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From YouTube: Fargo School Board Meeting - January 25 2022
Description
Fargo Public Schools - Board of Education Meeting - Live Broadcast January 25, 2022
A
A
C
A
A
A
Vulgar
or
profane
language
will
not
be
tolerated.
The
board
is
interested
in
your
comments
and
will
listen
carefully,
but
is
not
obligated
to
respond
or
to
debate
issues
in
this
forum.
Should
you
desire
a
written
response
to
a
specific
question?
You
may
request
it
this
evening.
Each
speaker
will
be
allotted
a
maximum
of
four
minutes
upon
conclusion
of
the
allotted
time.
A
chime
will
sound
and
the
speaker
is
will
be
asked
to
conclude
if
necessary.
D
Good
afternoon
or
good
evening,
sorry,
so
my
camera
is
a
parent
and
a
teacher
in
the
district.
I
work
in
south
fargo,
the
middle
schools
down
there.
It
has
been
about
five
months
since
I
first
came
to
you
prior
to
the
school
year,
saying
that
I
trusted
the
school
board
in
their
efforts
and
decision
making
to
keep
the
schools
functioning
and
doing
what
is
best
creating
lifelong
connections
and
educating
students.
Alas,
I
came
into
I
last
I
come
here
today
to
discuss
the
realities
of
the
situation.
D
Teachers
and
staff
are
struggling,
no
matter
what
internally
is
being
stated.
My
school
can
face
28
periods
uncovered
each
day
that
can
reach
up
to
40
periods
of
uncovered
staff
each
day.
That
concerns
me
as
a
parent
of
a
middle
schooler
and
a
teacher
front
office
staffs
at
school
start
sending
out
emails
at
6.
45
am
up
to
three
or
four
times
before
school
starts.
Looking
and
hoping
for
teachers
to
cover
the
openings.
D
Ask
ask
a
teacher:
ask
your
principals
and
how
are
they
keeping
these
schools
open
and
how
they're
filling
those
spots
on
the
back
of
teachers
and
administrators,
giving
up
prep
periods,
training
and
their
responsibilities
with
their
positions
and
with
staff?
Let's
not
forget
about
the
extra
work
front
office
staff,
janitors,
cafeteria
workers
and
parent
educators
are
doing
to
help
keep
the
schools
afloat.
D
Teachers
are
being
pulled
from
necessary
training
to
prepare
them
to
learn
new
school
district,
humanity,
ebr
rate
grading,
because
subs
are
not
possible
in-house
or
district
approved
or
district
provided.
Principals
are
doing
heroic
acts
of
subbing
to
keep
everything
pulled
together.
Amongst
their
long
list
of
items,
front
staff
and
pairs
daily
are
faced
with
an
overwhelming
load
of
behaviors
that
have
never
been
seen
before
this
pandemic.
This
culture,
this
public
division
and
divisiveness,
has
pushed
educators
to
their
brink
teachers.
D
No
sorry
excuse
me,
teachers
know
what
is
said
outside
the
schools
and
its
training.
As
a
result,
teachers
are
starting
to
suffer
from
burnout
and
not
volunteering
as
much.
I
come
here
with
a
heightened
sense
of
concern
that
would
like
the
public
and
the
school
board
to
take
seriously.
I
know
ideas
have
been
produced
to
alleviate
the
situations,
but
I'm
worried
that
time
is
not
on
our
side.
D
D
E
E
I'm
experiencing
a
tremendous
amount
of
cognitive
dissonance
right
now,
because
this
room
would
never
happen
at
ndsu
ever
not
now
I
mean
not
now
anyway,
we
hope
it
will
within
a
month
or
so,
but
no
one
at
ndsu
is
walking
around
them,
not
in
the
music
department.
They're
not
walking
around
without
a
mascot,
not
in
a
classroom,
not
in
a
meeting
all
my
professors
when
we
came
back
for
second
semester,
we're
wearing
better
quality
masks
and
their
cloth
masks
over
that
kids
are
still
getting
still
getting
covered,
but
we're
controlling
spread
up
there.
E
So
it's
it's
very
odd
to
be
in
a
room
like
this.
I
know
I
live
in
fargo
and
I
know
what
it's
like,
but
I
don't.
I
just
don't
go
into
rooms
like
this,
we're
still
having
trouble
understanding
exactly
why
you
followed,
through
with
the
decision
made
months
ago,
when
the
situation
has
so
clearly
changed
so
drastically.
E
Fargo
cast
public
health,
north
dakota,
department
of
health,
the
cdc
the
american
academy
of
pediatrics
have
not
changed
their
recommendations
for
indoor
public
spaces
and
coveted
mitigation.
Even
fargo
cath
public
health
didn't
change
their
recommendations
for
indoor
public
spaces.
They
didn't
change
it.
What
they
said
was
schools
requiring
masks
in
schools
does
not
have
a
significant
impact
on
spread
in
the
community.
E
E
You're
becoming
you're
part
of
the
problem,
you're,
not
part
of
the
solution
and
you're
teaching,
kids
that
they
can
just
do
whatever
they
want,
regardless
of
how
it
impacts
the
community.
It
shows
a
tremendous
amount
of
disrespect
for
our
healthcare
professionals,
who
have
been
pleading
for
help
for
months.
It's
it's.
It's
mind-boggling.
E
School
mitigation
may
not
make
much
of
a
difference
in
the
community
at
large,
but
it
makes
a
huge
difference
for
families
who
have
been
trying
to
avoid
or
delay
infection
in
their
own
families.
We
all
know
where
to
get
cold
at
some
point.
There's
no
question
about
that,
but
we
would
like
a
chance
to
delay
it
to
delay
it
as
long
as
we
can.
We
would
like
a
chance
to
get
our
kids
under
five
vaccinated.
E
We
would
like
to
have
access
to
treatment
if
it's
needed
and
it's
not
right
now,
that's
clear,
it's
not,
and
we
would
like
to
have
access
to
a
hospital
if
we
need
it-
and
we
may
not
have
that
right
now.
Please
seriously
consider
public
health
recommendations
and
ongoing
pleas
for
help
from
our
local
healthcare
professionals
for
indoor
public
spaces,
universal,
masking,
distancing.
E
That
no
longer
applies
for
farva,
public
schools,
education
and
health
officials
who
say
this
are
assuming
that
you
are
providing
at
least
basic
mitigation
and
we're
not
doing
that
so
we'd
appreciate
it
very
much
if
you
would
explain
to
us
what
the
plan
is
from
here
on
out
what
your
goals
are
and
why
you've
made
this
decision
and
do
it
as
clearly
as
you
possibly
can
one
of
the
limits
for
staff
and
student,
illness
and
absentees
are
there
any
limits
to
that?
What
will
happen
then?
E
If
we
hit
that
limit,
are
you
going
to
close
buildings?
Are
you
going
to
switch
to
distance
learning?
Are
you
going
to
find
some
kind
of
creative
solution
where
we
can
have
a
circuit,
breaker
kind
of
approach,
we're
in
four
days
we're
out
for
three
days
anything
we
just
appreciate
hearing
from
you
thanks
so
much
for
doing
the
best
with
what
you
have
appreciate.
It.
F
F
You
probably
aren't
hearing
that
much
from
teachers
because,
to
be
honest
with
you,
teachers
are
scared
to
come
in
front
of
the
board
to
talk
about
what's
happening
at
school,
so
I'm
primarily
going
to
talk
about
the
my
perspective
as
a
parent,
but
if
I
could
have
your
attention
for
just
a
few
minutes,
I
would
really
appreciate
that
covid
cases
are
at
an
all-time
high
in
cass
county.
In
fact,
the
number
of
cases
are
double
what
the
cases
were
in
the
fall
of
2020..
F
F
F
F
F
F
F
My
son's
classroom
teacher
had
covet,
she
was
vaccinated
but
still
had
symptoms
and
was
not
able
to
return
within
five
days
that
week
three
other
positive
cases
were
identified
in
the
classroom.
His
classroom
was
not
moved
to
distance
learning.
No
testing
was
required.
Suburbs
were
not
available
many
of
the
days,
so
they
combined
the
classroom.
F
F
I,
as
a
teacher,
took
my
healthy
child
out
of
school
and
let
him
stay
home
to
play
video
games
to
prevent
infection
as
a
teacher
and
parent.
That
is
something
I
thought
I
would
never
do.
I
want
to
be
clear
that
I
don't
blame
the
teachers
and
staff.
I
know
they
are
giving
an
impossible
set
of
circumstances
and
constraints.
F
You
can
do
something
about
that.
You
can
decide
to
implement
additional
mitigation
strategies.
The
principles
at
the
school
can't
I,
as
a
teacher,
cannot
do
that.
I
as
a
parent,
can
only
do
so
much,
but
all
of
you
could
do
something
to
change
that
and
help
protect
our
kids
and
help
protect
the
employees
that
have
given
so
much
of
their
life
to
work
for
the
school
system
and
so
much
of
their
time.
A
G
Yes,
thank
you
for
the
opportunity
for
presenting
this,
so
we
will
dive
right
into
it
and
I
think
we
have
this
report
at
all
of
our
workstations.
But
if
we
look
at
the
first
page
and
I'll
just
kind
of
go
over
the
highlights
of
of
this,
since
we
all
have
this
in
front
of
us,
we
serve
about
2162,
regular
and
part-time
employees,
so
that's
not
including
substitutes
and
other
types
of
temporary
employees.
G
And
then
this
year
we
issued
3633
w-2s,
so
quite
a
remarkable
task,
as
we
all
get
into
a
room
and
stuff
envelopes
for
about
two
days
straight.
So
the
human
resources
team,
really
all
of
the
things
you
see
in
this
report,
are
accomplished
by
that
team
and
I
couldn't
be
prouder
of
what
that
team
does.
Every
year.
As
you
see
in
the
report,
it's
been
a
busy
year.
We
have
been
approved
and
have
actually
posted.
We
have
a
1.0
fte
vacant
payroll
technician.
G
G
Employee
statistics
information
as
it
states
there
that
does
include
regularly
scheduled
employees.
However,
our
esser
are
elementary
and
secondary
emergency
relief
funds
and
those
are
funded.
Those
are
positions
are
funded
on
a
yearly
basis
based
on
those
availability
of
funds
and
the
need
for
the
position.
Those
were
also
included
in
those
numbers,
so
those
are
not
separate
from
our
total
hiring
numbers
listed
there
and
then
kind
of
a
brief
explanation
of
what
is
in
each
of
those
numbers.
G
Administrators
are
principals
assistant,
principals,
cabinet
and
directors,
teachers,
regular
and
special
education,
teachers,
counselors
job
categories
and
the
other
salaried
numbers
which
we
other
salaried.
We
refer
to
as
professional
support
staff,
you'll,
find
area
service,
coordinators,
student,
wellness,
family
facilitators,
positive
behavior,
interventionists,
and
then
our
educational
support.
There
you'll
find
our
para
educators,
positive
behavior
technicians,
occupational
therapists,
business
office
staff,
human
resources,
staff
and
then
maintenance
custodians
and
lead
custodians,
and
then
our
nutrition
are
cooks,
cooks,
assistants
and
dishwashers.
G
Other
efforts
do
include
attendance
at
job
fairs,
such
as
the
concordia
job,
fair,
I'm
hoping
that
one
will
actually
be
in
person
that
was
online
last
year
due
to
covid,
and
we
are
signed
up
for
the
minot
state
job
fair
as
it
states
there.
We
really
look
to
those
hard
to
recruit
positions
like
our
deaf
and
hard
of
hearing
teachers
speech,
language,
pathologists,
those
are
very
hard
to
recruit
and
that's
what
the
minot
job
fair
specializes
in
is
graduating
those
students.
So
we
like
to
have
a
presence
there.
G
So
that's
what
we've
invested
thus
far
into
the
asser
funded
positions
and
then
the
hiring
statistics
you'll
see
there.
Those
are
from
july
1
of
to
january
1
and
you'll
see
a
majority
of
our
investment
in
the
hiring
and
that's
a
total
of
497,
our
teachers
and
educational
support.
So
those
front
line
folks
that
are
working
directly
with
our
students,
our
esser
fund,
hiring
external
hires
and
our
internal
transfers.
G
G
We
have
two
deans
of
students.
They
help
with
our
north
dakota
center
for
distance
education
for
teachers,
those
esther
dollars.
As
I
said
before,
academic
interventionists,
we
have
instructional
coast,
coaches,
gifted
and
talent,
teachers
and
then
others
listed
there
as
well,
and
then
other
salaried
and
educational
support.
You'll
see
the
variety
of
positions
there.
Everything
from
el
para
educator,
tutors,
positive,
behavior,
technicians,
health,
aides,
licensed
nurses
to
help
us
do
testing
at
some
of
our
buildings
and
then
maintenance
that
has
expanded
a
little
bit
due
to
the
growing
needs
of
the
district.
G
We
did
add
a
lead
warehouse
clerk
into
that
group
and
then
we
finish
off
with
nutrition,
who
is
really
trying
to,
as
they
have
a
unique
just
as
any
other
department
hiring
needs
and
somewhat
of
an
inability
to
get
the
people
they
need
in
there
we're
really
working
with
them.
What
does
a
flexible
schedule
look
like
and
if
you'll
see
there
of
note,
we
did
conduct
a
job,
fair,
specific
to
really
maintenance
and
operations
and
nutrition
last
summer
that
was
at
carl
ben
eilsen.
G
Basically,
you
could
walk
in
get
an
interview,
give
us
your
resume
and
have
a
job
offer
right
then,
and
there
we
did
compete
with
ndsu
that
day
they
had
a
job
fair,
but
it
was
relatively
successful
and
definitely
a
model.
We
want
to
continue
with
going
forth
and
then
new
employee
orientation
survey
data
that
is
fairly
new
to
this
report
that
I've
done
in
the
past.
But
as
you'll
see,
this
is
data
during
our
summer
of
2021
orientations
from
our
permanent
and
regular
support
staff
teachers,
and
then
we
do
offer
for
substitutes.
G
We
do
an
orientation
and
go
over
things
which
I
think
is
fairly
rare.
Around
in
this
area,
or
that's
the
feedback
they've
given
us
where
they
really
appreciate
coming
in
because
they're
such
a
critical
part
of
our
staff
but
you'll,
see
here
the
first
one.
It's
called
the
hrit
new
hire
orientation
survey
for
teachers,
that's
where
hr
and
it
get
together
and
we
go
through
those
things
like
benefits
policies,
employee
portal,
print
center,
all
of
those
things
and
take
them
through
a
full
day
of
that,
and
then
we
ask
them.
G
G
Then,
if
you
flip
the
page
again,
you'll
see
the
new
orientation
survey,
but
this
time
it's
a
teaching
and
learning
department
hosting
that
so
facilitators
in
that
department.
They'll
go
through
vision,
positive
behavior
management,
teacher
induction
and
mentor
program
and
you'll
see
we're
ranked
pretty
good
or
excellent.
In
those
types
of
categories
too,
based
on
our
survey
results,
we
also
do
the
same
for
support
staff.
It's
a
little
bit
more
abbreviated,
but
we
go
through
benefits,
policies,
absence
management,
how
you
get
around
our
portal
again.
G
A
majority
are
good
and
excellent
results
in
how
we
structure
and
deliver
on
that
day
and
then.
Finally,
the
piece
of
the
substitutes:
again,
that's
policy,
emergency
management,
substitute
handbooks
public
website
how
we
manage
substitutes,
really
how
our
goal
and
vision
is
of
assigning
them
throughout
the
district.
Overall,
we
get
very
good
results
in
how
we
structure
that
day
and
I
think,
there's
a
good
appreciation
for
from
them
to
to
give
them
that
time
to
come
in
and
meet
with
us.
G
G
So
we
have
a
comparison
here
from
this
time
last
year,
the
same
type
of
time
frame
to
this
time.
This
year
we
do
have
141,
resignations
and
you'll
see
that's
about
double
what
we
had
last
year
with
most
of
those
accounting
from
teachers
and
educational
support
as
compared
to
the
same
time
last
year
and
then
resignations
and
retirement
information.
This
is
something
new
that
the
human
resources
office
worked
on
last
year,
where
we
want
to
get
that
survey
data.
We
did
survey
folks
that
retired
and
resigned
in
the
past,
but
we
really
looked
at.
G
How
do
we
redo
that?
How
do
we
make
it
easier
for
people
to
respond,
because
we
don't
always
get
a
good
response
rate
as
you'll
see
in
the
report
we
did
for
this
here
have
about
a
30
to
40
percent
response
rate.
That's
actually
pretty
remarkable
when
you're,
considering
that
people
actually
want
to
give
that
feedback.
Sometimes
it
can
be
a
zero
response
rate
as
people
they
just
want
to
leave
and
not
give
any
feedback
so,
but
how
we
broke
that
down-
and
this
is
for
the
calendar
year-
you'll
see
on
that
page.
G
It's
by
gender
by
employee
age,
you'll
see
a
majority.
It's
that
25
to
59
year
old
was
the
most
of
our
resignations
and
retirements
and,
of
course,
that's
a
very
big
age
gap.
So
that
makes
sense.
We
have
it
broken
down
by
ethnicity
and
then
education,
so
you'll
see
a
majority
of
those
resigned
or
retired,
either
have
a
bachelor's
or
a
master's
degree.
G
Break
it
down
by
employee
role,
and
you
can
see
there
all
the
percentages,
but
again
the
majority,
our
teachers
and
our
para
educators
together
really
make
up
the
majority
of
what
our
total
resignations
and
retirements
are
for
this
last
calendar
year,
and
then
we
really
get
into
the
meat
and
potatoes
the
organizational
climate
and
the
factors
affecting
departure.
So
why
did
you
leave
and
overall
you
can
see
with
organizational
climate.
G
G
Now,
if
you
look
at
factors
affecting
departure,
strong
influence
to
leave
slight
influence
to
leave
those
are
all
unlike
that
red
or
pink
color.
So
we
can
kind
of
see
some
trends
where
there
might
be
some
concerns
on
workload
salary.
We
can
see
things
personal
life
kind
of
that
work,
life
balance
where
it's
not
alarmingly,
concerning
where
it
ranked
high,
but
those
would
be
the
highest
four
factors
affecting
departure.
Otherwise
we
see
most
of
those.
G
G
You
can
join
on
get
credit
for
them
or
you
don't
have
to
at
all,
but
we
continue
to
contract
with
the
village
set
aside
some
credits
for
that,
so
that
we
can
continue
to
offer
those
wellness
sessions
they're
more
important
than
ever
right
now
and
then
something
that
we
are
starting
to
work
on.
Is
that
bell
seal
for
workplace
mental
health
and
gensar
mtss
coordinator?
That's
something!
G
This
is
probably
something
that
would
go
on
to
my
operational
plan
for
next
year,
but
there
are
a
variety
of
things
that
you
set
up
in
your
workplace,
a
mental
health
survey
being
one
of
them
and
then
you're
really
tagged
as
an
employer
of
choice
for
recruitment
and
retention
for
this
bell:
seal
for
workplace
mental
health,
but
there's
a
lot
of
things
we'd
have
to
set
up,
but
nonetheless
we're
exploring
that
right
now
and
we're
going
to
submit
an
application
for
it.
We'll
have
to
see
really
where
that
goes.
G
Just
a
couple
to
highlight,
we
had
a
successful
transition
to
health
partners,
medical
insurance
plan.
We
had
about
a
two
or
three
month,
communication
campaign.
I
think
to
the
point
where
people
set
up
rules
to
delete
those
emails
that
came
to
them
automatically.
They
got
so
sick
of
them,
but
it
went
probably
smoother
than
we
would
have
thought
so
and
we
are
with
health
partners
right
now.
G
G
Now,
meetings
with
tyler
technologies,
cleaning
up
data
and
all
of
that
stuff,
then
finally,
I'd
highlight
the
district
did
a
contract
with
public
sector
personnel
consultants
and
we've
asked
them
to
do
a
salary
study
really
specific
to
our
professional
support
staff
and
administration,
but
that's
excluding
cabinet
out
of
that,
and
that's
really
the
beginning
at
looking
at
what
our
job
descriptions
look
like
when
we're
recruiting.
Are
they
labeled
correctly?
G
G
G
G
We
do
as
it
shows
here
in
in
the
report.
We
do
offer
bonus
incentives
for
both
substitute
teachers
and
new
to
this
year.
Our
substitute
para
educators
and
those
are
based
on
every
12
days
of
work
and
then
something
that
I
think
that
we
should
be
proud
of.
We
continue
to
be
able
to
use
asser
dollars.
H
Thank
you
for
the
report.
Doug
you're
doing
such
important
work
right
now
and
it's
tough
times.
You
know
I
I
would.
I
just
read
this
report
this
afternoon.
I
would
really
appreciate
some
numbers
from
2019
pre
pandemic
to
me,
that
is
the
true
comparison
of
where
we're
at
before
and
after
so.
If
you
could
share
that
information
later,
that
would
be
much
appreciation.
A
A
B
That
means
420
of
these
are
probably
normal,
but
I
don't
know
that
so
as
you're
digging
back
on
data,
if
you
could
just
pull
like
the
last
two
years
for
that
same
time
frame
how
many
people
we
hired.
If
that's
data,
that's
easy
to
get
at.
If
I'm
talking
about
three
hours
of
your
life,
then
you
tell
me
to
you,
know:
pound
sand
and
we'll
go
on
from
there.
G
Right
and
our
yearly
hiring
you'll
find
out
on
the
strategic
plan
dashboard
out
on
the
website,
we'll
compile
that
usually
about
september,
because
that's
when
we
end
up
processing
everything
for
the
fiscal
year,
you'll
find
that
comprehensive
retirement
turnover
rates
resignations
hiring
and
that
probably
will
make
a
little
bit
more
sense
in
this
snapshot
in
time.
But
yeah.
I
should
be
able
to
get
that
kind
of
snapshot
picture
over
the
last
two
years.
I
don't
think
it
will
take
me
three
hours
so.
I
Yes,
thank
you
doug.
I
had
a
very
similar
question
on
the
on,
I
believe,
the
second
or
third
page,
where
you
have
the
employee
statistics
for
january
2022.
it
to
me.
It
would
be
very
helpful
if
you
could
include
the
statistics
from
the
previous
year,
so
we
could
see
whether
we've
add
how
how
those
numbers
have
changed.
I
I
K
I'll
tackle
that
one,
so
it
just
depends
on
each
position
every
position
that
was
hired.
That's
a
result
of
the
sr
funding,
whether
it's
an
internal
staff
member
that
went
into
a
position.
That's
only
going
to
be
for
the
duration
of
esser
funds
or
someone
that
backfilled
that
position.
It
has
been
communicated
with
that
individual
upon
both
the
application
to
the
employment
and
to
the
job
that
every
position
that
is
only
a
result
of
esser
will
be
subject
to
non-renewal
on
an
annual
basis.
K
So
that's
going
to
be
where
we
will
do
our
maintenance
of
effort
with
our
grant
funding
and
see
as
a
program
of
value
after
year.
One
do
we
want
to
continue
that
and
if
so,
if
so,
then,
we'll
continue
on
to
the
second
or
third
year
of
esser.
Additionally,
with
that,
we
are
as
proactively
as
we
can
looking
at
our
annual
attrition
rate
to
see
that
when
sr
funding
does
run
out,
what
are
our
opportunities?
K
What
will
be
potential
opportunities
for
staff
to
have
employment
opportunities
within
the
district
or,
if
that's
something,
that
we
need
to
look
at
a
non-renewal
because
of
the
lack
of
sr
funds
at
that
point
in
time,
and
because
we've
communicated
that,
then
we
have
also
actually
began
that
conversation
with
fea
of
what
that
can
look
like.
And
additionally,
I
think
we're
also
trying
to
find
opportunities
where
we
can
make
sure
that
those
individuals
have
an
opportunity
for
employment.
If
not
here,
somewhere
else
as
well.
K
So
a
multi-tiered
approach,
but
definitely
something
that
we're
taking
a
look
at
the
long
and
the
short
of
it
is
that
on
an
annual
basis,
and
even
maybe
even
before
then
every
six
months,
we're
taking
a
look
at
how
our
sr
funds
are
being
spent.
And
are
we
meeting
the
intended
outcomes,
it's
part
of
the
maintenance
of
effort
that
we
have
to
submit
for
the
grant,
but
just
also
part
of
just
what
we're
doing
to
make
sure
that
we're
using
those
funds
judiciously.
I
If
I
made
just
one
quick
last
question
on
the
the
noteworthy
information
on
the
last
page,
doug,
where
it
has
the
percentage
of
teachers
with
master's
degree
and
the
lane
changes,
is
that
percentage
with
master's
degrees
staying
consistent?
Is
it
rising?
I
think
it's
about
the
highest
in
the
state.
Isn't
it.
G
It
actually
went,
I'm
trying
to
think
of.
I
think
my
last
report
a
year
ago
was
it
was
either
65
or
68,
so
that
did
go
down
a
little
bit,
but
that
could
be
the
effects
of
retirements
and
resignations
and
then
hiring
teachers
and,
with
a
bachelor's
degree,
it'll
fluctuate.
But
I
haven't
gotten
data
from
any
other
districts,
but
we're
typically
the
highest.
L
Thank
you.
Thank
you.
My
question
is
for
dr
gandhi,
as
a
follow-up
to
some
of
the
information
that
you
just
shared
and
at
a
previous
meeting
some
time
ago,
when
we
talked
about
esser
and
hiring
positions,
there
was
mention
of
making
sure
that
we
can
hire
on
a
temporary
basis
within
the
teacher
current
teacher
contract.
Can
you
tell
us
a
little
bit
you're
looking
at
me,
like
you,
don't
recall.
K
No,
it's
it's
not
that
this
is
a
conversation
we've
had
since
we've
started
hiring
esther
fund.
It's
not
necessarily
just
a
provision
of
the
teacher
contract.
Those
are
outlining
the
salaries
and
benefits
that
the
board
has
negotiated,
but
we're
also
looking
at
north
dakota
century
code.
What
our
non-renewable
rights
are.
We
have
a
administrative
policy
on
recall
and
layoffs
that
may
give
rights
to
certain
individuals
after
a
couple
years,
based
on
certain
conditions
with
the
district
as
well.
So
it
is
a
multi-tiered
con
conversation
within
north
dakota
century
code.
K
There
are
no
short
and
long
term
contracts.
It's
actually
something
that
as
a
gap
committee
and
even
statewide,
it's
been
a
conversation
that
will
be
coming
legislatively
just
because
of
the
esser
funds
and
making
sure
that
we
could
do
that
appropriately.
So
not
just
there
aren't,
I
don't
think
limitations.
Just
from
the
teacher
contract.
There
might
be
provisions
on
how
we
go
about
things
there.
K
A
H
Yes,
you
took
the
word
out
of
my
mouth.
Rupak
will
visit
about
that
on
tuesday
at
yak
and
then
I
I
kind
of
I
never
remember
numbers
doug,
but
I
for
some
reason
remember
the
the
teachers
with
master's
degree.
It
went
64,
65
and
now
63.,
I
don't
know
I
usually
get
numbers
wrong,
but
for
some
reason
that
sticks
so
pretty
pretty
close
yeah.
M
N
Thank
you.
Thank
you,
doug
to
you
and
your
team
for
all
you
do
it's
a
very
thorough
report,
david
kind
of
beat
me
to
the
punch
on
the
question
about
the
master's
degrees,
because
I
wondered
if
the
resignations
and
retirements
played
into
that
amount.
My
question
now
is:
do
we
have
a
sense
of
how
many
of
our
teachers
are
currently
working
on
a
master's
degree,
because
I'm
suspecting
that
more
will
be
coming
up
through?
Do
we
have
a
certain
percentage
at
all
that
might
be
currently
working
seeking
that
degree?
Thank
you.
G
I
could
get
that
information
because
all
year
through
the
school
year
we
have
transcripts
and
we
actually
have
two
rounds
where
you
can
submit
to
a
lane
change
and
the
next
one
I
think
is
coming
in
february.
So
I
think
it's
there.
I
could
get
that
information
to
see
who
will
be
moving
from
bachelors
to
masters
or
within
the
masters
in
a
certain
credit
threshold
too.
So
I
could
get
that
information.
A
G
Unfortunately,
it's-
and
this
is
even
the
prior
two
years
because
it
is
voluntary
and
we
try
to
put
it
at
the
end
of
the
day
where
it
doesn't
conflict
with
classroom
schedules
and
teaching,
but
particularly
this
year
it
has
been
hard
for
staff
to
even
voluntarily
get
into
it,
as
we
do
manage
through
the
absences.
So.
G
K
And
I
can't
speak
to
this
year,
but
I
know
that
I
know
you're,
probably
referring
to
more
of
some
of
that
voluntarily,
seeking
out
the
opportunities
that
are
offered
in
the
village
and
those
numbers
might
be
a
little
bit
low,
but
last
year
or
the
year
before
we
did
all
of
our
campuses
did
provide
some
of
that
training,
stress,
fatigue
and
stress
management
and
emotional
fatigue.
I
believe,
on
site
at
each
building
through
teach
to
learn.
Principals
had
scheduled
that
as
part
of
their
staff
meeting
and
professional
development.
K
G
M
I
think
outside
of
the
village,
though,
we
have
also
provided
for
staff
and
students
to
connect
remotely
with
abound.
Counseling,
I
believe,
is
who
we've
contracted
with
for
that
and
then
the
other
piece
is
in-house,
with
our
restorative
justice
facilitator
and
through
their
indian
ed
program,
we
have
provided
circles
for
adults,
and
so
that
is
the
same
thing.
A
O
Yes,
there
we
go
a
lot
of
things
been
happening
and
working
hard,
dr
gandhi,
and
I,
after
going
through
the
esr
all
for
one
project
and
getting
all
the
information
from
him
and
collaborating.
I
did
offer
two
sessions
for
fea
members
to
answer,
questions
about,
participating
and
encouraging
them
to
make
the
decision.
O
Fea
and
the
cabinet
also
reviewed
our
involuntary
transfer
policy,
and
we
do
look
forward
to
that
being
followed
and
working
out
for
our
members,
bob
and
missy,
and
I
met
for
a
half
day
and
we
spent
time
on
nine
different
topics
and
really
got
a
lot
done.
It
was
very
productive
and
we
also
set
up
additional
meetings
to
work
on
advisory
in
the
middle
school,
our
counselor's
workload
and
that
they're
adding
three
more
to
our
elementary
education
when
to
use
our
schedule
c
for
district
committees.
O
We've
done
studying
of
our
past
contracts,
we've
looked
at
our
districts
in
the
area,
having
really
good
conversations
and
progressive
work
is
happening,
so
that
is
nice
to
see
and
our
last
one
is
bargaining
rebecca,
and
I
have
met
and
kind
of
put
out
dates
that
I
wanted
to
get
on
your
calendars
to
see.
If
we
could
have
the
training
next
september,
either
the
23rd
and
24th
or
september
30th
and
october
1st-
and
our
goal
of
course,
is
that
we
would
have
all
nine
board
members
attend.
O
O
A
And
david,
we
have
some
work
to
do
on
our
end
on
that
regard
as
well.
So
thanks
for
the
question
david
and
thank
you
kim
have
a
great
night
all
right,
dr
gandhi,
the
superintendent's
report,
and
I
did
want
to
just
offer
up
the
opportunity
for
you,
of
course,
if
there's
anything
that
was
mentioned
earlier
during
our
public
comment
session,
that
you
feel
like
you
need
to
address,
please
feel
free
to
add,
add
in
there.
A
I
know
that
of
the
three
individuals
that
talk
to
us
that,
as
far
as
I'm
concerned
it
there
are
a
couple
themes.
There,
staff
shortages,
staff
being
stretched,
certainly
as
a
theme
and
also
coveted
mitigation
procedures,
encouraging
us
to
take
a
look
at
that
again
as
a
board
and
as
a
district.
So
certainly,
if
there's
anything
that
you
feel
like
you
need
to
add
in
go
ahead.
A
K
You
I'll
start
my
superintendent
student
report
today
by
first
just
talking
briefly
about
the
state
of
the
school's
event
that
we've
had
since
the
last
board
meeting
just
want
to.
First
thank
all
the
board
members
that
were
able
to
join
us
and
participate
in
that
state
of
the
school's
event.
It
was
the
first
of
a
multi-tiered
process
to
renew
our
strategic
plan.
K
So
first
off
just
thank
you
to
everyone.
I
also
want
to
acknowledge
that
over
the
last
couple
of
years,
whether
it's
because
of
covid,
whether
it's
because
of
weather,
the
attendance
in
person
continues
to
to
decline,
we
do
continue
to
see
high
engagement
from
parents
and
other
forms,
whether
it's
directly
with
school
leadership,
which
we
appreciate,
whether
it's
through
contact
via
emails
or
other
things
on
different
or
survey
participations
when
we
put
those
out
as
well.
K
So
I
think
both
administration
and
the
communications,
engagement
and
advocacy
committee
will
probably
have
a
serious
conversation
about
the
form
in
which
we
do
that
event.
Doing
a
large-scale
production
event
was
probably
important
and
the
best
way
to
go
at
one
point
in
time
when
that
was
a
primary
avenue
of
communication,
it
does
take
a
lot
of
work
and
undertaking
to
put
on
an
event
of
that
size.
K
But
one
of
the
things
that
I
shared
during
my
address
was:
we
need
to
also
adapt
with
the
changes,
and
we
are
now
part
of
a
community
in
a
culture
where
information
is
more
readily
accessible.
Information
can
be
provided
more
readily
as
well,
whether
it's
through
online
surveys,
whether
it's
through
other
means,
and
that
was
demonstrated
as
well.
K
That
is
so
continue
to
be
grateful
for
our
I.t
staff,
our
south
high
school
staff
and
marie
and
her
team
that
work
tremendously
to
put
that
out
and
communicate
through
every
opportunity
possible
about
that
event
and
for
the
individuals
that
were
able
to
join
us.
But
there
will
also
be
other
opportunities
to
provide
feedback
on
different
things.
Should
they
need
to
do
that?
K
A
couple
of
other
things
that
I
wanted
to
share
today
during
my
superintendent
report,
and
I
will
probably
take
up
a
little
bit
more
time
today
than
usual.
But
just
have
a
couple
of
things
that
I
want
to
share.
First,
just
a
reminder
to
the
board
of
the
policy
that
you
see
on
your
screen:
ap
4250.
I
know
at
the
last
board
meeting
there
was
some
concerns
shared
about
one
of
the
texts
that
was
shared
at
one
of
the
high
schools.
There
is
some
just
information.
K
That's
been
already
provided
to
the
board
to
provide
some
clarity
about
a
self-selected
text
that
was
not
a
required
reading
for
all
students.
They
had
an
opportunity
to
select
multiple
texts,
but
also
just
that
we
do
have
a
policy
on
instructional
materials.
Sometimes
what
happens
especially
in
recent
times,
is
when
there
is
a
parent
concern,
though
the
parent
that
actually
brought
forward
the
concern
with
the
student.
K
That's
impacted
may
have
worked
out
a
resolution
at
the
campus
level,
but
then
other
individuals
are
bringing
forth
a
concern
as
well,
regardless
of
who
is
doing
that,
we
will
always
encourage
parents
and
the
impacted
students
or
families
to
work
first
with
the
building
principle
and
to
follow
the
policies
and
processes
we
have.
That
does
not
mean
that
we
are
not
taking
action.
It
just
means
that
sometimes
we're
not
going
to
share
the
information
of
something.
K
That's
already
been
resolved
with
another
family,
so
that's
a
little
bit
of
just
a
challenge
that
the
district
has
when
we
combat
some
stories
that
get
shared
on
social
media,
whether
they're,
fully
contextualized
or
they're.
Not
the
fact
might
be
that
they've
already
been
addressed
and
there
there's
been
a
solution
worked
with
the
parent
at
hand,
but
that
may
not
be
shared
with
with
everyone
else
when
that
information
is
widely
spread.
K
So
just
another
reminder
that
we
do
have
this
policy
on
instructional
materials
that
is
available
publicly
on
the
district's
website
and
then,
if
there
are
concerns
for
any
parents,
community
members.
Anyone
regarding
some
of
our
materials
and
I'm
sorry
if
it
gives
you
motion
sickness
it's
multiple
pages
but
towards
the
end
of
the
policy.
There
is
a
request
for
reconsideration
of
educational
materials,
and
we
do
follow
this
policy
to
a
t
and
that's
an
opportunity.
That's
there
for
parents
as
well.
K
So
as
we
share
information
and
as
you
communicate
with
patrons
as
well,
I
would
encourage
you
to
just
make
sure
that
we
are
following
these
policies
and
you
give
them
the
tools.
And
now,
if
there's
something
where
we
didn't
follow
our
processes,
please
let
us
know,
because
that's
something
that
we
will
work
on
and
improve
and
get
rectified
right
away,
but
this
is
always
going
to
be
our
first
avenue
to
do
that.
K
K
Last
week
we
did
have
to
close
our
early
childhood
special
education
program
for
a
day,
because
we
did
not
have
enough
staff
to
be
able
to
operate
that
program.
For
that
day,
we've
had
to
look
at,
although
it's
not
directly
us
but
work
with
valley
bus
in
terms
of
not
having
enough
drivers
for
all
of
our
routes,
and
these
are
real
problems
that
we
have
as
well.
We
are
going
to
do
everything
possible
that
we
can
to
address
the
issue.
K
I
share
the
magnitude
of
the
issue
because
I
think
that
this
is
a
community
effort
and
we
have
to
work
together
as
well.
I
appreciate
a
lot
of
the
conversations
around
advocating
for
increased
compensation
as
an
educator,
I
will
always
advocate
for
increased
compensation
to
the
level
that
we
can
and
sustain
our
district
for
all
positions,
whether
it's
our
nutrition
service
staff,
whether
it's
our
custodians,
whether
it's
our
subs,
whether
it's
our
teachers,
everyone
is
working
tremendously
hard
and
deserve
to
be
paid
hard
and
paid
more
and
and
recognized
for
their
efforts.
K
But
I
also
think
that
we
need
to
work
to
make
sure
that
our
messaging
is
consistent
and
that
we
are
accurately
portraying
to
our
community
what
is
happening
and
what
our
challenges
are
and-
and
I
know
that
the
intent
is
pure.
But
at
this
table
alone,
we've
had
multiple
conversations,
comparing
the
role
and
position
and
compensation
of
a
substitute
teacher
to
other
industries.
And
I
think,
as
most
of
you
saw
yesterday,
that
that
was
also
reported
widespread
in
the
media
in
the
forum
as
one
of
the
top
articles.
K
And
unfortunately,
what
happens
is
that
when
we
make
inaccurate
comparisons,
it
allows
our
community
to
create
a
false
narrative.
And
in
this
situation,
what
that's
done.
It
becomes
damaging
to
the
work
that
doug
and
his
team
are
doing
to
recruit
staff
and
it
kind
of
undermines
our
efforts
as
well.
And
I
want
to
share
just
a
little
bit
of
information
specifically
to
what
I'm
talking
about
and
I'm
grateful
for
the
forum,
because
we
have
shared
our
concerns
and
they
do
want
to
clarify
some
of
the
the
information
that
we
provided
to
them.
K
But
what
I'm
going
to
share
with
you
today
is
just
a
brief
analysis
that
that
I
have
done
regarding
the
substitute
position
and
we
really
want
to
look
at
the
first
two
columns
here,
which
is
education
for
our
daily
substitutes.
There's
a
difference
between
daily
substitutes
and
substitutes
that
we
hire
long
term
and
I'll
talk
a
little
bit
about
that.
K
But
I
think
what
has
been
a
natural
tendency
is
that,
because
education's
a
little
bit
of
a
different
sector,
individuals,
don't
necessarily
understand
or
comprehend
our
daily
rate
as
a
hundred
and
twelve
dollars
the
same
way
they
would
for
when
they're,
trying
to
draw
an
inaccurate
comparison
to
another
industry
that
might
be
paying
at
an
hourly
rate.
When
you
only
look
at
those
factors,
you
truly
are
misrepresenting,
what's
happening
with
our
substitutes,
because
you're
not
accurately
conveying
the
true
compensation
package.
K
So
what
we
currently
pay
in
fargo
public
schools
for
a
daily
substitute
is
hundred
and
twelve
dollars
a
day
in
our
substitute
manual.
We
define
that
as
working
seven
hours
at
the
elementary
school,
and
that
includes
a
planning
period
or
five
periods
at
the
middle
school
or
high
school
and
those
periods
could
be
44
minutes
in
length
or
45
minutes
in
length.
When
you
compare
that
oops,
I
apologize
when
you
actually
compare
that
to
another
industry,
and
let's
just
say,
because
this
is
what
was
reported
in
the
paper
17
an
hour.
K
You
have
to
take
a
look
at
other
factors
as
well.
So
if
you
look
at
17
an
hour
times,
seven
seven
hours,
that
would
give
you
kind
of
what
that
compensation
would
be
right.
But
in
fargo
public
schools,
because
subs
are
not,
they
don't
sign
a
contract
like
another
industry
where
your
supervisor
is
going
to
say.
K
I
need
you
here
on
this
day
and
what
you
can
do
daily
subs
actually
have
the
autonomy
to
set
their
own
schedule
because
they
can
wake
up
in
the
morning
and
say
I
want
to
sub
today
or
I
don't
or
decide
the
night
before
and
put
them.
They
have
the
autonomy
to
determine
the
work
location
because
they
can
pick
which
campus
that
they
want
to
take
a
sub
job
at
and
they
have
defined
hours,
which
we
know
that
some
businesses
may
or
may
not
have
that.
K
But
I'm
just
generalizing
here
for
the
sake
of
comparison,
we
have
to
incentivize
for
after
a
certain
amount
of
days
worked
because
there
really
is
no
leave
or
defined
contract
that
they
would
have
in
comparison
to
someone
at
another
industry
or
business.
So
what
we
do
in
fargo,
public
schools
is,
we
offer
130
dollars
after
every
12
days
worked.
K
K
So
when
we
try
to
draw
those
inaccurate
comparisons,
we
have
to
take
a
look
at
all
these
factors
and
put
things
in
place,
including
the
bonus
that
we
offer
for
just
a
12-day
job,
because
in
any
other
industry,
no
one
really
gets
hired
for
less
than
12
days
of
work.
So
that
has
to
be
part
of
the
factor.
So
when
you
do
actually
just
take
a
look
at
that
for
our
daily
subs
and
you
weigh
out
all
these
factors,
not
only
is
a
compensation
higher
total
compensation.
K
After
every
12
days,
when
you
tease
that
out
to
175
days
of
work,
you
are
higher
than
what
you
would
be
getting
at
a
17
an
hour
position,
no
matter
what
industry
you're
comparing
it
to.
But
in
addition
to
that,
you
actually
have
the
flexibility
to
decide
when
date.
When
you
work
what
days
you
work,
there's
no
leave
where
you
work.
If,
whether
it's
a
school
close
to
you
or
not-
and
you
know-
you
have
defined
hours,
which
may
or
may
not
be
true
depending
on
the
business.
K
That
does
not
have
the
autonomy
of
schedule
days,
because
we
expect
them
to
work
a
certain
amount
of
time
and
not
doesn't
have
the
autonomy
of
your
work
location,
because
we
expect
them
to
be
at
the
buildings
where
we
need
it
for
an
accurate
comparison,
those
they
don't
get
a
12-day
bonus.
They
still
have
to
work
seven
hours
a
day
or
five
periods
a
day
and
they
they
don't
have
to.
They
do
have
defined
hours
because
we
know
when
they
have
to
work.
K
You
have
to
select
where
you
want
to
go
and
if
you're
willing
to
commit
to
us
no
different
than
you
would
with
an
employer
in
a
similar
situation,
you
can
be
making
upwards
of
forty
three
thousand
dollars
and
and
those
little
nuances
and
messaging
can
really
change
and
impact.
Who
applies
for
these
positions
so
out
of
respect
for
the
work
that
doug
and
his
team
do
continuously
day
after
day.
K
I
would
just
hope
that
we
can
continue
to
message
that
in
an
appropriate
manner
as
well,
so
we
wanted
to
share
a
little
bit
about
that
with
substitutes
and
then
I
think
rebecca.
You
had
also
asked
us
to
briefly
touch
on
some
of
the
cloven
mitigation
strategies,
and
I
know
I
don't
want
to
do
a
disservice
to
representatives
from
fargo
cass,
public
health
or
north
dakota
department
of
health,
I've
shared
with
this
in
the
past.
K
We
know
that
it
doesn't
seem
appropriate
for
while
we
see
a
surge
to
relax
mitigation
strategies,
if
that's
really
the
perception
but
as
brenton
and
dr
newman
and
desi
fleming
have
shared
in
the
past,
every
decision
they
make
and
their
guidance
is
based
on
making
sure
what
they
the
data
that
they're
looking
at
what's
happening
in
schools,
looking
at
the
risk
and
the
reward
for
every
situation
and
their
that's,
what
their
guidance
is.
There
were
some
questions
today
about
our
interpretation
of
their
guidance,
we're
in
constant
communication.
K
K
A
I
I
I
Just
as
apples
are
to
apples,
we
desperately
need
more
substitute
teachers,
and
we
must
do
more,
and
I
know
everybody's
trying
nobody's
ignoring
the
fact,
but
I
don't
think
that
we
can
sit
here
and
say
that
the
amount
that
we're
offering
as
compensation
is
adequate.
I
I
don't
believe
it
is
because
it's
not
being
effective.
K
David,
thank
you
for
your
comments.
We're
on
the
same
page.
We
are
going
to
continue
to
work
at
this,
so
I
by
no
means
that
I
mean
to
apply
that
it's
adequate
adequate.
What
I
would
want
to
imply
is
that
when
we
draw
the
comparisons
without
looking
at
all
the
working
conditions,
it
sometimes
disincentivizes
someone
to
go
to
us
versus
going
to
another
industry,
because
it's
just
not
the
full
context
of
the
situation
that
doesn't
mean
that,
at
the
same
point,
we
can't
and
shouldn't
be
doing
more.
K
I
started
by
saying
that
I
continue
to
advocate
for
higher
compensation
for
all
of
our
staff,
but
including
our
subs.
It
is
something
that,
as
a
district,
we're
looking
at
doing
we're
looking
at
it
multiple
ways.
Earlier
today,
you
had
heard
the
amount
of
staff
that
are
taking
on
substitute
positions.
K
So
now
we're
actually
looking
for
eight
more
subs
that
we
can
pay
at
that
teacher
starting
schedule
of
forty
three
thousand
dollars.
So
please
don't
take
me
saying
we
shouldn't
draw
the
comparison
to
other
industries
to
mean
that
we
shouldn't
do
more,
because
I
always
think
that
we
should-
and
this
is
something
that
we
need
to
tackle.
A
P
Just
add
one
more
piece
of
information:
starting
february
7th
2022,
our
our
busing
industry
is
going
to
get
tougher
to
get
a
license
because
you're
going
to
have
to
go
through
a
lot
more
work
to
get
that
license
a
lot
more
hours
and
things
like
that.
This
is
a
law
that
was
passed
in
the
federal
government,
but
it
was
supposed
to
have
started
back
in
2022,
but
with
covet
it's
gotten
delayed,
and
so
now
it's
delayed
to
2022..
P
A
A
C
A
A
I'm
okay
with
that
jennifer,
okay,
all
right
good
deal,
then
we'll
move
on
to
business
and
we'll
get
into
that.
The
first
item
is
resolutions
related
to
the
issuance
of
limited
tax,
school
building
and
building
fund
bonds,
memo
75
and
jim.
Would
you
like
to
introduce
this
as
planning
committee
chair.
B
B
So
the
resolution
in
front
of
us
this
evening
is
to
take
step
one
of
that
process.
It
would
authorize
the
administration
to
ultimately
issue
up
to
17
million
in
bonds.
It
could
be
less
depending
upon
what
bids
come
back
and
depending
upon
if
we
as
a
board,
approve
the
bids
and
move
the
projects
forward,
but
we
could
not
issue
more
than
the
17
million
based
upon
this
initial
resolution.
B
J
I
and
I
can
so
I
would
I'm
going
to
have
to
kind
of
keep
both
things
going
here.
At
the
same
time,
then
so
our
our
building
fund
balance
at
the
beginning
of
this
year
was
about
seven
and
a
half
million,
and
we
were
projecting
in
that
budget
to
be
covering
some
of
these
projects
that
we
are
seeking
bonding
for,
because
at
that
time
we
didn't
anticipate
the
costs
to
have
skyrocketed,
quite
so
much
with
that.
J
L
J
L
So
that's
kind
of
what
I
was
looking
for
really
is
to
sort
of
give
us.
You
know,
because
that's
a
big
number
and
we
normally
don't
sit
at
an
ending
fund
balance
of
51
million,
and
so
I
was
hoping
you
could
just
if
we're
trying
to
say
that
you
know
we'd
prefer
to
bond
because
our
funding
or
because
our
building
fund
is
only
7.5
million.
J
L
J
H
J
B
P
L
Jennifer,
thank
you,
and
I
wasn't
implying
I
didn't
mean
to
imply
to
use
it
for
brick
and
mortar.
I
just
think
it
is
a
significant
amount
and
we're
questioned
on
it.
Often,
why
is
it
so
high
and
19
is
higher
than
we've
typically
had.
I
mean
it's
within
the
range
within
our
policies,
but
that's
why
I
wanted
to
have
the
conversation
around.
What
is
that
going
to
look
like
at
the
end
of
the
year?
L
Have
we
dedicated
those
funds
and
to
where
are
we
being
responsible
with
taxpayer
dollars,
or
are
we
just
beefing
up
our
general
fund?
While
we
take
loans
over
here
as
well,
and
you
don't
need
to
spend
it
on
brick
and
mortar,
but
you
can
certainly
give
it
back
to
the
taxpayers
right
instead
of
just
continuing
to
inflate,
so
it
was
a
conversation
worth
having
in
my
opinion.
K
Which,
with
jennifer
clarifying
that
that
wasn't
the
intent?
I
don't
have
a
comment
regarding
that,
but
I
do
have
a
comment
just
regarding
something
that
jennifer
just
said
too
it's.
You
know,
I
think
sometimes,
when
you
just
talk
about
holistic
numbers
out
of
context
like
37
million
or
19,
it
might
seem
higher
as
well,
but
I
would
just
remind
the
board-
and
you
know-
we've
talked
about
this
in
the
past
as
well
and
jackie
and
her
team
continuously
get
recognized
by
the
association
of
school
business
officials.
K
There
are
guidelines
and
recommendations
to
be
able
to
cover
at
least
six
months
of
operating
costs
and
19
million
19
or
37
million
dollars,
we're
not
even
there.
I
think
you
know
it
might
be
higher
than
some
other
districts,
but
there's
some
things
that
we
just
have
to
do
to
just
be
good
stewards
of
taxpayer
dollars
as
well
in
order
to
ensure
our
own
sustainability
as
an
organization.
K
I
Q
A
B
A
K
This,
I
think,
just
one
of
those
times
where
we
have
a
second
board
meeting
outside
of
that
doesn't
overlap
with
the
governance
meeting
in
between
so
with
where
we
are
in
terms
of
mitigation
strategies.
I
didn't
ask
steven
durow
to
plan
any
additional
information
for
me
to
share.
I'm
not
you
know.
We
do
now
have
a
north
dakota
department
of
health
website
where
positive
cases
can
also
be
looked
at
by
student
by
staff
by
building
or
even
as
a
district
as
a
whole.
K
A
C
C
C
We
all
know
that
our
community
suffered
two
tragic
losses
by
suicide
of
two
students
in
our
community
this
past
year,
and
this
is
really
an
effort
to
prevent
further
tragedies
from
happening.
So
this
invite
is
open
to
everyone
in
the
community
and
in
the
public.
It's
this
thursday
night
at
7
pm
at
the
discovery
auditorium,
and
I
just
encourage
people
to
go,
and
then
tomorrow
I
am
very
excited
to
take
part
in
the
career
day
at
north
high
school,
where
I'll
be
giving
three
different
presentations
thanks.
N
P
P
H
H
There
was
a
single
audit
which
is
really
a
term
for
any
any
entity
that
uses
more
than
750
000
worth
of
federal
funds,
and
it
took
a
little
bit
longer
due
to
all
the
esser
funds
and
coveted
funds,
but
we
got
it
all
worked
out
and
congratulations
on
the
clean
audit
jackie
please
pass
that
along.
I
know
that
the
planning
committee
will
be
looking
at
that
on
friday.
I
believe
yep.
So
what
a
year
that
same
day,
I
also
went
to
the
state
of
the
schools.
So
thank
you
for
that
presentation.
H
We
did
receive
a
couple
emails
thinking,
thanking
this,
the
district
for
for
doing
that
nikki.
You
need
to
be
at
governmental
affairs
committee
next
week
too
tuesday
february
1st
and
we're
going
to
talk
about
some
interim
work
and
then
I
have
two
awards.
I
want
to
talk
about
so
I'm
going
to
embarrass
brian
right
now.
He
was
at
the
where
rupak
was
the
north
dakota
con
educational
leaders.
H
P
H
And
then
I
was
also
handed
a
beautiful
little
statue
by
our
resource
officer
down
down
at
the
end
of
the
table
here.
So
this
was
the
surprise,
so
I'm
not
prepared
to
talk
about
it
but
to
to
tracy's
point
the
break.
The
silence
videos
were
made
by
our
community
policing
department
and
I've
already
talked
about
this
on
the
immediate
a
little
bit.
H
Giving
hearts
leads
an
exemplary
service
and
giving
to
others
for
breaking
the
silence
around
youth
suicide
and
a
role
modeling
for
the
courageous
communication.
It
takes
to
save
lives
and
it
was
awarded
yesterday.
So
thank
you
christy
and
your
team
several
well.
It
was
mostly
high
school
students
that
were
part
of
that
that
video.
That
was
incredible.
H
There
is
a
large
video
and
I
think
there
are
five
smaller
vignettes
that
are
shared
on
social
media,
so
really
proud
to
to
contribute
to
that
effort,
and
thank
you
for
your
community
community
policing
efforts,
christy
jacobson
as
well
as
I've
talked
about
the
new
chief,
how
how
much
effort
he's
putting
behind
those
community
policing
efforts?
So
thank
you.
I
I
get
the
good
stuff.
I
don't
do
all
the
work
christy
and
her
team
do.
H
B
Friday
morning,
since
our
last
board
meeting
the
sec
board
went
through
the
cognia
advanced
ed
interview
process,
as
the
organization
is
up
on
its
five-year
review
cycle
this
year,
so
that
process
got
completed
and
I
suspect,
we'll
get
the
findings
and
reports
sometime
in
the
next
couple
of
months,
and
I
can
give
you
an
update
when
those
happen
and
just
one
thing
for
your
edification
brian,
our
partner
in
transportation
valley
bus
is
actually
the
d.o.t
certified
cdl
instruction
people
as
well.
So
they
get
to
train
the
future
drivers.
Q
A
L
You
I
attended
the
state
of
the
schools
event
as
well,
and
I
thought
it
was
is
very
healthy,
a
good
and
good
discussion
by
both
the
administrators
that
were
in
the
room
and
district
staff
and
parents,
and
there
was
a
lot
of
good
ideas
shared
amongst
the
group.
A
lot
of
great
things
also
that
are
happening.
L
I
would
say
that
the
one
the
topics
that
rose
to
the
top
clearly
were
mental
health
conversation
and
some
of
the
challenges
that
certainly
our
our
kids
are
facing
today
and
how
the
events
of
the
last
few
years
have
contributed.
And
what
can
we
do
moving
forward
to
sort
of
to
to
help
that
or
to
address
it?
L
Offerings
and-
and
I
know
that
that
was
a
huge
push
in
the
last
session
as
well,
in
terms
of
not
reinventing
or
duplicating
services,
but
rather
the
funding
silos
that
occur
in
terms
of
mental
health.
How
can
we
partner
differently
or
better
moving
forward,
and
so
I
really
was
excited
to
hear
about
the
pilot-
that's
happening
at
fargo
north
high
with
that
partnership
and
and
fostering
that.
I
think
that
that
is
a
step
in
the
right
direction.
L
Even
if
it
is
out
there-
and
so
so
I
thought
it
was
great-
I
mean
matter
of
fact
it.
I
think
the
group
maybe
concurred,
because
we
were
there
till
nine
o'clock,
so
we
visited
much
longer
than
the
intended
time
and
the
vast
majority
of
us
were
there
that
long.
So
so
I
think
it
was
good,
although
smaller
than
other
years,
I
do
think
it
was
still
valuable
experience
for
all
that
were
that
all
that
could
participate.
Q
See
given
that
I
was
absent
for
the
last
meeting
we've
had
since
the
last
time
I
was
here,
we've
had
two
meetings
of
the
salary
commission
on
the
fifth
and
on
the
19th
of
this
month,
and
next
meeting
will
be
on
the
second
of
next
month.
I
think
things
are
going
pretty
well
we're
having
really
like
kim
said,
we're
having
some
really
good
discussions
and
looking
at
some
history
and
and
future,
and
I
I
foresee
that
we'll
be
producing
a
useful
report
in
may
when
we
wrap
up.
So
that's
it
thanks.
A
Thank
you.
I
have
the
draft
of
the
mou
recess
commission
report.
I
I
suppose
nikki
you
have
that
too.
I
would
imagine
so
I'll.
Take
a
look
at
that
and
it
it
should
be
ready
for
us
to
bring
to
a
meeting.
I
think
early
february
governance
meets
thursday
and
it's
a
little
bit
of
a
longer
agenda
than
sometimes
so
just
letting
those
of
you
that
serve
on
that
committee,
just
you
know,
allow
a
little
time
to
make
sure
that
we
get
through
the
agenda
focus.
A
A
We
were
able
to
have
really
nice
dialogue,
and
that
is
that's
so
beneficial
and
so
sometimes
just
being
able
to
sit
in
a
circle
and
meeting
face
to
face
barriers,
get
broken
down,
and-
and
we
realize
that
we
have
a
lot
of
commonality,
and
it's
sometimes
just
like
the
way
that
we
get
to
a
solution.
Is
you
know
oftentimes
a
little
bit
more
challenging,
but
many
times
we
can
agree
on
some
of
the
main
main
points
and
mental
health
really
was
the
focus
of
of
that
group,
and
I
was
in
that
group
with
jennifer.