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From YouTube: BOE Public Session 4-20-2022
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Welcome
to
this
meeting
of
the
board
of
education,
ladies
and
gentlemen,
this
meeting
is
being
televised,
live
on
aacps
tv
and
streamed
on
as
aacps's
youtube
channel
general
information
and
protocols
for
the
meeting
are
posted
on
the
sign
by
the
doorway
as
you
enter
the
room.
So
please
make
sure
you
read
those
if
you
have
not
already
done
so.
Ladies
and
gentlemen,
at
this
time
we
would
like
to
have
the
invocation.
C
C
D
Thank
you,
mr
silkworth.
Members
of
the
board,
those
that
have
joined
us,
I'm
I'm
delighted
and
appreciative
of
the
opportunity
to
speak
of
of
tyson
truly,
as
you
said,
mr
silkwith,
in
your
introductory
remarks,
a
giant
in
his
field,
certainly
not
just
among
us
here
in
anne
arundel
county
and
how
well
he
served
boards
for
decades,
but
in
the
world
of
educational
law.
D
Here
throughout
the
state
of
maryland,
he
truly
has
been
a
giant
and
and
his
influence
will
carry
for
many
many
years
to
come.
D
There
are
so
many
things
that
I
remember
about
this
very
gentle
person,
but
for
those
of
us
that
got
to
work
elbow
to
elbow
with
him,
particularly
in
areas
of
whether
it
was
crafting
a
superintendent's
contract
which
he
negotiated.
My
first
one
here
on
behalf
of
the
board
many
years
ago
to
writing
policy
and
regulatory
language.
D
Mr
bennett
would
always
say
for
those
that
worked
with
him.
He
would
always
say
words
matter,
and
he
was
very
specific
about
having
the
right
words
in
the
right
sentence
and
paragraph
in
the
right
point
in
everything
that
he
wrote,
and
so
we
would
talk
about
may
or
shall
is
a
big
difference
in
that
world,
and
we
would
have
spirited
debates
about
what
that
meant
and
the
impact
it
would
have
on
that
language
and,
ultimately,
whatever
that
policy
or
regulation
or
law
was.
D
D
He
was
a
person
who
knew
robert's
rules
and
running
a
meeting
like
no
person
I
have
ever
met,
but
it
was
about
words
not
only
mattering
in
writing,
but
your
your
verbal
communication
and
how
you
interacted
with
people
and
that
your
words
as
you
spoke
with
people
mattered,
and
those
are
things
that
I
will
forever
remember
about
tyson,
truly
a
giant
in
his
field
and
gave
so
much
to
anne
arundel
county
as
a
board
member
and
for
many
decades
serving
boards
of
education
year
in
and
year
out.
He
will
certainly
certainly
be
missed.
C
C
Next
on
the
agenda,
we
have
item
2.03
approval
of
the
minutes.
F
C
You
have
consensus,
we
do
so.
We
have
moved
the
crash
report
to
item
2.09.
C
C
In
1986,
former
defense
secretary
kasper
weinberger
established
the
month
of
the
military
child
as
a
department
of
defense-wide
commemoration,
the
entire
month
of
april
is
designated
as
this
to
kick
off.
This
designation
anne
arundel
county
public
schools
hosted
a
panel
discussion,
titled
growing
up
military
on
tuesday
april
5
2022.
C
C
There's
a
tradition
in
the
military
referring
to
the
color
purple.
One
use
of
the
color
involves
the
phrase
purple
suit,
which
can
refer
to
a
military
activity
or
organization
that
includes
civilians
and
or
multiple
branches
of
the
military
purple
indicates
that
all
branches
of
the
military
are
supported.
C
All
the
service
colors
are
represented,
including
air
force,
blue
army,
green
navy,
blue
marine
red
and
coast
guard.
Blue
said
to
combine
for
the
mutual
benefit
of
all
into
the
color
purple,
there's
an
infinite
emphasis
in
the
united
states,
military
culture
on
the
total
force,
the
whole
person
concept
and
similarly
theme
philosophies
that
hold
that
troops,
their
families
and
their
extended
families
are
more
than
the
sum
of
their
parts.
C
H
Yeah,
I
just
wanted
to
extend
extra
gratitude
to
masamusori
and
miss
dent
in,
in
the
help
of
preparation
for
the
forum.
The
feedback
I
got
was
absolutely
outstanding
and
speaking
everywhere
from
mr
jones,
all
the
way
down
to
to
my
families.
H
A
lot
of
them
didn't
have
a
chance
to
go
live
so
I
know
the
number
wasn't
indicated
indicative
of
it.
It
got
shared,
it
got
spread
across
and
I
just
want
to
thank
you
for
reaching
out
and
so
well
representing
our
students.
I
think
that's
exactly
what
we
all
needed
to
hear,
so
we
know
how
to
move
forward
to
build
build
better
for
our
military
families,
who
are
such
an
integral
part
of
our
community.
Thank
you.
I
Miss
hogan
has
been
the
signature
program
facilitator
for
five
years.
In
that
time
she
has
brought
focus
and
intention
to
the
signature
to
the
signature
within
annapolis
high
school.
She
has
been
an
integral
part
of
the
school's
professional
development
program
and
used
that
medium
to
work
closely
with
teachers
to
infuse
change
engineering
within
instruction
under
her
leadership.
I
In
the
past
year,
she
has
partnered
with
our
avid
program
to
produce
a
quarterly
newsletter
which
highlights
students
and
staff
of
annapolis
high
and
their
achievements
within
avid
and
change
engineering.
Ms
hogan
promotes
positive
changes
in
the
growth
of
her
students
and
staff,
and
she
makes
outstanding
contributions
to
annapolis,
high
school
and
its
community.
It's
often
easy
to
say
that
you
want
to
lead
a
program
with
energy
and
by
fostering
positive
relationships
with
students,
colleagues
and
community
stakeholders.
I
It's
challenging
to
do
just
that
every
single
day,
and
yet
that
is
what
miss
hogan
does
at
annapolis.
High
school,
her
energy
is
contagious
and
she
is
always
willing
to
go
out
of
her
way
to
help
a
colleague
in
need.
Her
high
degree
of
professionalism
and
dedication
to
annapolis.
High
school
is
invaluable.
I
I
I
Well,
I
want
to
tell
you
as
a
what
six
years
now
proud,
panther
parent.
I
want
to
personally
thank
you
for
all
that
you
do
for
our
community.
Thank
you.
H
Our
employee
of
the
month
for
april
2022
has
always
been
an
exceptional
employee
in
the
area
of
supporting
technology
at
crofton
elementary.
However,
during
the
pandemic,
kim
ward
went
above
and
beyond
to
support
the
school.
The
staff
and
the
students
with
technology
needs
repairs
and
disbursement
each
time.
Mrs
ward
completes
a
task.
It's
done
with
clear
directions,
efficiency
and
expertise.
H
H
H
Miss
ward
contributes
to
the
positive
climate
of
crofton
elementary
school,
because
the
staff
is
so
appreciative
of
her
expertise
and
her
willingness
to
support
others.
She
follows
aacps
protocols
as
well
as
supports
the
new
ones
for
crofton
elementary
school
in
the
area
of
technology
with
professionalism,
intact.
H
Deadlines
are
always
completed
in
a
timely
manner,
and
written
correspondences
to
staff
or
face-to-face
interactions
are
always
professional
and
very
comprehensive.
Tim
ward.
Thank
you
for
all
that
you
do
for
anne
arundel,
county
public
schools.
The
board
of
education
is
honored
to
award
you
as
the
april
2022
employee
of
the
month.
Congratulations.
M
H
Yeah
technology
and
on
behalf
of
crofton
community,
thank
you
for
all
you
do,
because
when
you
support
our
schools,
you
support
our
community
and,
as
the
district
senator,
I
just
got
to
tell
you.
You
do
an
awesome
job
with
that
and
I'm
very
proud
to
have
you
in
our
school
here's
a
certificate.
M
Mrs
davis
she's
awesome
she
is
and
my
support
specialist
is
erin
looney
and
then
I
have
team
members
over
here
from
technology
kim
ols
and
bill
sergio,
and
I
saw
some
others
this
morning.
C
Henry
ford
once
said.
If
everyone
is
moving
forward
together,
then
success
takes
care
of
itself.
One
of
the
many
things
that
makes
the
work
of
our
aacps
volunteers
so
powerful
is
their
commitment
to
teamwork,
their
understanding
that
when
we
pull
our
time,
talents
and
energy
astonishing
things
can
happen
for
the
students
that
we
serve
today.
C
We
are
here
to
celebrate
a
unique
and
dynamic
group
of
volunteers
who
have
embodied
this
idea
and
whose
collaboration
has
allowed
the
students
to
continuously
benefit
from
their
hard
work,
even
through
the
most
challenging
time:
oatmeal
middle
south's,
first
lego,
league
team
coaches,
mr
jeffrey
gleason,
mr
kenneth
bellock,
mr
christoph
flaherty,
who
is
represented.
I
think
this
afternoon
by
his
wife,
jen
and
mrs
melody
kennedy.
The
board
of
education
is
proud
to
honor
you,
as
our
april
2022
volunteers
of
the
month
in
march
of
2020,
when
instruction
and
extracurriculars
were
severely
curtailed
by
the
pandemic.
C
This
energetic
group
of
coaches
went
above
and
beyond.
They
used
their
combined
expertise
and
creativity
to
keep
students
engaged
both
virtually
and
one
safe.
During
in-person
lego,
robotic
sessions
in
garages
on
porches
and
at
picnic,
pavilions
stem
department,
chair,
mary
hartman,
shared
hours
of
time
and
effort
were
spent
between
the
kennedy
and
gleason
families,
organizing
supply
kits
so
that
every
member
could
have
a
learner,
ev3
robot
to
play
with
and
learn
from
at
home
in
total
over
a
dozen
kits
were
scavenged
together,
organized
and
distributed
to
team
members.
C
In
addition
to
holding
virtual
and
in-person
meetings,
this
dedicated
team
of
coaches
used
marketing
and
recruitment
techniques
to
attract
members
and
additional
coaches
breathing
new
life
into
this
club,
which
mr
and
mrs
flaherty,
founded
eight
years
ago,
technology
and
engineering
teacher
john
kaiser,
shared
jeff,
ken
christoph
and
melody
have
dedicated
their
evenings
and
weekends
to
growing
the
lego
league
for
more
than
three
years.
We
truly
appreciate
the
community-based
support
and
interest
because
their
involvement
reflects
an
investment
in
our
students.
C
Now,
with
over
16
student
members
and
two
coaches
in
training,
the
lego
league
is
an
ongoing
labor
of
love
whose
legacy
continues
due
to
the
efforts
of
this
talented
group
of
mentors
we're
here
to
celebrate
today.
According
to
ms
hartman,
they
have
succeeded
in
creating
a
new
normal
for
this
club,
and
their
passion
for
robotics
and
knowledge
of
coding
is
infectious.
C
This
tenacious
band
of
hard-working
professionals
made
up
of
a
nurse
two
programming
engineers
and
electrical
engineer
has
exemplified
the
power
of
teamwork.
They
have
given
the
priceless
gift
of
time,
shared
their
expertise
and
opened
an
entire
world
of
possibilities
for
the
students
of
old
mill
middle
south's.
First
lego
league
team,
mr
gleason,
mr
bellock,
mr
flaherty,
miss
kennedy.
Would
you
please
come
forward?
It
is
with
great
appreciation
that
we
would
like
to
present
the
volunteer
of
the
month
bell
and
certificates
to
you.
C
O
P
R
Q
President
silkworth
members
of
the
board
and
dr
alato,
my
name
is
fletcher
port.
My
pronouns,
are
he
him?
I'm
a
senior
at
several
park
high
school
and
I
have
the
privilege
of
serving
as
the
crash
secretary
of
education
for
the
2021-2022
school
year.
We
hope
everyone
had
a
nice
and
restful
spring
break
and
have
returned
to
the
fourth
quarter,
ready
to
learn
on
march
16th.
The
crass
constitution
and
bylaw
amendments
were
ratified.
Q
A
huge
thank
you
goes
out
to
brenton
mead
crash
parliamentarian
from
broad
neck
high
school
for
all
his
dedication
and
work
on
this
lengthy
process.
In
march,
krask
was
excited
to
host
an
hybrid
general
meeting
and
hybrid
exec
team
meeting.
It
was
wonderful
to
see
students
face
to
face
and
start
the
return
to
in-person
meetings
crash
outreach
coordinator
cameron,
chariot
led
efforts
to
create
an
outreach
video
with
information
all
about
crasc.
Q
High
school
voter
drives
wrapped
up
on
march
31st
and
we
are
pleased
to
announce
that
254
students
registered
to
vote
and
145
took
home
applications
to
complete
the
form
to
give
to
the
board
of
ed
board
of
elections.
A
special
thank
you
goes
out
to
ms
nicole
hill
from
the
anne
arundel
county
board
of
elections.
She
was
a
great
partner
in
this
process.
Q
At
the
april.
6
crafts
general
meeting
crash
parliamentarian
print
and
mead
gave
an
amazing
presentation
about
parley
pro
and
crasc
for
students
interested
in
this
presentation
and
learning
more
about
parliamentary
procedure.
They
can
go
to
the
crash
website
and
click
on
the
constitution.
Revisions
tab
on
the
left.
This
will
take
you
to
the
parliamentarians
desk
website.
Q
Let's
talk
justice
completed
the
middle
school
book.
Study
of
the
this
book
is
anti-racist
on
march
28th.
Look
for
information
later
this
spring
for
an
upcoming
high
school
book
study,
teen
advisory
met
on
april
19th
at
crofton
high
school.
The
team
was
excited
to
share
great
aacps
awesome
news
with
dr
alato
and
tour
the
beautiful
high
school
facilities.
Thank
you
to
principal
ferrard
and
teen
advisory
members,
hala
malik
and
chase
nester
for
hosting
the
team.
Q
The
maryland
association
of
student
councils
will
be
hosting
the
second
part
to
its
convention.
On
saturday
april
30th
at
richard
montgomery,
high
school
crafts
will
be
sending
representatives
who
engage
in
team
building
network
activities,
workshops
and
hear
from
a
renowned
keynote
speaker.
Miss
laurie,
hayes
krask
is
very
excited
to
announce
this
mob
finalists
jaden
ferris
of
south
river
high
school
oscar
fuentes
from
northeast
high
school
and
zachary
mcgrath
from
several
park
high
school.
The
debate
will
take
place
tomorrow
at
6
p.m.
Q
Here,
in
the
boardroom,
students
are
invited
to
attend
in
person
to
both
watch
the
debate
and
then
interact
with
candidates
afterwards
can
attend
in
person.
The
event
will
be
live
streamed
on
the
aacps
youtube
channel
and
on
aacps
tv
it
will
be
monitored
moderated
by
the
fabulous
crash
secretary
of
education,
good
luck
to
all
of
our
candidates.
Q
Finally,
I
would
be
remiss
if
I
did
not
mention
the
amazing
growing
up
military
panel
discussion
on
april
5th.
I
was
in
attendance
and
hearing
the
challenges
that
military
connected
students
face
was
enlightening.
Miss
bonice,
miss
boone
mrs
love,
mr
voglin
and
lieutenant
cerfas
also
provided
invaluable
information.
Ms
amisori
was
a
quite
incredible
moderator
too.
If
you
didn't
catch
it,
it
can
be
viewed
on
the
aacps
youtube
channel.
We
wish
everyone
an
easy
return
and
great
start
to
the
fourth
quarter
for
a
schedule
of
crass
and
let's
talk
justice
events,
please
visit
their
respective
websites.
E
Thank
you,
fletcher
for
the
update
and
for
those,
whether
you're,
a
student
or
a
parent
of
a
student
or
just
community
member.
Please
watch
the
smob
debates
that
will
be
held
tomorrow
at
six
o'clock.
It's
a
little
weird
to
I
feel,
like
I
just
got
on
the
board
and
now
they're
trying
to
kick
me
out,
but
it's
really
really
nice
to
see
three
bright
young
men
who
are
eager
to
take
up
this
position
and
just
knowing
all
the
people
who
are
running
this
year.
E
I
know
that,
although
I
won't
be
here,
which
is
entirely
unfortunate,
analog
county
will
be
in
great
hands,
no
matter
who
wins.
So
I
think
the
debate
will
be
really
great.
Obviously,
fletcher
will
be
moderating,
so
it
can't
go
too
wrong
and
I
just
wish
good
luck
to
oscar
zach
and
jaden
on
what
might
be
the
start
of
their
time
in
this
boardroom.
C
Thank
you,
miss
amazori,
so
next
we're
going
to
be
moving
on
to
public
comments.
S
T
A
A
A
A
B
B
A
A
A
A
A
A
A
A
A
C
C
C
C
So
welcome
back,
ladies
and
gentlemen,
we're
now
at
the
public
comment
portion
of
our
meeting
today.
Speakers
will
be
allotted
two
minutes
each
and
may
not
allocate
their
time
to
others.
The
yellow
light
below
us
will
shine
when
you
have
30
seconds
remaining.
The
red
light
below
me
will
shine
and
you
will
hear
a
tone
when
your
time
has
expired.
C
The
board
asks
that
comments
remain
civil
and
appropriate
for
the
various
audiences
that
may
be
watching
or
viewing
this
meeting
student
specific
and
personal
matters
are
confidential
and
cannot
be
discussed
in
this
form.
Please
speak
only
on
the
topic
which
you
signed
up
to
speak.
It
is
not
the
board's
general
practice
to
engage
in
question
and
answer
session
with
speakers,
for
the
record,
please
give
your
name
before
speaking.
Handouts
should
be
given
to
the
board
assistant
at
this
time.
I'd
like
to
call
up
keisha,
deutsch
and
rachel
stafford.
U
My
children
have
amazing
teachers
who
genuinely
embrace
the
business
of
teaching
and
learning.
However,
it
is
not
enough
to
ensure
that
they
are
learning
in
an
environment
that
is
entrenched
in
diversity,
equity
and
inclusion,
which
is
a
part
of
social
emotional
learning.
This
year
my
children
encountered
implicit
and
explicit
racially
biased
experiences.
U
If
this
happened
to
them,
it
is
happening
to
other
children
across
aacps.
Are
you
interested
or
committed
to
providing
conducive
learning
environments
that
embody
dei?
According
to
the
fy
23
operating
capital
budget?
There
is
a
request
for
one
social,
emotional
learning
and
wellness
teacher
specialist
to
service
all
of
aacps.
U
U
If
I,
if
a
diverse
workforce,
is
part
of
the
mission,
there
needs
to
be
additional,
recruiting
specialists
with
a
diversity
focus,
and
not
just
one
individual
who
canvasses
hbcs
use
in
search
of
prospective
teachers,
the
sy-23
operating
budget
only
requests
one
additional
recruiter.
Staffing,
specialist
and
diversity
is
not
the
focus.
U
Also,
if
salary
seems
to
be
one
of
the
barriers
preventing
teachers
from
diverse
backgrounds
from
coming
to
aacps
then
find
a
way
to
increase
the
salaries.
One
may
wonder
if
this
is
intentional,
to
keep
your
demographics,
your
current
demographics.
Thank
you
so
much
for
your
time
and
attention
again.
Let's
continue
to
work
together.
Let's
commit
accept,
no
excuses
and
get
results.
V
The
current
system
is
not
working,
for
example,
at
nantucket
in
2018
the
workforce
included
63
staff
persons,
of
which
one
was
a
teacher,
was
an
african-american
teacher
that
is
point
zero,
one
percent
of
its
population.
Over
the
last
four
years,
I
have
had
repeated
conversations
with
our
principal
about
this
issue.
It
is
our
annual
conversation
that
we
have.
There
have
been
efforts
made
to
increase
the
number
of
teachers,
but
they
are
not
classroom
based
since
then,
we
have
actually
had
two
additional
teachers
added
that
have
been
of
color.
V
The
office
of
workforce
diversity
needs
to
update
its
personal,
recruiting
in
two
ways:
one
recruitment
we
need
to
expand
from
just
doing
job
fairs
to
also
doing
hiring
fairs.
Job
fairs,
as
you
may
know,
are
kind
of
meet
and
greet
candidates
may
or
may
not
be
qualified.
They
may
or
may
not
be
looking
at
an
open
position.
We
need
to
also
add
hiring
fairs
in
which
they
are
actually
candidates,
looking
at
open
positions
where
they
are
being
qualified
and
vetted
and
that
when
the
principals
talk
to
them,
they
can
actually
then
hire
them
two
principles.
V
I'm
going
to
push
you
on
this.
They
need
to
be
given
a
rubric.
Their
reality
is
that
principles
when
they're
walking
into
these
spaces.
The
feedback
I
just
heard
in
march
was
ms
stafford.
I
went
to
the
diversity
fair,
but
I
didn't
find
any
qualified
candidates.
When
I
spoke
with
the
office
of
diversity
workforce
I
was
at,
I
asked.
V
C
Thank
you.
Miss
stafford,
you've
also
signed
up
to
speak
on
item
5.02
superintendent
search
committee
report.
V
I
have
because
we
say
that
the
office
of
workforce
diversity
is
important.
We
have
given
it
a
landing
page.
We
have
hired
a
person
to
do
this.
The
reality
is
that
I
do
recommend
that
this
board
take
under
consideration
having
our
new
superintendent
elevate
it
to
a
cabinet
level
position.
The
reality
is
that,
yes,
if
you
ever
look
at
the
org
chart,
the
office
of
workforce
diversity
is
actually
within
the
hr
department
underneath
several
other
layers.
The
reality
is
at
that
table.
V
V
Whoever
is
his
replacement,
that
table
to
be
there
to
advocate,
on
behalf
of
teachers
and
on
behalf
of
students,
and
so
as
we
continue
to
talk
about
this,
and
we
say
that
it's
important-
this
should
definitely
be
an
area
that
we
probe
with
the
new
superintendent
to
see
that
this,
if
this
is
a
value
for
him
or
her,
and
if
this
is
something
that
they
will
take
under
advisement.
Thank
you
for
your
time.
It's
been
a
pleasure
to
be
here.
V
C
D
O
Good
afternoon,
vice
president
silkworth,
dr
alato
and
members
of
the
board
for
the
record,
my
name
is
jody
rissy
and
I'm
christiana
walsh
and.
X
X
Due
to
the
success
of
this
pilot,
social-emotional
learning
instruction
was
expanded
to
all
elementary
schools,
starting
in
the
2020-21
school
year,
as
students
engaged
in
virtual
learning.
During
the
20-20-21
school
year,
aacps
developed
a
partnership
with
the
johns
hopkins
university
school
of
public
health
to
create
a
community
wellness
curriculum
for
all
high
school
students.
S
Social
emotional
learning
is
the
process
through
which
all
young
people
and
adults
acquire
and
apply
the
knowledge,
skills
and
attitudes
to
develop
healthy
identities,
manage
emotions
and
achieve
personal
and
collective
goals,
feel
and
show
empathy
for
others
establish
and
maintain
supportive
relationships
and
make
responsible
and
caring
decisions.
This
is
the
definition
of
social,
emotional
learning
created
by
the
castle
organization.
T
S
S
Research
shows
that
students
with
stronger
sel
skills
have
better
academic
achievement.
Importantly,
they
are
more
connected
to
peers,
their
schools
and
communities.
They
also
have
more
positive
feelings
about
themselves.
This
positive
impact
helps
students,
feel
more
college
and
career
ready
and
to
experience
greater
success
in
adulthood.
X
X
The
second
component
is
community
building
circles,
which
is
a
group
discussion
process
used
as
an
opportunity
for
students
to
build
community
in
the
classroom.
These
two
elements
complement
each
other
by
teaching
the
skills
in
social
emotional
learning
instruction,
while
putting
these
skills
into
practice
during
community
building
circles.
X
Currently,
social,
emotional
learning
and
wellness
instruction
is
part
of
the
aacps
schedule
in
pre-k.
It
is
taught
through
the
second
step,
early
learner
social
emotional
learning
program,
one
time
per
week,
an
elementary
school.
It
is
taught
through
the
second
step.
Digital
k-5,
social-emotional
learning
curriculum
one
to
two
times
per
week
during
community
wellness
in
middle
school
is
taught
through
the
second
step:
digital
six,
through
eight
social,
emotional
learning
curriculum
one
to
two
times
per
week,
during
advisory
and
in
high
school.
X
Y
X
J
My
name
is
angie
foxens
toniak
and
I
am
a
school
social
worker
and
I
work
at
ruth
eason
one
day
a
week
and
I
am
at
marley
glenn
four
days
a
week,
so
my
role
at
ruthestine
is
kind
of
specialized,
because
I
really
focus
on
the
social,
emotional
learning
and
one
of
the
best
things
about
our
social,
emotional
learning
and
second
step
actually
is.
Is
I
can
differentiate
based
on
the
child
in
front
of
me?
You
know,
I
don't
do
a
blanket
group
for
all
kids
of
one
ability.
J
I
really
get
to
change
it
up,
which
I
think
makes
it
a
lot
more
fun.
Every
week
we
have
great
lessons
different
goals
from
second
step.
For
example,
we
started
this
year
with
you
know,
classroom
rules
and
what
it's
like
to
be
a
classroom
to
come
together
and
one
of
my
favorites
at
the
beginning
was
you
know,
welcoming
people.
How
do
we
welcome
each
other?
J
And
so
now,
when
a
new
person
comes
in
the
room
when
miss
angie's
there,
you
know
we
all
say
hi
and
welcome
and
practice
our
waving
to
give
the
kids
a
sense
of
this
community
within
their
little
classroom,
which
is
so
important
and
the
teachers
are
right
on
board
and
are
amazing
at
ruthless
in
itself.
I
just
we
have
such
an
incredible
group
of
students
with
such
a
range
of
of
skills
and
creativity
and
styles
that
it
it
like.
J
I
am
not
faking
this
smile,
because
I'm
sitting
here
thinking
of
the
kids
in
the
group
that
we
do-
and
it
literally
is
one
of
the
favorite
parts
of
my
day.
Always
I
get
to
do
it
twice
a
week
right
now
and
the
kids
know-
and
I
always
tell
them
when
I
leave
like
wow,
you
guys
were
the
best
part
of
my
day.
I
tell
them
to
kiss
their
brains,
you
know
because
they
have
these
amazing
brains
that
are
doing
amazing
things.
X
The
elementary
social
emotional
learning
curriculum
through
second
step
is
on
a
digital
platform,
and
the
teachers
typically
engage
the
students
in
a
brain
builder,
a
review
of
what
they've
learned
in
the
last
lesson
practice
on
the
skill
being
taught,
and
they
do
a
check
for
understanding
throughout
these
lessons.
Elementary
students
engage
in
singing
discussion,
role-playing
and
role-playing
to
reinforce
concepts
that
they've
learned
during
the
lesson.
X
Z
So
a
hilltop
teachers
are
giving
time
in
the
day
to
teach
sel
second
step.
This
has
been
part
of
our
instructional
schedule
for
about
four
years
now.
So,
during
the
sel
wellness
time,
teachers
do
community
circle,
second
step
and
second
step.
They
teach
lessons
such
as
problem
solving
empathy.
They
begin
with
goal
setting
growth
mindset.
Z
L
So
I've
always
thought
social
emotional
learning
is
so
important,
but
at
a
school
like
hilltop,
many
of
our
students
are
coming
to
school
without
any
prior
structured
learning
experiences.
L
AB
Learned
that
a
lot
of
people
were
different
because
I
used
to
like
think
everybody
was
the
same
and
I
would
like
not.
I
would
get
angry
at
the
person
if
they
thought
different
than
me,
which
is
very
weird,
but
then,
as
I
was
learning
more
about
it,
I
realized
everybody
is
different
in
their
own
way
and
that's
okay.
AB
It's
helped
our
classroom
more
calm,
because
before
we
actually
started
doing
second
step,
our
classroom
was
loud
and
a
lot
of
people
were
getting
into
arguments
with
each
other
and
then
now
with
second
step
and
especially
talking
to
other
people.
That
is
one
of
the
most
important
ones
that
we
have
been
doing
to
calm
down.
We
learn
how
to
calm
ourselves
down,
and
we
also
learn
how
to
show
kindness
to
people
and
and
now
how
they're
feeling
we
learn,
how
to
make
friends
by
helping
them
and
by
helping
them
and
being
kind
to
them.
L
Well,
I've
seen
a
big
increase
this
year
in
my
students
abilities
to
recognize
not
only
their
own
emotions
but
the
feelings
of
others
as
well,
so
when
they
know
how
the
people
around
them
are
feeling
they're
able
to
interact
with
them
in
more
appropriate
ways,
they
check
on
their
friends
when
they're
feeling
upset
they
offer
help
to
those
who
are
feeling
frustrated,
or
sometimes
they
simply
just
back
away.
When
they
see
someone
is
very
upset
right.
So
I've
seen
a
lot
better.
Interpersonal
skills
with
my
students.
X
X
The
teachers
typically
engage
with
students
in
a
warm
up,
a
review
of
what
they
learned
in
the
last
lesson
and
understanding
of
what
they
will
be
learning
during
the
current
lesson,
they
practice
on
the
skill
being
taught
they
have
a
discussion
and
they
do
a
wrap
up.
Throughout
these
lessons.
Middle
school
students
engage
in
discussion
and
role
playing
to
reinforce
concepts.
X
X
K
Hi,
my
name
is
ben
and
I
go
to
marley
middle
and
I'm
a
sixth
grader.
So
for
second
step
we
talk
about
like
like
how
you
would
feel
in
the
other
person's
shoes,
maybe
and
how
to
be
like
an
upstander,
not
a
bystander,
and
you
know
how
to
help
a
victim.
Maybe
maybe,
like
you
know,
your
best
friend
is
bullying
someone.
You
know
how
how
to
stop
them,
and
maybe,
if
a
bully
is
just
some
random
person
how
to
support
the
victim.
K
Maybe
how
to
stop
the
bullying,
maybe
tell
a
teacher.
I
like
how
we
discuss
serious
topics
but
with
a
good
demeanor,
and
you
know
you
get
to
share.
Maybe
your
experiences
like
supporting
someone
telling
a
teacher
you
being
bullied
but
standing
up
to
it,
maybe
standing
up
to
a
bully,
stopping
them
talking
about
it
with
a
teacher,
even
though
bullying
is
a
big
problem
everywhere,
not
just
this
school,
but
just
other
schools
in
general.
K
It
is
helping
like
second
step
is
helping
because
I've
seen
less
and
less
people
being
mean.
Actually
someone
that
was
picking
on
me
he's
not
picking
on
me
anymore.
He's
he's
been
more
nice
and
you
know
we
recently
went
on
a
field
trip.
We
settled
things,
you
know
we
talked
about
how
we
could
do
this
and
that
better
better
and
you
know
it's,
it-
helps
a
lot.
X
During
the
22-23
school
year,
high
school
students
will
be
engaging
in
a
scope
and
sequence
during
the
community
wellness
block
that
will
include
lessons
on
building
community
success
in
high
school,
healthy
mindset,
decision
making
and
problem
solving
understanding,
identity
and
social
justice
and
advocacy
the
high
school
community.
Wellness
curriculum
is
presented
through
google
slides
the
teachers
typically
review
the
objective
of
each
session,
and
then
they
discuss
how
the
topic
connects
to
the
abcs
of
wellness.
X
X
AD
AD
So
ahai
created
a
schedule
that
would
fit
our
needs
and
again
we
kind
of
coined
this
term
panther
community.
For
that
time
and
mondays
we
have
students
analyze
their
grades
and
prepare
for
their
weeks.
Pamper
our
schedule
and
panther
hour
is
that
block
of
time
where
we
offer
opportunity
for
incentives,
student
help
like
extra
help
and
whatnot,
and
then
clubs
and
lunch
of
course,
so
tuesday,
then
is
dedicated
to
our
wellness.
AD
It's
really
provided
that
exposure
and
the
healthy
resources
that
are
necessary
as
they
continue
to
develop
and
grow
in
their
academic
and
personal
lives,
and
I
mean
with
wellness
it's
all
about
that
awareness
piece
right.
So
I
think
it
really
has
just
continued
to
bring
bring
it
back
to
having
that
check
in
and
making
sure
that
we're
doing
our
best
in
body
and
mind
hello.
AC
My
name
is
wimmy,
I'm
in
11th
grade
and
I'm
the
president
of
the
wellness
club.
So
I
help
organize
activities
that
the
club
needs
to
do
for
our
events
at
annapolis.
High
school.
It
really
depends
on
the
day,
because
sometimes
we
have
class
discussions.
Sometimes
we
do
circles
like
community
circles.
Sometimes
we
go
through
lessons
that
are
on
the
slideshow
that
connect
to
annapolis,
high
school
or
wellness.
Each
lesson
has
like
a
specific
topic
for
a
subject.
Sometimes
we
watch
videos
or
do
like
may
activities.
AC
I
think
it
was
about
like
two
weeks
ago,
or
so
we
just
covered
a
topic
about
cell
phone
use
and
how
we
shouldn't
really
be
on
our
phone
so
much
like,
especially
during
school,
and
like
all
the
negativity
from
that
we
have
lessons
about
like
healthy
relationships
like
what
to
do
and
then
what,
like
the
good
the
positive,
the
negative
sides
to
relationships.
We
talked
about
like
self-care
like
how
to
take
ourselves
and
about
physical
wellness
like
getting
exercise
going
on
walks
eating
healthy.
X
W
On
behalf
of
the
aacps
wellness
council,
we
thank
dr
olado
for
his
continued
support.
We
also
thank
monique
jackson,
monique
jackson,
for
her
vision
and
leadership.
It
is
evident
that
anne
arundel
county
is
not
only
leading
the
state,
but
the
nation
in
wellness
initiatives.
We
truly
are
better
together
in
health
and
wellness.
We
thank
you.
C
And
thank
you.
I
can
tell
you
that
yes
well
deserved.
I
can
tell
you
that
the
enthusiasm
that
you
all
show
can
be
contagious.
C
I
would
love
to
have
been
involved
when
I
are
working
with
you
all
absolutely
awesome.
So
my
colleagues
I'm
looking
to
see
if
you
have
any
comments
or
questions.
H
Thank
you
vice
president
silkworth.
I
just
want
to
say
thank
you
guys.
I
I
got
a
a
little
mini
confession.
I
was
at
the
wellness
committee
when
they
were
pulling
together
some
of
the
slides,
so
I
didn't
see
the
whole
thing,
but
I
did
get
a
chance
to
see
some
of
the
videos
and
so
I've
been
looking
forward
to
it
since
and
awesome
work.
I
just
want
to
say
that
you
know
it
takes
a
whole
community.
H
We
can
do
a
lot
as
a
school
system,
but
we're
going
to
need
the
whole
community
to
really
do
the
repair
work
that
this
pandemic
and
all
the
side
consequences
that
have
just
keep
on
to
us
and
and
we
were
in
need
to
begin
with.
So
you
guys
are
on
the
front
lines,
and
I
consider
you
guys
are
one
of
our
best
resources
to
get
the
job
done,
and
I
know
we're
going
to
do
it
together,
but
it's
going
to
definitely
take
the
whole
village
and
our
parents
engagement
and
everything
else.
H
E
So
I
really
loved
everything
that
I
heard,
especially
the
young
man
from
marley
middle.
I
mean
he
spoke
way
better
than
I
ever
did
in
sixth
grade
and
the
words
and
the
things
that
he
was
saying
is
really
like
textbook.
What
this
is
about?
It's
about
changing
those
attitudes
that
may
form
itself
into
malice
and
into
poor
relationship
building
and
turning
it
on
its
head,
and
so
I'm
really
happy
to
see
from
the
students
that
that
is
working
as
planned.
E
I
do
have
a
question
in
regards
to
high
school
because
you
all
talked
about
community
wellness
and
just
as
a
high
schooler.
I
know
that
community
wellness
on
paper,
it
seems
really
well,
it
seems
like
it
should
work
properly,
but
sometimes
the
lessons
don't
get
taught.
Sometimes
students
just
don't
participate,
and
so
I'm
wondering
especially
someone
as
well
as
a
lot
of
other
seniors
who
don't
come
to
school
for
the
full
day.
X
I
mean
I
think
wellness
is
embedded
throughout
the
day
and
and
infused
within
different
curriculum
areas,
content
areas.
What
I
described
today
was
more
of
our
standalone
wellness
instruction,
but
I
don't
know
if
you
want
to
talk
about
pe
initiatives
on
that
or
any
yeah
to.
W
Is
embedded
within
different
curriculums,
some
more
so
than
others,
obviously
in
health,
education
and
physical
education,
we
focus
on
you
know:
interactions,
collaboration,
teamwork,
social,
emotional,
health
as
well.
W
To
try
to
answer
your
question,
you
know
that
community
wellness
block
is
a
designated
time
in
the
day
so
where
it
is
placed
will
be
depicted
by
when
a
student
has
arriving
at
school.
But
I
think
we
have
really
tried
to
develop
a
schedule
that
provides
those
opportunities
throughout
the
day.
So,
in
addition
to
the
wellness
block
and
advisory
time,
the
the
pride
period
so
to
say,
but
we
do
pose
a
challenge
when
we
have
seniors
who
are
not
here
the
entire
day.
W
So
I
I
want
to
take
your
your
suggestion,
your
well
your
question
back
to
the
council
and
to
the
people
who
kind
of
create
our
schedules
and
maybe
see.
If
there
are
some
additional
places
we
could
place
it.
I
Thank
you
for
for
the
presentation
I
have
to
echo
the
young
man
at
marley
middle.
So
one
of
my
questions
always
on
this
topic
is
how
effective
and
successful
can
we
be
with
an
academic
approach
to
social,
emotional
learning,
so
it
is.
It
is
encouraging
to
hear
like
a
story
like
this
young
man
shared
of
of
someone
who
was
giving
him
some
trouble
and
and
that
situation
improved.
So
I'm
I'm
really
happy
to
hear
that.
I
do.
I
First
of
all
this
topic,
I
mean
social
emotional
skills,
I
think
are
I'm
I,
I
think,
there's
research
to
indicate
that
they're
more
predictive
than
academic
success
of
for
future
success
for
for
students.
So
it's
extremely
important
that
we
do
graduate
healthy
young
adults.
So
I
do
appreciate
that
we're
making
some
so
much
effort
in
this
area.
I
just
knowing
through
conversation
many
conversations
I
do
share
miss
omasori's
concerns.
I
I
I
feel
so
my
own
high
school
students
as
an
example-
and
I
have
talked
to
others
but
my
high
school
students
they
used
to
have
this
acting
coach,
that
they
would
go
to
and
they
would
have
a
weekly,
a
weekly
class
with
her,
and
you
know
it's
in
banded
age
groups,
and
here
we
are
paying
for
these
classes
and
they
spent
half
of
the
class
every
week,
just
sort
of
checking
in
and
telling
stories
about
how
their
how
their,
how
their
week
went.
I
What's
on
their
mind
at
the
high
school
level,
particularly,
I
feel
like
a
less
formal
approach
is
probably
a
more
effective
approach
as
far
as
just
giving
students
the
time
and
the
space
to
just
talk
without
too
much
structure.
I
So
I
don't
know
what
that
would
look
like
in
in
our
public
high
schools,
but
I
I
just
wanted
to
bring
that
up.
I'm
not
again.
I
appreciate
all
the
effort,
that's
going
into
this
extremely
important
area
and
I'm
really
happy
to
hear
some
of
these
really
positive
stories.
But
just
and
again
I
don't
know
where
to
go
with
that.
It's
just
my
own
observations
and
I
just
wanted
to
kind
of
put
it
out
there
and
if
anyone
has
anything
to
remark
on
I'm
happy
to
yeah.
X
I
think
the
best
examples
of
of
those
sessions
are
when
the
kids
leave
the
conversation
and
have
those
organic
conversations,
and,
and
so
it
does
look
different
in
every
classroom.
I
think
teachers
are
really
important
in
terms
of
facilitating
that
so,
and
I
think
annapolis
is
a
great
example
where
you
have
a
person
a
dedicated
person
who's.
A
wellness
coordinator
is
also
able
to
check
in
with
those
teachers,
support
them,
with
their
training
and
and
of
of
implementation.
I
Other
and
you
I
mean
that
was
a
point
I
was
going
to
bring
up
too
I
mean
it
it
does
it
takes.
It
takes
a
certain,
not
just
skill
and
training,
but
there's
some
innate
abilities.
I
think
in
some
people
to
be
able
to
connect
and
facilitate
those
kinds
of
discussions.
So
I
I
I
agree:
there's
probably
some
classrooms
where
it's
remarkable
and
then
others.
You
know
that
where
students
just
don't
feel
compelled
to
participate
but
yeah,
it's
just
a
conversation,
but
I
I
really
appreciate
that.
X
Yeah
and
some
I
mean,
we've
had
examples
where
kids
of
teachers
have
empowered
kids
to
lead
some
of
these
discussions.
C
G
Thank
you
are
any
of
these
initiatives,
opt-in
initiatives
or
are
these
all
sort
of
part
of
the
structure
that
you
have
established
within
the
schools.
G
G
Okay,
I
of
course
have
a
slightly
different
perspective
on
this
than
my
colleagues
when,
as
a
parent,
when
I
hear
things
like
emotion,
management
and
managing
relationships
it,
it
certainly
makes
me
a
little
wary.
I
feel,
like
those
are
certainly
things
that
that
parents
are
responsible
for
so
I
would
say
what
is
the
the
outline
that
you
would
provide
to
people
who
are
engaging
in
this
with
children
to
make
sure
that
their
very
well
established
roles
for
what
a
teacher
and
what
a
parent's
role
in
in
this
development
of
a
child
would
be.
AE
AE
We
also
know
that
there
are
some
parents
who
don't
and
when
we
talk
about
making
sure
that
bullying
is
eradicated.
This
is
one
of
the
ways
in
which
we
do
that
also,
and
I'm
sure
that
everyone
does
this
as
well.
You
know
I'm
very
fortunate
that
I
have
a
student
at
each
grade
level,
and
so
I
can
talk
to
them
about
the
implementation
of
this
and
I'm
going
to
use
a
story
from
one
of
my
children.
AE
I
have
a
soccer
player
and
he
used
to
get
very
upset
on
the
soccer
field
when
he
would
shoot
at
the
goal
and
miss
and
one
day
he
said
you
know
in
second
step
mommy.
We
learned
about
anger
and
I'm
not
going
to
get
angry
anymore,
I'm
going
to
breathe
better
when
I'm
on
the
soccer
field.
Now
I've
taught
him
about
being
angry
and
things
like
that.
F
F
I
don't
believe
that
we're
anywhere
in
terms
of
the
pandemic,
I
don't
believe
we're
anywhere
near
where
we
need
to
be
with
our
with
our
with
our
students,
and
a
lot
of
that
is
is
just
is
just
simply
getting
out
from
under
the
last
two
years
mentally
and
emotionally,
and
so
I
I
place
a
lot
of
value
on
on
the
social,
emotional
programs
and
second
step,
and
I'm
just
really
grateful
that
it's
part
of
our
curriculum.
So
thank
you.
C
C
C
Everyone
believes
what
they
believe
and
that's
okay
differentiate,
be
based
based
on
children
in
front
of
me.
So
for
me,
as
a
teacher,
it's
always
been
about
relationships
when
it
came
to
the
wellness
block.
I
will
be
very
honest
with
you.
I
did
not
always
follow
everything
that
was
provided,
but
what
I
did
do
is
I
used
it
as
the
framework
to
be
able
to
make
sure
that
what
I
did
impacted
the
kids
because
they're
the
students
that
I
know
and
in
response
to
the
question
about
the
parents
being
responsible.
C
D
Well,
I
think
we'll
have
to
go
back
to
one
of
your
last
evaluations
to
see
why
you
were
not
implementing
a
program
with
fidelity,
but
that's
that
might
be
tricky
now
that
you've
referred
from.
I
will,
I
think,
it's
an
important,
really
important
conversation,
and
it
certainly
connects
to
some
of
the
comments
that
we
had
during
public
comment
around
around
professional
development.
D
This
is
important
work
and
mrs
ellis
used
the
term
it's
very
academic
oriented,
as
opposed
to
I'm,
using
my
words,
free
flowing
right
building
those
relationships
with
kids,
so
the
programming
has
to
start
where
we
are
professionals
and
that's
we're
academics
right.
We
are
teaching
and
teaching
and
learning
with
our
children,
and
that's
where
the
comfortability
is
for
our
teachers
right,
not
everybody's
gonna
be
comfortable
wrapping
their
arms
around
the
kids
and
building
those
relationships,
but
that's
important
beyond
that.
D
So
we,
the
lessons,
give
us
structure
and
they
give
a
structure
in
research-based
practices
and
teaching
students
how
to
interact
at
school
and
you're.
Absolutely
right.
I
we
have
parents
that
need,
to
mrs
frank,
be
doing
more
about
raising
their
children,
to
use
my
words,
not
yours,
but
we,
but
we
have
an
obligation
to
teach
kids
how
to
do
school,
and
certainly
in
this
time,
as
mrs
shalheim
referenced,
we've
been
away
from
school
for
so
long
as
a
result
of
the
pandemic.
D
This
is
important
work,
but
we
need
more
time
to
do
professional
development,
whether
it's
in
dei
training
with
our
staff,
whether
it
is
in
content
and
learning,
skills
and
classroom
skills,
or
certainly,
as
we
are
presenting
health
and
wellness
to
our
students.
Professional
development
is
something
that
is
really
needed
so
that
we
can
reach
our
staff
and
they
can
better
reach
our
students.
So
thank
you
for
the
opportunity.
D
AF
AF
AF
AF
AF
AF
Nearly
79
percent
of
public
school
educators
identify
as
caucasian
seven
percent,
identify
as
african-american
and
nine
percent
identify
as
hispanic
only
76
percent
of
african
american
college
students
who
pursue
education
as
a
major
actually
go
into
teaching
as
a
career.
This
is
in
comparison
to
95
percent
of
caucasian
students.
AF
AF
This
is
a
10
increase
in
the
number
of
teachers
hired
versus
that
same
time
last
year.
It
is
also
worth
noting
that
35,
where
acps
employees
working
in
other
capacities,
who
became
certified
teachers
58
of
our
new
hires
completed
their
student
teaching.
Internships
with
aacps
and
162
of
our
new
hires
were
graduates
of
aacps.
AF
AF
AG
AG
One
of
the
positive
features
of
virtual
recruiting
was
that
it
allowed
our
recruiters
to
attend
more
events
in
different
areas,
without
worrying
about
the
financial
constraints
associated
with
traditional
travel
during
the
2021-2022
hiring
season.
Aacps
recruitment
staff
attended
over
50
recruitment
events,
which
included
college
and
career
fairs,
statewide
teacher
job
fairs
and
military
focused,
hiring
events.
AG
25
of
the
events
attended
were
diversity,
focused
job
fairs
or
events
at
colleges
and
universities
with
higher
proportions
of
students
from
underrepresented
groups.
Unfortunately,
one
of
the
biggest
challenges
to
virtual
recruitment
is
the
lack
of
personal
connection
with
candidates,
which
can
be
especially
difficult
when
recruiting
in
other
states.
AG
Unlike
during
in-person
events,
recruiters
cannot
proactively,
engage
with
candidates
in
attendance
and
must
rely
on
the
candidate
to
enter
the
virtual
booth.
To
begin
a
conversation,
we
continue
to
maintain
strong
partnerships
with
our
local
hbcus,
including
morgan
state
university,
bowie,
state
university,
howard,
university
and
delaware.
State
university
throughout
the
pandemic,
aacps
has
continued
to
host
virtual
information
sessions
with
student
teaching
seminar
classes
and
has
been
regularly
invited
to
participate
in
professional
development
workshops
for
students
on
topics
such
as
resume
writing
and
mock
interviewing
skills.
AG
Despite
our
ongoing
relationships,
many
of
these
universities
have
smaller
teacher
education
programs
and
graduate
significantly
fewer
students
each
semester
than
majority
serving
institutions
higher
starting
salaries
in
neighboring
districts.
Competing
for
these
same
students
also
makes
recruitment
more
difficult.
AG
In
addition
to
our
local
hbcu
partnerships,
aacps
has
attended
recruitment
events
at
hbcus
from
across
the
country,
including
colleges
and
universities
in
virginia
north
carolina,
south
carolina
alabama,
georgia,
florida
and
ohio,
as
we
continue
to
face
an
unprecedented
teacher
shortage.
The
early
identification
of
highly
qualified
candidates
for
open
contracts
is
essential
in
attracting
high
quality,
diverse
applicants
who
are
sought
after
by
multiple
school
districts
during
the
2021-2022
recruitment
season,
aacps
extended
76,
open
contra
contracts
to
strong
candidates
to
secure
their
employment
with
our
district.
AG
This
is
less
than
one-third
of
the
open
contracts
that
were
offered
during
the
previous
previous
hiring
season
when
296
were
extended
and
underscores
the
challenges
faced
during
the
pandemic.
A
reduction
in
the
number
of
applicants,
as
well
as
uncertainty
regarding
the
start
of
the
school
year
may
have
contributed
to
the
limited
number
of
open
contracts
extended.
AG
We
continue
to
focus
on
top
diverse
applicants
and
high
performing
student
interns
53
of
the
candidates
who
were
offered
open
contracts
accepted
positions
with
aacps
compared
to
181
the
previous
year.
Although
fewer
open
contracts
were
extended
during
the
2021-2022
hiring
season,
the
acceptance
rate
was
nearly
70
percent
compared
to
61
during
the
previous
year.
AG
Although
hr
representatives
continue
to
proactively
reach
out
to
principals,
to
help
identify
highly
qualified
student
interns
and
offer
open
contracts,
we
have
seen
a
decrease
in
the
number
of
student
teachers
placed
in
our
schools
over
the
past
two
years.
This
decrease
is
likely
due
to
fewer
students
enrolling
in
teacher
education
programs.
AG
The
brazen
platform
allows
school
representatives
to
talk
with
candidates
via
tech,
space
chat,
audio
and
video
chats
over
180
candidates
participated
in
our
2021
virtual
job,
fair,
a
figure
that
is
comparable
to
attendance
at
our
2020
in-person
event.
In
addition,
aapps
found
that
the
percentage
of
registers
who
actually
attended
the
event
increased
over
the
past
two
years
to
nearly
90
compared
to
roughly
80
percent
for
in-person
job
fairs
teachers
eligible
to
attend
our
diversity.
AG
Job
fair
must
fall
into
one
of
the
following
three
categories:
professionally:
certified:
educators
from
underrepresented,
racial
and
ethnic
groups,
male
educators,
professionally
certified
in
elementary
or
early
childhood
education,
educators
of
all
races
who
are
certified
in
hard
to
fill
areas.
79
of
the
candidates
who
attended
our
2021
job
fair
were
ultimately
ultimately
higher.
AG
Our
2022
teacher
diversity,
job
fair,
was
held
on
saturday
march
5th
and
it
was
attended
by
140
teacher
applicants.
Unfortunately,
due
to
travel
restrictions,
aacps
was
unable
to
travel
to
puerto
rico
in
2021
for
an
annual
hiring
event.
However,
several
virtual
information
sessions
were
held
to
encourage
qualified
applicants
to
consider
opportunities
with
our
school
system.
AG
We
are
excited
that
the
reduction
in
covet
19
cases
and
the
lifting
of
many
pandemic
related
restrictions
will
allow
aacps
to
host
our
fifth
hiring
event.
In
puerto
rico.
This
may
aacps
developed
numerous
strategies
to
reach
candidates
during
the
pandemic,
our
recruiters
actively
reached
out
to
schools
to
offer
phone
and
virtual
interviews
to
candidates.
AG
In
addition,
aacps
has
hosted
several
virtual
information
sessions
called
teach
tuesdays
to
provide
applicants
with
an
opportunity
to
learn
more
about
our
district
and
have
their
questions
answered.
Our
teach
tuesday
panel
members
included
hr,
recruiters
right,
start
advisors
and
principals,
who
were
able
to
share
pertinent
information
about
our
school
system
and
the
professional
supports
offered
to
teachers.
AG
Aacps
has
hosted
h,
teach
tuesday,
virtual
recruitment
events
since
the
spring
of
2021
and
reached
over
100
potential
applicants
during
the
summer
of
2021
has
also
hosted
a
virtual
diversity.
Networking
event
for
candidates
who
completed
the
application
process
and
were
eligible
to
be
hired
by
our
schools.
AG
AG
AG
AG
Our
aacps
jobs
page
provides
job-related
information,
relevant
contacts
such
as
professional
development
tips
and
enhanced
engagement
with
our
partner
colleges
and
universities.
We
continue
to
provide
job-related
content
on
the
school
system's
main
facebook
page,
such
as
information
on
upcoming
job
fairs
and
job
announcements
for
hard
to
fill
openings.
AG
The
communications
office
has
been
an
invaluable
partner
in
creating
and
sharing
information
about
employment
opportunities.
Aacps
was
featured
in
an
article
by
the
capital
gazette
regarding
our
desire
to
increase
teacher
diversity
and
highlighting
our
upcoming
job
fair.
The
communications
office
office
also
created
a
video
to
help
promote
our
virtual
teacher
diversity,
job
fair,
which
was
held
in
march.
AG
AH
Anne
arundel
county
public
schools
is
the
fourth
largest
school
system
in
maryland
and
one
of
the
40
largest
in
the
united
states.
We
offer
cutting-edge
curriculum
and
expansive
opportunities
to
students
in
more
than
130
facilities
from
the
scenic
shores
of
the
chesapeake
bay
to
the
close
proximity
to
baltimore
and
washington
dc.
Our
county
offers
a
wealth
of
experiences
as
diverse
as
our
students
and
employees.
We
have
everything
you
could
want
and
we
want
you
to
be
a
part
of
our
aacps
family.
AA
As
an
educator
and
aspiring
leader,
anne
arundel
county
public
schools
has
provided
me
countless
opportunities
to
learn
and
grow.
Last
summer
I
had
the
opportunity
to
collaborate
in
an
impactful
learning
and
development
workshop
that
focus
on
unity
and
teaching
tolerance
through
professional
development
and
collaboration.
AH
Our
annual
teacher
diversity,
job
fair,
provides
educators
interested
in
careers
with
anne
arundel,
county
public
schools,
the
opportunity
to
talk
directly
with
key
school
system,
officials
and
principals.
It's
a
chance
to
see
and
hear
about
what
we
have
to
offer,
what
you
can
offer
our
students
and
how
you
can
help
make
us
an
even
better
school
system
than
we
are
today.
AH
AA
AG
Finally,
as
the
shortage
of
teacher
candidates
persist,
we
continue
to
host
recruitment
events
designed
to
attract
our
career,
changers
or
others
who
may
wish
to
consider
a
career
in
teaching
our.
So
you
think
you
can
teach
career
changes.
Workshops
were
also
moved
to
a
virtual
format
in
2021
aacps
hosted
four,
so
you
think
you
can
teach
virtual
information
sessions
reaching
64
candidates.
AG
AI
Good
afternoon,
while
our
recruitment
team
utilizes
numerous
strategies
to
hire
the
best
employees,
we
must
do
equally
as
much
to
keep
them
in
our
district.
We
are
all
aware
of
the
challenges
that
school
districts
face
when
it
comes
to
retaining
teachers.
This
challenge
is
even
greater
when
you
consider
the
smaller
numbers
of
diverse
educators
within
our
system
and
their
high
demands
in
all
areas.
AI
AI
Factors
that
affect
teacher
retention
include
teachers
who
were
separated
by
principal
non-renewal
teachers,
who
resigned
for
personal
reasons
and
teachers
who
resigned
to
teach
in
other
districts.
We
continue
to
evaluate
ways
to
provide
additional
supports
to
teachers
who
may
require
further
professional
development
or
who
may
be
struggling
with
issues
pertaining
to
work-life
balance.
AI
In
addition
to
right
start
advisors
who
are
assigned
to
all
new
teachers,
aacps
also
offered
special
workshops
for
conditional
teachers,
which
we
believe
is
helping
to
increase
retention
amongst
this
group.
These
workshops
provided
additional
assistance
to
teachers,
who
most
likely
did
not
complete
a
teacher
education
program
and
may
be
stepping
into
the
classroom.
For
the
first
time.
AI
The
voluntary
session
included
rotating
topics
such
as
classroom
management
planning
for
instruction
and
parent
communication.
This
workshop
was
held
virtually
in
december
and
attended
by
47
teachers.
Finally,
the
office
of
professional
growth
and
development
offered
a
virtual
class
entitled
teaching
101
for
conditionals.
The
7
session
course
was
completed
by
18
teachers.
This
fall
and
there
are
currently
17
teachers
enrolled
for
the
spring
semester.
AI
Aacps
believes
it
is
important
to
continue
conversations
on
the
importance
of
diversity
and
inclusion
to
better
align
with
school-based
efforts.
Aacps
offers
diversity
and
inclusion
workshops
for
our
central
and
satellite
office-based
staff.
The
workforce
diversity
office
continues
to
partner
with
the
office
of
equity
and
accelerated
student
achievement
to
host
quarterly
diversity
and
inclusion
activities
on
dates.
Preceding
school-wide
professional
development
conducted
by
aacps
leads
and
school-based
staff.
AI
Last
school
year,
all
activities
were
focused
on
the
theme
of
mitigating
implicit
bias
and
provided
employees
with
tangible
strategies
that
can
be
used
to
reduce
the
effects
of
bias
in
the
workplace.
These
activities
were
hosted
in
a
virtual
format,
which
has
led
to
increased
attendance
during
the
2020-2021
school
year.
Over
150
employees
participated
in
our
four
virtual
diversity
and
inclusion
workshops.
AI
Four
virtual
workshops
have
been
held
during
the
2021-2022
school
year
and
over
100
employees
have
participated.
We
are
striving
to
continuously
support,
diverse
educators
within
our
county.
A
virtual
networking
event
was
hosted
by
the
workforce
diversity
office
for
new
teachers,
who
may
have
felt
isolated
working
from
home
for
most
of
last
school
year.
This
networking
event
provided
our
diverse
educators,
with
an
opportunity
to
connect
with
colleagues
outside
of
the
classroom
and
are
a
great
way
for
our
newer
teachers
to
form
relationships
with
other
educators
from
across
the
county.
AI
In
addition
to
the
leads
program,
the
division
of
human
resources
offered
virtual
mock
interviews
to
candidates
applying
to
the
assistant
principal
pool
teams
of
principals
and
assistant
principals
volunteered
to
offer
feedback
to
potential
administrator
applicants
prior
to
their
actual
interview.
Nearly
40
applicants
participated
in
these
mock
interviews
in
fall
of
2021.
AI
AI
AI
This
training
was
designed
to
provide
conditionally
certified
educators
with
a
practical
understanding
of
the
craft
of
teaching,
as
well
as
to
review
aacps
teacher
expectations.
Prior
to
the
beginning
of
the
school
year,
75
teachers
participated
in
the
boot
camp.
This
fall
three
new
conditional
support.
Teacher
specialist
positions
were
funded
through
a
title
ii
grant
to
support
approximately
50
conditionally
certified
elementary
educators.
AI
Although
aacps
has
been
engaged
in
numerous
activities
to
aid
in
the
recruitment
and
retention
of
a
more
diverse
workforce
for
many
years,
this
statutory
requirement
will
allow
our
school
system
to
further
evaluate
our
current
processes
and
determine
what
more
can
be
done
to
increase
the
diversity
of
our
teacher
workforce
to
support
these
efforts.
Surveys
were
disseminated
to
both
recent
hires
and
current
administrators
to
gain
feedback
on
how
we
can
enhance
our
current
practices.
AI
AI
The
challenges
presented
by
teacher
shortages
remain
prevalent
and
may
only
worsen
in
the
coming
years,
with
the
pandemic
driving
many
educators
into
early
retirement,
fewer
students,
enrolling
in
teacher
education
programs
and
more
conditionally
certified
educators,
filling
classroom
positions.
School
districts
must
identify
ways
to
not
only
attract
more
future
educators
to
the
profession,
but
also
support
those
teachers
who
lack
full
preparation.
AI
C
Thank
you,
miss
shawha.
F
Since
we're
talking
about
diversity,
I
would
be
remiss
if
I
didn't
wish
everyone
who
is
celebrating
or
has
just
celebrated
a
joyous,
easter
ramadan,
kareem
samaya
a
happy
spring.
So
I'll
just
start
there.
F
F
F
F
I
don't
know
if
you
heard
the
public
testimony
so
how
many
of
these
fairs
are
sort
of
are
are
hiring
specific,
not
just
informational
but
for
actual
positions,
and
then,
within
that,
if
principles
are
involved,
how
can
they
be
presented
with
a
road
map
to
ensure
that
biases
aren't
coming
into
play
and
that
we
really
are
walking
the
talk
with
trying
to
hire
as
many
diverse
applicants
as
possible.
AF
Absolutely
thank
you
for
the
question
and
opportunity
to
share
some
more
information
about
our
hiring
practices
so
specifically
regarding
the
job
fair,
so
that
we
understand,
prior
to
a
candidate
being
able
to
even
participate
in
that
job,
fair.
They
are
cleared
so
that
they
could
be
eligible
for
hire.
So
the
principal
is
not
the
person
actually
making
the
hire,
but
they
are
making
the
recommendation
for
an
open
contract,
and
so
we
do
a
lot
of
pre-work
to
make
sure
those
folks
who
meet
that
open
contract.
AF
We
can
secure
right
away
because
we
are
very
much
competing
with
all
of
the
other
school
districts,
so
the
large
workforce-
diversity
job
fair,
that
we
mentioned
in
the
presentation.
That
is
our
large
job,
fair,
that
we
do
every
year
and
then
the
other
outreaches
that
we
mentioned
are
a
little
bit
different
and
more
informational
in
nature,
but
the
the
main
job
fair
that
we
hold.
That
is
the
one
where
those
folks
are
ready,
hopefully
to
hire,
and
we
are,
you
know,
really
competing
to
get
them.
AF
We
have
a
really
great
partnership
with
our
office
of
school
performance
under
mrs
jackson's
leadership.
She
has
really
gained
the
expectation
that
all
schools
attend
that
job
fair.
So
we
have,
you
know
close
anywhere
from
99
like
90
to
100
percent
of
schools
unless
there's
something
unexpected
attending
that
job
fair,
so
that
candidates
potential
candidates
can
speak
to
whatever
school
they're
interested
in.
So
even
if
there's
not
a
vacancy
in
that
school
right
now,
they've
established
a
relationship,
hopefully
with
that
administrator
future.
AF
So
we
have
all
so
that's
how
all
the
principles
are
involved
regarding
implicit
bias,
that
is
a
continued
effort
with
partnerships
with
both
human
resources,
dr
gillen's
office
office
of
school
performance.
AF
AF
We
that
is
a
topic
that
we
are
actually
looking
at
through
the
workforce
monitoring
team.
So
I
think
the
board
members
are
aware:
we
have
a
workforce
monitoring
team
that
includes
executive
and
senior
level
staff
members,
it's
led
by
ms
mckenzie
and
both
ms
chittim
and
I
are
on
it,
but
several
other
offices
are
represented
and
in
that
it's
really
a
collective.
That's
where
we
get
everyone's
input.
So
it's
not
just
human
resources
or
it's
not
just
office
of
school
performance.
AF
It's
really
a
collective
effort
to
look
at
everything
that
we're
doing
around
diversity
hiring,
and
so
one
of
the
things
that
we've
really
tried
to
do
in
our
hiring
is
take
down
barriers
to
hiring
rather
than
create
more
so
one
of
the
concerns
or
sort
of
challenges
that
we're
exploring
with
the
rubric
is
that
we
don't
want
to
make
it
more
difficult
for
teachers
to
come
and
work
here
and
sometimes
when
we
put
in
more
restrictions
such
as
a
rubric
that
can
unintentionally
occur.
AF
AF
One
more
thing
I
need
to
add
is
that
ms
chittim
and
ms
mckenzie
have
repeatedly
gone
to
leveled
principles,
meetings
and
presented
on
implicit
bias
in
hiring
and
interviewing
and
how
to
eliminate
that
we
partnered
with
dr
gillan's
office,
and
we
even
had
sort
of
a
role
play
of
how
that
can
occur.
You
know
how
unintentionally
a
comment
or
a
question
could
lead
to
not
the
not
receiving
the
candidate
in
the
way
that
truly
that
candidate
should
be
received
and
given
the
opportunity.
AF
So
I
think
it's
a
multi-faceted
sort
of
approach
and
several
different
levels
of
effort
with
many
offices
involved
to
sort
of
attempt
to
get
at
our
implicit
bias.
F
AF
Let's
so
the
principal
then
interviews
them
at
that
job
fair-
and
this
should
have
mckenzie-
will
correct
me.
Where
I
go
out
of
line
here.
They
may
say:
they're
not
qualified,
so
we've
cleared
them
to
say
they're
ready
to
hire.
They
have
certification,
they
have
what
they
need
for
us
to
get
them.
Certification,
they've
cleared
sort
of
like
that
first
level,
because
there
are
many
steps
to
becoming
a
teacher.
AF
It's
not
an
easy
thing
to
hire
a
teacher
and
so
they've
been
cleared
as
far
as
hr
says:
yes,
they're
available
to
work
and
hire,
and
we
could
legally
hire
them,
but
then
the
the
principal
then
does
have
to
make
a
decision
on
whether
they
would
choose
them
to
hire
for
aac.
AF
F
I'm
pushing
back
a
little
bit
because,
because
you
know
I
as
as
someone
who
probably
well
I'm
not
sure
if
I've
ever
had
a
jewish
teacher,
but
but
you
know
it
goes
back
to
you
know
it's
hard
to
it's
hard
to
relate
it's
hard
to
feel
like
a
part
of
the
community.
F
If
you
don't
see
yourself
in
in
your
in
your
in
your
teachers,
and
so
I
just
I
I
just
I
just
ask
you
know
it's
not
my
lane,
but
I
just
ask
that
you
you
know:
please
continue
to
evaluate
the
the
possibility
of
that
and
then
also
just
one
more
little
tiny
comment
and
then
I'll
I'll
be
done.
I
I
don't
know
what
the
the
I
people
refer
to
different
to
different
groups
of
people
in
different
ways.
I
I
think
I
just,
and
I
saw
some
inconsistencies
in
the
thing
I
just
wondered.
F
I
just
wondered:
if
you
know
I'm
just
going
to
spit
it
out,
I
think
I
think
we
should
be
referring
to
groups.
As
you
know,
white
and
black,
not
caucasian,
and.
AF
AF
Why
we
so
every
time
a
ident
identifier,
such
as
what
you
just
said,
was
used.
It
was
based
on
the
study,
so
we
didn't
want
to
compromise.
So
in
one
part
of
my.
H
Thank
you
vice
president
selkirth.
Thank
you
so
much,
ladies
and
it
looks
like
we
have
come,
come
quite
a
distance
since,
when
I
sat
down
with
you
guys
and
was
it
december
2018
january,
maybe
when
we
were
doing
our
orientation
and
sue
you
had
just
taken
the
seat
as
a
former
president
rox
president,
listen
to
me,
former
rockstar
principal
ceo.
T
H
Chief
bottle
wash
works.
I
did
have
just
a
couple
quick
questions,
and
I
know
this
may
be
an
awkward
statement.
So
dr
alado,
please
give
him
permission,
but
I'm
just
wondering
if
there's
areas
I
mean
obviously
budget
wise.
We,
we
have
a
very
meaty
budget
this
year,
but
I'm
wondering
moving
forward,
as
you
guys
are
formulating
in
the
creativity
and
we're
in
a
very
competitive
environment,
with
our
other
neighboring
districts
who
are
also
experiencing.
H
Are
there
any
budgetary
constraints
that
you
could
maybe
identify
in
the
coming
months
for
the
next
year's
budget
that
we
could
do
to
enhance?
We
attend
a
conference
national
conference
and
one
of
the
you
know
that
I've
been
hearing
some
great
out
of
the
box
ideas.
Now
when
you
have
a
really
tiny
school
district,
you
know
of
just
a
couple
high
schools.
I
think
their
boards
of
education
get
a
little
more
interactive.
I
heard
of
ones
going.
Of
course
they
may
be
volunteering
because
of
the
location
but
traveling
to
puerto
rico.
H
So
maybe
that
wasn't
really
a
question
that
was
just
sort
of
a
hey
by
the
way
sort
of
thing,
because
that
that
is
without
teachers
we
don't
have
classrooms
operating.
But
speaking
of
that
and
meeting
the
leadership
and
supporting
on
retention,
I
did
have
an
opportunity
in
was
it
fall
of
2019,
I
believe
to
attend
the
onboarding
kickoff
those
couple
days
of
kickoff,
and
I
got
a
lot
of
positive
feedback
from
the
new
teachers
and
from
the
mentors
who
were
there
helping
our
new
teachers
as
it
relates
to.
H
It
was
great
having
the
leadership
team
there
to
greet
our
our
new
teachers
and
let
them
know
that
we
care
enough
to
spend
time
with
them,
and
I
know
that
the
pat
then
the
pandemic
came,
and
so
the
last
couple
years
we
haven't
been
able
to
do
that.
Now
that
we're
resuming
a
lot
more
in
person,
I
was
just
wondering
if
there's
any
plans
for
how
maybe
the
board
can
support
whether
it's
the
old
way
or
a
new
way.
H
You
know
video
message
or
something
to
make
sure
that
they
know
there's
a
connection
there,
because
that
is
some
of
the
feedback
I
hear.
Well,
we
never
meet
you
guys.
We
never.
You
know
unless
we
come
here
complaining
or
similarly
we're
not
having
the
engagement,
and
I
think
it's
beholden
to
us
to
spend
the
time
to
make
that
engagement
and
what
a
better
way
of
investing
time
then
meeting
our
new
our
new
teachers
and
making
sure
that
they
understand
that
there's
a
face.
There's
a
person
and
a
warm
smile
greeting
them.
AF
With
the
onboarding,
I
certainly
defer
to
dr
mcmahon,
mrs
jackson
and
dr
lotto.
Human
resources
plays
a
part,
but
it's
a
collaborative
effort,
so
I
would
defer
to
them
on
how
that
proceeds,
because
I
believe
they
usually
invite
board
members.
You
know
I
believe
everyone's
usually
invited,
but
I
don't
want
to
speak
out
of
line
because
it's
a
little
out
of
my
lane.
D
H
Yeah,
I'm
just
saying
I
guess
I'm
looking
forward
to
that
and
don't
forget
about
us,
because
I
do.
I
think
it's
important
and
and
I've
stayed
connected
actually
with
a
couple
of
our
newer
teachers
that
I
had
a
chance
to
meet
and
they
just
sort
of
check
in
and
say,
hey.
You
were
asking
me
if
you
needed
anything
and
you
know
during
covid
once
or
twice
I
would
hear
from
them
because
they'd
been
barely,
you
know
in
the
seat
when
we,
when
we
had
it
hit.
H
So
thank
you
guys
once
again
for
what
you're
doing
I
know,
we've
got
some
major
challenges
ahead
of
us,
but
I
also
see
some
great
opportunities.
I
think
there's
some
flexibility
in
the
technology
and
how
we
recruit
and
now
just
putting
that
all
together.
I
see
us
in
the
next
couple
years
as
marilyn
says
out
loud.
We
consider
education
a
priority,
I'm
hoping
we
can
seize
that
opportunity
and
I
know
we've
got
a
good
team
there
to
do
it.
So
thank
you.
Thank
you.
AJ
Q
T
AJ
Own
because
it
sounds
awkward
to
me,
okay,
so
one
of
the
things
that
I've
discovered
since
I've
been
here
in
anne
arundel
county
is
the
demographics
right.
And
so,
as
you
are
looking
at
just
the
workforce,
it
is
uncommon
for
me
to
walk
inside
of
many
of
the
aacps
systems
and
see
people
of
color,
whether
it's
black
brown
hispanic
minorities
in
in
positions
of
power,
and
so
that
becomes
problematic
for
recruitment
as
well.
So
it's
not
just
okay
to
have
a
diversity
workforce.
AJ
I
mean
the
diversified
workforce,
but
it's
also
have
a
diversity
of
thought
in
your
recruitment,
hiring
and
retainment.
So
I
think
that
part
of
you
recruiting
would
be
to
take
a
look
at
retainment
and
upward
mobility
for
that,
because
I
certainly
wouldn't
want
to
come
to
a
place
that
I
had
no
avoid
mobility
in
right.
AJ
So
when
I
looked
at
the
numbers-
and
I
don't
know
it
was
last
month
or
the
month
before-
that
it
talked
about
how
many
people
have
been
recruited
or
how
many
educators
have
been
recruited,
but
it
also
talked
about
how
many
had
departed.
I
don't
know
if
you're
familiar
with
what
I'm
talking
about,
but
it
was
the
diversity
report
that
was
given
out,
and
one
thing
that
stuck
out
very
apparent
to
me
was
the
amount
of
minorities
that
it
departed.
AJ
Not
so
much
of
the
amount
that
had
came
in,
and
so
something
is
really
needs
to
be
evaluated
on
on.
Why
you're
at
a
zero
deficit,
you're
recruiting
75
you're
losing
75.,
you
didn't
get
anything
right
and
I
know
you
all
are
smart
statisticians.
So
I'm
not
saying
that
for
anything
other
than
to
say
that
if
you
do
the
same
thing,
you
get
the
same
results.
AJ
Anne
arundel
county
isn't
a
place
to
really
make
a
difference
really
because
of
the
demographics,
but
because
of
our
location,
we
are
a
great
place
to
live
and
we're
a
great
place
to
be.
I
know
that
because
I've
been
all
over
the
world-
and
I
can
tell
you
that
this
is
a
great
place
to
live,
so
why
are
we
having
a
challenge
with
recruitment?
Why
are
we
having
a
problem
with
retainability?
AJ
So
I
think
that
those
that's
one
thing
that
I
would
actually
take
a
look
at
the
other
thing
is:
is
that
I
probably
I'm
a
little
bit
out
of
the
box
with
my
thinking.
AJ
Yes,
we
can
go
to
hbcus,
but
university
of
maryland
has
an
excellent
education
program
for
teachers.
A
matter
of
fact,
dr
natasha
mitchell
is
one
of
my
great
friends.
She
turns
out
educators
every
single
day,
but
you
know
what
she
tells
me
all
the
time
they
go
out
of
this
state.
Are
you
kidding
me
why?
And
it's
not
just
because
of
the
money
it's
because
they
want
upward
mobility,
so
I
think
their
recruitment
has
to
be
a
holistic
look
at
it.
AJ
It's
not
just
one
dimensional
and
the
last
thing
that
I'll
tell
you
is
that
what
you're
doing
is
very
hard.
I
don't
wish
recruitment
or
not
one
of
you
sitting
there,
but
I
would
be
very
mad
with
dr
arlatto
if
I'm
going
out
and
get
75
and
then
guess
what
I
can't
do
anything
about
the
75,
that's
lee.
So
I
know
that
you
would
be
very
upset
about
that,
but
I
also
think
that,
because
I
know
dr
arlatto
that
he
would
be
willing
to
work
with
figuring
out,
why
are
we
leaving?
AJ
And
so
your
expertise
is
going
to
tell
him
the?
Why?
And
I
don't
think
that
we've
actually
did
a
deep
dive
into
that,
because
I
just
looked
at
your
2010,
I
mean
to
report
literally
from
2010
last
10-year
report.
No,
it
hasn't
moved
the
needle
has
not
moved
so
I
I
know
you
all
are
working
hard
at
what
you're
doing,
but
I
don't
have
the
solution
and
I
just
got
a
lot
of
conversation.
Q
AJ
That,
but
I
do
know
that
the
work
that
you're
done
should
not
go
in
vain
right
and
so
I'll
make
a
commitment.
I
I
mean
this
and
I'll
do
this
very
often.
I
will
make
a
commitment
to
work
with
the
minority
teachers
and
educators
and
I
hate
calling
people
teachers
because
I
think
they're
educators.
I
will
work
with
them
on
how
to
create
upward
mobility,
because
I
think
that's
the
fundamental
flaw.
AJ
That's
the
majority
of
the
reason
why
most
people
and
and
the
blueprint
for
curling
is
not
going
to
fix
every
problem
that
we
have
it's
not
so
when
I
say
that,
yes,
it
is
a
pay
system,
that's
one,
but
people
are
still
becoming
education,
it's
the
environment,
and
so
when
I
say
I
want
to
work
with
you,
I'm
saying
work
with
us
to
create
a
holistic
environment
to
where
everyone
can
can
thrive,
not
only
in
your
recruitment
but
in
your
retained
penalty
and
over
mobility.
So
that's
all
that.
Thank
you.
AJ
AE
You
so
much
miss
dent
and
if
I
may
again
for
the
record,
monique
jackson,
deputy
superintendent
for
student
school
support,
we
agree
with
you
and
you
all
get
the
benefit
of
some
of
the
data.
But
you
don't
get
the
benefit
of
the
internal
conversation
and
you
don't
get
the
benefit
of
our
student
and
school
support
meetings
in
which
we
discuss
and
we
problem
solve.
AE
You
know
I
started
as
a
substitute
teacher
in
anne
arundel,
county
public
schools
and
I
moved
through
the
system.
I
was
also
a
student
in
anne
arundel,
county
public
schools
and
I
think
that's
very,
very
important
that
we,
in
addition
to
our
recruitment
efforts,
our
retention,
can
come
from
the
fact
that
we
continue
to
grow
our
own
and
we,
as
one
of
the
slides
indicated.
I
speak
with
our
absie
group.
AE
All
the
time
and
dr
mcmahon
also
speaks
with
other
groups
as
well
as
absie,
to
understand
that,
because
she
too
was
a
student
at
anne
arundel,
county
public
schools,
she's
a
wildcat,
I'm
a
bulldog,
it's
okay,
and
so
we
want
to
make
sure
that
everyone
understands
that
you
can
have
two
different
paths
right.
AE
You
know
if
you
go
back
and
look
at
presentations
previous
presentations,
you
will
see
that
we
aren't
doing
the
same
thing
over
and
over
again
we're
adding
a
little
bit
each
year
with
the
resources,
the
limited
resources
that
we
have.
And
so
I
thank
you
for
your
commitment
and
we're
going
to
capitalize
on
that
commitment,
as
well
as
the
commitment
of
our
continued
successes
and
our
division
of
human
resources.
AJ
Thank
you.
I
just
want
to
add
one
question,
one
one
connotation
to
what
you
just
said.
So
when
I
say
doing
differently,
I'm
simply
saying
that,
yes,
you
did.
You
worked
hard.
You
went
from
high
school
to
where
you
are
now
associated
to
superintendent.
So
that's
not
what
I'm
saying
what
I'm
saying
is.
AJ
If,
if
you
are
even
if
you
want
to
be
a
principal
you
shouldn't
have
to
leave
here
to
do
that
should
be
a
way
to
find
out
how
to
do
that,
even
if
you
do
want
to
leave
here
being
able
to
create
a
path
forward
for
you.
Everyone
in
here
will
tell
me
that
it's
there,
but
that's
not
true
to
this,
to
the
responses
that
I
get
back
right
and
so
what
I'm
saying
is
just
being
realistic
and
transparent
about
the
process.
That's
what
I
mean.
I
don't
I
don't.
I
trust
me.
AJ
AF
AJ
Jessica,
miss
jessica
right.
What
miss
jessica
just
said
is
that
yeah
we
go
out
and
we
find
the
people
and
then
the
principals
say:
no,
that's
what
she's
got
to
do.
She's
gotta
go
find
someone
else
right.
So
what
I'm
saying
is
that
maybe
perhaps
the
principal
shouldn't
have
the
opportunity
to
say
no,
maybe,
and
it's
just
a
thought,
maybe
the
prince
will
get
gloria
and
he
gets
to
figure
out
how
to
make
gloria
better
than
what
she
is
right
now
today
right.
So
it's
just
a
thought.
AJ
So
that's
why
I
say
when
I
say
think
differently.
Now
don't
go
out
and
do
anything.
I
just
said.
Please
put
some
thought
into
everything
that
I'm
saying,
but
that
was
just
a
quick
example
of
when
I
say
doing
differently
right
because
that's
where
we
at
and
I'm
not
necessarily
disagreeing
with
the
rubric
that
you
were
speaking
of
jessica.
AJ
What
I'm
saying
is
is
that
you
know
sometimes,
if
you
want
to
change
something
you
got
to
just
do
something
a
little
bit
out
of
the
box
thinking
and
I
I
applaud
you
for
trying
to
be
out
of
the
box,
but
I
can
tell
you
that
once
again,
nothing
from
nothing
leaves
nothing.
Okay,
and
I
have
anything
else
to
say
thank.
I
Thank
you.
I'm
gonna
actually
reverse
my
comments
here
and
piggyback
a
little
bit
off
of
what
miss
dent
was
saying.
So
I
agree
we.
So
there
is
no
doubt
that
you
all
are
putting
a
tremendous
amount
of
effort
into
improving
on
the
situation
in
a
climate.
That
is
a
national
challenge,
so
I
think
our
challenge
is
is
to
what
can
we
do
that
others
aren't
doing
yet,
and
so
I
just
jotted
down
a
couple
notes.
I
I
know
I've
mentioned
a
couple
times
and
some
of
these
are
long-term
goals
but,
for
example,
a
mentoring
program
going
into
our
college
colleges
and
mentoring
students,
because
when
you
create
those
relationships
they
are
going
to
be
more
likely,
I
think,
to
come,
want
to
come
work
for
us.
I
had
the
same
thought
when
the
hbcus
were
mentioned.
You
absolutely
need
to
be
there.
You
need
to
be
reaching
out
to
those
schools,
but
I
saw
that
map
up
and
down
the
east
coast
up
and
down
the
east
coast.
I
There
are
many
highly
diverse
public
universities
and
colleges,
so
applying
that
same
type
of
effort
in
those
schools
could
could
yield
some
good
results.
I
know
we've
talked
about.
I
I
think
it's.
I
think
it's
everyone's
goal
that
our
next
one
of
our
next
magnets
will
be
an
education
type.
Magnet
was
so
I
I
do
hope
to
see
that
developed
and
then
I
just
want
to
make
sure
I
didn't
miss
anything.
I
For
example,
the
the
nsa
has
a
program
where
there's
there's
tuition
paid
for
for
students
who
then
have
a
commitment
to
come
work
for
them.
Of
course,
there's
a
there's
a
there's,
a
price
tag
on
that
one,
but
you
know
certainly
probably
economically,
it
would
be
a
benefit
in
the
long
run,
so
something
for
us
to
explore
down
the
line.
Particularly
if
we
do
develop
this
magnet,
then
students
come
out
of
this
magnet,
perhaps
go.
I
So
just
ideas
for
doing
different
and
doing
more
than
others
are
doing
is,
is,
I
think,
and
I'm
sure
what
you
hope
to
do
and
and
then,
as
far
as
retention,
so
I
know
a
few
students
because
a
lot
of
the
I've
seen
a
lot
of
kids
grow
up
in
anne
arundel
county
and
now
some
of
them
are
through
college
and
university
and
out
in
the
workforce-
and
I
know
a
few
of
them
who
have
come,
join
us
aacps,
which
I'm
thrilled
about,
but
during
the
pandemic,
and
that
was
extremely
challenging,
particularly
those
students
who
came
out
the
year
that
you
know
they
went
right
into
virtual
teaching
virtual
classrooms
as
brand
new
teachers.
I
But
the
challenges
do
continue.
So
just
a
quick
question
about
professional
development.
First
of
all,
for
for
incoming
teachers,
I
know
we
have
the
right
start
program,
but
what
I
see
is
a
student
goes
to
college
to
become
a
teacher
with
ideas
about
what
that
means.
What
they're
going
to
be
doing.
I
So?
What
kind
of
support
do
we
give
new
teachers
on
classroom
management,
because
I
think
that
that
is
one
of
their
big
challenges
that
they
face
when
they,
when
they
come
into
a
classroom
for
the
first
time,
so
that
pd
and
then
the
other
question
about
pd
is
what
kind
of
development
do
we
give
to
our
administrators
on
how
to
be
supportive,
administrators,
supportive
of
their
teachers
with
workload
issues
again?
Classroom
managed
management
and
that
kind
of
thing.
AI
So,
thank
you
for
that.
So
some
of
the
supports
that
we
give
the
teachers
is
a
new
teacher
orientation,
which
is
a
process
that
was
already
alluded
to
this
afternoon.
Right
start
advisors,
as
you
also
alluded
to.
We
also
have
school-based
beginning
teacher
liaisons,
who
are
faculty
members
chosen
by
the
principal
to
work
with
the
new
teachers
to
the
building
to
assist
them
with
school-based
situations,
setting
up
a
classroom.
You
know
the
nuts
and
bolts
of
the
school
building
and
then
to
assist
with
that
classroom
management
piece
through
continuing
meetings
with
them.
AI
We
also
have
lead
teachers,
department,
chairs,
who
do
ongoing
professional
development
to
support
teachers
at
the
school-based
level
at
leveled
principles.
Meetings.
This
conversation
is
continuous:
how
to
support
teachers,
how
to
grow
teachers,
how
to
retain
teachers
colleague
to
colleague
and
also
through
presentations,
as
mrs
kutch
saluted
to
earlier,
we
from
hr
present
to
the
level
principals
meetings,
often
on
that
retention
piece
and
on
the
interviewing
piece.
AI
D
D
Those
are
meetings
that
occur
monthly
of
all
of
the
principles
of
that
level,
meaning
all
the
elementary
school
principles,
all
the
middle
school
principles
and
all
the
high
school
principles
there's
also
opportunity
in
the
principles
for
each
with
each
of
their
clusters
and
their
regional
assistant,
superintendent
and
their
director
also
meet
monthly.
So
those
are
again
professional
development
opportunities
for
principals,
something
that
hasn't
been
discussed
yet
in
this
term,
and
it
may
be
probably
what
dr
mcmahon
is
coming
to
talk
about
are
our
pds.
D
D
Right
and
and
also
counseling
for
howard
with
counseling
department,
howard
university,
but
we
have
the
university
of
maryland
college
park
and
towson
university
and
mcdaniel
and
others
that
are
professional
development
schools
where
they're
sending
their
students
who
are
need
their
student
teaching
hours
to
our
schools
and
their
teaching
in
our
building.
So
we
have
a
chance
to
work
with
them
professionally.
D
We
have
a
great
opportunity
if
they're
doing
a
really
good
job
to
be
first
in
line
to
offer
them
a
job
at
the
end
of
their
student
teaching
before
they've,
actually
graduated
and
get
them
on
board.
So
pds
has
been
another
really
good
way
that
we
can
sort
of
get
to
see
them
teach.
We
can
shape
the
way
they
teach,
and
then
we
have
this
great
opportunity
to
hire
them
before
they've.
Even
graduated.
N
Right
and
as
exciting
as
dr
arlotto
said,
to
watch
them
grow
over
the
time
they're
with
us.
The
other
piece
I
wanted
to
add
is,
as
miss
chittim
said,
whether
you
come
in
as
a
conditional
teacher
or
a
certified
teacher
you're
going
to
be
assigned
a
right
start
advisor
and
that
right
start
advisor,
isn't
with
you
just
the
first
year,
they're
with
you
for
three
years,
three
years
by
comar
regulation.
N
N
It
could
easily
be
that
a
new
teacher
teaches
a
little
bit
less
than
a
full
schedule,
so
we've
we're
looking
forward
as
well
as
right,
what's
happening
right
now,
to
figure
out
how
do
you
launch
a
new
teacher
in
this
day
and
age
when
things
are
different
than
they
were
10
years
ago?
How
do
you
launch
them
well
and
professional
growth
and
development
under
on
dr
olivia?
N
Oliver
they're
doing
a
really
wonderful
job
to
not
only
give
professional
development
to
the
new
teachers,
but
to
constantly
offer
opportunities
for
those
that
are
willing
to
put
up
their
hands
saying
I
need
more,
I
need
more
and
then
that
runs
right
into
as
as
they
move
and
they
want
to
become
a
a
lead
teacher,
a
distinguished
teacher.
They
can
move
in
that
or
up
in
that
lane
or
they
can
move
into
the
administrative
track
and
professional
growth
and
development,
along
with
the
office
of
school
performance,
offers
opportunities
for
that
growth.
I
Thank
you
and
that's
good
information.
It's
good
clarification.
I,
I
guess
the
the
classroom
management
piece
that
I
was
running
about
is
not
just
my
thought:
wasn't
just
about
helping
and
supporting
incoming
teachers,
but
I
and
I
don't
know
what
kind
of
classes
go
on
in
getting
a
teacher
certification
that
deal
with
that,
but
it's
it's
the.
In
other
words,
I'm
talking
about
training,
not
just
supporting
them.
If
they're
having
issues,
does
that
make
sense.
N
So
we
have
11.
As
dr
alado
said,
we
have
11
institutions
of
higher
ed
in
maryland
that
we
partner
with
and
they
come
quarterly
to
meet
with
us,
and
we
have
wonderful
relationships
with
them
to
talk
about
just
that,
and
in
fact,
over
the
last
few
years
we
were
leaders
with
them
in
moving
them
to
doing
more
social,
emotional
learning,
professional
development
with
their
teachers
with
their
teachers
to
be
their
interns.
N
The
challenge
is,
and
miss
chittim
who's
been
a
a
seated
principal
will,
will
tell
you
until
you
are
in
that
classroom
when
they're.
When
you
are
the
teacher
of
record,
it
is
challenging
to
know
how
you
will
deal
with
30
students
of
your
own
in
that
classroom
and
how
you
will
engage
them
in
a
proactive,
positive
manner
so
that
things
go
well.
So
we
set
them
up
as
best
we
can,
when
they're
interns
to
have
time
independent
time
as
well
as
mentored
time,
and
then
we
continue
that
once
they
get
to
us.
N
N
On
so,
what
we've
begun
in
our
resident
teacher
certification
program
is
to
allow
them
to
teach
in
summer
school,
and
that
has
been
successful,
because
the
class
sizes
are
a
little
smaller
and
the
ability
to
have
a
shorter
period
of
time.
You
don't
teach
for
18
weeks
in
summer
school
you
teach
for
six
weeks
right.
So
it's
a
great
question
you're
asking
and
it's
an
age-old
challenge
of
educators.
G
G
G
I
just
have
a
really
brief
question.
When
we
looked
at
the
march
6th
slide
for
the
the
three
groups
that
you
were
focused
on,
it
was
the
underrepresented,
racial
and
ethnic
groups,
the
male
educators
and
all
educators
in
hard
to
fill
areas.
I'm
assuming
that
special
education
and
anything
else
like
what
would
be
the
the
other
areas
that
are
harder
to
fill.
AG
Yes,
it
has
evolved,
I
would
say
when
we
started
this
event
several
years
ago,
you
would
write,
it
would
most
likely
be
special
education,
math,
science
worlds
and
classical
languages
as
we
have,
as
because
of
the
current
situation
we
are
in.
We
will
find
that
english
social
studies
some
of
the
more
areas
even
elementary
and
early
childhood
at
this
point,
so
you
know
pretty
much:
it's
it's
a
lot
more
open.
There
was
one
thing
I
wanted
to
just
share:
I'm
going
back
to
miss
shelly.
AG
When
you
talked
about
the
job
fair
and
saying
the
type
of
event,
it
is
human
resources
reviews
all
the
applicants
that
apply
to
the
job
fair
and
decide.
Is
this
person
eligible
for
a
teaching
position
if
they
are
if
their
application
is
fully
complete
and
ready
to
be
hired
it's
up
to
the
candidate?
What
we
don't
do
is
we
don't
say?
Well,
your
application
is
not
fully
complete.
AG
We
can't
hire
you
tomorrow,
so
you
can't
come
because
what
we
don't
want
to
do
is
limit
the
number
of
people
that
are
able
to
come
and
at
least
get
in
front
of
schools.
You'll
find
a
lot
of
applicants,
especially
when
they're
early
in
their
search
our
job
fair,
is
in
march.
We
do
that
purposefully,
because
we
know
people
are
everyone's
trying
to
hire,
but
every
candidate
is
not
at
a
point
yet
where
they
have
decided
every
place
they
want
to.
AG
So
they
might
want
to
come
to
an
event,
but
they
might
not
want
to
put
in
all
the
work
to
do
all
the
paperwork
to
be
hired
that
day.
So
in
our
job
fair,
there
will
be
people
who
have
completed
their
entire
application.
We
could
hire
them
tomorrow
and
there
will
be
people
that
we
will
contact
after
the
fair
and
say:
we've
received
excellent
feedback.
We
would
love
to
have
you,
and
this
is
what
we
need
you
to
do,
and
so
then
the
ball
is
now
in
their
court
as
the
applicant
to
say.
AG
Okay,
let
me
do
what
I
need
to
do
to
finish
my
application
with
this
district,
but
what
we
try
not
to
do
is
to
limit
ourselves
and
limit
the
number
of
applicants
if
you're
interested
and
you
appear
to
be
qualified,
we
want
you
to
come
because,
possibly
the
experience
you
have
in
attending
our
job,
fair
and
meeting
with
our
principals
will
be
what
pushes
you
over
the
edge
to
want
to
complete
that
application
and
move
forward
with
our
school
district.
So
that
was
the
only
thing
I
wanted
to
clarify
so.
G
Just
to
follow
up
on
that,
so
in
public
comment
we
heard
let's,
let's
do
job
fairs,
but
let's
also
do
hiring
fairs,
but
it
sounds
like
we
are
there
at
that
point.
So
maybe
we
could
just
advertise
job
and
hiring.
You
know,
and
just
let
people
know
that
that
it's
it's
both
sides
of
that
and
that
that
we're
ready
to
hire
you
if
you're
ready
to
go.
Maybe
maybe
we
could
integrate
that.
Thank
you
guys.
D
Our
staffing
team
has
the
ability
to
offer
open
contracts.
You
heard
that
term,
but
it's
not
something
we
explored
deeply,
and
so
our
hiring
team's
been
given
the
green
light.
When
they
find
those
really
highly
qualified
candidates,
they
can
offer
them
a
job.
We
don't
know
where
they're
going
to
go
right,
I
don't
know
which
school
or
what
grade
level,
possibly
but
they're,
being
offered
jobs.
D
We
will
then
place
them
if
they
haven't
made
that
immediate
match
with
a
principal,
because
we
want
them
to
go
out
there
and
interview
and
they
want
to
interview
them
schools.
They
don't
want
to
interview
with
just
one
school.
They
want
to
interview
at
multiple
schools,
which
is
which
is
absolutely
appropriate,
and
then
we
will
absolutely
place
them
if
necessary.
But
we
we,
the
the
team,
has
a
green
light
and
they
identify
some
really
very
talented,
talented
teachers
and
then
offer
them
open
contracts
so
that
we
can
secure
them.
D
C
You,
dr
elata,
miss
alba
siri.
E
Yeah,
so
I
would
just
like
to
say
thank
you
because,
as
miss
frank
had
said
now,
as
I
think
all
of
us
share,
you
all
are
putting
in
the
work
to
battle
this
issue
that
I
know
has
affected
a
lot
of
people
of
color
has
affected
me
and
I'm
only
18,
where
you
don't
see
a
lot
of
teachers
that,
at
least
in
my
case
are
black,
but
there's
one
question
that
miss
dent
asked
that
I
still
feel
like.
E
We
haven't
gotten
the
answer
to,
and
I
don't
know
if
this
is
too
direct
or,
if
you're
at
liberty
to
say.
But
what
is
the
reason
we
know
that
there
aren't
a
lot
of
black
teachers.
We
know
that
they
there
is
a
scarcity,
but
what
is
the
reason
for
it?
And
I
know
just
because
I
have
teachers
in
my
family.
I
am
very
very
close
with
some
of
my
teachers
who
have
left
my
school,
that
it's
not
always
the
money.
So
through
your
job,
since
you
all
are
the
experts
not
us
on.
E
Well,
I
don't
know.
Maybe
doctor
has
a
couple
ideas,
but
we
aren't
the
experts.
This
is
what
you
all
focus
on.
So
what
are
the
reasons
why
we
see
in
animal
county
that
it
is
hard
to
retain
teachers
who
look
like
me
and
miss
dent
and
other
places?
And
I
know
it's
an
issue
across
the
nation,
but
I
have
classmates
friends
in
baltimore
county
who
have
black
teachers.
I
have
friends
in
pg
county
who
have
black
teachers.
So
why
is
it
that
where
I
live,
that's
not
the
same
thing.
AF
So,
there's
a
variety
of
way
reasons:
we
do
have
exit
data
that
helps,
inform
what
we
know
and
the
stent
actually
hit
on
something-
and
I
didn't
want
to
belabor
it,
but
the
upward
mobility
has
been
something
that
has
been
reported
on
on
exit
surveys
and
to
tie
it
back
to
the
presentation.
That
is
one
of
the
reasons
that
the
workforce
monitoring
team
chose
to
do
the
mock
interviews
this
year
to
help
everyone,
but
to
increase
a
diverse
pool
of
available
candidates
for
leadership
positions.
AF
AF
The
population
in
anne
arundel
county
is
near
a
military
base,
and
so
we
do
have
people
coming
and
going
that
impacts
all
of
our
positions,
but
it
does
impact
our
diverse
teacher,
workforce
and
shanika.
Anything
else
that
I
did
not,
I
feel
like
those
are
the
ones
we
regularly
see
on
the
exit
surveys,
but
please
enhance
my
answer.
If
I
missed
something.
AG
And
I
think
the
others
would
be
like
in
any
career,
just
a
mismatch
between
the
placement.
You
know
maybe
not
getting
along
with
co-workers
or
supervisors
or
things
that
we
see
on
exit
surveys
for
reasons
people
have
decide
to
leave
the
organization
and
specifically,
in
addition
to
what
ms
kutch
has
talked
about
with
the
mock
interviews.
AG
That's
one
of
the
reasons
why,
with
the
leads
program,
which
is
kind
of
the
retention
program,
I
oversee
for
non-tenure
teachers,
one
of
the
things
we
start
talking
to
teachers
about
early
is
paths
to
growth
within
the
county.
So
we
don't
want
to
start.
You
know,
we
don't
want
you
to
start
thinking
about
that.
When
you
know
you
want
to
get
that
job
and
then
you
don't
get
it
you
frustrated
and
you
leave.
AG
We
want
to
start
talking
to
you
in
your
first
few
years
about
you
know
what
are
some
other
opportunities
in
teacher
leadership
or
other
forms
of
leadership.
We
want
you
to
talk
to
people
who
look
like
you,
who
have
those
roles
and
start
getting
some
strategies
under
your
belt,
for
what
are
the
things
I
need
to
do,
and
this
is
the
path
that
I
want
to
take.
So
we
are
trying
to
look
at
different
ways
to
show
teachers
earlier
in
their
careers.
AG
So
what
we're
trying
to
do
through
some
of
our
programs
is
to
expose
teachers
to
more
of
those
opportunities
for
growth
that
they
have
so
that
they
can
start
kind
of
plotting
their
course
early,
and
you
know
having
some
people
they
can
speak
to
who
have
their
roles
that
look
like
them
getting
a
better
understanding
of
what
they
need
to
do,
not
just
in
the
classroom,
but
what
classes
might
need
they
need
to
take.
What
kind
of
certifications
or
other
requirements
are
needed.
AG
We
work
very
close
with
professional
growth
and
development
to
say,
if
you're
interested
in
this
role,
here's
the
program
like
if
you
want
to
become
a
reading
specialist,
there's
a
certain
certification-
that's
required
for
this.
So
we
are
trying
to
start
that
conversation
early,
not
just
in
you
know,
from
teacher
to
administrator,
but
all
the
other
leadership
roles,
because
a
lot
of
people
who
end
up
in
administrators
they've
held
some
other
kind
of
teacher
leadership
before
they
made
that
jump
into
administration
and
so
we're
trying
to
show
teachers
heroes.
AG
The
gamut
of
things
that
you
can
do
within
that
teacher
leadership
role
that
will
help
you,
if,
eventually
you
want
to
move
on
and
when
you
know
where
by
no
means
where
we
want
to
be.
But
it's
these
are
some
of
the
steps
we're
taking
to
trying
to
show
people
some
of
the
other
opportunities
that
they
have
within
the
county.
C
Thank
you.
Thank
you
so
much
mrs
kutches
massive
mckenzie,
awesome
presentation
and
I
think
it's
been
extremely
beneficial
and
dr
alana.
I
would
like
to
give
you
the
last
word.
D
So
so,
thank
you,
mr
silker
members
of
the
board.
This
is
I'm
really
appreciative
of
the
conversation.
I
think
this
is
a
a
deeper
more
engaged
conversation
than
we've
had
as
a
board
at
this
table
in
some
time,
and
so
I
appreciate
that
this
is
important
work.
D
This
is
important
work
that
we
talk
about
and
we
never
talk
about
recruitment
without
also
talking
about
retention
like
just
from
a
really
very
simple
example
or
or
very
simple
vantage
point:
it's
not
a
good
business
model
to
put
a
lot
of
money
and
effort
forward
to
recruit,
really
good
people
and
then
let
them
fall
by
the
wayside.
Let
them
leave
you
right
and
there's
any
variety
of
reasons
why
people
leave
and
we
have
a
turnover-
and
it
had
averaged
for
many
years
about
10
percent.
D
We
dropped
back
down
to
eight
percent
or
so,
and
I
went
down
to
seven
percent
and
that's
very
typical
across
the
country
in
a
ten
percent
turnover
for
a
large
school
system.
But
it
just
makes
sense
that
if
you're
going
to
spend
that
time,
money
and
energy
that
you
then
also
talk
about
the
retention
and
an
an
acronym
that
was
used,
that
you
may
not
be
familiar
with
absi,
that
and
and
that's
the
alliance
for
black
school
educators
and
that's
a
group
of
folks
here.
D
It's
a
national
group,
but
certainly
a
local
chapter
here-
that's
working
with
professional
growth
and
development
office,
school
performance
and
hr
to
do
more
work
around
retention,
and
so
we
have
to
be
thinking
about
those
things
to
to
mrs
dent's
point
earlier
about
that.
It's
not
just
about
recruitment,
but
it
is
about
retention,
because
that
makes
sense
on
a
business
model.
D
But
it
also
makes
sense
because,
as
we
can
build
a
more
diverse
teaching
workforce
or
workforce
overall,
more
diverse
workforce
overall,
it
will
be
an
attraction
for
others
and
to
your
question,
ms
amisomery.
Your
question
was
well.
Why?
Well,
in
my
conversations
with
folks,
sometimes
the-
why
is
well,
I
don't
want
to
be
the
only
teacher
of
color
or
person
of
color
in
that
school
building.
D
I'd
like
to
have
colleagues
that
look
like
me
and
that
can
help
me
give
some
groundwork.
As
I
move
into
this
profession
and
into
this
area,
I
can't
sit
and
talk
with
a
teacher
candidate
to
say
this
is
what
it's
like
to
be
black
and
live
in
anne
arundel
county
and
teach
in
anne
arundel
county.
D
I
can't
give
that
perspective,
and
so
as
if
I've
talked
with
folks
around
the
county-
and
I
make
a
point
to
do
that
in
our
workforce
to
have
those
conversations-
and
I
think
it's
a
great
question
to
ask
why
and
that's
one
of
the
reasons,
and
so
as
we
can
attract
more
retain
more,
we
can
hopefully
be
more
successful
in
gaining
more
folks
that
will
be
attracted
to
coming
to
work
for
anne
arundel,
county
public
schools,
because
this
is,
as
you
well
know,
your
cheerleaders
for
this
school
system.
This
is
an
amazing
school
system.
D
We
just
have
incredible
teachers,
fantastic
students
and
committed
families,
and-
and
we
need
to
continue
to
build
on
that-
and
this
is
this-
is
not
easy
work.
This
is
ongoing
work,
and
this
is
not
work
that
you
check
a
box
to
quote
an
email
that
I
read
recently,
you
don't
it's
not
about
just
checking
a
box,
it's
about
committing
to
it
and
we
are
committed
to
it,
and-
and
so
I
thank
you
for
the
opportunity.
D
I
thank
you
for
this
team
that
continues
to
work
and
under
the
leadership
of
of
mrs
jackson,
continues
to
focus
on
the
needs
of
the
school
system
and
our
staff.
So
so
thank
you.
F
Yes,
okay,
mr
vice
president,
I
move
that
the
board
go
into
closed
session,
to
consult
with
council,
to
obtain
legal
advice
on
the
legal
matter
and
to
conduct
collective
bargaining
negotiations
or
matters
that
relate
to
the
negotiations.
C
C
A
A
B
B
A
A
A
A
A
A
A
A
A
A
A
A
A
A
T
A
A
A
A
A
A
A
A
A
A
A
A
A
A
A
A
T
A
A
T
A
A
A
A
A
A
A
A
B
B
B
B
B
B
B
A
A
A
A
A
A
A
A
A
T
A
A
A
A
A
A
B
B
A
A
A
A
A
A
C
C
C
C
C
So
on
monday
night,
I
had
the
privilege
with
dr
elata
mr
mosher,
to
be
invited
to
the
county
council
meeting
by
miss
allison
pickard,
and
we
were
happy
and
we
were
honored
to
accept
a
citation
as
well
as
a
resolution
for
our
students.
So
I'm
going
to
read
it
to
you
and
then
I
will
show
it
to
you.
C
It's
from
the
county
council
of
anne
arundel
county
citation
presented
to
anne
arundel,
county
public
schools
in
recognition
of
anne
arundel,
county
public
schools
for
its
extraordinarily
high
graduation
rate
and
its
steadfast
commitment
to
excellence
in
education.
The
anne
arundel
county
council
commends
the
teachers,
staff,
students
and
families
of
anne
arundel
county
public
schools
for
this
achievement
and
wishes.
You
continued
success.
C
Well,
ladies
and
gentlemen,
here's
the
citation
and
dr
elata
and
I
accepted
it
on
behalf
of
our
great
students.
What
makes
this
all
the
more
amazing
is
that
this
has
been
accomplished.
In
spite
of
all
of
the
challenges
that
we
have
been
presented
with
over
the
past
couple
years,
I've
always
known
that
the
students
and
teachers
we
have
in
anne
arundel
county
are
great
and
they
will
rise
to
whatever
expectation
we
put
in
front
of
them.
Our
schools
are
growing
more
each
year.
C
The
demands
on
the
county
to
keep
pace
with
this
growth
or
high.
On
behalf
of
dr
tobin,
our
president,
myself,
our
fellow
board
members
and
colleagues
as
well
as
dr
aladdin,
his
staff.
I
thank
the
county
council
and
the
county
executive
for
their
commitment
to
our
great
students
and
staff.
Our
budget
has
grown,
but
our
students
are
growing
also
in
leaps
and
bounds
as
well,
and
that
means
that
the
future
of
this
county
is
bright
and
assured
our
investment
in
these
students
has
paid
off
and
will
continue
to
pay
off.
C
G
Thank
you
vice
president
silver
and
thank
you
to
michelle
heim
for
delivering
the
report.
At
the
last
meeting
when
I
was
unable
to
attend,
the
committee
continues
to
work
with
the
consultant
and
is
committed
to
finding
the
most
qualified
applicant.
The
application
deadline
is
vastly
approaching
it
is
april
30th.
G
G
I
Thank
you,
so
just
a
few
updates.
We
mentioned
last
time
that
there
will
be
a
new
website,
currently
there's
a
website
that
our
web
page,
that
we
shared
to
get
information
on
the
all
the
various
aspects
of
the
new
school
hours
for
next
fall.
But
it
was
announced
at
that
time
that
there's
going
to
be
a
new
website
where
people
can
go
to
and
it
will
still
have
all
this
information
they'd
be
a
little
more
interactive.
I
We
also
had
shared
that
there
will
be
information
sessions
that
are
going
to
be
designed
specific
to
each
of
the
districts
within
the
county
and
that's
still
in
progress
in
developing
those.
But
there
will
be
more
information
on
that
within
the
next
couple
of
weeks
and
when
those
do
take
place
they
will
be
online
and
will
be
accessible
after
the
fact.
I
So
people
can
go
at
any
time
and
once
those
have
run
and
get
that
information
we
had
mentioned
that
one
of
the
biggest
concerns
we're
hearing
is
about
child
care
and
that
you
know
acps
hopes
to
do
what
we
can
to
help
support
families
with
those
challenges.
I
So
we
will
be
inviting
child
care
providers
to
an
open
event,
and
this
is
going
to
be
sometime
shortly
after
the
informational
sessions
that
will
take
place
online.
There
will
be
an
event
where
we
invite
child
care
providers
and
families
can
come
and
speak
directly
with
the
providers,
and
hopefully
we
can
facilitate
that
those
connections
to
help
families
work
work
through
those
challenges.
I
Let's
see
anything
else,
that's
that's
about
it.
For
now
and
I'll.
I'm
certain
have
another
update
next
time
around
thanks.
C
Thank
you,
ms
ellis.
Our
next
item
5.04,
our
buddy
budget
committee
report.
F
Yes,
thank
you.
The
budget
committee
met
yesterday
at
noon.
F
We
talked
about
an
item
we
had
heard
about
a
few
weeks
prior
to
that,
being
that
the
the
full
reimbursement
of
of
meals
for
children
is
is
for
any
child
is,
is
ending
at
in
june
we
talked
about
summer
meal
sites
and
meal
service,
one
way
that
we
could
help
lobby
and
and
advocate
for
our
kids,
so
that
no
one
so
that
we
can
continue
on
the
path
that
we've
been
on,
which
is
you
know,
free
meals,
for
everyone
is
to
call
your.
F
You
know
your
federal
representatives
on
in
both
chambers
and
ask
them
to
support
the
kids,
not
red
tape
act
and,
if
they're
already
signed
on
to
that
legislation,
thanking
them
for
doing
so,
because
that
would
be
a
way
that
this
could
that
this
problem
could
be
alleviated,
knowing
that
we're
still
all
in
recovery
yeah.
Lastly,
we
discussed
the
the
upcoming
remainder
of
the
budget
cycle
calendar,
so
it,
as
you
all
know,
it's
in
the
county
count
it's
in
the
county,
executive's
hands.
F
He
will
be
making
his
budget
statement
at
the
end
of
the
month
and
then
in
may.
There
are
two
opportunities
for
the
general
public
to
voice
their
budgetary
concerns
and
opinions
in
front
of
the
council.
F
I
believe
those
dates
are
on
their
website
that
they
so
don't
hold
me
to
this,
but
what
I,
what
I
think
they
are
is:
may
9th
7
p.m.
Arundel
center
and
may
18th
7
p.m.
But
I
don't
have
a
location
for
that
one
and
just
like
we
do
every
year,
aacps
will
be
making
a
presentation
to
the
county
council.
F
C
Thank
you,
miss
schauhan,
so
we're
going
to
move
on
to
motion
to
bundle.
D
C
Thank
you,
okay.
So
we're
going
to
move
over
to
some
action
items.
7.01
administrative
personnel
appointments,
dr
lara.
C
Today's
meeting,
okay,
we
have
none
item
7.02
personnel
same
there
are
none
for
this.
C
AK
Afternoon
for
the
record,
jedi
ortiz,
legislative
and
policy
council,
I
do
not
have
anything
to
add.
I
think
the
superintendent
has
a
recommendation.
AJ
F
Is
all
right?
So
if
you
recall,
I
tried
to
make
a
amendment
during
the
last
meeting
and
it
was
held,
wasn't
officially
tabled,
but
whatever
it
would
for
further
investigation
and
and
discussion.
So
I
want
to
thank
all
who
were
involved
in
that
discussion,
namely
miss
dunn,
miss
ortiz
and
mr
burns,
and
so
I
am
motioning
to
amend
item
c6
to
read
as
follows.
F
F
I
Thanks
and
forgive
me,
I'm
I'm
pulling
it
up
because
I
don't
want
to
misspeak.
So
I
had
indicated
that
last
time
when
emotion
was
made,
that
I
am.
I
I'm
comfortable
with
the
language
as
it
is
in
the
policy.
Those
things
are
are
sorry,
I'm
still
pulling
it
up.
Those
things
are
addressed
each
board
meeting,
the
president
reads
them
and
I've
always
been
concerned
about
being
overly
prescriptive
in
our
policy.
H
Yeah
well
first,
I
just
want
to
thank
the
efforts,
because
I
know
that
we
discussed
this
in
the
last
meeting
as
trying
to
find
common
ground
language.
I
I
I
have
to
say
I
can
curve
with
what
miscella
said.
That's
what
I
meant
light
on
prior,
but
I
have
been
thinking
about
it
in
and
of
itself.
I
I
think
the
what
is
expected
the
behavioral
expectations
are
is
spot
on
and
I
applaud
everyone
who
worked
on
this.
I
know
there
were
many
people
to
get
this
legally.
H
You
know
not
not
just
legally
sufficient,
but
also
to
to
well
demonstrate
the
intent,
the
speaking
on
the
topic
for
which
they
signed
up
to
speak.
We
have,
I
guess
what
I'm
going
to
say,
is
that
you
know
our
public
comment
is
received
in
a
variety
of
different
ways
in
a
variety
of
different
platforms.
H
I'm
just
a
little
concerned
that
it
it
is
too
prescribing
maybe
for
a
couple
additional
reasons
than
what
miscella
said,
but
I
think
that.
H
H
C
So
we
do
have
a
second
for
that,
I'm
looking
at
the
lights.
F
Yeah
I'll
see
if
this
passes
and
then
I
get
the
last
word
yeah,
because
it's
the
my
emotions.
So
let's
just
this
is
clear
the
amendment
and
then
I'll
talk.
R
So
the
new
language
would
be.
Speakers
are
also
expected
to
maintain
civility
and
appropriate
conduct.
Speakers
shall
refrain
from
verbal
outbursts,
making
personal
attacks
on
individuals
using
obscene
or
profane
language
and
engaging
in
threats
of
violence,
intimidation,
harassment
or
any
other
actions
that
disrupt
the
meeting.
Miss
corcodale
point
of
clarification.
H
F
F
Yeah,
so
this
is
just
common
sense
y'all
I
I
mean
I
would
have
preferred
it
the
way
it
was,
but
I'm
glad
that
we
were
able
to
quickly
move
through
that
and
then
take
it
back
to
to
the
initial
stuff,
which
is
we
should
never
if
we
wouldn't,
if
we
weren't
tolerating
this
in
our
classrooms,
we
should
definitely
not
tolerate
it
in
a
televised
meeting.
F
I
can't
tell
you
how
many
times
I've
felt
threatened
or
attacked
by
speakers
who
have
come
to
speak
before
us
or
that
have
tried
to
verbally
attack
or
accuse
my
colleagues
of
this
that
or
the
other,
and
so
I
just
want
civility.
This
is
a
public
business
meeting,
but
it
is
not
a
public
meeting.
If
that
makes
sense,
we
invite
the
public
to
come
here.
We
encourage
collaboration
with
our
various
stakeholders.
We
encourage
public
testimony
in
all
of
its
forms,
but
we
have
to.
F
We
have
to
all
be
the
adults
in
the
room
and
that's
why
I'm
glad
we're
matching
this
up
to
what
we
read
every
time.
If
we
don't
want
to
read
it
every
time,
if
we
we,
if
we
read
it
every
time,
why
shouldn't
it
be
in
our
policies?
What
I'm
saying
so
anyway,
I
just
I.
I
hope
that
this
passes
unanimously
and
that's
all
I
have
to
say
thank
you.
R
F
C
F
AK
Yeah
you
have
to
now,
for
you
approve
the
amendment
now
you
have
to
approve
it.
AK
AA
AK
You
amended
it
on
third
reading
yeah,
and
so
now
it
needs
to
go
out
for
an
additional
two
public
comment
period
until
your
next
public
meeting,
which
I
believe
early
may
4th
or
so
yeah
great,
and
so
then
you
would
approve
it.
Thank
you
which
I
should
have
known,
because
this
is
what
we
did
with
the.
AJ
C
AK
Yes,
and
so
this
is
why
I
should
have-
I
was
distracted
with
everything
going
on
so
as
occurred
at
the
last
board
meeting
a
policy
bi
board
evaluation
was
amended.
All
of
that
is
highlighted
in
yellow
for
your
convenience
and
the
convenience
of
the
public,
and
so
because
it
was
amended
substantively
on
second
reading.
It
was
posted
on
the
aacps
website
and
you
know
pushed
out
via
all
of
our
social
media,
regular
avenues
to
inform
the
public
for
an
additional
public
comment
period.
AK
D
C
G
C
G
I
just
wanted
to
say
thank
you
to
my
colleagues
and
especially
to
miss
crocodile
for
amending
this
at
the
last
meeting
and
coming
to
consensus
on
that.
I
wasn't
here,
but
I
was
very
interested
in
watching
at
home
and
I
do
appreciate
all
the
efforts
that
went
into
getting
us
all
to
the
same
page
on
this.
So
I
do
really
appreciate
that.
AK
Yeah
so
before
you
on
second
reading
is
policy,
eja
sustainability
plan
and
just
as
a
reminder,
this
was
before
the
board
as
a
result
of
recent
changes
in
state
law
and
new
guidelines
from
the
interagency
commission
on
school
construction
regarding
our
sustainability
plan,
and
so
this
policy
was
on
a
30-day
public
comment
period
and
we
did
not
receive
any
public
comment.
And
mr
shaknovich
is
here
with
me
and
we're
happy
to
answer
any
questions.
F
Yes,
as
if
I
didn't
express
my
excitement
about
this
last
time,
let
me
do
that
now,
because
obviously
most
people
know
that
I
once
was
a
energy
consultant
doing
energy
efficiency,
renewable
energy
stuff.
I
try
to
live
green
and
I
say
the
word
solar
here
more
than
any
other
of
my
colleagues
combined.
Probably
so
I'm
excited
about
this.
I
have
a
question
about
the
sustainability
plan,
so.
F
So
you
know
you
watch
you
watch
commercials,
you
you
read
about
various
companies
that
have
made
commitments
to
do
x,
y
or
z
by
the
year,
20,
whatever
it
is
either
be.
You
know
totally
carbon
neutral
or
be
100
solar
or
do
any
any
number
of
things
is
that
are
those
sorts
of
statements
going
to
be
made
anywhere
in
our
sustainability
plans,
or
is
there
a
move
towards
that
in
any
way.
AL
So
for
the
record
I'll
check
the
chief
operating
officer
for
the
school
districts,
so
let
me
let
me
begin
by
actually
hearkening
back
to
a
comment
I
made
when
this
came
before
this
body
for
the
first
reading.
So
there
is
essentially
a
for
lack
of
a
better
word,
an
organized
plan
at
the
state
level
to
march
us
through
the
process
of
landing.
AL
What
you're,
where
you're,
alluding
to
so
the
state
essentially
passed
the
law
and
then
had
a
work
group
to
create
their
regulatory
framework
for
the
adoption
of
a
sustainability
plan
at
all
24
jurisdictions.
That's
what's
before
you
today
now,
coupled
with
that,
the
next
leg
is.
You
may
be
aware
that,
in
the
final
days
of
the
general
assembly,
they
passed
a
fairly
robust
energy
conservation
and
sustainability
law.
AL
That
then,
will
create
the
same
exact
play
out
going
forward.
So
this
part
of
that
is,
they
will
establish
a
work
group.
That's
going
to
have
representatives
from
the
iec
from
the
department
of
general
services
from
the
department
of
environment
and
the
maryland
energy
administration.
That
will
create
those
sort
of
aspirational
goals
or
the
framework
for
that.
AL
That,
then,
will
trigger
us
needing
to
come
back
and
revisit
this
to
bring
it
into
conformance.
So
in
essence,
michelle
and
we're
going
to
get
there
and
there
is
a
road
map
for
that
to
occur.
We
were
actually
one
of
the
five
jurisdictions
that
were
invited
to
participate
with
the
state
when
they
were
developing
this
first
phase
of
that,
I
I
can't
assure
you
it
will
be
for
the
second
time
around,
but
maybe
we'll
be
fortunate
enough
to
participate
in
that
as
well.
AL
F
Fantastic
and
do
we
know,
do
you
have
any
inkling
specifically
what
what
that,
what
specific
items
they're
looking
at
in
terms
of
sustainability,
are
they
looking
at
my
favorite
word
solar?
Are
they
looking
at,
like
all
geothermal,
although
right
now
the
we
we
evaluate
for
this
in
a
new
building,
but
it's
not
a
mandatory
thing?
Are
they
looking
at?
I
don't
know
gray
water
use
a
percentage
or
I
I
don't.
AK
Been
kind
of
looking
through
it
and
coming
through
it
and
the
90
day
report
is
helpful
but
doesn't
tell
you
everything,
that's
in
every
bill,
and
so
there
there
are
statewide,
as
mr
shaknovich
mentioned
goals,
and
then
there
are
specific
requirements
for
school
systems,
so
obviously
green
gas,
health
emissions,
the
solar
throughout
the
state
and
building
they
were
thinking
about
requiring
solar
for
schools
that
language
was
stricken
from
the
law.
However,
there
is
solar
language
like
general
language,
and
that's
one
of
the
things
that
this
work
group
would
be
looking
at.
AK
There
is,
you
know:
electric
school
buses
net
zero
schools.
So
there
is
a
lot.
So
there
is
like,
I
said,
general
statewide
provisions
and
then
there
are
a
portion
of
the
law
which
you
may
already
know,
but
the
governor
allowed
to
go
into
law
without
his
signature
because
it
was
sent
to
him
during
a
certain
time
period
at
the
end
of
the
session
in
which
he
either
had
to
sign
it
into
law,
veto
it
or
let
it
go
into
law
without
his
signature.
AK
So
there
are
certain
provisions
that
specifically
apply
to
schools,
but,
as
mr
shaknovich
stated,
the
state
is
looking
at
this
comprehensively
to
determine
sort
of
the
state's
move
forward.
So
it's
I
mean
it's
sweeping
legislation.
AL
P
AL
So
there's
going
to
have
to
be
local
jurisdictionals,
so
they're
going
to
hit
they're
going
to
create
targets,
but
the
means
and
methods
are
going
to
be
localized,
so
you're
going
to
have
to
hit
targets,
there's
going
to
be
permissible
lanes
to
get
to
those
targets,
but
there's
not
going
to
be
one
and
only
one
way,
because
that
simply
will
not
work
when
you're
trying
to
juxtapose
western
maryland
to
kind
of
waterlogged
anne
arundel
county
to
sandy
eastern
shore.
So
yeah
again,
it's
all
work
to
be
tbd.
AL
F
It's
just
very
exciting,
and
it
just
reminds
me
of
you
know
my
former
life
yeah
and
you
know
with
with
everything
being
more
expensive
than
it
was
before
I
I
unfortunately,
I
don't
doubt
that
we're
gonna
get
to
a
point
sooner
than
later,
where
the
cost
for
kwh
without
solar
will
make
solar
way
more.
F
Enticing
but
you
know,
I
have
no
doubt
that
they'll
look
at
you
know,
night
covers
or
strip
curtains
for
walk-in
coolers,
and
you
know
ecm
motors
and
economizers
and
all
the
other
various
things
that
go
well
beyond
solar,
led
lighting
and
different
ballasts,
and
I
can
go
on
and
on
and
on.
I
will
not,
but
thank
you
for
answering
my
question
so
I'll
just
look
forward
to
to
the
next
step
and
we'll
keep
that
language,
then
out
of
the
policy.
So
we're
not.
F
I
wasn't
gonna
suggest
the
motion,
but
it
occurred
to
me
that
we
could
of,
but
I
won't
anyway.
Thank
you.
C
Okay,
seeing
no
more
lights,
we
can
move
on
to
second
rating
reading,
7.06
pregnant
and
parenting
students.
AK
All
right
so
policy,
j.s,
pregnant
and
parenting
students
is
also
before
you
on
second
reading
again,
just
as
a
reminder,
this
policy
was
developed
as
a
result
of
new
state
law,
newish
state
law
and
recent
model
policy
recommendations
from
the
maryland
state
department
of
education.
AK
C
Okay,
thank
you,
mr
ortiz,
so
we'll
be
moving
on
to
item
7.07
registered
student
sex
offenders.
First
reading.
AK
AK
The
policy
addresses
the
prohibition
of
students
who
are
registered
sex
offenders
from
entering
onto
the
property
of
any
aacps
elementary
or
secondary
school.
It
addresses
how
the
school
system
should
be
communicating
with
the
student
and
the
student's
family,
also
the
educational
needs
and
pathways
for
such
students
and
transition.
AK
And
transition
for
return
for
those
students
to
school
if
and
when
they
are
no
longer
registered
sex
offenders
again,
this
is
in
accordance
with
law,
legal
requirements
from
a
2021
law
that
passed
the
general
assembly.
AK
AK
F
I
have
what
is
going
to
sound
like
a
ridiculous
question,
so
just
bear
bear
with
me
here.
Obviously
I
understand
the
importance
of
this.
Obviously
I
agree
wholeheartedly
and
if
it
was
on
third
reader,
I
would
vote
for
it
likely
as
written
I'm
not
going
to
suggest
any
emotions.
I
just
have
a
kind
of
a
what
I
what
a
kind
of
a
dumb
sounding
question.
F
AK
Actually,
a
really
good
question
and
it's
a
little
bit
of
a
separate
issue,
so
that
actually
is
addressed
in
policy
kd
and
regulation
kdra,
which
is
visitors
to
the
schools,
so
registered
sex
offenders
are
currently
prohibited
from
being
on
school
property.
AK
So
it
was
a
little
interesting
when
you're
dealing
with
students,
especially
like,
if
they're
not
tried
as
adults
and
they're
adjudicated
as
juveniles,
and
we
actually
did
have
concerns
with
the
way
the
bill
was
written
last
year,
because
it
left
a
lot
of
sort
of
unanswered
things,
but
it
passed,
and
so
we
will
implement
the
way
the
state
has
told
us
to
implement
it.
But
to
your
specific
question:
registered
sex
offenders
are
not
it's
like
illegal
for
them
to
be
on
any
school
property.
They
cannot
pick
up
their
kids.
AK
They
cannot
go
to
parent-teacher
conference.
They
cannot,
you
know,
attend
activities.
You
know,
in
accordance
with
a
state
law,
there
is
provision
that
allows
for
an
exception.
The
superintendent
can
make
an
exception
in
rare
circumstances.
AK
So
let's
say
you
know,
you
might
have
a
scenario
that
it
was
something
happened
20
years
ago
and
it's
like
the
child's
graduation,
and
so
those
requests
would
go
to
the
superintendent
for
a
decision,
so
the
law
does
allow
for
that,
but,
generally
speaking,
they
are
prohibited
from
being
on
school
property.
Thank
you
currently.
You're
welcome.
H
Thank
you
all
right.
I
just
have
a,
I
guess,
a
general
question,
so
the
policy
I
had
a
chance
to
review
this
state
model
policy
and
took
a
look-
and
I
was
just
wondering,
there's
a
lot
more
language
in
reference
to
says
the
local
systems
policy
must
include
at
a
minimum,
but
I
don't
see
a
lot
of
that
stuff
in
our
policy.
H
AK
So
that's
not
new
the
way
msde
drafts
policies
and
the
way
the
school
systems.
Draft
policy
is
very
different.
Like
msd
model
policy,
it's
really
regulation
because
their
model
policy
tends
to
be
regulatory
language,
and
so
the
policy
requires
us
to
address
these
three
issues.
When
the
regulation
is
finalized,
it
will
have
all
of
those,
because
that's
implementation,
language
is
what
you're
talking
about
in
the
model
policy
that
will
all
be
in
the
regulations.
H
H
AK
Absolutely
regulation,
so
what
happened?
Is
we
got
this
very
late
from
msd?
I
don't
think
I
had
maybe
a
30-day
turnaround
time,
and
so
the
regulatory
language
is
drafted
revised.
It
will
go
before
the
policy
committee
just
as
an
fyi
review,
but
we
needed
to
get
the
policy
done,
and
so
that
I
mean
that
happens
all
the
time.
We've
never
had
an
issue
with
msd
on
any
model
policy.
As
far
as
like
what
the
policy's
supposed
to
cover
and
then
what
the
implementation
language.
H
Yeah
usually-
and
I
totally
agree
I,
the
word
must
was
sticking
out
different
because
I
I
usually
make
a
point
to
read
it.
I
think
it's
our
responsibility,
even
when
policy
committee
reviews
stuff
and
everything
that
we
understand
what
our
obligation
is
and
then
making
sure
that
we're
comfortable,
because
it's
our
policy
and
that's
our
ownership.
H
Yeah,
I
don't
have
any
questions
on
its
substance.
I
mean
this
is
I
I
think
this
is
a
step
in
the
right
direction
as
to
ensuring
safety,
and
I
see
that
it
also
makes
sure
just
similarly
when
we
have
juveniles
that
have
to
be
retained
in
all
alternate
facilities
that
we're
well
educating
them
and
giving
that
you
know
rehabilitation,
restitution,
st
opportunities
and
second
chances
along
the
way
it.
But
if
I
have
any
other
questions
I'll
I'll
advise,
but
thank
you.
C
C
F
Yeah,
it's
on
board
ducks
y'all,
so
I'm
gonna,
I'm
gonna,
move
that
we
move
that
we
have
our
first
meeting
in
december
on
the
what
was
it
the
seventh,
I
think
it's,
the
seventh,
which
would
comply
with
the
state
law
on
that
front,
leaving
the
other
meeting
in
december
the
same
as
it
is
and
yeah.
So
that's
my
motion.
H
F
H
Edit
to
the
existing
motion,
if
the
if
our
presiding
officer
concurs.
F
Right
so
I
move
y'all
come
on.
It's
4
39.
that
we
not
meet
on
november
30th
that
we
strike
that
that
that
line
off
of
the
the
page
all
right
and
that
we
instead
we
also
strike
november.
I
mean
december
12th
and
instead
we
insert
december
7th.
F
Sorry,
all
right,
it's
late,
I
I
I
give
up
we're
not
meeting
on
november
30th
and
we're
meeting
on
december
7th
that'll
work.
N
T
T
C
H
Well,
I
yeah
I'll
just
say
for
discussion
without
the
motion
there
that
I
think
july
6
gives
us
a
little
wiggle
room
and
also
extends
what
what
we
need
for
our
mental
wellness,
which
is
a
stretch
in
between
our
our
one
meeting
and
july
in
one
meeting
in
august.
So
I
would,
I
would
prefer
myself
to
to
have
the
july
6th
and,
as
I
said,
it
also
gives
us
that
extra
wiggle
room
in
case.
H
We
need
to
adjust
anything
in
the
budget,
because
that
would
be
if
it's
30
days
from
and
that's
right
around
the
15th
or
16th.
I
I
would
just
prefer
us
to
be
done
and
one
and
done
sooner
two,
but
I
mean
I'm
I'm
kind
of
flexible
if
the
majority
would
prefer
the
following
week,
I'm
fine,
but
I
would
rather
have
that
extra
week
of
preparing
for
the
upcoming
school
year
and
some
wellness
time.
Y
E
At
the
calendar
so
july,
1st
is
a
friday.
I
don't
know
what
date
the
next
mob
will
be
appointed
on.
It
might
be
july
1st
I
don't
know,
but
the
turnaround
from
then
to
then
july
6th,
because
then
you
have
saturday
sunday
and
then
there's
july
4th
and
then
boom
that
wednesday
is
going
to
be
the
first
meeting
and
so
just
thinking
with
a
compassionate
and
empathetic
mindset.
E
H
Point
of
information
as
a
follow-up,
if
I
dismay
before
we
move
on
do
we
do
you
know
massamisori
if
what
the
date
of
installation,
because
normally
it's
a
monday
after
that,
first
date
and
that's
a
holiday,
no
it's
july
1.,
so
they
will
be
installed
on
july,
1.
R
Well,
it
really
is
dependent
upon
the
the
the
clerk
of
the
court
and
his
availability,
but
we
try
to
swear
in
on
the
first
and
if
we
have
to,
we
can
do
it
the
day
before,
but
they
don't
start
their
duties
until
july.
1
july
1,
as
ms
omasori
pointed
out,
is
a
friday.
So
that
would
be
their
first
day
in
office
and
then
we
would
have
a
saturday
sunday
holiday
monday,
tuesday,
and
then
their
first
meeting
would
be
that
wednesday.
R
H
C
AJ
Actually,
you
just
made
my
point,
which
is
really
about
the
possibility
that
there
may
be
a
new
superintendent
on
board.
You've
got
a
new
student
court
member
to
board
on
board
and
that's
a
big
week
of
people
taking
vacations,
because
it's
kind
of
kind
of
the
first
major
holiday
after
the
for
the
summer.
So
I
just
think
that
it's
a
time
we
can
fix
this
now
then
wait
until
july
to
realize
that
we
probably
need
to
move
it
a
day.
I
Actually,
I
I
do
have
something
after
this,
but
I
do
concur
with
and
I
have
to
say
I
I've
always
been
a
big
proponent
for
as
long
as
summer
as
possible
along
a
break
as
possible,
but
I've
always
had
concerns
about
doing
this
meeting
the
week
of
july
4th
for
staff
concerns,
and
so
I
I'm
comfortable
with.
F
I
C
C
Nice,
okay,
miss
hal.
I
Okay,
so
actually
this
was
an
interesting
amendment
because
it
kind
of
supports
my
concern
that
I'm
about
to
bring
up
which
was
look.
I
Everyone
has
things
come
up
as
as
far
as
I
can
recall,
I've
never
missed
a
meeting,
but
I
will
have
a
personal
conflict
with
wednesday
june
21st
of
next
year,
and
what
brings
me
great
concern
about
that
is
that
is
the
board's
passing
of
the
fiscal
year
24
operating
in
capital
budget.
I
I
I
I'm
going
for
the
week
so
june
of
23
yeah,
the
county
will
have
passed
the
budget
by
the
15th,
and
so
we
wouldn't,
unless
we
had
a
meeting
that
friday,
I'm
again
I
this
is
a
personal
conflict.
I
think
the
budget
is
very
important
and
I
would
hope
to
accommodate
all
members
to
be
able
to
be
here,
so
I'm
going
to
leave
it
to
the
the
will
of
my
colleagues,
but.
I
D
D
Be
that'd
be
a
concern
that
I
would
have
for
staff
that
they'd
have
ample
time
to
make
any
changes
and
have
everything
ready
for
july.
First,
implementation.
I
H
H
C
I
I'm
sorry
before
we
vote
can
I
ask
if
I
just
want
to
make
sure
that
we're
meeting
with
the.
I
The
legal
requirements
for
the
meeting.
C
Okay,
seeing
no
michelle.
F
D
Tight,
that's
it's
tight.
I
mean
we.
The
team
needs
as
much
time
we
we
take
as
much
time
as
as
we're
allowed,
usually
sometime
in
that
second
or
in
that
third
week
of
june.
We,
the
26,
is
better
than
the
28th,
it's
not
as
good
as
the
21st
in
terms
of
staff
time
to
adjust
the
budget.
R
F
It's
not
an
amendment
yet
it's
a
question
just
like
my
other
one
for
discussion
and
trust
me.
I
want
as
long
of
a
break
as
as
possible.
We
you
know
last
summer
last
summer
was
awful
and
you
know
it's
nice
to
to
to
get
a
break.
However,
I
do
want
to
recognize
that
august.
24Th
is
the
the
wednesday
before
the
monday
where
school
starts,
and
you
know
with
lots
of
changes
of
flood,
including
start
times,
which
I
could
not
be
happier
about.
I
just
wonder
if
that's
the
right
move
for
us.
F
G
I
am
traditionally
out
of
town
a
lot
during
august,
so
the
later
it
could
go,
the
more
likely
I
will
be
here.
I
travel
a
great
deal
the
first
couple
weeks
and
with
this
february
meeting
that
we
had,
I
had
about
a
two-day
turnaround
time
from
when
I
had
gotten
back
in
and
had
to
do,
meeting
prep
and
it
was
difficult
to
be
prepared.
So
I
would
like
as
much
time
as
I
could
on
the
august
meeting.
H
Well,
I
I
had
already
made
a
couple
comments
on
this
on
as
long
as
possible,
but
I
do
also
think
that
you
know
we
do
have
a
new
superintendent
or
enter
coming
in
will
be
seated
on
july
1
and,
although
I
know
traditionally
that
would
be
you
know
running
into
that
week
of
prep
work
for
everyone
else.
You
know
the
teachers
and
stuff
getting
acclimated
and
et
cetera,
et
cetera.
H
I
would
I
just
think
that
the
24th
may
be,
incidentally,
the
the
better
date
for
this
year
for
for
this,
this
coming
year
is
perfect
for
the
2022
make
sure
we're
talking
about
the
right
year
here
that
I
I
just
think
there
would
be
a
benefit
to
it.
I
see
that
there
is
a
downside
and
there's
an
upside,
so
in
I,
but
I
don't
see
anything
detrimental.
H
H
Along
with
some
discussion,
so
I
I
would
be
inclined
to
stick
with
the
24th
record,
seeing
all
considerations.
F
Dr
lotto,
I
would
love
your
opinion
on
this.
In
your
advice,
august
17th
versus
the
24th
of
2022.
D
D
That
could
be
a
time
that
your
then
superintendent
and
team
could
give
you
a
reopening
report
and
update
on
the
24th
before
going
into
the
first
day
of
school
on
the
29th.
F
C
G
I
don't
have
an
amendment
per
se.
I
just
had
a
general
overall
comment
on
the
calendar.
We
have
a
lot
of
the
hearing
workshops
as
needed
within
our
calendar.
So
if
we
vote
for
them
that
will
be
included
in
the
requirements
for
a
board
member,
I
would
just
say
for
this
year.
I
think
we
used
every
single
one
except
for
one.
G
H
I
just
think
that
in
the
past
this
has
not
been
a
we,
we
haven't
been
so
heavy
loaded
on
the
workshops,
the
public
hearings.
Yes,
I
do
think
that
that
is
par
and
parse,
but
the
actual
you
know
like
our
budget
hearings
and
really
that
is
our
our
one,
steady
eddy,
but
I'm
just
wondering
if
the
workshops
absolutely
need
to
be
there,
because
our
workshops
are
informational
purposes,
and
so
we're
basically
saying
that
you
have
to
attend.
H
You
have
to
attend
at
least
75
percent
of
them
in
order
to
comply
with
our
requirements,
and
I
don't
think
that
a
work
session
should
be
treated
under
that
same
must
do
that.
A
regular
meeting
would-
and
I
bring
that
up
because
we
have
had
in
the
past
health
indications
from
members
as
well
as
other
critical
life
events
that
have
put
members
in
a
position
where
they're
kind
of
straddling
through.
So
I
think
I
I'm
wondering
if
our
adoption
of
this
now
compels
us
to
be
required
to
attend
the
information.
H
I
see
a
book
in
his
hand
all
of
a
sudden,
and
I
don't
want
to
take
a
lot
of
time,
but
I
think
it's
important
for
us
to
know
what
our
obligation
is
versus.
Otherwise
in
the
adoption
of
this,
because
it
has
created
unique
circumstances
in
the
past.
As
I
said,
I
think,
moving
forward.
We
got
to
think
not
just
about
ourselves
but
about
future
boards
too,
and
what
precedent
we're
setting,
because
this
is
the
first
year
where
we've
heavy
loaded
every
single
month.
So
we're
now
saying
three
meetings
required
by
law.
H
H
And
maybe
I'm
wrong
and
this
ring's
wrong
and
we
can
just
keep
on
moving.
But.
H
Yeah
and
mr
burns.
AM
Thank
you,
mr
silkworth
members
board.
Dr
alato
darren
burns
board
council.
I
just
I
heard
the
question.
I
think
the
concern
about
the
state
law
requirements
for
board
members
attending
meetings,
as
as
you
are
working
on
your
calendar,
I
I'm
referring
to
education,
article
section
3-2
a-08
part
of
sub-section,
a
list
as
one
of
the
potential
offenses
of
a
board
member
that
could
cause
state
action
to
be
failure
to
attend
without
good
cause,
at
least
75
percent
of
the
scheduled
meetings
of
the
county
board.
AM
Any
one
count
or
year
meetings
is
usually
considered
a
term
of
art,
as
relates
to
this
body.
You
know
when
you
have
workshops,
they
may
be
public
meetings
with
respect
to
the
open
meetings.
Act
definition,
in
other
words
how
they're
conducted
that
does
not
necessarily
mean
they
are
meetings
in
the
same
sense
of
your
bi-weekly
me.
Sorry,
your
bi-monthly
meetings,
your
regular
business
meetings.
AM
I
think
that
when
you
have
a
special
session
and
that
you've
noticed
to
the
public
you're
going
to
hold
a
special
session
as
a
public
meeting
such
as
on
a
budget
or
something
like
that,
I
think
that's
likely
to
be
counted
as
one
of
your
meetings,
and
so
I
don't
know
if
it
matters
as
much
what
calendar,
how
many
calendars
you
adopt?
I
think
a
single
calendar
is
a
great
thing
for
the
public.
It's
one
one
link
clicked
on
your
website.
AM
H
So
as
a
follow-up
question,
then,
mr
burns,
thank
you
very
much,
so
we
could
just
simply
annotate.
It
sounds
like
we
could
annotate
this
to
reflect.
That
workshops
are
information,
opportunities
or
some
kind
of
footnote
at
the
bottom.
That
distinguishes
it.
H
But
I
guess
my
question
to
you
is:
is
anna
would
annotating
it
allow
the
distinguishing
allow
for
a
distinguishing
element
again.
AM
H
Okay,
no,
no!
No!
Yes,
yeah!
Okay!
Okay!
Thank
you
very
much.
I
guess
at
the
right
time.
I
do
have
an
amendment,
but
I
think
I
need
a
minute.
AM
A
AM
Idea
is
it's
hard
to
hold
people
accountable
for
an
impromptu
or
emergency
meeting,
and
someone
has
plans
right
when
you
publish
a
schedule
again,
you
annotate
it
or
not.
As
you
wish,
once
you
publish
the
schedule,
though,
if
it's
part
of
your
regular
meetings
schedule,
that's
going
to
be
the
operative
word
and
you
will
have
scheduled
it.
So
I
would
just
suggest
that
you
keep
that
in
mind.
Yeah.
I
Ms,
so
couple
things
first
of
all,
I
wonder
I'm
because
I
I
agree,
I
I
don't
foresee
any
board
member
here
sees
workshops
as
the
same
as
a
business
meeting
and
would
have
the
same
concerns,
but
obviously
we
want
to
be
as
careful
as
we
can,
but
the
question
is:
are
they
scheduled
if
they
are
as
needed?
I
Could
it
say
placeholder
as
needed,
because
in
other
words
let's
say
we
have-
I
don't
know
how
many
let's
say
there's
six
in
here,
and
we
only
intend
to
have
four
but
we're
not
going
to
decide
today
exactly
when
those
are.
It
depends
on
the
need,
but
I
do
want
to
remind
my
colleagues
the
whole
reason
we
built
this
in
was
because
of
the
gibson
report
giving
us
suggestions
on
how
to
become
more
efficient
and
rather
than
have
three
business
meetings,
because
we're
having
so
much
trouble
getting
our
business
done.
I
This
was
a
way
to
dive
deeper
into
subjects,
table
things
basically
and
and
and
dive
in
without
the
business
meeting.
So
I
I'm
a
huge
proponent
of
these.
These
workshops-
and
I
do
think
because
of
a
lot
of
sort
of
build
up
of
unfinished
business.
I
That's
why
we
utilized
almost
all
of
them,
but
I
I
would
hope
any
president,
would
I
know
that
when
I
was
president,
I
shared
with
the
members
what
I
envisioned
for
each
board,
and
I
asked
members
to
share
with
me
what
they
envisioned
and
nothing
was
decided
by
the
president,
we're
going
to
have
six
workshops
so
this.
In
other
words,
this
board
can
decide.
Okay,
we
have
this
calendar.
I
Let's
tackle
these
topics
or
whatever,
anyway,
I
I
don't
want
to
do
away
with
the
workshops.
I
don't
want
to
consider
the
workshops
this
an
obligation,
the
way
our
business
meetings
are.
The
workshops
are
for
the
board
members
to
become
informed.
So
that's
that's.
That's
that's
for
us
really
to
become
informed
so
that
we
can
be
informed
and
prepared
in
our
business
meetings.
F
Yeah,
I
completely
agree
with
miss
ellis.
I
also
want
to
point
out
that
when
we,
when
we
schedule
a
a
workshop
on
kindergarten,
readiness
or
whatever
other
topic,
staff
then
put
in
a
lot
of
effort
and
time
to
come
up
with
that
presentation
to
make
it
informative
to
make
it
useful
for
us
and
we're
all
up
here
talking
about
whether
or
not
we
can
peace
out
on
a
workshop.
You
know
if
we,
if
we
want
to
to
me
it's
a
little
bit
of
a
contradiction
we
want
to.
F
We
want
to
make
an
honest
effort
at
not
getting
out
of
here
at
odark
30,
although
we're
not
doing
a
very
good
job
of
it
today
and
we
we
want
to
be,
we
want
to
follow
gibson
and
we
want
to
be
as
informed
as
possible,
but
we
might
not
show
up
to
the
workshop
that
we've
asked
staff
to
to
to
prepare
for
and
to
sit
here
before
us
after
their
work
day
and
give
let's
just
if
we're
going
to
have
a
workshop.
We
should
be
here.
F
So
that's
one
and
two:
I
don't
want
to
make
a
separate
calendar
or
parse
out
this
versus
that
I
I
found
them
incredibly
helpful.
I've
been
to
darn
near
all
of
them,
and-
and
I
will
continue
to
to
be-
you
know
at
pretty
much
all
of
them
going
going
forward.
I
just
I'm
not
going
to
use
I'm
not
going
to
waste
staff's
time
and
I'm
going
to
use
it
to
learn.
So
those
are
my
comments.
H
Well,
I'm
I'm
ready
to
make
if
you
have
no
more
lights,
I'm
ready
to
make
an
amendment
and
then
speak
to
it
and
introduce
it
go
ahead.
Okay,
so
I
move
that
we
amend
the
language
contained
in
the
proposed
calendar
that
everywhere
it
says
specifically
not
a
portion
of,
but
of
the
whole
public
hearing,
slash
sign
workshop
with
hold
for
event.
H
AD
C
H
And
I
would
I
would
like
to
offer
my
introduction
statement,
so
I
just
didn't
want
to
waste
time
if
there
wasn't
a
second.
To
be
honest,
so
I
just
want
to
reiterate:
this
is
not
about
bailing
on
the
staff
or
disrespecting
them
at
all.
As
I
stated
in
my
intro,
this
is
actually
about
past
and
possible
future
events
where
we
do
have
members
that
have
unique
life
circumstances
that
create
challenges
for
them,
and
what
I
don't
want
is
something
well
intended
to
do.
H
So
I
do
not
believe
anyone
is
right
is
suggesting
that
we
start
considering
any
less
of
our
work
sessions
of
our
workshops
than
we
have
and
I'll
also
point
out
that
our
workshops
in
the
past
were
not
always
included
in
this
calendar,
and
we
gave
them
that
same
level
of
respect
that
we
would-
and
I
just
want
to
make
sure
the
public
understands.
This
is
not
about
the
work
or
effort
of
the
staff.
H
It's
the
same
reason
we
discuss
things
like
leave
and
we
discuss
things
like
the
calendar
dates
like
we
just
have
or
decide
occasionally
that
it's
worthy
of
a
hold,
a
piece
of
legislation
to
ensure
that
what's
important,
because
we
have
to
be
willing
to
work
with
one
another
and
to
support
one
another,
and
I
just
think
this
is
a
way
a
little
way
going
a
long
way.
I
I
would
be
curious
also
if
the
language
is
legally
sufficient
there
or
or
appropriately
to
match
the
intent
but
I'll
defer
that
over.
H
But
I
would
just
hope
that
we
would
consider
this
and,
as
I
said,
this
is
not
a
may
happen
in
one
every
hundred
years.
This
does
occasionally
happen
it.
It
had
it
in
the
prior
board
as
well
as
in
more
recent
boards
too,
and
it's
not
something
that
members
exchange
with
one
another
as
regularly.
So
it
may
not
be
up
on
the
radar
as
something
important,
but
as
a
pass
leader
of
this
board,
who
is
also
conferred
with
other
past
leaders
of
this
board.
AM
I
would
recommend
to
the
board
that
if
you're
going
to
again
stick
with
a
single
schedule
like
this,
perhaps
one
thing
you
could
do
is
not
have
a
placeholder
as
needed,
as
I
think
it
was
stated
of
public
hearing,
slash
workshop,
but
simply
public
workshop.
You
use
the
word
hearing
and
we
hadn't
really
delved
into
this
much.
I
hadn't
focused
on
it.
AM
You
use
word
hearing
in
several
places
in
in
a
very
specific
way
and
it's
meant
to
handle
budget
issues
and
it's
part
of
special
sessions
and
it
makes
sense
in
those
places
and
it's
part
of
performing
your
duties,
which
is
one
of
the
things
that
section
4-107
uses
to
describe
meetings,
workshop
kind
of
sits
on
its
own.
So
perhaps,
however,
you
go
in
this
direction.
I
could
recommend
that
this
final
version
of
this,
if
it's
going
to
have
placeholders
for
workshop,
just
say
public
workshop,
not
hearing,
slash,
work.
H
AM
H
H
On
the
board
can
withdraw
motion
once
it's
been
seconded
or
or
at
least
offer
to.
I
should
say:
okay.
If
I
have
consensus,
then
I
move
to
adopt
the
recommended
language
as
set
forth
to
hold
for
or
workshop
as
need
with
parenthesis
as
needed
and
parenthesis.
H
So
let
me
let
me
let
me
re,
let
me
restate
it
just
to
make
sure
that
we
are
clear.
I
move
that
we
remove
from
the
document
language
that
says
public
hearing,
slash
workshop
and
replace
with
workshop
hold
for
workshop
or
workshop
as
I'm
sorry
and
replace
with
workshop
parenthesis
as
needed
and
then
and
that
the
words
as
needed
not
be
reiterated
in
next
to
the
dates,
because
that
would
be
over
here
now
in
the
column,
so
the
words
public
hearing.
H
This
is
an
explanation.
Public
hearing
workshop
would
instead
read
workshop
in
parenthesis
as
needed,
because
that's
the
description
because
the
as
needed
in
the
description,
I
think
better,
reinforces
what
mr
burns
was
saying.
The
date
itself
is
the
date,
so
the
as
needed
is
pertaining
to.
If
we
need
the
event
so.
F
I
I
completely
I'll
go.
I
completely
disagree
with
this,
because
sometimes
it
might
be
a
hearing.
Sometimes
it
might
be
a
workshop.
I
think
we're
slicing
hairs
and
it's
5
15.
I
don't
understand
why
the?
Why
the
why
the
wording
as
as
already
written
is
so
bad.
So
I'm
going
to
be
a
no
on
this
and
I
just
I
just
caution
the
we're
trampling
down
this
rabbit
hole
where
we
get
super
wordy
at
a
late
hour
and-
and
it
is
still
passover,
I'd
like
to
go
home.
C
Miss
frank
mike
please.
G
The
reason
I
brought
this
to
the
board's
attention
I
did
have
some
concerns.
I
agree
with
the
gibson
that
we
should
set
some
time
apart,
but
I
also
agree
that
a
we
need
to
define
what
is
and
is
not
a
meeting.
I
think
that's
very
important.
I
think
we
need
to
set
that
expectation
and
that
we
need
to
set
the
expectation
of
what
a
board
member
is
required
to
do
now.
If
we
are
expecting
staff
to
prepare
a
presentation.
G
Obviously
we
want
the
board
to
to
participate
with
that,
I'm
not
saying
otherwise,
but
what
I
also
want
to
say
is:
are
we
expected
to
as
a
board
member
attend
six
workshops
or
three,
and
I
think
we
should
set
those
expectations
for
ourselves
too
and
if,
if
if
it
says
as
needed,
then
to
me
that
signals
that
we
would
have
a
few
per
year,
not
every
single
one
would
be
filled.
So
so
my
point
in
bringing
this
up
is
that
we
should
more
clearly
define
for
ourselves
what
our
expectations
should
be.
G
I
think
what
mrs
corcodell
is
attempting
to
do
is
a
little
bit
closer.
I
would
still
like
to
define
it,
even
maybe
perhaps
with
the
president,
give
have
the
presidents
give
a
little
better
idea,
maybe
at
the
beginning
of
the
year
or
something
to
say
this
is
what
I
envisioned
throughout
the
year.
We'll
have
you
know
these
in
case
of
emergencies?
A
lot
of
this
was
because
of
covet
and
needing
to
have
these
quick
turnarounds
and
a
time
where
we
could
all
meet
we're
no
longer
under
that.
G
So
I
don't
want
to
set
the
expectation
that
every
single
one
of
these
is
going
to
be
a
workshop.
Unless
we
say
you
all
need
to
be
here
just
put
in
your
calendar
that
you
are
going
to
be
here,
and
I
hope
that
I'm
making
myself
clear
on
that.
Thank
you.
C
AJ
Yes,
thank
you.
I
recommend
that
we
table
this
subject
for
a
different
reason.
The
staff
puts
in
times
with
the
workshop,
but
in
my
short
tenure
here,
we
put
together
a
schedule
of
what's
included
in
the
workshops,
so
part
of
getting
to
the
agenda
is
for
the
workshops
or
that
we're
going
to
have
throughout
the
year
is
deciding
if
we're
actually
going
to
have
a
workshop.
AJ
So
I
think
that
if
people
put
energy
into
putting
together
a
workshop,
then
I
think
we
have
a
responsibility
and
an
obligation
to
be
here
if
we
are
available.
But
with
that
said,
I
don't
think
that
we're
going
to
solve
this
this
afternoon.
I
think
that
more
thought
should
go
into
not
only
the
language
but
what
needs
to
be
removed
and
what
needs
to
be
added
to
so
I
think
we've
heard
from
everyone,
but
I
just
don't
see
a
way
for
us
way
forward
for
this
today.
H
Okay,
so
I
I'm
happy
and
was
actually
going
to-
I
put
my
light
back
on
not
to
do
closing
comments
which
I
have
the
pervu
to
do
anyways,
but
to
suggest
that
we
do
hold
it,
because
I
I
was
watching
some
reaction
over
here
out
in
the
other
ether,
and
what
I
do
know
is
that
I
think
it
does
that
my
amendment
does
need
a
little
more
work.
I
don't
want
to.
H
H
And
I
third,
I
think
that
there
is
an
opportunity
here
for
us
to
overall
improve
how
we
are
being
transparent
with
the
public
and
as
well
as
well
meeting
our
obligation,
and
I
think,
if
we
get
the
language
right,
it'll
help
set
us
into
that
next
level
that
gibson
referred
to
and
that
I
know
our
current
leadership
and
even
stretching
into
the
past
has
been
building
into
to
get
us
to
a
better
practice
and
to
be
efficient
and
the
philosophical
stuff
I'm
just
going
to
table,
because
I
I
there's,
I
don't
think,
there's
any
reason
to
speculate
on
intent
or
or
time.
H
So,
if
inclined
I
move
to
hold,
let
me
see
if
I
can
get
this
right
without
my
little
cheat
book
here.
I
move
to
hold
item.
C
H
No
way,
no,
I
I
I'm
first
good,
thank
you
for
the
question,
but
I'm
not
proposing
a
withdrawal
of
the
amendment.
I
am
proposing
a
continuation
of
the
conversation
if
we
choose
to
the
reason
I
did
not
include.
That
is
because,
if
we
choose
to
hold
this
over
my
next,
my
next
motion
would
be
to
withdraw
this.
If
we're
not
going
to
hold
this
over,
I'm
not
going
to
withdraw
my
amendment.
C
G
AM
C
F
H
H
H
A
A
A
H
I
want
to
first
say
thank
you,
colleagues
and
vice
president
silkworth
for
accommodating
that,
so
I
moved
to
withdraw
the
motion.
The
amendment
that
I
had
made
and
the
also
subsequent
secondary.
H
H
H
I
move
that
we
modify
the
descriptions
that
say
public
hearing,
slash
workshop
to
read
public
hearing
or
workshop
parenthesize
as
needed.
G
F
H
I
I'm
just
gonna
say
so.
I
I
think
this
will
accommodate
the
concerns
that
were
raised,
but
still
keep
to
the
spirit
and
intent
that
I
had
heard
from
some
of
my
colleagues
and
would
just
suggest
that
this
would
give
us
it's
a
minor
modification
that
will
give
us
a
a
greater.
F
AJ
H
AM
Actually,
as
you
all
have
been
proceeding,
you've
been,
it's
reminds
me
a
little
bit
of
budget
you've
been
proceeding
by
voting
on
changes
to
this
document.
You
have
made
several
motions
to
change
dates
to
the
document,
so
I
don't.
I
think
that
proceeding
in
that
order,
you
were
also
making
a
motion
to
change
this
document.
It
sounds
like
there
are
no
more
motions
to
change
the
document,
therefore
you're
at
that
primary
motion
to
now
move
the
as
amended
document.
I
AM
H
Okay,
no,
I
I
just
wasn't
clear
because
we
had
like
several
before
even
my
minor
turned
major
one.
Thank
you.
H
C
C
D
Thank
you,
mr
silkworth.
I
recommend
board
approval
of
the
action
items
listed
on
today's
agenda,
all
deed
of
easements
related
to
crofton,
high
school
old
mill,
heist
old
mill
middle
school,
south
west
county
elementary
school
and
van
gaal
elementary
school
is
listed
on
today's
agenda
7.09
through
7.12.
C
Okay,
we
have
a
second,
I
am
looking
for
some
lights.
I
do
not
see
any
lights.
Do
we
have
any
presentation
at
all?
Okay,
okay,
miss
howe.