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From YouTube: CCSD Board of Trustees New Board of Trustees Orientation - Session 3 (December 9, 2020)
Description
The five new CCSD Board of Trustees members participated in their third day of orientation. They listened to presentations from leaders of the district's Human Resources Division, Legal Counsel Office, and Division of Strategy and Communications.
A
Welcome
back
to
the
third
installation
of
the
board
orientation
sessions
for
for
this
new
term.
Today,
we're
going
to
hear
from
natalie
hamm,
who
is
the
counsel
for
the
school
district
from
bill
brigmon,
who
is
chief
hr
officer?
He
has
some
of
his
staff
members
with
him,
as
does
miss
ham
and
from
erica
taylor,
who's
chief
of
staff,
so
miss
ham.
You
want
to
get
us
started
off.
B
Yes,
ma'am,
I'm
happy
to
do
it,
but
first
I'm
going
to
punt
over
to
my
colleague
for
mr
briggman.
I
think
he's
all
all
scheduled
and
set
up
to
go.
First
you're,
absolutely.
C
C
So
the
goal
is
to
implement
a
pipeline
that
recruits
supports,
retains
and
rewards
talented
teachers,
principals
and
staff
for
every
school
if
you'll
go
to
the
next
slide.
So
I'm
going
to
introduce
to
my
left
here
april
butler
she's,
part
of
our
teacher
recruitment,
team
and
april's,
going
to
review
some
fast
facts
about
teacher
recruitment.
D
D
D
D
Our
alternative
route
certification,
new
hires,
totals
112.
alternative
route.
Programs
are
primarily
programs
that
allow
a
candidate
that
has
a
bachelor's
degree
are
higher
to
obtain
a
certification
through
the
requirements
of
those
certification,
alternative
certification
route
programs.
You
may
have
heard
of
some
like
pace-
teach
charleston
teach
for
america
teachers
of
tomorrow,
etcetera.
D
The
last
bullet
is
last,
but
not
least,
we
wanted
to
highlight
some
areas
that
the
recruitment
team
is
thinking
outside
of
the
box
in
order
to
obtain
these
candidates,
as
they
are
hard
to
fill
the
areas
of
special
education,
math
science,
english,
spanish,
art,
music
and
cte
courses
are
our
content
areas
in
which
recruitment
specialists
again
are
thinking
outside
of
the
box
and
using
all
of
our
resources
to
help
fill
these
difficult
areas,
as
you
know,
we're
competing
largely
with
business
world
for
these
content
areas.
C
Thank
you
april
and
just
touching
on
the
traditional
certification
versus
alternative
route.
Certification
and
I've
been
with
the
district
for
for
some
time
now
and
involved
with
teacher
recruitment
for
for
many
years,
and
we
are
definitely
as
a
recruitment
team
as
a
district,
seeing
an
increase
in
the
number
of
our
candidates
coming
through
alternative
route,
certification
programs
and
I'll
talk
a
little
more
about
some
of
those
initiatives
later
in
the
presentation.
C
But
it's
really
important
to
recognize
that
we
are
seeing
fewer
young
folks
going
through
traditional
college
of
ed
programs
to
become
teachers.
So
many
districts
are
faced
with
with
how
do
we
grow
our
own
teachers
in
many
ways?
So
that's
important
to
note.
I
would
say
several
years
ago
really
pace
was
our
biggest
producer
of
alternative
route
and
we
usually
average
probably
about
50
pace
teachers
coming
through
the
pace
program.
C
E
Good
afternoon,
everyone,
as
mentioned
I'm
krishna
jenkins,
director
of
business
services
and
for
hr
I've
been
with
the
district
for
15
years
in
human
resources.
I'm
also
a
fellow
bobcat
graduate
of
baptist
hill
high
school.
I
also
have
three
children
that
are
part
of
charleston
county
school
district.
So
I'm
just
going
to
give
you
a
high
level
overview
of
some
of
the
things
that
we
do
in
administrative
and
classified
hiring
as
well
as
business
services,
the
classified
and
administrator
hiring.
E
E
We
also
had
62
administrator
hires
and
those
include
positions
like
principals
assistant
principals
supervisors,
things
of
that
nature.
In
addition,
due
to
the
due
to
the
pandemic,
we
modified
the
traditional
face-to-face
new
hire
orientation
and
moved
to
a
virtual
platform
in
june
of
2020..
With
that
we
conducted
36
sessions.
E
812
new
employees
attended
those
virtual
sessions,
and
we
also
include
other
departments
in
our
new
higher
orientation.
To
include
security,
our
payroll
department,
risk
and
safety
services,
and
also
our
benefits
department
next
slide
a
part
of
our
business
services.
What
we
do
in
that
area
is
we're
responsible
for
the
leadership
and
development
of
all
of
the
hr
strategies,
as
it
relates
to
the
district.
E
So,
essentially,
we
focus
on
hris,
which
is
basically
all
of
the
systems
that
human
resources
uses
our
munis
system,
which
is
our
payroll
system,
our
applicant
tracking
system,
our
contract
system,
which
is
front
line.
We
also
manage
the
personal
action
aspect,
everything
that
relates
to
an
applicant
or
a
hire
from
the
time
they
are
brought
on
board
until
the
time
they
retire.
E
E
In
addition,
we've
completed
a
little
over
1
000
employment
verifications
for
our
staff,
as
well
as
process
827
successfully
through
our
e-verify
system.
So
this
is
just
a
brief
overview
of
some
of
the
things
we're
responsible
for
under
classified
and
administrator
hiring
and
business
services.
Thank
you.
C
Thank
you,
crescenda
I'll,
just
comment
on
the
our
new
higher
orientation.
When
we
move
to
a
virtual
format
has
been
very
effective
and
efficient.
I
I
think
it's
the
my
recommendation
would
be
to
continue
that
even
beyond
the
pandemic,
it's
it's
been
a
a
very
efficient
way
of
working
with
our
new
hires.
We've
got
a
lot
of
positive
feedback,
especially
as
large
and
as
spread
out
as
the
district
is
it's
been
again
very
effective.
C
I'd
also
comment:
crescendo's
group
really
the
undertaking
of
converting
all
of
our
paper
personnel
files.
As
you
can
imagine,
that's
a
lot
of
paperwork
to
electronic
format
has
just
been
amazing
this
year,
it's
so
efficient
for
us.
I
know
it
impacts
other
departments
like
natalie
hamm's
group
who
needs
access
to
personnel
files
that
is
now
electronic,
so
we're
quite
proud
of
that
that
work.
So
our
next
presenter
is
robert
bowers
he's
the
director
of
benefits
and
compensation,
and
I
think,
he's
coming
to
the
podium.
F
Thank
you
bill.
Can
everyone
hear
me
okay,
good
thumbs
up
as
bill
mentioned?
My
name
is
robert
bowers.
I
am
the
director
of
benefits
and
compensation.
Give
you
a
little
bit
of
overview
of
each
of
the
areas
and
then
some
fast
facts.
F
F
We
basically
have
two
options
for
employees
to
choose
from
what
I
would
consider
a
traditional
80
20
plan,
as
well
as
a
high
deductible
plan,
as
well
as
the
retirement
plan.
Again
there
are
two
options:
we
have
your
typical
south
carolina
retirement
system
plan,
which
is
follows
the
along
the
lines
of
an
annuity,
and
then
we
also
have
an
optional
retirement
plan
that
can
be
chosen
by
the
employees.
That
more
relates
to
a
401k
type
plan
both
of
those
the
health
insurance
and
the
retirement
are
managed
by
piba
the
public
employee
benefits
authority.
F
In
addition
to
that,
we
offer
supplemental
insurance
policies
such
as
short-term
disability
or
universal
life.
Insurance,
of
course,
these
again
are
optional.
Employees
can
opt
to
choose
those
or
not.
Also.
The
benefits
area
manages
leave
management,
so
that
includes
ffcra,
which
is
the
family's
first
coronavirus
response
act,
which
everyone
has
become
familiar
with
over
the
last
few
months
as
right
in
the
forefront
of
our
benefits
department.
F
So
we
manage
that
as
well
as
medical
leave
such
as
fmla
non-medical,
such
as
military
leave,
annual
leave,
also
known
as
vacation
personal
business
and
sick
overview
of
compensation.
Compensation
manages
all
the
salary
schedules
by
fiscal
year,
which
are,
of
course
approved
by
the
board
through
the
budget
process,
and
we
also
manage
supplemental
compensation
such
as.
F
If
you
manage
the
yearbook
process
at
a
school,
for
example,
that's
a
supplemental
compensation
or,
if
you're,
an
athletic
coach.
Those
are
a
couple
examples
of
supplemental
compensation,
fast
facts
in
2014
and
15
the
district
implemented
a
fox
loss
and
compensation
study
on
average.
At
that
point
in
time,
when
we
implemented
that
study,
we
were
at
95
percent
of
market,
so
we
hired
fox
lawson
to
do
that.
Study
for
us
and
then
again
in
2019
fox
lawson
had
a
change
to
gallagher.
F
So,
even
though,
once
fox
lawson
wants
gallagher
we're
talking
about
essentially
the
same
company,
they
recommend
that
every
four
to
five
years
a
new
market
study
is,
is
done.
We
try
to
carry
forward
a
market
schedule
based
on
cpi
and
those
types
of
things
that
we
get
from
gallagher.
However,
every
45
years
we
have
them
do
a
market
study.
F
So
we
did
that
in
2019
in
2008,
the
board
approved
a
three-year
phase-in
for
the
teacher's
salary
schedules,
which
would
result
in
a
first-year
bachelor's
teacher
being
paid
at
forty
thousand
dollars
and
we'll
get
into
more
details
in
that
later
in
the
presentation
benefits
open
enrollment
so
that
occurred
october
1st
through
october
31st.
That's
an
opportunity
once
a
year
for
employees
to
review
their
benefits
and
make
any
changes
that
they
deem
necessary.
F
During
that
period
of
time,
we
offer
employees
opportunity
to
meet
one-on-one
with
a
representative
to
review
their
benefits.
1751
employees
took
advantage
of
that,
of
course,
this
year
that
was
a
virtual
meeting,
not
a
one-on-one
face-to-face
meeting.
So
that's
an
overview
of
benefits
and
compensation
so
bill
I'll
turn
it
over
to
you.
Thank
you.
Rob.
G
G
A
long
long
time
I've
been
a
teacher
assistant
principal
principal
at
mary
ford
for
10
years
and
for
at
belle
hall
elementary
for
nine
and
I've
been
in
central
staff.
Since
then,
I
managed
the
department
of
teacher
evaluation
that
includes
the
mentoring
and
support
of
new
teachers,
the
department
of
employee
relations
and
I
also
have
with
support
learning
services
in
the
area
of
leadership
development.
G
In
the
area
of
teacher
evaluation,
the
teacher
value
the
evaluation
of
teachers
is
mandated
by
state
law
and
we
are
really
we
have
to
comply
with
the
state
law
to
ensure
that
all
teachers
are
evaluated
properly,
and
so,
in
order
to
do
that,
we
we
provide
the
training
to
the
principals
and
assistant
principals
at
the
building
level
that
will
evaluate
teachers,
and
this
year
we
train
75
school
leaders
in
the
to
be
certified
as
scts,
which
is
south
carolina
teaching
standards.
4.0.
That's
our
evaluation
tool.
This
year,
we
had
to
do
that.
G
Virtually
it's
a
three-day
training
and
our
team
actually
wrote
the
virtual
training
asynchronous
and
asynchronous
learning,
and
that
was
very
successful.
We
conducted.
We
also
have
to
conduct
employ
in
that
teacher
evaluation
orientations
for
all
teachers
being
evaluated,
and
we
did
that
for
3902
teachers,
and
that
was
done
virtually,
and
that
was
kind
of
that
was
quite
an
amazing
feat,
but
we
we
were
very
successful.
Getting
that
completed.
We
also
trained
147
teachers
to
be
mentor
teachers
to
serve
as
support
for
first-year
teachers
in
their
buildings.
G
The
division
of
employee
relations,
we've
literally
we've
had
we've
had
hundreds
of
cases
guiding
helping
to
guide
principals
and
other
department
heads
through
difficult
employee
conduct
situations.
These
are
employees
that
that
may
have
had
a
problem
difficulty
not
following
district
policies,
and
so
we
guide
them
in
solving
those
problems
in
the
best
way
possible
and
in
the
area
of
leadership.
This
our
department
also
just
conducts
the
monthly
assistant
principal
meetings.
That's
done
in
conjunction
with
the
learning
services
division
on
topics
that
they
would
like
to
see.
G
The
assistant
principals
gain
more
professional
development
in,
and
we've
also
coordinate
the
aspire
program
in
partnership
with
the
citadel
and
aspire
is
not
an
acronym.
It's
actually
a
program
with
the
citadel,
where
teachers
that
are
interested
in
earning
their
master's
degree
in
educational
leadership,
with
a
desire
one
day,
perhaps
to
be
a
school
leader
as
an
assistant,
principal
principal
in
administration,
and
so
there's
a
program
that
the
district
teachers
go
through
a
cohort
in
getting
in
obtaining
that
degree
and
it's
in
partnership
with
the
citadel
and
and
ccsd
or
in
partnership.
C
Thank
you,
terry,
so
I'm
going
if
you'll
go
to
the
next
slide
or
yeah
teach
charleston.
I
want
to
cover
some
initiatives
coming
out
of
the
human
resources
area
that
I
think
are
are
really
important
that
I
want
to
share
with
you
all.
C
The
first
one
is
teach
charleston,
so
I
mentioned
early
on
when
april
was
presenting
about
alternative
route
certification
and
the
fact
that
we
see
fewer
teachers
coming
through
traditional
teacher,
ed
programs,
especially
as
it
relates
to
certain
content
areas
like
math
or
special
ed
or
helping
us,
create
a
more
diverse
teaching,
a
team
of
teachers
to
teach
charleston.
I'm
really
proud
to
share
with
you
all
is
one
of
two
district
sponsored
alternative
route
certification
programs,
which
required
state
approval
by
the
state
board
of
education.
C
C
So
we
rolled
t
charleston
out
late
that
year,
with
with
one
member
in
our
cohort,
but
quickly
for
cohort
2.
We
had
10
10
folks
go
through
cohort
2
last
year,
and
now
we
currently
have
26..
So
we
have
37
teachers
that
have
been
going
have
been
part
of
the
teas
charleston
initiative,
a
very
diverse
group
and
we're
ready
to
really
expand
it.
C
C
We
wanted
it
to
be
small,
so
we
could
really
work
through
the
process
so
to
really
clarify
with
an
alternative
route
program.
When
we
hire
a
career
changer
who
wants
to
become
a
teacher,
they
go
through
a
summer
program.
It's
very
it's
pretty
intense.
It's
a
boot
camp
really
and
there's
a
lot
of
support
there,
though
a
lot
of
mentoring
that
goes
on
this
group
has
become.
C
C
Our
content
areas
are
in
math,
science,
english,
art,
music
and
cte,
and
we're
planning
to
go
forward
in
march
of
2021
to
present
to
the
state
board
a
request
to
add
some
addition:
additional
certification
areas,
world
languages
for
french
and
spanish
special
education,
which
is
a
really
difficult
area
for
us
to
fill
as
well
as
elementary,
which
I'll
talk
a
little
more
about
the
elementary
piece
here
in
a
moment.
C
Teach
local
is
another
grow
your
own
type
initiative.
So
I
recall
a
couple
years
ago
I
was
I
presented
this
idea
to
dr
posterweight
and
I'm
thinking
we
have
a
teacher
shortage.
We
have
48
000
students
in
our
system,
so
there's
a
group
that
hopefully
will
one
day
want
to
be
teachers
right,
a
percentage
of
the
48
000.
So
how
best
do
we
tap
into
that
and
create
an
opportunity?
C
So
our
our
first
real
attempt
at
this
is
through
the
early
college,
high
school,
so
our
principal
there,
vanessa
denney,
was
so
excited
to
talk
about
this
initiative,
but
as
early
college
high
school
was
growing
at
about
100
students
per
grade
level,
starting
with
freshmen,
and
now
they
have
a
group
of
seniors.
Our
goal
was
to
at
some
point
have
25
students
at
each
grade
level
that
aspired
to
be
an
educator,
and
what
would
that
look
like?
How
could
we
keep
that
interest
going
throughout
high
school?
C
C
One
of
the
tricky
pieces
with
that
is
they're
very
young,
going
into
our
classrooms.
So,
but
that's
okay,
we're
excited
about
this
and
at
some
point
vanessa
denny
may
you
may
see
her
and
she'll
she'll
probably
share
a
little
more
about
this
initiative.
C
So
some
other
partnership
highlights,
as
I
mentioned,
that
the
pipeline
for
teachers,
especially
coming
out
of
teacher
ed
programs,
traditional
programs.
It's
put
me
as
the
head
of
hr
in
a
position
to
really
think
about
how
do
we
grow
our
own?
How
do
we
meet
our
needs
that
we
have
in
classrooms
because
we
have
to
have
effective
teachers
in
every
classroom
to
meet
the
goals
of
this
district,
to
meet
the
goals
of
dr
post
away
the
board
and
support
learning
services?
C
So
I
believe
it
was
around
2017,
and
I
remember
this
day
I
was
I
was
going
to
columbia
for
a
meeting
and
I'm
a
graduate
of
the
university
of
south
carolina,
and
I
definitely
know
that.
Usc
is
the
only
program,
the
only
masters
that
trains
teacher
librarians
in
the
state
and
we
had
a
shortage.
I
remember
talking
to
one
of
the
recruiters
before
I
left
that
day
that
there
were
around
12
to
13
vacancies
in
our
media
centers.
And
what
were
we
going
to
do
to
address
that?
C
And
so
I
actually
had
made
a
quick
cold
call
to
usc
and
just
said
you
know
we're
charleston
county
school
district.
We
have
3
500
teachers.
I
want
to
talk
to
somebody
about
how
we
could
partner
and
offer
opportunities
to
our
teachers,
who
may
want
to
be
a
media
specialist
and
they
want
to
be
a
teacher
librarian
so
that
partnership
began
and
in
2018
we
had
10
of
our
teachers
who
were
selected.
C
They
went
through
a
process
to
become
the
first
cohort
to
complete
a
master's
program,
and
the
wonderful
thing
about
that
is
once
it
started
in
january
of
18
is
once
they
had
12
hours
of
credit.
They
could
actually
go
into
a
vacancy.
So
by
the
fall
of
that
year
we
had
filled
all
of
our
our
teacher
librarian
positions
and
since
then
we
have
a
pipeline.
Christy
james
has
been
managing
that
who's
in
carolyn's
carolyn
um's
area.
C
C
So
the
next
partnership
I'd
like
to
highlight
is
it's
fairly
new,
we're
very
new.
It's
kicking
off
this
january
again
with
the
university
of
south
carolina
and
it's
at
our
ce
williams,
north
campus
and
it's
usc
school
of
professional
development.
So
the
basic
concept
here
is:
we
have
sixth
grade.
We
have
teachers,
an
experienced
teacher.
We
have
a
novice,
a
new
teacher.
C
The
new
teacher
will
be
completing
a
master's
degree
through
the
university
of
south
carolina,
the
the
master
teacher,
that's
in
the
classroom,
so
there's
two
teachers
will
also
be
completing
some
course
work,
not
necessarily
completing
the
master's
program.
C
It's
a
two-year
commitment
for
the
coursework,
so
this
whole
cohort
there
on
campus
are
going
through
this
process
together
and
once
they
complete
their
master's
degree.
The
novice
teachers
committed
to
the
district
for
a
minimum
of
five
years
because
of
the
district's
investment
in
this
again,
another
charleston
initiative
around
the
citadel
math
department.
C
We
have
math
majors
graduating
from
the
citadel,
but
they're
not
trained
to
teach
they're,
not
they're,
not
able
to
get
certification.
So
we've
had
a
pipeline
in
a
very
small
pipeline
initially
of
math
graduates,
who've
considering
teach
charleston
and
college
of
charleston
is
always
a
partner
of
ours.
Most
recently,
we've
offered
an
opportunity
for
a
cohort
of
our
teachers
to
add
on
special
education
to
their
certification,
which
is
a
high
priority
need
for
us.
C
If
you'll
go
to
the
next
slide
erica,
so
the
call
me
mr
program,
many
of
you
are
probably
quite
aware
of
the
call
me
misters.
There
are
20
colleges
and
universities
in
the
state
of
south
carolina
with
mister's
programs.
C
This
actual
slide
here.
These
are
our
misters
who
are
currently
are
now
teachers
in
our
schools,
and
you
can
see
the
university
college.
They
attended
and
erica's
team
really
helped
develop
this.
But
the
idea
around
this
is
to
is
to
highlight
each
mister
as
an
alumni
and
send
this
back
to
their
college
university
as
a
poster.
C
C
We
we
have
calmly
misters,
come
on
site
at
least
once
a
year
for
a
bus
tour
of
schools
and
to
meet
and
to
meet
our
teachers,
meet
our
principals
and
meet
other
leaders,
kobe's
kind
of
hindered
that
a
little
bit
this
year
so
far
for
us,
but
it's
still
something.
We
plan
to
do
I
enjoy
meeting
the
call
me
misters.
They
are
an
amazing
group
of
young
men.
C
C
Next
slide
erica,
so
a
big
part
around
recruitment
retention,
as
I
as
rob
mentioned,
is
about
compensation
so
going
and
preparing
for
school
year
2019
as
part
of
the
budget
approval
process,
the
board
approved
a
three-year
phase-in
for
teacher
salary
for
the
teacher
salary
structure.
C
So
so
my
goal
and
what
I
shared
with
dr
posterweight
that
years
I
I
wanted
charleston
county
school
district
to
be
the
highest
paying
district
in
the
state.
We
we
did
achieve
that.
I
think
for
a
moment
in
time,
because
other
districts
were
very
quick
to
jump
on
that
and
and
to
figure
out
that
they
needed
to
start
increasing
their
pay
schedule.
C
So
a
first-year
teacher
would
be
a
teacher
with
a
bachelor's
degree
and
no
experience
yet
so
brand
new
into
the
profession,
but
just
to
be
really
clear.
That
adjustment
on
the
schedule
impacted
every
teacher
every
whether
you
had
a
bachelor's
in
15
years
or
what
have
you
it
impacted
the
entire
schedule.
C
Kovit
has
put
a
slight
delay
on
that.
This
current
school
year
would
have
been
the
third
year
of
the
phase
in
we're
kind
of
in
a
holding
pattern
right
now,
where
we
were
not
able
to
increase
or
offer
steps
to
teachers,
but
hopefully,
at
the
first
of
the
year,
when
the
state
approves
their
budget
will
be
able
to
adjust
just
some
fast
facts
about
teacher
pay.
In
general,
I
included
the
state
of
south
carolina,
establishes
a
minimum
teacher
salary
schedule
for
all
districts.
C
So
there's
a
minimum
amount,
a
minimum
schedule,
minimum
salary
that
you,
the
districts,
are
required
to
pay.
We
we
pay
above
that
the
schedule
itself
is
built
on
education,
level
and
years
of
experience,
so
education,
a
bachelor's
bachelor's,
18,
a
master's
degree,
a
master's
plus
30
a
phd
and
when
we
say
step
you'll
see
step
often
replacing
years.
So
your
step
or
your
or
either
your
years
of
experience,
the
maximum
step
that
the
state
requires
on
the
teacher's
salary
schedule
is
23.
So
step
23
or
23
years,
our
maximum
is
25.
C
That
was
a
real
game
changer
for
us,
because
we,
like
every
district
in
the
state
in
the
nation,
we're
all
struggling
to
find
math
teachers.
It's
one
of
our
toughest
areas
to
fill.
I
was
proud
to
to
tell
the
superintendent
that
that
year,
going
into
the
fall
of
2019,
we
filled
all
of
our
math
vacancies.
C
Two
years
in
a
row
for
the
first
day
of
school,
I
probably
created-
I
might
have
made
some-
I
don't
say
enemies,
but
with
my
neighboring
districts,
because
some
of
some
more
experienced
math
teachers
that
were
in
neighboring
districts
transitioned
to
charleston,
because,
especially
if
you're
experienced,
you
see
an
increase
in
your
pay
and
if
you're,
at
a
point
in
your
life,
where
you're
starting
to
think
about
how
that
impacts,
state
retirement,
it
can
be
a
really
good
package.
C
So
that's
that's
been
I've
dipped
into
my
fast
facts
there,
but
we
the
first
year
for
2019,
we
hired
44
math
teachers
and
only
four
of
the
44
were
brand
new
teachers.
The
rest
were
experienced.
C
Looking
back
at
what
what
mr
bowers
talked
about
with
the
salary
study
for
us
to
be
98
of
full
market
and
and
there's
a
real
need
for
that,
to
make
sure
that
we
are
recruiting
talent
retaining
talent
that
we're
addressing
the
cost
of
living
in
charleston
for
our
for
all
employees,
you
all
are
aware
of
the
cost
of
living
in
charleston
and
especially
the
cost
of
housing
in
charleston.
C
If
you'll
go
to
the
next
slide,
so
mr
kennedy
is
going
to
join
me
or
come
to
the
podium
or
I'm
not
sure,
that's
part
of
this
next
piece.
But
this
is
a
illustration
of
our
diversity.
C
Gosh:
okay,
a
diversity
recruitment
plan
that
I
recently
shared
with
the
cultural
competency
team
that
don
kennedy
leads
and
there's
some
highlights
of
pieces.
I've
already
talked
about
teach
charleston,
which
is
our
again.
Our
in-house
alternative
route.
Alternative
route
is
a
key.
It's
an
amazing
recruitment
strategy
to
have
a
more
diverse
teaching
group.
C
I
J
Yes,
okay,
so
yes,
you're,
probably
aware
the
district
has
a
challenge
of
recruitment
and
retention
of
minority
teachers,
it's
a
problem
that
exists
across
the
country
and
so
we've
formed
a
internal
collaboration
to
try
and
address
to
improve
our
outcomes
on
that,
and
so
that
we
have
a
collaboration.
J
That's
what's
just
been
created
between
bill,
briggman
and
hr,
and
his
recruitment
team,
the
cultural
competency
team-
and
we
have
a
group
of
five,
probably
about
half
a
dozen
principals,
that's
been
led
by
the
principal
group
and
the
whole
entire
team
for
this
offer
is
being
led
by
the
principal
at
a.c,
cochran
connell
white.
J
If
you
look
across
the
district
that
her
teacher's
teaching
staff
she's
one
of
the
one
of
the
leaders
in
the
district
that
has
done
a
great
job
in
recruiting
and
retaining
minority
teachers,
so
this
coming
friday,
there's
a
national
conference.
It's
a
virtual
conference
national
teachers
of
color.
J
That
conference
is
geared
towards
identifying
and
exploring
strategies
to
recruit
and
retain
minority
teachers.
So
this
internal
team
that
we
have
created
that
consists
again
of
the
hr,
recruiting
staff.
This
group
of
principals
and
members
of
the
cultural
competency
team
will
will
attend
that
conference
and
then
develop
strategies
that
we
will
explorer
for
implementation
through
the
budget
process
for
fiscal
year.
22.
C
A
Mr
brigham,
thank
you.
We
really
appreciate
the
overview
from
our
human
resources
april,
friscinda,
terry
don
and
rob
thank
you
for
stepping
to
the
podium
and
all
the
other
team
members
who
helped
prepare
the
presentation.
We
have
15
minutes
for
board
member
questions.
A
Dr
french,
is
on
the
call,
so
we'll
rotate
give
each
board
member
an
opportunity
to
ask
one
question
and
if
you
have
additional
questions,
mr
bregman
will
be
available
during
the
break
or
you
can
email
julie
with
questions
and
we'll
get
the
responses
back
to
everyone.
So,
ms
waters,
would
you
like
to
start
us
off
sure?
I
can
start.
K
When
it
comes
to
the
partnerships
for
diversifying
the
teacher
pipeline,
are
there
any
specific
targets
or
metrics
that
you're
trying
to
hit
in
terms
of
just
increasing
the
number
or
you
know?
What
have
you.
C
Our
team
is
not,
and
part
of
that
partnership
will
be
with
the
dons
group
too,
as
to
some
goals
and
metrics.
We've
talked
about
it,
but
we
haven't
talked
about
specifics,
but
I
think
that's
something
we
should
do
so.
We
can
measure
our
success.
I
know
that
in
the
last
couple
of
years
we
usually
are.
The
number
of
teachers
of
color
in
our
current
workforce
is
about
14.
It's
now
right
at
17,
so
we
we
have
seen
an
increase
with
some
of
the
initiatives
we've
rolled
out.
L
Mr
bregman,
could
you
supply
us
with
the
number
of
minority
principals
and
teachers
in
the
district,
and
I'm
maybe
asking
this
question
a
little
too
far
in
advance,
but
at
some
point
in
time
I
truly
like
to
have
those
numbers.
L
Okay,
great
all
right!
So
if
you
could
get
me
that
and
then
I'm
looking
at
the
partnerships
that
you
have
with
other
colleges
and
universities-
and
I
see
a
lack
of
commitment
to
the
hbcus,
not
just
in
terms
of
the
mr
mr
program,
but
as
a
overall
commitment
to
including
my
alma
mater
south
carolina
state
university.
So
you
have
actually
jumped
over
orangeburg.
C
C
So
I'm
from
orangeburg
I
went
to
orangeburg,
wilkinson
and
and
we've
not
we.
I
understand
what
your
your
concern,
dr
anderson
from
sc
state.
We
have
met
and
talked
several
times
and
specifically
around
the
call
me
mister
program,
but
also
around
the
the
funding
piece
around
call
me
mister,
which
is
part
of
the
call
me
mister
scholarship,
piece
that
I
didn't
get
into
much
detail
around,
that
the
discussion
has
been
that
he
has
potential
misters,
but
there's
not
enough
funding
and
can
the
district
somehow
partner.
I
A
All
right,
thank
you,
dr
french.
N
We
can
hear
you
okay,
hello,
I
was
just
putting
in
my
headset.
I
did
actually
have
a
question
and
I'm
sorry
I've
sort
of
been
in
and
out.
So
if
it
wasn't
answered,
I
apologize
when
ms
miss
nichols
was
speaking.
N
She
was
talking
about
training
for
virtual
learning
and
asynchronous
learning,
and
I
wanted
to
ask
for
follow-up
on
that.
She
said
it
was
very
successful.
You
know
a
lot
of
teachers
are
feeling
that
it
has
been
difficult
for
them.
Maybe
the
training
wasn't
as
thorough
as
they
needed,
but
also
I
wanted
to
know.
N
A
lot
of
teachers
did
are
having
to
teach
in
virtual
and
in
person
at
the
same
time
which
they
were
told
they
would
not
have
to
do
and,
as
I
understand
it,
they
received
no
training
to
do
that
simultaneously
and
that's
that's
been
a
real
difficult
situation
for
them.
Is
there
anything
that
we
can
do
to
help
them
with
that.
G
Well
I'll
just
address
the
this
is
mrs
nichols
I'll
just
address
the
when
I
was
speaking
about
the
synchronous
and
asynchronous
virtual
training
that
we
put
on
that
was
for
when
we
were
training,
principals
and
assistant
principals
to
become
certified
in
the
south
carolina
teaching
standards
4.0
the
evaluation
tool,
that's
usually
a
three-day
training,
and
so
we
wrote
our
own
training
module.
That
could
be
completely
virtual
and
it's
a
pretty
intensive
training
so
and
that
part
was
successful.
A
A
So
it
is
in
fact
challenging
carolyn
and
her
team
meet
with
teacher
representatives
from
every
single
school
once
a
month
and
there
there's
a
follow-up
meeting
with
a
smaller
group
so
that
training
is
constantly
tailored
to
meet
the
needs
of
those
who
are
still
struggling
or
asking
to
learn
some
new
platform.
But
there's
no
doubt
this
has
been
the
most
challenging
and
complex
year.
Any
of
us
has
ever
encountered
and
our
teachers
are
our
front-line
heroines
and
heroes
in
in
our
system.
A
So
we
don't
downplay
that
at
all,
dr
french,
it's
it's
quite
the
challenge.
G
I
would
just
make
one
other
comment:
if
I
might,
the
office
of
teacher
evaluation
has
done
a
lot
of
observations
of
teachers.
Some
of
our
evaluators
have
been
out
in
the
schools
and
have
done
teacher
observations,
and
we
are
astounded
and
delighted
and
amazed
at
the
teachers
and
what
are
they
doing
with
the
ones,
especially
the
ones
that
are
doing
both
teaching
for
children
that
are
sitting
in
front
of
them
face
to
face
and
virtually
so.
There
are
some
rock
stars
out
there
for
sure,
but
it
is
a
very
difficult
situation.
K
Thank
you,
so
I
I
think
this
is
two
two
different
questions
and
it's
pertaining
to
the
evaluation
of
teachers,
but
then,
as
it
pertains
to
evaluation
of
teachers
and
principals
and
superintendents
how
they
roll
up
and
talk
to
each
other.
So
I
guess
the
first
question
is
there.
I
know
there
are
state
required
evaluation
portals.
Is
there
a
way
to
connect
all
of
them,
just
as
we
think
about
creating
the
tool
to
evaluate
the
superintendent,
how
we
could
make
sure
that
there's
alignment
there
down
the
chain?
Does
that
make
sense.
G
The
we
have
very
several
evaluation
tools,
depending
on
whether
you're
for
teachers,
whether
you're
a
first
year
teacher
a
second
year
teacher
or
a
continuing
contract
teacher
and
all
of
those
evaluations
are
housed
and
in
something
that
we
call
the
state
calls
sc
south
carolina
lead
led
and
they
are
all
in
there
together
and
they're
all
connected
and
tied
together.
In
part,
one
of
the
things
that
our
department
does
is
look
at
the
evaluation
record
of
every
single
teacher
to
ensure
that
they
have
the
correct
evaluation
in
all
of
the
correct
documentation
in
there.
G
For
that,
and
then
that
would
roll
up
to
there
is
a
principal
evaluation
tool,
the
padept.
It
stands
for
a
lot
of
different
things.
I
can
probably.
G
Right
now,
but-
and
that
is
also
how
to
housed
in
sc,
lead
through
the
state,
so
it's
it
does
coordinate
through
there.
I
think
it
may
stop
with
the,
because
the
board
does
the
superintendent's
evaluations
and
I'll
go
ahead.
A
It's
a
really
good
question
about
the
alignment
and
I
I
don't
know
that
we
had
that
any
board
member
had
ever
asked
that,
but
we
will
get
the.
I
think
there
are
nine
different
criteria
on
the
principal's
evaluation,
we'll
get
those
nine
areas
of
evaluation
to
the
superintendent
evaluation
committee
for
consideration.
It's
really
a
great
idea.
Thank.
K
You
and
I'm
just
thinking
about,
even
if
it
was
just
a
section,
because
I
know
you
know
you
do
so
many
other
things.
Aside
from
you
know
school
what
happens
inside
of
schools,
but
I
do
think
it
would
be
easier
for
everybody
to
be
speaking
the
same
language
if
everybody
was
held
to
the
same
standards.
You
know
just
their
piece
of
the
puzzle
was
sort
of
included
there.
L
You
I'm
looking
back
at
my
own
career
here
with
the
district
and
it
was
not
a
very
pleasant
one.
L
C
C
G
We
have,
I
say
two
and
a
half:
we
have
three
individuals,
one's
just
part-time,
that
works
with
me
in
the
department
of
employee
relations
and
we
do
handle
grievances.
We
do
consultations,
we
we
answer
the
phone
call
from
if
a
teacher
or
any
employee
is
having
a
question
and
just
wants
to
know
what
to
do.
If
someone,
if
they're
having
a
problem
with
a
co-worker
or
or
a
supervisor,
and
sometimes
we
just
offer
advice
and
suggestions-
sometimes
we
we
let
them
know
about
the
grievance
procedure
and
we
manage
that.
G
There's
a
whole
there's
a
procedure
for
filing
grievances,
so
we
do
try
to
resolve
problems
and
try
to,
and
we
do
a
lot
of
resolution
of
problems
with
employees.
We
do
go
out
and
present.
We
don't
really
go
out
anymore,
but
we
used
to
go
out
and
I
guess
we'll
do
some
more
virtually
to
let
the
all
of
our
employees
and
teachers
and
and
other
employees
know
about
our
department
so
that
they
can
reach
out
to
employee
relations
at
any
time
and
we're
available
pretty
much
24.
A
M
C
I
No,
I
just
I
came
in
late,
and
maybe
y'all
have
said
this
already,
but
specifically,
what
are
we
doing
to
target
people,
teachers
of
color
and
retain
them?
I
What
are
we
doing
particularly
to
target
teachers
of
color
and
retain
them.
C
C
We
actually
go
to
probably
50,
or
so
let's
say
prior
to
covet,
because
now
it's
all
virtual
college
and
university
recruitment
events
during
peak
recruitment
season
and
throughout
the
year,
and
we
definitely
go
to
hbcus
what
I
would
comment
on
that
piece-
and
I
know
mrs
frazier
or
dr
frazier
talked
about
sc
state
when
we
go
to
events
any
college
event,
there's
a
lot
of
competition,
a
lot
of
districts
there
that
are
competing.
So
when
I
talk
about
partnerships
and
dr
frazier,
I
appreciate
your
comment
about
the
partnership
with
sc
state.
C
There's
a
phenomenal
team
that
that
markets
for
a
lack
of
better
word
candidates
and
schools,
so
those
partnerships
are
really
important
because
I
don't
want
to
discount
the
importance
of
some
of
our
historically
white
institutions
that
have
large
numbers
of
students
of
color
that
are
in
their
programs
as
well.
So
we
target
everywhere
there's
data
available
to
us.
You
know,
as
far
as
the
diversity
of
students
that
are
coming
through
teacher
ed
programs.
D
Yes,
so
the
fact
that
we
have
the
virtual
platform
now
to
attend
career
fairs
and
education
fears
has
given
us
access,
given
us
more
access
to
hbcus
across
the
nation.
So
just
recently
this
week
we
called
all
109
hbcus
that
were
not
on
the
platform,
so
we're
able
to
get
in
front
of
those
students
to
present
to
them
the
traditional
certification
opportunities,
as
well
as
the
alternative
certification
programs,
just
educating
them
on
the
possibilities
of
that
with
teach
charleston
or
any
other
alternative
certification
route
that
the
state
offers
just
to
get
them
here.
I
Travel
one
more
small
question
so
almost
like,
and
I
know
what
we're
working
with
right
now
is
the
fact
that
our
children
aren't
really
learning,
or
so
we
say,
the
way
they're
supposed
to
and
the
teachers
that
we
have
we
feel
like.
So
what
are
we
doing
even
with
the
teachers
of
color
that
we
do
have
to
maybe
increase
their
credentials
to
make
sure
that
they
are
therefore
even
with
the
children
that
are
coming
in
to
make
sure
that
maybe
they
are
also
interested
and
also
being
you
know,
credited
to
be
teachers
also.
I
A
N
I
think
so
I
have
a
I
wanted
to
say
that
it's
great
that
you
got
all
the
math
teacher
vacancies
filled
at
the
beginning
of
the
year.
N
C
C
Right
so,
dr
french,
we
certainly
with
kova.
We
do
have
teachers
that
are
deciding
that
they
may
need
to
resign
or
look
at
a
leave
of
absence.
It's
not
a
huge
number
for
a
district
our
size.
I
think
we've
done
an
amazing
job
in
hr
and
with
our
principals
and
other
leaders
to
manage
those
the
requests
and
what
needs
to
happen
with
leave
and
respect
our
employees.
C
As
far
as
substitute
teachers,
our
fill
rate
is
normally
around
92
percent.
During
a
non-coveted
year,
it's
in
the
high
70s
right
now,
so
we've
been
addressing
substitute
teacher
the
shortage
in
various
ways
and
at
the
first
the
year
will
potentially
roll
out
a
slight
increase,
not
an
increase
in
pay,
but
some
bonus
type
pay
for
for
subs
to
take
on
multiple
assignments.
Throughout
the
week
we
also
have
a
sub
pool
of
central
office.
C
N
C
There
are
some
substitute
teachers
who
are
certified
teachers,
so
yes
ma'am
there
are,
it
depends
on
the
request
and
what
what
the
availability
is,
but
we
do
have
certified
teachers
in
the
pool,
especially
that
cover
a
long-term
type
assignment.
A
Thank
you,
I
think,
also
just
to
as
a
reminder.
I
think
we
have
one
more
algebra
vacancy
at
another
school
that
occurred
last
week,
just
in
addition
to
the
west
ashley
high
school.
That's.
A
A
The
teachers
we're
gonna
go
ahead
and
move
on
to
natalie
now
we're
ready
for
miss
ham
and
her
team.
So
again,
mr
briggman
and
team.
Thank
you
so
much
miss
ham.
I've
set
the
timer,
I'm
the
the
time
the
clock
nazi
today
so.
B
Once
miss
miss
taylor
is
able
to
get
the
the
presentation
up
for
everyone.
A
That
mr
brigman
will
be
here
and
yeah.
His
whole
team
is
probably
getting
back
to
work
if
they
weren't
they
are
now
after
I.
B
So
I'm
just
going
to
go
ahead
and
introduce
myself
while
everyone
else
gets
resituated
I've
met
all
of
you.
We
kind
of
did
a
little
pre-introductory
meeting
before
our
your
very
first
board
meeting
and
I
got
to
meet
with
you
guys.
I
got
to,
of
course,
where
you
win,
so
we
had
some
interaction,
but
officially
I
am
natalie
hamm
general
counsel,
for
the
district.
B
B
So
I'm
going
to
start
by
introducing
my
staff
members.
I
I
have
a
paralegal
she's
she's,
really
much
more
than
that.
Her
name
is
sharon
brightharp
and
she's.
Sitting
there
in
the
red
and
black,
mr
oscar
douglas,
is
our
legal
investigator.
He
works
directly
with
my
office,
which
is
extremely
beneficial,
and
I
also
manage
the
we
have
a
law
clerk
intern
program.
B
So
with
the
the
the
college,
the
charleston
school
of
law,
we
actually
work
directly
with
them
and
get
an
intern
every
semester
or
so,
and
that
person
works
in
our
office
and
gains
course
credit
instead
of
monetary
pay
and-
and
we
typically
like
to
if
the
person
works
out
which
we've
not
had
a
situation
in
which
they
have
not.
B
The
person
typically
rolls
over
into
a
temporary
law
position
for
the
second
semester
of
the
year
in
which
they
are
paid
and
that's
been
been
cleared
through
our
budgeting
office
to
have
a
temporary
law
clerk
so
right
now,
haley
valente
is
our
extern.
She
is
not
here
today
because
she
is
taking
exams
right
now,
but
hopefully
come
january.
She
will
roll
over
to
our
temporary
law
clerk
and
be
with
us
for
a
little
bit
longer.
B
B
So
I
started
out
this
presentation
was
really
difficult
for
me,
because
there's
so
much
that
my
office
manages
and
such
a
wide
variety
of
collaboration
with
other
departments,
but
I
did
the
best
that
I
could
to
give
you
guys
a
decent
overview
of
some
of
the
things
that
that
goes
on
in
our
office.
I
wanted
to
start
kind
of
with
your
traditional
claims
and
lawsuits.
That's
kind
of
the
first
thing
that
people
think
about
when
they
think
about
a
lawyer,
and
so
I
thought
that
I
would
just
start
there.
B
B
If
you
will
the
south
carolina
department
of
education,
llr
the
department
of
justice,
the
department
of
revenue,
all
of
those
claims
typically
come
to
our
office
in
some
form
or
fashion,
depending
on
what
the
the
claim
is
alleging,
I
will
meet
with
the
department,
coordinate
the
response,
submit
the
response
manage
the
response,
manage
the
follow-up,
manage
the
the
the
to
make
sure
that
we're
complying
with
whatever
the
terms
are
up
until
the
point
in
which
the
department
decides
to
close
the
claim.
Some
of
these
claims.
B
I
think
that
we
have
a
eeoc
claim
still
pending
from
2006.,
so
you
can
imagine
that
some
of
them
take
a
really
long
time.
Honestly,
with
the
current
administration,
they
have
done
a
good
job
at
pushing
the
cases
towards
closing
a
lot
of
times.
The
problem
is
the
turnover
within
those
offices.
B
B
I
put
managed
litigation
with
the
little
asterisk
beside
it
because
we
have
cases
that
are
managed
in-house
with
regards
to
litigation,
but
there
are
also
cases
that
are
assigned
to
outside
counsel
by
our
insurance
company,
and
I
manage
that
litigation
as
well,
so
everything
from
the
coordination
to
of
discovery
production
of
witnesses,
the
witness
prep.
All
of
that
I
am
directly
involved
in
my
background-
is
in
litigation.
So
that's
kind
of
easy
for
me.
If
you
will
hearings,
depositions
mediations
appeals.
B
B
We
also
manage
procurement,
appeals
and
bus
incidents.
Those
are
things,
but
you
might
think
that
bus
incidents
are
handled
in
house,
but
the
vendor
actually
is
not
ccsc.
It's
an
outside
vendor,
so
we
coordinate
with
those
organizations
and
just
make
sure
that
we've
got
the
right
information.
They
have
the
right
information
production
of
videos,
things
of
that
nature.
B
So
some
of
the
current
issues-
the
media-
is
often
interested
in
lawsuits
when
they're
filed
the
challenge
with
with
that
is
so
because
my
background
is
in
litigation.
I
kind
of
understand
how
what
that
means
in
the
sense
of
discovery
and
fact-finding
and
things
of
that
nature.
So,
typically
in
coordination
with
miss
taylor's
office,
I
will
we
will
not
issue
a
statement
with
regards
to
litigation.
B
The
length
of
time
for
resolution
can
be
an
issue
because
of
sometimes
how
long
cases
take,
especially
with
some
of
these
administrative
agencies.
We
get
new
board
members
or
new
staff
members.
Different
leaders
of
the
organization
come
and
go,
and
so
sometimes
it's
hard
to
get
folks
that
are
actually
knowledgeable
about
knowledgeable
about
what
the
litigation
is
alleging,
especially
since
the
statute
of
limitations
for
minors
tolls
until
they're
21
years
of
age.
So,
typically,
you
you
have
until
a
child
is
24
to
bring
in
action.
B
So
even
if
something
happened,
when
the
child
was
three
you,
you
could
imagine
the
length
of
time
and
the
turnover
and
things
of
that
nature.
So
thank
you
erica.
We
go
to
the
next
slide
this
one.
I
I
titled
student
and
parent-related
matters
there
on
any
given
day.
This
is
probably
not
an
accurate
number,
because
I
didn't
consult
charon,
but
we
get
about
15
calls
a
day
or
so
directly
from
the
schools
with
legal
issues.
B
We
try
and
prioritize
those
just
because
we
know
that
they,
you
know,
have
a
lot
to
deal
with
right
then
and
there,
and
so
we
try
and
get
the
schools
a
response
as
quickly
as
possible.
If
you
ever
see
me
get
up
and
leave
from
a
meeting,
it's
probably
because
sharon
needs
help,
advising
the
schools
on
the
matter
that
they
have
so
we
manage
non-resident
students.
We
have
a
residency
task
force.
There
is
a
statute
that
allows
for
non-resident
students
to
attend
our
district
in
certain
situations.
B
They
have
to
pay
tuition,
they
have
to
own
property
of
a
certain
value
and
things
of
that
nature.
We
manage
all
of
that
and
make
sure
that
everyone
is
in
compliance
along
with
some
folks
from
mr
kennedy's
office,
who
helps
us
keep
up
with.
With
with
some
of
those
details,
the
foreign
exchange
student
process.
B
We
don't
manage
the
process,
I
shouldn't
say
it
that
way,
but
there
are
requirements
for
foreign
exchange
organizations
and
we
just
make
sure
that
those
organizations
meet
those
requirements
before
we
allow
a
school
to
proceed
with
the
process
requests
to
remain.
I
think
you
guys
may
have
gotten
one
of
these
already,
but
these
are
just
typically
students
and
parents
that
live
within
our
district
at
some
point
move
outside
of
the
district,
but
they
want
the
child
to
stay
at
the
school
for
whatever,
whatever
time
period.
B
We
also
get
enrollment
concerns
and
issues,
as
you
can
imagine,
the
the
child,
custody
and
pickup
issues
when
mom
and
dad
can't
agree.
Those
are
those
are
some
of
the
most
frustrating
things
that
we
have
to
deal
with,
mostly
because,
when
we're
made
to
make
a
decision
based
on
documents
and
and
statutes
as
opposed
to
the
people
involved-
and
you
can
imagine
that
sometimes
parents-
don't
don't-
don't
like
that.
B
But
when
they're
unable
to
agree
that
that's
the
only
thing,
the
only
way
that
we
can
handle
it
and
we
do
legal
agreement
reviews
like
custody
agreements,
divorce,
decrees,
separation
agreements,
schools
get
those
and
have
no
idea
what
to
do
with
them,
and
so
we
will
help
advise
the
school
kind
of
this
is
the
what
it
says.
This
is
what
you
should
do
in
these
situations,
and
this
is
how
you
should
move
forward.
B
If
there
are
any
questions,
they
always
give
us
a
call
back,
and
I
think
I've
already
addressed
those
issues
and
future
actions
next
slide.
So
some
of
the
board
related
matters
which
we
we've
covered
a
little
bit
of
in
our
past
work
this
past
month.
But
obviously
I
work
with
the
policy
committee
very
closely.
I
work
directly
with
the
departments.
B
B
She-
and
I
have
actually
done
this
already
before
a
couple
times
now
and
dr
frazier
will
make
the
decision
with
regards
to
to
which
policies
she's
comfortable
with
going
on
on
the
agenda
for
the
committee
meetings
and,
if
not
board,
members
have
alternative
ways
to
get
to
get
things
on
the
board
agenda.
B
We
also
provide
legal
advice
on
contracts,
claims
lawsuits
issues,
actions
that
could
lead
to
litigation.
All
of
that
is
typically
done
in
executive
session
with
the
board,
I'm
always
in
executive
session.
I
do
I
participate
in
a
gender
review
to
make
sure
that
the
items
that
are
included
within
executive
session
are
appropriate
pursuant
to
the
statute.
B
If
there
are
any
legal
issues,
I
will
address
those
directly
in
executive
session.
Sometimes
the
issues
aren't
my
issues
but
other
departments,
but
I'm
also
there
just
in
case
you
guys
have
questions
with
regards
to
legal
standards
or
whether
or
not
this
is
legally
sound.
If
we
do
this,
are
we
going
to
get
sued
kind
of
thing?
So
I'm
always
there
for
you
guys
to
ask
legal
advice
of.
B
Some
of
the
current
issues
that
we've
had
run
into
in
the
past
just
have
been
that
you
know
board
members
not
having
an
understanding
of
what
it
means
to
to
protect
privileged
information.
Conversations
with
your
attorney
are
typically
privileged
and
they're
privileged
for
a
reason.
If
you
release
the
information
it
could,
could
you
know,
put
the
district
in
the
compromising
position.
B
The
confident
confidential
nature
of
some
of
the
information
that's
presented
is.
I
should
stay
that
to
stay
that
way,
and
so
those
are
some
of
the
challenges
that
we
have.
B
B
Not
only
is
it
can
be
appealed
at
the
school
level,
but
it
can
be
appealed
at
the
state
level
which
may
require
a
hearing.
If
it
does,
I
attend
the
hearing
and
and
and
act
on
behalf
of
the
district
breach
of
contract
hearings.
The
same
I
do
the
same
thing
there
with
the
state
department.
There
are
classified
appeals
that
occur
here
at
the
district.
We
don't.
I
don't
manage
those.
B
We
get
lots
of
subpoenas
in
this
district
from
all
over,
not
just
for
ccsd
related
litigation.
There
are
times
in
which
there
is
family
court
matters
where
the
teacher
might
receive
a
subpoena.
We
will
typically
call
the
teacher
meet
with
them
via
telephone,
typically
and
just
advise
them
of
certain
aspects
of
litigation,
just
giving
them
a
brief
overview
of
what
they
can
expect.
B
And
what
I
mean
by
that
is.
You
know
there
are
times
when
we
get
statements
that
say:
oh,
my
mom
is
a
great
mom.
She
brings
cupcakes
every
day
and
you
know
the
the
kid
is
here
on
time
and
she
volunteers
and
she
donates.
Well.
That
doesn't
mean
that
you
shouldn't
opine
as
to
the
fact
that
she's
a
great
mom,
you
should
just
say
the
child-
is
here
on
time.
B
The
child
is
clean,
the
child
is
dressed
appropriately
things
of
that
nature,
and
so
we
try
and
help
with
the
teachers
with
those
affidavits
so
that
they
don't
get
into
a
situation
in
with
which
they
are
weighing
in
on
one
parent
versus
another.
B
For
your
request,
that's
our
favorite
thing
in
my
office
just
kidding.
I
don't
my
office
does
not
directly
manage
for
your
requests.
Actually
miss
taylor's
office
does,
but
we
work
very
very
closely
with
her,
especially
with
regards
to
those
requests
for
personnel
files,
copies
of
emails,
settlements,
information
and
student
information.
B
Those
things
typically
fall
within
the
legal
realm
personnel
files.
We
actually
get
them,
we
review
them.
We
have
typically
three
levels
of
review:
our
law,
clerk
reviews
them
first
and
then
ms
breithart
reviews
them.
She
does
her
standard
redactions,
and
then
I
review
them
personally
myself
to
make
sure
that
nothing
was
missed
and
that
nothing
is
released.
That
shouldn't
be
released
same
thing
with
emails
and
settlements.
B
B
B
So
we
try
and
coordinate
with
the
opposing
counsel
to
to
give
us
more
specific
times
for
appearances
of
witnesses,
so
that
we
don't
run
into
a
situation
where
half
of
a
school
is
gone.
B
Next
slide,
please
miss
taylor
departmental
support,
as
you've
heard,
with
some
of
the
other
departments
we
we
cross-collaborate.
Quite
often,
I
mean
everything
from
employment
matters
with
mr
briggman
ada
request
for
accommodations
contractual
agreements.
Every
single
department
has
contractual
agreements
and
they
typically
want
to
get
me
to
put
eyes
on
it
before
they
get
it
signed
mousse
moas.
We
do
those
release
documents
all
of
these
types
of
things
that
you
typically
think
of
when
you
think
of
legal
services,
my
office
handles.
B
B
I
do
manage
to
discipline
process
and
safe
schools
just
because
I
know
what
it
looks
like
when
our
employees
are
questioned
and
they've
not
completed
their
training,
and
another
attorney
is
questioning
them
about
training
that
ccsd
has
required
them
to
take
and
they
have
not
taken
it.
So
I
monitor
that
closely.
B
H
H
In
there
we
have
about
25
to
30
properties
and
flood
policies
or
flood
insurance
flood
maps,
and
so
we
want
to
make
sure
those
are
insured
appropriately
as
well.
Then
I
talked
about
builders
risk
already
we
work
with
jeff's
team
and
the
construction
firms
to
make
sure
that
everything
is
is
insured,
while
it's
under
construction
as
well
vehicle
coverage,
we
manage
all
the
vehicle
accidents
and
the
400
vehicles
that
we
have
on
the
road
almost
on
a
daily
basis.
H
We
have
a
student
athletic
policy
and
we
assist
parents
and
guardians
with
if
there
is
an
injury
at
school
or
if
there
is
an
athletic
injury.
We
have
a
specific
policy
for
that
as
well.
H
H
It
is
changing
the
world
economy
tremendously,
and
so
we
work
directly
with
a
broker
to
make
sure
that
we
are
getting
the
most
competitive
rate
for
our
property
insurance,
as
you
can
imagine,
insuring
1.9
billion
dollars
in
property.
You
know
you
don't
go
to
your
local
state
farm
agent
and
say
hey.
We
need
coverage
for
this,
so
we
have
about
35
to
40
insurance
markets
that
cover
the
entire
district's
property
insurance,
and
that
is
domestic
markets.
J
H
Most
exciting
part
right,
so
the
district
by
law
has
to
provide
workers,
compensation,
insurance
and
we
cover,
or
we
my
department
manages
that
on
a
daily
basis,
and
so
when,
when
an
employee
is
injured,
we
have
a
process
to
make
sure
that
we
treat
them
as
best
as
we
can
and
provide
them.
The
the
best
medical.
H
H
Sometimes,
if
an
injured
worker
is
just
confused
on
what
the
process
is,
we
will
assign
them
a
nurse
case
manager
so
that
that
nurse
case
manager
goes
to
the
appointments
explains
how
things
work,
just
as
an
extra
service
to
make
sure
the
the
employee
knows
exactly
what
what's
going
on
medical
facilities
and
then
at
times,
attorneys
do
get
involved.
If
an
employee
is
not
satisfied
or
doesn't
believe
that
we're
providing
the
best
care.
H
We
also
work
directly
with
our
department
heads
supervisors,
principals,
administrators,
on
any
pertinent
information
for
the
employee's
injury,
and
that
doesn't
mean
that
we
are
sharing
medical
information.
What
that
means
is
the
employee
is
on
light
duty
and
here
are
their
restrictions,
and
we
want
to
make
sure
we
advise
that
supervisor
on
making
sure
we
adhere
to
those
instructions.
H
We
don't
want
if
there
is
a
10
pound
lifting
restriction
that
that
super
or
that
employee
goes
back
to
work
and
they've
got
to
pick
up
25
pound
crates
all
day.
We
can't
do
that,
so
we
make
sure
that
the
supervisor
understands
what
those
restrictions
are
and
make
sure
that
they
adhere
to
those
restrictions
so
that
the
injured
worker
can
heal
up
and
and
return
to
work
at
full
duty,
and
then
we
communicate
between
departments
as
well.
Whenever
some
an
injured
worker
gets
out
of
work
or
they're
on
light
duty.
H
We
have
limited
resources
to
do
that
now
through
ron
crumps's
group
with
work,
orders
and
things
like
that,
but
sometimes
putting
eyes
on
it
yourself
always
helps
and
then
the
final
piece,
the
whatever
natalie
says.
I
just
listed
it
as
other
services
that
sounded
a
little
bit
better.
I
thought
so
assist
general
counsel,
sharon
and
I
work
very
closely
together
on
foia
request,
skis
bit.
Liability
claims
anything
like
that.
H
H
H
I
have
gone
out
and
I'm
a
certified
playground
inspector.
I
have
gone
out
and
spent
all
day
showing
students
how
to
use
equip
playground
equipment
properly.
Things
like
that,
you
know.
That's
that's.
What
I
want
to
make
sure
of
is
that
everybody
is
safe
and
not
standing
on
wires,
like
andy
is
over
there.
So
I
want
to
make
sure
everybody.
H
And
and
ultimately
I
want
to
assess
and
protect
the
district
as
much
as
possible,
both
our
employees,
our
assets,
our
contents,
buildings,
all
that,
so
that
that
is
the
the
biggest
piece
that
that
I
pride
myself
and
when,
when
people
call
our
department
and
then
the
final
slide,
my
department
is
three
people:
amy
huffman,
our
admin
assistant,
I've
already
mentioned
tammy
harrison
as
the
workers
come
coordinator,
and
then
I've
been
in
this
position
for
two
years
now,
but
I've
been
with
the
district
10
years.
B
Thank
you
so
much
woody
really
quickly.
Will
you
just
tell
them
a
little
bit
about
what
you
do
after
we
have
a
storm.
H
Fema
is
a
federal
government,
and
so
it
changes
every
year
what
we
have
to
do
and
right
now
we
are
still
waiting
on
funds
to
be
dispersed
from
hurricane
dorian
from
last
year.
But
all
of
our
paperwork
is
in
and
every
year
we
get
a
little
bit
better
at
making
sure
we
recoup
as
much
money
for
the
district
as
possible.
H
A
Thank
you.
You
miss
him,
mr
douche,
brighton
harp
and
mr
douglas.
If
you're
back
there,
I've
been
tensed
too
many
times
by
my
mother
for
turning
around
in
church.
So
I'm
not
going
to
turn
around.
A
L
B
Yes,
ma'am.
I
believe
that
we,
we
shared
it
with
julie
a
little
bit
late
today,
so
it
should
be
in
board
docs,
but
I
am
happy
to
provide
you
with
hard
copies.
L
Okay
and
my
first
question
is,
there
has
been
so
much
information
in
the
news
about
lawsuits
and
I
don't
know
whether
this
is
appropriate
to
ask
now,
but
it
seems
as
if
we're
getting
board
members
are
getting
the
information
from
the
media.
What
is
the
policy
on
these
lawsuits
from
students?
You
know
I'm
trying
to
ask.
B
Yes,
ma'am,
so
so
I
will.
I
will
say
generally
this
just
to
address
your
initial
concern
as
to
whether
or
not
this
is
an
appropriate
question.
I
am
not
shy
about
telling
you
all
that
I
would
prefer
not
to
answer
a
question
in
public
if
I
believe
that
it
is
legal
advice
or
should
be
provided
to
you
in
a
in
a
situation
of
privilege
that
question
I'm
happy
to
answer
here
recently.
B
There
has
been
a
story
that
was
ran
with
regards
to
a
settlement
that
took
place
before
you
all
were
were
on
the
board
and
we
have
had
not
had
an
opportunity
to
have
an
executive
session
to
brief
you
prior
to
the
story
running
that
that
is
uncommon,
but
but
tends
to
happen,
as,
as
I
said,
with
regards
to
the
time
frame
of
things
in
my
presentation.
B
Made
yes
ma'am,
I
I'm
not
sure
that
there's
a
question
that
I
can
respond
to
today
but
but
understood
is,
is
what
I
can
can
say.
I
should
look
at
my
computer
because
you're
remote
here
I
certainly
understand
your
position.
A
We
can
address
some
of
the
question
in
executive
session
with
respect
to
your
specific
question
about
whether
current
board
members
have
access
to
personnel
matters
or
or
student
matters
that
were
settled
years
ago,
prior
to
your
being
on
the
board,
and
the
file
is
closed.
We
would
have
to
get
again.
Your
attorney
will
have
to
to
give
an
opinion
about
that.
I
I
don't
think
I've
ever
in
my
career
had
a
board
member
ask
for
access
to
a
file
of
a
case
that
was
closed
before
they
came
on
the
board.
A
So
I
I
don't
know
the
answer
to
that
natalie.
Could
you
make
a
note
to
check
on
that
as
well
for
response?
Yes,
ma'am.
Thank
you
moving
back
round
the
circle,
since
we
have
some
time
left.
Anybody
have
a
question.
If
not
we'll
go
back
to
dr
frazier,
she
looked
as
though
she
might
have
I'm
just
so
full
of
questions.
L
I'm
I'm
a
bit
confused
about
law
firms
and
I'm
doing
some
history
here
prior
to
you
coming
aboard.
So
we
have
two
lawyers
working
for
the
district.
How
many
law
firms
do
we
have
working
for
the
district?
And
I
know
we
have?
Mr
physique,
we
have
you,
but
there
are
other
law
firms
out
there
and
I'm
just
trying
to
get
a
handle
on
who
are
all
these
people.
B
Sure
sure
I
think
I
can
I
can
give
you
so
many
lawyers,
so
I
could
have
on
that
first
slide
of
legal
services.
I
probably
could
have
done
an
entire
presentation,
the
length
of
this
presentation
for
each
of
those
items
right.
So
there
are
many
lawyers
that
work
on
behalf
of
the
district.
Only
one
that
works
for
the
district,
mr
mizek
does
provide
parliamentarian
services
at
the
request
of
the
district.
However,
I'm
the
only
lawyer
that
that
is
employed
specifically
by
the
district.
B
There
are
times
in
which
I
cannot
be
in
two
places
at
once,
so
my
office's
budget
allows
me
to
hire
an
attorney
to
sit
in
on
a
disciplined
hearing
or
an
iep
meeting
if
I
am
tied
up
in
something
else.
So
there
there
are
times
in
which
there
are
lawyers
acting
on
behalf
of
the
district,
pursuant
to
an
agreement
that
we
have
put
into
place
through
my
office.
A
B
Exactly
right,
while
we
do
while
we
have
input
and
and
and
I
think
that
we've
built
a
relationship
to
which
our
input
is
valuably
taken
into
consideration,
we
do
not
have
control
over
who
our
insurance
company
decides
to
provide
case.
Work
too.
A
And
I
would
also
say
that
the
way
this
works
is
miss
ham
handles
everything
for
the
district
unless
miss
ham
comes
to
me
or
the
board
and
says,
here's
a
matter
that
I
need
to
seek
some
outside
help
on,
and
then
she
determines
the
best
firm
to
reach
out
to
mr
mizik,
as
she
mentioned,
has
for
a
long
time
represented
this
district
and
has
served
as
parliamentarian.
A
B
J
Kennedy
I
can
give
a
quick
comparison
of
this
district
to
other
districts,
how
they,
how
districts
handle
legal
matters
all
all
districts.
I've
been
associated
with
even
the
ones
I've
worked
for,
are
ones.
I've
done
some
work
through
council
grade
city
schools
have
extensive
lists
of
attorneys,
and
so
here
in
charleston
county
we
have
one
attorney
and
we
have
a
lot
of.
J
We
have
other
law
firms
that
addresses
certain
things
so,
for
instance,
in
seattle,
public
schools,
boston,
public
schools,
baltimore
city
office,
I've
worked
for
they
have
a
a
a
staff
of
attorneys
that
specialize
each
attorney
specializes
in
certain
certain
areas.
So
they
don't
do
a
lot
of
outside
contracting
because
they
have
in-house
attorneys,
whereas
here
we
don't
have
in-house
attorneys.
So
therefore,
we
have
these
special
specialists
that
we
have
to
contract
out
for,
but
it's
comparable.
A
All
right,
any
any
other
board
members
have
questions
all
right,
dr
frasier,
we'll
give
you
an
opportunity
to
ask
another
question:
you're
good
too.
This
is
just
wonderful:
we're
going
to
go
ahead
and
pause
and
take
a
break,
we're
going
to
go
ahead
and
get
started.
If
it's
okay
with
everyone
maggie.
Are
you
ready,
you're
filling
in
with
the
slides
all
right?
A
O
You
so
much
dr
postoway,
and
and
and
thank
you
for
allowing
me
to
share
just
a
little
bit
about
what
we
what
we
do,
and
so
our
the
first
slide
it
it's.
It
tells
the
mission
of
the
division
of
strategy
and
communications,
but
I
can
almost
stop
with
just
the
two
words
to
support
that.
That
is
what
our
division
does
any
student
parent
teacher
administrator
community
member,
if
there's
a
need,
if
there's
support
that
our
office
can
provide
on
behalf
of
charleston
county
school
district.
O
That
is
what
we
do,
but
in
addition
to
that,
specifically,
we
strive
to
establish
the
positive
relationships,
of
course,
between
ccsd
and
our
stakeholders,
and
our
office
is
the
link
between
the
media
and
our
district
being
proactive
as
it
relates
to
media
situations.
O
O
There
are
four
members
who
service
that
office
and,
in
addition
to
the
immediate
questions
that
they
respond
to,
they
also
support
our
ptas
and
our
pt
and
our
sics,
and
and
just
as
an
fyi
there's
66
ptas
or
ptos
in
charleston
county
school
district
and
as
it
relates
to
sics,
they're,
73
and
sic
stands
for
school
improvement.
Council
73
school
improvement
councils
in
charleston,
county
school
district
by
law.
Schools
are
required
to
have
them,
and
I
am
proud
to
share
that.
I
think
for
the
past
four
five
years,
maggie
we've
been
100
percent
compliant.
O
O
Most
of
our
schools
have
parent
advocates
in
the
school
that
work
directly
with
parents
and
their
and
families,
and
we
support
them
at
the
district
level.
We
provide
training.
I
can
share
that
last
year
as
it
relates
to
sics.
We
had
four
collaboratives
where,
for
example,
all
the
sics
and
say
district
three,
which
are
on
james
island
or
all
the
sics
in
district
two
in
in
mount
pleasant.
O
O
O
O
76
of
our
schools
won
competitive
grants.
Out
of
that,
we
had
27
positive
news
stories
for
which
we
are
excited
about,
and
over
600
staff
were
supported
in
writing
grants.
So
we're
we're
very
proud
of
the
work
that
our
office
of
grants
does
on
behalf
of
charleston
county
school
district
communications.
O
And
and
andy's
is
here
and-
and
I
want
to
just
take
an
opportunity
to
pause
and
thank
him
for
his
leadership
with
communications
and
media
relations.
He
leads
that
effort,
I'm
very
well
and
we
we
are
proud
of
the
work
that
that
comes
out
of
that
arm
of
our
division.
O
I
I
tease
off
and
I'll
say
you
know
andy,
why
is
everybody
calling
they
always
want
to
hear
from
ccsd,
but
we
are
very
responsive.
They
ask
a
question.
Andy
is
going
to
try
to
track
down
the
answer,
whether
it's
an
answer
or
we
can't
respond
to
it.
We
are
going
to
respond
one
way
or
the
other
and
that's
a
model
that
I'm
proud
of
in
in
the
district.
So
I'll
just
share
that
in
2019
20,
which
was
our
last
school
year,
we
wrote
on
nearly
200
press
releases
and
media
advisories.
O
O
That
was
an
effort
that
andy
himself
wanted
to
initiate
and
what
we
do
is
we
tell
unique
stories
about
our
students
and
staff
which
we,
which
we
are
very
proud
of,
as
well
as
ccsd
insights,
news
and
notes,
which
is
a
longer
format.
If
you
will
more
of
a
a
feature,
documentary
type
story,
we
do
several
of
those
annually
and
then,
as
it
relates
to
employee
recognition.
O
The
pulse
of
ccsd
and
the
unsung
educator
of
the
week
are
two
other
employee
recognition,
communication
programs
that
we
have
here
at
the
district
as
long
as
well
as
our
relationship
with
trooper
bob
in
the
safety
squad,
which
our
students
actually
love
relative
to
media
relations.
Thank
you
maggie.
We
fielded,
of
course,
increase
from
all
of
our
media
outlets
to
the
tune
of
852
last
year.
That's
a
huge
number.
O
Not
only
did
we
take
the
calls
receive
the
calls,
but
we
also
responded
to
every
call
and
that's
to
be
commended
and
andy,
and
his
team
does
a
great
job
doing
that
we
work
with
our
publicity
representatives
and
so
you're
asking
what
that
is
at
each
school.
We've
asked
our
principals
to
identify
someone
who's
responsible
for
sharing
the
great
news
that
happens
at
that
school
and
we
communicate
with
those
individuals
on
a
consistent
basis
and
their
share.
They
share
information
with
us
and
then
we
in
turn
help
provide
support.
O
If
it's
in
the
writing
or
video
services
or
if
they
photography,
then
we
provide
services
to
them
to
make
sure
that
we're
hearing
from
our
schools
as
well.
We
coordinate
media
access
as
well
as
that
we
provide
the
media
line,
which
you
all
know
it
lists
all
of
our
public
meetings
that
that's
produced
and
published
every
friday
afternoon
and
as
our
general
counsel
ham
shared
earlier
as
it
relates
to
foia
our
office.
O
Is
the
entry
point
and
ex
and
exit
point
for
all
four
years
that
come
to
the
district
and
thus
far,
we've
fielded
56,
this
school
term
video
services,
another
another
component
of
the
arm,
in
which
andy
manages
and
internal
and
external
video
messages
for
all
stakeholders.
O
I
think
there
there
was
a
there's
a
picture
in
the
video,
but
we
won't
watch
that
since
we're
we're
moving
fairly
quickly,
but
we
do
film
all
board
of
trustee
meetings.
We
also
film
all
special
event
and
recognition
coverage
and
that's
for
archival
purposes.
I
mean
we
and
we've
been
using
youtube
and
other
and
other
platforms
to
show.
O
We
we
were
able
to
show
the
the
families
and
friends
of
all
of
our
graduates.
Last
year,
they
they
couldn't
come
to
an
in-person
event
when
it
was
time
for
them
to
graduate,
so
they
were
able
to
see,
see
them
graduate
virtually
which
we
were
extremely
proud
of.
O
O
We
publish
about
25
000
copies
of
that
newspaper
and
it
sounds
like
a
huge
number
and
you'd
think
that
it,
a
huge
number
of
papers,
equate
to
a
large
number
to
publish,
but
absolutely
not.
We
have
a
wonderful
partnership
with
the
city
paper
and
in
monthly.
O
Our
newspaper
is
circulated
with
along
with
the
charleston
city
paper
and
then,
of
course,
the
other
5
000
go
to
our
schools
and
then
various
drop-off
points
around
the
district.
So
we
we
do
our
best
to
try
to
push
all
of
the
positive
information
out
about
the
district
in
various
mediums.
We
also
have
an
annual
year
in
review.
It's
a
coffee
table
document.
You
receive
that
at
your
last
meeting
we
also
publish
a
document
for
our
valedictorians.
O
Something
for
them
to
keep
parts
of
that
document
is
also
published
in
other
media
outlets
as
well.
I
know
the
post
inquiry
picks
up
some
of
what
we
publish
as
well
as
the
charleston
chronicle,
and
then
we
have
some
employee
they're
internal
documents,
but
we
want
to
make
sure
that
our
employees
have
information
that
they
could
use
at
their
fingertips.
So
we
have
a
guide
to
good
communication
as
well
as
ccsd
design
guidelines,
as
well
as
a
few
others,
digital
media.
As
you
all
know,
we
want
information
accurate.
O
O
O
We
support
electronic
newsletters,
so
there
are
several
departments
across
the
district
who
create
electronic
newsletters
and
our
office
facilitates
that
information
for
them
as
well,
and
we
push
it
out
to
all
of
our
staff
and
then
we
have
teacher
blogs
and
we
manage
to
employ
intranet
and
anything
else.
Electronic
as
it
relates
to
communication.
O
You
may
or
may
not
get
calls,
but
we
have
a
notification
system
and
so
what
we
do
it's
powered
by
it's.
The
data
comes
for
a
power
school,
but
we
sent
we
can
send
phone
calls,
we
can
send
emails,
we
can
send
use
the
app
as
well
as
send
text
messages
to
our
families
about
what's
going
on
in
ccsd
and
the
levels
of
communication
vary
from
district
wide
to
school
level
and
staff.
O
Only
strategy
and
engagement
also
falls
in
the
division
last
year
and
we
would
have
continued
this
year,
but
we
want
to
talk
about
some
of
the
initiatives
that
that
we've
been
employing
for
several
years
until
coveted
and
we
were
not
able
to
do
that,
but
we
held
monthly
coffees
with
the
superintendent
all
across
the
district,
so
that
parents,
community
members,
could
have
one-on-one
opportunities
to
meet
with
her
ask
questions,
bring
concerns,
learn
more
about
the
district
and
they
were
very,
very
well
attended.
O
As
you
can
see,
we
hosted
them
at
several
on
businesses
around
this
around
the
district.
So
this
this
the
top
pictures
at
a
panera.
We
all
know
we
couldn't
do
replicate
that
right
now,
but
we
do
hope
for
the
day
when
we
are
able
to
to
be
able
to
gather
and
share
in
person.
O
We
hold
listening
sessions
across
the
district,
which
means
that
we
go
to
the
eight
constituent
areas
and
we
talk
with
our
constituents
and
parents
in
in
those
areas.
So
we
can
hear
from
them.
We
held
quarterly
stakeholder
advisory
cabinets.
So
that's
a
principles,
cabinet,
a
teacher
cabinet,
a
student
cabinet,
a
classified
employee,
cabinet,
parent,
a
parent
cabinet
and
business
cabinet
six,
and
we
held
those
quarterly,
and
that
was
also
a
way
to
pro
to
to
provide
the
opportunity
to
hear
from
our
stakeholders.
O
We,
of
course,
would
speak
at
civic
and
religious
organizations
and
and
be
asked
to
come
and
talk
up
talk
about
the
district
and
then,
of
course,
our
we
we
named
facilities
and-
and
that
also
comes
out
of
our
office,
which
means
a
convening
where
we
convene
those
individuals
who
are
interested
in
naming
a
certain
facility.
And
we
manage
that
as
well
as
it
relates
to
partnerships.
O
Just
in
terms
of
our
team
is
extremely
talented,
and
so
we
have
several
members
of
our
team
who
serve
on
local
and
statewide
non-profit
boards,
and
so
we
wanted
to
to
just
show
that
not
only
are
they
is
the
team
doing
work
inside
charleston,
county
and
connecting
with
stakeholders.
We
also
are
servicing
the
community
outside
as
well
and
so
they're
listed
here.
But
I
would
just
say
some
examples
of
the
partners
that
we
have
are
trying
united
way
panera,
which
is
a
huge
partner
for
the
district
rick
kendrick
rick
kendrick.
O
They
actually
support
the
teacher
of
the
year
program
and
allow
our
teacher
to
drive
a
car
for
a
full
year
and
then
the
charleston
river
dogs
also
out
of
our
office.
We
support
constituent
board
relations
and
and
dr
fraser-
I
know
you
know,
know
this
all
too
all
too
well,
but
our
office
supports
the
eight
constituent
district
boards
and
the
the
responsibilities
are
are
here
listed
but
maggie.
O
If
you
go
to
the
next
slide,
please
I'm
just
to
share
for
for
those
of
as
a
refresher,
because
I'm
sure
you
all
are
aware
that
there
are
eight
constituent
districts.
There
are
50
constituent
board
members.
We
have
21
district
liaisons
who
support
those
districts.
They
attend
all
of
the
meetings.
They
provide
district
updates
at
all
of
those
meetings
and
they
ensure
that
our
constituent
board
members
are
aware
of
any
changes
that
directly
impact
the
school
or
community
in
which
their
districts
in
which
they
support.
O
O
There
will
be
several
at
the
upcoming
board
meeting
all
employee
recognition
events
teach
the
teacher
of
the
year,
the
retirement
program,
any
groundbreaking
or
dedication.
We
support
as
well
as
national
signing
day,
and
there
are
probably
about
20
other
events
that
we
could
add
to
this.
Those
are
the
major
ones
that
our
office
directly
supports.
O
So
so
that
the
community
knows
all
of
the
wonderful
things
going
on
in
the
district,
we
do
we
do
a
good
great
job
in
trying
to
push
that
information
out.
So
you
know
we
use
billboards.
We
use
radio
spots.
There
are
several
special
campaigns
that
we've
supported
school
choice
is
one
that
you'll
see
in
the
very
very
near
future,
we're
working
really
diligently
on
that,
but
you
know
kindergarten
registration
back
to
school.
O
We
provide
updates
to
to
the
board.
We
provide
updates
to
you
as
it
relates
to
what's
going
on
in
in
the
state.
We've
had
held
several
joint
meetings
with
our
delegation,
the
most
recent
being
in
july.
When
we
talked
about
our
safe
start
efforts
and
annually,
we've
held
a
delegation
breakfast,
which
we
won't
unfortunately
be
able
to
host
this
this
year,
but
we
hope
to
be
able
to
to
resume
that
event
in
2020
1222..
O
A
That
was
great
erica
you,
you
did
all
that.
We
still
have
15
minutes
set
aside
for
questions
and
time
to
get
everybody
out
by
2
30..
So
thank
you
so
much
miss
waters.
Would
you
like
to
start
the
rounds
of
questions
this
time
sure?
But
I
don't
have
a
question
at
this
time
all
right,
dr
frazier,
I
don't
have
any
questions.
That's
just
amazing,
dr
french.
N
It
might
be
too
big
for
right
now,
but
well,
you
mentioned
the
ssc
programs
at
rs,
school
improvement
councils
and
that
were
in
compliance,
and
I
was
wondering
what
do
we
know
about
how
those
are
being
organized
are
we
holding
is?
Are
the
schools
holding
elections
for
the
various
seats
on
those
committees,
etc?.
O
We
held
a
virtual
sics
basics,
zoom
training,
maybe
a
month
ago,
and
we've
worked
with
with
mr
hudson
to
bring
another
sic's
basic
zoom
training
to
our
sics.
That
date
is
january.
The
12th
we
also
have
a
staff
person
who
is
on
the
board
for
school
improvement
council
for
the
state
school
and
he
on
the
state
board
for
school
improvement
councils.
So
we
we
are
definitely
in
tune
to
to
how
our
srcs
are
functioning
and
how
to
to
make
them
better.
If
so,
we
we
are
paying
attention
to
that.
A
Thank
you,
mrs
herdrick.
No
questions,
dr
french,
you
have
any
other
another
question
before
we
close
out.
A
Well,
we
want
to,
of
course
thank
all
of
our
staff
members
who
are
here
this
afternoon,
but
thank
you.
Five
new
board
members
who've
been
just
such
yeoman
about
getting
getting
here
and
giving
us
this
time
to
give
the
flyover
of
what
we
do.
We
look
forward
to
working
with
you
in
the
months
ahead
and,
of
course,
after
the
holidays,
we
need
to
revisit
operations
with
mr
borowi.
A
We
have
not
yet
done
finance
with
mr
kennedy
and
learning
services
encompasses
a
whole
lot
of
additional
areas
that
we
didn't
have
an
opportunity
to
discuss
with
you
the
first
time
so
right
off
the
bat.
We
know
you're
anxious
for
some
information
about
the
financial
division
and
mr
kennedy,
mr
browey
and
miss
belcher,
will
be
putting
together
some
dates
to
propose
to
you
to
see
if
those
dates
will
work
for
all
of
you
julie.
We
want
to
thank
you
again
for
sitting
in
and
taking
the
minutes
officially
andy
for
doing
the
videotape.
A
I
have
I
missed
anyone.
I
don't
want
to
leave
out
anyone
who's
provided
all
the
michael
and
evan.
Thank
you
evan
for
the
technical
support.
He
is
wonderful.
I'm
sure
he's
become
your
best
friend
and
michael
reidenbach
and
the
security
team
who
is
here
for
each
of
our
meetings.
So
thank
you
so
much.
A
O
L
I
have
one
question:
we
would
get
an
update
on
contracts
and
procurement
procedures
and
where
does
that
fall.