evening, we will move on. Um, evening, we will move on um to our first item. Which is 3.01 approval of the June. Which is 3.01 approval of the June 17th, 2025 draft minutes. Um, as a point of privilege, I'd like to acknowledge that. Um as a point of privilege, I'd like to acknowledge that. I inadvertently made a mistake when reviewing the meeting. minutes this summer and would like to propose an amendment at this time. at this time. I move that the following language be. I move that the following language be added to section 6, new business. Strike non. strike 9 and replace it with Miss Donna, who proposed bringing Pollock bringing policy, 2520 participation by the public. as new business. Second, thank you. Um,
Second, thank you. Um, I wasn't here so I'm like it's I listen second. Yeah, thanks. Um, I listen second. Yeah, thanks. Um, the amendment has been properly moved and second properly moved and seconded. It was made by me and seconded by by Miss chernoff. Um, all those in favor, please say, I by Miss chernoff. Um, all those in favor, please say, I I, I I I'm seeing none opposed I I I'm seeing none opposed, um, and with Miss, and with Miss Donna, Hugh absent for the vote, uh, the motion passes motion passes um, that said, That said as chair, the order of business is solely at my discretion. discretion and even though I hope to put it on the agenda. This month, I did not this month I did not find it feasible for several several factors. factors. Uh we are hearing reports tonight that are
typically scheduled for typically scheduled for August. Uh, we did not have a full some some preliminary discussion about the audit plan at our last, In June and um, we are unfortunately. in June and um we are unfortunately always constrained to 1 hour due to some scheduling to 1 hour due to some scheduling conflicts. Um, this remains an important issue. important issue and will appear on the agenda at a future meeting. Um, next we will move on to our action. Um next we will move on to our action item 4.01. The office of the audit. office of the auditor General's, draft, fiscal year, 26 AUD audit plan. The purpose of the audit plan is to improve. transparency of the internal audit function and keep the audit committee and others or the legis.
and policy committee. And other. And other uh invested parties informed about audit management. management. um, the draft audit plan has Um, the draft audit plan has identified potential. Audits, Mr. Ahmad Woods. Our Mr. Ahmad Woods, our auditor general will be presented Mr. Woods the floor, Woods, the floor is yours. Miss Chandler point of order do. Miss Chandler point of order. Do we also need to approve the amended minutes. Yes, thank you so much for that clarification. Yes, thank you so much for that. Clarification in that case, please hold. Uh, we case. Please hold. Uh, we will go back. Um, would you like to make a motion? to make a motion? I would, I move that the minutes from to make a motion? I would, I move that the minutes from the June 17th, 2025 meeting.
June 17th 2025 meeting as amended be approved. Thank you. Miss chernoff. miss chernoff. The uh I second the motion, so the motion. has been properly made and by Miss shernoff and Miss Chandler. All those in favor, please say I Miss Chandler. All those in favor. Please say I I, I I um, seeing um, seeing none opposed the motion passes to with um, seeing none opposed the motion passes to with, um, miss chernoff and miss Chandler in support and miss chernoff and miss Chandler in support and Miss Donahue absent for the vote. That said now we will go back. That said now we will go back. Uh Mr. Woods uh the floor is yours. uh, Uh, thank you, madam chair. Uh, today I'm presenting the Uh, thank you, madam chair. Uh, today, I'm presenting the audit Universe. There are 15 audit Universe. There are 15, uh, potential audits that are
potential audits that are up for approval. Uh, I am suggesting that the suggesting that the committee approved 5 but also I'm uh recommending that they do not consider. also, uh, recommending that they do not consider, uh, number 9 compliance with idea. compliance with idea and Equity, as I believe there is currently there is currently an external review of our, uh, education. Uh, Programs. And so, number 9, I am not suggest. Programs. And so, number 9, I am not suggesting that we consider all other. consider all other. Um, potential audits are at the discretion of the committee and I'm here to answer questions if you have any. Oh, and I'm also questions if you have any. Oh, and I'm also, uh, suggesting that we approve. Uh, no more than 5,
Thank you. Thank you, Mr. Woods Thank you, Mr. Woods um, I Found this list. Found this list just to start um, to be very engaging. and Would be happy to. Would be happy to see almost every audit considered. Would be happy to see almost every audit considered. Um, that said, I That said, I find that I am interested in. That said, I find that I am interested in supporting. Um, Let's say I sort of started with 3 health safety. response evaluation. Um response evaluation um, hiring and onboarding process. If um Efficiency and uh, facilities equity. Efficiency and, uh, facilities equity and infrastructure maintenance. Um, I know that is maintenance. Um, I know that is an issue that's near and
dear to my constituency and dear to my constituency and, um, I would be happy. Um, To have some reflection on that issue. Um, that said, uh, I'll be interested. um, that said uh, I'll be interested in hearing um, from our our committee members today. um, um, M. Sure enough. Sure. Thank you. M. Sure enough, sure, thank you. Uh, Miss Chandler. I um agree with with you on the facilities in infrastructure. I think that that is that is really important and you know, we definitely these conversations throughout the budget process. know we all hear from our different schools and, and bring those those kinds of onesie 2z requests back and forth. So to
have a more have a more wholesome picture of of what that looks like. I think I definitely think I definitely support that um, things that are of interest to me. interest to me, uh, number 1, I think government governance and risk management. and risk management is of interest to me, just given being on the on the board for 18 months and, you know, kind of now truly understanding how all those processes work seeing an audit. there and knowing that we could kind of maybe shift, some of those things might be. those things might be helpful. Uh additionally I did you say say Staffing and retention Miss Chandler or did you say on boarding? Okay. Um, I feel like Okay. Um I feel like uh on boarding was also 1 of my top 5 but but I Staffing and retention is higher than that for me.
just in terms of looking at the numbers. just in terms of looking at the numbers, I know we are seeing some positive Trends. I, I talked seeing some positive Trends. I, I talked to Miss Bolan this week about where we were last year versus we're seeing some positive trends that I want to make sure that that we're evaluating what those programs are and what is producing those producing those outcomes for us. Um so those are really the ones. the ones that are at the top of my list. If I were to add another another like extra in there, would be professional Learning and Development. and Development. I know that department is seeing some new leadership. leadership and some revamp and they're really focusing on teach. teacher voice and more more. teacher voice and more more teacher voice in the professional learning process, much Guided by
professional learning process, much Guided by the um, instructional framework. So, I think that instructional framework. So, I think that that would be timely as we sort of align, all of our practices. timely as we sort of, align, all of our practices to that framework. I would love to see, um, some of framework. I would love to see, um, some of that but I agree with Miss Chandler. I think this is a really full wholesome list. I think it's a great list for us to jump off from, and Use. But that is my 2 cents. use, but that is my 2 cents or 10 cents for that matter. Can I make a comment? Um, Can I make a comment? Um, just um, for the committee. Can I make a comment? Um, just um, for the committee's FY. Anytime we want to revisit Anytime we want to revisit the Audi universe or add additional audits throughout the additional audits throughout the year, or anytime the committee sees fit, we can do. So committee sees fit, we can do. So and so, just because we
approve, uh, approve uh, certain audits today doesn't mean the audit plan is static. An updated at any time, uh, at a later date. Thank you for that clarification. Thank you for that clarification. And, and then, just for since today, we since today, we, um, at least for now appear to be a committee of committee of 2. Um could you please help me remember the process was last year and what the next? the process was last year and what the next steps would be? Uh yes. So Uh, yes. So because there's been a recess since the last time. Uh, time. Uh, we performed or we, we reviewed the list. um, which didn't occur last. which didn't occur last, uh, last go around. So we
presented the presented the list in may, we approved it in June so consecutive uh committee consecutive uh committee meetings, we looked at the plan uh here we had here we had a a recess of about 6 or 7 weeks. here we had a a recess of about 6 or 7 weeks and so if the committee feels more comfortable, the committee feels more comfortable, uh, Pushing the? pushing the vote back to the next committee meeting only because we because we currently do have audits that we are performing. And if you would like, And if you would like to have all committee members here, that is that is okay. Because again, the plan is A living document. and as long, and as long as we have work and approved audits, we have
things we things we can do now until the committee feels comfortable. things we can do now until the committee feels comfortable, approving a uh sufficient audit plan. approving a uh sufficient audit plan but I'm also okay, with The approving it. The approving it today. and there are at least 2 audits, that are And there are at least 2 audits that are still on the schedule for this year that are likely to be carried. to 26. Uh yes. They were were currently performing to 26. Uh, yes, they were were currently performing 3 now and 2 other ones are uh, and 2 other ones are uh, In the preliminary, okay? In the preliminary. Okay, um, Miss chernoff, would you like to talk about prioritizing and then to talk about prioritizing and then I I wouldn't mind if I just could take a second I just could take a second to make sure I captured the ones that you acknowledged. So you said, that you acknowledged. So you said governance and risk management, Staffing and retention.
management, Staffing and retention. Facil. Facil the facilities, right? That's 2. Okay. That's the 1. I was hoping to hear about, thank you. That's the 1. I was hoping to hear about. Thank you, professional Learning and Development. Okay, so Okay. So, um Do you have? Do you have any perspective on holding off? I mean, Do you have any perspective on holding off? I mean I will yield to your discretion. I would be yield to your discretion, I would be willing to meet you halfway in terms of the health. halfway in terms of the health safety and crisis. Preparedness 1 As well as the facilities and infrastructure. As well as the facilities and infrastructure because we both agreed on that. So I don't know if you would like both agreed on that. So I don't know if you would like, maybe want to For sure. I think facilities and infrastructure since both of us feel
of us feel comfortable with that and then I I would be interested in the interested in the health safety crisis as well. So I could meet you halfway on that. meet you halfway on that if maybe the third 1 could be Staffing and retention instead of Staffing and retention instead of hiring an onboarding. I think I could do that wondering if Could go together. I, I mean, I that's a lot but I know, I wondering if we're attention and Staffing part of the issue is the hiring and onboarding process. So wondering if that's maybe like okay tuck it in. But anyway, that was that was kind of what I was thinking but I'm also willing to wait till Miss D and he was here. to wait till Miss D and he was here if you feel like that is what's best for the committee, um, is there anyone on staff who um, is there anyone on staff who has a prospective on whether or not it would be possible to whether or not it would be possible to combine those 2?
for which 2 again, I'm For which 2 again. I'm sorry. The, the 2 that are HR related. Yeah, it's number. related. Yeah, it's number 7 and number. Could a component? Could a component of that, be the hiring and onboarding. Sorry. sorry for Staffing, retention and onboarding. we could narrow the scope for the We could narrow the scope for the UN boarding. Um, we have done a um, we have done a form I9 audit, so we would scope that Um, we have done a form I9 audit so we would scope that out of this audit as we feel comfortable with how out of this audit, as we feel comfortable with how far my eyes are processed, which is part of the onboarding process. process, and then we can go into other areas of boarding. And so, uh, we can narrow the scope. boarding. And so, uh, we can narrow the scope on the onboarding process and combine it with
The um, Staffing and retention. The um, Staffing and retention. It was great to me. The 3 mikron rule, I know. The 3 mikron rule, I know. Um, clearly you're not the only 1 um, so, Just 1 more question about. just 1 more question about process. We will vote on it here in we will vote on it here in committee today and then, the list of the audit plan will be list of the audit plan will be presented to the school board, but I don't really board, but I don't really but we it's just presented as an information item. It is information item. It is not Correct. The the final process. Correct. The, the final process will be to present the uh, the approved. the approved audit plan to uh the full board. Whether
working uh, session or as an information. working, uh, session or as an information, it would be essentially an information item only essentially an information item only and we are not necessarily putting them in order of necessarily putting them in order of priority. They're not uh, presented in uh, presented in priority. It is at the discretion of the committee as to priority All right, Mr. Enough, let's talk about how we would prioritize them. I think since we are, I think since we are both in agreements about facilities and because that's so budget driven. and because that's so budget, driven, that would be number 1. I agree. Um, I mean I'm fine either way. I mean I'm fine either way, so if you wanted to go 1 and then the health, then the health 2 and then staff retention 3. I'm
then the health 2 and then staff retention 3. I'm I'm fine with that. Like I said, I think these are ongoing issues that you know as we work through ongoing issues that, you know, as we work through will be prevalent. I would be willing to put the professional Learning and Development. Facing. facing ultimately, um, As. as is health safety and crisis preparedness. And and I mean it mean, it affects it, impacts our students and it also impacts our Educators. And so I could see that as being impacts our Educators. And so I could see that as being a a priority. So, would that be a fourth? Then priority. So would that be a fourth? Then actually, I would suggest having that be number 3. Okay. would suggest having that be number 3. Okay. And then, fourth would be staff retention. You said no more than 5, right?
You said, no more than 5, right? Correct. And again, we can always add more always add more uh at a later date. And not only just approve other. And not only just approve others on this list. Uh, if anything were to arise during the anything were to arise during the uh, school year or throughout the year, uh, we can throughout the year, uh, we can revisit the, uh, the audits that we perform. All right, so the sake of clarity. all right, so the sake of clarity um, our Prioritization. Um, hi organization, um, of the legislative audit and policy committee is committee is the facilities and infrastructure. committee is the facilities and infrastructure. In the first position number 2. in the first position, number 2 would be Health.
Health safety and crisis, preparedness. Number 3, would be professional Learning and Development. Number 3, would be professional Learning and Development, number 4, staff retention. And number 4, staff retention and combining that with the uh, Hiring uh, onboarding process. Hiring. And Hiring and onboarding. And finally, we'll finish. And finally, we'll finish up with at number 5 with governance and risk management. governance and risk management. Um, is there any more? is there any more discussion by the committee? If it's all right, with the chair, I'll make a motion. If it's all right, with the chair, I'll make a motion sure. I move that the I move that the committee adopt the proposed oag draft. 26, audit plan as just stated by Miss.
26 audit plan as just stated by Miss Chandler on the record and send it to the full School Board. As an information, at the next school board meeting in September. Thank you. Miss chernoff, uh, the motion Thank you. Miss chernoff. Uh, the motion was made by Miss shernoff out. Excuse me. Second shernoff out, excuse me, second, and seconded by Miss Chandler. Um, Chandler. Um, all those in favor, please raise your hand and say, I and say, I I, I, um, seeing none, opposed and say, I I I um, seeing none opposed uh the motion passes unanimously with Miss Donahue AB passes unanimously with Miss Donahue, absent, for the vote. Um, with that we will move on to our Um with that we will move on to our discussion items we have 2 tonight. Uh We will begin with item 5.01, the on blood. We will begin with item 5.01, the on Bloods annual report. The ombud's office was created. The ombud's office was created in August of 2022. The
office of the onb. office of the on buds has provided an annual report summarizing the summarizing the data gathered from constituent contacts received during the received during the previous year, uh, Miss Carrie Williams. Our Williams. Our on buds, uh, will be presenting Miss Williams. Williams. The floor is yours. Thank you very much. Thank you very much. I and I will take your direction if you would like for, you would like, for me to run through the report and just provide some highlight provide some highlights. Um, as I will be reporting to the full full board in October, and my slideshow is also full board in October, and my slideshow is also captured as well. And that's what I would be presenting to the board. Yeah, the Yeah, the slideshow is good. We're okay, I've had. All right. So right. So buscher, if you could pull up the slideshow for
me, Perfect. All right, so we can skip through. Um, the first all right, so we can skip through um the first couple of slides and just, you know, making slides and just you know, making sure that we focused on the core. the core values and the Strategic goals. And really I think what? think what most, um, of my visitors really speak to just the time and space to listen. So I think that the trust through trust through listening and that really helps improve the communication communication and the relationships between constituents and, and the and, and the division and my data directly. and and the division and my data directly um bleeds into goal for and the engage goal for and the engaged community. And you'll see that as 1 of the metrics that are reported out in the plan.
The next slide. The next slide. I always highlight the 4 core values and will speak to the confidentiality being 1 of the will speak to the confidentiality being 1 of the core values that, uh, most individuals. values that, uh, most individuals, I think reach out to me separately then. separately, then being able to work with anybody in the school division to help them work. school division, to help them work through a problem to address an issue or concern, but they address an issue or concern. But they like having that confidential space to work through it first confidential space to work through it first and then discuss what options might exist many discuss what options might exist many times they don't know what their options might be and that's why what their options might be and that's why um 1 of the reasons they appreciate the ombuds role. Um reasons, they appreciate the ombuds role um that being that impartial neutral resource and
impartial neutral resource and and having an unbiased view, because I don't have a stake because I don't have a stake in the game, they may have tried to work through it with somebody else individ. and then they're really just looking for somebody to and then they're really just looking for somebody to and they oftentimes say, am I crazy? they oftentimes say am I crazy? Does it sound okay? Like am I am I looking at this appropriately? I am I looking at this appropriately? And they really just like that that neutral voice. Um like that that neutral voice. Um and we're going to speak later on this evening about later on this evening about independence and how my role um is not is not reporting while I Report to and evaluated. Report to and evaluated under the chief of staff. Um, having that Independence having that Independence to work through issues or concerns to elevate them. to elevate them, um, as I see fit or to approach. Um, to elevate them, um, as I see fit or to approach, um, maybe outside of the traditional pattern. Or
outside of the traditional pattern or Pathway to resolve something and think outside of the box, if something and think outside of the box, if needed and informality, uh, many people don't want informality uh many people don't want to go down formal formal Pathways, but they might feel like formal Pathways but they might feel like that's their only option. And so we present all options option and so we present all options and try to address things informally but things informally but also make them a Aware of formal options as needed. so, the high-level data that we'll talk about, so the high-level data that we'll talk about today um, is really looking really looking at July 1 2024. really looking at July 1 2024 to June 30th of 2025 and really looking at July 1 2024 to June 30th of 2025 and I went um I had a 30 29%. went, um I had a 30 29% increase from the year prior to last year. year and that's 476 total contact.
last year and that's 476 total contacts. Um but that actually leads to actually leads to many more meetings or or leads to many more meetings or or connections with those individuals. So even though I had individuals. So even though I had 476 um individuals, out that led to 544. out that led to 544, constituents served and then many additional follow-up meetings because it's usually many additional follow-up meetings because it's usually a preliminary conversation. I might need to meet with individual individuals centrally um provide back information. individuals centrally um provide back information. So 1 contact might be 1 meeting. contact might be 1 meeting. It might be 13 or 14. It all depends on. depends on. Um, the situation at hand. Uh, you'll see. Uh, you'll see an increase year after year of employee
cases. cases and I'll speak to that a little bit towards the end. So So I had a a substantial increase in employees reaching out. out to me uh parent and family contacts remain. out to me, uh, parent and family, contacts, remain, um, pretty steady. Just a small. pretty steady, just a small growth year after year and community members. community, members and students are, are maintaining, um, slight in slight increases, um, 1 less student reached out last year than had, than had done the year prior. Moving on to cases, by voting district. I, um, Moving on to cases by voting district. I um provide that for you just so you can see which which districts reaching out, it would frequency um encourage reaching out. It would frequency, um, encourage, you know, board members to refer individuals to board members to refer individuals. To me, I can't always
follow up with the outcome of that. follow up with the outcome of that based because of the confidentiality. Um, but if confidentiality. Um, but if it's a multi-pronged concern that involves multiple that involves multiple offices, um, and and they don't really know where to really know where to start, you can refer them to me. And we can look at all of the we can look at all of the issues and concerns break them down, and make sure they have the appropriate. down, and make sure they have the appropriate pathways and then breaking down the cases. And then breaking down the cases by level. Um, that's pretty similar to last year as well. pretty similar to last year as well, with Elementary being the biggest piece of the pie. Um, the biggest piece of the pie, um, with the number of schools. And then sometimes I just don't know that. And then sometimes I just don't know that information. They remain completely anonymous. remain completely Anonymous or there's not you know a conversation that leads to conversation that leads to me knowing or they might um, if
their employees support. they might um, if their employees support the whole division. So they wouldn't be in a particular category. division. So they wouldn't be in a particular category. All right. Moving on to All right, moving on to the parent. Family community student cases. cases. Um, most of them are categorized as general concerns. concerns. I do separate out special ed concerns that that I can track if I need an associate on. that I can track if I need an associate ombuds, um, at at more volume than I have Dr. more volume than I have Dr. Bower supporting me what I need to focus on somebody who to focus on somebody who has a special education background. Um, background. Um, in particular actually saw a slight decrease of decrease of special, ed concerns that came in from the prior to last year. And um,
prior to last year and um breaking the primary Concerns General concern. Concerns. General concern categories down staff issues. Were, were the were the highest, um, policies and regulations that tends to to EB and flow depending on what policies are up for review during review during that time, and then beyond the special ed concern. concerns were behavior and discipline that could be discipline outcome. Or it could be concerns about other. students behavior. And how, that's impacting their children in the in the classroom. um, and then academic and um, and then academic and instructional, programming concerns, and I do want to clarify, concerns, and I do want to clarify safety and environment, um, is typically on the um, is typically on the the student side more of, um, physical
physical safety, um, and how they're feeling in the environment. environment versus I did have a question from facilities like oh, is like oh, is this mold? Or is it like environmental factors and that's And that's, that's not typically the, the types of cases would categorize in safety and environment. Um, breaking down the special education. Um, breaking down the Special Education cases, uh, a little bit more because I do present. bit more because I do present that to seac, um, and to our special ed super special ed supervisors. They are, are the highest categories there. And again, we did see a reduction from the the year prior, um, work procedural. um, work procedural questions. Compliance concerns. Um, did have an have an uptick on 504 concerns that came in
have an uptick on 504 concerns that came in um IEP matters were 5 issues with were 5 issues with staff and then 2 around policy. were 5 issues with staff and then 2 around policy and so again I just like to to pull those out. So again I just like to to pull those out so that I can keep a um a closer look at those. um a closer look at those to help determine future staffing needs and needs and the special education. Um, staff really likes to see those numbers broken down. for our employee cases, I For our employee cases. I break them down by location. So I am seeing am seeing more school-based concerns, come in than Central. office concerns. And then again, I have a, a people. I never, I don't get that information. people I never, I don't get that information from them. and as and as the last 2 years report relationships,
relationships tend to be the the relationships tend to be the the trend in the theme, whether it's in supporting our families or whether it's in supporting our families or our staff and employees. Um, and employees. Um, and if you combine the evaluative relationships and the peer, relationships and the peer and colleague relationships, that speaks to that speaks to um increased requests for facilitated discussions and discussions and informal mediations and and conflict. coaching, and I saw an increase in that last coaching. And I saw an increase in that last year and I anticipate more of those requests. anticipate more of those requests as we move forward. When more more people realize like, oh, there's a person in the county who county who that's their role. um, services and
um, services and administrative issues could be a variety of things decisions that of things decisions that were made. That they were uh that the employee was not. the employee was not happy with and wanting to know how they can elevate it. they can elevate it. Escalate it or work through it. Um, compensation and benefits career progression and development. development. And then again, some of the legal regulatory, that might be some policy concerns. Um, and then that might be some policy concerns. Um, and then the safety and physical environment, there might actually, and physical environment, there might actually be more about the spaces and more facilities. about the spaces and more facilities related. on the On the next slide. If you look at the action taken, always going to listen and talk. always going to listen and talk about options. Um, but many
times times I'm providing direct information or referring an individual. individual to the appropriate office. And then, individual to the appropriate office. And then, um, I Elevate concerns. Elevate concerns often. So, it might be because I've seen a trend or trend or a theme around a particular topic, and that would go to an go to an assistant superintendent or a director. Or. Or it might be an individual concern that I would elevate. on behalf of that person, anonymously. on behalf of that person anonymously or on their behalf because they because they've asked for an additional sometimes, they are not feeling. not feeling heard. So if I am sharing the information, not feeling heard. So if I am sharing the information on their behalf or engaging in the conversation,
their behalf or engaging in the conversation, alongside them, sometimes I'd be asked to come into the conversation, them, sometimes I'd be asked to come into the conversation. Um, Either. either as a neutral entity and sometimes either as a neutral entity and sometimes I'm asked to come in to just facilitate the discussion and in to just facilitate the discussion and it's really in a neutral space. I don't have a role other than neutral space. I don't have a role other than to facilitate the agenda or to sit as the agenda or to sit as a third, a new, A Silent Witness or a neutral, third party. um, coaching as well and Um, coaching as well. And as I said, the informal mediations, I do a lot of mediations, I do a lot of pre-conference is you might not come to the table for the discussion. come to the table for the discussion, but there's pre-conference is increased and led to 14.
pre-conference is increased and led to 14. Um, facilitated discussions last year. I'm often able to close out my cases in. I'm often able to close out my cases in a couple of days sometimes that there are more protracted complexity of the case, how many issues. complexity of the case, how many issues were, um, trying to address or how many address or how many staff are involved to get everybody on the same page. So, I've kind of combined my So, I've kind of combined my observations and looking ahead, my my goal. ahead. My my goal is pretty much maintained. The same is continuing to reach out. continuing to reach out, um, to constituent groups. sure people are aware of of my office and sure people are aware of of my office and the services that I provide. If we. If we maintain those open lines of communication, I have
observed. observed and noticed that even in very difficult situations. situations, when the relationship exists, no matter how. complex the situation that it's easier to work. complex the situation that it's easier to work through with the open door approach. Um, the open door approach. Um, you know, clear and consistent lines of communication. lines of communication and even when the outcome isn't what they're looking for. they're looking for, the relationship still ship is still able to move forward. able to move forward. um, I do believe that I Um, I do believe that I see the um well there was a 10%. increase from our families Community Etc, increase from our families, Community Etc, that I continue to see an increase from employ. to see an increase from employees because they really um
prefer that prefer that confidential space to work through their concerns. And I also feel concerns. And I also feel like our schools do a great job working with our student. working with our students and families to get them what they need. And then they need. And then typically, if it's a complex situation or if there's a central, or if there's a central office component to it, and they're not sure who to navigate. not sure who to navigate or who to work with to navigate it. Then they reach out to it, then they reach out to me, but they've almost always had had some type of a an initial attempt at resolving. The issue at the school. And oftentimes those needs are met. um, I want to continue my Um, I want to continue my marketing and my Outreach to constituent groups. constituent groups. I've already been at our, uh, back to
school for school. school for school nutrition. For our transportation staff. I'll be I'll be going to a custodial custodial manager meeting our new teacher Institute. So anytime there is a new teacher Institute. So anytime there is a space or a place for me to at least have a table. place for me to at least have a table or a handout information, please let me know. and, And then I'm also increasing learning opportunities. And then I'm also increasing learning opportunities. Um, and develop the presentation for lead loud and which was well received and then going into, it doesn't have to be a large space. I can go into smaller groups. Um, requests from um Department requests from um, departments and directors, hey, can you work with my team and just do this work with my team and just do this for a smaller group. So anytime there might be a need around professional development.
development, I'm happy to support. and, And so, that's high level and I'll get a little bit more. the weeds at the presentation to the full board. correct the numbers and they they've already been correct the numbers and they they've already been updated. And if you have any questions I'm happy to answer. And if you have any questions, I'm happy to answer at this time. Thank you. Thank you so much Miss Williams. Um, Miss chernoff, would you like to start? you like to start? Thank you, Miss Williams. This is I always look. this presentation. I find this incredibly fascinating. the neutrality of it and and the neutrality of it and and who's accessing it. And you know, particularly appreciate the know particularly appreciate the response of this is special ed and CAC. I mean they really appreci. numbers and kind of knowing what's going on. Something that
continues to stick out to me. And again, this is continues to stick out to me. And again this is maybe just because it's a shared responsibility. because it's a shared responsibility. I think between you and something that we experience which is and something that we experience which is when you talk about the provided that you're providing about the provided that you're providing info in the referral to the appropriate office. I see that that's you know, know, the bulk of what you're doing and really I see know, the bulk of what you're doing. And really I see you sort of as a connector so people can resolve some of those issues, when that's appropriate and we, I don't know. don't want to speak for you miss Chandler, but for me, I feel the same a lot of the feel the same. A lot of the emails I get are not really like it's a school board. school board issue. It's more. I don't know who to go to or who to talk to and I think a lot of that is just a symptom of our
symptom of our largeness. We are a big Division and people have lots of people have lots of varying concerns. We have lots of departments, things are changing. departments, things are changing. Um, so I'm just curious, if you curious, if you find that those are Curious, if you find that, those are easy Loops to close and then once you do that, do those things. And then once you do that, do those things bounce back to you or is that pretty much like the Department's, take it? Because my experience is that once we've connected the people. people in our staff, they pretty much follow up and and resolve it. So just curious your take on that. As you know, we exper we experience it as well. I think it's pretty similar. It's often. I think it's pretty similar. It's oftentimes, it's a, it's a warm handoff. Here's the information. a warm handoff, here's the information sometimes. Um and I get feedback from Central staff. They're like know that they're coming sometimes know they because
I've given them the information and they're my role is empower them to to advocate for empower them to to advocate for themselves and to navigate themselves and give them the tools to do. themselves and give them the tools to do so. So oftentimes, I will, you know, I will you know, provide them the information or connect them with the individual. them with the individual and I don't necessarily know the outcome. outcome. Um, if it doesn't go, well then sometimes they Loop right back to me. And then, you know, it might be. What, what's the next level? What, what's the next level of elevation beyond that or you have have exhausted all of your appeal rights? There is no further elevation further elevation, but then also letting them know. I, I look for look for Trends and themes in my data so that this look for Trends and themes in my data so that this concern, if it is replicating itself,
if it is replicating itself over and over again, then that's when I would go to Dr. that's when I would go to Dr. Bergen or Dr. Spence and say, you know, this is more of a system. say, you know, this is more of a systemic Trend that I'm seeing. Okay. Um, in my data, Okay. Um, in my data even though the the individual outcomes, you know, I share the specifics of it but then I look for share the specifics of it but then I look for those broader themes. Yeah, I appreciate that. themes. Yeah, I appreciate that. And I would hope that that would sort of inform our communication. getting that information out to the public without a navigate. I know we did. navigate. I know we did a lot of work with that with Student Success talks. There was like a nice Student Success talks. There was like a nice flowchart. And, you know, I just, I continue to feel like there's just a lot of people that they know to go to their school level. But if it's bigger, but if it's bigger than that. Um, so I will remember that,
you know, you know, to continue to promote your office because I think it's important. Thank you. Thank you, Mr. Knopf. Thank you, Mr. Enough. Um, I wanted to say um I apprec so much the effort that you put into Outreach. Um, and especially as I hear your reflection on what you done in the back to school process and what departments you're going to. you're going to, I think it really sends the message that you're going to, I think it really sends the message that the, our division cares about our employees, the our division cares about our employees at every level, um, and that you're um, and that you're you were there to to be in neutral party. party. If a situation comes up that, Support is needed. Um, so I just wanted to say that and I
know that know that it's not just for staff, it's obviously for everyone. Um that's affiliated with lcps but I think there's a lot there's a lot of strength in that and I appreciate the work. that you do. Um, I wanted to reflect back. that you do. Um, I wanted to reflect back on something that you said about parents and community. you said about parents and Community, um, related to the safety issue. Would safety issue. Would it be a fair assessment or generalization when it is? generalization when it is completely a generalization? I know we can't have any more details. know we can't have any more details, but to say that it's more instead of being about more instead of being about Safety and Security. or, you know, something that's Or, you know, something that's a school-based or a district level. level, safety issue that it's about safety and
relationship. like that. It might be like that. It might be about how an individual feels about how they are. how they are in the class that they're in or how they're being treated. being treated with a, a member of the class. Whether it be an educator or another student. Whether it be an educator or another student is that fair. So for like they have a, a personal so for like they have a personal safety standpoint and whether that would be, you know, whether that would be, you know, physical or emotional. Yes, some of those are Yes, some of those are because I am being and it's not necessarily necessarily, um, that a stew. Another student. necessarily, um, that a stew. Another student has maybe maybe, um, broken the, you know, maybe, um, broken the, you know, violated the SR and that
there was this is there was this issue. It's that my child is not feeling safe in this. safe in this situation because of and so I didn't link it directly to directly to um, student discipline or behavior. directly to, um, student discipline or behavior. But that the, the concern that was coming to me is really the the concern that was coming to me is really about the safety or how that student was feeling in that class. safety or how that student was feeling in that classroom, or it could be, um, because of some behavior of other students, it Behavior of other students, it wasn't that it was directing impacting them but it was impacting. impacting them but it was impacting their child and how they felt in in the classroom or or within Community. Yeah, that is. That is fascinating. Thank you. for that clarification. Um, that's definitely something that that I'll reflect on. Um I also
I'll reflect on. Um, I also wanted to um, just, Just get a clarification on special education. Um, Just get a clarification on special education. Um, do you have any um, have any um, just Inter, are you? In, are you able yet to articulate a pattern? in, are you able yet to articulate a pattern that could be possible around the possible around the decrease by 20% in special education? Cases. I don't. I don't I don't believe, you know, I don't have any Any specific information as? any specific information as to why decrease I think with additional additional Outreach and and more people knowing additional Outreach and and more people knowing that I exist. Um, you know, I was a little exist. Um, you know, I was a little bit surprised by that
because I I, I because I, I, I appreciate the, the way that we're presenting now. And now in in cak and in leaf and in msac where it's more. just sit and get informational. Like we're actually engaging. engaging in smaller groups and repeating ourselves multiple times. So times so it that we can um, have times, so it that we can, um, have more dialogue around the topics and I'm not my topics and I'm not my first year because I didn't have data, but I've been presenting that data, but I've been presenting that data to those groups. Um, you know, typically I involve the special education super supervisor and then it doesn't often have to go supervisor and then it doesn't often have to go beyond that like up to um, the director like up to um the director assistant director in those cases. I I do think
cases. I I do think that when there's When there's not an IEP involved, maybe that's why I'm seeing an up. seeing an uptick in the 504 is because we're considering more. more 504 options. But now I don't have any more 504 options. But now I don't have any hard or fast reasoning. Why behind that? reasoning. Why behind that? Um, and I know that we're getting additional special education, Deans. getting additional special education Deans. So, hopefully that will help with, you know, serving the that will help with, you know, serving the families at the school level. Thank you for that. I'll be Thank you for that. I'll be excited to see if there are any identifiable patterns. identifiable patterns in the future. It'll it'll be interesting to see how this. interesting to see how this trend continues. Um, and then my last question, my last question, um, does your office use any metric? tracks satisfaction with engagement from the
tracks satisfaction with engagement from the, um, Parties that you. parties that you, um, interact with interact with, um, whether regardless of what their relationship is with lcps, but is there anything that's perhaps similar to? Let's talk. That gives you a sense of how how people are feeling about the office how people are feeling about the office I do. And, um, like with any with any customer surveys, you know, responses the, the number, the amount of feedback that comes back as minimal and and because I meet people where they are, whether it's via email through the email through the phone through. Let's talk. Um, feedback form is available on my website. It's signature line, if they close out through.
They received that link automatically, as well as that. They received that link automatically as well as that um, just user number that they can quickly. just user number that they can quickly click on. And if they are happy with, are happy with the results, they usually get a 10. And if they're not, I get a 1. they're not I get a 1, there's not much in between when it comes to that. comes to that feedback um and anecdotally like I'll get information, you know, from emails and thank yous. if it if the feedback is not Stellar, then I always you know what? What could I what? you know what, what could I what more could I have done? And, you know, I'm I'm sorry that you're not. And, you know, I'm I'm sorry that you're not satisfied with the outcome and then try to work through receive it but I don't have enough.
but I don't have enough data to support. Uh ma mathematically to say this is, you know, because it's very sporadic. sporadic. Um, I think that year prior I got sporadic. Um I think that year prior I got 7 returned and last year was like 4 so that's why I didn't. this year because it's just not a large enough number. think show a true representation that think show a true representation that I to reflecting on what Miss shernoff said earlier. I would what Miss shernoff said earlier. I would say that that also tracks with my experience. As a school board member Wright and serving in that. bridge capacity, to the community, I really did. was finished, but I have 1 more question. Um, was finished, but I have 1 more question. Um, your new associate on buds. Um, could you give
associate on buds, um, could you give us a little bit of context and perspective on context and perspective on what? How much time he's working? working? How it's improved your working conditions. working, how it's improved your working conditions. Um just how has just how has your role changed and and how is he helping? just how has your role changed and and how is he helping in that in that way? Thank you. Yes. he um, he's basically a Lifeline because I I was always worried that with the increase in the request. facilitated discussions and the pre-con facilitated discussions and the pre-conference that can. And, and sometimes I get And and sometimes I get groups of 7 10, 12 referred to me. that can take weeks to work through and I wanted to make sure sure there was not an opportunity for things to slip.
there was not an opportunity for things to slip through the cracks or for there to be a delayed response because oftentimes people reach out because they haven't heard back. from somebody in a timely fashion. And I don't want to be more office that delays that response. So it's because then I can reach out. Um, if it's just because then I can reach out um, if it's just a quick connection or with Dr. Bower's experience. connection or with Dr. Bower's experience in schools as well as central office and as well as central office. And as a teacher, he just has a vast knowledge of the division. So knowledge of the division. So he is able to um, look at parent concerns specifically with a broad lens or if it's an employee health, you know, navigating a concern I stick to a lot of the conflict resolution directly. I have further training with mediation around that
I have further training with mediation around that topic, um, but he's been great for kind of filling in those Um, but he's been great for kind of filling in those spaces in between, I don't believe the volume. in between, I don't believe the volume yet is where we would need um, a 0.25 or would need um, a 0.25 or a 0.5. So I would say on average and we and we we do weekly check-ins because it's nice for me to have somebody. have somebody to bounce things off. Because we all on buds maintain, maintain that confidence. ity with 1 another, um, ity with 1 another um for me to to just talk through and use him as a him as a sounding board. Um so we meet weekly and then I I assign him cases as needed. Um, he engages assign him cases as needed. Um, he engages in in training and professional development as well. So and professional development as well, so it's it's going very well. Um, you know,
very well. Um, you know, have a slightly bigger bucket of money to support that this year. money to support that this year. And so instead of going to an FTE an FTE or a part-time on buds, I think it financially. the most sense to just have that resource available as needed um, in the meantime because needed, um, in the meantime because we're not a point. Now, I don't want to be, you know, I don't want to be, you know, looking at somebody wondering what when the next case is going to come what when the next case is going to come in but I definitely have a backup and to be nice if I'm conference or if I'm Ill, like I don't want the wheels. fall off. If I'm the only person in the division, fall off. If I'm the only person in the division doing this role, Thank you. I apprec Thank you, I appreciate that context. Um, Miss I just wanted to see if
wanted to see if you have any follow-up. All right, thank you with that. Um, thank you for that. Um, thank you for the presentation and we will move on to our to our next item. um, our next discussion item is Um, our next discussion item is, uh, 5.02 staff. Who report to the school? to the school board? Um, I'm hoping to the school board? Um, I'm hoping um, that the committee will discuss the evaluation process of will discuss the evaluation process of Staff. Who report to the school board. Specifically the div the school board, specifically the division Council the auditor general, the ombuds and the auditor general, the ombuds and the clerk of the school board. Um this is a conversation board. Um, this is a conversation that has been ongoing um, with the superintendent's with the superintendent's office, um, and myself and um, with the superintendent's office, um, and myself and I I wanted to really, um,
I wanted to really um, have a conversation with the committee that gave us the opportunity to that gave us the opportunity to weigh the current processes and to and to determine if we find them appropriate. Um, and to determine if we find them appropriate um, and consistent, or if there is any consistent or if there is any appetite for updating the underlying policies. underlying policies. Um, and perhaps making some changes to this this process. Um, so with that uh, this process. Um so with that uh Dr. Bergen will be presenting, uh, Dr. Bergen the presenting, uh, Dr. Bergen, the floor is yours. Thank you, Mr. Chandler. So as a starting point, request, I asked, uh, the uh, the auditor general and the ombuds to uh, the auditor general and the ombuds to Call together some information about what?
happening in other school divisions, in Virginia. And you have have that information to you in a handout tonight. um, um, there are not um Not not a terribly large number of school divisions in Virginia that have an auditor general. Virginia that have an auditor general. So that information is summarized for you and I'm going to is summarized for you and I'm going to direct you to the information and have Uh, the auditor general speak to the information. Uh, the auditor general speak to the information he put together and then beyond those 2 pages. together and then beyond those 2 Pages. There's some bulleted information that bulleted information that uh, the on Bud's put together for you about some best practices. you about some best practices relative to the evaluation process for process for uh, ombud's in Virginia and other places in the country where they exist. Again, it's an unusual.
number, AC the country. number, AC the country, that school divisions that are investing. The investing the resources and having an office of an on buds. and then I suggest we get through those 2 and then we can move on to board clerk. Perhaps, if that that is with you. So I'm going to turn to the auditor general to see if you see if you if he can walk you through the material that he's gathered for you. And he's gathered for you and answer your questions. Thank you. Thank you. Dr. Bergen Dr. Mr. Woods, uh, thank you, Thank you. Dr. Bergen Dr. Mr. Woods, uh, thank you, And and Dr. Bergen is is correct it. And and Dr. Bergen is is correct. It is a luxury to have an internal audit office. internal audit office. Uh it's usually based on the size of a school district or
a school district or Division if they have those resources, it's allocated. resources, it's allocated. When I did the research, the city of Alexandria. city of Alexandria does not have a similar position. city of Alexandria does not have a similar position. They, they have Rossi or equivalent. they have Rossi or equivalent to Rossi which they use as their accountability. their accountability office, but they do not have an independent. independent, internal audit office. Uh, so what we have here are are 4, uh, School divisions, within the state of Virginia, are 4, uh, School divisions, within the state of Virginia, uh, we have Arlington Public Schools, we Uh we have Arlington Public Schools. We have our neighboring County uh Fairfax we have neighboring County, uh, Fairfax. We have our County, uh, lcps to show compar. lcps to show comparison to uh, the other counties, as well as Prince.
as Prince William, uh, County, and, uh, Virginia Beach. as Prince William, uh, County, and uh, Virginia Beach city, public school, public schools. public school, public schools. Um, For this particular. For this particular, uh, office. The standards. The standards. Um, suggest. Um, suggest that to maintain Independence that we report function. functionally uh, to the board or the highest. functionally, uh, to the board or the highest level of governing, body and administratively governing body and administratively, uh, to either the governing body and administratively, uh, to either the, uh, Superintendent a CE. superintendent, a CEO or even um, General Superintendent, a CEO or even, um, general counsel or a Chief Financial Officer.
Chief Financial Officer, and this is only in administrative roles. roles only so approving, my leave. roles only so approving. My leave. Uh, Office space. So if there's changes Office space. So if there's changes in facilities and people need to move around, that would be people need to move around, that would be done on the administrative side and so the administrative side and so the day-to-day workings of the administrative side. Um, administrative side. Um, is is uh, is is uh, usually done by people who are here. Usually done by people who are here on a day-to-day basis which are again at the highest office. which are again at the highest office. But then the evaluations are done. But then the evaluations are done by usually the board uh for my position. for my position. And as you'll see here, all these 4
counties, counties, it is either the board or the audit committee. through the board, uh, that, uh, through the board, uh, that uh, performs the performance evaluation evaluation. And what I've provided is uh the policies for each of those counties. each of those counties uh as well as a note that is directly from their either their policy or their chart. how they perform, uh, their evaluations. how they perform, uh, their evaluations in their County. Thank you, Mr. Woods Um, would you? Like to move on to the next staff position or should we have? have questions as we go? I'll defer. I'll defer to you. I'm also just time checking with you on I'll defer to you. I'm also just time checking with you on. Uh, again I'll defer to if you want to take questions as we
go or wait till we have received all the information and then go back to questions. Why don't we go through the presentations at least? presentations at least? Um, have the ability to hear all the information? the information? Okay. Certainly All right. All right. Uh, so that was the first 2 pages of the handout and and then the next set of information again, it's a relative relatively small set of school divisions Across the Nation that that have the resources to have an office of on buds. Uh, but we have that information for you. Uh, but we have that information for you also and so I will turn it over to Miss Williams. turn it over to Miss Williams to review the information that she's pulled together for you. so, So, um, when this was
Presented to me. presented to me as a question under, you know how other divisions oper divisions operate I think really the international on buds Association. Association is the presents, the criteria and Association is the presents the criteria and they they are stances that you should report to the stances that you should report to the highest. Um, the highest entity with highest entity within the organization and highest entity within the organization and I think in your corporate setting that's going to corporate setting that's going to be either the CEO or it might be the might be the president of of the corporation. Um, necessarily to the board that supports, you know, the necessarily to the board that supports you know, the the decision-making. and and some of the, um, And and some of the um the broader discussions of the
organization. organization. So for appearance and making sure that organization, so for appearance and making sure that they the operate independently. It's about the the operate independently. It's about the reporting line and the structure, um, you should and the structure, um, you should operate outside of that. So in considering like, does it So in considering like, does it Does it make sense to have maybe a dotted line? Does it make sense to have? Maybe a dotted line while I I do an annual report present. do an annual report, present, an annual report to the board. Um, similar board, um, similar to a mob with a daily functions and the administrative roles and administrative roles and budget oversight, that's how the policy was written. policy was written, um, for the evaluation standards. And I do feel like do feel like my job description and feel like my job description and um my function is supported by the
supported by the administrative evaluation that I've gone through over. through over the last 3 years there are approximately School divisions on Bud's offices. EB and flow with Cycles. Um, we have collected Cycles. Um, we have collected that data as a group when we meet and meet and interestingly enough the the 4 offices that found that do are supervised by, and found that do are supervised by and evaluated, by the school boards are in the DMV, um, school boards are in the DMV, um Prince, William, Frederick County, Montgomery and Howard. County Montgomery and Howard and Montgomery operates a little bit differently. little bit differently though, because that role is more, I think of a classical OMB think of a classical ombuds where they're also kind of the board. board Aid and they Filter and review. Um,
Filter and review. Um, you know, emails phone calls that come in and then kind of come in and then kind of pull cases from that or contacts from that. And then, from that. And then he will if it's an informal process actually. actually do some investigating in decision-making. So I think that role think that role operates a little bit differently but both in in Prince William and Frederick the full board Prov. input to the evaluation of those roles. input to the evaluation of those roles. Otherwise. Um, in otherwise, um, in my meetings, it's either the superintendent chief superintendent Chief of Staff or maybe like uh Chief of Staff or maybe like uh Fairfax county is the chief experience officer or it might be the equity division depending on what cabinet
equity division depending on what cabinet level position. They feel aligns with that role. Thank you. Okay. And Okay. And then, uh, during agenda planning, we also talked about about pulling together information, we could find for you relative to relative to the board clerk. So we had a conversation with the vsba. the vsba. To ask what they were aware of in terms of best. To ask what they were aware of in terms of best practices. So that information is summarized for you on the last of the handout. Um, I can. Um, I can share with you anecdotally. There's 132 School. divisions in Virginia and the vast majority of them, the clerk of the board is also the executive assistant to the superintendent. superintendent. So it is a singular individual and they
would be would be uh, evaluated by their super would be uh, evaluated by their superintendent and would be supporting their school board. So again, it's going to be a very very small number. Number that we could look at to determine. Who do we compared to? Um, Functionally. And functionally and and Loudoun County the clerk of the school board. board is recommended is hired by school board is recommended is hired by is an individual hired by the administration and recommended to the board. hired by the administration and recommended to the board for you to appoint on annual basis to serve as for you to appoint on annual basis to serve as clerk to the board. And, and we have no. And and we have no concerns at all about about our current structure. Um, structure. Um, we're simply bringing this information to you at 3 questions of
at 3 questions of you Mr. Chandler for a first conversation with with this committee to see if there's an appetite from the committee to committee to have further conversation with the rest of the board as I understand it. um, if we were to consider any of these positions, Um, if we were to consider any of these positions in a change, they're all rooted in policy that we would have to start with. start with the policy. Uh, but not to Uh but not to get ahead of ourselves. We wanted to bring you the information about what are some of you the information about what are some of the uh best practices from the governing. practices from the governing organizations, particularly for these 2 individuals. for these 2 individuals, their offices. Also I think for the viewing public we should acknowledge the viewing public we should acknowledge their offices are fairly new to Loudoun County the year in year number. fairly new to Loudoun County. The year in year number 33. Right. And
Right? And likewise so they were create their offices were created. created just prior to this board being elected and just prior to this current prior to this current Administration uh coming to office. So it's okay that So it's okay that we review what was done in the 2 years ago. If we ago. If we want to make any changes, we would talk about it. And then we would and then we would Circle back to policy and then we would operationalize any operationalize, any changes that may be rooted in policy, but I'll turn it back to you for but I'll turn it back to you for questions about the information. We presented here today. Thank you, Dr. Bergen um, Thank you, Dr. Bergen. Um, I will also um, Ask. asked if we could have some additional information about, the council's office. Um, I would
the council's office, um, I would love to have some perspective on what that structure looks like. perspective on what that structure looks like, um, typically in the, you know, across typically in the, you know, Across the Nation, but also in the, um, Northern Virginia region, um, I I do Northern Virginia region, um, I I do, I believe that we should plan should plan soon, um, to revise, should plan soon, um, to revise. Um, Our Council policy 22. Our Council policy 2230, which I guess the current revision was in. was in 2016. That's right. It's time, yeah. um, um, so um, and you know, I Um so um and you know, I I think it's worth having a conversation. Um, conversation. Um, there is a lot of dotted line structure.
conversation. Um, there is a lot of dotted line structure. Um, especially in Mr. Allen's office and Um, especially in Mr. Allen's office. And, and it would be worthwhile, um, talking about worthwhile, um, talking about whether or not Independence is a key factor, um, is a key factor, um, in that office as well and how that would work. Of course, with would work, of course, with associate counsel and um, I would very much um, like to I would very much um like to engage in that conversation. Thank you so much for pulling together. Thank you so much for pulling together. This information is is very helpful to be able to is very helpful to be able to reflect on um Professional Standards and what's typical Standards and what's typical. Um and I would be curious to hear from my hear from my, um, Committee Member, um, any thoughts Thank you, madam. Thank you, madam chair. And I am also very grateful for
this conversation. I this conversation. I think it's important. I think it's timely. I think it reflects the desire. timely. I think it reflects the desire of many of the board members that are, you know, starting to have about these things as far as the clerk. about these things as far as the clerk and the auditor and the ombuds goes what I would like to see. the ombuds goes what I would like to see, is some consistency. Um, if they're outside, consistency. Um, if they're outside entities, I think that there should be there should be evaluation processes that involve the board board. Um, obviously looking at the different board. Um, obviously looking at the different counties for the auditor is we, the auditor is, we seem to be the only 1 where the superintendent is the 1. That superintendent is the 1 that evaluates. I think I find that curious and I think curious and I think that maybe involved because you report
to the committee and to the committee and you report to us and we're working with you, on those audits, it would make more sense. of shift that um, if that if that needs to of shift that um if that, if that needs to happen in policy then I'm open to that I think on bud. then I'm open to that I think on Bud's similarly, just for clarification right now. It is clarification right now. It is superintendent or designee and the and the chair of the board for ombuds. So is that know, I'm not understanding know it specific, Specifically in policy reporting. Specifically in policy reporting to, and supervised, and evaluated, for budget. evaluated for budgetary and evaluation purposes day-to-day. Um, leave that type of thing to um, leave that type of thing to the chief of staff, okay? So I might like to see some ships there, as well. So I might like to see some ships there, as well. I don't really see any. Um,
Problem with our clerk process either. I think that that is a good. a good practice to to be a point, you know, to be hired then appointed by the board. Um, I agree then appointed by the board. Um, I agree, a thousand percent, the 2230 needs to be looked at it. percent. The 2230 needs to be looked at. It really doesn't say anything in my opinion, except that we can have. someone. And the fact that it hasn't been someone, and the fact that it hasn't been revised and so long. And I also think that also think that 3130 the evaluation of the superintendent needs to be up. needs to be updated. I think that, you know, it was confirmed in confirmed in 2021 but it hasn't been revised since 2015. Lan County. Public schools has been through a lot as it relates to the super relates to the superintendent since 2015 and we do have
some clear processes and I I understand the confidential. of the contract of the superintendent and the the closed sessions that need to happen. Um, in terms of ratings and things like ratings and things like that and I respect those processes but I think the practices but I think the practices and protocols we could be more transparent in that area. So I transparent in that area. So I would be open to having those conversations as well. So I will those conversations as well. So I will leave it at that. Thank you, thank you, Miss chernoff. Um, I would just um, come back to back to really the reason why I wanted to have this conversation. conversation. Um, consistency is something that quite a lot to me. Um, which is why I quite a lot to me. Um, which is why I asked for this entire set of employees. Um, set of employees. Um, if um, I know things have been done.
in different ways with different employees in the past, we have have employ, you know, your roles are very new. have employ, you know, your roles are very new as Dr. Bergen said. And and so um, for me Bergen said. And and so um for me it really was an exercise in making making sure that we have the right processes in place. Um and the and the policy it appropriately out. It appropriately outlines what? Um the board's intentions are around those processes should be are around. Those processes should be um, so, so, thank you for that discussion, that will help me as I, um, decide how to agenda plan for the rest of the Fall. decide how to agenda plan for the rest of the Fall. Um, with that we are Um, with that we are very close to time. Um, Mr. Woods are
you? you able to get through your um, item? you able to get through your um, item in the next 4 minutes? Or should we hold that for next month? minutes? Or should we hold that for next month? I, I can try but to be on the safe. I I can try but to be on the safe side, we can hold it until the next month. All right. Um thank you. I will. until the next month. All right. Um thank you, I will hold that. For the next month, I appreciate your context. that. For the next month I appreciate your context. And with that, um, I will will ask um and also thank you for being here. here, Mr. Sutton, um, I appreciate the fact that you're here. here. Um, and oh, I would know. Okay, well I know we have other meetings. Um, but with that, I, those items will appear on the Um, but with that, I, those items will appear on the next month's agenda. And with that, I will
month's agenda. And with that, I will ask, um, is there any new business? Uh, miss shernoff, this relates exactly. Uh, miss shernoff, this relates exactly to this. I know that schedules are difficult but I really that schedules are difficult but I really hate being the reason that we can't do the work. reason that we can't do the work in this committee and that it backs up to another committee. So I would like to work with the chair of Prague uh, performance monitoring well as you miss Chandler to see if we can find some room because it, it feels rushed, I rush into room because it, it feels rushed. I rush into my other meeting. Um, I'm prepared but it's a lot and meeting. Um, I'm prepared, but it's a lot. And, you know, tonight we're doing some goal setting and stuff for performance. performance. Monitoring that I really want to be a part of. But also, these are 2 really important. But also, these are 2 really important topics as well that our staff came and sat through our whole
always feel badly when we don't get to the work. So if we could could just kind of work that out with Miss Donahue um see if we can find some wiggle room, maybe bump it up a half hour. half hour, um, I can try to be flexible and maybe we can figure figure that out. Thank you for bringing that forward. That's very thoughtful. That's very thoughtful and I I would be in favor of that as well. Um, well. Um, Uh, with that. Uh, with that, um, this meeting of the legis. Uh, with that, um, this meeting of the legislative audit and policy committee is now adjourned. coming out and be safe going home.