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From YouTube: School Board Meeting - January 26, 2021
Description
Fargo Public Schools - Board of Education Meeting - Live Broadcast - January 26, 2021
A
A
B
A
Opposed
motion
passes.
The
next
item
is
recognition
of
audience.
We
don't
have
anyone
that
has
signed
up
to
speak
with
us
this
evening.
So
we'll
move
on
to
the
reports
section
of
the
agenda
and
the
first
item
is
a
report
on
equitable
resources
and
planning
monitoring
from
human
resources.
Doug
andering.
A
D
E
E
The
next
section
is
the
human
resources
team
I'm
proud
to
announce.
We
onboarded
two
new
staff,
that's
shannon
cullen,
our
office
assistant,
so
she's
our
main
point
of
customer
service
and
contact
at
the
district
office
and
for
the
hr
team
and
then
fallon,
hair
miller,
she's,
our
human
resources
assistant,
so
she's
going
to
take
care
of
things
like
eye
observation,
marzano
reporting,
workforce
safety
insurance
and
they
onboarded
with
us
just
recently.
E
A
couple
of
high
points
on
the
accomplishments:
over
the
year
of
2020,
recruitment
and
orientation
of
new
staff,
we
really
did
have
to
redefine
what
that
looked
like
over
the
summer.
With
covet,
we
couldn't
pack
people
into
a
room
like
we
normally
did
so
we
redefined
some
new
procedures.
We
use
the
davies
theater
to
bring
in
new
teachers,
substitutes,
spread
them
out,
and
we
held
our
orientation
in
there
and
then
kind
of
redefined
how
we
did
lunch.
E
So
just
a
lot
of
extra
work
around
that,
but
I
think
very
successful
how
that
turned
out
the
hr
team
created
a
new
staff.
What
I
call
a
covet,
19
reporting
form,
and
that
really
was
to
take
care
of
staff
that
might
need
to
quarantine
due
to
exposure
or
due
to
being
positive
cases
or
named
needing
to
stay
home
with
their
children.
E
E
They
worked
really
hard
on
the
retro
pay,
making
sure
that
was
all
good
processing
for
eligible
employees
and
then
created
an
electronic
issuing
system
for
certified
contracts.
So
that's
how
we'll
be
issuing
now,
rather
than
the
paper
mailing
out
and
that
created
quite
a
bit
more
efficiency
in
that
process.
E
If
we
look
at
the
employee
statistics
section
january
of
2021,
this
is
our
current
count:
head
count
of
administrators
teachers,
other
salaried
staff
and
so
on,
and
then
the
employee
statistics
information.
These
are
all
regularly
scheduled
employees
in
this
account.
So
anybody
who
has
a
continuing
contract
or
a
regular
schedule
so
not
really
any
of
our
temporary
employees.
E
E
July
1
of
2020
to
january
1st,
of
2021
kind
of
a
snapshot
of
our
fall
semester,
hiring
and
then
you'll
see
over.
On
the
other
side,
the
cares
act
hiring
same
time
frame.
The
cares
act,
hiring
is
not
in
addition
to
the
hiring
statistics.
I
just
wanted
to
spin
that
out
so
that
we
could
see
specifically
the
count
the
head
count
again
of
positions
that
we
hired
using
cares,
act
dollars
that
was
available
to
us
and
then
you'll
see
below,
for
instance,
administrators
added
this
fiscal
year,
the
director
of
equity
and
inclusion.
E
We
added
two
virtual
academy,
deans
of
students,
five
regular
elementary
deans
of
students
and
then
right
now,
our
explorer
academy,
principal
and
carl
ben
eilsen.
Principal
searches
are
in
process
and
in
motion
teachers,
a
majority
of
the
positions
hired
were
due
to
resignation
and
retirement.
Some
of
those
new
positions.
You
see,
literacy
partners
in
our
early
childhood
elementary
and
then
our
middle
school
levels.
E
For
others
salaried
we
did
hire
a
grant,
funded,
k-12
literacy
coordinator
and
recently
a
behavioral
interventionist
and
then
our
educational
support.
We
did
hire
some
health
aide
positions
to
assist
our
elementary
schools
and
we
used
cares,
act
dollars
to
hire
those
positions
and
then
within
maintenance.
E
E
E
We
created
a
new
form
that
really
combined
the
two
different
processes
based
on.
If
you're
a
teacher
or
support
staff,
it's
one
form
it
doesn't
matter
what
kind
of
staff
member
you
are
it's
a
more
comprehensive
form
focused
on
climate
pay,
benefits,
equity
and
things
of
that
nature.
So
we'll
roll
that
out
in
february
now
specific
to
the
educational
support
resignations.
E
E
E
All
respondents
did
rate
the
summer
orientation
programs
as
being
either
excellent
or
good.
We
present
on
topics
such
as
benefits,
absence
management
policy,
review
print
center
portal
and
other
types
of
I.t
topics,
and
then
teaching
and
learning
holds
a
day
dedicated
to
teacher
management.
Specific
topics
title
ix.
There
was
collaboration
in
hr
with
the
equity
and
inclusion
office
to
per
the
new
guidelines
that
came
down.
I
think
it
was
august
14th
with
a
change
in
our
discrimination
and
harassment
policy.
E
We
put
together
a
title:
nine
investigative
team
and
I'm
one
of
the
deputy
coordinators
on
there
put
a
presence
out
on
our
public
website
and
really
have
begun
in
training
and
education
in
title
ix
and
then
the
marzano
teacher
evaluation
committee
just
says.
It
says
here
lead
and
organize
a
group
of
teachers
and
administrators
to
assess
our
marzano
evaluation
tool
right
now
and
that
work
is
in
progress
right
now
and
then
explore
academy
staffing.
E
And
then.
Finally,
I
would
end
we
were
able
to
recruit
and
offer
47
long-term
substitute
agreements
for
the
2021
school
year,
and
this
has
really
helped
us
fill
most,
if
not
all,
of
our
absences
and
really
any
absences
due
to
covid
or
regular
illness
or
anything
this
year
where
we
are
just
about
a
hundred
percent.
E
If
not
a
hundred
percent
filled
every
week
as
far
as
what
our
teacher
absences
are
really
to
the
point
now,
where
we
have
a
little
bit
of
flexibility,
because
we're
so
short
on
paraeducator
subbing
that
if
the
necessity
exists
in
a
school
building,
we
can
have
them.
Also,
those
teacher
subs
also
help
fill
there.
A
F
Mr
andering,
I've
got
a
couple
questions
for
you.
First
of
all,
I'm
concerned
about
the
numbers
in
the
column,
with
the
educational
support
resignations
in
the
exit
interviews.
Do
they
give
any
indication
of
why
they're
resigning.
E
F
E
F
A
D
Going
back
to
the
paraeducators,
I
think
qualitatively.
Some
of
the
things
that
we
heard
last
year
were
some
of
the
challenges
in
our
district.
With
that
position
was
peer.
Educators
were
just
one
category
of
position
without
defined
scope
of
work,
so
we
have
since
then
created
different
pathways
for
prayer
educator,
one
two
and
three,
and
then
secondly,
there
weren't
necessarily
leadership
opportunities
or
pipeline
opportunities
for
upward
mobility.
So
since
last
year
we've
also
created
a
lead
para
model.
Would
you
be
able
to
talk
through
some
of
those.
E
Yep
yeah
and
that,
certainly
with
the
lead
para,
each
building
has
a
lead
para,
so
that
is,
as
dr
gandhian
said,
provided
a
little
bit
better
of
a
pathway
to
really
advance
in
your
career
and,
I
think,
stabilize
the
pera
population
at
each
building.
Where
now
that
group
has
a
lead
that
they
can
go
to
that's
responsible
for
some
of
those
onboarding
duties
and
training.
E
A
Other
questions,
I
have
a
couple
questions
doug
under
the
2020
accomplishments.
A
The
bullet
point
that
talks
about
partnering
with
the
village
business
institute,
to
offer
all
district
employees
wellness
sessions,
focusing
on
the
power
of
positivity
the
power
of
gratitude
and
stress
management.
Could
you
speak
to
that?
A
little
bit
more,
I'm
curious
about
the
participation
level
in
that
I
assume
it
wasn't
mandatory
but
offered
as
an
option
and
is
that
something
that
continues
into
the
future.
E
Yep
and
really
where
this
stemmed
is
the
safety
committee
last
year
made
a
recommendation
that
the
district
provide
similar
types
of
professional
development
with
the
village.
We
bought
more
what
I
guess.
I
would
call
service
credits
this
year
for
this
mandatory
wellness
sessions
specific
to
these
three
pieces,
and
I
really
reached
out
to
the
principals-
and
I
said
what
you
know
based
on
the
culture
and
climate
in
your
buildings.
What
should
we
be
offering
out
there?
E
A
E
Absolutely-
and
you
know
it
to
be
quite
honest-
a
lot
a
lot
more
work
needs
to
be
done.
Some
of
the
things
that
we
do
have
in
place.
Every
year
we
have
a
contract
with
diversityjobs.com,
so
they
basically
scrape
our
website
and
then
I
get
a
report
every
month
of
how
many
hits
we
got
out
under
our
website
how
many
times
it's
been
viewed,
I
think
even
some
statistics
of
how
many
applicants
were
driven
there,
so
we
do
try
to
at
least
from
the
recruitment
and
advertising
standpoint
work
with
them.
E
Well,
I
would
say
last
year
actually
and
more
training
definitely
does
need
to
be
due
on
this,
but
the
district
does
have
a
search
committee
manual
and
a
quick
reference
guide
that
my
office
put
together
and
there's
a
section
on
there
on
diversity
and
equity.
So
what
kind
of
questions
do
we
ask?
What
kind
of
screening
process
processes
do
we
use
identifying
biases
and
things
of
that
nature?
So
really?
The
next
part
of
that
is
is
the
global
training
to
anybody.
Having
decision
making
authority
within
the
search
process.
D
How
do
we
start
building
internal
pipelines
as
well
last
year,
dr
gross
and
the
teaching
and
learning
team
started
an
internal
pipeline
process
in
partnership
with
ndsu
and
valley
city
that
tamra
has
taken
over
some
of
that
work
this
year
as
well.
It's
been
a
little
bit
slow
going
this
year
because
it
covered,
but
essentially
what
the
goal
is.
D
It's
a
program
that
we're
calling
future
fargo
for
now
is
an
opportunity
to
identify
high
school,
juniors
and
seniors
are
coming
specifically
from
low
income
backgrounds,
so
not
necessarily
diversity
in
race,
but
in
terms
of
individuals
that
might
want
to
be
able
to
experience
college
and
have
that
opportunity
in
a
guaranteed
job
at
a
reduced
rate.
So
the
way
the
program
would
work
is
that
we
would
identify
juniors
and
seniors
that
would
take
into
ed
classes
their
freshman
and
sorry,
their
junior
and
senior
year
of
high
school
upon
graduation
from
high
school.
D
So
that's
something
kind
of
in
concept
and
development,
we're
working
with
coursework
with
ndsu
for
the
secondary
tide
and
valley
city
for
the
elementary
outside.
But
that's
something
in
the
works.
It's
going
to
be
a
bigger
project
and
we're
hoping
to
get
some
united
way
funding,
potentially
to
provide
scholarships
for
those
students
to
get
through
their
college
as
well.
But
that's
something
that
we
are
working
as
a
longer
term
vision
for
the
district.
G
Is
there
supposed
to
be?
Oh?
No.
I
can
hear
me
okay
feedback.
Is
it
too
close
to
me
now
it's
not
like
the
old
ones,
I'm
not
used
to
this
okay.
Thank
you,
doug.
I
have
a
question
going
back
to
the
exit
interview,
information
that
you
shared
and
some
of
the
things
that
you
have.
Your
team
has
put
in
place
to
sort
of
combine
that
form
and
make
it
more
available
or
more
comprehensive.
G
It
sounds
like,
but,
as
you
mentioned,
you
know,
exit
interviews
can
be
extremely
helpful,
not
only
in
identifying
both
powerful
practices
for
an
organization
but
also
opportunities
for
improvement,
and
so
I
guess
my
question
is
when
you
mentioned
low
participation
rates
in
that,
how
is
it
that
it's
rolled
out
to
individuals
and
are
they
incentivized
in
any
way
or
how
is
that?
How
are
they
encouraged
to
complete
the
information.
E
E
It's
not
used
to
track
any
sort
of
individual
responses,
but
rather
look
at
themes
within
groups
that
administration
can
use
to
make
decisions
to
better
our
culture
and
climate
or
whatever
it
may
be.
So
every
time
we
do
receive
a
resignation
or
retirement.
We
would
plan
on
emailing
that
out
to
that
staff,
member.
D
H
Yes,
I'm
happy
to
report
for
the
first
time
ever
reporting
to
you.
I
we
have
not
had
a
covered
19
instructional
plan
committee
meeting
since
we
last
met,
but
I
did
just
reach
out
to
my
liaison
school
principals
to
get
a
sense
of
how
their
buildings
were
looking
and
feeling
having
all
the
kids
back
full
full-time
first
was
dr
bursh
principal
here
at
south.
I
won't
read
you
the
whole
thing,
but
it
was
very
positive.
He
spoke
a
lot
about
the
positive
energy
back
in
the
building.
H
H
H
H
D
I'll
just
add,
I
think,
because
of
my
schedule
and
legislative
session
a
little
bit,
I
haven't,
had
a
chance
to
visit
campuses,
but
I
do
plan
on
visiting
campuses
and
tamara's
doing
kind
of
equity
walks
which
I'll
which
I'll
be
joining
her
on
this
semester
as
well,
but
in
just
terms
of
meeting
with
principals
and
talking
to
principals,
things
are
going
really
well.
I
think
the
biggest
data
points
that
we
can
look
into
is
our
data,
both
in
terms
of
transmission
rates
that
are
that
are
haven't
skyrocketed
or
that
haven't.
D
D
I
think
also
just
want
to
express
my
gratitude
to
the
board
for
allowing
us
to
invest
in
some
long-term
subs,
but
we
haven't
had
those
critical
shortages
in
staffing
that
you
might
hear
about
in
other
districts
and
to
to
be
honest,
where
we
were,
maybe
in
october
or
even
november
as
well,
and
part
of
that
is
because
of
the
investment
that
we've
made
in
long-term
subs.
So
those
things
are
going
really
well,
but
we'll
continue
to
monitor
and
make
sure
that
we're
working
to
get
kids
the
best
education
we
can
earlier
today
cdc
released.
D
Some
new
guidance
and
java
pediatrics
have
put
out
guidance
this
week
as
well,
just
talking
about
on
a
large
scale.
When
you
look
across
the
nation-
and
you
start
outweighing
the
benefits
and
versus
the
transmission
rates.
It
really
is
benefit
to
kids
to
be
back
in
personal
instruction
and
we're
seeing
that
as
well,
so
extremely
proud
of
all
of
our
staff
and
and
all
of
our
principals
and
teachers
that
have
just
kind
of
taken
it
on
and
making
sure
that
we're
providing
a
safe
environment.
F
My
grandson
returned
to
south
on
the
19th
and
I've
been
quizzing
him
nearly
daily
to
see
how
it's
going
and
he's
really.
You
know,
he's
really
pleased
with
the
way
it's
going.
He
said
I
asked
him
about
mass,
he
said
no
everybody's
wearing
mass.
There
really
hasn't
been
any
issue.
He
did,
however,
mention
lunch.
He
said
the
lunch
lines
are
so
long
that
usually
he
skips
lunch.
He
just
by
the
time
he
gets.
You
know
if
he
were
standing
line.
He
wouldn't
have
time
to
eat.
F
So
apparently
there
have
there's
a
little
bit
has
to
be
worked
out
there
and
I'm
going
to
go
up
to
north
on
monday
and
talk
to
you
know,
watch
lunch
up
there
with
andy
and
see
how
that
goes,
but
he's
very
pleased.
He
participated
in
distance
learning
and
completed
the
courses.
He
said
it
was
extremely
difficult.
He
was
excited
to
get
back
to
school.
D
So
we're
doing
a
wide
variety
of
things,
depending
on
the
level
and
depending
on
the
school
building
as
well,
and
what
we
can
do
to
either
spread
out
students
or
make
sure
that
students
are
staying
with
a
certain
group
of
kids
at
the
lunch
table
if
we
can.
But
we
understand
that
that
is
one
of
the
challenging
areas
that
we
have
to
continue
to
monitor
and
take
a
look
at
additionally,
we
are.
D
I
just
also
wanted
to
say
that
at
the
elementary
level,
we
have
had
a
philosophy,
change
part
of
the
reason
that
you
know
our
teachers
are
now
monitoring
recess.
D
That
is
something
that
we've
asked
our
elementary
teachers
to
do
so
we
don't
have
multiple
groups
out
there
at
the
same
time
and
to
be
able
to
accommodate
for
planning
time-
and
I
know
that's
a
difficult
change
for
our
district
as
well,
but
it's
something
that
we're
extremely
grateful
that
our
teachers
have
taken
on
that
responsibility.
We
have
seen
both
a
a
decrease
in
student
injuries
and
certain
behaviors
with
that
as
well.
D
Dpi
has
also
put
out
some
guidance
saying
that
recess
is
something
that
counts
towards
instructional
time,
with
the
expectation
that
it's
being
monitored
by
teachers
or
administrators
as
well,
so
that
has
been
a
change,
definitely
different
than
a
practice
before,
but
something
that
we
put
in
place
because
of
covet
19
and
the
inability
to
find
noon,
supervisors
or
recess
supervisors,
and
we
are
seeing
benefits
from
that.
So
not
everything
is
kind
of
perfect,
but
as
we
go
and
we
learn,
we
are
going
to
make
those
changes
accordingly.
H
That
actually
was
a
lot
of
what
I
was
going
to
say.
So
I
guess
I'll
just
add.
Thank
you
for
sharing
that
david
as
a
parent
in
this
district
as
well.
I
think
we
were
all
kind
of
waiting
for
that
that
first
week
that
they
were
all
back,
and
I
was
very
pleased
I
have
children
at
discovery
and
centennial
and
there
were
zero
cases
in
both
buildings
having
all
kids
back.
So
it
was
nice
to
get
those
emails.
B
Robin
where
do
you
start
everything
is
moving
so
very
quickly.
I
spend
a
lot
of
my
day
monitoring
bills,
a
little
report
that
I
that
I
put
together
that
I
was
going
to
report
on
later,
but
I
guess
I
will
right
now-
government
affairs,
legislative
committee,
that's
what
we're
working
on
we
did
meet
on
the
15th.
B
We
determined
the
date
for
the
pre-crossover
meeting.
It
will
be
a
virtual
meeting
on
february
23rd,
it's
7
00!
Am
we
want
to
keep
it
at
a
half
an
hour,
so
our
audience
members
will
stay
more
to
come
on
that.
But
if
you
hold
that
date,
we'd
appreciate
it.
The
next
gak
meeting
well
get
next
gap.
Meeting
is
february
19th,
but
we've
been
busy.
B
You
know
everything
happens
so
quickly.
It
happens
by
the
minute.
I
will
say
that
we've
been
several
weekly
legislative
meetings
throughout
the
last
pr
prior,
I'm
sorry
after
the
last
board
meeting
daily
communication
with
legislators
with
texts
and
emails,
I've
been
watching
a
lot
and
following
a
lot
of
bill,
testimony
helping
coordinate,
written
and
oral
testimony.
D
D
D
D
Missy
is
signing
off
on
the
testimony
to
regarding
allocations
for
therapeutic
services
and
what
we
can
do
because
of
a
program
that
we're
using
for
targeted
case
management
at
jefferson
as
well.
I
know
that
robin's
going
to
be
testifying
on
patriotic
societies
and
the
impact
on
curriculums
when
they're
allowed
to
go
into
instructional
time
as
well.
So
just
want
to
express
my
gratitude
to
the
wide
variety
of
staff
members
that
have
engaged
in
fargo
public
schools,
but
it
is
busy
as
we
know,
so
we
continue
we
plan
to
continue
being
busy.
B
A
C
A
I
Basically,
just
have
one
thing
and
I
attended
a
gac
meeting
was
that
last
friday
or
the
friday
before
it
was
something
like
that,
but
that
was
the
meeting
and
I
believe
we
have
a
planning
meeting
this
friday.
So
that's.
B
B
Businesses
and
internships
and
job
shadows
so
we'll
see
where
that
goes
contacted
all
of
my
schools,
the
first
school
I'll
be
in
on
thursday
is
a
davies
and
principal
cody
said
you
got
to
come
and
see
how
we're
running
lunch.
So
I
I
am
interested
to
see
how
that
will
work
as
well.
Our
daughter
also
goes
to
fargo
south
and-
and
I
talked
to
my
boys
and
girls
club
teen
club.
B
They
are
all
very
excited
to
be
back
in
school,
and
so
it's
it's
kind
of
a
exciting
time,
but
also
kind
of
a
kind
of
an
interesting
time.
But
I
appreciate
that
they
are
back
in
school.
C
G
G
We
had
a
great
group
and
a
lot
of
good
comments
and
feedback
came
from
that
as
well,
and
I
I
really
appreciated
how
smoothly
smooth
and
seamlessly
the
it
department
put
that
together
for
our
groups
to
be
able
to
go
in,
and
out
of
that
was
at
least
in
my
group.
We
had
no
hiccups,
so
that
was
fantastic.
Thank
you.
So
I
thought
that
went
well.
We
had
very
good
conversation,
just
as
we
do
you
know
in
a
face-to-face
setting.
So
thank
you
for
that
and
then
planning
coming
up
on
friday.
J
You
jennifer
nikki,
I
too
attended
the
state
of
the
schools.
Had
a
great
group
and
everything
worked
seamlessly.
We
had
fantastic
conversation.
E
J
J
K
Did
my
first
state
of
the
schools
focus
group,
and
I
know
that
we
would
have
liked.
Everybody
would
like
to
seen
the
numbers
be
a
little
bit
higher
in
attendance,
but
I
would
say
that
the
quality
of
the
engagement
and
the
conversation
definitely
outweighed
the
lack
of
numbers,
so
that
was
pretty
good.
H
I
too
was
part
of
the
state
of
the
school's
address
I'll,
just
echo
everyone's
sentiments.
It
was
a
good,
a
good
fun
time
doing
that.
The
first
time
I
also
attended
gak
on
january
15th
on
the
18th.
I
did
an
interview
until
heitkamp
on
his
show
down
the
road
regarding
two
specific
bills
regarding
vaccinations,
particularly
1320
was
regarding
vaccinations
in
schools.
H
19Th
week,
communication
advocacy
and
engagement
committee
meeting
on
january
20th,
I
did
attend
the
ndsba
launch
and
learn
in
regards
to
federal
stimulus
packages.
It
was
really
interesting
to
learn
the
second
and
potentially
third
round
of
federal
funding
coming
our
way
and
how
that's
going
to
roll
out
in
our
state.
H
Just
today
I
answered
some
questions
from
reporter
chris
hagan
regarding
covet
data
in
our
schools
and
possibly
student
testing
in
our
district
and
then
just
for
fun.
My
daughter
who's,
a
fifth
grader
at
centennial,
was
selected
to
serve
on
kristin,
basler's
state
superintendent
cabinet,
it's
an
18-month
term
and
she
has
meetings
at
the
state
capitol
every
three
months
they
advise
on
what's
going
well
and
what
students
need
to
help
improve
an
education
across
our
state.
So
I'm
really
excited
about
that.
H
If
you
guys
have
any
pressing
issues,
let
me
know,
and
then
I
was
appointed
to
the
north
dakota
department
of
health,
bu
advisory
board,
that'll
be
a
two-year
term
and
we
basically
form
community
partnerships
and
provide
health
related
recommendations
to
the
department
of
health
about
that
population.
I'm
very
excited
about
that
as
well.
A
A
So
our
conversation
was
extremely
valuable
in
our
group
as
well,
and
it
was
especially
fun
for
me
I'll,
say,
because
former
board
member
dinah
goldenberg,
who
now
lives
in
nevada,
signed
up
to
participate,
and
so
we
we
had
a
good
time.
So,
thanks
again
to
everyone
involved
in
that,
the
native
american
commission
meets
february
4th
I'm
hoping
that
either
at
that
meeting
or
the
march
meeting
there
will
be
a
presentation
where
dr
excuse
me,
mr
burkman
and
melody
stabner
will
help
provide
a
little
bit
of
an
update.
A
As
far
as,
what's
going
on
with
the
plans
for
the
naming
of
which
will
be
dakota
high
school
and
where
they've
both
said
that
they
are
willing
to
participate
and
provide
that
update,
so
I'm
just
working
to
get
that
set
up
either
for
february
or
march,
there
was
an
article
that
I
wrote
that
was
centered
around
the
governance
committee
that
came
out
in
both
journey
and
school
talk
last
week,
and
I
want
to
share
that
from
my
family's
standpoint.
A
My
two
girls
that
are
at
at
north
juniors
are
having
a
nice
time
back
at
school,
but
the
challenge
that
we're
having
is
with
the
dog
that
we
have
at
home.
He
is
a
dog
that
his
name
is
harrison
and
we
are
training
him.
Actually,
my
one
daughter
sophia
is
training
him
through
an
organization
called
canine
companions
for
independence,
and
the
toughest
thing
has
been
is
that
she
has
not
been
around
for
him
and
when
she
came
home
from
school
today
he
was
right
up
next
to
her,
and
she
said.