e e e worksh meeting 5:30 pm on March 3 roll call please here Becker here
foress Fox here Le here here here have a motion to approve the agenda I move the Board of Education accept the agenda as written support motion made by Monica to accept the
agenda and the second it by so excellent well it's well it's embarrassing when they read my whole resume I got to cut that thing down we could be here all night just reading it but um I have done this for a long time
I did serve in the local board so I sat in those chairs as your president shair I was here for quite a while um working almost a year with the board um when they were struggling and lack self to State CS come in and work with them so we did and it's kind of nice to see you
doing roll call and some of the things we talked about way back then are still in place and that's good that's what you want is best practices so tonight's uh what we call it work in effective governance but ask questions I don't want to sit here for 3 hours or 2 hours
or whatever it is and just reading slides talk about slides ask questions if there's things you want to know I'd rather you get something out of the session versus just sitting here and say y we went through it okay great you know
get something out of it so especially you got very young board um um so probably have a lot of questions for coming on recently um I send around the profile oh he's got it just make sure anytime you work with us you always send
sign a profile um so we can set it in especially on this one because this is a state reimbursable um program there's certain ones that MB classes and programs like this that they can actually put in for
$100 per board member for Reimers it from the state um so part of it is nice when you do those kind of things and so that's why we use this this set of power points but we'll Str we'll move off of it a little bit um this be
engaged um we want everybody to participate listen for understanding it's okay to have different opinions that's what we want we want to hear everybody's voice we just want to respect each other through that um make sure your phones are
off um so that we do and think about how long you're speaking don't feel like you got to speak on every topic or you know wrong winding stories you know make sure we're respectful of each other's times um B how lat are you expecting this to
go how on well you say over 90 minutes it kind of gets a little oh okay you'll hold me okay give me 90 minutes SC we your work on it for you we'll see that should be so how do you feel
today look at my little sheet which one makes you think you're feel how you're feeling today I'm the one with the bucket on my hood what's that the one with the bucket on my hood I was all organized and planned and
left my phone with the introduction had to go home I had 12 minutes to get here oh no I feel like I was had my my brain off or something who else I'm feeling number eight eight yeah it's kind of out
there yep there looks kind of Happy your ears look great though thanks anytime she's listening yeah Darren what about you probably number two two just
kind of hanging out happy cool glad to be a part of it cool and is it April or did I miss your name did I saw you put your name down first I think maybe it's April you're right you're right just makeing sure I
think I'm aiming for a nine but I maybe like bouncing off the walls that's those parents who have all the little kids they're by the end of the day they're feel like that at work with my young kids at work so cool and
Ne uh maybe seven kind of shy kind of hiding out trying to feel the ropes trying to so you're pull into the discussion um Deb Deborah I know these are all
pretty good ones depends on the time of day yeah exactly I'll say a three just cuz I really like his hair God kind of scatter out there sometimes yep and B what number are you I'm the bucket
bucket that's right just want to make sure we got everybody there don't ask me again I I'm already in the bucket in the bucket I'm a nine cuz we're my company got sold so we're in the middle of transitioning and so it's chaos in my
office so that's like you know bouncing from thing to thing place to place it's a it's a crazy time so what is your definition of a team when you hear the word team what does that mean to you people that actually work together
work together compromise compromise anybody know who Simon syic is does a lot of TED Talks um there a lot of podcasts his definition is group of people with different background skills
personalities and styles ises that fit you guys we don't have seven like people right that's the strength of school board is having excuse me seven diverse people um with a common purpose what's your common purpose
what's your count of purpose educating kids educate kids and who working together to achieve clearly identified goals do you have District goals okay do we have superintendent goals do we have board goals we have old
board goals old board goals okay there a lot of new people here yep no that's all right and that's what we're going to look at is um give you some tasks to work on going forward okay but the team is seven diverse princi if you think about it that's the strength
the Schoolboard service we're seven likeminded people you'd get nothing done because you just all okay okay okay it takes people to push a little bit and poke and make sure we've thought of all the different uh ways it goes if you
think about OSB strand hor if they put all the strands in the same direction how strong would it be it wouldn't but if we start doing what how they do it crisscross and every that's Schoolboard we have all these pit
and then we go every which direction then we put glue in there and put it under pressure and you guys don't know anything about pressure right at the B tale no yeah um that's what stram that's the strength of it and so having seven
people who are very diverse uh bring their own point of view um makes a big job thank you uh makes the team go a lot smoother so we want to look at how do we make that happen I don't want to talk about
Theory all night I want to give you some tools to use to go forward so where do you feel feel you guys form right now where do you f in forming storming norming or performance
storming I would say yeah between forming and storming okay [Music] anybody else I would agree with
that I agree too okay between storming and norming I don't see norming between storming and norming no between forming between forming and storming oh performing storming sorry yeah when we're
higher we're gonna get there someday though Scott's manifesting some things for us yeah so what moves you to performing what kind of things can happen to move you towards performing better communication or a lot
of communication maybe I think setting setting goals as a board okay have you had a discussion this year about the vision of the school district as a board
no I always encourage boards beginning of the year you got all these new people we have that great vision on the wall right um INSP inspiring and empowering all Learners to achieve
Excellence have you talked about what that means to you guys there's a lot of big wordss in there but they could mean something totally different to each one of you and so vision is one of your biggest jobs and so it's not putting words on the wall it's taking those words that are there
and make it what you're here why did you run what's your passion what are you hoping to accomplish what's our vision as a team what are we working towards collaboratively we can come to it different ways different voices but we still got to come to the same point
where we're all ultimately working towards the same goal and so that's when we're talking about Vision that's the key is you should be talking about it again because you have so many new members you five of the seven are in their first year if I read it right so
this is something you should be you need to do soon just to make sure you're all on the same page if if you're new board members anybody asked you why you in if you're one of the new board members yeah
yes yeah good I've been in boards for 6 months later and they've never asked the person why they're here you know it's like just oh no they're here no let's we need to be communicating with each other we need to know each other there's only seven of
you guys who are crazy enough to put your hand up and I do call you crazy because you have to really think about being a Schoolboard member it's not you know B can tell you 10 years ago it was a lot different and when I did 20 years ago is really different we didn't have
all these stresses and money woes and all that so you've got to work through it the collaborative but you have to be a team and so that's what we're trying to get to what forces you to the left though what kind of things happen that might Force
you norming back to storming maybe new board members or disagreements within the board members that were here okay I The Clarity on team goals and vision team goals Clarity something that needs to be
cleared up some power struggles no y um how we do things you ever hear the phrase we've always done it this way that's a ban phrase that is something I don't like it's a ban phrase going forward somebody says it say no it's ban phrase remember what Scott told
you because we aren't getting it done we've always done it this way unless you have a lot of money in the bank and your kids are all academically achieving at the top end what we've done in the past isn't necessarily working I'm not saying throw it all out but we need to look at
it and don't get trapped in we've always done it this way because it doesn't always work we need to not be afraid of looking at new things and seeing what's out there and a listening to each other you have new voices at the table we need
to be listening to everybody but that's one of the biggest ones is how we've always done things we just it's always there and you can get fall in that trap very quickly and they'll drag you to the left very quickly when then you into the power struggles and the conflicts and because now it's like no I want to do
this no and no one will tell you why they did it it's just we did it that way and that's the thing you know I always tell new board members you can be the petulent 2-year-old why why not why do we do it that way man you need to push to find out what the rationale is they
might have some really good information and to help you understand why they do what why you do what you do other times it might Force that person to go as I look back it may not be doing what we really wanted to do so we have
to be cognizant of these kind of things because you could be between norming and Performing and you could be all the way to the left very quickly one board meeting One Hot Topic you could be sliding to the left really quickly and
you can you as a board have to be together at it not saying vote 70 I never tell board you have to vot 7 Up vote your conscience as long as you're voting for The whatever's on the floor and not against
somebody okay but we want people voices that's the Reon if you just 70 unless you're really comfortable and last time superintendent give us a lot of information ahead of time so we can be comfortable but if you're not or you have a a philosophical difference you
need to speak up now if you're going to vote no you just you owe the rest of your team an explanation why you're voting no don't just vote no and run out the door okay part of that getting to the Performing stage is that deep
communication that that helps all of us understand if you're coming into a meeting don't ever come into a meeting say I'm voting no you don't know what the actual motion is going to be it might be on your agenda that may not be how it's worded
or something may have changed and so if you say I'm voting no basically telling the rest of the group you don't want to hear them because i' I'm smarter than you I already made my decision no matter what you say it doesn't matter I've already I already told them you what I'm
you can be leaning towards no or struggling with you know agreeing with it and here's why and he ask those questions because you may have missed something in the information they may have missed something giving you information so don't ever pige and hold yourself into I'm voting no Mond it's
always fun no surprises so I'm voting no money well yeah but you're basically telling the rest of the board I don't care what you have to say because you've already locked in and we're all human human nature says you know once you make a decision you're going to have to be blown out of that spot to change it and
so if we go in I'm 90% but I I'll leave it open somebody might come with something i' never thought of and we want to do but watch yourselves and if you're starting to move to the left that's when you got to take a stop and talk about okay what are we doing why is we going to the left again these
are things that you can use on a regular basis to just do checkins where do we think we're at you know have we slid to the left or are we moving even higher under the right that's what we're trying to get you to think about when we're talking about these four four
relationships okay um four dimensions of the framework these are the topics we're going to talk about I'm going to spend more time on some of them than others but the fourth thing we're going to talk about is Unity purpose why we're here roles and
responsibilities uh governing a positive governing body culture which is the norms and then we're going to talk about protocols what's the structure look like how do we do those things and that's what some of the stuff I gave you um separate from the PowerPoint is some tools to work on that we're going to
talk about those going forward so when you hear Unity of purpose what does that mean to you we should have the same goal same goals okay we're all working together as a team working together all looking for what's best for
Hazel Park yes not necessar me or one building that's what Unity purpose is it's we all are looking at why are we here we've got to look at what are the or Orin uh roles the focus values pleas you represent this
community there's 70 of you have voice for this community on what we're doing in the public schools and so we need to have those voices we need to share in the common uh goals what do we talk about the district now remember we're not
doers we're the how people and that's hard for us because a lot of us come from coaching and Scouts and other kind of you know PTA PTEC all those or we're all leaders and yet now it's almost like you got to sit on your hands and say
here's what we want it's somebody else's job you go figure it out so when you look at it um you know we want to make sure we look at every child you know we we talk about all children but do we always make decisions
in the best interest of all children or certain subgroups and that's what we have to be careful of is we don't want to isolate one group over for another group we're here to help every child you know every child deserves a education in our school district might be different
may look different that's okay not everybody's going to college some may be going on a career track it doesn't matter what they're doing we still owe them to be make sure they're prepared when they leave your school district that they can work in in uh business and
out there what do you think business feels like are about your graduates right now are they prepared do they understand tendance teamwork do you feel your kids are
feeling doing that right now coming out with those kind of things I think some of them but probably not majority majority are I can tell you because they come in and you know you know what your attendance policy is and you know what your attendance rate is
well they carry that tardy over to work I've got a couple of young people working for me and they can never make it to work on time yeah we're only talk a minute or two but a minute or two every day becomes 10 15 minutes quarter
hour that I'm paying you that you're not even in the building yet or you're dinking around you get in there right at 8:00 and put your coat away go get your coffee but that's they learn that behavior here that's not something they're learning out business world
they're learning it here when we allow children to continually do the same thing repetitively and don't put us out to it or make sure the superintendent and her their team are making sure they're
encouraging these students here's why you need to do this our job is to make sure they're well rounded and prepared when they leave your school district okay if we're not doing that we've got to rethink what we're
doing it's like how many of you kids if you have kids that are a little older can make change with money Darren's laughing you're saying of my kids or in general well your kids but in general uh not
very many in general no no it it's not they can't even tell time what's that they can't even tell time yesterday a kid asked my husband what time it was we're at the mall and he said A4 to 4: and she said what and he said
a quarter to four 15 minutes to 4 and she said what he goes 3:45 she goes like okay yeah it's because they look in a digital their phones and all that they have a hard time my my oldest is a PA
and she only uses her watch to take HS cuz she's on her they're on their phone all day long and the time's right there and they don't need to know that stuff but you do for business and for healthc care go to McDonald's and you order something something and it's
$625 you give them a $20 bill they put it in the register it says they owe you $375 go wait a minute I got a quarter what happens what ends up happening they're very lost and they can't they have to give you the 1375 and
you can give them the four quarters and ask and they get all four quarters back exactly because it just blows their mind and those are simple things that you know we should be looking that's where the financial literacy is starting to come in back into the state that you know we're not preparing kids you know
even to do simple things like checkbooks or you know handle their finances or make change or tell time if you can't do some of that basic stuff how are you going to get out there and you know be engineers and high performers you're not
you're struggling and that's what we're trying to get you to think about so Unity purpose has to be seven of you basically in lock step saying here's what we expect our children if you go on farmington's website they have What's
called the profile of a graduate take a look at it it's pretty interesting because they said when our children leaves this District this is the tools they're going to be capable of and that's they make all those decisions
towards that profile of a graduate I'm not saying do the same thing but those are the things you be talking about what do your kids need um actually started the same thing we contracted with um that same company to provide a portrait of a learner and
to the best of my knowledge that process is currently installed good we need to be doing a little bit the one that's really telling you is you can go on MDA and see the college progression report it looks at a group of your
students five years ago how many went to college how many didn't and how it works out each year how many new ones are in how many dropped out how many still in school how many got their degree most districts see about a 20%
degree ratio and that's 20% of those who went to college if you're not even getting 50% of your students going to college and then you 20% of them getting a degree are they really prepared have we talked to those freshmen those College
freshmen they're so over their head doesn't matter how good a student you are because we don't push them they don't know what three hours of homework looks like in high school right they don't even a lot of times get homework you get to
college and you in college you know every hour class is an hour study time and so you know we haven't prepared our children and that's where we as a board have to be thinking about this how do we have the unity of purpose what are we trying to accomplish what's your job what's the
role of the board what's the r for to ensure that our students get in education Ure students are I ensure the students get an a proper
education okay what else is our job role doing directing through policy the what we want M policy is a big one can anybody else write policy in the school district
no no 7 you are the only ones that have the power to write policy in this school district everybody else's job is to carry it out but you're the only one that can say that now they should be bringing recommendations to you or hey you should look at this because we're
having this struggle with it but you ultimately are the policy makers what are the tasks do we have oversee the budget overseeing budget y provide oversight of the
superintendent yep hire and evaluate the superintendent please don't say hire and fire and we have to have a whole separate discussion tonight we don't want to do that let's not go there um every board if you think about it in Michigan superintendents basically fire
themselves if you've been clear what you want and they choose not to do it they're telling you they don't want to be here anymore and that's what we're was trying to get you to think about if you set a clear example of what you want expectations goals and they don't CH
they choose not to do it they're just telling you it's time for us to go other our own ways and that's what we're trying to think about when you talk about evaluate um higher evaluate superintendent one of our big jobs how many employees do you have one one so
it's the board who oversees the superintendent not a committee not one person it's the Border it's one of your three jobs three jobs set policy High evaluate superintendent and we talked about the
other one the vision budget comes out of vision if you hav set what you want how's the superintendent supposed to build a budget around what you guys want if you just say hey go do what you want you're like signing a checkbook with blank checks and and hold can't
hold them accountable because you did tell them as a board what your expectations were or what your priorities you know if you say math is our number one priority and you go start to work through the budget and say okay Mr superintendent where's the money where's
the programs for Math and they come back to you and say they're not there then we stop right there and say whoa we can't approve a budget that doesn't look at what we expect what we've told you our expectations are now it's not saying
expect we want this check class or that class but where's the focus got to be and if it's on a curricula or behavior whatever it is superintendent should be able to look at it know what your expectation is and be able to set the
budget accordingly that's why the vision is so Mission critical when you're the 70 of you are talking about it you need your superintendent with you because they need to hear what you're saying and the passions the nonverbals so that they understand what you were versus just
give them a list we want you to do this this this and this they won't get any context to it they need to be at the table with us they need to be our partner it's an eight member leadership team okay so Scott if we said seven or
the majority would happy majority said should be seven for the vision right that we would want to improve we want math to be 100% so we say what we want as the group right and the superintendent says how am
I going to do that for the board yep right and then cuz Okay so it starts with the vision then you set the expectations then it drops down to the superintendent side and it becomes the plan of actions we don't get into the
plan of actions they do the evaluation and the monitoring of the of the program that they're doing and then it comes back up to the board for oversight of evaluation did we get what we thought we were going to get what's the data telling us and then it starts in that
Circle again the um management Circle we're not managers we're visioners that's why we St in that Top Line Vision expectations and oversight all the work comes below the line that's superintendent and their team so just we
don't get tra we want 100% math it's we need to see a tangible increase of math scores and you can talk about it say M Mr superintendent mam superintend if we do this Focus where should our scores be if we're successful this year where should our scores be and they should be
able to tell you this is where they are because they're going to go back to their staff and get all that in data and say I think we can get an 8% increase okay that's your goal if we get more we're going to celebrate if we get less we're going to have a deep discussion of why we are not doing what we're supposed
to be doing because everybody works for the superintendent so if you tell the super this is what you're looking for everybody's got to go in the same line but when they don't know what you want it makes it hard for your staff to deliver what you want what you're
expecting if they don't know what it is we call it like the flavor of the week they're just guessing what okay what's the superintendent want this week what's the board want this week and they're just all over the place we need to set it and let them do their job and so when
you're setting the vision you're only doing it yearly and you're looking at it as part of the superintendent evaluation part of the superintendent goals and the board goals it all fits together in a nice puzzle okay uh this came out in the early
2000s for a long time boards didn't have processes expectations we just kind of came in and make sure the buildings look pretty and there was books in the classroom and kids ate lunch and they started going back and saying wait a
minute what are our three jobs and truly what is our job you know you set the direction you ensure accountability who are you accountable to as a board who are you accountable to the community
everybody everybody in the organization and outside the organization anybody touches Hazel Park they may not live in Hazel Park but they may work in Hazel Park or own a business in Hazel Park you have accountability to them because you've given them two precious assets
what two assets have the community give you as a Schoolboard their kids their kids their money I'm sorry money their money their tax money look at all these facilities you got millions
of dollars in facilities that was on graciousness of the school the community that helped us fund raise and raise the funds and do that yet so they're giving us our children they're giving them us our money we need to be accountable to what's going on now when I say
accountability we're not going down to the 10th degree of you know here's the office supply budget this is my building this is and Mrs mcgilla C he had three extra pencils this year that's not what we're talking about you're looking at the Highlight if we say office suppli
says this line and it's not it's over spent then you're going to ask the question why we don't have to drill down to the weeds that's superintendent shot we're at the higher level saying we you set this budget you're the one came to us with budget expectations why aren't
we managing why aren't we leading the district and why aren't we getting what we expect if we're again using vs we want math increase and you come back and you decrease you know we spent all this
money and we're going backwards where do we miss the mark and that's where the superintendent's got to do some deep deep digging with their teams to say here's why and it can't be excuses it's these kids or it's a
situation they're in our classroom we don't get to pick and choose School comes in in our classroom the kids don't get to pick and choose which teacher they're going to we have a job to do and you start that job as the top level as the uh
policy makers you set the tone for the whole school district when you hire a superintendent you're basically hiring everybody in the organization because they all work that so you when you set tone by who your superintendent is you're setting the
tone for polic policies for personnel for the whole District because if you bring a superintendent in it's strong in business what are they going to look at the business and we're going to miss the other side we need to make sure we get strengths and weaknesses all the way
through but we have to make sure doing that Community leadership you notice it says leadership now you speak community relations why would you think we change it from community relations to community leadership well if it's a relationship
you're trying to make somebody happy you want them to be part of it right are you going to make every Community member every stakeholder happy no and we can't there's no way one you go talk to every person and see what they want what we're saying and what a
lot of of the researchers saying is we need to be leaders to the community we need to explain why we make the decisions we do why how we fund the schools your staff in community don't even have no how the money we pay taxes but how do you you should have plenty of money I paid you know x amount every
year you should get plenty of money well they don't understand it goes up the Lancing and then they get to do it back out so you got some districts paying in extra and other districts who are underfunded and that's part of the community doesn't know that and that's your job as Community leaders is to make
sure they understand why we do what we do how we do what we do so the leadership word pertains to us these are your these are your roles I thought it was maybe creating leaders bringing people in no you're leading
those who are working with you and for you you're again remember you're up here and I look at it as a 5149 we're 51 superintendent is 49 but that eight member leadership team has to be the leaders in the community it has to be
leaders in the buildings they've got to do it better than everybody else because they're looking at you guys for leadership and so that's why we say leadership versus um relations we can't make everybody happy and the job isn't to make everybody
happy right the job is to make sure our children are moving forward and if you try to make everybody happy what's the adage nobody nobody's happy right some reason be upset so you need to look at what's best for the children and what's best for our school district those are
the two minds you need to look at and then everything else comes out of that okay U talked about Vision uh these are just some of the split and you can look through them when you have some time but it talks about super superintendent's
role and the board's role on some of these but here's policy superintendent's job is to recommend again bring policy to you
um how what's the impact they usually get input from their staff it might be something that's going on and go can the board help us with a new policy or uh check the policy we have and see if we can tweak it a little bit you know the big one right now is cell
phones you know we're always chasing our tail on cell phones but that's where you said policy it's not up them to say whether you're right or wrong it's for them to carry it out then if they don't like it they go through their chaining command back to the superintendent with
rationale and uh data to say why it's that work but their job is to create those their job is to make sure everybody carries them out you're not the policy Poli that's the superintendent sh we have one employee if we hear policies
not being followed who do we talk to superintendent superintendent right we have one so our job is to make sure we have sound policies in place a lot of them are legal but a lot some of them become are
local Hazel Park type uh policies and so you have to make sure that understand their job is to make sure they understand it put the administrative regulations how we're going to carry it out we don't have to deal with the administrative regulations that's a how how they're going to carry
our policy out you're the policy makers when we stay at that 10,000 or 20,000 or 30,000 foot view we're not caring about how we do it our job is say here's what we want superintendent what are you going to do to get us
there using your math we want we want to see a tangible increase of in the mass scor over the next two years how are you going to get us there they got to go back to their teams and their staff who are professionals and saying what are we
going to do as a team because it can't be to down it's got to start from the base off to figure out how we're going to do this because the teachers in the classroom have the most data and they have the best idea of what we need to do to improve the situation it's not like we Chang the
kids kids are the kids we have to change what how we handle staff and such so I have a quick question about policy because the past couple years well I've only been on for two years so in the two years I've heard that policy is leading
toward less instead of more like less detailed yes and so can you give me an example of of that yep superintendent evaluation think about your policy for superintendent evaluation it's probably three pages long right now and it says
we do this we do this we use this tool we do it this way the only the policy you need to have is superintendent evaluated on an annual basis done that's the law how we do it where we do it why we do it those are protocols those are procedures those are
operating procedures they're not policy it's how we get our work done that's the stuff that doesn't need to be in policy we just tend to put a lot of extra stuff in policy and then we catch ourselves because we we pigeon holders
or previous groups have made decisions and we didn't grasp it or understand it that okay that help so our protocol should line up to our policies to give you all the examples
and then the next step would be the administrative guidelines yep and they should line up to our protocols or to our policy or both both cuz Protocols are what your expecting here's the things we're going to do and understand lot of operating procedures is for the
board Protocols are for how we behave because most of the policies don't affect the board they're from us down really so we have to govern ourselves and that's where the protocols and the Norms come in is that we're doing those kind of things okay so let's go back to
cell phones just for fun okay so an example of a cell phone policy would be we don't allow them in class okay so then what would the protocol that goes along with that might that look like well we're going to go through some
protocols but again it's not that wouldn't be a protocol because it's not something we're doing that would be a norm or an expectation of the superintendent but it wouldn't fall in you have a policy but you wouldn't have a protocol because the protocol is about how we carry out the things for us the
things we have to do if you look in your in your policy manual there's a called bylaws and when you hear me say board operating procedures it's really taking those bylaws out and morphing them up to really call out what you expect to happen be it at a meeting agenda setting
visiting buildings setting a you know any of that stuff those all become protocols because we want to talk about how we're going to achieve that as a group and that's that's why if you look at those those become your operating how we they're like our administrative
regulations for things we have to do so back to the super flipp back and forth the superintendent evaluation so we're going to do it once a year the in the protocols it says we're going to use this tool or that tool and and this method whatever so we should be
following our protocols and our policies I mean we shouldn't break we shouldn't say oh you know what I think this year we should try a different method yeah no if you have a written protocol you've all agreed to it it's a consensus document I'm going to use inste of protocols board procedures it's a consensus doc I can live with it
therefore we are all behind it and so we can't just keep arbitrarily changing it or superintendent comes to us and say hey can we do this this year no wait a minute we said we were going to use this tool we need to use it for a few years with Fidelity before we know it's
working or not if you keep changing it you're letting that employee or that superintendent kind of guides you instead of you guiding the district and it's true of Staff you know if they Bounce Around in jobs they can get ahead
of the evaluation curve the EV valuation isn't about got sha it's about a continuous Improvement but that's where the procedures would here's the tool we're going to use here's the timeline here's the board's responsibilities here's the superintendent's responsibility just like you see here
and you're calling all that out so that now you have a stepping zone for the board and as a board you can go what did we say we going to how we're going to do this you can go right to your procedure and say oh we said we're going to do it here we're going to use this tool this is how we're going to meet this is who's
going to run the meeting all that there consensus so we don't it's not a vote I can live with it meaning if something had a change we did it we go wow we really messed that one up you can go back to the board and do a redo and say
okay let's go back and and read if it's policy you got to go back and do two readings right make sure it meet meets the law meets all those other fun stuff because they're more rigid that's why we try to get you to be careful about
putting too much in your policies you look at it a district near me many many years ago went to hire a superintendent your superintendent was leaving and they had somebody internal they wanted but they only had a
specialist but they had a policy that says they must have a doctorate to regret they go well we'll just we'll just suspend that rule for a while it's like no you can't pick and choose and so they had to actually not take the person they originally wanted went and got somebody
else who ended up being there 20 years but it worked out for him but that's what we're saying your policy should be the sports responsible to pick the best person to lead our school district at that time but as soon as you start
putting they got to do this and they got to wear these clothes they got to wear this shirt and you're pigeon holding yourself in and that's not where you want to be okay you don't want to get so prescriptive that in those policies policy supposed to be more general not
now if you use Neola or thr or any they're going to come in with a lot of stuff but remember the policies are yours and as long as we're not violating the law you had opportunities to to look at those and make sure they meet your
needs there's things a couple years ago I was in District on the west side of Michigan the board president knew they were going to be the board president come January so they went in their policy and found that board officers were elected after a November
election in January following November election so that's every two years but somewhere back in the rest of the policy it says officers are eled for a one-year ter their own policies weren't congur on and so then
they had to go to the legal counsel and have the legal counsel weigh in which we know is money that you don't want to spend for something silly is we didn't make sure things lined up the policy you're still passing them noola is not passing them th's not passing them it's
the seven of you who are on record to approve those policies the seven of you are the ones setting those policies they're recommending advising but it's still up to you guys to make sure the policies meet Hazel Park may come in you know the governor is saying no cell phones well
that's not a law and you may try to get ahead of it or we've learned not to try to get too far ahead of these things because they change quickly um but you want to be talking what's the best practice for you and this is one of those times where you might put a committee together a districtwide
committee where board members on it and staff are on it and students are on it and parents are on it and talk about what's the best positives and negatives for cell phones and bring that have them report back to you as a full board before you go and try to make a decision
you want to get all those stakeholders at the table to get all the voices heard but it's still your decision that committee is not making the final decision they're making a recommendation to you just like the superintendent would you're responsible for making that final Bel and putting whatever that
procedure or policy is in place if you say no cell phones then there's no cell phone but then superintendent's got to make sure that it's crystal clear that there's no wiggle room if we sell no cell phones in the building then there's no cell phones in the
building you can't have well this teacher lets a few in and that teacher lets a couple other kids in and this one's in study hle so they let them use it it's like well wait a minute kids then don't know what the expectation what's being expected of them and that's what we're trying to get you to to kind
of think through when it comes to policy policy is you guys one of our biggest jobs you're the only one that can set policy go ahead a question about policy if all of these I I notice obviously will say that they need to be um congruent and consistent with state law
um where is what is the threshold or where is the guidance on if a district policy um maybe jumps in excess or is a step above state law I thinking about you know timelines of Assessments um curriculum standards superintendent
evaluation um if is the state law the minimum standard and if that is the case does that supersede any policy that needs to be fell back on um where is there guidance
about going above and beyond those well you said those those are yours you can when they come in with a state law that's the minimum threshold okay so they say a ni over 3 in is suspension you may come in and say no any knife at
all is an expulsion you went beyond but that's your decision you can't go below it say well 3 in is okay we're going to put it at 6 in okay you can't go below or be off the gra uh law law dictates
what you do and so that's the first step that's why we use Neola and thr and the law firms to make sure that we know the sites and we're getting the information of the things that we must have okay cuz we're not most of us aren't lawyers and don't understand all their legal and all
that stuff and so that's why we have them do it okay so I have a question sure we use uh consent agenda okay but it's not in our bylaws and I took a workshop in Oakland County they said it's in your bylaws you must do consent
agenda is not in our bylaws but we we do consent agenda so you said there's none so you're saying we're going above it's not in the bylaws right but you can do it if it's not in the bylaws okay what you can't do is not do what's in the bylaws if the B law
said you have to have a consent agenda and you blow it away don't do it now you're violating the bylaws it's the other way you know you can go beyond you know you don't have consent agenda in your bylaws but we use consent agenda that's
fine cuz you're going above the expectation bar if we went the other way and said we have to have a consent agenda and we don't do it now we're violating a pol our own procedures and policies we need to go back and make those adjustments that's why we want to
be careful how detailed those are that's where board procedures is because the consent agenda would come out of that board procedure because it's one of the areas is how do we set the agenda for the meeting and what are the pieces that needed in general what's the
normal flow of the agenda so we all know as a board how that happens and the community knows how these things happen so they're not guessing we use Cent agenda what's a cent agenda we need to explain that to communi sometimes because they just think you're rattling
through stuff you know not looking at any of it and you got to you know you have to sometimes remind them that this is the routine of nature stuff that has no need for discussion it's committee meeting minutes it's those kind of things you know we can get rid
of 10 things with one boat versus do each one you know drag the meeting out even further but that's where Port procedures really helps you because it spells all that out okay so should we put it in our procedures or it doesn't really matter
we be in your procedures not your bi correct so I'm saying should we add it or it doesn't matter well if you haveo procedures then we should be looking at it and seeing what we can do to um help you get them right and get them where you need them to be um if you got a set
send them to me back do you have board procedures do we have what board operating procedures yes send them to me and I'll take a look at it send some suggestions back to you okay perfect we're working on those and hopefully going to vote we brought it to the table
a few times yeah well I'm the one who wrote the class I send them to you and so I'm the one who does most of the work for board procedures so I'll be happy to do that that's not a fee that's just me helping school boards okay all right
thanks yep um programs again our job is say what do we want we want to ensure that we meet state law the expectations our job is to make sure um that we have vision and goals recommended Community curriculum
test assessments instructional resources s uh ly to the standards so if you got benchmarks then the budget better follows but you know we're putting a hard push on math then there better be math in money in there for math that's
our job um and then we want to review uh evaluate how those programs are looking for us how they're doing so if you were to put a new math curriculum in your curriculum Department should be able to bring a report to you near the end of the year and they've evaluated did we
get what we expected what did we learn what do we need to change what did we didn't realize and it did give us they should be bringing that kind of report to you as a board to show you how the your money that you put in that you
count put in and and aligned it to where you need it to be you should be seeing that's the M that's the evaluating part that's our oversight piece so you should be seeing those kind of things on a regular basis um but again 10,000 foot
view it's not we want uh elra class everybody takes elra one no we want every student to be proficient in math how we get there if it's Algebra 1 or everyday math or that's again professionals that leave
that to the staff superintendent and staff that's what we pay them for that's the whole background they've studied for years and have done this job why would we EP them and try to do their job when they way better than us totally in that
job so our job is say here's what we want it's their job superintendent team to figure out how we're going to get there and so again they have to look at standards their job is to look at how they carry out the expectations and the
uh expectations for the uh a student achievement what you're looking for student achievement it's their job to make sure that they carry that out with what you're looking for now don't set artificial hard you know we want every student at 80% this year well yeah but
you're at 32% this right now you ain't getting 80% and you're just going to destroy morale that's why you want to see we want to see tangible Improvement of at least 5% if you get eight or 10 celebrate we did great and then next year we what
it's going to take a little time to ramp up these kind of programs so don't make it so that it seems like they're failing right out of the gate and that's why we have to be careful about putting that specific versus the bigger Global issue
okay make sense y you know about superintendent this is a good one staff I always get this question why do we approve staff we don't we we hire the
staff no what is your role in in in Staffing hire the superintendent hire the superintendent now you set policy for personnel right you approve a contract
in the last year yes that's a policy you set the pay policy for that bargaining group through that contract that's a policy so you're setting those policies by those decisions you make be it a contract uh terms of employment
telling superintendent we better have the best people and here's what we're looking for you know kind of thing we don't necessarily need the best person from our community we need the best person to do this job and so that's where their job is to get it our job is
to say what we need this is our vision here's our goal we want to see this program improved or this uh area improved sech I to go figure out who they need to get that done now understand you have to approve them
because you're the legal enti superintendent can't sign that contract on your behalf they work for us that's why contracts get brought to the board secretary or the board president to be signed because you're the legal entity
you may never know it but it gets put in there files and they get when you come in the board of President you a whole F or self ass sign but they all has to be signed because you're the legal entity you're the ones who run the district they all work for the superintendent the
minute you kabash one of their people you basically till the superintendent they're on their way out because we don't think we don't trust who you're bringing in anymore you got to let them bring their what they believe in now if it's outside the budget now you get some St what when it's outside the W I'm
sorry out the budget thank you they come to you and say we want another position now you got to go back and say okay before we allow it what's this position going to do what are we going to get from it what's the cost what's the benefit long before we get to I want to
put Scott Morell in that position wait a minute let's make sure we know what we're doing because you have to allocate the funds and so there might be a budget adjustment needed to put funds into that category for that new hire that's where your job is to get
that higher level stuff not I want to see three resumees from these three people you don't want to be on the hiring committee at all Brad our legal council will tell you don't be on the hiring committee there's a concern with the open meetings act
that if a board member is on that committee because that ultimately comes back to the board and you have a board member you may have to post that interview um make it public with public comment now you're in the middle of the
year you need a new high school teacher or high school principal so you put it out you start getting people now do you think they've all told their current employers that they're looking no because they got to go back if they don't get the job with you they got to go back to where they are they're not
going to burn Bridges the minute you say well we're interviewing these five people they burn all those bridges you're not going to get quality candidates and so that's why we say what you need to see is not the resume you need to know why is this person coming to us how did this one get to the top of
the pile what are they going to give us that we didn't get from other candidates that's what you guys need to know when she brings up a staff employment to you what is this person going to give us that we didn't get from other communities there's got to be something
that somebody saw to put them at the top of the list to make the recommendation and if they've gone through two you know committee interview uh admin interview superintendent interview somebody had to find something to move them along that's
what you need to know what is the benefit we're going to spend x amount of dollars on this teacher what are we going to get out of it what's their strength what are what are they bringing to the table versus what are they getting paid what they're getting paid is already set up in the structure it's
in the contract we don't really get into you know steps and Lanes now you might tell the superintendent we're not bumping anybody new staff up you may put a policy in that everybody every new staff member starts at ba0 or
ma0 five on the wrong where some districts will give credit to teachers coming from other districts and that's where you can give you can have policy you know or give discretion to your superintendent say yes you can give them credit for their past experience so they
might be at step five or level five because of their experience because you're not going to take somebody who's been a 5-year teacher and put him back to zero they're not coming to Hazel Park if anything they're going the other way you don't leave me Hazel Park to go
somewhere where they're going to get credit for their time and energy here and that's the hard part for a district like yours cuz they're all plundering you Troy is notorious for stealing your people you get them in for two or three years before their probation's up you work all the Kinks out and then they
swoop in give them $10,000 more and they're out the door that's the hard part so we have to do it better we have to make it an environment where staff is encouraged and promoted and part of it so that's when you're looking at staff
that's the big one there I have a question is it common for several board members to sit on a committee and and run interviews that way nope that's what we're saying if you do you're going to have to post it board members should not be on the
committee more what do we know we don't know if there a good they got good math they're a good math teacher we don't know what programs they're coming with and start to say well we use this for you're going to be glossy eyed that's where we let the professionals we
don't need to be on those we shouldn't be on those committees because it's not our job how many employees do you have one that's the only interview you need to be on is your one employee I just read I'm glad you brought that up CU I just read that and I thought I think I'm
confused I don't think Bo it needs to be an open meeting if board members are serving on an interview so I you interpret it for me so Brad is very cautious with that one now we haven't seen any opinions yet but that's where Brad's kind of Tak when he looks at
what's considered a meeting in in you know the rules he's extrapolating it to an interview so it's it's in the open meetings book that's where I read it I read it in open meetings uh book yeah you want to just be cautious um serving
on other committees that come in um especially if some with hiring that's going to come directly back to you you don't want to be on the ground floor it's just like you you're helping a parent a student because they're having issues and before long they come before
you for a a hearing you've been tainted you've been involved from the beginning you really have given your vote up because you know more than the rest of the board you've been involved in it and so that's why you got again stay out of those issues so at that point do you
abstain if you I was tutoring a student or whatever and then they come before the board should I abstain them because I had if you've been involved in it all the way along yes because you have to show the community that you can overcome the the partiality and so
sometimes it's better to not take look I've been involved I know this kid they've been in my house we need I I'm going to estain because I want to make sure the child gets a fair uh um shake with the rest of the board it's up to
the board to make that decision um I had I was in a district where the board president kids were on the basketball team and they got caught drinking and so of course they're all over at his house because his daughters played on the team so for a whole week they're at his house
every night what do we do what do we do well they came before the board for uh no use hearing and he walked out the door when we left the main room to go to our cop uh uh interview room he walked out
because he couldn't overcome that threshold of being impartial so he wasn't even in there then he couldn't no one could say well he tried to sway people's votes or you know he just took himself right out of that discussion by not being there and that's you know but
I by what I'm really trying to get you to think is you have buing one tool one tool is Bo that's your boat so we get a list in the consent agenda of everybody that we're hiring unless it's a
specialty administrator person well we get resumés in all do we we don't yeah good point we get a resume what's a resume tell you no that's and that's what I'm I'm new and I took the CBA 101 and you know some
governments and the the winter Workshop so we hire the superintendent and then we trust the superintendent and and her her his staff to do the hiring exactly we don't nitpick and oversight everything we take their recommendations
we we we hired the superintendent we put our trust in them yeah because as soon as we put ourselves in there and start picking and choosing which staff members we're basically taking responsibility for the outcomes of the district now and that's not somewhere you want to be right you know again what we don't need
to resumate tell me why the what does this person have what's that tangible that got them to the top CU you want to know so you can tell the community well we H this person because they've done this and they do Robotics and they do and you can share with the community you
know what a great ad it is versus resume because anybody who's done interviewing those resumés look good they interview terrible rumes look terrible they interview well and then some can't do either one and so you know when I do
superintendent searches it it's amazing they use the same resume from every search they go to they don't make it unique to the district and it's like what are you telling these guys that here it is you want me don't want me well that's the same in these you know they should be coming in and selling
themselves to you as a district and we trust that process to work you know what you want to know is did postings get done right did background checks get done correctly do they have the credential checks before they bring it to you as a board so us as a board
should not nitpick and we should trust our superintendent and hiring staff and HR to do their jobs yep y I was going to say um you would trust your superintendent that's their job so it would be rare that you would they make
the recommendation I mean that's what they get paid for right I have read though like 99.9% you accept you can reject but that's pretty pretty pretty rare right I
mean that would be stupid and here's what you need to know you get somebody you might have additional knowledge and others may not that's when you go to superintendent say hey this person's got some baggage that you may not know and so we share with
the superintendent confidentially they may go you know what instead of bring you to the board make the board decline the person we'll go back and have a discussion with the the person if we need to we can resend the offera and reopen the search that's why you know we
can have that input behind the scenes but at the board table you got to be very very cautious to to uh to uh do those things did you read the Kansas Piper story in 101 where the board overr the teacher yeah I remember that yes
yeah and that's what we're saying you you just cut off everybody at their needs and you're going to lose and you're not going to attract good people they're not going to come if you keep whacking them on their knees superintendents or staff members why would they come here if the board's
going to just not listen anybody and do whatever they want doesn't work that way you got to set that higher expectations that's what we're trying to get you so so why do we vote on Personnel you're the legal entity oh superintendent can't
hire somebody okay superintendent can only recommend so back who who signs the contract of the person we do superintendent will sign it because they're the the boss for them but one of us one of this board members usually
secretary B you signed some haven't you no no cuz I'm just new yeah but if you you know board president or superint or secretary a lot of times but you aren't hiring that many people that fall under the contracts you don't have that wouldn't happen with a lunch a it's only
those that are under collective bargaining that we see that kind of stuff because of the contracts they're legal contracts so you know each each staff member has their own Contra they have the contract of the whole District but then you have an individual and free staff member
saying where they start are they so if we vote and we pass then beb has to sign the contract bring along with the superintendent yeah because you've already approved she's just signing it on behalf of the board okay it's usually how it works because we approved it
you've approved it yeah yeah so don't we actually do the hiring if we do the voting I mean you you are in as much as the superintendent can't do it they don't have hiring Authority they can only recommend to you guys that's what I
mean yeah and that's why you don't you you wouldn't very rare say no exactly I mean again the only time I have ever seen it is somebody knows something in background or it's a very controversial and it's always a football coach for
some reason you know where they're going to bring this coach in and they got some history and all that and so that's the time where it starts getting dicey and so that's where we have to go in superintendent quietly and say hey you know what I I'm going to struggle with this one for you you know and if they
get that message they may go back and say you know what this isn't worth the grp it might be a you know perfect fit for us but if the board's going to struggle what's the message you're sending the community for H run 4-3 vote that half the board doesn't even
trust them and maybe the whole board does it at some point TR you know we're setting ourselves up for failure and so again our job is to to make sure that we've set the vision the expectations what are we trying to accomplish and in
policy you're Point Blank saying we want the best person to fill every role in our district and if that doesn't happen you go back to the superintendent like you said so that's why you just kind of like just let it slide because you take the recommendation of the superintendent right you're not letting it slide but
they they live and Di because when you evaluate evaluate the superintendent you're effectively evaluating the whole organization because that superintendent is responsible for everything that goes on so would it be your recommendation for us not to get the resumés we don't
really need them you don't need them I I've got a lot of boards who just save a lot of work on some people's have the biggest thing you need is again why is this person being recommended and I always have the board good like a letter a note yeah here's what and on that
letter we're all our procedures followed so we know that background checks and all that stuff and postings and all that because if it wasn't we find out after the fact superintendent made that recommendation and said you everything was followed yeah now we've got a way to
go back to superintendent say no you lied to us you said it was all done now we're finding out you didn't do background shots before you brought them to us for approval that makes things a lot less complicated yep I think we try it's it's really about staying in our
lane of the big stuff yeah and not the micromanaging okay it's a lot of times we take on more than we need to you know you think about it policy superintendent Vision that's everything that we do
comes out of those three things and is the biggest one CU you're setting what you want think about sta it you set the policy because you're setting what the payroll is even for non-contract people it's in there that here's how their payrolls work out or who sets that
payroll so you setting the policy you know they still bring it to you for approval because it's a financial thing so you're setting that's a policy every time you make a vote you're setting a policy you bought milk this week week and you went instead of 2% we're buying
1% you just made a health policy cuz you're saying 2% milk isn't good for our kids and so the policy now is going to be 1% or less that's a policy you said it's an need it to the whole okay would that be a procedure and not a policy no
it wouldn't be a policy cuz your vote what I'm saying is you wouldn't put it in your policy manual but what I'm saying is every decision you make is essentially a policy it's a policy decision because that's what we do we set policy policy's the road map for them to work
so if you you approve the contract and say we're only have you know half or 1% Mill you set them on the road PA now it's up to them to figure how to get it done right it's like when they took all the pop out of the buildings that was a mandate but board still had to push it
and say they got to be out of here that's a policy you said they're not good for our kids and therefore but a lot of districts lost a lot of money because Coke was paying for scoreboards and uniforms and and when they lost their ability to have box in buildings
they took all their money home and so catch 22 okay um real quick on a couple things I shared with you and we'll keep going there's a two-page one it says the role of superintendent and the role of the Board of Education it's just another
version It's sign the handouts I no the two-page handout the handouts that I walked around with this one it says the role of superintendent role of the Bo and then there's a second page with a like a box for yeah this is very similar to what
we've already talked about it's just another way to look at it um again I want to give you as many different versions you know just like our kids need to have different ways to learn some Lear learn listening some want to read it so this is just another version
of that same thing but it talks about again the superintendant r in things and our rle in things okay that's what I just want to let you know what that one is um what else I we're going to get into protocols in a
minute um pick up the one it says sample meeting [Music] guides you said sample meeting guides guidelines guidelines sample meeting guidelines oh got it okay now let me ask this how do you feel your
meetings are going awful they go awful that what you say yep why why are now you can't control how long public com is but you control the rest of the
agenda so why are we have awful meetings I was reading these guidelines before we started and it's because probably about 90% of them we don't follow MH so one of the first tasks I'm going to leave you with tonight is you're going
to as a group go down this list and each of you pick five of these and send them over to Deborah and she can file them and see which one's right to the top and that's your going to be your new meeting guidelines to see what you guys think are the highest
priorities because we can't do everything but let's look at what can we do better you know things like being respectful or being prepared drives me nuts when somebody comes in and ask questions on the materials that I read but you didn't read and now you're going to waste our time in the meeting you're
going to ask questions that could have been asked a had of time you know that's when we talk about um we will keep our focus on the students listen actively opinions count uh anyone can call a
timeout need a break it's getting too crazy ask the board the chair can we take a five minute recess please just to get up and walk around you know I joke but adults can only sit on their brains about 60 minutes and then we start to get in
trouble so we need to get up and move around you know think about you're at work we don't sit for non stop hours on end you know you can't do it at the board day you're not going to make good decisions and when board meetings start going late you're only making two kind
of decisions bad and worse cuz we're looking at the cloud I got kids that get get to bed I can't trust my spouse to get him to bed I got to get home or there's lunches to be made or I got to go get milk or whatever those things are we have a life outside of the board and
when meetings go to 10 11 or 12:00 we've zone out and you start not making good decisions you're making decisions watching the clock versus watching what's on the table in front of so be cautious of that
um so you can look at it a lot we will stay focused on goals do you have your vision mission goal sitting in front of you at the bar table I believe so that not today but generally we do typically yeah you want your vision mission and goals in front of you because they that's you're
guiding document we have it behind us no I want right in your because I want you to look down at it while you're having a discussion and say okay where does this fit into our vision mission or goals yeah during a business meeting and committee meetings we do workshops not always yeah you want them all the time
you just want them at your place so you could because when the discussion gets off kilter all it takes is one of the PE one of you say hey wait a minute how's this get us to our vision or Mission or goals and if you can't tie it back to
those doesn't belong on the board it may not be something that we need to be taking up or shouldn't be being brought into other discussions you set the vision you set the mission you set the goals or approv them so that's your guiding
document to to look at everything it just helps us be focused instead of getting because we can get dragged really easy to other things but if we can bring it right back and say vision mission goals and then you can get staff when they come in to present to you high to
vision mission and goals make it a nice little bow and superintendent gives you your weekly update they can say this helps us to Vision or Mission or goals or superintending evaluation section whatever so it ties it up nice little BS
because we get a lot you got a lot of data it's not a whole your primary job right this isn't no no I know you get paid well so I thought maybe it's your primary job yeah that's what I'm saying we need them to tie it up in a bow for us
sometimes we need to tell have them do the connect dot to dots because that's not our for you just got to tell us if you bring something to us and you want us to improve a new curriculum how's it going to get us to our vision mission or goals what is nice is that I don't know
if Jamie does it or somebody does it or the department heads at the bottom of the memo sheet they always put a goal or you know which is nice and that is that makes like so Jamie thank you that is huge for board members to be able to connect it not go well I didn't know
about that or I didn't hear about that it's like yeah you did especially superintendent evaluation time I didn't see that you go back and look you know in June and there's one right there it says go three and you know they're right there for you all year long you know we we needed little pieces not you know
fire holes type of thing okay so again pick five that you think are critical send them over Deb and Deb you look at the highest RS not maybe more than five if you got some that you might get a whole group that jumps up and then
share it back out to the board and see if you can get consensus from the board to let's look let's work towards this as our uh self-expectation because again you set the tone for your District Community is looking at you for
leadership we need to be better about it we need to be practical about it we need to set policy that we can follow or if we set our procedures we need to follow it because if we're not going to follow it why should anybody else
right and if it's got that problem then you better bring it back to your policy committee your rest of your team and say hey this policy just isn't working I have some strong opinions then let the policy committee share with the policy committee let them go back and chew on it but the minute we stop following our
rules our procedures our bylaws I'm going to be that smart alec kid you didn't follow your policy about the you know board meeting I'm bringing a gun tomorrow and you can't do anything because you didn't follow any rules why should I follow any roles it sounds funny but that's how kids think we have
to be better about it they're looking at you guys for leadership your staff your community your students they're looking at you guys don't be surprised they may not be coming up to you they know what you guys are doing staff talks and if you set your ha
on fire at a board meeting it's in the conference room or the Teachers Lounge tomorrow morning at 7:00 do you know what that board did last night you know they were mean to so and so did this and crazy you can't build that report back
up you have to be on top of them that's why we stay on top of them you know somebody comes in they're talking about math don't talk about what happened at the foot buet okay that's a whole different discussion ask somebody the audience hey can you give us an update on that no
it's not on our agenda you want up there talk to them off the side and get that information or ask the superintendent to get you that information that's the best way is through the superintendent's office okay but when you're looking at
board meetings B heard me in my classes I'm a 90minut guy the actual business of the board meeting 90 minutes not counting public comment like tonight you had enough some night you might have 30 minutes or 60
Minutes you can't control that but the rest of the agenda you can and so that's where got it with the superintendent when they set the agenda because remember it's a board agenda it's not a superintendent's agenda superintendent were putting it together recommenda but
it still has to go through the board at least president if not you know the officers to be approved that yes those are you know we agree with those topics or hey this is overloading or this thing I know is going to be a 30 minute conversation for the board so can we
move a couple other things to the next meeting because B's got to read the tea leads for the rest of you and know oh this is going to be a Hot Topic we're going to have to talk about this one for a while and you don't want to Short change that one or the two after it because now it's TI you know I just want to go home and so we don't give each
item Fair du and so that's where we have to control our agenda but about 90 minutes again is about the span of us being able to sit on our brains and work you know we have to get up we have to move around around you
know again make two kind of decisions you're clock watching and you're making time worse bad and worse cuz you don't want to be here at 11:00 at night I've been at board meetings where they go to 1: and 2: in the morning and I'm just watching them you guys are idiots you
get for your $35 meeting I'm going to be there 2: in the morning no I'm leaving you guys do what you want but you know at 11:00 I turn into a pumpkin and so with my board we never let meetings go that long if we had to we t or we would
recess the meeting and schedule a special meeting the next night or two nights later and finish the agenda because you want to give everything on the agenda your do Focus everything on the agenda should get the same Focus same energy because for
somebody that's their number one for somebody else it's a different one but we all them that to be able to um do that okay does that help with
protocols Protocols are how we do things what are our expectations see yeah we'll go back protocol support the structure I'll go back in a second again
it's about setting us up for Success so Protocols are how we do things how do we behave the board meeting it can be something as simple as you should be at the board meeting 15 minutes early that's a that would be a
protocol because we're saying this is what we need to do to be better prepared I always believe it because you come in running in at 2 minutes before the me meeting starts you're still frazzled from work and home and and it's like wait a minute I got to turn my hat
no you need that by 10 minutes to kind of sit and when I was in the board I don't remember very many meetings there wasn't something at my place to review when we came in for the meeting because as soon as they send you the board packet things change and so there's so just to be able to get there and the
other thing is meet your community if they're coming in go up and talk to them thank them for coming you might be able to help them they don't may not want to go before the board they just don't know where to go and sometimes you can say hey you know
Mr Bill you know the high school principal can you talk to Mrs Smith over here she's got a problem not sure where to go get them together she doesn't have to go to public comment she doesn't have to hear her family's issues she's just looking for help or she's looking for help and so those are the way you want
to do the you when you're looking at protocols it's how do we work together to govern the district when we said we're going to be respectful what does that mean right when I say you need to be respectful of each other what does that
look like to you what is respect listening listening communicating communicating Y what else 70 to 80% of communication is nonverbal so respecting somebody is oh
there goes Scott again you know you didn't say anything but every everybody knows where you're going you know that's the respect thing it's like you can't you know just because it's somebody I'm not happy with or I don't like their position the nonverbal
can't overwhelm the whole discussion and so just be cogntive of your of your nonverbals how you sit you know you sittings forward so when public comment time is that's exactly how you should be sitting forward like you're engaged with
that person put your pens down listen to that Community member if you need more information you go to the superintendent after the meeting and ask for that information you don't need the right chapter and verse when they're done and the board president is thanking them you can write a couple of notes to yourself
Mrs Mill talked about this but as soon as we start writing we put our head down we just torque the pressure up because now they're like you're not looking at me Nate you're not listening to me I only see your head and you know it's not the right way we should be will sit up
strong you know don't be like yeah okay whatever this you know your clothed off those are clear messages and we may not even know we're doing it and so sometimes you have to help each other
out you videotape the meetings go back and watch yourself at a meeting and just see if you can pick up your night RS so your C think of I can't do that you know I that's too easy for them to know what I'm thinking because it's just the way it is I mean
that's human nature and so we just we got to be cognizant of it but that's where protocols come in is how we respect each other what does respect mean don't just say we respect each other toine respect as a team what do we
expect of each other that's what protocols are about it's about how we get stuff done meeting agendas or how we act at the meeting how do we listen to the community you might have protocol protocols and board procedures are
interchangeable so you can have board procedures that talks about it or you can have protocols they're both either one's going to work to to make this happen and that's what we're trying to get you to think about but then you got Norms which is creating a positive
culture and how we treat each other this is the expect this is the norm this is the minimum daily requirement of being our Bo me right that's what we're trying to get you so we will treat each other with respect it's not a we should be
respectful it's a pretty powerful message when we say we will do this we will be presentent all meetings both physically and mentally that's a tough line but we signed out for it so we got
to do those kind of things uh we will listen to learn refine from refrain from side conversations and if you hear those going on and it's distracting to you say Madam president can we get the side of discussions um quite a down it could be out here it could be at the board table
it could be at administrators but it's your meeting they shouldn't be if they want to they can go out in the hallway and talk you know or if it's board members they can ask for a recess but there shouldn't be all these conversations because if you have your conversation you ain't listening to everybody
else because you're paying attention to your own side conversation um we will use our time wisely starting and ending our meetings on time I'm a huge one if it's say 6:00 I start at 6 o' you ain't here we'll mark you as absent till you come in if
we have a quum we keep going if we don't have a quum we table it till we get a quum but we should be here and if you know you're going to be 10 15 minutes late you need to text B or call B and let her know so she can expect you Neco is he coming tonight or I thought he was
calling you know especially when you get down you only at 3 and you need that fourth one to have a meeting you don't get that fourth one you don't have quum you don't have a meeting we go home and so that's one of the things um address challenges uh
ideas not people attack the problem not the person it doesn't matter who the messenger is could be a Community member it could be a staff member could be one of us doesn't matter who brings it attack the problem what are they bring to a
what do we got to do to make it better attack the problem um we will ask questions when in doubt now there's no bad question folks but there's some really bad times to ask those questions and at the board table when no one's ready for them and you
start finding questions is not a good time if you have some thoughts or questions that you might think you're going to ask just shootting to the board Pro superintendent say Hey you know I got that speaker or not this is going to my question I talked to B this this
morning just to get a flavor of what's going on not for her to dictate what's happening but just get a flavor well same kind of thing she can give me an up an idea where crap BS might be or things that I need to make sure we hit for you guys cuz they're um timely well the same
thing if you see something you know there's an agenda item that you're going to ask questions let them know ahead of time so they can let their staff member know you still your question you're at the board table and go you know hey Mr moral can you tell me how many kids were in that class how many signed up sure
4:00 this afternoon we had 32 because they used to come to me all the time and say we have 200 we need 200 books and my first question is how many kids register and they'll say 28 and they go so each kid's getting five textbooks I mean why do we need 200
books so they got used to that was the question so they made sure it was in their presentation so you can said Point BL told 4:00 you go to the principal and you find out what the current most current student Talent is for your that class you bring to the board approval because you come to us and say there's
10 probably not going to be get to approve we can't afford but those are things you can ask superintendent B may say it's a great question to the meeting you know but ask them ahead of time make sure they're kind of you know you may not get the answer ah of time but you
may plan to see there's nothing more like your business manager coming up and you ask a question and they go I think it was this but I have to check and let you know but they've already put it out this is what they think it is and that's what community saw or video saw but they
don't see the memo coming to you tomorrow saying well it was actually this and so that's why we don't want to ask questions that they're not prepared for we want to ask questions if they're they know they're coming or through the superintendent board president so we get
our information but we're not embarrassing because again you do that and it'll be in the teacher L tomorrow morning you should see what they did in the business they just raped her over the C asked her so many questions and were just you know like all over her
case and it's like you didn't mean it that way but that's how the perception was and that's reality for people so just be understanding that these are the kind of things um we will interpret silence is an agreement if you don't say anything that means
you're in the you're agreeing with it you have responsibility to stand up and speak if you don't speak then we're going to take it as a you're in agreement to what the motion is and that's fine if you don't feel like you need to speak no problem but if you have
a count countering idea or opinion then you have to speak on you have to share whether you're a lone person or have a group of people you need to speak out and the last one is no surprise Rises don't ask questions people aren't ready
for don't start firing you know questions to each other or hey I heard this happen why did this Happ you know like you know more than somebody else again you're looking for leadership and leaders don't hang their people out they
embrace them they support them now you might go to superintendent after said hey I didn't hearing this can you let us as a board know is this true or but we're not going to do with the board table okay that's the no surprise Rule and the superintendent shouldn't be
bringing surprises to you and you shouldn't be bringing them to the superintendent or each other because as soon as you do that the walls go up we start getting mad at each other and I'm not going to listen to you anymore monra because you're going to just hit me with something over the Hat again you know I
kind of look at it as whacka all in the fair game M sticks his head up and thump them well that's what we do that's what the surprises do we just some people over the head well when people get smart they stop popping up they will stop doing the specials or the
extracurricular and they say they'll stay in their classroom to teach and there'll be whale of teachers but the other things because they're not sure where you ever coming from and so that's the surprise rule we are passionate about no surprises if you're not sure
it's a good question ask b or ask you know Deb has been here a couple years now and if you're really not sure you got my car now calls me or email me and say hey I'm struggling with this you know can you kind of give me some ideas or that's what we're here for I'm happy
to to I mean like I said B called me today and we talk you know I'm at work um if I can't talk leave a message I'll call you right back usually means I'm in some meeting um and that's fine but I'm happy to talk to you guys if it's not time sensitive emailing just put Hazel
Park Scrolls in the subject Glide and I'll get it right back to you as quick as I can to say hey have you thought about this this and this I won't tell you what to do but I'm going to push you to think about some things and have you thought about this and you might go oh okay that makes more sense and kind of
thing but there's people out there that are ready to help you because that's what we do we're passionate about all the things we've done as board members over the years and so um that's what we're trying to look at okay questions
thoughts comments I got one more sheet for you to look at called protocols to consider and you can again you can move it's a handout I gave to you it's a handout not the [Applause]
presentation again you can you can interchange procedures board operating procedures for protocols but do you have something written down for welcoming new members to the board for orientated did you have some formal
orientation as a new board member was it effective if it wasn't then you need to go back and speak on it and say hey I really should have got I really needed this instead of this you're the ones that just went through it you're the best ones to critique it say we did a
good job or we did but it should be written out what things are going to happen who's responsible for because again if we don't write it down chances are it's not going to happen and it won't happen fality um again orientation to candidates
candidates in October when the ballots are done September October when the ballots are you know the last people in now have a meeting with the candidates talk about the culture of the school board what's the job of the school board
because they may not a bet board meetings they Mayan not no they just think hey it's a great job let's go do that share what it's about share that it's more than you know we all get sell the B sold the bill of goods it's one meeting a month right they don't tell you all the other things you got to do
and so we we be honest with them the biggest message to tell candidates is you need to have three friends so what am I trying to get you to think about takes four people to pass up you need three fanss to get it done don't go out trash the board and expect to come
in here and have have everybody s k byad and back you for everything you want so again you're setting the tone to say Hey you may disagree with us but don't be disagreeable don't be punitive don't be personal attacks attack the is that's
great but you're going to come on here and you're going to destroy the truck before you even get to the table and I did call some superintendent and board presidents November 7th whatever the elections over so and so got on I need you out here last year I did workshops
on the 2nd and 3rd of January CU they knew right away what these people were coming in and we needed to get them everybody on the same page before it got off kilter because you know it can change boards change quickly and and
that can change the culture of the board and so and that's fine sometimes culture needs to get kicked in the butt but we need to do it a professional responsible so having that candidates orientation we usually give them copy of the uh um
state laws on campaigning on school property so they know the rules is we should we know them but we give them there's there's a uh election pamphlet MB puts out it's like two bucks and I'm a big one buy one for every candidate
including incumbent so it tells you the things you got to get done and making your Campaign Committee and all those things because we're not the advisers you can't be advising them because they may be part of it or they may you might back somebody loud and clear and they
don't make it the other person's bad because you didn't back down so you have to be thoughtful of what you do but giving them more tools up front Nate you're new would that have helped you to have some of that stuff oh absolutely like I you know like this sheet here the
role of the superintendent versus the role of the Board of Education you know you don't know what you don't know exactly and I'm learning that through all these classes and everything so there's open meetings acts there's you
know sometimes you're sitting there listening to the public speak and people have a perception of what your role is and it's not always the case right so it's not my role to hire the coach or to
you know do this and people have these perceptions and you're just sitting there knowing your role and not able to really speak you know and exactly but you know when candidates run they talk about well we want transparency we want
transparency but I've learned here in this role that there's a lot that you can't be transparent about so it's that is something that I think would be valuable to people that are deciding whether to run or if they are running but doing it as candidates so we show them we're going to trust you we're
giving you some of the inside base right up front we're going to tell you some of that stuff so you know I've had candidates go you know what that's not what I thought it was and it's okay they just don't campaign and you know they're they're not running anymore somebody
pushed them to do it oh it's easy and you you know you can go and change the football Cod then they start talking to board members and Community realizing that um that's not how it works and so the more you can have communication ahead of the election it starts to build
that trust and I'm a big one to have a board officer and the superintendent lead that discussion so they get to know it and both of them get to meet the candidates and it's public meeting so all the board members I again I use fing
and I've done their last three years um and it's open meeting there be 30 or 40 people there partly just to learn about what the board's role is some are candidates or potential candidates in the future just trying to scope it out but it was an easy dialog mix the board current board members with the community
members get some cookies and milk and you know just talk for a half an hour 45 minutes about you know and again it's not necessarily you doing it it's somebody like me who's been doing it forever so you they don't come across or you're just trying to stifle me already
I can you just try to put your thumb on me you know and when we come in can do it it's got a little more um backing to so you know that's one of the big ones is is uh cidet communication superintendent the board president
president the board do you have procedures if you get an email from a Community member what do you do right now if I have a question on it I'll either reach out to Bev or the superintendent or both or I'll refer it
to them I don't I'm I feel like I'm snake bit like I hesitate to reply to anybody whether that's right or wrong I don't know but Bub's our spokesperson there's the key but when you have written
Protocols of written procedures you have it okay Community member addesses comes sends an email to the board sends to the super board to board you have all those scenarios like it shows here you know and that one of those is it's you know
the easiest way is you send it you forward it to Beth and she sends an email out responsible on behalf of the whole board I'm including superintendent on this the superintendent will be in contact to follow up and have the discussion with you but that way seven people aren't
responding and they get two responses and that's seven now they're mad because the other five didn't bother that can or we may say something totally different than the other person and so it's easier to have our spokesperson speak on her behalf just
she's got to make it clear this is the only letter you're going to get from the board and behalf of the board this is it and it's not our you know it's not in our lane it's a superintendent and that's why I've copied them and they will be and you'll be able to close the loop with them but don't assume every
board member got that email all you have to do is period in the wrong spot it looks like it CU your eyes will look at that email and swear it's right but it bounces back happens all the time what's happened with the last
three or four emails we have a board member group and so the parents on the website see that it's a board member group and that's where they send it and then usually the superintendent will respond thank goodness and she'll take care of the situation usually but you want to that's
why you have procedures SOA so we're consistent in our message yeah you know it's like public comment time do we respond to questions of public comment why not we're supposed to be transparent I'm asking you a question why do why don't you answer my question
public comment time what are you going to tell me I'm asking you why aren't you responding to me in public comment time it doesn't follow our board procedures or our board policy our procedure is superintendent
will contact superintendent of design will contact you by the close of the next business day to start a discussion 85 to 90% of what comes before you in public comment is management issues who's the lead manager for us
superent that's why we don't Embrace plus there's always the story of two sides of every story truth in the middle and so we don't always get the full story and we don't get it from we don't have anything from the district yet we're getting it from the Community member but we don't know but soon as we
jump in and say you're right we got a problem because we don't know who and it might be a situation where you have a staff member under investigation and you say something simply yeah I agree with you we shouldn't do that and then you find out the next day you messed up because now
they're going to use you as SP for that investigation that teachers go you unfair board members already speaking about it don't haven't had any hearing haven't talked to anybody and that's where we get in trouble so that's why we don't talk at kind of time that's why we
keep reiterating as board president this is your opportunity to address the board we will not be responding superintendent or desn't need respond before at the end of the next day to start discussion all we need to know from the superintendent is did that call
happen not what the outcome was yes I talked to Miss Migel C she's got a meeting on Friday okay good because if Community M comes well what happened superintendent talk to her and they're working on the situation that's it cuz again you got that nasty alphabet soup
of HIPPA and fura and perah and all that stuff that as soon as we say something we can put putting ourselves in In Harm's Way so again that's the kind of stuff you want to talk about in board procedures um how do you put something on an
agenda right now how do I have something I want to put on the agenda how would I get it done as a board member you should contact the president okay and or superintendent or both you should ACC said both and we have a spot on our agenda at the end of the main meeting uh
if there's additional agenda items that need would like you like to see next month future bu future but I'm the board president think I don't like it so the next agenda comes out oh dang I forgot that thing for him again and
next thing you know it's two or three meetings down the road and now it's no longer timely because they played the game out because of it or they don't like you at all and they don't even take it an advisement there just like no it's not happening and it's like wait a minute one person shouldn't have all the power it should be a board decision and
so that's where your protocols coming in a lot of boards now do if I get to other people to agree that we need to discuss it not agree to it may all three emails to the board president say hey we're you know individually hey I agree that we
should discuss this now it's got some it's the procedure for lot of boards has got to be on one of the next two board meetings that it can't be run out but it's the board running the board and not one person and sometimes you know the
biggest decision you make is who sits in that middle chair you're good here but I've seen some boards where that person in Middle thinks they're just got and whatever they say goes and the rest of you just sit there and be quiet and that's not how it's supposed to be you
should be able to put stuff on the agenda ahead of time so you're prepared prepared those kind of things so that's what we're trying to get you to think about those kind of protocols and board procedures uh addressing conflict know board
members is always an interesting one right who has to get in between a conflict with two board members who do you need to go to if you got two you're fighting with somebody who you go to to be the middle person
could you go to the board president y well some boards will say well we go to the superintendent uhuh they work for us last thing you want to do is put them In Harm's Way by having two board members squading and them trying to be the referee what if your conflict is with the board president then you take the
next officer in line unless it's the two you know secretary V our president vice president but it should be president vice president secretary treasur so whoever if it's one of them the next person is in line if it was your vice president
and Bs not available then your secretary would be the next officer because we picked them to be our leaders so it's one these are one of the not fun things we have to deal with as boards and sometimes it takes somebody like me or or one of our team to come in and sit
down with the group like tonight I've gone in an hour before and met with those two c board members quietly and let them hash it out with the neutral party and try to come to some group agreement that how do we move on you
know there's ways to do that stuff but again you can't bring it to the board table because the community will pick it up um how do you handle comp complaints from your staff direct them to the
superintendent direct them where superintendent okay if the complaint is from the community where do you go would did you still direct him to the superintendent lowest common denominator if they're talking about a teacher send
them back to the teacher if they're talking about a principal send them back to that principal they should not be going straight to the superintendent and it definitely doesn't come straight to us I use McDonald's again you go in you ask for a Hamer no catch up you get out
you walk out sit down and got catch up who do we ask for who's the first person you ask for the person that waited on you well you'd be lucky most people don't who they want to see the manager they want to see the boss so they can get their pound of Flesh it's no
different what we need to do is Empower our staff it should not be coming back to us in the C in the CBA 101 they had a chain of command that like places have and they
carry certain board members carry y that that's what the where you ref ref to just like you're saying like yep exactly and we're not in the chain of command it's a management tool so if you talk to this person who's next person talk to this person who's the next person you
know everybody's got somebody that reports to the next you report somebody above you all the way up to the superintendent we shouldn't be involved in any of that stuff but you got to be careful because we don't want to get into it again the alphabit soon parent comes to you says hey I need help I not
getting anywhere that's can you come with me nope when you're using train of command the first thing you got to do is set the expectation in the discussion I'm going to listen to you you're a Community member stakeholder I want to listen to
you but I can't fix it I can show you where to go to start the process but I can't fix you set it up front versus at the end when you have they go through this whole Spiel you go can't do anything you've just fired up the troops
because now they're all looking for you know yeah so you're right train of command is phenomenal we've got some districts now who are putting money their business cards um o West Side state has a trifold business card and when you open it has the whole chain of command on the back
side it has their vision mission and then the third panel is their contact information so when somebody stops him and says hey they can hand them their business card and say Here's who you need to go talk to it elimin especially the new board members you really need to know that use
it because they're going to pick on you while you're new they think you don't know anything and so they're going to come to you and see if they can get you you know you got to help us my kids struggling it's like well can't do it because I'm here for all the kids and
again if you're involved at the first level you can't be at the last level and so you're taining yourself don't give up your vote so again you want procedures in place again and you want to do them when things are fine when you're talking and doing things so it doesn't come
across like you're just trying to shut me up they're you're just doing this to get me it's consensus I can live with it but it's an ongoing process it never ends for procedures because every time something jumps off you go oh that didn't work we need to fix it or we
didn't have a procedure for it let's look at it kind of thing and so that's what procedures or protocols were all about but you can see some here if you went down there list give me a couple that you think should that you would like to see worked on right
away one two I have a big one for rules and responsibilities I feel like a lot of them get overstepped like our role is to be a board not to micromanage not to nitpick not to do all
these things and I feel like especially in the last month that's been happening um certain people are going through things that maybe they shouldn't or talking to community members as opposed to going to the principal and trying to handle things
like how do we stop that well that goes back to the board procedure and consensus and having that discussion in a session like this hey that's not our role guys we shouldn't be in talking to principal you can get an unfair Labor practice hit on you because they're not
our employee they're the superintendents they don't work directly for us if you're going in there and trying to put a pressure on them to make a change it's not going to work well even if it's your own kid got to be smart about it you can't just go in and I'm a board member do it you have to think about how we
address things and that's a that's what more procedures but having the discussion you have to talk about what does this mean for us as a group and come to an agreement what does this look like we all agree this is how we're going to handle communication inin the community or how we're going to address
the role where we think we're getting out of our I think you know the board has to control the board but having a written procedure helps a lot because now we've all agreed to an expectation and we can hold each other accountable for it there's no other there's no you
can censor somebody has no you can't kick them off the board I've seen them take their officers position away okay I see one one board took their committee assignments away I'm going if that's all it took for me to have three nights off okay I'll get
in trouble and you can take all my committees away from me it's like no you should be put on every committee and go to Every meeting as part coming off of them and so having those WR procedures in our understanding as a group and sometimes it's am I
understanding you Monaco that we're having that I shouldn't go talk to the building principal at this but I should be going to superintendent sometimes you have to rephrase it so they understand everybody yep that's what we're agreeing and then you write it and document it
and that's the key is it's a written document so it's not going so we're adding things but rolls is a big one and again you have so many new board members um this is one of the that's one this session is you'd see a lot of 101 stuff
some basic stuff again the you don't know what you don't know and that's what we're trying to do this kind of Workshop is just give you some foundation and hopefully wet your with something to want to dig a Little Deeper or do another Workshop or a retreat that you
can get into those things at a deeper level and that's what we're trying to get you to think about that help not the answer you want it I'm not sure okay that's all right any other ones jump out at you that you
think you should be working on uh me personally I need to work on sing my questions in advance sometimes I do sometimes I don't okay so six and I ask a lot of questions anybody else have a
number a one that they think they should be we should be looking at I think I I need to go back and look at our read our protocols again and compare them to this and see what I would like included in that why we give you a nice tool like
this so you can you don't you don't have to start with a white piece of paper that's the nice part about it you know here's the road map all right there's a lot of things you got to be talking about what you do is you prioritize if you're in a session B you say okay let's
talk about three of these so let give me your top three and just score them real quick and whatever T three are those ones we're going to talk about tonight and let's come up consensus let's document it agree to it and then we can move on and you do a little bit you know
each quarter you do a few you know I'm a big one for quarterly sessions like this 60 to 90 minutes come in we get our work done we get out small agenda so in this case you could look four or five of these and have a nice discussion about them and work collaboratively to come up
with what our expectations or how we process this you know how do we make sure all the board members understand their roles you know and how do we make sure the staff know our rules because they think you have power that's just off charts they think you can fire them
any time or give them a raise or it's like no we don't have any Authority so okay would any other ones jump out into are you guys doing a self aail B yep good good highly encourage self
Avail you're evaluating team not individuals you're only as good is your team so when you're scoring those you're looking at okay what's the team doing and so if you have one person just you got to be logical about it and you know
you don't want one person to control everything but at the same time we can't just put them in the outpout they one to S so um it's really about the discussion it's not about the scores you put on it it's about the discussion of it and know in hand out
there that's what our scoring looks like that we put on and that we Supply you if you use our tool online it's free you just go in and put what district you're in you fill all the questions out when all seven are done we create this report
and send it to the district and you have that as date of to start your discussions and you can look at like you can see the one on the right with all the Reds and oranges those are the ones you want to start talking about it's like okay where do we miss the Mark or one that are stretched across you have a
a burgundy and a dark green it's like no one knows what we're thinking what what we're expecting them this so we all just kind of scor it and that forces you to have those discussions again it's not me saying you did this it's this is what we all said as a growth this is data
doesn't matter who put it up there this is our data now let's talk about and that's what makes it because we're supposed to be using data we want expect our staff use data here's our data but it's done in a us away we don't even ask your name it's literally you put your
District name in so if you call be calls me and says hey how many you got I said six who's not there you can have to ask your people cuz we don't record it we want it totally Anonymous for you to go in and put it put your stuff in there we
don't know who's filled them out we just know six five whatever it is so but it's a good tool something should be doing each year just get a road map where you're at what do you need to be working on what things didn't we work
on okay any other ones jump out at you I guess we need to address conflict about board members based on the discussion today well and I wouldn't try to address the conflict right away I would address how we're going to deal with conflict
going forward what's our procedure how do we do this so everybody can agree on the process versus trying to go in and fix the problem right away let's set up what are we going to do how's this work you know we get the two together with the neutral party whatever that's going
to be for you guys and then we can attack the problem but you got to have some procedures so it doesn't come across like you're trying to shut one person over the other okay so again one other job for you today is go back in this next couple of
weeks and look and see if there's any of these look at your current board operating procedures see if these kind of match up and are you comfortable with there if you're not then start making a note so that you can start talking about them as a group because again new board members weren't involved in the
consensus you weren't involved when later's procedures were created so we need to make sure you are to speed and you agree to it cu the only way it's going to work is if you agree to it if I have to agree to somebody else's work probably not going to happen you
guys decided I wasn't I wasn't part of we want everybody to have that say so you should be you know going back through and everybody checking see if there's anything that sticks out and you may have a issue and you talk about those you don't have to go through the whole manual just pick those ones that
need to be looked at or these protocols that aren't even in there you know you could go through and check all these off that you have in there and see what you have left and is it good or is it bad or do you agree with it or don't agree with okay it's a little bit of
homework again my job is to give you LS give you the help um last page in the PowerPoint is my information by all means you know we joke I'm not an attorney so I don't charge you it's a
free call just call me U if if you don't know you can call our legal department ATP anytime talk to Brad and Jord um that's a free call they they'll help you now they're not your legal counsel so
they're not necessarily giving you a legal standing he's going to tell you what the law is and how they interpret that law if you want a legal opinion you got to go to your school attorneys but then you're going a pack so always a good place to start is with Brad and his
team before you start trying to go further he might give you some information you oh okay that makes sense thank you you know you need cite chapter verse staff can you can use it too Jam uh you can call Superintendent can call it's there that's part of your dues is
being members as you get that service in service right what questions comments thoughts anything we didn't cover that you wanted to talk tonight I think you've been very helpful I'm glad that you were able to come yeah
thank you and I'm sure you'll be hearing from me they I'll have your number now thank you Scott that's good thank you guys for the opportunity look forward to talking to you all again anytime two
hours off hour and a half okay we're up to public comments and I not seeing anybody coming to the podium so um over comments comments move to just thank
you to yeah thanks thank you guys e