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From YouTube: School Board Special Work Session 10 22 18
Description
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A
Even
the
school
district
special
work
session
on
Monday,
we
have
that
you
all
silence
your
cellphone's
at
this
time
and
take
any
personal
conversations
outside
this
time.
I'd
like
to
introduce
Megan
hired
by
the
school
board
to
assist
with
title
nine
sexual
misconduct,
compliance
review
of
procedures
and
processes,
including.
C
C
In
title
9,
since
at
least
2001
and
even
prior
to
that
before
we
were
calling
student
on
student,
sexual
harassment,
I
won
and
I'm.
Currently
the
Palo
Alto
tell
when
a
coordinator
I'm
a
standalone
title
9
coordinator,
which
is
somewhat
unusual.
Although
I've
seen
workers
in
my
work
and
I
had
the
opportunity
documents
and
also
meet
with
people
and
hear
what
people
have
to
say.
So
with
that
I'm
just
going
to
get
started
with
my
presentation
and
then
I'm
happy
to
take
questions
as
we
go
through
and
enter
our
questions
at
the
end.
So.
C
C
C
Investigation
file,
which
is
probably
one
of
the
largest
investigations
that
the
district
has
done
and
then
also
the
most
recent
title.
9
self-evaluation,
which
focused
on
athletics
I,
also
had
the
opportunity
to
meet
with
and
look
at
the
probably
policies
and
procedures
and
processes
and
practices
that
are
plates
for
human
resources.
There's
a
number
of
documents
that
have
been
developed
to
assist
people
with
investigations,
templates
and
form
letters
things
like
that,
and
then
also
the
teaching
and
learning
lead
on.
This
talked
about
how
they
deal
with
student
responded.
So
if
she's
involving
allegations
brought.
B
C
Students
and
his
fellow
students
is
handled
through
teaching
learning
and
then
allegations
where
the
employees
are
responding.
A
student
brings
the
complaint
again.
Simply
that's
handled
by
Human
Resources
I
had
a
chance
to
meet
with
a
number
of
board
of
directors.
When
I
came
to
the
district
offices.
C
Human
resource
professionals
of
title
9
officer
and
the
head
of
the
HR
I
also
had
a
chance
to
be
the
school
administrator.
So
we
had
a
group
of
principals
and
assistant
principals
from
the
high
schools,
as
well
as
from
the
middle
schools,
who
all
brought
a
great
level
of
enthusiasm
for
doing
the
right
thing
around
students
around
these
issues.
C
So
that
was
the
it's
in
1972
and
then
there
was
some
guidance.
I
came
down
from
the
Supreme
Court
in
the
late
90s
to
important
cases
that
basically
said
that
there
are
private
right
of
action
under
title
9,
and
also
that
there
could
be
financial
benefits
to
a
complainant,
bringing
something
forward
under
title
1.
The
most
relevant
guidance
says
we're
looking
at
it
today
and
were
all
kind
of
sitting
on
the
university
24
additional
guidance,
which
I
was
just
at
the
conferences
last
week
where
they
said
it
won't
be
a
full
year.
C
Have
that
additional
friends
from
the
sewer
there's
a
tank
going.
This
first
bullet
Thunder
offices,
all
right.
That
should
be
the
2001
guys,
not
the
2011,
guys,
because
guys
it
was
retracted.
So
I
apologize
for
that.
The
2015
Dear
Colleague
letter
and
that's
a
lot
of
guidance
around
what
a
title
9
coordinator
to
do
and
then
the
most
recent
guidance
is
2017
came
down.
C
September
2017
called
the
questions
and
answers
on
sexual
misconduct,
which
had
altered
some
of
the
guidance
that
had
been
leading
us
since
2001
in
gave
us
some
insight
into
how
this
administration
is
going
to
handle
title
mind.
So
the
2001
guidance.
This
is
guidance
that
has
been
codified
in
regulations
and
it
talks
first
about
that
speak
the
title
9
coordinator
at
schools.
Quite
frankly,
my
experience
was
2001
came,
we
went,
and
not
many
of
you
want
that
they
made
at
that
time.
C
My
review
because
there
was
there
is
a
timeline
officer
here
and
the
district,
and
that
is
available
on
your
website.
So
that's
important,
OCR
overture
conduct
an
investigation.
Your
website
put
in
title
nine
coordinator,
figure
out
whether
you
have
somebody
here
doing
that
there
with
regard
to
property,
nestled
equitable.
For
the
resolution
of
complaints.
There
are
number
of
policies,
the
ones.
C
A
bit
of
ten
mine
covered
in
it,
so
there
was
something
about
sexual
harassment
that
could
really
be
covered
under,
for
instance,
your
sexual
harassment
policy,
but
also
your
non-discrimination
policy
and
also
your
cyber
bullying
policy.
So
it's
possible
that
people
could
be
confused
about
where
to
go,
or
they
could
select
one
of
those
avenues
to
go
to
because
of
they
feel
it
might
be
more
beneficial
to
them.
So
that
was
a
little
bit
of
a
challenge
and
I'll
talk
about
that.
C
My
recommendations,
as
well
as
equitable
resolution
of
Cummings
the
process
under
your
non-discrimination
process
and
sexual
misconduct
process,
I'm,
sorry
section
last
night
process
both
of
them
have
four
levels
of
Appeals,
and
that
is
pretty
unique
and
unusual
also
could
negatively
impact
that
being
prompt.
Although
the
timeframes
in
your
procedures,
things
are
happening
within
five
to
seven
five
to
ten
days,
but
because
there
are
so
many
levels
and
because
there's
so
many
different
ways
somebody
go
about
reaching
the
rest.
C
None
of
the
policies
reference
to
the
interim
measures
and
interim
measures
of
what
we
put
in
place
during
an
investigation
to
make
sure
the
first
new
complaint
has
been,
is
being
protected
from
additional
discrimination
or
harassment.
My
experience
speaking
to
your
your
administrators
was
that
actually
they
put
a
lot
of
things
in
place
right
away,
but
I
think
it
would
be
helpful
if
your
policy
specifically
calls.
C
In
the
when
we
put
in
place
for
someone
who's
brought
a
complete
there
is
undergoing
to
and
in
grassman
perfect
for
betting,
its
recurrence,
all
of
your
policies,
do
have
a
non
retaliation
provision
which
is
important
so
to
make
sure
that
there
isn't
any
kind
of
retribution
against
a
person
for
bringing
a
complaint
and
then
remedying
the
effects
of
harassment.
The
policies
don't
specifically
going
to
what
criminal
initiative
could
have
might
be
alive,
and
that
might
be
something
to
consider
with
your
with
your
legal
counsel
as
well
as
Ekstrom.
C
How
about
whether
you
want
to
add
some
details
regard
to
that
under
the
2001
dinosaurs,
also,
our
apartment
for
periodic
training
parents
for
staff
on
sexual
harassment
in
some
states-
that's
even
been
caused
by
did
something
that
you're
required
to
do.
There
seems
to
be
some
training
around
student
around
sexual
riding
around
staff.
C
I
didn't
get
a
sense
of
their
it's
a
really
a
requirement
that
everyone
do
that
annually,
Princeton
in
California
and
state
law
like
that,
if
you're
a
manager,
you
should
do
it
every
two
years,
so
we're
just
because
it's
state
law
and
we
follow
it
and
then
providing
support
services
for
complainants.
My
again,
there
wasn't
a
lot
of
detail
in
your
in
your
policies
about
this,
but
my
what
I
found
was
that
schools
are
really
doing
this
almost
like
a
major
reaction.
C
They
were
getting
groups
together
to
make
sure
that
students
had
some
work
that
they
did.
The
2059
is
the
one
that
goes
into
a
lot
of
detail
about
what
there
are
some
that
might
coordinators.
You
do
so.
There
is
first
on
some
technical
rice,
both
your
non-discrimination
policy
and,
as
my
report
goes
into
more
detail.
There
are
a
few
points
that
are
not
not
found
in
the
current
non-discrimination
notice.
They
found
on
your
website
and
it's
not
it's
not
a
document.
C
The
other
other
requirements
that
you
would
put
it
in
certain
documents
and
so
I
did
see
it
in
the
parent
handbook,
which
is
great,
the
student
and
the
student
and
parent
handbook
concludes
it,
but
so
many
other
documents
I
looked
at
did
not
have
it
so
the
title
nine
coordinator
role
is
broader
than
just
having
a
person
in
at
the
site
and
the
2015
things
goes
into
detail
that
this
is.
The
person
should
have
oversight
of
all
of
the
responses
to
incidents.
C
So
there's
a
lot
of
stuff
in
there
about
equity,
making,
sure
a
complaining
party
and
the
responding
party
get
the
same
access
information.
They
get
the
same
notices
they
get
processed.
That
is
the
abacus
applicable
to
both.
Also,
this
idea
of
interim
measures
is
available
to
both
parties,
so
there
was
in
the
past
this
idea
that
calling
and
only
needed
the
interim
measure
protection
and
now
I.
The
guidance
says
you
can't
just
automatically
only
get
back
to
the
point.
C
If
you
have
to
see
if
both
parties
need
it,
what
had
previously
been
listed
as
a
60-day
timeframe
to
complete
an
investigation
has
been
broadened
to
say
a
reasonable
timeframe,
and
then
there
was
a
prohibition
against
informal
resolutions
that
involved
sexual
misconduct.
This
guidance
says
you
can
do
that
when
you
have
the
consent
of
all
parties,
so
the
basis
of
that
guidance
previously
was
that
we
don't
want
to
put.
C
A
situation
where
they
have
to
confront
someone
who's
who's
perpetrated
some
kind
of
violence
against
them,
but
as
long
as
the
parties
have
consented,
that
is
permitted
now
and
then.
Finally,
this
is
just
underscoring
what
we've
seen
since
2001,
which
is
this
idea
that
you
have
investigators
who
are
trained
and
how
to
conduct
these
kinds
of
investigations.
C
All
right
so
I
mentioned
that
I
I
felt
that
one
thing
that
came
up
was
that
there
wasn't,
as
broader
view
of
title
9
here
at
the
district.
Might,
because
that's
pretty
common
and
I
think
a
lot
of
districts
are
reacted
to
what
is
their
biggest
title.
9
concern
so
I'm
working
in
how
about
to
our
biggest
tightline
concern
about
sexual
assaults.
That
happened
at
the
school
amongst
two
students
and
that
got
a
lot
of
focus.
C
So
that's
just
kind
of
the
underpinning
of
this.
So
my
suggestion
is
that
you
take
a
look
at
that
title
mine
office
and
see
how
you
can
structure
it.
So
I
suggested
a
title,
9
coordinator
having
responsibility
for
all
of
the
time
online
enforcement.
Here,
one
deputy,
that's
dedicated
to
athletics,
because
it
does
seem
to
need
that
level
of
attention
here
that
seconds
that's
dedicated
to
human
resources,
and
that
would
be
a
person
that
would
be
dealing
with
any
of
the
link
that
comes
against
an
employee
and
then
a
third.
C
Policies
inclusions
and
exclusions
I
know,
state
law
is
dictates
a
lot
around
what
types
of
policies
you
have
to
add,
and
often
there
is
overlap,
but
if
there
could
be
a
look
at
all
these
things
to
say,
the
sexual
harassment
policy
may
be
covered
a
non-discrimination
policy,
but
we're
going
to
include
a
clause
that
says
if
this
matter
involves
sexual
harassment,
it
will
actually
be
handled
under
this
policy
under
this
procedure.
So
inclusions
and
exclusions
might
help
you
get
to
that.
C
The
way
that
you
know
exactly
where
these
policies
are
to
fall,
one
procedure
people
are
going
to
be
using
sexual
violence
is
not
explicitly
covered
in
an
inker
policy,
so
sexual
harassment
and
the
cyber
bullying
policies,
for
instance,
don't
say
anything
about
sexual
violence,
so
I
think
you
should
you
want
to
add
that
provision
explicitly
equity
between
your
complainant
and
respondent.
The
policy
talks
a
lot
about
the
complaining
party
party
getting
notice
to
come
Monday
morning
being
able
to
appeal.
The
respondent
does
not
have
those
explicit
notifications
and
things
like
that.
C
So
tweaking
your
policies,
so
that
both
parties
have
that
that
the
2017
nine
actually
says
you
can
have
an
appeal
process
only
for
respondents
which
goes
back
to
kind
of
old
guidance
that
was
out
there,
but
yours
is
really
explicitly
saying
the
complainant
can
can
can
appeal.
Now,
your
respondent
at
your
respondent
is
a
student
or
an
employee.
There
might
be
other
ways.
You
know
they've
been
subjected
to
discipline,
but
you
wouldn't
want
your
policy
to
at
least
refer
to
those.
So
you
can
see
that
there
is
that
parity
for
both
sides.
C
Your
policy
doesn't
list
what
the
burden
of
proof
is
for
coming
to
a
conclusion.
So
the
policies
don't
say
preponderance
of
the
evidence,
clear
and
convincing.
There's
a
lot
more
flexibility
now,
because
it
used
to
be
all
the
partners
of
the
evidence,
but
you
can
do
clear
and
convincing.
You
just
want
to
be
explicit
about
what
that.
What
that
burden
is
so
that
your
investigator
would
know.
C
How
am
I
weighing
this
to
make
my
determination
that
notices
again
some
stuff
around
parity
make
sure
both
parties
are
getting
notice
of
what's
happening,
as
well
as
the
outcome,
and
then
I
mentioned
the
multi-step
appeal
I
think
over
complicate
some
of
this,
and
I
would
say
that
you
should
have
one
appeal
process
for
each
policy
and
where
that
appeal
falls
is
kind
of
up
to
you.
Guys,
I
would
say
that
it's
I
I
found
unusual
that
people
could
be
to
the
board
through
that
broad
process
from
the
other
policies.
I've
looked
at.
C
Best
practices
of
one
of
the
things
that
I
would
suggest
is
that
there
could
be
some
more
rigor
in
your
process,
so
a
situation
comes
up
at
a
school
and
the
school
deals
with
it
and
that's
fantastic
and
that
works
for
most
parents,
and
even
the
middle
school
principals
and
administrators
were
saying
for
the
most
part
there
by
within
24
to
48
hours,
parents
have
been
called,
discipline
is
imposed,
things
are
taken,
care
of
that
process
is
fine
for
people.
One
thing
service
offering
away.
C
Of
communities
that
want
a
little
bit
more
rigor,
they
want
to
have
an
intake
process.
They
want
to
know
what
policies
being
looked
at
and
they
want
to
know
what
that
analysis
is
going
to
look
like
at
the
end
of
the
day
about
how
the
policy
is
going
to
be
analyzed
with
the
burden
of
proof,
for
instance,
identifying.
C
B
B
C
Go
then
we
go
here,
so
that
might
be
something
that
would
be
helpful
and
very
user
friendly
I
also
put
up
your
use
of
trained
investigators,
so
investigators
who
know
how
to
conduct
a
site
online
investigation
again
for
use
in
them
in
the
formal
complaints
that
are
brought.
So
if
you
have
a
parent
that
really
wants
to
go
through
a
more
full,
more
pop
formal
process
than
just
the
school
dealing
with
the
situation,
they're
resolving
it,
perhaps
they're
not
happy
with
what
happened
in
the
school.
C
Suggested
training:
this
is
my
suggestion.
Based
upon
my
conversations,
all
staff
I
would
say
some
kind
of
exposure
to
timeline,
law
and
guidance
of
what
it
means,
also
understanding
the
policies
and
procedures
and
what
we
do.
What
you
do
here
at
even
it
would
be
very
helpful.
I
think
that
the
again
there's
just
us,
you're
lucky
to
have
a
lot
of
good
administrators
who
are
just
in
there
getting
things
done,
training
each
other
working
with
each
other,
but
it
would
be
helpful
to
have
a
broader
scope
on
this.
C
I
knew
that
I
conducted
that
I
can
have
trainings,
where
I
go
and
sort
of
sandwich
myself
in
between
other
training
days,
that
people
are
having
even
just
information
about
gentlemen,
so
people
are
thinking
about.
It
can
be
helpful.
A
title
9
coordinator
I,
mentioned
that
I
think
that
the
responsibilities
should
be
looked
at
and
figuring
out.
What
structure
makes
the
most
sense
here.
C
B
C
Those
responsibilities,
so
there
are
a
lot
of
trainings
that
are
out
there
online
webinars
and
things
like
that
about.
What's
the
type
of
minor
chord
you'll
be
doing
also
suggested
in
the
report
that
that
timeline
coordinated
report
annually
to
the
board
about
what's
happening
with
title
9
I,
think
that
that's
a
great
check
for
you
guys
to
see
what's
happening,
also
telling
investigators
really
just
understanding
how
to
conduct
an
investigation
of
formal
investigation
and
then
there's
specific
to
online
areas
that
should
be
covered
under
the
2017
90s.
C
They
talked
about
addressing
bias
and
stereotypes
and
the
prior
guidance,
although
rescinded
talking
about
two
other
issues
that
I
think
are
important.
One
is
how
to
deal
with
victims
of
trauma,
and
now
that
might
impact
credibility
determinations
in
your
investigations
as
well
as
cultural
issues
and
how
they
can
impact
your
credibility
determination.
So,
although
that
that
is
not
contained
in
the
2017,
does
I
still
think
it's
a
valid
for
your
investigators
to
to
take
a
look
at
those
things.
C
That
the
title
9
the
overview
of
title
nine,
my
my
I,
would
say
best
practice-
would
be
annually.
I
think
that
you
could
do
something
with
all
your
staff
less
than
annually,
and
there
are
a
lot
of
insurance
carriers
that
haven't
sure
have
training
programs
that
you
could
go
around
sexual
harassment.
Things
like
that
in
their
often
offered
to
districts
at
no
cost,
no
additional
cost
and
they're
great
for
tracking
purposes.
To
give
people
at
least
an
exposure
to
title
line.
C
C
For
investigations,
I
think
a
face
to
face
deliveries
is
probably
the
best
because
working
through
scenarios
and
how
you
need
to
take
information,
maybe
credit
credibility,
determination
and
then
write
that
final
report.
That
seems
to
be,
for
my
experience,
a
really
a
practice
that
you
have
to
kind
of
sit
down
and
really
work
through
those
things,
I
think
for
the
title
9
coordinator
and
and
the
staff
I
think
you
could
do
that
online
or
a
webinar,
or
something
like
that.
C
I,
don't
know
if
there's
any
organizations
on
the
timeline
coordinator,
the
districts
in
this
state,
but
that
also
is
a
great
opportunity
to
have
people
come
together
and
work
together
and
get
to
know
each
other.
We
just
started
a
small
group
in
Northern
California
so
that
we
meet
every
other
month
and
have
a
online
webinar.
Someone
takes
the
topic,
I.
Think
it's
a
great
sort
of
building
that
network
network
is
really
important.
F
C
So
the
non-discrimination
statement,
the
guidance
on
that
started
in
2001
and
evolved,
and
it
became
something
that
was
your
sort
of
attitude,
attitude,
attitude
and
the
guidance
into
2015
on
the
title
9
coordinator,
what
it
is
some
more
specifics,
it
probably
would
be
adding
the
OCR
office
contact
so
with
the
idea
is,
if
you
don't
trust
your
school
district.
Where
would.
C
C
We
had
a
visit,
that's
my
district
by
OCR,
and
that
was
something
they
were
very
interested
in.
Knowing
where
the
notices
were
posted
so
actually
drew
a
map
at
the
different
schools
with
X's
where
they
were
located.
And
then
we
conveniently
walk
past
those
accidents
walk
through
campus,
but
it
actually
helped.
It
helps
people
that
the
administrator
said
I
like
that.
We
drew
this
map
because
now
next
year,
when
I
have
to
repost
something
I
know
where
to
go.
A
B
A
D
C
A
A
We
think
another
school
district
anywhere
in
the
country
that
is
using
best
practices
of
the
most
cutting-edge
language
and
that
sort
of
thing
that
you
could
it's
obvious
that
we're
going
to
know
our
policy
committee
is
got
some
more
work
to
do
to
update
some
policies,
but
we
did
just
work
with
our
School
Board
Association,
so
I
plan
on
sharing
this
with
our
school
board,
Association
and
land
here
is
the
president
of
the
Oregon
School,
Board
Association.
So
I
think
this
could
be
something
that
we,
you
know
share.
Statewide
yeah.
C
Greek
but
but
when
you
look
at
it
with
one
lion,
sometimes
you're
missed
any
other
ones,
so
I'm
sure
that
the
review
was
accurate
and
then
I
came
in
with
this
title,
9
lens
I
would
say
we
had
all
of
our
policies,
developed,
of
course,
remembering
that
you
know
I
mean
I'm
in
California,
so
California
code
defined
summit,
we
had
to
meet
a
lot
of
policy
changes.
So
I'd
say
our
policies
are
good
because
they
reflect
our
our
resolution.
C
C
C
Is
exhausting
to
try
and
figure
out
how
to
be
inclusive
of
everything
in
a
policy
which
why
a
lot
of
colleges
and
universities
after
the
2011
guidance
just
did
a
standalone
title
9
policy,
because
there
are
so
many
changes
that
have
to
be
made
to
so
many
different
policies
and
the
way
they
dealt
with.
That
was
what
I
was
suggesting,
which
is
the
exclusions
and
the
other
policies
that
kind
of
overlapped
and
I
think
that
that
might
be
an
easy
fix
for
your
policies.
C
Better
for
me,
with
your
process,
having
four
steps
that
take
you
through
up
to
the
board:
I,
don't
know
that
there's
a
benefit
to
one
of
the
other,
although
I
think
the
non-discrimination
policy
requires
you
to
do
something
informal,
which
some
people
might
not
want
to
do
as
a
first
step,
but
I
think
it's
I
think
it's
after
all,
work,
you've
done.
I
think
you
can
be
fixed.
You
just
want
to
make
sure
you
know
where
people
are
going
and
people
want
to
know
where
their
should.
They
should
go
as
well.
A
And
I
think
that,
because
we
have
done
a
lot
of
work
on
our
complaint
process
as
well
as
having
it
changed
and
comply
with
the
state
level
on
a
complaint
process-
and
it's
you
know
a
little
bit
harder
for
school
districts
are
larger
guesses.
And
but
we
do
want
that.
You
know
our
community
to
know
going
to
our
website
where
they
can
find
this
information
and
make
that
as
transparent
as
possible.
So
and.
C
C
Seen
you
go
up
to
the
superintendent
not
to
the
all
the
way
to
them
to
the
board
particulate
around
students,
because
the
board
only
in
the
districts
I'm
thinking
of
the
board
only
hears
is
something
that
would
be
expulsion.
It
only
gets
all
the
way
up
to
the
board
in
that
level,
but
it's
more
luck
than
disciplinary
track,
as
opposed
to
an
appeal
of
a
policy
decision.
It
would
be
just
that
piece
on
discipline,
okay
and
then.
B
B
E
E
C
Think
that
having
some
forms
that
helped
with
regard
to
the
interim
measures,
what
you
can
put
in
place
right
away
like
a
no-contact
directive
or
no
contact
I'd
like
to
say
directive,
because
I
don't
want
to
be,
but
you
have
to
consent
to
it,
but
having
some
forms
that
we
get
a
complaint
in
that's
title
nine,
and
these
are
that
things
are
going
to
do
right
away.
I,
think
understanding
what
interim
measures
are
and
how
to
put
them
in
place
is,
has
been
a
real
disconnect
at
many
of
the
districts.
C
I
work
with
in
part,
because
interim
measure
says
something
very
different
than
what
we're
used
to
with
students
and
due
process,
which
is
you
can
do
something
that
seems
somewhat
disciplinary
before
you've
made
a
decision
about
other
policies
that
violate
it.
So
I
know
that,
for
instance,
to
students
being
in
a
class
and
we
have
a
complaint
against
one
student
being
student,
a
one
student
be
out,
I've
talked
to
schools
and
they
said
well.
C
Even
if
things,
if
you
don't
find
out
that
things
are
going
well.
Sometimes
students
won't
share
that,
but
that
you've
been
checking
in
regularly
with
that
person.
I
spend
a
lot
of
my
time
as
a
time
like
when
you're
doing
checking
to
make
sure
that
those
interim
measures
are
in
place
because
they
are
so
important
and
they
get
a
lot
of
attention
from
OCR.
B
Great
report,
and
so
my
question,
isn't
it
to
you
it's
maybe
to
the
chair
into
the
superintendent.
Where
do
we
go
from
here?
Will
it
come
back
with
recommendations?
Are
we
going
to
talk
about
it
again?
Do
we
know
I
know
I'm
asking
kind
of
jumped
ahead,
but
I
thought
was
such
a
great
report.
I
want
to
make
sure
we
do
something
with
it.
D
Thank
you
and
another
question
for
you
in
school
districts
that
you've
worked
with
or
other
institutions.
You
mentioned.
It's
really
important
in
certain
cases
to
have
trained
investigators
from
the
outside,
in
your
role
that
you
serve
in.
Is
that
usually
the
title
9
coordinator,
making
someone
and
possibly
from
the
outside?
If
they
don't
have
those
internal
investigators?
D
C
I
often
go
and
have
this
discussion
with
our
deputy
superintendent
when
I
feel
this
is
not
something
that
we
should
handle
terminally
there's
a
lot
of
reasons
for
it
and
then
there
other
piece
of
it
is
there's
a
lot
of
considerations.
Who
are
we
going
to
go
to
possibly
can
make
resolve
it
because
timing,
it's
usually
challenging
like
sterling
and
what's
the
cost
going
to
be
because
the
cost
can
be
I,
can
assure
you
astronomical
if
you
want
to
look
back
to
the
board
minutes
from
Palo.
C
Alto
I
have
a
investigator
website
for
the
year
because
of
how
high
our
best
external,
that's
an
issue
for
me,
but
I
think
that
the
title
9
coordinator
can
have
a
feel
for
what.
What
is
this
issue?
Is
it
really
something
that
we
need
to
bring
something
externally
in
what
could
be
the
fallout
of
this,
and
when
do
we
really
need?
We
want
to
make
sure
that
this
report
is
going
to.
You
know,
pass
muster
externally,
and
sometimes
independence
is
important.
A
Well,
maybe
we
thank
you
so
much
for
making
the
trip
for
Palo
Alto
and
for
your
time
and
producing
this.
A
great
report
and
I
hope
that
we
have
any
follow-up
questions
that
we
can
email
or
call.
You
and
I
know
we'll
work
closely
with
HR
team
here
in
an
altered.
They
gave
us
a
great
roadmap
and
it's
just
we're
going
to
hear
from
outside
the
area
that
you
know
we're
doing
some
things
well,
but
there's
all
these
things
that
we
can
improve
on.
C
Absolutely
I
hope
that
my
hope
is
that
it
was
good
practical
guidance
and
I
hope
it
will
and
I'm
available.
If
you,
if
there's
any
questions,
I
just
reiterate
that
I
really
do
think
you
have
great
staff
working
here
and
really
dedicated
to
students
and
doing
the
right
things
and
the
opportunity
to
be
one
of.