link, right? Yeah it was on the right link. It was just a checkbox. It's uncheck. I'm just checking if, when it's super
It's been shut.
It's streaming right now.
Audio is
Okay.
The Walnut Creek School District governing board meeting.
And we will begin with our pledge of allegiance.
I pledge allegiance to the flag of the United States of America
and to the republic for which it stands, one nation, under God, indivisible,
invisible of liberty and justice for all.
Item 5.2, roll call of governing board members.
Amie Johnson?
Here.
Item 11, Daniel?
Present.
Is that a record?
Here.
Sarah Talley?
And here.
And Amie Moss is absent this evening.
Let's see.
Item 5.3, the board does not have anything
to report from closed session.
Item 5.4, Approval of the Agenda.
Can you change this one?
No, just the agenda.
Okay.
I move approval of the agenda as presented.
I'll second.
Okay, we have a motion and a second
for the approval of the agenda as presented.
All those in favor?
Aye.
Aye.
Escaped.
Opposed?
Motion carries.
Moving on to item 6.7, the consent calendar.
Move approval of the consent calendar.
I'll second.
Okay, we have a motion and a second
for approval of the consent calendar.
All those in favor?
Aye.
Okay.
Opposed?
Second.
Motion carries.
Item seven, public comment.
No public comments.
No public comments?
Okay, moving on to item 8.1.
Julie Craig from the Wally Craig Teachers Association.
So, I am speaking on behalf of McHale and I asked what he would like me to speak about
and he said, well, sometimes I like to talk about different sites and activities
and he said you could take this opportunity to brag about Merwood.
So, I decided, great, I can totally do that. No, no problems there.
So, just to let you know that after the first very busy few months of school,
Getting to know our students and our families, we're settling in to a happy, productive rhythm.
We're all kind of settling in, that's what I like to call it.
And then of course the week before last was conferences, which were a wonderful opportunity to meet one-on-one with the parents to set both academic and social goals,
especially for TK, which I teach, for their children,
and also just to develop positive partnerships that
hopefully will last a whole year long.
That's what my goal is for sure.
And then speaking of which, we also just
completed our very successful WCF read-a-thon.
So proud of us.
Some of our stats were we read 126,913 minutes.
And I think our goal was 100,000.
So we surpassed our goal.
And we were super close to raising our fun goal.
But total, it was 27,965.
So we're all excited.
And there's going to be chocolate milk and or juice
in the lunchroom on Friday and a PJ Day, very fun.
So very exciting stuff happening.
And then if you might know,
Merwood is a professional learning community.
I think most schools are,
I think maybe all of them, I'm not sure.
But we are, we call it PLC.
And we focus, that's where we focus on essential standards
to improve overall student performance.
And already grades K through five
have established a designated win time,
which I found out.
I just thought, oh, it's just we're winning during that time,
but actually stands for what I need.
And so that is time that's built in throughout each week
where teachers work to support the diverse needs
of all students.
So it's also a driving force.
PLC is also a driving force that guides our collaboration time.
And then, of course, one of the components of our new TK
intervention program is doing just that where we're
supporting students.
And that's the intervention being
taught by the TK teachers in the afternoons.
And right now at Merwood, we're doing
specialized instruction for the K and first grade students
to support letter recognition, letter sounds,
sight word knowledge, beginning reading skills.
So that's really been a great journey,
getting that all on board and in motion.
And so as we head into October,
we're looking forward to our annual fall festival
and book fair, as I'm sure many sites are as well.
And in conjunction with our PTA,
we are excited about developing our school community garden.
It's there and it's happening.
I am hoping that I can get like TK time to go like every other week
and maybe plant some things, harvest some things.
So it's really fun for the kids.
They've already been there a couple of times.
So lots of meaningful partnerships and experiences
where we can empower students to achieve and learn.
So I imagine the same is going on probably at most times.
And as always, we hope to continue to invite board members
to come and see Muirwood and all the other sites
so that you can see firsthand all the great, exciting things
that we're doing.
So that's about it.
Thank you so much.
Thank you.
8.2, Chris Giffords with CSDA.
Good evening, everyone.
Well, I don't have nearly as much to record as I'm home.
Julie wonderfully did.
I would like to thank everyone for the time
we've been putting in the last couple of months.
I do think everything's starting to slow down and come together.
And just looking forward to the next moment.
So that's it for tonight.
Have a good night.
Reports from Supreme Court.
Thank you.
Well, I'll pick up right where Julie left off
and talk a little bit about WCES read-a-thon.
But Julie, who sent a great report on Merwood,
We love that McHale's kind of started focusing
on the school every month and what's happening.
And so you did a great job with Merwood.
And so I'll pick up and talk about the WCEF readathon
because all the numbers are in.
And it's really exciting.
The Education Foundation this year
is kind of breaking records.
They came to, they come and visit our admin team
at our leadership meeting,
which is the first Tuesday of the month.
And last month reported that they were about $70,000
ahead just of our initial donations
that families give when we come back to school.
And the readathon is that first kind of fundraising major,
fundraising activity that they put on.
And so here's a few numbers for you.
Overall, our students read $1,098,548
collectively across the district.
So breaking the million minute goal that they put in place.
And our goal overall across the district for funds
that we hope to raise were $200,000.
And we made $217,364, which is really just pretty staggering.
And so I just think this is always a perfect time
to thank our community for all of the support
that they give us, both financially
as well as volunteer time.
And so go WCEF and thank you families
and congratulations to our students.
And the other number I would say is we had 1,762 participants
in the readathon this year, so huge kudos.
I have lots and lots of data on the readathon,
as you can see, and all the results.
And so it's data-driven, and everyone's
excited with the outcome.
As Julie also mentioned, teachers
were engaged in goal-setting conferences with families
for the last couple of weeks.
And it's hard to believe, but WCI is already
at the end of the first reporting period.
So end of first quarter is on Friday,
as we're already knee deep into October.
And so lots going on with grades right now
and really helping students have a good understanding
and some agency of their learning right now.
This is the perfect time
before they get to the end of the first semester.
You'll see later tonight that we'll talk about
our resolutions that we bring forward to you for support,
which is October's bullying prevention month,
as well as Red Ribbon Week.
And so, at our upcoming professional development day,
a really intense focus on safety,
from emotional safety of our students,
as well as their personal safety on our campuses.
And so this is part of that work that we do,
in regards to bullying prevention in Red Ribbon League,
and the rest, clean air, which will also bring forward.
And finally, I'll just say that next week is fall break,
which is for the first time in our instructional calendar,
we have added a fall break,
so we'll see how people respond to that.
We'll put reminders out, I'll have a reminder going out
probably on Wednesday of this week for families as well.
And then I think we'll probably give a survey
to both our staff and our families to say,
give us some feedback on what you thought of the fall break
and how families were able to kind of adapt
to a break that they've not had in the past.
Jan's done a great job of ensuring that our child cares
are open to be able to support our working families still.
And we have enrichment programs through our PTAs,
we have ELOP, we have our child cares on campus,
so they'll be open with the exception of Monday,
which I think is a national holiday.
And so with the exception of Monday,
our families have at least a lot of opportunity
for childcare on our campuses.
But we'll still survey our families
to see how they are responding to it.
That's it, I think it's that we get to later maybe.
Okay, moving on to reports,
10.1 employee demographics and retention, Ellie Beacon.
So, first of all, thank you so much
for giving me the opportunity
to kind of brag about our employees.
I wanted the chance to really, at the end of this hiring
season, go through and take a look at who
makes up our workforce.
So the goal of tonight is really to kind of take a deep dive
into who makes up each one of our bargaining groups
and then what trends we can see amongst those employees.
That kind of guides whatever our goals are
for hiring moving forward.
And lastly, I want to talk a little bit about some trends
in employment that we've seen.
We've had a huge shift since I started in this position
right after COVID where we were begging people
to come to work.
We've definitely seen a complete shift in that
that I'll talk a little bit about later.
So one kind of disclaimer is that the intent
of this presentation is to talk about people.
It doesn't talk about programs or staffing.
It doesn't talk about FTEs.
So when we look at people that are involved,
we don't count them as 75% of a person or half of a person.
Each slide that you're going to see
is how many people there are in each one of those categories.
So the first group I want to talk about
is the classified workforce.
What you're going to see is a breakdown a little bit of how
long they've been there, their ages, their races,
how many are male and female.
So you can look at some of those demographics,
but there's a couple of things that I
wanted to point out about this.
First is about the gender.
And while it might seem imbalanced,
This is 22% of your classified workers
in a elementary district is actually
a large number of male employees.
If you look at our districts that mirror our demographics,
they are primarily made up of female workers,
especially in their classified workforce.
So for us to have 22% of those as males,
and some males also represented in our student support,
that would be campus supervisors, paraeducators,
those are the ones that are directly working
with the students, 22 is actually a pretty good number.
The other, one of the other things I wanna point out
is the age.
You'll see that we actually have six employees
that are in their 70s.
And so that's kind of amazing.
Out of those six employees,
five of them work directly with students.
So they are para educators or they're camp supervisors
that are working and interacting with the kids.
So we definitely value those employees.
And then the other thing that I wanted to point out,
which is kind of small to see,
is that we have an employee who has worked for our district
for 39 years.
And so that's me at Merwood.
And I had to double, triple check this
to make sure he's actually been here since 1985
when I was a toddler.
But he has actually worked for our school district
for that long.
I just had to give him a shout out that that is incredible.
But if you see, we actually have a lot of employees
that have been here and really dedicated.
if this is actually bigger than you would think
for classified employees, because a lot of school districts
have a lot of turnover in that area.
I do want you to kind of take a look at the age
as I switch to the next slide.
What you'll see is that we do have a good number
of people, let's see.
So 22% of this age group is under 40.
That means that the rest of them are 40 and older.
But when we switch to our certificated,
you'll see it shifts.
So in our certificated, we have most, so more than half,
are under the 40 level.
So we're primarily seeing younger teachers
that have been picked up.
So that kind of shifts a little bit.
You're also going to see the change in gender.
So you'll see that we only have 8% of our certificated staff,
which are males.
Now, that is consistent with an elementary district.
If you were to add in statistics from middle school
and high school and got rid of elementary,
you would see that by high school, it's about half.
so there are a lot more males in upper grades,
but not in elementary school,
so this is consistent with what we would see
in elementary school districts.
However, that would be something
that we would want to consider,
is that we do want to make sure that we have a diverse staff
that are teaching our kids,
so we always try to keep an eye out for those applicants.
You'll see how many people
are employed as certificated teachers by site.
All we look at when we look at those numbers
is making sure that the amount of certificated adults
that we have on a campus matches their enrollment
and matches the programs that we have on campus.
An example of that is you'll see Indian Valley has 23
and Walnut Heights has 23.
Even though Walnut Heights has a higher enrollment,
Indian Valley has the preschool program on there.
So they have additional certificated staff on there.
So we just kind of keep that in mind.
And then the other thing that I wanted to point out
for certificated staff is you'll see that the number
of people that have worked
for the Walnut Creek School District more than 10 years
is about half, and that's a really good number.
So we do have a lot of teachers
that have been here a long time.
Another shout out to Merwood,
you guys have the largest number of people
that have been here for 10 years or more.
So that's really a testament to your school.
And so we, when I started actually it was WCI
that had the most 10 years plus,
and that shifted a little bit.
So about half of their workforce is now newer teachers,
and about half of yours are seasoned teachers.
The next thing I want to go over is our substitutes.
Now, I could have given you all of those statistics
for substitutes, but I do want to just do a disclaimer
that subs are a little hard to track because some people will
sub in a class and be like, I'm never doing that again,
or some people will just kind of, they'll sub for a day
and then a month later come back.
So it's a little challenging.
So what I did was I chose anybody
who subbed this school year.
So anybody who was active or took a position.
And so for certificated subs, we have 95 active employees.
14 of those people who have subbed this year
are retired teachers from the Walnut Creek School District,
and another 11 teachers are retired teachers
from other school districts.
So our certificated sub pool really
has some good experience in them.
You'll see that a good amount of them
have worked here more than a year.
And then we have a really big chunk
of people who have just started with us.
So in the last year, I'm going to talk a little bit about that
in two slides.
We've gotten a lot of applicants for certificated subs.
Another hard thing to track are classified subs.
So classified subs, they come and go.
They'll take a job, and then they won't fit.
Then they'll come back and sub for us for a while.
So these are people that have subbed within one year
of today's date.
So we went a little further back.
We have about 72 people who fall into that category
of classified subs.
They might work for a while.
they might not, and then I just listed a couple of categories
that we have for our classified subs.
And then just a little bit about management.
So what you'll see, some interesting facts
about our management, a lot of people in their 40s.
And so you'll see that we have one person
in the 69 range, one person who still hasn't hit
that 40 mark yet, and then everybody else
is somewhere in the middle.
The other interesting thing about our management group
is it's about split down the middle between people
who have been here less than two years
and people that have been here more.
So that's an exciting time for us.
For a long time, we didn't have a lot.
I think we went two years without adding
a new administrator to our leadership group.
And so over the last couple years,
we've added in some new faces.
We've got some new leaders in there.
So that is a little bit of the breakdown for our management.
Next, I wanna talk a little bit about the trends
in employment that we're seeing.
Starting with our classified applicant pool.
Never in the last six years that I've been doing this
have I ever seen so many applicants
to be substitutes for classified jobs.
So we have a lot of substitutes right now.
I think we have about seven active food service substitutes,
which we've in the past just kind of eaten that
if we've had an employee out.
And so we have people that are actively looking for work
in that area.
It's been really nice because we've been able to train them.
And then when we had an opening,
We were able to take one of those substitutes
and just kind of roll them into that position.
So that is a huge luxury for us.
We also have a lot of custodial substitutes.
So that has helped us with the absences that we have there.
And just recently, we did interviews for IT subs.
And so we found a good number of IT subs,
so we've extended offers to be substitutes for them.
Our certificated applicant pool was interesting
because we actually had to stop and close it
because we had so many applicants.
So around May of last year,
we had over a hundred people just waiting
to be reached out who had applied on Ed Joint.
So we stopped it around May and we said,
we will pick it back up again on July 1st,
so we're gonna open it up.
Well, I was in Disneyland on July 1st,
so I wasn't there to open it and I just got all these emails,
when are you gonna open it?
When are you gonna open the sub pool?
And so on July 5th, I opened it up and within 24 hours,
I had like 35 applicants to be certificated subs.
So we put in place a number of restrictions.
We said you have to be willing to sub TK through eight.
You have to pay for your own fingerprints
and you can be reimbursed after five jobs.
You have to already have a credential.
So we're not gonna assist in that credentialing process.
And not a single person turned this down
after putting those stipulations in place.
So we've been so fortunate.
We had to cut it off again at the end of July.
So we periodically opened it and reopened it,
but we have lots of people that are interested
in being substitutes, and we're so thankful for them.
I mean, we have some substitutes
that are just every day there.
They've become familiar faces.
We've been able to put in place a reading system.
We're able to say, this person's a good fit.
Maybe this person's not a good fit,
but before we didn't really have that luxury.
So that's definitely been a trend that we have.
The state of California has really taken
that staffing shortage that we dealt with with COVID,
and they've been giving us a lot
of credentialing flexibility.
And what that really means for us
we've been able to say this person is the right person for this job even if
they're still working on their credential or even if they're working on
it out of state. A good example of that are some of the elective classes over at
WCI. We were able to get a teacher over there that has a career technical
credential in hospitality which is like the unicorn of what you're looking for
but that's really the right person to be teaching a specific foods class and so
the state of California has given us some credentialing flexibility where we're
able to say okay well while we work on transferring that credential to
California we could put you in the classroom because you're the right fit
for our kids so we've really been thankful for that and then the last kind
of trend that we've been seeing is that we've been seeing a lot of veteran
teachers who have wanted to make the move to come to Walnut Creek. Historically
we've been taking a lot of newer teachers ones that are still working on
induction and the amount of people that need to go through our teacher induction
program has dramatically dropped. Last year, we only hired I think four teachers
that needed induction and the rest of them came with clear credentials, they
came with experience, they came from neighboring districts, so we've been
really, really fortunate to be able to rely on them and their experience and
bring new ideas to our district. And then the last thing that I want to talk about
is how we are supporting our staff. We have a couple things in place that we
think are really helpful to our employees. A little shout out to the
SERC and so our instructional resource website is kind of your one-stop shop
for everything ed services that you need to kind of have access to all the
different moving parts for curriculum and then the ed services department does
a really good job of communicating directly with our staff in the monthly
learning link. They tell a little bit about changes that are happening and
highlight different parts in the ed services department. I do the same thing
in human resources.
We like to introduce new employees.
We like to do a lot of contract reminders, a lot of question
and answer stuff.
And then we did take a lot of the different links
and a lot of the different databases,
and we put them together in the HR website
so that when people come on, they are not
searching for all the different links.
We made a forms library so that you're not
looking for all the different forms.
So we're doing our best to try to attract and retain
the best of the best.
So thank you guys for listening while we just
kind of reviewed all of our workforce.
Do you guys have any questions?
I mean, it's just such a far cry from where
we were a handful of years ago.
It's a little bit staggering and really, really
appreciate your leadership and your focus on this
and all of the work that goes into making
the culture a place where people actually want to be.
Really shout out across the district for all of that
because it does take all of us together.
And if we can be a community, then we
can make the community for our students and our families.
Thank you.
I have a quick question, just so I understand.
With the certificated subs, they don't
have to all be interviewed.
Do you have to interview everyone?
We do.
We do a quick little reference check on them.
We do a credentialing check.
A lot of them already know people in our district,
so we usually just reach out to them.
And then a lot of them have worked in other districts.
And so we have a really tight-knit HR group.
And so if we see that they're active in another district,
sometimes we'll just go through that process.
And if somebody gets through that is not really
a good fit for our district, we have the luxury
of being able to say, hey, thanks,
but you're not a good fit for our district.
Thank you for your diligence.
And she does that training process for that.
Kelly's not really telling you all
that she does in order to make all of this happen
and to let all of these people into our schools
and give people the opportunity to give that feedback
that she has those systems in place
in order for it not to be so cumbersome
that then you can't do it.
And so a lot of it is about the systems
that Kelly's put in place that make all of this possible
and make people wanna come here
when you talk about attracting.
So we get a lot of wow's at the beginning of the year,
particularly when those orientations happen
and when those trainings happen for our substitutes.
So they don't walk into the schools blind,
it's because she has met with them ahead of time
and made sure that, you know,
the office managers know that they're coming
and all of those kind of what we call systems,
don't let people fall through the cracks
and that they feel welcome.
So huge, huge shout out to you Kelly for making all of that.
Right, you might address this later at a benefits.
When you have workers who worked, you know,
30-plus years for you, is it, let me say,
work in terms of, you understand my question, is it?
Yeah, I think I can answer that question.
So the way that we have set up the pay
for each one of our classified and our certificated,
it does build upon them, so the longer you work here,
the more money you make until you hit a ceiling.
And so for certificated staff, they move up in steps
and then they move over to have more steps
as we honor their professional development
that they keep doing.
As far as our classified employees,
they both move over in steps so that every year
on their anniversary of their higher date,
they go to a next step.
But in addition to that, they receive longevity.
And so for each year that they go,
it's a percentage of their amount
that gets added on every year based on their longevity.
So it's kind of a double hole for them.
Right, so when they get to 100%.
Yeah, the longevity continues to increase
as their salary goes up.
So even when they hit that top step, we all receive a raise.
We all receive whatever it is we bargain
that the longevity goes up in proportion to whatever
it is that they've gotten.
Is it enough to?
Is it enough to honor all the work that they do?
I don't know the answer to that question.
But as far as their compensation,
that's kind of the structure that we have.
and that's typical I think of every district because you're right at some
point you get the ceiling right but but whatever it is that we bargain or
whenever it is that we settle on that increases it by that percentage if you're
at the top. Year by year. Right. Moving on. Oh wait you might post it.
Item 11.1, certificated management job description for innovation and technology
All right so tonight I bring forward a job description that is not different
than the last job description that I brought for us so let me just highlight
the differences in it. A few months ago we brought forward a change to the
director of innovation and technology to make it an assistant director. We did
change some of those job descriptions it was approved by this board. When we go
back and look at the job description and we look at really the vision for what we
hoping for this position, we really feel that this is actually more of a
certificated job. So the only change to this job description sent the last time
we brought it forward is a change from classified management to certificated
management. None of the job duties have changed or anything, the title is
director of technology and innovation, but all of the job duties are the same.
We feel like the evolving nature of this position better falls within
within the certificated range.
So I'm asking tonight for your approval
to that change to this job description.
I think that makes a lot of sense.
I mean, we've been talking about how innovation
and technology needs to come more central
to instruction again,
and how we've been feeling the pull and push
of not having a more blending the technology
into curriculum in a more profound way,
in a way that is gonna be better,
going to help our students better have better achievement and be better
prepared for their futures so I appreciate the thoughtfulness of you know
that small change can have a big meaning.
Motion carries.
I think you're still here, Kelly.
Item 11.2, certificate management appointment.
Great.
Well, thank you guys for approving the job description.
We believe that we have the best candidate for this position.
So tonight I'm asking for approval for Pam Davis
to become our new director of technology and innovation.
Pam has over 20 years of experience in education.
She began as a STEM teacher.
And she was a consultant for the San Mateo Office of Education.
She's a founding member of Tice Creek, where she taught
and served on multiple site and district committees.
She has a leadership experience in the Ed Services Department,
both as a teacher on special assignment
and also as the assistant director.
She's skilled in designing and leading professional development
and parent education opportunities.
She's an active member of our educational technology team.
She leads the Tech Mentor Program.
And she's overseen multiple successful pilot
implementations of technology programs
across the district and the site.
So tonight, I'm asking for approval of Pam Davis
for the new director of technology and innovation.
Innovation and technology.
And with great enthusiasm, I will move to approve
the recommended candidate
as innovation and technology director.
I'll second.
Okay, we have a motion and a second
for approval of the appointment of the recommended candidate
as innovation and technology director.
All those in favor?
Thank you so much for entrusting me with this position.
I've been really honored over the past ten years to serve, you know, in the
variety of roles across the district and throughout the time I've just witnessed
firsthand, jam, firsthand really the dedication and the creativity and just
really the heart that we have in our district. Coming from working in multiple
districts we are really in a unique position that I feel very honored to
have the opportunity to work in. Marie is an incredible visionary that we know
and I feel very fortunate to work with her and you know with an almost seven
year old in two weeks watching from home. Hi buddy. I really am able to see first
hand how the world is changing for our students and so you know I really look
at this as our responsibility but also just as an amazing opportunity that we
have to make sure that our students aren't just keeping up you know and
keeping up with the next thing but that they're really willing and able to have
the skills to lead the way.
And I think our students really have amazing opportunities
with the teachers and with the staff
that we have in our district to do so.
So we know we've been talking about IT,
we've been talking about technology, and to your point,
Heidi, it's not necessarily about the new tools
or the technology, but it's really
about syncing all of that innovation and that technology
with what's happening in our classrooms,
empowering our amazing teachers, engaging our students
and that deep learning, and really reimagining
what's possible for our classrooms and for our students.
So under Marie, and especially at JAMS Leadership
and Ed Services, this is the heart
of what's at our strategic plan.
So I'm just really excited to continue the partnership
in a new role and be part of this work.
And just building on what we've already established,
we've had some great foundation that we've already built.
And so just continuing that and supporting that
and inspiring creativity and just ensuring
that we are setting our kids up for whatever
their futures may bring.
So thank you so much.
Thank you.
Thank you.
OK.
Let's see.
I am 7.3.
Construction change order.
Oh, OK.
That's OK.
I'm asking the board to approve the final change order with BHM
for Buena Vista, yes.
When we started construction, every contractor,
we have a 5% built-in contingency within the budget,
because you don't know what you're going to come up against
once the construction begins.
And the job of Greystone-Wes is to manage that.
And we should have been on Escalade and go beyond that 5%.
I'm happy to report to you that 494,000 is coming back
from the 5% contingency and is broken up in two parts.
The first part is 234,283.
That's not savings, that's just work
that's gonna be postponed until next year.
And the front of the school office,
that parking lot was scheduled to be demolished
and remodeled this year, but of course,
it's gonna be better to do it after you rebuild the office
and then do the parking lot next year.
So that $234,000 is going to be pushed to next year.
The rule of savings is $260,540.
That's the unused part of the contingency
that's going to fall back to the bottom line
of our measure J funds.
And that's going to close out BHI with this action.
But the amount is the amount listed here for us?
Right, $494,823, which is the combination of the two.
Thank you.
I'll move approval of BHM Construction LLC's change order number one for the Buena Vista
Elementary Modernization phase one project in the credit amount of negative 400, or $494,823.
I'll second.
Okay, we have a motion and a second for approval of BHM Construction LLC's change order number
1 for the Buena Vista Elementary Modernization Phase 1 project and the credit amount of $494,823.
All those in favor?
Aye.
Aye.
Aye.
Motion carries.
I think you're still at your advance.
Item 11.4, American Modular System.
Right.
Same story, different contractor and two different sites.
So this is for our modulars.
For part-me, we're seeing a savings of $195.04.
For one of this, that is $1,108.03, and the reason it's the same for both, the flooring
that we selected was not available, so we were able to find a different provider that
had the similar flooring that came in a little bit under question.
So this action would also close out the AMS report for part-me and one of this stuff.
I'll move approval of American modular systems
and change orders number two
for the Buena Vista Elementary Modernization project
phase two and the credit amount of $1,108.03
and the Park Mead Elementary Modernization phase two project
and the credit amount of $195.04.
We have a motion and a second
for approval of American modular systems
and change orders number two
for the Buena Vista Elementary Modernization project phase two
in the credit amount of $1,108 or 3 cents
and the Park Mead Elementary Modernization Phase Two project
in the credit amount of $195 and 4 cents.
Opposed?
Thank you.
Motion carries.
And you're still here.
Okay.
Okay.
Item 11.5.
Sorry.
This is the notice of completion
that we have to file with the kind of recorder
within 15 days of completing the project.
And it does one thing for accounting and one thing for our contractors.
For accounting we get to move it from work in progress to assets because it's no longer
being constructed.
For our contractors it gives their subcontractors 30 days instead of 90 days to file any mechanics
claim just in case they are unpaid, so it shortens the time for them to dispute any
kind of wages with contractors.
So this one, 11.5, Resolution 25.2607 will be effectively to close out BHM 4 Brenda Vista
phase one.
I'll move approval of Resolution 25-26-07, BHM Construction LLC's Notice of Completion
of the Brenda Vista Elementary School Modernization Project phase one.
Second.
Okay, we have a motion and a second for approval of Resolution 25-26-7, BHM Construction LLC
LLCs notice of completion of the Buena Vista elementary school modernization
project phase one. All those in favor?
Motion carries, item 11.6.
These has two resolutions because they are the same contractor but two different projects.
25-2608 is AMS, that's for the modulars in Buena Vista.
25-2609 is AMS for our modulars in Park Mead, same notice of completion.
All move approval of American Modular Systems Inc. Notices of completion for the Buena Vista Elementary and Park Mead Elementary Modular Building Project Resolution 252608 and Resolution 252609.
I'll second.
Here we have a motion and a second for approval of American Modular Systems Inc. Notices of completion for the Buena Vista Elementary and Park Mead Elementary School Modular Building Projects Resolution 25-22.
26-8 and 26-9. All those in favor? Aye. Opposed? Okay. Motion carries. Thank you, events. Okay, item 11.7, certification of administrators to evaluate teachers.
Back, so this is just a yearly compliance item that allows our administrators to engage in the evaluation process for our teachers.
And a second for approval of the Certification of Administrators to evaluate teachers for
2025-2026.
All those in favor?
No.
Opposed?
Abstention?
Motion carries.
Item 11.8, Superintendent Contract Terms of Commerce.
So just context, you know, every year we do a review of the superintendent and we look
look at head tips and contract and this is this is that time of year. I move
approval of a one-year extension of the superintendent's contract through June
2028. I'll second. We have a motion and a second for approval of a one-year
extension of the superintendent's contract through June 28th of August.
I'm not going to read the resolution to you, more importantly I think this October is bullying
prevention month and I think that this is the perfect opportunity to really just
highlight the work that has been done across this district over the past six
eight years for us to really focus on building a sense of belonging in our
district for our students to feel a sense of belonging at our schools and to
give our staff the resources and professional training to be able to
to interrupt bullying when they see it.
And when I say staff,
I mean those certificated classified and our administrators.
We spend an inordinate amount of time
ensuring that our staff has those strategies
and that our students feel safe.
This is about safety.
This is about students feeling a sense of belonging.
This is about us continuing to declare our commitment
that our students come to school in environments
and schools that are safe and that we actively understand
the need for them to feel both emotional
and physical safety when they walk into our campuses.
And so for me, that's what this resolution says.
It is our commitment to our students and our families
because our families send us their children every day,
you know, just knowing that we will do what is necessary to ensure that our students learn
and socialize and interact with each other in an emotionally and a visibly safe environment.
So for that I bring forward Resolution 2526-2404.
Approval of Resolution 2526-04 against Boeing.
For approval of Resolution 2526-2404.
So this resolution that we bring forward, 2526-05,
is our ongoing commitment again to, as I see this,
empower our students with the information
that they have in educating them to be able to say no
and to understand what it means to be an upstander
and to say no when you're in a situation
where they are going to be presented with drugs
or alcohol or substances that are unknown and dangerous
and can have an effect on them.
And so again, I think I talked earlier
about our focus on safety this month.
And you'll see when we send out our Focus on Safety document
that it encompasses all of these areas for our students.
This Red Ribbon Week, our schools will celebrate
Red Ribbon Week with a variety of activities
that are developmentally appropriate for our students
to engage in this kind of conversation
that again empowers them with the information
that they need in order to be strong,
independent, and safe for them
in terms of their understanding
and the impact of drugs and alcohol.
And so tonight I bring forward 2526-05,
which is our Red Ribbon Week.
Resolution 25-2605 in support of Red Ribbon Week.
Say that.
Yes.
All second?
Okay, we have a motion and a second
for approval of Resolution 25-26-05
in support of Red Ribbon Week.
All those in favor?
Aye.
Aye.
Opposed?
Extension.
Motion carries.
And the last item, 11.11, resolution.
And this is our commitment to clean air month.
I think, most importantly, this was brought forward
several years ago by someone who said,
let's commit to being part of a healthy environment.
And so our commitment to clean air month, I think,
are the little things that we can do, turn off your car
when you're waiting in line for 20 minutes
until your students come out.
And so this is that proclamation from you
as a governing board and us as a staff
in our commitment to doing what we can do
to keep our air fresh and clean and our environment
and do what we can do to have an impact
on a positive environment and clean environment.
So here you go, 25-26-06 is this resolution.
Safety in all its forms this month, right?
Right.
Yeah.
Yeah.
I move approval of resolution 25-26-06, Clean Air Month.
We have a motion and a second for approval
of resolution 25-26-06, Clean Air Month.
All those in favor?
Aye.
Aye.
Motion carries.
OK, moving on to item 12, reports
from governing board members.
And what do you do with these?
I have two things.
On September 26th, I met with fellow clerks
from La Marinda, our schools,
and it's always good to know what's happening.
And then on September 29th,
I attended the book club at WCI,
not read this book, it was amazing,
especially for bullying, harassment prevention.
it's called Free Lunch.
Took me only two hours to read so.
In need of a book, not a light read.
And the next book that they're reading
is called The Land of Broken Promises,
which is in verse.
So I think that might be.
I missed the last meeting.
I think the only thing I have to report
isn't necessarily directly related,
but just to say that I have been,
I participate in the public meetings
around Akalani's Union High School Districts
moved to trustee area voting.
And they have been really informative
and really thoughtful conversations.
The details of what's required by law
don't leave a whole lot of room for,
just don't leave a whole lot of room.
So that board will be voting on,
it's relevant of course for our district
because our children will go up into Akalani's
through Las Ramas, but that board will be voting
on that next week, I believe October 15th.
So the community input has been really listened to,
I think, by the demographers and by the board.
And they are down.
And while they haven't technically eliminated maps yet,
I think that what I'm seeing directionally, I think,
is pretty positive and really trying to keep in mind
the purpose of the California Voting Rights Act,
which is really about ensuring that there is appropriate
and adequate representation across protected classes
in any given electoral boundaries.
So that will be, you know, that's been a process.
No activities for this period.
Okay, I think all I have to report is today,
I went to W, well, not Hikes, sorry, I almost said WH,
for the end of their lunch in Latino Heritage Month,
little activity of making pinatas,
in my coffee and get that today, which was lovely.
And I think that's it.
Do we have anything that pertinent dates?
Future agenda items?
Oh, sorry, I'm sorry, 13 future agenda items?
Just noting from the employment report,
we have a bunch of, I think we have it just highlighted
for me that we have, I think a lot of new elective teachers
at WCI entice it would be great to just get more consolidated
to hear from them about how they're
evolving and seeing those programs.
I think in some of those programs,
I think especially when you've talked about hospitality,
moving from a very veteran teacher
to maybe someone who has a different set of ideas
about what that means would be really interesting to hear.
And 14 pertinent dates.
Just to discuss, it's good to see you.