it's meeting of the isd 191 burnsville eagan savage school board the date is october 22nd 2020 and the time is 6 30 pm uh we'll start with the pledge of allegiance um director miller would you please lead us in the pledge yep i pledge allegiance to the plan of the united states of america and to the republic for which it stands one nation under god indivisible with liberty and justice for all thank you we'll start tonight by approving the agenda i will take a motion so moved moved by director shot second seconded by director miller any discussion hearing none ms kenny would you please call the and the motion carries thank you uh starting with the report section of our meeting um we'll start with uh dr battle and emina oftadaal director of curriculum instruction and assessment we will be receiving a report about district equity dr battle thank you chair alt and directors of the board tonight we will present an update on our district equity plan since 2014 our district has engaged in implementation of culturally proficient school systems tonight i will provide a review of our past equity plan yearly work plan for this year and an overview of this year's planned components moving on to our purpose slide in the presentation this plan seeks to keep us on track for our comprehensive implementation of culturally proficient school system its framework and its tools in the service of our mission each student future ready and community strong the next slide shows the four tools of cpss overcoming barriers which are caveats that assist in overcoming resistance to change such as the unawareness of the need to adapt the second tool guiding principles of cultural proficiency are the underlying core values of this approach such as inherent and cross-cultural interactions and that are dynamics that must be acknowledged adjusted to and accepted cultural proficiency continuum this is the language for describing both healthy and non-productive policies practices individual values and behaviors these the continuum goes from cultural dis destructiveness to cultural proficiency the essential elements are the behavioral standards for measuring and planning for growth toward cultural competence or cultural proficiency such as institutionalizing in our system cultural knowledge the next slide is a captures our cpss journey i mentioned we began implementation in 2014 and so the face the first phase is exploration then moving to installation initial implementation and full implementation we are in the middle of full implementation we need to reschedule employee training from last year that was interrupted due to covet 19. however we do have district cpss train facilitators and just this past summer amina off the daw and maria arago attended training and completed that advance cpss training now let's move on to our implementation history so you see um the two steps that we launched in 2014 through 2016 and then subsequent years and last year 2019-2020 we targeted training for non-teacher staff such as our custodians and clerical staff we launched district-wide professional development to sustain the use of cpss and we added support on onboarding of district leaders including board members so the next slide are the seven strategies we will launch some are continuing from before to a bid and sustained cultural proficient school system district cp ss equity team develop our site teams continue with the teacher academy continue with attracting supporting and retaining diverse staff representation of diverse community on our advisory teams continuing with our non-teaching staff training and an evaluation of the impact and effectiveness of our work and so the next slide shows you a more detailed action steps as well as for each of the strategies it also shows the timeline persons responsible for leading and coordinating the action step and metrics to inform yet to be developed smart goals for success for each strategy we're going to spend a little bit more time on this chart and amina off the dollar and i will share more information and we're going to highlight a few so first if you look at the last column you will see that we plan to conduct an equity audit previously an equity audit was completed in 2014 so it's been seven years and it's time for another audit to be completed the purpose of the 2014 audit was to examine teacher preparedness and program effectiveness within a school and across our district and to determine if what if any differences in the services of students based on characteristics including gender language spoken at home and race and social economic status there were three areas of focus teacher quality programs and achievement i wanted to share a couple of the findings one finding showed that 33 percent of our teachers disagreed that they possessed the knowledge and skills to develop culturally relevant lessons also the previous audit found that 39 of teachers reported they possess knowledge and skills to develop and deliver lessons to meet the needs of students learning english from that audit report there were 21 possible steps identified a few of these steps were to develop high quality math and reading core instruction to take a culturally proficient approach to behavior intervention and to have high quality principal and district leadership so using some of the findings from the at the previous equity audit report we may want to ask has there been an increase in the number of teachers reporting that they now have the knowledge and skills to develop culturally relevant lessons is the expected increase based on the professional development that teachers have been engaged in since 2015. so staff and i want to finalize the areas that we want to review for the audit and once we complete the second audit we will review findings and develop goals with associate action steps and strategies and metrics and so i'll turn it over to amina off the doll and show how to add a few more strategies from this year's equity plan thank you superintendent battle chair all members of the board i appreciate giving the opportunity to share some of the action steps that are on our plan recognizing that the 21 22 plan is uh one year out of the 2018-22 plan that was put together under the leadership of dr spacey stanley um following the findings of the audit we are reconstituting our cpss equity team the members who had served there had served for um had been serving there for the last four years and so we knew that we wanted to open it up to many more folks who would be able to contribute as well as recognizing that the the committee needs to be more representational of our student community and so making sure that the voices of our black indigenous and people of color were heard on that committee so that committee will be reconstituted with some returning members and some new members also those folks will be able to champion the next step which is fight ppss teams those teams will be the champions the leaders in their buildings to recognize the actions that are going on procedures activities things that the building leadership team are involved in that those are conducted and conceived with an equity lens and furthering the professional development in the building rather than being led at the district level we will be conducting a cpss teacher academy we hope to have the first cohort complete uh during the spring before the end of the spring semester and the second cohort uh take part in june so that we would have 50 new teachers who have completed the six day training for the 22 yeah the 22 school year um and and we're really excited about that because we have invested over the last few years with many participants of the original equity team our cpss team to be trainers and we'd like to be able to access them those of us who have had that training and be able to share that throughout the district and use those skills we do want to continue to work with our hiring and support and retain and retention of a staff of color and making sure that we are examining barriers that might exist there to their hiring and support to increase our retention the representation of our diverse community in our advisory teams really making that concerted effort to reach out to the community and send invitations to our families but um so that our parent organizations are much more representational the we'll do continue on with our partnership with the ymca to do our training with of the operations and non-teaching staff especially targeting the leaders there so that they can continue that work amongst their own um the evaluation and effectiveness as you see in the metric column those are the metrics that we will use to determine the level of success and so we'll be setting those smart goals for each and every one of these actions finally the evaluation of impact and effect effectiveness coming back to the equity audit to see the progress that we've made over the last seven years as well as identifying new areas in which we can grow and improve also continuing with our um seeing the results in our academics uh achievement and our reduction of disparities as rougher through the smart goals of the world's best workforce and the achievement integration this is a rough overview those are our big pieces that we'll be working on and uh the bullets underneath those kind of share what the sub strategies are but there's a lot of continued equity work to do and we're very very excited about the momentum that we have and that concludes my report for tonight chair alt and directors thank you very much dr battle thank you amina um board members i'll open it up for comments and questions director shots thank you for the report jim uh dr battle and um amina it's the work that we do is is important and um this is so much at the heart of um what isd 191 stands for and not only for our students but for our staff and our families so thank you for that continued work and i look forward to uh hearing future reports thank you thank you director miller oh director courier sorry yes i as i listened to your report i thought about the 30 years that we have been working on equity and really cpss has really pulled it together we've done lots of options but cpss has has actually done what it says it can do so congratulations on on the efforts and and it works it works so thank you thank you director courier uh director chester i think you have your hand up i do thank you yes thank you for the our our work with our with cpss and being culturally proficient um one question that i have regarding attracting supporting and retaining staff i didn't see unnecessarily a bullet under their targeting retention of staff and wondering if there was going to be work in collaborating with our bargaining units in terms of having maybe a collaborative effort on retention as well thank you for the question director chester members of the board and so all of our bargaining unit leaders are value all of its members and so it's very difficult when we have our colleagues that we have worked in partnership with and gotten to known and then due to finances we've had to let some of those colleagues know so stacy sovine is actually joining us and i'd like him to share a few comments too so there is a commitment from the bargaining units they do value their members and so it's really been difficult not only for us but for them as well and so when it comes to our um black and d indigenous and people of color staff so yes there is a commitment and a certain effort to look at some real actions and different ideas so director silvine to your question when you're asking about negotiations negotiations as a way path and again as dr battles pointed out both sides of the table have to bring the proposal not necessarily bring the proposal to the table but both sides would have to agree to the language of the proposal so that a negotiated thing retention when it's like with our ad will groups with our unaffiliated groups that provides a lot of latitude for the board to be able to retain staff but when it comes to negotiations in the process to lay staff off or reduce that again that's going to have to be reduced as long as we have declining enrollment in a budget issue as we have that makes it very difficult between the two between the resources that we have and the contracts that we have to pull and truly defend retention and that's the sad truth to where we are until we come to that agreement with our labor unions thank you stacy any other questions director miller so um my first question was actually in the same vein of the last there only i'll just rephrase it a little i'm just curious that bullet point on slide seven reads attract support and retain diverse staff trying to understand what role cpss has played in the retention of diverse staff as you know i know that um as was intimated in the previous conversation there's a larger issue outside of of cpss driving the retention issue so is there is there a reason why we put retain diverse staff in the bullet point on this is there something specific that cpss has helped us in that process thank you director miller members of the board so i think if you look back to the slide about barriers and so representation matters for our children and families and so when you don't see role models on a daily basis that can be a barrier for our children so that's how i see cpss just on that one tool i also think it helps us um one of the things we should look at is always to be aware of how our practices and policies and our actions impact the diversity of our students and so as you know the most important factor in the student's achievement is a teacher um and so there are other factors but that relationship between the teacher and the student is the most important factor in a student's achievement and so i would say very briefly uh that is how the cpss there are other examples in the framework and i don't know if amina wanted to add to that but i would see directly that a tool of actually identifying barriers to cultural proficiency if you don't have representation of diverse groups within your staff you cannot be aware of those lived experience of uh diverse uh members of our our staff and in our community okay um the other thing i wanted to dive down into a little bit was um so we're at a stage now where it's an evaluation process um sort of the last step of of this uh of the this process um you know a couple of questions first of all are we going to get some sort of results then from this evaluation will it be a follow-up a report of such of this if so when um i heard this talk about the equity uh audit and it sounds like the and i wasn't party to the the decision making on cpss or here when this was first done it sounds like it was based and maybe i misunderstood but based heavily on sort of a self-evaluation of our staff and their their feelings about uh cultural awareness in this district which strikes me as a bit bias if you have a we you know be frank we have a disproportionately white teacher representation and if you're asking them if they feel culturally proficient they're probably going to say yes because they're not as aware of what they what they're exposed to or not exposed to so i'm wondering if if the evaluation will include some sort of external observation of what we've implemented some evaluate you know some some testing and such and then i get follow up on that i would also be interested either now or when when we come back and talk about this later we i guess based on the timeline we must have picked this 1413 supply 2014 2013 the world is dramatically different today especially in um our awareness our self-observation our inner reaction on along racial lines and and in our community is dramatically different um so i just in a general statement i would wonder is cpss accomplishing what we have tasked it to accomplish is it the right tool for today it might have been the right tool then it may have served us well until now but is it the right tool going forward or do we need to add more things do we need to maybe get something different i'd be interested in knowing that answer if i could speak to that and respond to that one of the advantages of the cpss framework is that it is open to the use of multiple tools and um and adaptable to many different kinds of situations and so one of the things we say is that cpss is our framework and that we through our learn other equity learning can bring those tools to the table and um many of our folks who have done you know different types of equity training or have uh experience with different tools have brought them and they fit within the cpss framework that framework is broad enough for it to adapt to all of the the different tools that are there so you know the barriers don't change if you look at the barriers that uh um the four barriers that we had in 2014 those are still very real and very relevant for us today the guiding principles still very real very relevant in that as a as a framework it gives us a box and that we fill that box with a variety of tools new context few situations all of those particular pieces so even as i finished up with my training um two weeks ago we were talking about current events and what that cps as framework looks like in um in this time of you know really civil unrest and um looking at elevating voices of people of color and that those things are still prominent in the cpss framework and director miller regarding the data that was used in 2014 they did look at some data mca they also wanted to look at the enrollment in advanced courses ap and cis did it mirror the demographics i think they did recognize and i wasn't here so others who were here can speak to it they recognize that the audit should not uh be the end-all for looking at and so that's why they had the ymca come in and work with students at burnsville high school so you're right the audit was one piece but there were other ways that the board and the staff at that time wanted to have a more comprehensive picture so i wanted to share that piece and then if i could just add um there there are two pieces one yes there is some self-reporting the self-reporting is a really important component because that addresses us um kind of the awareness of the barriers and so that self-reporting is an important component to have but we also have through the achievement and integration department at mde some research-based tools that are school observational forms and classroom walk reforms that really do have indicators to show whether or not that that the instruction the environment the spaces um the leadership the organization all of the different components are actually aligning with uh equity indicators and so that that's a great tool that was supplied to us by mde and um we will include that as part of our equity audit going forward and um director miller is someone who was here when that those decisions were were made and when the audit was conducted yep i remember appreciating that dr stanley conducted the equity audit when she first arrived here so in terms of the person who was leading the audit she had more of an objective eye as someone who was coming in from the outside and i thought that that was that was really helpful um in terms of knowing that you know we have a more objective observer going through this so um does that answer here yep okay dr hume you had a question um yeah and i'm not sure if it's one that has an easy answer right now but one of the things that we've heard one of the things we've heard about in the news a lot this year with covid is all right is the risk of distance learning and covid on the impact on equity in our schools and so i'm curious as we're moving into this you know the next year of implementation what challenges are we anticipating in light of the ongoing impact of covid and how are we going to be able to address those challenges this year when we have hybrid learning at least for the foreseeable future for our students thank you director hume uh so it's very interesting looking at data that we've collected and data that the state has collected so when you ask children of color about the impact of coving we know the disproportionate health impacts of covet but it's interesting across minnesota some children of color are saying they're actually seen in a virtual environment so we're trying to unpack that data and as you know some children we thought might thrive with a transition are not thriving in a virtual and some are actually learning that's the best way they learn and so i think there's still more to learn about the impact on our equity goals that kovit has had i have been reading research about the impact of learning loss there's two studies one done after hurricane katrina and the students in louisiana and they actually said if teachers when they come back to school focus on what's most important they actually do catch up and then there's another study on the impact from australia with the natural disaster that happened there too so we have to look at the data find out where our children are don't make assumptions uh talk to the children and then really be focused and purposeful in our instruction so amina i don't know if you have something to add i would like to add that last spring as we moved into distance learning for all students we were able to see those just some of those disparities and inequities and have proactively tried to address those as we moved into distance learning this year we spent some time this summer looking at connectivity issues where are we putting our resources as well as continuing to look at how we can create those virtual environments in which students voices can be heard that students can be seen and heard and the video conferencing tool is allowing for a lot of opportunities there and learning um so as we look at some of those uh issues where we see in equities connectivity and technology is one which technology director gordon has done an amazing job with her team to address that but we also need to continue to address grading and evaluation assessment environments attendance policies and procedures and and those are areas where um we we've seen a lot of disparities with those with our students of color and the these are great opportunities for us to have some of those open discussions and so as we are looking at attendance data right now and asking the question about what does it mean to attend in a virtual environment we are looking at that in terms of who do these rules apply to and who are the ones that for whom the the particular really stickler for rules um in the old in old version i guess in in a face-to-face version would tend to be a barrier for them and i think having those conversations about attendance about uh assessment about grading um all of those particular pieces have been um are really up front for us right now and looking at that in a different way because we are being forced to look at a new uh structure and this is an opportunity to look at those new structures and address those disparities directly thank you any other questions director who no okay i just i just had a comment i always appreciate hearing about cpss and equity work and dr battle you and i have talked about this a number of times that you know when we're talking about diversity of course it's incredibly important to focus on our students and staff of color we know that and i think we also at the same time need to be mindful of the fact that diversity goes beyond race that there's also for example men male teachers at elementary there's gender identity you know any number of of um unique traits that make us special and i know it's easy just to talk about students and staff of color and that's very important and we also need to in the back of our minds and i know dr battle you you do i you and i have talked about this a lot that um you know it's we're really thinking about all that makes us unique and special thank you for that let me give one example that uh we were addressing uh last week related to policy so we've had more than a few parents contact us that their child is now choosing a different product and so the enrollment uh staff did consult with me sorry guys so because there's an issue we can't change our records from the legal name and so we actually reached out to some other districts that have already implemented what do you do to honor this child and the the choice and so we will be honoring those um and so that's a very concrete example of how when you're looking at equitable outcomes you need to make sure your children believe they are seen and valued for their authentic self and that request to change the pronoun or the name from what the legal name is so how do we honor so thank you for bringing that and so yes we are all working on gender uh culture race and ethnicity so that each child is seen and valued and appreciated in our system so thank you for that thank you dr battle all right i think we've pretty much gotten through all of our questions so we will move on to our next agenda item staying with dr battle we will be receiving an update about district 191's efforts to implement covet 19 related educational and public health guidance issued by the mde and the mdh respectively thank you chair all and members of the board the purpose of the covet 19 report is to provide an update on district 191's efforts to implement covet 19 related educational and public health guidance tonight i will share information related to two of our four primary areas of our planning health and safety and student and family support tonight i want to first acknowledge all staff for their work as we launched a full distance learning model through virtual academy and a hybrid model of in-person and online learning to say the least it has been a task a monumental task we planned for it beginning this summer really last spring but stepped up our planning once the governor and mde gave us guidance and we implemented the hybrid model slowly through our staggered school start so now we have almost completed three weeks with all hybrid students experiencing in-person learning so now is the time to see how our plans have worked in practice i want to acknowledge that we have had a solid implementation of hybrid and and virtual academy yet we are still problem solving with issues that are concerned to students families and teachers i have anecdotal and evidence that overall things are going well overall parents and teachers are supportive of the switch to synchronous from asynchronous learning that was implemented last spring students and staff are adhering to health and safety protocols and attendance is good yet we have challenges of large class sizes in virtual academy teachers managing an all virtual learning environment and managing both in-person and virtual learning at the same time additionally full student engagement in active learning and virtual classes in hybrid and virtual academy can be difficult to manage even though i did visit the kindergarten class and i have to tell all the students there the kindergartners did an excellent job staying engaged for virtual academy we are challenged with transitioning staff when we are immediately honoring parents requests to go from hybrid to virtual thus that request in honoring those immediately is causing an imbalance in staffing even though we've hired more staff to help to reduce class sizes we still have some class sizes of 40. we are going to survey students parents and staff with the hope of learning more about how our plans have been operationalized and the impact on our constituents with that i want to move on to health and safety and in an area of parent engagement so today minnesota department of health released the 14-day case rate per 10 000 residents the following numbers represent the time period from 9 27 through 10 10. unfortunately both our counties dakota and scott have shown an increase dakota county is 24.06 which is an increase from 20.73 scott is at 22.60 and increase from 22.25 we must use the confirmed cases per 100 000 residents for dakota county since it is higher for this data we will remain in the hybrid learning model but i must tell you the covet 19 leadership team the covet 19 advisory committee and i will continue to look at the trends if we have an increase again again next week the key indicators and decision process for selecting the learning model that is best for district 191 will be crucial on tuesday the leadership team for covet 19 continued the discussion about those key indicators and the process and tomorrow the covet 19 advisory team will continue its discussion and so as we look at the numbers we will look at the learning model parameters so from 20 to 29 it's hybrid learning for all students when you hit 30 to 49 it's hybrid learning for elementary students and distance learning for secondary students 50 is distance learning for all students if you look at the county data released today there are some very prominent uh um i wouldn't say prominent but large the largest anoka and uh hennepin also increased but when you look at the list it's pretty stunning uh the counties that are already at 50 there's even a county that's at 90. and so you've seen the news and numbers that in minnesota it's increasing so you look at the county data you can see it and so i wanted to share that with you and our community and i thank the support of the leadership and the advisory leadership team moving on to student and family support a reminder that parent-teacher conferences are november 2nd and 3rd and i hope parents will take this opportunity to learn more about classroom curriculum and to ask questions from your child's teachers i want to highlight that to complement these upcoming conferences middle school teachers held a virtual open house yesterday so on wednesdays the teachers have four class so wednesdays is our district uh everyone is in distance learning on wednesdays so they offer four classes and so parents were invited to meet for the last 15 minutes to come and join the last 15 minutes um to meet the teacher because remember some the open houses were virtual so to actually meet the teacher learn more about what the students have been engaged in and to answer any questions and so the middle school principals have reported that they've actually seen an increase in parent and great engagement through virtual meetings from the fall open house and so they think as i think it was a director whom to ask about what the impact is a good impact is they think they need to always offer a virtual parent conference so for various reasons when we talk about really attending to our parents needs there are some parents who aren't mobile and so it's difficult to come up to the school and so a virtual is a great option and we've seen that with teletherapy more people are attending their therapy sessions because they don't have the barrier of travel and so i wanted to share that we're looking at pair engagement very differently through our response to covet 19. and this concludes my report great thank you very much dr battle board members any comments director chester i'm just going to check in with you to make sure you don't have your hand raised nope no question we're good okay great all right thank you very much this is always a very informative report all right next uh we are moving to committee assignments and um board assignments um before we i open it up for reports um i did want to make note that uh the board will be taking action this evening to fill vacancies in committee based on director halwiger's resignation so i just wanted to call that out for folks and that's the msba legislative committee negotiations and the edward neil elementary school assignment with that are there let's see committee reports starting with policy review committee director chester thank you general um yes the policy review committee met last week um to go over a couple policies that you see on the agenda today one is on the consent agenda 602 which has one minor change and that's on organization of the school calendar and school day and then one that will be presented tonight on the regular business policy 522 regarding the changes to the title ix policy on sexual discrimination agreements policies so those will be coming forward today great that's all i have thank you next director shots with the negotiations committee there is no report from the negotiations committee great all right next uh legislative committee i can share an update awesome the legislative committee had its monthly meeting on this past monday october the 19th and the agenda was focused on the process for drafting the district's legislative platform for next year which we'll be discussing at an upcoming board retreat awesome thank you student performance and achievement committee this is a committee of the whole and in the officers meetings we continue to talk about spa reports and it's certainly not for lack of staff preparedness that we're not receiving these reports it really is more about the work that we must get done and we have to prioritize not to say that the spa reports aren't important they are but we do we do need to get through the business of the district first so next are there any reports for board appointments the association of metropolitan school districts the october amsd meeting featured dr tom melcher as the guest speaker with a talk entitled overview of school finance working group draft recommendations usually amsd puts the powerpoint on their web website however a lot of what dr melcher presented on october 2nd is out of date already scott cronquist executive director of amsd noted quote the school finance working group will be reviewing a new draft of the recommendations that it's meeting this thursday evening as we're meeting and as soon as that is available we will share it with amsd board members and i'm assuming you all get amsd reports so keep checking those also he sent us a copy of the morris leatherman september presentation which i'll work with jamie on how to send the link to you the next report i have is on 9 17. the regular meeting of intermediate district 917 was remotely held on october 6 2020 there were regular reports from melissa scheller on the special education programs and from eric van brocklen on the decals and vocational programs besides consent items donations and standard business service items 12 policies were reviewed and acted upon new business included approval of temporary work agreements approval of assurance of compliance with state and federal laws approval of renewals for ltd and life insurance and approval of medical and dental insurance rates for the 2021-2022 school year it also included october 1 enrollment counts for both special education and decals and vocational programs today we had a superintendent and board member work session in virtual format it was facilitated by ray queener of teamworks international the goal was to evaluate the 917 2021-2024 strategic objectives and collect feedback to inform the 917 school board i think it was time well spent and that concludes my 917 report then i have a hall of fame report there have been no meetings however jim green the current chair sent out an email to committee members in early october seeking committee member opinions on how we should proceed for recognition for hall of fame members specifically should we skip 2020 in other words not install anybody in the hall of fame or should we combine 2020 with 2021 one so we were to put it send in our preferences which i did but one future item for this board to consider will be if you want to have a board member participate on the hall of fame committee or not now the hall of fame committee had in their constitution or in their bylaws that there had to be a board member well i don't know if it's even legal for that to happen so i think they changed the language may have a board member however since the inception of the hall of fame there has always been a school board member on the hall of fame committee um so one future atom for this board to consider after december is do you want to have a board member participate on the hall of fame committee or not there has now the this board the hall of fame committee was begun when the high school um celebrated its 50th anniversary and i think it that was 12 or 15 years ago so that concludes my reports thank you director courier are there any other reports from board members no all right uh then the final piece of information um i would like to offer up is a report about board self-evaluation we'll remember board members that as part of our board organization doc document we included an annual you know the desire to do a self-evaluation of ourselves on an annual basis one year formally and the next year less formally well last year we did the formal um self-evaluation with the help of msba and um now this year we're looking simply at a survey that we'll um complete among ourselves and then that information will come back to us as a report which we will discuss amongst ourselves and i just wanted to raise up for discussion just check in with you in terms of the the proposed timeline because i think it's important to complete the evaluation with this board because we completed last year's event self-evaluation with this board and then we have a solid two years of baseline data from which to move forward with so basically looking at completing the survey by the end of october getting the link tomorrow from msba completing it the survey by october 29th and then discussing the um the report in our well in in a november retreat discussion which we'll be taking action on again tonight so i just wanted to put that out there if anyone has questions or concerns about any of that no all right good go ahead scott you said it sounds good okay good all right so next excuse me um turning to the consent agenda although board action is required it is generally unnecessary to hold discussion on these items in the event a board member wishes to discuss an item that item will be moved for separate consideration is there anything that board members would like to separate seeing none i will take a motion moved by director chester second second seconded by director hume uh ms kenny would you please call the role and the motion carries thank you uh turning to new business uh starting with uh we're being asked to approve board candidate application timeline and um clerk courier is going to read the resolution whereas a vacancy exists on the board of education due to the regis resignation of gen hollow halwiger and whereas a vacancy exists in the office of school board director with the term expiring the first monday of january 2023 and whereas the vacancy occurs after the last day to file affidavits of candidacy for the next school district general election and whereas more than two years remain in the unexpired term now therefore be it resolved by the board of education of independence school district number 191 state of minnesota as follows one the board will appoint an individual to serve in the vacant director's position until a successor is qualified at a special election two the board of education will accept applications from individuals interested in filing the in filling the vacant director's position beginning on october 23rd 2020 at 8 a.m and ending on november 6 2020 at 1 pm 3 the appointment will be evidenced by a resolution adopted by the board of education and entered into the school board minutes and will continue until a special election is held under minnesota statutes section 123 b .09 subdivision five four the appointee will be sworn in as a director of the independent school district number 191 board of directors during a regular business meeting of the board to be held on january 14 2021. thank you director courier i'll take a motion so moved moved by director shot second second seconded by director hume uh discussion or comments hearing none director i just wanted to make a public statement uh because as you're aware i am currently running for re-election to my seat here at this table um within consideration um it would obviously be advantageous for me to sort of quote hedge my bets by potentially filling an application out for this role um i don't feel that that would put anyone at this table and in a uh a good seat um i don't think and also i don't think it would be um a good action of transparency for me to do that uh so i am unequivocally saying stating for public record that i will not apply an application to this and i mean this uh for jen's seat in any situation so i believe that will free me up to participate in the process of selecting the replacement of this for the seat thank you very much director miller any other comments or questions nope all right ms kenny would you please call the role hi alt and the motion carries next we are being asked to adopt a resolution approving the open facilities action plan and authorizing administration to proceed with next steps for possible sale or lease of open facilities of isd 191 dr battle thank you chair alt so yes i am recommending that the board adopt the formal resolution approving the open facilities action plan and authorizing administration to proceed with next steps for possible sale lease of open facilities of isd 191 this resolution is based on several board open facility discussions and so now i turn it over to director courier who will read the resolution be it resolved by the school board of independent school district 191 state of minnesota as follows one the school board of independent school district 191 intends to seek special legislation by the minnesota legislature to provide that notwithstanding the provisions of minnesota statutes section 123 b .51 subdivisions four and six proceeds of the sale or lease of current school facilities or land may be transferred into the general undesignated fund to the full extent permitted under federal tax law and associated u.s treasury regulations it is understood that no land and or building sales or lease agreement shall be executed by the district before legislation authorizing such a transfer has been approved number two pursuant to minnesota statutes section 123 b .51 subdivisions three and four land and buildings will not be sold or leased to organizations that would compete with 191 for enrollment or funding or that would operate in any way that would interfere with the educational programs taking place on such properties number three the proposed open facilities action plan encompasses the following a marian w savage elementary known as mws and sioux trail elementary known as st will continue to be used as isd 191 child care facilities as long as covid impacts our ability to group and transport isd 191 students once covet is no longer a consideration we will actively work to find non-competitive partners for a lease arrangement of these facilities b river ridge educational center will continue to house best until a purchaser for the facility is found and a sales agreement is negotiated and executed at which time best will move to diamond head center dec c subject to minnesota statutes section 123 b .5 subdivisions 3 and 4 and federal tax regulations district administration may lease some or all space at metcalfe middle school mms to non-competitive partner organizations with an understanding that such leases will terminate at such time as the school board of independence school district 191 agrees to sell the land and buildings of mms d up to four acres of land at dec may be sold after special legislation has been adopted as discussed in paragraph one above number four the board hereby approves the open facilities action plan as presented to the board district staff and consultants are hereby authorized and directed to proceed with the implementation of the open facilities action plan including without limitation pursuing special legislation substantially as described in this resolution subject to the approval by the board of any special laws approved by the state legislature as provided in minnesota statutes section 645.021 and further subject to approval by the board of by the board of any contract for the sale or lease of any district facility or land contemplated in this resolution thank you director courier i'll take a motion so moved moved by director hume second second seconded by director miller discussion or questions director courier i just wanted to clarify that the river ridge educational center will continue to house best and best is a one of our programs in the district we didn't clarify that enough yep good point yep any other comments all right uh ms kenny would you please call the roll aye old i chester i career i heal i miller hi and the motion carries thank you uh finally uh we are being asked to approve on a first reading basis changes to policy 522 title ix sex non-discrimination policy grievance procedure and process and uh we'll be with stacy sovine executive director of human resources welcome stacy thank you gerald dr battle members of the board earlier this year the office for civil rights or otherwise known as cocr at the u.s department of education announced new title ix requirements define sexual harassment and federal regulations for the first time and governing sexual harassment complaints and investigations the new standards online comprehensive notice and procedural requirements schools must follow when responding to sexual harassment claims from both students and employees title ix traditionally has been addressed towards students for sexual discrimination but what new regulations from the office for civil rights is doing is now moving into sexual harassment both for students and for staff so this is a big shift and as you have probably noted on the red line from the old policy it is pretty much all red line because of the new requirements that are being outlined for us to move forward the policy new committee reviewed this um policy policy 522 both on september 8th on october 13 2020 and with that the recommendation is that the board of education approves on a first-rate basis changes to policy 522 title 9 sex non-discrimination policy grievance procedure and process thank you stacy i will take a motion so moved moved by director shots second second seconded by director courier questions hearing none uh ms kenny would you please call the role i chester i career i hume i miller hi schatz i and the motion carries thank you i will now declare us adjourned we will be adjourning to a board workshop um where we will start with a review draft of the strategic plan dashboard with dr battle we will receive a report from emina oftadaal about the pre-k-12 pathways rollout and finally we will close out the workshop with more discussion on board vacancy planning shall we take a five-minute break we'll take a five minute