some numbers I shared before that I'm on the educator preparation advisory committee at Roman University. The individual that chairs
that is Dr. Stacy left in communication with her, she had reaffirmed the information that I had read that the public colleges throughout the state, including Rowan, their number of individuals who are going into the
teaching profession is over 30% decrease and over 30% decrease the last four years. So when you add that up, there are less people going in. there's no other way to say it. So while we see
some decrease here, well perhaps that's a piece as to why. Okay, we also additionally and going right there, we know where we live and competing with some other area districts and some of
those districts their their salary guides are a little bit different. without going into details you know whether it be pay guide and so forth and there you know some of the districts we're talking about some of those larger districts Washington County which is not
that far away Monroe not that far away um so to name just a couple all right continuing on the total acts all right support staff um they're actually up 58 applications
from uh previous the previous report certificated staff were down 92. All right. But again the numbers here they can be interpreted. All right. Also the idea of multiple positions. So if we
have one posting that is out there for two or three slots which we did. So you might have two or three openings but there's one posting for it. So the the numbers here I give you the I give you
the wide view. Um but again the interpretation can exist. They're not they're not as set and as black and white as they initially made it. I'm sorry about that. Not quite sure what's going on there.
Hey, this is information that was not included. No, I'm sorry. There we go. Thank you. Hiring referral source was included. Okay. And this one, uh, we want to include it because for
some of these referral sources, the district pays money. So, is it really worth it to advertise? and you know what's the bang for the buck that we're getting. So the applicants are requested to complete a survey piece on how did
they hear about us you know in multiple ways and they can click multiple multiple areas you know it could be by a friend and also through NJ school jobs. Um, so here the data is generally the same.
Uh, looking across the bottom, I'll read them for you. I'm sorry. I realize that they're a little faint. All the way on the 11 was no value. All right. Just nothing. Uh, next one through with the 12 is commercial job boards. And the job
boards that we use, New Jerseyschools jobs.com, k12jobspot.com, Indeed, and also social media such as X website and also Facebook. Uh B1, we're talking about district and school. Okay,
that would be the website there. We're actually on one. Previously, it was 10 individuals. So, we clicked here, we had 11 um other referral source. and then um referral by word of amount and then
state regional job boards. So the differences that we've had all the way on the left the no value previously we had two we're down to one there. The district school previously was 10. So we're up one there.
Okay. So all in all, it appears as though the um the posting of the jobs and using the commercial job boards uh having our website updated and so forth, it is making a difference. It's getting
us entities. African gender diversity. This one was not part of the previous report because human capital analytics was still working out the data on this. If you recall, it was a relatively new platform, new company. They were working
different things out. This was something that um individuals including myself when we um spoke with human uh human capital analytics, we said, you know, this may be a good thing to take a look at. Is there a way to do it? So, they
went in and uh they developed this piece of the platform. Here you can see, all right, who's applying what what do the individuals look like? 73% are female, 9.9% male, 15.35 left blind, and then there
was 1.73 that literally clicked, chose not to reply. Now, you can see they were able to backlog the information and there you can see that this past time frame the
73.02 2 of the female population that was uh comprising the applicants. Previously in 2024, it was 71.52%. Okay, continuing along
applicant racial diversity. All right. When we look at this now here, you have to bear with me on this one because we have a couple different avenues that are going that I'm going to take you through. Human capital
analytics, they will look at it from a school year time frame. And actually, I I really should have mentioned that on the previous slide as well, from the school year time frame. All right. But if we also want to take a look at it from the previous report of that type
time frame of 7124 to 10124 and keeping in mind that we previously had 18 vacancies in there. It would have been easy to say well just just forget that because it's too small a time frame. But when you're talking about 18 vacancies
in that time frame it's worth running that comparison. All right. Then again, we had 14 in the October to October time frame um that I'm looking at for this report. So there you'll notice that we
have the information of the bar graphs um moving to the left and certainly you know you can compare those numbers and reading on the right. All right, what do the applicants look like? If we compare that to the July 1st 2024 to the October
1st 2024, um the data there is a little bit different. Uh as a matter of fact, previously in that time frame, we had 73.6% of the applicants that were white. Here
you see we had 72.77% during that larger time frame uh of the October to October. All right. When we look at additional numbers, the July 1st 24 to October 1st 24 of 4.13%
and then that decreased to 2.48%. All right. Likewise, uh the Asian population of applicants was a 2.06% and it went to a 1.93. Two selected went from a 2.31% to a
2.27. three selected. Interestingly enough, was the exact same number. Uh blank on that 3month time frame was 14.47. Here it went to 16.09
and then no reply went from 3.1% in that 3mon time frame to a 4.21. We're not talking about any dramatic shift numbers here. We're really not. You know, a big piece of this is to recognize that the committee and myself,
we took a look at the data and tried to do a deeper dive to look for some significant trends. We're not seeing significant trends directly to the tune of is there a major change? You know, we're seeing a trend. Okay, there's similarity, but we're not seeing major
trend, not a trend change. Okay, let's look at who we are. Certificated staff and students. So, our current staff population, certificated staff, and I reiterate that 93% female,
7% male. In terms of the applicants, right? And here you can have applicants that apply for more than one job. But the applicants themselves, 245 and 32, 88% of our applicants were
female. 12% of them were male. New hires 12 and one. If you think back to the data, wait a minute, there were 14 vacancies. There's 13 hires. We had one of our coaches go back in the last month. That's why this is fatter there.
When we look at the u the racial makeup of the copificated staff, you see the numbers that are there have changed. Previously, we were 96.7% white. We're now 98.3.
Previously, we were8% Hispanic. We're currently 1%. Uh the black African-Ameans stayed the same. uh Asian went up to 335%
it was zero native uh Hawaiian Pacific Islander went up to.35% previously was zero American Indian or Alaskan native went down it previously was8 and two or more races went down it
previously was 1.6 six. Uh so that's who we are as a set. When we take a look at our student body there, you can see 46% of our students are female, 54% are male. Minor change there. Previously we
were 40% female and 53% male. Regarding the uh the racial breakdown, previously we were 76.7% white. currently 77.9. Previously we were 12.5%
Hispanic. We're currently 7.7 previously 5.1% black African-Amean currently 5.5%. Previously.5% Asian currently 1%. Native Hawaiian Pacific Islander stayed
the same. American Indian or Alaskan Native previously was.1% is now.5. Two or more races previously was 5.1% and is currently 7.4%.
Again, not significant change. The largest change that was there were the percentage of Hispanic students going from previously 12.5 uh down to 7.7. So moving forward, all right, what what
did we see? What did we notice? You know, where are we? Okay, there was an increase in staff retention. Well, that's one of our goals, so that's good. All right, district website and commercial job boards, they are productive. All right. The candidates were replying that they meant something
and they heard about us and they applied because of what they saw. Positive culture and interactions. They were there based on the exit interview data and then various reasons for resignations. We take that as good news
because previously it was so heavy towards the salary piece. And not to say that there are not areas still to do work. We're moving in the right direction, but we have to recognize that movement.
Areas of continued focus, retention of teaching and support staff. And there I put out we're moving in the right direction. All right. And here, you know, I speak as a school principal, you know, not just the the head of this
committee, but as a school principal going through the interviewing process, you know, yes, we have lost candidates that were finalists for positions because um they've been a finalist with us and they've been a finalist with other
schools. And I can only speak for myself here. I have been told I have college debt. I have been told, well, I'm getting married. I've been told, well, I need to buy a house. You know, I have been told I have to move out of my parents' home now, and I need money. And
I'm sorry, this seems like a great school, but I have to go where the money is. And I respect that. You know, what what am I going to say? 22, 23 year old person, very, they need that. I understand. So, you know, while I
recognize the positive movements and the committee recognizes the positive movement, um, please keep in mind the hope of continuing that work with the SA um, pursuit of diverse applicant pool.
It's it's there. Uh, Dr. Lewitch and I, we had conversations. We actually had multiple conversations on this. Um, because I I pulled my hair out a little on this one. Um, and the communication that's been received is while there
while there's a relatively small hold of minority candidates going into education, the vast majority of them are going back to their home districts and they're going back to help kids that were like them in their communities.
And you can't argue that. So, you know, that's the explanation and it's a matter of I I I understand, you know, but there in terms of we're fighting a little bit of an uphill battle, you know, when you
compare back to who's our student body, what do they look like in terms of diversity? And we saw a very small group there. And out of that small group, you know, we're banking on it following suit to
what Dr. Lewish and I discussed. Out of that tiny group, a child going and becoming educator and then coming back to us. But other districts that have a larger minority population of students, it's it's all math. they have greater
percentage of kids going into education and then going back to their home districts. So that's that's what we are. Um are there any questions or any anything? >> Okay. Well, thank you. Thanks for your
time. You bet. Thank you. >> Um, moving on. We have our first public comment section for agenda openly. Uh, make a motion to the public. Do I have a second? >> All in favor? >> Is there anyone from the public? which
would like to comment on any item we uh the first public comment by a second. >> All in favor? >> Um school board president report. I would just briefly I don't have much but I just want to briefly touch on um the
fact that uh our negotiation team um and cooperation with the uh TFSA's negotiation team has reached a tenative agreement on a successor contract. So, I want to thank uh the organization for uh
working along with us as well as thank our negotiation team for the uh the work that they put in and hopeful that you know we're wrapping up some final loose ends and we get a ratification hopefully in November. Um
yes, we appreciate the candy um for the chair of the committee as well. Personally, I want to stall the process to continue to get the candy, but the rest of the team has to move on to how you can get more chunky bars.
>> Yeah. Yeah. >> Where is the TFA? Are they taking this? Okay. >> Uh Dr. uh do you have a monthly report this evening? >> Yeah. So, good evening. Um there there will be a PowerPoint that will be
attached. Thank you. There will be a PowerPoint um or sorry, Google Slides. I'm dating myself. Um attached um after this meeting goes public. Um just giving the board an update as to um this where I've been this past month. Um back to
school nights were really well attended. Um I was really grateful to be able to get to two out of the three um after I started at Janvir and Ritter. Um they really did a nice job um in the buildings. I know I saw some of your faces there um in the community. Um just getting to have my weekly meetings and
the DLC committee. The DLC committee now two meetings um that's a really great organization as well. Everyone getting together and having a speak in in um data and issues I hear throughout the district. Um I have got to have some stakeholder meetings with the superintendent from Deli as well as our
chief of police. Um also attended a reunification uh team meeting at RCSJ. Thank you for Mr. Peters and Dr. Schlay for also volunteering to help out the county um with that reunification effort. So thank you. Um, some fun events I also saw some of you there was
the media at the 50 at uh Del High School which was a great event with our seniors at Deli and they and a t-shirt in class of 2038 right to our kindergarters coming in. They meet at the 50 yard line. Um, it really is heartwarming. And then um I have a
senior myself at home and I know I have friends that have seniors in Delsey and it's just nice to it's that passing of the guard and realizing that your time has come to a close as a senior and um it just kind of brings it full circle. Um it was a really cute event. Um
and there's also a little video attached the safety the thank you so much to the fire department. They came out and gave uh Jan Deir some you know lessons on fire safety and instruction. And there's a really cute clip on there that's attached as well as uh Main Road did a really nice celebration for part of
their literacy unit. Um and they did celebrate with students presenting some of their writing and then they got to make these milkshakes at the end as well, which was really cute. I attached some pictures for you there as well. So, um if you go on the agenda afterwards, it'll be public for the board members.
It's there uh now. So, thank you. U Lacy, do you have anything from NASA? >> I do. So, there's statewide training programs from October 20th to 23rd um in Atlantic City, which I think most of us are attending. Um there's also going to
be mandated training um for the board, some governance classes. Um and that's pretty much it for >> Thank you. Uh any uh board uh less on records.
Hearing none, we'll move on to our minutes from September 17th work session and uh September 22nd regular meeting if everyone's had an opportunity to review them. Uh there's no comments or revisions. I'll make a motion to approve
the minutes as listed. I have a second. >> Any other comments on the minutes? All in favor? >> Any further questions? All right. Uh, human resources. Um, we reviewed that our executive session. Um,
we're happy to see that we do have, uh, Mrs. Dell joining us in the capacity of a special education teacher already been in the classroom. Currently, as an asset to the district. Um, any other questions on human
resources by any board members? Hearing none, I will make a motion to approve human resources items G1 through G12 as recommended by the superintendent. I have a second proposal, please. >> Con.
>> Yes. I'm sorry. I thought I guess the policies are going on next month. >> Yes. >> Okay. Yes. Progresso, >> yes. >> Brown, >> yes. >> Wilson, >> yes. >> Smith, >> yes. >> Storm, >> yes. >> Yes. >> Ray, >> yes.
>> Cars. >> Uh, education items. >> Any comments? Dr. Education. Any board member questions? Um, with that, I'll make a motion to approve education items H1 through H5 as recommended by the superintendent. I
have a second. >> Trish. Wilson, >> yes. >> Smith, >> yes. >> Star, >> yes. >> Changi, >> yes. >> Cunningham, >> yes. >> Progresso, >> yes. >> Brown, >> yes. >> Frank, >> yes. >> Motion carries.
>> Uh, general administration items. There's no changes or comments there. Uh, we'll make a motion to approve general admin items I 1 through I7 is recommended by the superintendent. Have a second. Second. Any other comments or
questions? >> Smith, >> yes. >> Star, >> yes. >> Kangalini, >> yes. >> Cunningham, >> yes. >> Doyle, >> oh, sorry, Progresso, >> yes. >> Brown, >> yes. >> Wilson, >> yes. >> Frank,
>> yes. >> Motion carries. >> Uh, moving on to CL operations. Looks like it was just an additional bill. >> Yes, that didn't taken off the agenda last week. uh just due to timing receiving some other invoices. >> Sure.
>> Are there any other items operations? >> Nothing else was added. >> I see budget timeline that time of year again >> always. >> Yes. Uh item number six, the effective
date did change um to a later date. Other than that, everything else is >> any more member questions on any operations. >> Yeah, I just have one Trish on the bill list for the ESS substitute that some is
that already certain amount of time period. There's >> probably a few weeks. I have to look at the invoices that were to tell. The total that we spent was $45,800 for the time frame for
>> Were there any board member question? Sorry, just refresh. I'll make a motion to approve operations committee items J1 through J15 is recommended by the superintendent by the second
church please >> yes >> Brown >> yes >> Wilson >> yes >> Smith >> yes >> star >> yes >> yes >> honey >> yes >> yes motion carries
old business our board goals uh listed every year in the planning Um, any more business? >> Well, I would just say at some point we probably need to discuss having new boards since we've met the ones that we had in regards to superintendent search.
That's our main goal for this year for for this year. So, at some point um I don't know if we want to wait till after the election or um we sit down and decide at least maybe start for new year with more goals. In regards to that, this is a I don't
mean to bring this comment on anyone. Uh but our strategic plan, I know it feels as though that we just did it. However, we're probably nearing the end of our term on that strategic plan as well. So, something's new we can not rap together,
but two things, you know, we can uh we can work on simultaneously. I say it was a strategic plan went pretty smoothly last time. Um why you shaking your head more? >> Just thinking that was in the middle of
all the code. >> Oh, could well and I almost think it's like at this point >> well could start all the work. >> Could I feel like it went went fairly well? >> Yeah, but I mean that's what I'm saying. That's why long ago cuz that seems like
a lifetime ago. Yeah. >> Jason. >> Um, so yeah, between the board goals and the strategic strategic plan, one additional item, Dr. Keller many things that
we'll expect next week on that. >> Um, was there any other business for the board this evening? Uh, hearing none, I'll move on to our public comment section. Um any members of the public are encouraged to come up and speak um regarding any items this
evening. With that, I make a motion to end the public. I have a second. Second. >> All in favor? >> I. >> Anyone from the public wish to address the board at this time? Seeing no, I make a motion to close the public comment portion. Is that a second?
>> All in favor? I >> um we do have uh our next scheduled meeting is November the 12th. a work session and regular board meeting scheduled for February 17th. Um wish everybody uh luck and enjoyment of
the uh convention this coming week [Music] >> you guys won't be attending lot of good resources there uh for me. So, uh, is there any other comments on
the board? Hearing none, I make a motion to the public. >> I just want to wish luck to our current board members are up for reelection. >> Thank you. Um, motion. Sorry, we had a second. Yeah. All in favor? I
>> Thank you.