►
Description
Meeting of the Beaufort County Board of Education School Board Officers April 25, 2022
Remote Conferencing Meeting This meeting will be live streamed by the County Channel
Mission: The Beaufort County School District, through a personalized learning approach,
will prepare graduates who compete and succeed in an ever-changing global society and
career marketplace.
Officers: David Striebinger Chair, Cathy Robine, Vice Chair, Angela Middleton, Secretary
Agenda
5:00pm Call to Order
• Approval of the Agenda
• Pledge of Allegiance, Statement of Media Notification
• Approval of the April 11, 2022 Committee Meeting Minutes
• Setting the May 3, 2022 Board Meeting
• Discussion of any other Board Meeting Agendas
Adjournment
A
A
C
D
A
E
C
A
B
C
E
C
C
E
C
A
C
C
C
A
C
B
H
G
A
G
Well,
I
guess
that
would
be
up
to
you.
It's
it's
a
monitoring
report
and
I
don't
know
how
we've
been
doing
that
because
we
did
all
the
oes,
the
superintendent's
interpretation
and
we've
done
some
of
like
the
foia
oes,
because
there's
not
much
information.
We
had
a
pretty
good
discussion
about
facilities
used,
so
I'm
not
sure
when
it
goes
to
consent
and
when
it
should
come
to
the
full
board.
G
A
C
C
C
C
A
A
F
E
A
H
B
H
B
C
He
said
that
he,
if
you
wanted
him
to
update
about
the
students,
he
can
tell
you
that
he
up
he
met
with
the
students,
but
he
doesn't
have
anything
else
other
than
to
update
other
than
he
met
with
the
students.
So
if
you,
if
you
want
him
to
say
what
the
conversation
was,
then
that's
an
update,
but
he
doesn't
have
anything
else
to
update
correct.
A
G
F
My
question
was
he
told
me
that
he
had
talked
to
some
students
and
that
there
was
an
update
the
last
time
we
talked
and
he
was
supposed
to
bring
it
back
before
the
board,
and
the
next
thing
I
heard
was
that
the
policy
committee
said
that
they
were.
They
were
talking
about
this.
So
I'm
not
sure
when
we
said
oh
who
who,
where,
where,
when
right
now
the
policy
committee
got
this
all
of
a
sudden.
E
Yeah,
you
know
I'll
be
happy
to
give
the
board
an
update.
I
mean
there's,
there's
really
not
much
more
to
say
in
terms
of
people.
You
know
people
are
looking
for
a
solution
right
and
and
there's
one
solution
that
they
want.
You
know
and
and
short
of
that
you
know
we're
not
we're
not
there.
You
know
where
we
are
is
just
that
I
spoke
to
students.
C
C
B
So
I
guess
hourly
pay.
What
is
how
many
hours
of
teachers
paid
for
daily
and
what
are
the
mandatory
working
hours?
Those
are
the
two
things
that
I
received
from
her
email
because,
according
to
her
email
and
her
research,
she
says
that
teachers
are
paid
for
seven
and
a
half
hours
a
day,
but
they
actually
work
more
than
that
because
they
have
to
come
in
early
for
duties
and
then
they
have
to
they
leave
after
students
for
duties
and
their
lunches
tend
to
sometimes
be
encumbered.
G
B
C
G
So
I
was
going
to
kind
of
put
that
in
a
holistic
look
at
retention
plan,
but
it
could
get
lost
in
a
bigger
picture
if
you
want
to
like
spotlight
it.
So
we
can
put
it
in
and
I'll
include
you
in
the
email
of
things.
I
think
questions
I'd
like
hr
to
kind
of
answer
and
sort
of
things
I'd
like
for
them
to
bring
under
the
staff,
recruitment
retention
plan
or.
B
G
B
G
E
Thank
you
just
just
a
a
another
thought
I
mean
you
can
throw
it
all
in
there
and
look
out
and
all
of
that.
But
you
know
what
that
email
pointed
out
right,
there's
a
specific
mechanism
for
them
to
bring
that
information
forward
as
a
complaint
or
as
a
grievance
or
as
an
issue
to
the
hr
department
right,
so
that
we
can
look
at
it
and
deal
with
right,
because
that
may
just
be
a
specific
case
right.
That
may
not
be
in
a
bunch
of
different
places.
B
E
I
mean
if
there
is
an
issue
that
they
that
she
is
having
right,
then
then,
that
particular
issue
right,
there's
a
mechanism
for
her
to
bring
that
forward
right
and
and
that's
kind
of
where
it
should
be
handled.
I
I
it's
my
my
my
thought
is
to
be
dealt
with
and
handle
through
the
administrative
processes
for
for
those
things,
but
I
I.
E
I'll
be
happy
to
reach
out
to
her.
I
know
exactly
who
it
is
and
I'll
be
happy
to
reach
out,
because
one
of
the
things
that
I
think
we
need
clarification,
clarification
around
is-
is
this
just
at
her
school
that
that
she's,
something
that
she
personally
is
experiencing,
or
you
know
that
sort
of
thing.
So
all
right.
A
D
I
agree
with
frank:
that's
primarily
it's
a
this
is
a
building
climate,
culture
thing
and
you're
talking
about
workout
teachers,
a
salary
and
the
work
hours,
especially
for
the
certified
compensated
individuals
is
kind
of
irrelevant
in
terms
of
how
many
hours
they're
supposed
to
do
a
day,
etc
cetera
because
it
does
depend
on
on.
You
know
what
the
teacher
deems
as
a
work
day.
D
If
there
are
certain
things
that
are
in
the
window
of
that
certified
staff
member-
and
I
don't
see
how
you
can
break
it
down
to
hourly
stuff
and
be
fair
with
everyone
involved
and
that's
not
our
purview.
I
think
that
does
belong
to
frank
and
the
hr
department
and
the
specific
building
administrators
in
terms
of
how
many
hours
what's
the
climate
and
how
many
extra
hours
individuals
are
actually
work
and
if
they're
asked
to
do
something
above
and
beyond,
are
they
compensated
for
it?
If
that's
the
question,
then
fine,
you
know
it's
general.
D
G
And
I
I
don't
mean
to
speak
for
angela
at
all,
so
I'm
speaking
just
for
me,
my
interpretation
is
not
to
adjudicate
an
individual
complaint
through
the
board,
but
as
a
board
member,
I
can
tell
you
I
there's
a
lot.
I
don't
understand
about
how
this
works,
so
I
was
looking
at
more.
You
know,
having
hr,
come
and
explain
how
some
of
these
things
and
I'm
not
sure
I
kind
of
remember,
reading
this
email,
but
I
don't
see
it
as
dealing
with
a
specific
complaint
but
understanding
from
hr.
G
What
is
the
process
and
how
it
works,
and
if
we
get
another,
you
know
email
from
someone
we'll
be
better
informed,
because
I
I
just
feel
a
little
bit
lost.
Sometimes
when
people
talk
to
you
about
hr
issues.
So
I'm
looking
at
like
a
third
for
my
committee
thing.
Looking
at
like
a
30
000
foot
view
of
how
the
process
works.
B
A
G
Well,
that's
why
it
was
confusing
to
me
when
it
was
like
well
there's
a
process
for
that,
etc,
etc.
Okay,
I
didn't
know
that
which
is
fine,
but
that's
why
I
just
want
to
understand
how
hr
works,
because
we
get
a
fair
amount
of
hr
questions
and
concerns
from
people
and
so
having
a
better
and
I'll.
Tell
you
what
I've
done
a
little
bit
of
poking
around
you
know.
A
lot
of
hr
school
districts
have
more
information
publicly
available,
so
it's
just
harder
to
find
out
what
the
proper
process
is.
A
G
F
And
I
definitely
do
agree
with
mr
english,
because
the
fact
that
we
do
represent
the
people
and
people
call
us
when
they
have
been
given
situations
to
certain
problems
and
they're,
not
understanding
it
or
we're
telling
them
that
yeah.
We
are
proving
something
as
a
board
and
then
they
say
well
that
why
I'm
not
being
I
don't
think
that
I'm
getting
compensated
or
or
I
don't
understand
the
process
or
what
have
you
really
done,
because
my
paycheck
or
my
pay
does
not
reflect,
which
is
what
y'all
are
saying
as
a
board
publicly.
F
So
I
think
that
the
more
that
I
don't
see
a
problem
with
having
conversations,
because
for
them,
it's
not
like
some
people
say
or
to
be
dealing
with
these
with
hr
issue,
is
more
clarification
and
understanding
and
processing
it.
Because
a
lot
of
people
themselves
don't
know
the
process
as
a
board
chart
not.
We
should
understand
the
process.
F
Understanding
the
process
is
not
a
problem,
and
I
think
that
there's
too
many
times
where
we
say
oh
well,
we
don't
want
the
board
knowing
that.
Well,
the
board
should
know
the
process
and
understand
the
process,
because
when
people
come
to
us,
we
should
we
should
be
informative
enough
to
tell
them
what
the
process
is,
because
how
can
we
redirect
them
through
the
process?
F
If
we
don't
know
the
process,
and
so
some
of
these
some
of
these
situations
are
similar
situations
that
are
given
to
different
board
members
or
some
of
the
same
board
members,
and
if
we
understand
the
process
more,
then
we
can
we
can.
We
can
better
more
serve
our
community,
so
I
I
do
see
this
as
a,
and
I
think
that
we
should
be
handling
these
things
and
then,
when
I
say
handling,
we
should
be
learning
how
to
redirect
or
how
to
tell
people
exactly
what's
what
the
process
is?
E
E
H
E
Question
to
refer
them
to
the
hr
department
and
let
the
hr
department
handle
it,
because
otherwise
you
can't
find
yourself
in
a
situation
where
the
hr
department
is
now
trying
to
handle
something
and
what
they
hear
back
is
well
the
board
member
told
me
to
do
this,
and
this
is
the
process
and
the
board
member
told
me,
and
you
may
you
know,
there's
a
lot
that
goes
on
you.
You
may
understand.
The
process
in,
in
general
terms,
getting
down
to
the
nitty-gritty
and
specifics
of
the
process
is,
is
oftentimes
in
those
details
where,
where
the.
H
F
Is
it
has
been
more
clear
more
clearly,
written
and
information
has
been
able
to
access
upon
websites
and
upon
different
different
things
where
they
can
find
out.
I
think
that
is
something
that
this
is
possible,
possibly
a
conversation
that
needs
to
take
place
at
some
point
in
time
and
very
soon
and
possibly
an
executive
session.
F
F
As
a
board
member,
some
of
us
board
members
have
been
in
the
system,
so
correction.
Some
of
us
do
know
the
process
and
some
of
us
have
been
on
the
other
side
of
the
other
side
of
it.
So
you
know
like
that
was
the
stadium
mr
campbell
made
was
that
was
inaccurate.
Some
of
us
do
know.
Some
of
us
have
been
district
employees.
B
B
A
But
that's
not
that's
not
this
issue
and
I
agree
with
frank
by
the
way
that
we
don't
want
to
muck
around
too
much
we.
But
we
need
to
tell
people
how
to
get
an
answer
to
their
questions.
But
we
don't
need
to
answer
because
we
don't
know
enough
and
we
can.
We
could
screw
things
up
and
and
even
have
some
legal
liability.