We have all board members present which is awesome. Please stand and join me in the pledge of allegiance. I pledge algiance to the flag of the United States of America and to the republic for which it stands. One nation
under God, indivisible, with liberty and justice for all. >> Thank you. Now we're looking for approval of this evening's tenative agenda. >> So moved. >> Second. >> Moved by Melissa Curtis, seconded by Casey Root. All those in favor, please say I.
>> I. Please say no. Motion passes. 6. All right. Now, we will move right along. We don't have any citizen comments this evening. So, now we'll move on to item number five, fiscal stability, and we're looking for approval of the consent agenda.
>> So, moved. >> Second. >> Moved by Melissa Curtis, seconded by Casey Root. All those in favor, please say I. >> I. >> Opposed, please say no. Motion passes. 6. On to item number six, collaborative connections. I will pass the mic over to
Superintendent Eric Olson to go over the acceptance of gifts. >> All right. Um I have the um I would like to present the gifts here today. First one, Monosell Lions Club for $500. Uh this one's going to our Moose hockey team for hockey equipment. Uh next
Elements um came forward with $1,000 to the Monosell fishing team. Ann and Mark Thalen. Um $500 to our Monaceel High School library. Um that's the piece of that rally to read uh program uh where that group is out there fundraising for
um more books to the library. Um 3M open fund $500 for the Monaceel girls golf team and then two grants brought forward by um our activities director, Mr. Revanig um from the M Minnesota State High School League, $2,625
form a grant to help with um reduce the amount of uh participation, the activity amount uh for people who need free and reduced uh support. And then the Minnesota State High School Foundation 3,500 uh for to purchase two AEDs. And both
Mr. Revnick has come forward and brought those and also um has presented on that before. So, we're just making sure that we uh get these back on the agenda to accept for this next coming year. Uh once again, thank you for our community. Um we continue to have an amazing amount
of support. So, I'll turn it over to um chair or uh board member Hegley for a resolution of acceptance of gifts. >> The be resolved by the Monell School Board number 882 to gratefully accept the following donations. Monosella Lions Club, $500 for hockey equipment for the
Musaki team, All Elements Incorporated, $1,000 for the Monosella fishing team, and in Mark the Thelen Fund, $500 for the MHS library, 3M Open fund, $500 for the Monasel Girls Golf, MHSL Foundation,
$2,625 for a grant to help with free and reduced activity participation. and MSHSL Foundation. $3,500 for the purchase of two AEDs. >> Second.
>> Moved by Jeff Hegley, seconded by Casey Root. All those in favor, please say I. >> I. >> Opposed, please say no. >> Motion passes. 6. And again, just outstanding. you look at just the local contribution, you know, $2,500 again and week after
week when we have our meetings, we're just seeing our community really come forward and help make sure that our kids have these incredible experiences in the teams or or books even in our library, which is awesome. So, thank you again to all of our donors.
Now, we'll move on to item number seven, innovation and leadership. I'm going to go over the summary of the January 12th close session. So, we did proper public notice was made for our close session to conduct the midyear superintendent
evaluation by the Monaceel School Board District number 882 for 12 the 12th of January 2026. The session was planned as a closed session as permitted by section 13D.05 subdivision 3A. superintendent was given
the option to receive the board evaluation during an open or close session, requested a close session. And just to give you guys a quick recap, um it's linked on the agenda if you want to see um the full performance evaluation summary that's there. But Superintendent
Wilson's overall performance was rated as highly effective. The board commended his leadership in aligning district work to strategic priorities, strengthening governance systems, engaging the community, and maintaining a strong focus on student success. Board members
noted Superintendent Olsen's integrity, approachability, and ability to balance day-to-day operations with long-term strategic planning. His leadership has strengthened trust, improved communication, and advanced district goals in meaningful ways. The board recommends continued focus towards
advancing our academic success now for the rest of the year and looks forward to his continued leadership and success while he finishes his tenure here with us. Overall, it was an incredible review. obviously um spoke volumes of the passing of the referendum that
happened here and the work that uh he personally did um engaging over 70 different personal engagements really within two-month period of time to make sure our community was educated um and knew what our school district
needs were and what would be happening. So, um, his contribution to our community and, um, getting our community involved in our school has been second to none. So, it was outstanding and he he really deserved the the rating of
highly effective. Do any other board members have anything to share? No. Okay. Moving on to number eight, safe and healthy culture. Item A, I'd like to help welcome up to the podium director of human resources
Rob Dano Danakare to go over pay equity report. >> All right, board chair uh Seban, members of the board, Superintendent Olsen. Um, so I do have a just a brief uh and Evan if you want to share those two covered
documents that I shared as well. But in accordance with Minnesota statute 471.991 through99 and Minnesota rules chapter 3920, jurisdictions such as cities, counties, and school districts are required to submit reports to the Minnesota Office of Management and Budget every 3 years for the purpose of
eliminating any gender-based wage inequities and compensation. Back equity analysis is a method of eliminating discrimination against women who are paid less than men for jobs requiring comparable le levels of expertise. This goes beyond the familiar idea of uh equal pay for equal work where men and
women with the same jobs must be paid equally. A policy to establish pay equity usually means that one all jobs uh will be evaluated and given points according to the level of knowledge and responsibility required to do the job and two that salary adjustments will be made if is discovered that women are
consistently paid less than men for jobs with similar points. Each job classification has a job evaluation point uh value assigned to it. This point value is paired with monthly pay and benefits data to create a trend line of expected pay and benefits given its point evaluation. an analysis is done at
the state level with software developed to identify if there is an inequity between female and male dominated jobs. Um with that I am proud to report that for our 2026 reporting period, Monaceel Public Schools is in compliance with the state standard. Uh the summary results
for our of our pay equity analysis are attached to the board agenda this evening and Gavin uh is displaying those on the screens right now. And finally, upon board approval, the human resources department will formally submit our report to the state of Minnesota for our
uh three-year review cycle. And this is an action item this evening. Chair Seven. Great. This is an action item. Do any board members have any questions? >> No. Okay. All right. This is an action item. >> So moved.
>> Second. Moved by Melissa Curtis, seconded by Casey Root. All those in favor, please say I. >> I. >> Oppos, please say no. Motion passes 6. I do have one question, Rob. Anyone looking at that report? Yes. >> I notice it doesn't say like it just is
positions in general. So, it's just all positions within our district. It doesn't have to do with, you know, how many years of service they've been. when you gave the average on the form, it's got the averages of the money versus even the position. Like say it was a
recess pay professional that works less hours versus like a teacher. Um, so all of that just it's just hours in general and pay in general that's on that report. >> Well, actually, so Gavin has if Keep this up on the screen, Gavin. So what
you're looking at is this um the this is the predicted pay report chart. And so what this shows is actually the different uh job classes that we have across the district. And what this is showing is the uh every
band there is a job class. If it's a female dominated job band uh or class, it's in yellow. If it's balanced, it's in green. If it's male dominated, it's in blue. And so you can see for instance at um if we go to the far right there's one male dot at the top that is the
superintendent right? Easy to figure that out. You go to the bottom left you see that there's some individual job classes that are female dominated towards the bottom there. The line through there represents the uh average male pay for the male classes. And then
what the regression does is it looks at how far deviated from that average male line are the female uh job classifications. And basically to do our work it uh we need to be within 80 to 100%
basically above 80% which we were. Um, and so if you are thinking about the individual positions, this really doesn't show individual positions so much. Aside from the superintendent, it shows those job classes. And then across the bottom um are the um uh the points
assigned to them. The um y-axis is the salary. So you can kind of um figure out which job classes for instance the director level, the principal level, um teacher level, pair professional level, and onward. >> Fantastic. Thank you. Yep, that was
perfect. All right, now we'll move on to item B. It's a second reading of policy. We'll hand it right back over to Director Daner. >> All right. Um, thank you for that. And so, uh, for action this evening is only one policy, but just pausing, uh, to
reflect on the fact that the policy committee did meet in January. The bulk of the work for the policy committee this uh month was to review the annual mandatory uh required policies um that required by law. And so the policy committee did review policies 410, 413,
414, 415, 506, 514, 522, 524, 616, and 806. None of those required any amendments or changes and so um they were reviewed only. Uh the only policy that came for first read uh at the um
earlier this month was policy 613. This was brought forward separate to those annual mandatory requirements um brought forward by the director of teaching and learning and also the high school principles for review. Um and this policy is graduation requirements. The purpose of this policy is to set forth requirements for graduation from the
Monosella public school district. Um the changes that were brought forward are really revisions to uh what had previously been adopted by the board. Um you might remember that we are in our second year of trimester model at the high school. And so with that was revision necessary revision of the
required uh graduation uh course credits um as part of that implementation. And so there's a rolling mark for the next uh this year and then the two following years until we get to that status quo with um the the graduating class that is
currently um this group of freshmen or excuse me sophomores. And so um we'll be revising this one each year for the next two years to uh basically take out the bad information as we continue with that implementation. >> Awesome. Do we have any questions?
This is an action item. >> Move to accept. >> Motion by Mary Bartell, seconded by Jeff Hegley. All those in favor, please say I. >> I. >> Oppos, please say no. Motion passes 60. Thank you. Director Daner.
All right, it is a short meeting, folks. We are adjourning at 6:13 p.m. Our next regular school board meeting will be February 2nd, 2026 at 5:00 p.m. Look forward to seeing you all there.