►
From YouTube: School Board Meeting October 11, 2022
Description
Fargo Public Schools - Board of Education Meeting - Live Broadcast - October 11, 2022
A
Evening
it
is
5
30,
so
I
will
call
this
meeting
to
order
in
the
absence
physical
absence
of
our
board
president
and
our
vice
chair
not
being
able
to
join
us
today,
we'll
start
today
by
I'll
do
a
call
for
nominations
for
the
election
of
a
presiding
officer
to
present
over
this
meeting,
Jim.
A
C
C
Thank
you.
Everybody
I
need
to
apologize
for
my
voice.
Apparently
it
is
now
common
to
have
a
sinus
infection
after
you
have
covid,
but
I
am
I,
am
not
contagious.
So
we'll
move
forward
with
that
I
will
look
for
approval
of
the
agenda.
Jim.
B
C
Opposed
any
opposed
no
motion
carries.
The
next
item
is
recognition
of
audience.
We
do
have
two
members
of
the
audience
that
have
signed
up
to
speak
to
the
board.
Tonight.
I
will
read
this
statement
at
this
time.
The
board
will
hear
comments
from
the
public.
We
ask
that
each
speaker
who
has
signed
up
to
address
the
board
State
their
name
and
home
school
district
for
the
record
speakers
must
refrain
from
using
this
form
to
criticize
or
complain
about
a
specific
employee
or
student
by
name.
Virgo
excuse
me
vulgar
or
profane
language
will
not
be
tolerated.
C
The
board
is
interested
in
your
comments
and
will
listen
carefully,
but
is
not
obligated
to
respond
to
or
debate
issues
in
this
form.
Should
you
desire
a
written
response
to
a
specific
question.
You
may
request
it
this
evening.
Each
speaker
will
be
allotted
a
maximum
of
five
minutes
upon
conclusion
of
the
allotted
time.
A
time
will
sound.
E
E
It's
kind
of
nerve-wracking
no
way
so
I'm
Alexa,
Vian
I've
worked
for
South
High
for
seven
years,
and
I
work
in
I've
done
grounds,
work
and
work
out
to
what
doing
event,
staffing
and
stuff
in
the
summer
and
I
was
encouraged
to
come
to
you
this
evening
to
let
you
know
of
a
issue
that
I
have
had
talked
about
for
the
four
years:
I
have
worked
Summers
and
that
I
am
a
year-round
employee,
but
I
get
treated
as
a
nine
month
employee
and
then
a
three-month
employee.
E
So
in
the
summer
my
nothing
goes
to
like
I.
Don't
know
why
I'm
shaking
so
sorry
about
that,
like
nothing
goes
towards
my
North
Dakota
purse,
I,
don't
get
personal
time!
I'm!
Sorry
I've
been
fighting
this
for
four
years:
I
don't
get
any
PTO
or
anything
like
that,
and
I
feel,
like
I'm,
almost
forced
to
look
elsewhere
for
employment,
because
I
just
don't
feel
like
I'm
valued
as
a
year-round
inflate
like
I
shouldn't.
E
So
I
just
would
like
frequently
yeah.
C
Thank
you
so
much
Alexa,
no,
no
worries
no
worries.
We
appreciate
you.
Thank
you.
Next
speaker
is
Devin
stachinski.
F
Devin
stachinski
HMR
I'm,
going
to
say
I'm
absolutely
elated
for
Anne-Marie
to
be
back
tonight,
because
I
have
to
request
a
record
correction
for
the
minutes
from
last
meeting.
It
says
that
all
I
asked
questions
about
was
the
check
register
and
I
asked
a
lot
more
questions
than
that.
So
if
that
could
be
updated,
that
would
be
fantastic.
F
F
F
Tracy
said
it
was
appropriate
for
the
planning
committee
to
act
and
add
that,
in
between
the
two
readings,
I
would
disagree,
because
the
intent
of
a
first
reading
is
to
inform
the
public
of
everything
that's
going
on.
So
if
you
are
to
make
a
major
change
like
that,
it
would
require,
by
Roberts
to
go
back
to
being
a
first
reading
and
you
would
have
another
first
reading
and
then
go
from
there
to
allow
for
public
comment
for
all
the
new
information.
F
As
far
as
the
question
about
at
South
High,
where
the
district
changed
the
name
of
a
student
in
PowerSchool
without
the
parents,
knowledge
I
did
not
ask
about
the
student
specifically
so
I,
don't
think.
Ferpa
applies
here
as
Tracy
says,
because
I
asked
about
District
policy
on
whether
the
district
deems
it
appropriate
to
change
the
name
of
a
student
in
the
computer
system.
Without
the
parents,
knowledge
I
didn't
ask
anything
about
the
student
specifically
I
asked
about
District
policy
and
something
else
that
got
brought
to
my
attention.
F
That
was
a
real
head
scratcher
and
this
has
to
do
with
updating
the
language
in
the
policies
specifically
AP
5256
staff,
student
relations.
F
It
reads
very
much
as
though
the
district
will
look
into
it
and
basically
try
to
keep
it
under
wraps
until
they
would
need
to
involve
authorities.
But
if
there's
gross
misconduct
between
staff
and
a
student,
wouldn't
you
want
to
notify
authorities
also
right
away
so
that
they
can
get
their
investigation
underway.
It's
just
how
it
reads:
I,
don't
know
if
it
just
needs
some
rewording
or
what
the
actual
intent
is.
As
it
reads
now,
it
reads
that
that
Fargo
School
District,
wants
to
investigate
before
fronting
this
information
to
authorities.
A
Foreign,
thank
you
on
an
annual
basis.
We
update
our
administrative
policies
and
we
provide
the
board
with
an
update
of
what
we
do
in
just
in
this
board.
Memo
format,
so
I'm,
going
to
address
a
few
things
today
and
I
know
that
the
boards
have
heard
some
of
the
things
about
the
removal
of
some
policies
as
well.
That
I
just
want
to
be
able
to
cover
as
well.
First
and
foremost,
we
just
as
a
reminder
to
the
board,
we
have
several
administrative
policies
that
we
utilize
within
our
organization.
A
Our
process
is
that
every
summer
we
divide
up
a
set,
maybe
one-fourth
of
those
policies
altogether
on
a
rotation
basis
and
give
them
to
the
appropriate
Department,
leads
and
or
cabinet
members
to
look
at
them,
make
the
suggested
changes
and
then
cabinet
will
review
them
and
update
them
and
then
bring
to
the
board.
So
today
might
be
me
playing
a
little
bit
of
a
point
guard
if
there's
questions
regarding
a
specific
policy
that
I
might
point
to
the
appropriate
cabinet
member
to
be
able
to
handle
those
questions
as
well.
A
We
do
make
sure
that
all
of
our
policies
now
well-
or
at
least
we
started
this
a
couple
years
ago.
The
goal
is
to
make
sure
that
all
of
our
policies
are
reviewed,
at
least
once
every
four
years,
so
that's
kind
of
the
rotation
that
the
policies
are
on.
So
what
are
the
pieces
that
we
started
that
is
covered
in
the
board?
A
Memo
is
that
for
most
of
our
policies
as
we
go
through
this
cycle,
we
are
updating
them
for
pronoun
usage
and
looking
at
those
pieces
as
well
looking
at
grammatical
mistakes
or
just
other
things
that
need
to
be
changed
with
changes
in
legislation
and
Century
code,
so
those
pieces
are
covered
and
I
will.
The
only
piece
that
I
will
talk
a
little
bit
about
is
the
removal
of
the
midriff
term.
That
was
in
the
dress
code
policy.
The
dress
code
policy
was
actually
comprehensively
Revisited
at
the
2019
state
of
the
school's
address.
A
This
was
really
brought
to
us
through
some
students
and
parents
and
Community
stakeholder
concerns
that
started
the
conversation
about
Fargo
Public
Schools,
dress
code.
At
that
time,
one
of
the
pieces,
the
main
the
spirit
of
what
started
the
change,
was
really
around
the
ownership
of
maybe
what
some
would
be
considered
distraction
and
the
subjectivity
around
the
term
distraction
because
of
dress
code
and
how
that
might
favor
one
gender
over
another
gender
as
well,
and
that
really
led
to
a
pretty
comprehensive
process
that
we
went
through
updating
our
policies.
A
So
we
had
that
first
Year's
group
of
superintendent
student
cabinet
that
helped
us
develop
the
policy
and
work
with
them
both
before
and
after
our
state
of
the
school's
address
where
we
went
and
got
feedback
from
teachers,
administrators
parents
as
well
through
multiple
principles
meetings.
And
then
we
finished
up
with
that
student
group
as
well,
and
then
the
following
year.
The
second
group
of
superintendent
students
luncheon,
which
are
a
group
of
high
school
kids
that
we
meet
with
cabinet,
meets
with
on
a
quarterly
basis.
They
provided
some
additional
feedback
as
well.
A
The
conversation
with
the
term
midriff
and
removing
it
in
that
was
actually
brought
up
in
the
original
feedback,
and
it
was
part
of
one
of
the
model
or
several
model
policies
that
we
were
looking
at
at
that
time.
There
just
wasn't
at
that
point.
We
didn't
know
what
we
didn't
know
in
our
principles
and
our
administrators
had
kind
of
decided.
Let's
keep
that
term
in
in
the
policy.
A
Since
that
time,
we've
had
multiple
conversations
based
on
just
what
what's
happening
in
the
buildings,
conversations
with
students,
staff
and
so
forth
as
well,
and
it
was
brought
up
again
through
our
Administration,
maybe
it's
time
to
revisit,
taking
that
out
and
going
back
to
the
original
Spirit
of
that
policy.
So
that's
how
that
policy
was
updated
as
well.
A
I
will
go
to
just
the
removal
of
some
policies
as
well,
almost
always
we're
adding
policy.
So
if
there
is
an
opportunity
to
remove
some
policies,
we
try
to
take
advantage
of
that
as
well.
The
duties
of
teachers
policy
is
is
solely
because
the
duties
of
teachers
are
outlined
in
the
the
negotiated
agreement.
It
would
be
duplicative
to
have
it
in
policy.
It's
also
not
a
policy.
A
We've
done
the
same
thing
with
the
role
of
Administrators
I
think
there
was
a
superintendent
job
description
too
at
one
point,
so
there's
some
things
that
were
maybe
just
pieces
of
information,
but
they're,
not
policy.
So
that's
why
those
are
taken
out
the
piece
of
feedback
that
I
believe
that
the
board
is
heard
on
is
the
resolution
of
complaints
policy,
AP
5220.
A
The
reason
that
policy
was
taken
away
is
because
that
policy
provided
a
process
and
procedure
for
complaint
resolutions
that
was
directly
in
conflict
with
the
same
or
other
processes
and
procedures
that
we
have
for
resolving
things
specific
to
the
nature
of
what
that
may
be
at
that
time.
So,
for
example,
when
this
policy
was
originally
created,
we
probably
did
not
have
state
or
federally
dictated
rules
around
the
procedure
and
policies
that
we
follow
for
bullying.
What
we
follow
for
harassment.
Will
we
follow
for
Title
IX?
A
What
we
follow
for
different
components
of
employee
rights
that
are
that
are
protected,
so
we
now
have
several
different
policies
or
procedures
for
complaint
resolution
and
complaint
submission
embedded
in
several
other
policies
so
from
the
history
that
is
on
our
cabinet
team
and
I
won't
mention
who
those
in
individuals
are.
We
only
know
of
this
policy
being
utilized
twice
in
the
last
11
years.
A
Both
times
were
with
the
same
set
of
facts
and
that
time
that
this
policy
was
utilized,
those
same
set
of
facts
were
also
being
utilized
for
one
or
two
other
processes
for
complaint
resolution,
so
that
which
are
already
embedded,
whether
it's
a
contractual
grievance
process
or
whether
it's
a
policy
on
harassment
or
policy
on
bullying.
So
what
it
did.
It
created
a
basically
created
three
different
Avenues
of
investigation
and
Reporting
and
conflicting
processes
that
we
needed
as
well.
So
we
we
looked
at
whether
or
not
this
policy
was
necessary
or
not
it
wasn't.
A
A
This
policy
goes
against
a
culture
that
we
wanted
to
create
within
our
organization,
which
is
make
sure
that
we
allow
staff
to
talk
to
their
supervisors
directly
right.
Go
talk
to
if
there's
a
concern
about
something
in
the
organization
follow
the
chain
of
command
in
the
organization,
and
if
the
concern
is
with
the
supervisor,
then
go
to
the
next
level,
we
don't
want
to
create
an
outside
Avenue
to
allow
staff
not
to
be
able
to
build
that
sense
of
comfort.
A
If
we
really
want
to
protect
the
employees
rights
and
then
give
voice
to
our
employees,
then
we
want
them
to
be
able
to
work
directly
with
their
supervisors
to
make
sure
that
there
is
a
resolution
to
any
complaints
that
they
have
and
be
able
to
address
that
in
that
manner,
and
in
that
way,
I
think
one
of
the
concerns
that
that
the
board
may
hear
is
or
that
it
should
be
shared
with
me
as
well.
A
Is
that
what
if
staff
want
to
report
a
violation
of
policy
or
they
feel
that
something
hasn't
been
done,
the
right
way
and
they
keep
going
up
to
the
chain
of
command
and
I?
Think
maybe
that's
where
there
might
be
two
different
viewpoints?
It
would
be
our
Viewpoint
as
Administration
that
the
administration
of
policy
and
how
to
respond
to
the
lack
of
enforcement
of
a
policy
is
a
function
of
administration
and
that's
why
we
have
a
chain
of
command
and
a
hierarchy
within
our
organization.
A
So
the
staff
member,
the
biggest
priority,
is
making
sure
that
the
rights
of
any
employee
are
protected
and
if
their
rights
are
infringed
upon
because
of
a
policy
violation,
then
the
next
level
supervisor
should
be
able
to
fix
that
and
if
the
next
level
supervisor
can't
fix
that,
then
you
go
to
the
next
level
all
the
way
up
to
the
board
as
well
and
I.
We
are
governed
by
policy
governance,
so
I,
don't
think
this
board
should
tolerate
a
consistent
repetitive
violation
of
policies.
That's
intentional
and
administrator.
A
So
there's
always
going
to
be
disagreements
on
whether
or
not
the
resolution
is
appropriate
or
not.
However,
at
the
same
point,
who
is
a
person
that
dictates
or
monitors
the
enforcement
of
a
policy
or
not
should
sit
with
the
administration,
because
that's
the
structure
that
our
organization
functions
under
as
well?
A
C
D
A
G
Thank
you
for
the
explanation,
I
and
I
understand
this
is
if
they're
already
in
effect,
then
I
I'm,
just
kind
of
maybe
saying
this
going
forward
when
I
looked
at
the
language
in
this
policy
and
then
compared
it
with
some
of
the
other
complaint
policies,
this
this
provided
the
broadest
protection
I,
don't
think
there
was
any
other
language
talking
about
an
injury
or
inconvenience
because
of
a
violation
in
any
of
the
policies.
So
I
was
just
concerned
that
this
was
even
though
there
are
other
grievance
procedures
and
avenues.
G
This
was
taking
away
a
really
broad
one,
so
I
just
wanted
to
share
that
publicly.
G
I
I,
don't
know
that
simply
missed
like
not
using
a
policy
is
a
reason
for
eliminating
it.
But
I
I
appreciate
your
explanation.
A
Thank
you,
I
think.
I
would
wholeheartedly
agree
with
your
statements.
Well
on
the
injury
one.
We
have
wsip
and
pieces
of
that
for
staff
injuries
and,
if
there's
a
complaint
as
a
result
of
a
if
it's
a
student
action,
then
there's
student
Behavior
reporting
forms.
If
the
injury
is
a
result
of
another
staff
action,
then
there's
in
play,
conduct
and
things
of
that
nature
as
well.
I
agree
that
this
one
had
the
biggest
broadest
interpretation
and
I.
A
Think
inconvenience
is
a
broad
term,
and
that
is
one
of
the
reasons
that
we
would
actually
propose
not
having
that,
because
that's
a
subjective
standard
in
terms
of
inconvenience,
and
it's
not
that
you
have
been
inconvenienced
because
of
a
policy
violation.
So
it
shouldn't
be
addressed
it's
more
of
what
is
the
nature
of
that
inconvenience
and
what
is
a
policy
violation?
How
has
it
been
addressed
and
go
directly
to
the
supervisor
or
what
the
piece
is
in
turn?
A
I
think.
The
difference
here
is
just
going
to
be
as
simple
as
operating
from
a
deficit
mindset
or
not
right.
I
think
I
want
to
create
a
culture
within
our
organization
where
employees
don't
have
to
work
to
say
that
if
it's
not
there
in
writing,
then
they
can't
address
issues
with
their
staff,
because
we
do
and
creating
a
policy
that
just
says
here's
a
complaint
about
any
complaint
that
we
have,
and
these
are
the
resolution,
steps
that
we
do.
A
It
creates
a
bigger
distrust,
because
what
this
policy
did
was
allow
the
complainant
to
provide
what
their
desired
resolution
is.
So,
let's
say
I
feel,
like
my
boss
violated
this
policy.
Well,
without
this
policy,
you
go
to
that
Boston
supervisor
that
boss
may
have
the
appropriate
conversation
or
take
the
appropriate
consequence
with
that
employee.
A
In
the
previous
process,
an
employee
says
I
feel,
like
my
boss,
validated
this
policy
I'm
going
to
fill
this
out
and
they're
going
to
fill
out
this
form,
instead
of
going
to
that
second
person
chain
of
command.
But
then
they
also
get
to
write
here's
the
remedies
that
I
want
right
and
now,
if
the
remedies
that
you
want,
that's
really
a
managerial
function
right,
that's
why
we
have
a
supervisor
to
that
boss.
Now,
if
you're
not
getting
those
remedies
that
you
want,
but
it
has
been
addressed
in
a
different
manner.
A
You
have
an
employee,
that's
further
disenfranchised,
because
they're
now
going
to
say
that
I
went
through
this
process
and
I
didn't
hear
what
I
want
or
I
didn't
get.
What
I
wanted
as
well.
So
I
think
the
Nuance
here
really
is
in
terms
of
whose
function
is
it
to
oversee
the
implementation
of
a
policy
for
a
supervisor
and
at
what
structure
do
we
want
to
create
within
our
Organization?
A
For
that
conversation
to
happen,
keeping
this
policy
is
not
gonna
like
we
could
keep
this
policy
and
no
skin
off
my
back
right
and
we
can
keep
the
policy
we
can
even
put
in
a
policy
that
this.
You
can't
use
this
policy
in
violation
with
in
conjunction
with
something
else.
But
then
what
is
that
message
that
we're
sending
to
our
administrators
within
our
organization?
What
is
the
purpose
of
having
even
a
hierarchical
structure
at
that
point,
because
this
policy
then
ultimately
does
come
up
to
the
board
level?
A
So
if
you
have
four
layers
of
Administrators
that
say
based
on
our
professional
expertise
there,
this
has
been
handled
appropriately
or
there
was
no
policy
violation,
even
though
the
complainant
thinks
so.
Is
it
then,
okay
for
the
board
to
then
get
into
that
function
of
administration
on
that
personnel
management
as
well?
So
those
are
the
pieces
of
the
conversation.
It's
really
just
a
structure
that
we
want
to
have
again.
A
It's
probably
spending
a
lot
more
time
on
the
conversation
and
the
explanation
because
of
the
concern
that
was
shared
versus
my
personal
feeling
about
whether
or
not
we
need
to
find
a
way
to
keep
it
if
that
was
what
we
had
to
do,
but
we
would
never
ever
have
something
that
we
thought
we
took
away
an
employee's
right
in
this
organization.
We
want
to
actually
Empower
employees
to
be
able
to
speak
directly
and
address
concerns
that
they
have.
H
I
was
going
to
just
be
quiet
and
listen
up
everything
that
you
just
mentioned,
and
you
prescribe
a
very
very
accurately
and
just
like
Melissa
mentioned
to
us,
while
my
my
question
is
before
it's
before
this
policy
was
emailed
to
us
by
FEA.
H
A
Thank
you
for
the
question.
I
think
the
irony
is
I
think
that's
one
of
the
reasons
that
we
would
propose
individuals
who
just
pick
up
the
phone
and
have
that
conversation
too.
We
had
an
email
scheduled
with
FEA
or
a
meeting
scheduled
with
FEA
already
around
their
inquiries.
A
For
this,
that
was
one
of
the
agenda
items
that
was
stated
ahead
of
time,
but
they
sent
the
email
with
their
feedback
and
their
interpretation
of
what
my
actions
represented
prior
to
even
coming
to
that
meeting
and
asking
me
so
I
did
share
that
feedback
with
them
as
well.
Is
that
part
of
the
problem
that
we're
trying
to
solve?
Is
this
failure
to
or
avoidance
of
just
talking
to
an
individual,
that's
directly
involved
in
the
situation
and
then
making
a
broad-based
claim?
C
C
I
Our
conferences
are
in
full
swing,
so
I
know
Middle
School
is
tonight
and
Elementary
is
coming
up
this
week
and
Dr
Gandhi
and
I
have
started
our
building
visits,
and
so
we've
gotten
to
I
believe
four
already
this
past
week,
and
so
we
walk
around
and
we
get
to
meet
with
building
reps
teachers,
esps
and
administrators,
and
just
get
to
see
teachers
doing
what
they
do
and
all
the
rest
of
the
staff
and
all
the
help
that
they
do.
I
So
it's
been
really
good
and
happy
that
our
training
is
finalized
for
our
mou
is
completed
and
then
just
to
address
the
policy.
We
as
FDA
really
believe
it's
necessary
for
this
clear
process
to
exist
and
that
staff
members
can
express
complaints
about
application
of
policies
to
keep
our
schools
positive.
I
This
policy
is
used
to
provide
that
clear
process
and
our
superintendents
have
reviewed
this
several
years
and
came
to
the
consensus
that
it
was
working
and
so
I
guess
I
feel
that
by
removing
it
is
not
a
good
plan,
it's
it's
my
hope,
as
well
as
Dr
Gandhi's,
that
staff
come
to
their
administrators,
but
we
do
know
that
does
not
always
happen.
Sometimes
people
are
afraid.
I
Sometimes
they
just
don't
have
the
confidence
of
how
to
word
what
they
want
to
have
happen,
and
so
this
is
a
process
that
is
helpful
if
it
is
not
working
out
with
their
administrator
I
hope.
You
understand
that
this
is
a
Monumental
change
and
it's
deserving
of
your
discussion
and
attention
to
that
matter.
So
thank
you.
C
Thank
you
Kim
next,
next
agenda
item
is
the
superintendent
report
Dr
nandy.
A
No
no
items
at
this
time.
H
B
C
C
Okay,
looking
for
a
second
second,
it,
okay
name,
all.
Second,
we
don't
need
a
roll
call
votes.
So
all
those
in
favor,
please
vote
by
saying.
Yes,
yes,
any
opposed.
No
okay,
we
will
go
into
executive
session
audience
members.
Please
give
us
a
few
minutes,
and
while
we
resituate
ourselves,
this
is
a
executive
session
that
is
private
amongst
board
members
and
administrators.
We
will
let
you
know
when
we
re-emerge
from
the
executive
session.
Robin
will
adjourn
to
upstairs.
Oh
we're
going
upstairs.
Apparently
so
you
can
stay
here.
C
Back
to
this
regular
session
of
the
Board
of
Education
meeting,
the
next
item
on
the
agenda
is
board
reports.
So
item
9A
committee
liaison
and
correspondence
reports
I
think
this
evening.
Let's
give
Tracy
the
for
the
first
round
since
she's,
typically
the
last
as
board
president
Tracy,
do
you
have
anything
to
report.
J
Sure,
thank
you
not
a
whole
lot,
since
we
last
met
Kim
Rieger
and
I
met
on
September
28th
and
had
a
really
good
meeting
and
discussion.
I
attended,
Davey's
Cabaret
night,
which
was
a
lot
of
fun.
J
The
past,
like
four
days
the
seventh
through
just
just
now,
I've
been
in
California
at
the
National
Conference
on
the
Council
of
school
health
and
learned
a
lot
and
I've
been
asked
to
serve
on
the
human
capital
officer
interview
committee,
which
I
think
we're
sorting
out
the
details
a
little
bit
on
that.
But
those
interviews
start
on
October
17th.
Thank
you.
C
Thank
you
Tracy.
Let's
start
with
Melissa
on
this
side
of
the.
G
Sure
I
don't
have
a
whole
lot.
Last
night,
Nikki
and
I
attended
the
Fargo
Public
Schools
powwow,
which
was
a
really
incredible
experience
and
we
were
invited
to
come
down
to
the
Florida,
so
that
was
really
an
honor
and
then
I
went
to
Ben
Franklin's
Law
and
Order
fairy
tale
unit
play
last
Friday,
which
was
a
really
really
fantastic,
show
and
then
got
to
watch
the
Spartans
win.
G
The
EDC
cross
country
meet
over
the
weekend,
yay,
which
was
really
exciting
other
than
that
I've
reached
out
to
my
liaison
schools
as
sort
of
a
month
and
a
half
in
check-in
and
then
I'm
just
gearing
up
for
committee
week
or
committee
work.
We
did
governmental
Affairs
last
week
and
then
getting
forward
to
Community
engagement
on
Friday
morning,
bright
and
early.
So
that's
about
all
I
have
very
good.
Thank
you.
H
Thank
you,
so
I
attended
the
governmental
affair
with
with
Melissa
and
then
I
also
did
my
volunteer
work
as
I
normally
do
with
sauce
High
they're,
amazing
kids.
They
are
getting
to
know
me
a
bit
more
they're
warming
up
and
they
cracked
yolks.
So
it's
so
funny,
but
I
love
it
and
then
I
reach
out
to
my
to
my
school
liaison
Laurie.
H
So
I
went
to
I,
surprised,
I'm
kind
of
let's
just
say
so,
and
then
I
I
got
sambusa
again
and
when
I
got
there,
they're
like
oh
my
God,
my
God
I'm
back
yay,
so
I
was
really
and
then
what
she
did
was
then
I
when
I
first
went
over
there.
She
just
walked
me
around
because
there
were
no
children.
This
time
around
I
decided
that
I
she
showed
me
around.
The
kids
and
I
went
to
every
classroom,
and
then
there
was
a
music
room.
H
Then
the
kid
was
singing
and
then
the
teacher
said:
hey
you,
two
lady
over
there
sit
down
so
I
sat
down
with
the
kids
too
as
well,
but
then
after
that,
then
he
kind
of
apologized.
I
said,
what
are
you
applying
to
apologizing
for
he's
like
I
was
talking
about
the
kids.
I
was
not
talking
about
you,
but
I
enjoyed
it
and
then,
after
that,
like
on
Monday
yesterday,
I
attended
my
first
time
for
PTA
because
they
invited
me
so
I
show
up
for
the
PTA
meeting
was
very
interesting.
H
C
You
thank
you.
Jim
go
ahead.
B
Sec
has
been
immersed
in
a
strategic
planning
process.
We
actually
hired
our
former
superintendent
Dr
Schatz
to
lead
it
so
I've
had
a
couple
of
those
meetings.
I
think
we're
getting
closer
to
maybe
having
a
new
strategic
plan
for
the
scec
I.
Think
that's
it
since
the
last
board
meeting
well
I
was
a
visitor
at
gak.
Thank
you
for
letting
me
crash
your
party.
C
D
Thank
you
attendant
Davies
conferences
last
week,
really
like
that.
We've
now
switched
back
from
virtual
to
in
person,
so
it
was
all
in
the
gym
got
to
visit
with
several
teachers,
my
kids
teachers
and
others.
So
that
was
awesome,
Discovery
conferences,
Thursday
now
the
one
was
tonight,
so
we're
going
to
go.
Thursday
and
looking
forward
to
that
yesterday
was
amazing.
D
We
went
to
the
the
powwow
for
indigenous
people's
day
and
I
tried
a
Facebook
post
and
it
died
so
I'm
going
to
try
another
one
again,
because
there's
not
real
good
reception
in
that
school.
So
I
will
try
that
again,
but
it
was
amazing.
I
stayed
almost
for
the
full
full
thing,
I
left
shortly
after
eight
and
thoroughly
enjoyed
every
minute
of
it.
D
K
K
A
quiet
couple
of
weeks,
like
other
people
had
mentioned
I,
was
at
government
Affairs
meeting
cea
coming
up
and
I'm
actually
helping
with
a
book
fair
on
Monday,
so
excited
about
that.
D
Go
ahead,
yeah
if
I
may
add
I
wanted
to
say
as
well
that
at
the
powwow
last
night
our
Junior
ROTC
Junior
ROTC
anyway,
they
opened
the
event
which
was
really
wonderful
to
have
the
presentation
of
the
colors
and
to
have
them
be
a
participant
in
it.
Absolutely.
C
Like
you
for
mentioning
that
what
I
have
to
report
is
the
governmental
Affairs
committee
met,
as
mentioned,
we
had
a
very
productive
meeting.
We
will.
We
are
working
on
our
legislative
priorities
document
this.
This
will
come
to
the
board
we're
going
to
feed
it
through
governance
committee
first
for
board
approval.
Eventually,
some
of
the
key
areas
we
expect
to
focus
on
are
behavioral
health,
special
education
and
English
Learners,
of
course,
funding
and
inflation
and
remaining
competitive
and
keeping
the
districts
whole
with
proposed
funding
bills.
C
We
are
working
on
a
information
session
for
our
elected
legislators
on
November
17th
at
7,
30
A.M,
there's
some
planning
that
goes
into
that
and,
of
course
we
can't
buy
them
breakfast
or
anything.
So
if
somebody
wants
to
donate
Donuts
or
something
yummy
you're
welcome
to
do
that
individually
and
then
we
just
talked
about
some
of
the
the
Committees
that
we
will
monitor
during
the
session.
C
So
we're
gearing
up,
and
the
next
committee
meeting
is
November
1st
at
7
30
a.m,
with
that
I
also
visited
Longfellow
and
Hawthorne
and
I
am
scheduled
to
go
to
Kennedy's
PTA
upcoming
meeting
I
I
also
enjoy
PTA
meetings.
You
learn
a
lot,
so
that
is
the
extent
of
my
report.
The
next
agenda
item
is
just
to
affirm
the
next
regular
meeting
date
and
that
is
October
25th.