Testing. Oh, thank you. So thank you. Good evening, everyone. We want to go ahead and get started with the first part of the meeting, which is actually the budget hearing meeting today, Tuesday, June 11. As you know, those who've been on the journey with us for a while you know that it is by law that we have to approve the budget before the end of the month of June. So, the new budget cycle begins in July so this meeting is customary for us to have at this time of the year. We will now call the meeting to order. Madam Secretary Can you please have a roll call? Angelique Peterson Mayberry, President Misha Stallworth, Sonia mais Dr. Iris Taylor sharegate In Yogo, Latrice, McClendon, Bishop, Dr. Khaled Yvonne here. Madam Chair, you
may begin.
Thank you. Can we now have a call for a special meeting? I bring you more secretary to the Detroit Public Schools community District Board of Education do hereby certify that the foregoing notice of special meeting of the Board of Education was delivered to each board member on Monday, June 10 2024, according to its applicable statute, thank you, we will now have a meeting norms. We respect the right of all persons to participate in this public meeting of the board and kindly request that everyone engage in behavior that supports the same and event that any one engages in behavior that is not in support of that good request that you refrain from that behavior. We will now have a moment of silence and we will honor at this meeting and the regular board meeting. Young Mr. Elijah Reese, a 10th grader who passed away tragically and suddenly from English village Preparatory Academy at Feeny. We also lost Cecil Forbes, a senior who was a retired teacher and department head into his career after 33 years at Denby High School. So during our moment of silence today if we can remember young Mr. Elijah Reese's family, and Mr. Cecil Forbes senior family
thank you, we will now move into the next item on the agenda. We do not have a quorum at the moment. Only three board members are present so we cannot approve the agenda but we will close public comment registration. The time is now 509 and public comment registration for the budget hearing has closed. I will now turn it over to Dr. Vitti to do a presentation on the budget. As we know this information was shared in both committees, both academic and academic and finance.
Thank you Madam Chair. I'll pass it to our CFO, Mr. Video. And then he and I will tag team the presentation. Go ahead Mr. video.
Thank you Good evening board members and community. This evening we're presenting the 2024 2025 school year, DPS and general fund as well as school nutrition and student activity budgets. We will start with Detroit public schools. As a reminder, this is the budget for the collector, the collection of the 18 Mills, we are anticipating an increase in property values of approximately 4.6% and continued tax collection rates of approximately 90%. This will generate nearly $94 million in revenue. We have approximately $70 million left on the operating debt. So the operating debt will be fully repaid this year two years earlier than forecast that we're projecting in this budget. And that covers DPS will now move on to dpscd and I'll pass it back to Dr. Vitti.
Thank you Mr. Vito. At this time, I'm just going to review the budget proposal for next year, as the board knows, but the community may not know the board is required to adopt a budget by June 30 of every year. Often that is before the final state budget is approved. But over the years, we've done a good job of projecting what the revenue would look like. And then as we always due after the fall enrollment, settles did we do a budget amendment to rectify any changes in expenditures or revenue. These slides are not new to the board. We reviewed them during the Finance Committee and the academic committee. So the board is fully aware of the any budget changes that we're making for next year, which is not significant. Considering the significant changes we've made the year before. This slide here reminds everyone that we can continue to not be funded appropriately in the state of Michigan. We our district is demonstrated on the far left of the screen if you're facing the screen or the slide. And what this shows in Orange is the percentage of our overall budget that relies on federal funds. As compared to other large urban school districts throughout the country, you can see that our budget relies heavily on federal funding. The challenge with that is there is more flexibility in local and state funding. And when we think about the majority of our costs, operations, as far as cleaning, upgrading schools, salaries, primarily teacher salaries, transportation costs, all that has to be funded through local and state funding based on federal rules. So federal funding is restricted, it can only be used for certain things. And they can only be in addition to how you spend local and federal funding that's about supplements the plan. So dpscd relies heavily on federal funds. And as you can see, the blue is local funding, local funding is completely flexible, you can use it for whatever you want. And then it was in green state funding. So the the summary here is dpscd continues to rely heavily on federal funds, which is restricted, and we can't, we find it difficult to meet the ongoing needs of general fund expenditures, which puts us as a disadvantage as a district to meet the needs of our children, but more importantly, to staff appropriately, with the right salaries and wages to continue to be competitive versus surrounding wealthier suburban school districts. And this slide demonstrates that when every district in Michigan in order to receive state funding has to tax at 18 Mills, that's a tax on local businesses and homeowners that rent out their property. Once that revenue is generated, if we're not generating at least 9000 or $9,800, which is the projected per pupil for next year, then the state makes up the difference. The challenge with that is when we tax locally in Detroit, we only generate about $2,000 per student. The rest is made up at the state. So the good thing is that there's a minimum amount per student 9800 is what we're projecting for next year. But other districts mainly those that surround Detroit dpscd generate more than $9,800. And they keep that funding. That kind of funding is completely flexible and fungible and can be used for whatever the district seems or wants to use those funds that funding they're funding is considered general fund. So that that's why you see facilities that are better upgraded than ours and more Mater. That's also why they're top step teachers make more not more money than our types, teachers because that general fund can be used for that purposes. Federal funding again, and restricted state funding cannot be used for teacher salaries and operational costs. So 47% of our budget is restricted, which means that we cannot use certain dollars for the things often that we need to use dollars most for teacher salaries, transportation costs, cleaning buildings, upgrading buildings, and then our most of our central office costs. So one thing that we are pushing our state legislators to do is to allow 31 A money which is at risk money, which we are receiving more up through the governor and the Democrat legislature to allow us to use that in a flexible way. So we can better compete with wealthier suburban districts, mainly to continue to increase teacher salaries. So our proposed budget revenues this year is that our enrollment will be constant or steady at 840 1200 students, we continue to expand pre K because it's fully funded. Now. We believe pre K is one of our best strategies to increase enrollment over time. So we are projecting an increase of about 224 Students seats in pre K. We are seeing that about 70 to 80% of our students who attend pre K are enrolling in kindergarten. So that's a strong long term investment and way to increase enrollment. We are projecting that the budget will increase by about $240 per student, which equals about $11 million. Right now there's an ongoing debate about how to use the midterms dollars. Some of you may know that midterms was not fully funded, meaning that the retirement fund was not fully funded. And previous legislators did fully fund mixers and over the past couple of years our reimbursement rate has increased, so we've generated more revenue. Now mixers is projected to be fully funded. What we want to see is that the state gives that those dollars back to all school districts, that would mean additional revenue of 15 to $30 million. As of today, we learned that there are house proposals to move those dollars to what's called soar, which are defined initiative that the governor has defined through the groin to get Michigan together Council. That would mean taking money out of K 12. Statewide and funding initiatives that are linked to trying to increase Michigan residential rates. We certainly support Michigan residential rates increasing, but we are adamantly opposed to taking money out of the K 12 budget to fund something else. I've had direct conversation with AFC President Terrence Barton, along with DFT leadership, that this is a growing concern. The school board will also be activated. In order to prevent this from happening. I have been talking to legislators throughout the week. But I would name this as a is a serious problem for dpscd. In all of Michigan, if this Democrat legislature and Democratic governor shifts money out of K 12. For other initiatives, this will just handcuff us short term long term to continue to increase salaries at the rates that we want to see that raised. We do now have the literacy Lawsuit Funding to about $30 million in this year's budget that can increase based on our plan, and I'll talk more about that, we'll see a slight increase in CTE, pre K and ELL funding. We're fully funding summer school at least k aid to the bomber Grant High School through our budget. And we'll see a slight increase in title for money. We'll use that money to celebrate students and improvement in math and literacy. Also to provide more support for homeless students and to support attendance improvement. We'll also have about $59 million in one time FMP interest money this is the money that's in the bank to fund our facility projects for the next five years. I'll speak more about how we're going to use that money as well.
As far as expenditures, this budget is not a major change from last year's budget last year's budget, we did have to make some personnel changes in order to balance the budget with inflation, not having COVID money, and then just level setting our budget based on the reality of losing 2000 students in the aggregate due to the pandemic. So as we moved into this year, we just wanted to stabilize things. So that we can continue to just focus on student achievement, and student attendance and overall enrollment. So when you look at this year's budget, it's not much different than last year, with the exception of additional funding for through the literacy Lawsuit Funding, which I'll talk about that and continuing to increase salaries and wages for all of our employees. But as a reminder, we're still funding mental health support at all schools. We're funding our contracted nurses at all schools will continue at after school literacy and math. Programming will continue to expand high school course recovery. We're keeping our maintenance cleaning and transportation budgets the same as long as let's do student food services. I'll talk more about the literacy Lawsuit Funding. But overall, we're gonna try to reduce class size in K for as long as we can hire more teachers, we'll try to fully or partially release our master teachers. Again, if we're able to hire more ELA teachers at schools will have more literacy intervention at the K four level by hiring more academic interventionists. Parents will have access to dollars to have a free online tutoring after school based on their choice. We're going to try to increase teacher home visits by paying teachers voluntarily to visit homes that decay for to build better relationships with students and their parents. And we're also going to expand ELA support ELL support. I'll talk about that in next slide. And then try to use the literacy Lawsuit Funding for hard to staff and performance bonuses for teachers with very high results in literacy. And then lastly, continuing to offer larger bonuses to fully staff speech language pathologists, and psychologists and ESC teachers across the district. We are going to increase funding for teachers to voluntary outreach to students after school we know after a work day, the last thing sometimes teachers have the energy for is to call home to try to improve attendance. So this will be voluntary, but instead of teachers doing it on their own and not being paid If we're going to recognize the extra work and offer the payment after school, we also are going to make some shifts, so that the marketing team is more contracted out and full time, we're going to invest more in attendance improvement. For greater outreach of students and families will continue to complete our FMP. We are going to reduce the principal to principal ratio just to have more supervision of our principals and get into schools more often to problem solve through instruction and culture. We're going to expand training for our leaders throughout the district principals and central office with managing a performance based culture but also, recognizing how to build better relationships with our staff will have more individualized professional development for leaders and teachers and in funding more fun activities at schools for students, and more to team building opportunities for schools or school staff. The board has asked us to improve employee investigation timelines, and provide more support for athletics, especially at the K eight level. So that will be one of the small changes in central office. We are going to have more attendance, student attendance initiatives and incentives to improve attendance. We're going to offer payment of high school students not to work and instead attend after school intervention with the Orton Gillingham approach. And all try to expand student internships as well. There will be a larger fund larger fund balance. Based on how we've managed our dollars over the COVID years, we are going to make recommendations to the board to use those dollars for employee bonuses, as well as possibly funding some initiatives for facilities that we tried to earmark in the state budget, or philanthropically, but we'll have those conversations in the summer. We also have several school parking lots that still need to be paved, and fencing that needs to be improved to protect employee cars while they're in school. So most of these things I've talked about already, we've had quite a few meetings about how to use the literacy settlement dollars. As a reminder, the settlement does not allow these dollars to be used for anything but literacy. In addition, it beyond the things that are named in the settlement that it can be used for. If you are going to use it for a literacy activity not defined in the settlement. It has to be research based, as defined by the element Elementary Secondary Education Act. So this cannot be about experiments, it has to be about funding things that have already worked through national research. So I'm not going to repeat the things that I already talked about here. The only thing that I would add, that I didn't name is when we think about better supporting English language learners, we're going to try to expand our newcomer program beyond Western. So there will be more K five and K eights that could hire more teachers to Better Shelter students when they enter the country and start in dpscd so that they can learn the culture and the language in a more sheltered supporting environment. We're going to increase the opportunity for teachers to gain their English as a Second Language certification. Just overall more training for English language learners teachers. Were going to invest more in middle school supplemental curriculum to help middle school students scaffold to reading the books that we're using better in small groups, we're going to try to expand a Let's Read program by actually paying tutors or volunteers to participate in the program. We're going to expand City Year. And the only thing that I haven't named so far is buying more books to put in students hands, especially their younger students. So we envision buying books, putting them in a backpack at the beat a backpack and book bag at the beginning of the year and sending those home to parents and students. So they have more books at home and expanding parent academy classes so we can continue to promote a culture of literacy among our families. The staff allocation plan is not changing. We are going to continue to fund all of our staff the same way we did last year. Although initially we talked about possibly having fewer Dean's at certain schools. Many of those schools or smaller schools did have a dean where we weren't initially anticipating they would or not the same number. We funded that through at risk money that was increased in last year's budget, and that will be continued to be funded next year. So the only way a school will see any decrease in personnel is if enrollment declined at that individual school. Other than that, the allocations are essentially the same. We are going to look at the way we distribute Did tenants agents, our end of year average daily attendance is flat compared to last year and chronic absenteeism is also flat. So that's something that we will look at over the summer and possibly have more schools have their own attendance agents, rather than using a Central Office deployment model to support schools and students that are chronically absent. As we go into next year, we will have a very defined plan with the literacy lawsuit money to engage the board about how we're spending the dollars, what initiatives are working, what initiatives aren't, we have a third party that will review our initiatives and the performance data linked to those investments. I would say overall, we have a very clear plan on how to spend the dollars. But there are really two factors that will determine how much we spend next year in the next three years. One issue is just staffing. We want to hire more AI's, we want to hire more teachers or reduce class size, want to hire more teachers in order to fully or partially released master teachers. But that's all contingent on actually hiring those individuals. So the budget will vary based on our ability to hire. The other factor is training, we're going to increase the amount of training obviously pay people even more than we were before to attend that training. But the budget will vary based on participation in that training on a voluntary or required basis. And the only other update regarding the budget, and then I'll give it back to Mr. Benito, he's just our five year budget forecast, we are in a very strong financial position as a district, we are projecting to be well above budget for the next five years, year four and five. If everything stays the same, would be a deficit a very slight deficit. That's not something to worry about. Because there are a lot of factors that can lead that to be in the green in year four and five, one just simply increasing enrollment by about 1%. The state per pupil increases increases more than what we are projecting which is about a two to 3% increase only a 1% increase.
If necessary, instead of increasing salaries that way we are we reduce it by 1% in year four, or five, or that we accelerate the phase out schools that were identified in the FMP. And just accelerating the phase out waiting until waiting to all the grade levels dissolve. So not concerned long term. I'll pass it to Mr. pedido to just go in more detail about the financials, and that include the hearing.
Thank you very much, as activity mentioned, well, and if we're going to more detail related to the FY 25 We will see a slight decline in local sources. This is primarily related to one time grants the district received in FY 24 That we are not including in FY 25. You will see an increase on the state sources. We are including the proposed in governor's increase of $250. As activity mentioned, we've also included the additional MIPS funds as well as other state grants. So that's the resulting and the increase in state funding. But overall, the biggest decrease is the federal sources. And this is related to the one time COVID Money expiring in FY 24 and not being included in the budget. So again, you do see that removed and that's why there's the decline in the federal revenue. on the expenditure side, the salary and benefits fully reflect all proposed salary increases that would need to be negotiated along with bonus potential bonus payments, assumes increased healthcare costs in line with previous increases, and then includes additional staff that are funded through the university lawsuit. So that's where you see the increase on salaries. For increases on purchase services. This does reflect the literacy lawsuit budgeting for the additional purchase services that will be funded through that as well as additional purchase services as that are going to be funded through state grants, and then higher contract costs due to inflation and higher labor costs. Supplies are staying relatively flat except for those additional ones that are through the literacy lawsuit. All other items are generally remaining flat. This just projects the exact same information in our function level. And again, you can see the overall we are seeing an increase in local and state sources. But then we're having a decrease in federal sources. We present the local and intergovernmental together but again, you can see them broken out there. On the expenditure side, the expenditures are broken out you can see the increase is related to the increased salaries as well as the increased literacy lawsuit under instruction as well as under Student Support Services. That's where the AIS would be located. And then we are projecting a surplus at the end of the year. Next up is the food service and student activity budgets. We are projecting approximately $45 million in revenue. We are not projecting any increase in federal reimbursement rates. Those have not happened. But we are continuing to assume that students will continue to eat and we'll see the increased participation rates. We are maintaining the increased staffing and increased salary levels that were negotiated last year that have resulted in the increased student consumption and students eating good food. We also are dealing with increased supply costs, as all of you may know, the cost of groceries are increasing and those the district are seeing those same cost increases as we buy food. To produce our meals, we're going to continue to maintain the same level of services and food delivery, but that is resulting in increased costs. We will have a deficit for next year. But we are using our fund balance to cover that deficit for the food service account. And we do expect the federal government to increase the reimbursement rate, which would decrease or eliminate that deficit. The Student Services account relates to school checking accounts where they're raising funds for senior dudes, chess, academic games, other trips, that revenue is raised through fundraisers, and then it's paid out in the year. And so this is just a summary of those activities that happened in the year. That concludes our presentations.
Thank you, Mr. perdido. So I do have a quorum now. So if we can go back to item number two, on the agenda, the approval of the agenda, the Chair will entertain a motion to approve the agenda as presented. Second is the has been properly moved by member Vaughn properly supported by Vice President Stallworth West, all those in favor of the motion on the floor signify by saying Aye. Any opposed? Motion carried. Thank you. Now we'll go back to item number four, as we wrap up the budget presentation. Are there any additional questions that have not come out of committees thus far as it relates to the budget presentation? If not, thank you. We can go ahead and move forward with the budget presentation. I know we don't vote on it. It was for information only as it's been shared in both committees. So we thank you, Mr. perdido. And Dr. Vini. Thank you. We'll now move to item number five. The public comment? Do we have anyone? Is mystery doing this? It wasn't any. There was no, no one for public comment for the budget hearing meeting. Okay. More you signed up? Okay. Go ahead. My the more
I've been trying to figure out, are we better off with the amount of money we did get some extra money? Am I correct? Dr. VD, Mr. DeVito? That last year, we got around $9,200 for student allocation. And then this year, we got about $800 more. Am I correct? It was, you know, just average. And our students are the lowest allocation of money from the state and 18 Mills, Detroit public schools are the lowest or getting the lowest amount of money. Am I correct? From the whole state? So I'm trying to figure out are we ahead? When you say we got more money? Or are we still behind? The way I think more money came in. But we get less money. And we this has been going on for years and years and years with the eight team mills. So what I'm trying to say is this. Don't get too excited about what are you talking about? Dr. Don't get too excited. I've been through this for years and years. I just wanted to say that we have a long ways to go to catch up to everybody else. And I don't know why. Nobody's talking about Barton school where I tutor. Nobody's talking about how well the children did with standardized tests. I mean, I'm not trying to pat myself on the back, but I just want you to know that we have children that have not been given credit for being brilliant. But when they have the right person in front of them, all of it comes out case in point. I have six children. One of the kids slept in class when I got to him all the time, and they were telling me he's not going to do anything. He's dumb, stupid and crazy. Well, let me tell you this, this child can read the encyclopedia on my law books. So I'm astonished. And I'm asking why this little fourth grader can read so good when everyone put was putting him down and he was sleeping in class. Apparently, there was marijuana in the household. And so that'll do it, and you got a lot of our kids on marijuana, and the families are in. So we have to do something about that. First, in order to get our children to the point they're supposed to be, we got to do something about what's going on in the home. And the marijuana. I'm just saying it like it like it is one of my children reads at law grade level. He's in the fourth grade, nobody experience it until I came along. What's the problem? I'm thinking that my children are more brilliant than we give them credit for. And people want them to us to believe that black children and other children cannot learn. Well, I'm here to tell you the day that we're getting less money. And we're at the bottom, again, for the whole state. We're at the bottom again, I just looked at the paperwork that I have. Something's gotta be done. And are we willing to do it? Because let me tell you this. Yes.
That's right. Thank you, mother more. Thank you for your volunteerism. Well, we've seen you over at Barton several times. So thank you, and our young people are brilliant. And I think we can do a better job of showcasing and highlighting those young people. Dr. Vidya I know there was a question and Mother Moorhead in her public comment. And she's the only public comments for for the budget hearing before we move into the regular board meeting. So can you address your question, please? Sure,
yes, dpscd continues to be the lowest funded school districts. In Michigan, when you just isolate the 18 mils. Again, the 18 mils is a tax that all districts have to levy in order to receive state aid. That's a tax on businesses and homeowners that run out their properties. We generate about two to $3,000 per student, which is significantly lower than the 9600 that was allocated per student last year. Now, transparently the state makes up the difference. But wealthier districts keep that money and can use it the way they want. Ours is restricted when we receive it. And so the gap between dpscd and wealthier districts has been narrowed since Governor Whitmer took office and the Democratic legislature took the lead in legislature but the gap still does exist. Anywhere from 9600 to over 11,000 is a difference. So it's something that we have to continue to advocate for and to either increase per pupil funding to the highest or wealthiest district in Michigan, which is over 11,000 Or to completely create flexible funding with all restricted funds.
Thank you if there's anything else before we move into the before we move into the regular board meeting, if not the chair entertain a motion to adjourn the time is 540. So moved so move their support without objection. All those in favor of adjournment of the budget hearing meeting signify by saying aye. Aye. Any opposed? Motion carried Thank you. We will now move into our regular board meeting. So today is Tuesday June the 11th. We want to thank Principal Bolger and his entire team for hosting the board meeting today at ACE English village Preparatory Academy. I fini. We will now officially call the Board of Education regular board meeting to order. Can we have a roll call Madam Secretary, Angelique Peterson Mayberry. I'm present Misha Stallworth, Sonia mais Dr. Iris Taylor,
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Bishop, Dr. Colette avant for isn't Michael West present area la zarnow present Madam Chair, you have a quorum. Thank you. Meeting norms. We respect the right of all persons to participate in this public meeting of the board and kindly request that everyone engages in behavior that supports the same in the event that any one engages in behavior that is not as supportive that good, we request that you refrain from that behavior. We will now move into our moment of silence and during our moment of silence, we want to make sure being at ACE English village Preparatory Academy unfortunately We lost one of our dpscd soldiers, young Mr. Elijah Reese, who passed away suddenly and tragically a 10th grader here at East English village Preparatory Academy. And also Cecil Forbes senior. He retired teacher and department head, who had been with DPS for 33 years and ended his career over at Denby High School. So during our moment of silence, if we can remember the families of young Mr. Elijah Reese, and Mr. Cecil Forbes, I will also lift up we did have a fatality at one of our schools, one of a contractor who was working on something in our school actually working on with a vendor. And unfortunately, there was an incident and he passed away so we do not have official authorization to announce his name. But I do want to make sure that we also lift up his family during our moment of silence today. So if we could all please pause for a moment of silence
Thank you, we'll now move into our presentations. So we know that school is out as of last Friday and typically we have young people here to sing our Lift Every Voice and Sing it as well as our Star Spangled Banner. But our young people are on vacation. So we want to make sure that we do have timbi high school here for our Color Guard. And we do have a musical presentation if I'm not mistaken a recording for Star Spangled Banner and live every voice and sing so if we could please stand and honor the color guard and the two anthems well
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thank you you may be seated if we can give our students from Danby a round of applause our color guards we thank Principal Manny him for lending her students to us today. We will now move to item number three approval of the agenda as presented. The chair will entertain a motion to approve the agenda as presented. Is there a support or it's been properly moved by Vice President Stallworth West and properly supported by member gay diagnostico to approve the agenda as presented any discussion? All those in favor of approving the motion on the floor signify by saying aye. Aye. Any opposed? Motion carries. Thank you. Item number four. The approval of minutes. We have item 4.01. The special board meeting minutes from May 14 2024 4.0. To the special board meeting closed session minutes from May 14 2024 4.03. regular board meeting minutes from May 14 2024 4.0. For regular board meeting closed session meeting minutes from May 14 2024 4.05. The finance committee meeting minutes from May 17 2024 4.06. The academic committee meeting minutes from May 20 2024 4.07. special board meeting minutes from June 5 2024 4.08. special board meeting closed session minutes from June 5 2024 and 4.09. policy meeting minutes from June 7 2024. The chair will entertain a motion to tie bar items 4.01 through 4.0509. So moved. Is there support. It's been properly moved by member Vaughn properly supported by member gates Agnico to tie bar items 4.01 through 4.09. All those in favor of the motion on the floor signify by saying Aye. Any opposed? Motion carry the chair will now entertain a motion for the tie bar of items 4.01 through 4.09. Is there support support is been properly moved by Dr. Taylor properly supported by member Vaughn for the tie bar of items 4.01 through 4.09. Any discussion? If not the chair entertain a motion for the vote for the motion on the floor signify by saying Aye. Any opposed? Motion carried Thank you. Public comment registration has closed the time is now 551551. Public comment registration has now closed. As we move into item number six chair remarks, I will first allow our student ambassadors for the board to go ahead and do their report for remarks.
Good evening, everyone. For the June Board report. I wanted to start off by talking about DonorsChoose which is united state based nonprofit For organization that allows individuals to donate directly to public school classroom projects, the organization has been giving charity charity navigators highest rain rating ever since the year 2005 has funded millions of projects for classrooms across the United States, including some of our very own dpscd classrooms. However, many DPS teachers are concerned with the updated policy concerning DonorsChoose at one point on materials donated belong to the staff members who created the DonorsChoose project and received the materials. This gave many teachers comfort knowing that they can raise materials such as books, writing utensils and other materials needed for the classroom. But on the dpscd funding fundraising guidelines, more specifically on page 68, and now states that all DonorsChoose projects was received to the district that belong to the district, as well as DonorsChoose projects must be approved by the district. There's not many teachers worry about even using the platform anymore. So we would like to know if there was a reason why it changed from the materials being personally owned by the teachers to being owned by the district. And what can be done to bring back the popularity and comfort of DonorsChoose within the school district. Next, I will pass it to my partner to talk about the Detroit Executive Council.
Good afternoon, everyone, I really want to take the time and just recap with the D yc. Or the dash Detroit executive Youth Council has done this year, from December to June all 16 representatives got to uplift their schools personally, whether it be the issues that they felt like were coming forth, or bring forth their highlights on the second Friday of every month at the Fisher building. This opportunity was not only special to them individually, but also their schools as they're representing 1000s of students within their schools every Friday. One thing I really want to bring forth, is the fact that the district actually seen and heard us on a lot of the issues this year, including things like the literacy lawsuit, the locking of the bathrooms, a lot of bathrooms are opened up this year. Actually, I know Cass Renaissance schools like that. So congratulations to that. The use of an authorized products. I know I had a lot of conversations with the board this year regarding that really voicing those concerns, as well as job opportunities, a lot of job opportunities were given to the D yc. This year to spread at their schools. I know there's a couple opportunities that I got this year that I got to get back to my schools and students are now working with lawyers, doctors, things like that. So I really appreciate that as well. Not only that, but superintendent VT showed up to a lot of our Friday meetings this year, to come and talk to us personally, maybe an hour or two he spent talking to us talking about his personal story, how we can better promote ourselves and things like that. And I feel like that's really important, especially for those representatives. And lastly, I really just want to emphasize that the trade executive Youth Council is more than just being a student representative. It's about being a leader in those group of students has really shown it this year. So I want to say thank you to all of them. To their perseverance and leadership. They've supported Keith easy and I represent all 50,000 students. So not only do I thank the board, but I think them as well. Lastly, I really want to congratulate class of 2020. For for graduating with all your hard work and your family's assistance. You are now one step closer to your future and the DEA YC wishes you the best and success. And thank you and that concludes our report.
Thank you.
So I will add on and Dr. Vidya if you can support what was raised by easy for the organization. Just so I'm clear, you said it's what's the name of the organization, shoe? Donors shoes DonorsChoose. Okay. I do want to congratulate all the graduates, we had 3015 students who graduated from 24 of our high schools and to Senator Bay schools. Jerry Oh widen our air program we have 55 graduates and the unique thing is the ages for our adult it ranged from age 21 to age 61. So that's amazing. And also, just to the board, thank you for your support at the graduations. I know many of us attended graduations and was able to see firsthand and shake hands with a lot of our scholars who now have become a lung of dpscd. And so we had a really huge task for them to make sure that they stay connected to this work and as they become significant they continue to give back. I also want to lift up our CTE programs because several of us went to their completers programs, and collectively between Golightly Randolph and bright hub 539 of our students received certifications, meaning that they actually completed programs that they started over the nine and a half months and oftentimes we will hear that our young people are only are learning reading, writing and arithmetic. And so I just want to tell you some of the other things that they're learning At some of the center Bay schools, ah bag, welding, plumbing, masonary, electrical, carpentry, horticulture, collision repair, culinary cosmetology, hospitality and food service, graphics and printing, airframe technology, flight training, and soldering. So I just want to make sure people understand. And for those who have students who may be interested, or maybe they aren't sure, if they're interested in gaining a skill at our CTE program, please take advantage of those programs. Some of the certifications that our young people received are certifications that adults can receive, when they go through programs as such, and they pay for those what the district pays for these certifications for these young people. And a lot of them when they graduate, they actually have employment opportunities immediately. So I just want to make sure that we as DPS, we are extremely proud of our students, especially when we see them out. A lot of them participated in the Grand Prix, and they participated in the draft. And so we want to make sure that we continue to live our students up because they're doing more than just learning, reading, writing and arithmetic. And although we know that is the backbone of education is so much more to do with a comprehensive, full service learning industry. So I also wanted to lift that up as well. So Dr. BD, there are a couple of questions that I have, as well. So if you could just address the question from the from easy around the around the supplier around the vendor.
Sure. And I just want to echo Board Chair said, it's been an honor to get to know both of you and all the student leaders, it's it's one of the highlights of going to your meetings on Friday. I wish I could do it more. But every time I have come, I've always walked away, just feeling refreshed and renewed and really inspired. And, you know, we we talked a lot as a board superintendent team of having student reps on the board. And I think both of you have represented on a monthly basis, why we did have student reps. And just I appreciate your insight, your intellect, your engagement. And we're all going to know your name beyond being student reps and dpscd. Graduates, you're both going to be great representatives of the of the city and the district. And we're certainly going to know your name well beyond the your experience here. So just thank you for I know both of you have very heavy plates, and you're doing lots of different things. If you haven't seen the resumes you should very impressive that you even found time to do this. So yes, thank you for your service. To answer your question. The inspector general, a couple of years ago, unfortunately, investigated examples of misusing donors, just websites in general that give to teachers, I would say 99% 99.9% of teachers use it the right way. But unfortunately, the OIG did find examples of raising money and then not using the funds for what was being fundraise for. So the district like a lot of different areas just needed to create new systems and processes for checks and balances. So before, there's there's now a request, whether it's a teacher or any other staff, it has to be approved by the supervisor to make sure that we know what we're asking for and there aren't funds at the school or at the district level to fund that particular thing. And then the other aspect of the policy is that when things are raised in the name of the district, through the employee, that whatever is asked for stays as district or school property. And we do that in order for to cut down any kind of fraud or misuse of fundraising.
Thank you, Dr. Vitti. I know I did also just want to say to all of the partners who actually took a chance on dpscd this school year, there were some partners who have been partners with us for a very long time. And, you know, for them, it was a no brainer to continue to support us but others were new. They were new to this space new to the experience and they've had an opportunity to share their experiences. And they too now know how bright our young people in our staff is in DPS CD. So I just want to congratulate the partners and encourage additional partners to come on board because there's a lot more that we can do. I know we have some recognitions tonight. I do want to acknowledge all of DFT that's in the building and thank you so much for being here. You see the red shirts Yeah, Yes, we are extremely, extremely excited to have you here today. I know Dr. VD I know you can't go into detail about the negotiations because we want to respect the negotiation process. But at a very high level. I'm very optimistic and hopeful that we are right at that finish line. I know this is how many times have we had four times in history? One time in history. So one time, one time in history, there has been a contract reached before the start of school. So we are looking to be historic again this year to make it a second time that we can reach a contract before the start of school. So thank you, DMT, for being here today. We will now move into our next item. Yes. Our financial review. I'm sorry, I finance report from Mr. batido. Mr. perdido, if you can give that report before we go into recognitions?
Yes, thank you very much. We will be reviewing the financials through April. You can see here that we did complete the borrowing of the school loan revolving fund. It was confirmed just had mentioned previously at $56 million, roughly about 50 million less than we've done in previous years. Due to the lower payments that were needed to be made, as well as increase collections on the 18th or on the 13th mill debt. On the 18th. Mills, we received approximately $20,000. This isn't in line will receive the final end of the year payments in June with final reconciliations. For dpscd, we did receive additional local revenue, specifically interest income continues to come in at higher rates. Given the higher interest rates as well as enhanced village it's coming in and higher rates due to the 4.6% property tax or property rate increase in property values approximately. On the federal side, we as we close out so we've been drawing down more of the funds, which is leading to additional extra money, which was included in the budget amendment one. On the expenditure side, we are generally in line with forecasts. There was slightly more technology purchases that were completed in the month of April. That was just a timing. They arrived earlier and we paid the bill in April. We initially anticipated paying in in June. Regarding available cash, the district continued to have available cash to pay all bills, we have approximately 19 weeks of cash on hand. That concludes my report.
Thank you. Do we have any questions or comments for the CFO as it relates to his report? If not, Mr. batido, you can go ahead and file the report for auditing purposes. Thank you. Thank you. We will now move into the superintendents report.
Madam Chair, today we have resident recognitions, I'll pass it to you because I know you have some first.
Thank you. So I know to our Student Ambassador board members. I know a lot has been said about your tenacity, your professionalism, your energy, we appreciate you for those who are newer to this space. I will say that each year, we have two student ambassadors who sit on the board and there is a third person who is an alternate in case one of the student ambassadors are unable to come to a meeting or fulfill obligations. So we actually have three young people, people the young, the other young man, Mr. Morales is a graduating senior from Frederick Douglass Academy for boys. So I do we did as a board just want to say to all of our student ambassadors, thank you so much. Thank you for being bold. Thank you for being curious. Thank you for being unapologetic and thank you for representing the youth so very well on this board. So if you come to them to the center, we have a plaque that we'd like to present you with as a board.
Miss Wilson Wilson if you come to the front, we can go ahead and get right into the next set of recognitions as well.
I mean, whenever it's time to catch up
Thank you Decker Beatty. We have three groups that we will be acknowledging tonight. Our first group is from Davidson, the core value of excellence. be relentless in your pursuit of greatness. Be bold and innovate. Learn from your mistakes hold yourself and others to high standards. Davidson Elementary Middle School's fifth grade four by 100 Girls relay team is ranked number one in the country. And, and for several weeks, Davis's team has held the number one spot for several weeks tapping teams from California to Illinois and other states with an impressive time of 57 point 97 And today we would like to honor the Davidson students and coaches who make a shine Bray and rise of high dpscd a layup Crothers, Miley Williams, Arielle Edwards and Veronica Washington are the fifth grade students, followed by their coaching staff, David Godwin, Joseph highs, Latoya Wilson, Renata Busch, Lakeisha Morgan, Kiana Womack and their fearless principal leader, Dr. Mr. Coleman, thank you so much. And congratulations for being number 1/5 grade girls four by 100 relay team
so we're gonna have you come to the middle with the rest of the board members and we have a photographer out in the audience, and Dr. BD is going to join you and we're going to memorialize this amazing moment with a nice photo. Again audience helped me and give them a round of applause The best fifth graders in the country for the vorbei 100 Girls relay.
All right, let's give him another round of applause our next team that we will recognize today is from Spain. The core value again is the next excellence in soon you guys will be able to repeat this with me but be relentless in your pursuit of greatness. Be bold and innovate. Learn from your mistake, old yourself and others to high standards. In partnership with Jeep and Dana corporation to Spain elementary school robotics teams were sponsored to attend the great promise and next generation robotics competition. The Spain middle school robotics team took first place in the middle school division and overall fourth place behind three high schools. Tonight we recognize the following students and coaches for their first place accomplishment at the great promise in the next generation state and national competition for K eights in robotics. Eva Ko, Arya Bertram Barlinnie, or Velo Philip Wilson, dynamite XL Doyle, honor cannon, Christian Smith, from Buzzsumo Bohr, and then coach Pulliam, and we have only a couple of students here. But we wanted to acknowledge the whole team.
And then, yeah, they're missing a couple of students. And then we'll send the plaques with you so that you can award the other students but let's give our spayed elementary middle school robotics team. Another round of applause. Then we'll have you go to the middle and we'll have the photographer take the photo with the board members. Thank you so much and congratulations for your first place accomplishment.
Alright, let's give him another round of applause. And last but definitely not least, our next school that will recognize is Bates Academy. Egg Get the core value is excellent. be relentless in your pursuit of greatness. Be bold and innovate. Learn from your mistakes hold yourself and others to high standards. Students of Bates Academy participate in the Umoja Debate League for Detroit Public Schools community district. They want all four season debates in the middle school division, ultimately, ultimately, clinching the grand prize, which is an all expense paid trip to Ghana for 10 days, to further immerse and the culture of debate and Ghana. Tonight, we recognize the following students and coaches for their successful efforts and their participation with the Umoja Debate League. So we have coach Audra Butler, coach to Rhea Hall. Cara more coach. And then we have students Regan Stenson, Drew Whitsett, Kennedy Barlow, Jamya, Lockett, Ella for Liam meals, drew with set, Kendall McNeil, Gabrielle Tich and Taylor for word, congratulations for your grand prize when in debate. Then you guys will go to the middle and arrange for your photo. And then we're just going to clap it up one more time for all of the students and coaches tonight who are excellent. And who can see you to rise and make the Detroit Public Schools community districts so proud. We know as students rise we are as.
Thanks
Oh, yeah, it's nice.
Yeah, net, New York. Wonderful, wonderful. gratulations. Excellent excellent.
All right, good afternoon, everyone. As always, I'll review our metrics for the month, this might be the second to last time. You see these metrics, we'll update them over the summer. Some of these are end of year, some still need to be updated. overall enrollment stands at 47,876. That's an increase from where we were at the end of the year last year. Re enrollment rates meaning Fall to Fall about 70%. As I indicated, that's where we were pre pandemic. I don't see that changing average daily attendance. But 82%, which is where we were last year, some of those number, that number may go slightly up or down. But roughly we our average daily attendance rate was the same as it was last year, chronic absenteeism, about 67% about where we were last year as well. As I mentioned during the budget conversation, one thing I will be doing this summer is working with our team to really analyze the attendance agent allocation. There are some schools that did not have an attendance agent, where their chronic absenteeism went down, others went up. And so we did have about 15 Attendance agents at Central Office that were working with families whose children were chronically absent at smaller schools. So we need to analyze whether we need to adjust that going into next year to continue to improve overall student attendance. teach teachers with excellent or moderate attendance about 58% which is slightly lower than last year again these numbers may not be final. We will have our final survey results reported out this summer. So no update in that area. The student achievement data here is really as of mid year and over the months we've gone over them from a mid year point of view. The end of year data, obviously, it's complete with our students. Now home for the summer, will report final end of year results probably next month, and through the committee meetings. Overall, I would say that we are seeing improvement in at an above grade level performance and literacy and math. And our Interim Assessments say that we'll have another year of increase in m step in both literacy and math. That's not official. That's unofficial. And I'll be able to talk more about that as we go into summer three already. And definitely M step when the state releases those results. Our four year graduation rate won't be final until after summer school, which 12th graders that need to take some credits to get across the finish line, complete summer school. We definitely had more graduates as a whole than we did last year. But graduation rate numbers won't be finalized until summer school. And then anyone that's added to the four year grad rate because they dropped out from other schools and attended ours. But we have seen about a 10 percentage point increase in graduation rate over the last two years. We have been celebrating every month increase in students at the high school level teaching college or career classes. And not only taking them but passing them at greater rates. So that number will be updated at the end of the year as well. Right now, we have about 58 teacher vacancies. 27 support staff vacancies. As we go into the summer, we have two assistant principal vacancies, three counselor social worker vacancies, six AI's or academic interventionist vacancies, eight security guard vacancies to pre K pair of vacancies and three ESC pair vacancies as we go into summer. Right now, we've already had commitment by over 100 teachers that want to come to dpscd to work. We have another group of teachers that will be working to summer through the on the rise to become a dpscd teacher. Our professional development rates have dramatically improved. Over 100,000 employees have participated in at least one professional development session. So our numbers continue to improve there. One point of emphasis going into this year was improving the percentage of overall students that he breakfast. So as of the end of this year, and these numbers may change when finalized over the summer, but 62% of students participated in breakfast. That was roughly a five percentage point improvement from the year before. And we're just about where we were will probably exceeding where we were before the pandemic so increasing wages for cafeteria workers worked to recruit and retain cafeteria staff. Now we just have to have students eat more to generate more revenue, or see the federal government paying reimbursement for food consumption and high relate rates to keep up with increased in wages. 84% of our students ate lunch every day, that is now exceeding pre pandemic levels, and almost a 10 percentage point improvement from last year. So you do remember about this time last year, we named that we had to do something differently in the cafeteria, we did increased wages. Now we just have to continue to see consumption rates of meals continue to increase our overall and operations days to process invoices have improved overall or slightly, both improved overall and through operations. Time to pay invoices. As the percent that are overdue, has increased one we have fewer staff and procurement and two were obviously processing more payments through the FMP. And then paycheck errors are significantly down less than 1% are seeing payroll check errors. And then lastly, average length of time for RFPs are slightly higher, again, less procurement staff when we do that, with COVID funding and end of the year as well. These will be reconciled at the end of the year. I think we'll be roughly where we were last year. Again most excited to the school year is over. I think everyone is ready for the summer. Obviously central office staff will continue to work. Principals will have blackout dates and then we'll go to our Summer Academy in the summer for our principals and select PD for teachers. It was another strong academic year based on our Interim Assessments data. Again, I think when M step data is released we'll see another year of increase excited about summer school. I'm now across the district and K the eighth. We have over 10,000 Students enrolled for summer school, which is the highest that we've seen in the last seven years, we just hope that they attend so that we can narrow that learning loss that we see over the summer. We'll continue to work on staffing, mainly for teachers. We are excited to use a literacy lawsuit money to hire more teachers to reduce class size and K for hire more academic interventionist, so that we can get students up in the earlier grades, and possibly fully release or partially release literacy master teachers if we're able to hire more teachers at individual schools. With that said, obviously, we have quite a few teachers in the audience. I will say, one, thank you for all that you do. And having another successful year, too. I also know that you're here because you're eager to have a contract completed by the beginning of next school year. So as the board chair indicated, I was surprised to learn that in 55 years, the district has only had a an approved teacher contract before the school year, once I believe that was 1994 1995. So I will say that in my seven years of being superintendent, we have never been this close this early in the summer to an agreement. As everyone mainly knows in the audience we've had now for DFT district agreements. Two years ago, President Martin clearly stated that it was the richest contract DFT ever received. And that was two years ago. Last year, we increased that rich contract. And right now, based on right now, based on what is already been agreed upon, not details provided, we've increased that. So right now, based on what's already been agreed upon our contract agreement, which is still being worked on is richer than two years ago, and last year. And so we are still bargaining and negotiating in good faith. I'm very confident that we will have an agreement before the start of the school year, we are willing to continue to meet. Again, I think we're closer than farther away with a couple outstanding issues that still negotiate. But we as a board superintendent team know that DPS ed teachers should be the highest paid in the country.
Over the last seven years, we put money where our mouth is the average teacher salary has increased by $20,000. Over the last seven years, our top our top salary teachers have gone roughly from 60,000 to over 90,000. And this contract whenever it's agreed upon, will be even higher than that. And so the good thing is, we're closer than farther apart. And we want the same thing. We're just working out really the details, not the big issues at this point. So Madam Chair, I'll pass it to you and see if the board has any questions.
Thank you. So I know, to the board. If there's any questions on Dr. VDS. His report, I do want to acknowledge Councilwoman Mary waters in the audience. Oh, she just left. Okay. Well, we appreciate her I know her schedule is busy, but we appreciate her being present to help support dpscd Like she always does so many different events. And DFT correct. So are there any questions or comments based on the superintendence report? If not the chair entertain a motion to accept the Superintendent's report. Is there a support support? It's been properly moved by Dr. Taylor properly supported by was member Vaughn. Okay. Thank you. Any discussion? If not all those in favor of the motion on the floor to accept the Superintendent's report signify by saying aye. Aye. Any opposed? Motion carries. Thank you. We will now go into public comment. Members of the public are welcome to address the board during public comment. Individuals wishing to address the board must register in person or raise their hand online prior to the chair announcing the close of public comment registration. For those in person, the Chair will call the names of individuals to address the board in order to receive please remain seated until your name is called. For those who are joining us virtually for public comment that will be facilitated through a zoom webinar. Lincoln the phone number for which can be accessed at Detroit K twelve.org backslash board meetings. Individuals wishing to address the Board may do so by choosing one of the two options. Through your computer you can select raise your hand and that's an option on your screen or through your telephone, you can press star nine and that raises your hand on the telephone. The meeting administrator will select the individuals in order to receive you will remain muted until it is your time to speak. All comments will be limited to three minutes. The superintendent will reply to questions or concerns raised today that do not violate ethical and legal standards, confidentiality, privacy of others or require additional information to respond. If you would like a direct response to your question and or concern. Please follow forward an email to the secretary of the board Vanja more at Vanja dot more at Detroit K twelve.org. So we do have two microphones on the floor. And those who signed up for public comment before the close of public comment today which I believe was at
five 554 551
So if we can have two one mic, Tina Galloway and Emma Holland Bolton and so the other mic Ingrid rivers and Emmanuel cook. So again, one mic Tina Galloway and Emma Holika Holland Bolton and so the second mic Ingrid rivers and Emmanuel cook
anytime.
Maybe
isn't it? Okay, go ahead, Miss Tina Galloway.
Hello, my name is Tina Galloway. I am the executive vice president as ASPI local 345. I am standing for my people today. And I would like to start off with something that my spiritual father taught me Bishop William Thornton told me that if you don't stand for something, you will fall for anything. So I'm here standing in behalf of local 345. We are very, somewhat heartbroken on how ministers throughout the district are misusing overusing and we are underpaid. Mind conditioning and fear tactics. We need something in place to save our ES E pair professionals. We work very hard hand in hand with the teachers and we are underpaid. We have strong relationships with our students. And we are being devalued and we need help. We have a person that worked for DPS for 27 years service 27 years of her life servicing children at Emerson that does being not helped. She's not being helped at all. She's in the correctional sit what's the detention center as we speak been there three weeks did not know why she was there. This this person was in the classroom with 11 to 1010 to 11 ASD students by herself she asked for help. The principal had time to write her up but didn't have time to find her help. We need help for our children. So many so many school classes are out of compliance. We are being used and misuse and overuse. So we should be compensated for that. We need our money just like the teachers need theirs because we work hand in hand and we work Heart to Heart for our children and we get paid out of the same pot. And we need help. And we need something set in place for training and stop throwing us in the detention center. We need help. Just like you have coaching for the principals. We need help out there to train and and save our people because they are needed. Our children need them and we want to stay in our community. We're not stuck care. We can go out other places, but we desire to stay here to service our community, our children and our community. So we asked him for help and we looking forward for what you're gonna do in 2024 and 2025. Thank you. Thank
you Miss Galloway. So I will say this, if there are individuals there is a policy in place that if there are individuals who have very similar comments, you could actually elect to have a spokesperson for your group, and that spokesperson will get five minutes to speak instead of the three minutes. So that is something to consider as we move forward. We'll go with Miss Emma Holland Bolton.
Hey everyone, my name is Emma Holland Bolton and I am a proud fourth grade teacher at Circle elementary school and my students are the best. And I've spent the last couple of weeks thinking about what kids deserve. I know that my students deserve better than our former principal, Stephanie Gaines, I believe they deserve better than feeding and they deserve better than this board, which enables him and other bullies throughout our districts. bullies who go on to leave dpscd and are immediately fired or forced to resign from their positions for behavior that everyone other than our elected board finds reprehensible ironclad a right in Cleveland is a great example, but hardly an outlier. The allegations are always shockingly similar hostile work environments and cruel and dehumanizing conditions for children. My question is, why does this board find these conditions acceptable for Detroit students, when they're obviously not accessed acceptable for anyone else's children? There's no doubt in my mind that the board members assembled before us would never allow a school leader found to be guilty of multiple serious substantiated work rule violations that my principal has been suspended for, to return to be the principal of their child's school. So why is it acceptable for other people's children for the children of the people who elected you? Why would you return Stephanie Gaines to circle after that? After months, Stephanie Gaines was suspended without pay for violations which we reported to the Board back in March. With her out of the building, we were finally able to have the joyful last few weeks that students have always deserved. One of the multiple work rule violations Gaines was finally suspended for was pulling kids out of class to do custodial work and complete cafeteria worker duties while they were supposed to be learning. That's time none of those students will get back. Gaines has stolen so much instructional time for our students over the years and yet this board believes it's reasonable that she returned to our school and the stewardship of students she has demonstrated a track record of endangering and robbing of educational time. Here's an example Stephanie Gaines ends our school day, 25 minutes before the bell every single day. Unlike every other school I've taught where we teach right up until the bell students at Thurgau were denied their last 25 minutes of instruction every day for five years. That's 375 hours of learning stolen from each individual student over the course of her tenure. I think every second with my students counts and that's why it drives me to distraction. When ignorance and malice of highly paid adults in this district robs them of instructional time. Gaines often explains her bad behavior with a narrative about circle being a bad school or a challenging school and uses this as an excuse to do a bad job. Our students are incredible. It is a challenging school for her because she doesn't know what she's doing. And she has cut out our community partners and our parents support but it is not a challenging school. The primary challenge facing circle has been a school leader who doesn't believe in or prioritize the needs of the students in her care and who has created and maintains a hostile work environment which has led us to having the highest teacher turnover in the district. So what do our children deserve? They deserve better they deserve the world
thank you if we can have Ingrid rivers Ingrid rivers any manual cook to one mic and Laura cook and Hodari brown to the other mic
Mr. Rivers pastor time to me, I'm Lisa culpa. Also a teacher at Circle. Yes,
my name is Coco.
Part of our struggle is that we've had no way to evaluate the elected officials or school leaders that have that is meaningful and doesn't open us to retaliation. In response to this left give feedback, opportunity and the poor behavior of the board propping up bully behavior bully principals whose abhorrent behavior is modeled by our superintendent Dr. Vidi. parents, students and staff have collaborated on a Google form through which stakeholders can give the board a grade after each board meeting. This critical tool has given us a lot of valuable data about how the constituents feel about district leaders, most notably the board saw fit to extend Dr. VDS contract two years before it was up. He's received three consecutive F grades from stakeholders. At the last board meeting, Dr. VD mentioned wanting to see the rubric for this letter grade, Dr. VD we direct you to your job description that is your rubric. For anyone else that wants that wants. See one of the see me or one of the circle staff to get the QR code to give the board a grade. Let's establish a norm giving regular feedback to our board and VD. So we don't have to wait to vote them out to share how we feel. Thank you.
Thank you if we can go to
lower cook
as lower cook or dark brown at the mic No, Laura cook. Oh, okay. I'm sorry. Emmanuel cook. Yes.
Good evening. My name is Emmanuel cook. And I'm a current senior at Michigan State University and 2020 DPS graduate. I just wanted to speak about my time as a DPS student. I feel like my my teachers are a really vital part of my success has been available inside and outside the classroom and just willing to go the extra mile for not only myself but other students. I also have a twin brother who who attends Michigan State University as well. And we were both fortunate enough to both receive the Detroit Promise scholarship. And I also have one more brother. He just recently graduated from DPS school. And he was fortunate enough to get a full scholarship to the University of Michigan. So I just wanted to attribute that success to the hard work of the DPS teachers and staff. And I just want to say thank you.
Thank you, Mr. Cook. We have Lorca.
Good evening. I am the proud mother of Emmanuel cook. And the two other graduates from Detroit Public Schools. And I'm also an employee of Detroit Public Schools. All right. Now, I do want to say we are moving in some good directions, but we still have some things to work on. So let's be honest. But I do want to say that I am a proud employee of DPS and I love DPS teachers, and they are great teachers and they're hard workers. So thank you.
Thank you, Miss cook. If we could have Hodari Brown and Travis James to one mic and Andrea Rayford and Marcus Walton to the other mic, please. Mr. Brown.
So my name is Gary Brown. I'm a DPS graduated from Purdue in high school in 2003. And I just want to say Detroit Public School is, is throughout my life. My lifeblood. And I thank the DPS staff. The principals who have been a part of my life, as well as the alumni, particularly at present High School continue to give back every day. And being a part of this school year. I've seen so many tremendous tryouts tremendous strides at Parkland High School thanks to the leadership of our principal, in partnership with our alumni and resources that he has brought there. And I just want to continue to say our teachers and staff needs the support of a community and alumni like myself, and I hope the board understands that person is one example of many schools throughout the district that you have. That's a shining light when alumni, community and teachers all work together. Thank you.
Thank you, former Doughboy. Thank you. We have Travis. Travis Shane's.
Yes. Good evening, everybody. My name is Travis James. I am a proud DPS alumni of chassis High School. Yes. And I am a proud employee of dpscd. I wanted to shed some light on a couple of things with our face department. I serve as an equity lead for Burns Elementary Middle School. And I just want to talk about the great work that has been implemented within our face department and with our equity leads. I learned a lot and gained a lot of information. A lot of the events that I was able to attend, like the African display for my staff and I we were at the origin event throughout the movie theaters. And we learned a lot. I learned a lot of information and I'm very appreciative of that. A couple of turnkey guides just to give a staff give the staff members have a safe space to have conversations because when you think about equity, the word equity and everything about it. There are hard conversations that people tend to not want to have If when when you create a safe space and allow people to be vulnerable, you will see that people will open up a little bit more. And it really changes the trajectory of just coming to work every single day. And so teachers became a stakeholder admin, and it trickled down into the children, and the parents and the community partners that we have over at burns. And I'm just grateful. Just to note that what I helped to bring to the table as an equity lead, we've actually been able to do a lot of attendance initiatives at our school, where, you know, we a lot of people have bought into so I do want to highlight one huge feat that Burns had, because of those things. Burns has the highest decrease and chronic absenteeism in the entire district at a whopping 32.9%. So that's something it's all can clap for. Yeah. Because the work is being done. And I'm just so grateful for our leaders. I'm grateful for just being a part of such a great and dynamic district. And I know that there's still work to be done and I'm just excited to continue to work in the near future. Thank you for your time.
Thank you, Mr. Travis Brown. I'm Travis James. We have Andrea Rafer,
good, how you doing? Good morning, but good evening, I want to say that I have been with DPS. For a very long time I graduated from DPS. My aunt was a principal with DPS and I retire and have another art that is a retired teacher. And all my years, I choose to be with DPS CD, I choose to be here. So I just encourage you with this contract coming up, I encourage you to value us to value what we do to hear us out to value what we have to say. And this contract can show other districts that we are value it can show our students that we are value, and we can put everything we have back into our district. I don't think anyone choose to come to work not to be valued. And I'm just encouraging you to value us.
Thank you, Miss Wright. We're gonna have so Marcus Walton is that one mic if we can have Lynn Huddleston and Mitzi Davis to the other mic, please?
Go ahead, Mr. Walton.
Good afternoon. My name is Marcus Walton. I'm a proud DFT member and a teacher at Juryo White. I'm here today to talk about intentionality. The district has to be intentional about retaining and recruiting teachers. And what does that look like? I'm just going to tell you a story that I received today at school. We had a young teacher who came to our school Jerry away. See was basically recruited from another school because this teacher, the new teacher came in and she talked to a veteran teacher, the veteran teacher took welcomed her lair, and she felt the warmth of that teacher. One year later. I feel like I'm Tom Hanks in Saving Private Ryan, when I'm talking to that same teacher, because of the frustration that she receives, as trying to educate some of our most challenging students. So what can the district do? Well, part of it is today is the last day of school. A lot of people are leaving to go on vacation and to go other places. And part of that is going to other school districts and see what they're wanted and see how they're treated by people is basically I know the district likes to use euphemisms like climate and culture. Basically, that just means morale. How do you feel how are you treated where you work? Everyone has at the district where they're particularly we work in the ESC department, you're there because you love dealing with the most challenging students. You don't have that type of energy, for the politics of waiting for your contract to get done. When it's when it's about to expire. And you be you being attracted by other school districts that come to them. So I'm just telling the school board and the superintendent is basically how you treat people don't treat don't come in like Elon Musk did when he came in to Twitter. He was a CEO with a felt like he knew everything better than his employees. And look at Twitter now, is this this integrated, don't have that same type of mentality. We work with the value veteran teachers and the rookie teachers, make sure that they feel valued and wanted and guess what will be the best recruits. We're there to help the team Just under daily to get them through those minefields and help them educate children, because at the end of the day, that's all it's about. I wouldn't have the time for the other stuff. I just focus on the students and building the morale among all the colleagues out with. Thank you for the time.
Thank you Mr. Walton. We have land Huddleston.
Hello, I am LAN Huddleston. And I too, am a teacher at Darko Elementary Middle School. I've been a teacher in the district for 30 years. So I've sat under several administrators. Several teachers have been my colleagues. As you see, I have some standing with me today. But my purpose here is to represent more than half of our staff that minus the six or seven, who wrote a letter in support of our principal. This makes our fourth board meeting that we are here to speak on behalf of what has been happening at Oracle. So as I am clear, suspension means that a person in question is removed from all responsibilities for their designated amount of time, that didn't happen. So with that being said, we do want to thank you for doing something in response to our complaint, to our letter of no confidence, with 20 staff signatures in over 30 comments By giving a supposed suspension for at least 30 days. During that time, we had some amazing administrators step in to assist in closing out our school year. Our staff at first were apprehensive because they didn't know what to expect. But as the days went on, the staff were excited and able to finish strong. So now the question has been asked of us, as we are the union reps in our committee within our building, will our administrator be coming back? Because if they if she was they were going to leave? And that to me speaks volumes. But we honestly couldn't answer. So I just want to leave you bored Dr. VD with this food of thought. When drug addicts go into rehab for their designated amount of time, when they finish, they usually are not encouraged to go back into the same environment that may trigger a release and their sobriety. So please, we are asking to center into a different building so that the toxicity and our time doesn't continue. In the words of a famous singer, Whitney Houston crack is wack. And it would be if you too did allow her to come back into our building to continue the harassment and retaliatory nature towards the staff at Circle Elementary Middle School.
Thank you Miss Adelson. So Miss Davis before you go if we could have Stacey Hickey Jackson and William Dawson. So the other mic Stacey Hickey Jackson and William Dawson. So the other mic, please call Miss Davis. Good
evening, Mitzi Davis circle Elementary. And I want to say that I have written something, but I'm just gonna go off the cuff. I'm tired. I've been a building rep for over 20 something years. I'm not a very violent person, nor do I am agitated. I tried to keep the peace. But I'm a little bit disappointed in what we're trying to do by supporting our staff. And third goal. I'm disappointed in the people up here except for Mrs. gay dad. No, go. Thank you for your support. But we need something done. Yes. Principal Gaines has supposedly on a 30 day suspension. But right now, it seems like our suspension is similar to what Martha Stewart got when she went to jail. The only thing that she hasn't done is come into our building. But she's been given all kinds of special treatment. And and it doesn't seem like a suspension to me. I know when the kids are suspended from school, if they come to school before the suspension is up, then they get additional time added on to their suspension. We have had some board members that are insinuating that we are aligned in what the people that signed the letter have no kind of confidence and the statements have done. We're not lying. Why would anybody sit there and try to lie on people? That's not cool at all. So we are not lying. Even the substitute administrators that came into our building have given us compliments on how well the staff is working together because we really are feeling good. Now the principal gains is out of the building. But again, we want to bring you I want to bring her black bag please don't bring her bag. My thing is is when you are in an abusive situation. I have a friend that was married to a police who was abusing her. And she kept trying to call the police station. But because he was a police, he was given special treatment and nothing was done to him. So she kept getting abused even more after she tried to report it. So finally, she just got up and took our three kids and she left. And at this point, some of them staff members in the building are feeling the same way. They want to just pack up and leave and get away because they think that personal gains is coming back. So on that note, I am going to say not only have the staff members signed a letter of no confidence, but I now have parents that have signed a petition letter of no confidence that you do not bring principal gains back into circle elementary middle school building. Thank you Please do not put us through the stressful and mental instability for another year. Thank you.
Thank you, Miss Davis. Stacey Hickey Jackson.
Good evening. My name is Stacy Hickman Jackson and I am a counselor at Golightly Education Center. I stand before you in agreement with what you said earlier, Mr. Peterson Mayberry as well as Dr. Vidya ball coming to an agreement on a contract sooner than later. And I just want to strongly encourage that we follow through with that and that going forward. This not be just a second time that we beat the deadline. But something that's a regular routine in terms of that, because everybody wants to feel comfortable in their space in their place. So I just want to encourage us to come together sooner than later in terms of that contract deadline. Thank you.
Thank you. Well, you're Dawson. And if we could have Cassandra Davis and mother more mother more you can stay there and go to that Mike
Akia
Ichi, and please correct. The pronunciation of the last name is is a key issue here. Okay, hola. Akela Oh, she left okay. Queen Watkins that we have Queen Watkins to the mic with crystal Lee.
Go ahead, Miss Dawson.
Good afternoon. Will Leo Dawson Paul Robeson Malcolm X Academy once I had Hallie now moving to CMA, and who knows what after that. Something to think about Wayne Westlands school superintendent, please don't leave. Both have no confidence for Cincinnati Public Schools school board from Cincinnati's Public Schools school board, and Superintendent Aaron had the right steps down. These are just a few of the actions taken by school boards who knew their duty. They knew the assignment. You our school board, were elected to oversee the actions of the superintendent. In other words, he reports to the board. Under the leadership of Dr. Vitti. We have been led into the most dangerous and toxic climate and culture probably in the history of Detroit Public Schools. Yet he gets accolades. We get disrespected and intimidated. We are here now having to fight for a fair contract. And I mean, to fight for what's fair, and rightfully just, and for us having to demand that it is finalized early, just like Dr. VTEs Mayberry. Why Angelique Peterson may bury you disrespected all of us to go into that closed session to push a well planned agenda. Well, agenda is now we'll plan no fair contract, no work. This is total insanity at a time when other districts are reaching out and literally stealing Detroit public schools, teachers with competitive wages. Please wake up and know that our families, our community need us in Detroit Public Schools. We don't want to have to go somewhere else. This is home for us. Pay us what we deserve. We demand a timely fair contract before this contract ends.
Thank you. Miss Dawson.
Queen walk Guess.
Oh, Mother more. Go ahead, mother more.
Thank you very much. I'm gonna make this brief, I prepared a speech for all of you. But today seems to be the day that it's time to tell everybody in this room, what the school system is all about talking about the board and talking about the people here. I know you're frustrated with what's been going on. But some of us have been lacs with the way we treat our children, with the way we educate our children and the way we do our homework, I'm talking about the board, you got homework, you don't know what you're doing. And you don't know what's going on and what went on. If you don't know the past, you can't get to the future that we deserve. And you all don't know the past. And some of you parents and people that have been talking today, I appreciate you. It's been a long struggle started working like this in 1968. That's how long I've been involved. Okay. Been been punished, been beat up, been moved from meetings, been treated like a dog, for children. And all of them are very successful. I'm not here to brag about my children. But I am here to tell you that there is a God. And I've been serving him for years. And people think I'm the devil because I tell the truth. And I act like I do. Well, that was all planned by Coleman Young, and was all planned by zody Johnson and was all planned by a lot of people Martha Dean did Queen when we met every week, and they put me out there act a fool. After they put me out there, I got a law degree, raise my four children. They're brilliant. They're doing wonderful things in the world. So are my grandchildren. I don't want to brag about them. But God is good. And I want to tell all of you people that are sitting here today that you got a you got a real problem. And it ain't you. You got a real problem. You got to break through all of this power struggle that we experience every day, because nobody realized that we're their bosses. We pay the money. We send our children to school, we do all these things. If it wasn't for us, it wouldn't be a school system. What? Why does in the black community, why don't they get that when you go into the white communities and I go into all the time and they honor Me more than they honor me right here in Detroit. They don't go through the crap we go through. And I'll read off stuff like you better be good during the meeting and all that kind of stuff. They don't do that. They see each and every one as their bosses. And I'm here today to tell you I'm at 88 years old in office, I've been involved since sick, I've been involved 62 years. I'm gonna stay involved and I'm gonna keep fighting for our children because one day we're gonna reach the promised land and our children are going to be educated like they were when Dr. Sneed was here and they made all kinds of newspaper I why we got to be the last people in our children they're not your children
oh, by the more
fourth grader reading encyclopedia and the law books. Thank you, mother more. That's your work. Thank you for all of your work you've done over the years. Thank you so much. We have Queen Watkins is Queen Watkins. Okay. And Crystal Lee. You are here queen walk in sparse.
Good evening. My name is Queen Watkins. I'm an academic interventionist. And I've been with a district for over 25 years. I'm coming to you all tonight to give us a fair and respectable contract. And we need to have this contract by June 31st. I mean, June 21. Excuse me. This contract will change the climate and culture that you see that is going on now. Oh, please, let's get this contract signed. And make sure all staff is no notice in this contract. And I have an academic interventionist with me, can she?
She can recall your time. Yeah.
Hi, my name is Lisa king of tea. And I just want to say we work very hard with the teachers as well. And we're doing our best. We work with art. We work with all types of children. We worked very hard with our teachers, whatever they asked us to do, we do multiple jobs. So I'm just saying beat bear.
Thank you. Thank you. We have crystal Lee and Michelle Lee. So one mic and if you can have Theodosia Golly. And Michelle Whitmore to the other mic, please. Oh, she's okay. No, you skipped me.
What's your name? Oh, sorry. Go ahead. Yeah, 14. Go ahead. Miss Davis. I'm sorry. Go ahead.
Good evening, everyone. My name is Cassandra Davis and I'm a speech language pathologist. Um, first thing I'd like to say Dr. VD when you are speaking about the vacancies, you never mentioned the ESC ancillary staff, your speech your social workers. You're a psychologist. And we know, I know for a fact my department is at least 30 people short, I would like to have us included in the conversation as well as in the discussion of vacancies. In regards to our contract. I want the board, Dr. Vt to have that same sense of urgency and tenacity to get a contract done. Dr. BD, you mentioned that you since you've been here, we've had contracts before the start of the year, our union president has charged with a June 21 deadline. So I need all of you to commit to that June 21 deadline as well. When it comes to salary, I've been here since 1992. And I'm not impressed with where my salary is at the time. I have been stagnated all of us at the top during the state takeover. And we've watched everybody rise to the top and we stayed on that cliff. And the only way off is to jump. So we would like to see people at the top with 2030 years to get a significant increase. We want you to be just as generous with Dr. Bd. We want you we want that same consideration. June 21 is the deadline we'd like for all of you to commit to get it done. We want a fair we want to contract we want to be respected, just as you respect Dr. VD. Thank you.
Thank you. Miss Davis. Thank you. We have crystal Lee and Michelle Lee.
Crystal Lake Charles R Drew, builder rep. Executive Board member. I just want to say that standard agreement with my DFT brothers, sisters and siblings that we receive on time contract that says Dr. VD receipt is another I just have a question I want to ask because I do watch the agendas on the other board meeting the board Doc's. And what I would like to know is why is principal gangs not on the personnel action list as being on the 30 day suspension thing so at the end, thank you and I yield my time.
Thank you. Appreciate you, Michelle Lee. And then the other mic Theodosia Gali, and Michelle Whitmore.
Hello, everyone. I am Michelle Lee, president of ASMI local 345. And I'm here to I'm here to talk on behalf of our support staff. Okay, the ESC support staff is undervalued and disrespected at dpscd. To avoid pain support staff that's rounding districts offer you Lord the educational requirements from an associate's degree to a high school diploma and the end results are evident. Our special education students deserve better staff members who have served district for 20 to 40 years I paid the same rate as new hires with all your high school diploma. This has been a This has led to hiring individuals who refuse to perform the duties and responsibilities are expected of them. Failing they are underpaid. They state that the district job expectations equate to those of a CNA who are compensated much higher. If you want better results, the district needs to do better The average asked me support person after have given you 40 years of service in the past has retired on an average salary of 1360 per hour, and often must return to work. This is a slap in the face to those who have dedicated their lives to serving the ESC students of dpscd. When we returned to negotiations, we demand better pay and benefits. Lastly, President Mayberry, I'm still waiting on that phone call you promised regarding the superintendent violating our CBA last year and set a meeting media. Come talk to the president at a local 345 We got a hell of a story to tell. Not just the DFT Thank you.
Thank you. Miss Lee Theodosia golly,
good evening, brothers and sisters, stakeholders, board members and Dr. Bd. My name is the dosa Lee and I stand before you to share the systematic issues that are prevalent in our district. Recent members have been getting together and the discussions made us notice that intimidation and retaliation are happening too often in our district. What does that mean? Some administrators are creating an uncomfortable atmosphere. Recently, the Darko staff came before you all to share their retaliatory occurrences from their principal, Dr. VD it will share that you showed up, an investigation was conducted. And the results show that the findings were not accurate. And that you didn't that you didn't find the findings were not confirmed. However, the principal was suspended without pay for other reasons. Also, it was shared that the principal's returning to the school because you did not want the staff to believe that administrators will be removed every time a complaint is brought forth without due process. I mean, it's brought forth by the staff. On the other half. Past and Present administrators are allowed to move staff without due process. This has occurred at Mason Binney Ronald Brown, Hutchinson and on it on Hutchinson stepping on top of foot, where two MPs was removed this year with no explanation none.
Without any explanation and principles that after other schools have eradicated, seeing the 30 staff members, so for clarification, a principal can get rid of 10 to 30 staff members, but 10 to 30. Staff members must continue to work with principals who are creating toxic work environments. Board members, where are the checks and balances. Lastly, three concerns. First, members would like to know why won't the school board include other parties such as teachers, support staff, students and parents and conversations when it comes to it's been in a super incentive contract? Second, why are the teachers and support staff not able to provide written written feedback in in Starbucks but a district the survey sent out by the district do not include questions that reflect teachers and support staff concerns. teachers and support staff would like to be included in creating the survey and staff who like to write and provide feedback for the district curriculum and training. Yeah, lastly, because it was it was multiple schools, the G GPA is a concern. When will it increase from 2.5 to 3.0 for application schools and four nine application schools when will honors and AP classes be implemented with fidelity? The district motto Be safe, be respectful, be responsible should hear people make
fun of the person professionals. Board of Education before
Thank you, Miss Gali. Thank you. We have Michelle Whitmore. Is Michelle Whitmore still here. Okay, if we can have finish sharer and Bianca, go melas to the other mic.
Hi, my name is Michelle Whitmore. I'm an academic interventionist and math at Henderson Academy. I've been an AI for about a year and a half. We currently have a staff of four AIS two for math and two for ELA And we've been informed that up to six new AIS may be added to our staff. My questions are, number one, were any of the new AI positions be designated for math? And if not, why? You may have addressed this earlier, and I apologize if I didn't hear or didn't fully understand. I just want to say our students need just as much intervention and math as they need in English and reading and other subjects. And they've shown significant improvement this year in both math and ELA. Number two, does the school principal have the authority to determine the mix of AIS, for example, because the new AI is focused on ELA, social studies, or whatever the lawsuit now I don't know that much about it. Talk about and the four current AI is focused on math. And last but not least, I want to know if DPS C D has part time positions for AIs are similar support staff. And my reason for asking that is I have retired from this is my retirement job after 30 years or doing something else. And I think that other people who have degrees and who have a good work ethic would be interested in the physician if there was a little bit more flexibility might just be a staffing option. Thank you very much.
Thank you. Miss Whitmore.
dpscd alumna All right,
we have Phyllis is Miss Phyllis Shara here.
I'm right here.
Okay, how do you pronounce your last name?
Share, I
like share thing. Okay. That's what I tell my students. Excuse me, I'm a teacher at Flix. And I'd like to shift the discussion to rank and file educators and say that we must take the initiative and that this is not an ordinary contract, struggle or contract here. First of all, the d f t and f t have no intention to fight. They're alive with Biden and the Democrats who are live with the Republicans. Both are solely concerned with war funding, not school funding. If rank and file teachers don't take the struggle into their hands, we'll have a miserable contract that will submit the two tier system which was set up in 2017. Dividing pair pros AI support staff, others from teachers and older teachers from younger teachers and newer hires. This allows for a continued erosion of living standards and paves the way for more job cuts. The concern is getting the dues checkoff restored, that was an historic gain went by the working class and struggle, so was the right to strike. More broadly, the struggle takes place as 380,000 educators face the loss of their jobs, due to the cut off of COVID School relief funding. And as police are beating up on arresting students at Wayne State, and other campuses for protecting, excuse me, for opposing genocide in Gaza. And as $1 trillion a year is spent to fight an escalating World War, including conflict with nuclear armed Russia and China. Educators have to fight to make sure that their students have quality education, not a future of war and repression and an attack on democratic rights. This means uniting with educators in Ann Arbor Flint across the country. Wayne Westland was mentioned there as well. And a powerful industrial and also with auto workers that are modeling our contract after and the counter offensive against war and inequality. I just want to make one final point that the $25 billion I'm sorry million with an M. that Ann Arbor was short is less than the cost of one f 16 fighter jet. So just let that marinate a little bit. And I hope I hope I made myself clear.
Thank you Miss share. We have Bianca Gonzalez guns. Oh, okay. It's not spelled correctly Gonzalez. And then if we can have de Rottie Forbes Malik Guan to the other mic and Donna row, well, Davis
call him Miss Gonzalez. Good
evening. My name is Bianca Gonzalez, and I'm a fourth year ELA teacher at Earhart Middle School. I am here today to talk about an issue that I feel is a very real threat to the progress this district has made. I believe that the inability to retain teachers in this district is because teachers are not being appropriately compensated for their work. The workload for teachers in this district is something I was not prepared for. I did my student teaching in Dearborn public schools and I immediately felt ill equipped to handle the heavy workload that dpscd Teachers are subjected to. The responsibilities placed on teachers in this district far surpassed what I expected based on my internship Some of the differences I've noticed include mandatory weekly after school meetings and PLCs. Only four preps a week, which are often missed, and many responsibilities that go beyond teaching, including submitting weekly lesson plans, calling parents regarding attendance and student behavior, data collection and test administration. Additionally, we are faced with oversized classes that include an increasing number of ELLs students with special needs students with mental illness. students with behavior disorders and students who has a poor attendance impacts their learning. Many of these students are two or more grade levels behind and ELA teachers in this district are not common compensated fairly for the work they're asked to do. We are heavily monitored yet the district ignores many of the issues we face every day issues that prevent us from being as effective as we could be. We are expected to go above and beyond in so many ways, yet we are paid less than other professionals with similar levels of education. School districts have gotten away with this for too long enough is enough. In the last 25 years, Michigan has seen a 20% decrease in teacher pay when adjusted for inflation, while the average decrease was just 4%. If our salaries had kept pace with inflation in the last 25 years, the average salary of a teacher in Michigan would be $80,000. I believe every teacher in this district deserves that and much, much more. I entered the teaching profession in 2020. When incoming teacher started on step 11. Now four years later, it turns out that wasn't a promise the district plan to keep we were good enough to earn 50,000 a year with zero years of experience. And now instead of rewarding us, we are having the rug pulled out from underneath us continuing to treat educators as though we don't deserve competitive pay will not help to improve teacher retention. In fact, for the first time since I started here, I thought about moving to another district. After finding out I might not get the race I was promised, I urge the board to see an inability to retain teachers as a very real threat and end the historical teacher penalty by offering the most competitive salaries in the country for teachers at all levels of experience. Thank you.
Thank you, Miss Gonzalez. We have to Rati for Bhisma Libra Donna row Well, Davis and if we can have edit Hinton and Jin Leyzaola leisure or Laila to the other mic, please.
Well, hey, Miss Forbes. Well, Molly wha? Okay. Well,
good evening, everyone. I would first like to start by congratulating all of those who took part in a 2020 for graduation that happened this year. Now, congratulations, and Job well done. I've heard a lot from my colleagues going around and it cut my list short, because I don't want to repeat, but I am going to talk about the Donors Choose. I heard that there was a question, or it seemed to be a question within it. And talked about why we're not. I guess, using as prevalent as we used to, when we started out with Donors Choose, the teachers got a chance to actually keep all the items in if they moved to a new school. You didn't have to worry about oh, what if they don't have the microscopes? Or what if they don't have, you know, flashes or flashlights or chemicals, things that I need from my science classroom? I have, I could travel with them. But when all of a sudden use started us to leaving stuff in a building, and without heads up, I'm being transferred to another school because they don't have a science teacher. And this school has three science teachers, you've got to go here. My Items were left because I couldn't take them with me any longer. That's the New Deal. And it hurts because now I'm at a school. Like I said back in, I believe March. I still don't have microscopes. I haven't had them for the last. I said eight years. The last time I'm sorry, this is going on the 11th year a science teacher without science equipment. You give me some but not enough. And when I do get it, it's not enough for my 128 students. It's okay, point number three. I heard that we were talking about I think it was the CTE programs, what the sooner schools and they were doing a great job. I almost melted out of my seat. I want Some budget money so that we can have some electives at my school to I want some of that that stuff sounds good we need electives because now we just have those regular ELA you got your science class. You got a social studies what where's the rest of it? We want all that other stuff may get art once a week. Then I go to point four, I was reading our agenda, and it was quite lengthy. And I looked at it and I noticed that there was approval for a lot of contracts. My question is, well, who's gonna use all this approved contractual stuff? If you don't have any teachers because we don't have a contract
Miss Melissa, what school are you at? Okay, thank you. Thank you. Donna roll well Davis and Etta Hinton
Good evening. My name is Donnell roll Davis and I am a licensed registered professional nurse at Charles R drew Transition Center. So I stand in agreement with my brothers and sisters and siblings of DFT and demanding a fair and equitable contract. Also, I wrote a letter to the superintendent Dr. VD, and it was concerning the ESC bonus that is given to the ESC teachers, the speech and language teachers, and also the social work social workers. So I don't have an issue with them getting a bonus or ESC bonus to $50,000. But I do take an exception with is that the licensed registered professional nurses that have stayed in the trenches with DPS through the pandemic, we have worked, we have taken care of the students, we have taken care of staff we have subjected ourselves to COVID during the pandemic that happened started four years ago. And we I was told that the ESC nurses are not assigned to a school that they can always be moved. Well, the same thing with a teacher, a teacher can always be moved a speech and language, a professional can always be blue, and a social worker can always be moved. Nobody is has a school set in stone. So why is it that the nurses are not privy to the same $15,000 bonus at the center Bay schools, if you do not have a nurse that school cannot stay open? So why why are we treated less if we're not if the student has has a nursing services, and the nurse does not complete the IEP, then it is null and void. So we should get the bonus to it's not a lot of us, but we still deserve the same thing. We're in the FT we pay the same dues and we should be treated fair and equitable like anybody else. Thank you.
Okay, my name is Eddie Hinton. I am up here educator at Nolan Elementary School. On Friday, pre K had yet another graduation that was rescheduled, my class was not invited. I sent you emails about it. And I came in on Friday. When talked to principal Coase Coakley, she caught the Public Service police army. All I did was clap my hands and told her to stop talking to me because she was having her own conversation and not allowing me to say anything. All of this the young from an incident where the teacher in the other class the as we left the child in the gym was a state prove that that was not true. And the other teacher yet put her hands on the child, no disciplinary action, and I have the state report which they kept from us. We could not get it I ended up calling the state and somebody else to give the report to myself and my teacher. And I am not a very happy camper. I am 70 years old, I should not have had to put up with that. And I am retiring because I'm
Jin Lai and
good evening. My name is Jen Leah. I'm the theatre instructor at the Detroit School of Arts. I am here this evening with my union siblings to urge this board to agree upon a fair and respectable contract. We need competitive wages so that we retrain and attack attract new staff. We do not want to see our teachers leaving for other districts, but they are leaving right now. I would like to speak to a small group of teachers that I work with in the district, our theatre educators, in addition to unpaid directing, and my daily teaching, I am also the theatre cohort lead for dpscd of our programs in this district that has produced many great and storied artists. Spain elementary, middle and DSA are still the only schools able to present a full season of theater because theater teachers are expected to volunteer our time and labor rather than being fairly compensated. A few facts you may not know last year for the first time ever Michigan's High School Musical Theater Male Performer of the Year came from Detroit from our musical at DSA. DSA theater was also awarded a nearly $10,000 grant last year by the Educational Theatre foundation to produce this year's musical. We were even featured on the hub. And this spring almost 2500 patrons, students and community members came to see our show The Wiz. A final fact me and more importantly, my team did not receive any compensation for our work because theater rehearsals must take place outside the school day. Unlike our suburban counterparts, we are paid nothing. This district has stated that keeping the arts alive in our district is a priority. Well, there are theater teachers across the district working to keep theatre arts alive. We simply cannot do this without equitable compensation for our on average extra 150 hours of work per semester. I strongly urge that you support equitable competitive compensation for our theater teachers, directors, music directors, technical directors and set directors in this district. Our children deserve these programs and our arts programs cannot live without compensation. If we have the technology to run a board meeting that technology should be in schools for our students as well. On a personal note, I am a longtime Detroit resident and a proud dpscd educator. This is the job I wish to retire from. This is my vocation. I have done nearly 600 extra hours of work over the last three years for love of our children, and these great city of artists, my colleagues, our dear friends and artists that I respect and love. But I and my colleagues are underpaid by 1000s of dollars, and it continues to be a burden to our families and ourselves. Please hear us. Please support us and make it liveable and sustainable to work in this district with fair and competitive compensation for our theater educators and for all. Thank you.
Thank you Miss Layla. We have Yolanda King and Dr. Kay Porter to one mic, and Elle McCann and latricia Burrell to the other mic to the board. I will say the time is 727 30. And so I would need a based on the policy I would need a motion to extend public comment to include 10 more public comment tours and person and to online
motion to extend public comment to include all commenters.
Thank you as their support has been properly moved by member gay diagnostico properly supported by remember Vaughn to extend public comment to get to grab the additional 10 in person and to online. Any discussion. Any discussion? All those who signed up before the end of the time, any discussion? All those in favor of the motion on the floor signify by saying Aye? Any opposed? Motion carries. Thank you. Yolanda King and Dr. K Porter. And Rick, Joseph and l can to the other mic please.
Good evening board and community. My name is Yolanda King. I am a proud DFT member. I am here of course we know the sea of red is here to talk about the contract. Wanting a timely and fair contract. We want both we need both can't have one without the other. We want an on time contract so that qualified and enthusiastic teachers coming out of their school programs will want to come to DPS to educate our children, they're looking for employment. Now many of them are looking to see what districts have to offer. If a contract is in place that encourages them to want to come to DPS and be a part of our family. Our current teachers would like to relax and enjoy their well deserved summer break with the satisfaction of knowing that when they step out, they have a contract, not have to hang by their computer and their laptop all summer, waiting for an email from our officers to see is a TA this week is a TA next week, that is very stressful. We want to kick back, enjoy our summer, knowing that when we come back in the fall, we have a substantial contract that keeps us that keeps our families here in Detroit. We're not even asking for early. Early. We know some folks got there as early. We just want hours on time. On time is all we're asking for. Our leadership has dedicated the next few weeks to finalize the contract for our members with negotiations daily if they have to. They've done it before. We know they have it in them to do it to get the job done. Push these last couple of weeks out so that everyone can relax and enjoy their summer. We would like for dpscd leadership to make the same commitment for a fair contract that we all deserve. Simply on time. If you get it done early. We'll take early we like early to just a fair and on time contract is all we ask for. Thank you.
Thank you, Miss King. That's okay border.
Greetings, everyone. I'm Dr. Reverend Dr. Kay Porter, pastor of St. Matthew ame. Church, African Methodist Episcopal Church in Detroit. And I'm new here to Detroit. It's since the past year. But I've been honored to serve on the faith based console. And I am privileged to be a church that has adopted one of the schools and that's Caiden Special Education School. And in partnership, we have provided coats and toys. And I also attend their parent teacher meetings. And I also attend their activities that they have for Black History or their winter activities. And I'm just so proud to be a part of Caiden Special Education Center because we have some special education students that are part of my congregation. So it's very near and dear to my heart as well as I have a grandson who has severely special needs as well. So I think Detroit public schools in the faith based Council for the opportunity to partner with Caiden Elementary School. Thank you.
Thank you fast supporter. We have Rick Joseph and Elle McCann to one mic and if we have latricia Burrell and Angela Jordan Jackson said the other mic, please. So Rick, Joseph and Elle McCann to one mic and latricia Burrell and Angela Jordan Jackson said the other mic, please.
Good evening. I'm Miss Burrell. I'm at Ronald Brown. And I wanted to just reiterate what the district I mean, what DFT wants, we deserve a good contract before the current contract expires. We need competitive wages at the top of our salary schedule to retain and attract new and qualified staff. We want Payroll Deducted union dues returned to us. Yes, yes, we want a strong contract that is clear defined procedural language and rights for teachers evaluations, transfers, discipline, termination, layoff, recall, and seniority. Our students and family and community meet us right here in Detroit. We don't need to lose any more teachers. And I also want to say, for us, some of us are being transferred to places and we didn't even get asked, meaning that we're moving from one grade, when you're in a fourth grade, you move into the seventh grade makes no sense. We're not getting any kind of of help as to why is it that we're moving? We're not having good conversations with our principals. Why is it that he's not listening to us and looking at the things that we can't do and where we're strong? Instead of just sending us where he wants us to go? I'm referring to my school per se, but at the same time, also, I would love to talk about electives. I did hear another teacher say something about electives. I'm going to a building where I've heard or there's only one elective in the middle school. I don't like that. That means that affects preps for teachers. I don't need any more problems as it is. RBA is already using our elective teachers as teachers, because there's not enough teachers at our building. So if that's happening, so now when I get to another building, and they don't have a one to one traditional elective, that means we're going to have more problems when I get to the next building. So I would just love for those things to be cleared up before it's time for us to take our next step to the next building. If that's what you want me to do, I want to do a good job and a great job with the prep that I deserve so that I can do what it is that needs to be done with the curriculum, especially since it's a new curriculum coming across to us this year. I appreciate your time and effort and we need a new contract.
Thank you, Miss Murrow.
My name is LaWanda McCann, my native Detroiter, I'm a DFT member for more than two decades. I am DPS. Yes, I am DPS and I am proud to serve the students of the city. What we're asking for, again, is a fair contract. negotiation with fidelity with intentionally intentionally keeping the main focus as our children making the district work. Too often I hear stories about leadership being negative or punitive. And it's trickling down. It's trickling down to our administrators, to our educators, and our students. And it's not fair. It's not right is not the business of education. So as we continue as a board as a district, please put those checks and balances in place so that we can see fairness, and a shared responsibility for making our district move forward. I currently am at a building where two campuses are being merged and our leadership is being stretched. No, they're not DFT. But it affects me and affects our children. When you do something of that nature, to save money, or to to negotiate or navigate a budget, you need to include the players that are a part of it, that needs to carry out that plan. And that's not happening. When you do that you're missing vital steps that will make the process work, if you have a vision has to be a shared vision, so that we can be productive, and proactive versus reactive, and punitive. And we fill it and then affects our children. So as you set your goal on making this district the best, I pray that is the intent of each and every board member, as well as our superintendent, as well as our superintendent to support one another. I am a child advocate. My principal should be an advocate of teachers. Our board should be an advocate of our administrators, our superintendent should lift us all up. This is not a I'm gonna get you the kind of thing work together. Don't take offense when we say we want this by a certain time is because we want to plan together to build together to make Detroit and dpscd the best.
Thank you Miss McCann we have Angela Jordan Jackson. is Angela George Jackson is still here. Okay, if we could do miss Alia more to one mic and President lucky Lumpkin Wilkins to the other mic.
Good evening board and Dr. Vidi. I'm glad to see all the Red Sea over the summer, please continue, whether it's zoom, whether it's in person, and continue after that. Because it's not just for y'all to lean on your union and get direct information that you can get yourself but we do. Thank you for your service. As far as the board I just have a few questions before I go on my statement. As far as the cell phone tower revenue, our president said I think the meeting before last that there will be a presentation is very important with that cell phone revenue and where is it going? That topic is not going to leave? Concerning Paul Robeson Malcolm X, you all might have answered that with the cell phone tower. Now that the school is relocating, will we get a new one or will the district place the cell phone tower somewhere else in exchange for that building? And then as far as luck staff, the repetitious conversation of lunch staff. But when you're talking about $15 an hour is anybody in that lunch room making less than $15 an hour? That could be part of the retention problem. We always hear about the 15 but I don't listen to the rumor mill I come to resource. I'm hearing people are making less than that. So just a little clarity about that. Um, as far as CMA, the former CMA, Paul Robeson is going over there. At this point, why are we begging for new carpet? I mean, Marshawn Jackson and her crew, when we went in that building, you all are already taken our pre K, make us comfortable in that building, inspect the smells, redo the carpet, they got auto show carpet hair falls, they got indoor outdoor carpet how far that should not even be an issue. The parent room pacifically has filthy carpet, the library where our ESC students will be filthy carpet. I can't sit here and see why a union rep Paul Robeson will let carpet sit for seven years dirty. I don't have nothing to do with that. But going to this new building, being proactive. You all could at least change the carpet and I was Taylor while you're assuring us about the transition. Take a walk over there please and thank you, every board member go to that school and really analyze and see is it students first is IT staff first we're relocating us to that building because see a magnet for a reason. And then on top of our superintendent with my last 30 plus seconds Makena Island. Now you always down in parents and the community for talking bad about our children. You go to Mackinac Island and spend the bulk of your presentation talking my way instead of highlighting and talking about the lack and the quote unquote inequities. But if you go up there talking like that, it says that you aren't doing your job. It says that we need some work but if you go on up there Tom my we
thank you Miss Moore. We have President Lumpkins Wilson's and then Lisa card
so President Lumpkins one second, the last public comments are in person is a nurse Michelle George so she can come to a mic as well. Okay, go ahead, President. Greetings,
Dr. VD and honorable school board members. I am looking at Wilson Lumpkins, president of the mighty DFT. You have expressed your feelings of great satisfaction with the growth of our students. It has been on every major media outlet that our students have overcome the COVID learning loss and accelerating student achievement faster than many schools in this state and across the nation. Why did I start there? Because our students accomplishments are the direct result of the early mornings, missed preparation periods, sleepless night lesson planning, attendance. agenting, nine years ago, we had counseling, school social working SLP nursing psychology in academic intervention is thing and what I really mean is all 41 of my bargaining unit members 4500 Strong are all doing the work improving that together, everyone achieves more. This board extended your contract Doctor meeting 18 months in advance of this exploration because they are pleased with your results. But if you are pleased with his results, then you are over the moon pleased with our results, the results of our members, because we too, deserve a contract in advance of its expiration, which is June 30. We've been at the table since February. We are close on many issues. And I publicly asked you today to commit to negotiations every day next week. The reason why is because we can get this deal done. I must mention the deceptive, highly presumptive ill timed and ill prepared survey to change the working conditions of our high school students is an example of the disrespect for the work that must be cautiously done with the D F and the T regarding all of our members working conditions. Our members are waiting. Some of the surrounding districts they're waiting to because they're laying off. educators and parents alike are making decisions on where they are going to land. We want them here. We need them here. Let's demonstrate to our members that their work in our schools is valuable. Let's prove to the community that our tentative agreement is necessary. It is critical, a tentative agreement on our sea day. Our contract day, June 21 says to our members, our potential members, our families and community, they can have the same sense of pride, respect and peace of mind with a strong progressive contract that protects our members restore rights by state legislators, payroll, deduct the union dues, and valuation, seniority layoff and recall rights transfer discipline and termination. And last but not least, salaries that are competitive and not lagging behind suburban district.
Let's get this deal done
next week.
Thank you, President Lumpkins. Appreciate it. So we will in the in person public comment with nurse Michelle. George, go ahead and our shores. Okay. Thank you to the abort. Give us one second nurse George, I want to make sure that you get the same respect in terms of being heard as everyone else has this evening. Thank you so much. DFT. Nurse George, go ahead.
Okay. Thank you to President Newberry, the board and Dr. VD? Well, first, I want to encourage before you all go, teachers, I want to encourage you all because I've been traumatized by this meeting. Let us not become weary in doing good for at the proper time we will reap a harvest if we do not give up. So I want to encourage you all for that. Now, I want to ask the school board. I know a school board member chair again, Nate go know this because she's an educator, I want to ask the school board. Why are you all allowing a bullying environment? I can't now me as a nurse and I was at a meeting. I know there's a school safety board. But why the Bible talks about some people think good is evil, evil good. Why are you all allowing principals to bully teachers like that? That's number one. Number two, the reason I'm taking a series because when we talk about Project 2025, if there's a case of Republican President, they're going to abolish Department of Education. So remember, YOU ARE votes. So that is my question. I want to ask the school board. Teachers just like me as a registered nurse, and I heard the nurses, teachers are valuable for high quality education. Let us think back to when we were children. And people advocated for us, our parents, our caregivers, we have a right to advocate for these teachers. I don't know if this by design, or what is going on. But we have to remember God holds us accountable for this. That's why I'm traumatized because I deal with bullying. And then I'm hearing students talk about the teachers are not doing anything, teachers are traumatized. But I would like to ask the school board, why are you allowing principals to bully these teachers? That's my question. I would like to answer if I if I can have that answer. Why do you allow the harm to happen to these educators that have to educate these children? We got where we are by the grace of God. And that's why I give back I've taught nursing students I'm in a hospital now trying to save lives. But why can't we give the same respect to children that who have come that's what God requires us to do the past and per time? I want to ask the school board. I would like to know Dr. VD to you. And I do respect why do we allow bullying for these teachers? I've been hearing this for months. are we addressing this? Why are we our teachers? Do you all have to go in some type of detention or something? Whose idea was that because I will call the EEOC. I'm telling you that's the kind of nurse I am who is allowing this where the teachers are being bullied and you allow teachers to go and some detention I would like to know
that will be answered. Thank you, Nurse George, let's grab the last two public comment tours online. Miss Drake, if you could facilitate that for the two online so there is one who remains online.
Hi, Erin. Yeah, Penida please go ahead with your public comment.
Can you hear me okay? Yes. Okay. Good evening. I'm here to speak out and follow up on my public comments during the last school board meeting. During maze meeting, I asked some simple questions to the Superintendent and the Board with regards to issues of lack of access to recess and bathrooms for the students of thermal Elementary School. Unfortunately, the specifics of my question were either initially unheard or ignored by the board. I followed up promptly with an email the evening of May 14. To reiterate my questions. It was not until today, Jun 11 that I finally received a follow up email that answered a portion of my questions by saying that chairperson Peterson Mayberry and member McClendon made unannounced visits to circle Elementary School. Sadly, this still does not fully answer my simple questions. It appears our board has a comprehension issue. To help illustrate why I'm asking these questions again, I would like to share an anecdote from my experiences. When I was a cadet at the United States Air Force Academy. There were two types of inspections of our dorms, and living spaces that were conducted as cadets. One type of inspection called sammies, which stood for Saturday morning inspections, was announced and occurred a few times a semester and the other type were no notice inspections that could be conducted throughout the semester. On the Friday nights before Siamese you could find cadets in a cleaning frenzy. We would literally be shining the toilets in our dorm bathrooms, removing dust from nooks and crannies of rooms and furniture with cotton swabs and measuring the folds of the sheets on our beds. It was not uncommon to find cadets up at two or three in the morning that evening before seeing the inspection. Compare that to the no notice inspections that occurred throughout the semester. We would obviously prepared by making our beds in the morning and wiping on the sinks in our dorm rooms. But there wasn't the time to dedicate between studies and other commitments just spend hours and hours cleaning every day. As a rhetorical question, during which of these types of inspections Do you think more infractions and issues were noticed? The inspections in which we were incentivized and able to prepare or the unannounced ones. In summary, I would like to ask chairperson Peterson Maybury number McLennan and the board again, during your unannounced visit to circle? Did you actually verify all students have regular access to recess in line with the dpscd guidelines? If so, how did you verify this during your unannounced visit to circle? Did you actually verify all students have access to bathroom facilities throughout the school day? If so, again, how did you verify this? I would appreciate and future responses from the board that they address the specifics of the public's questions to help ensure the point that the students have circle and all dpscd students have both developmentally and age appropriate access to recess and consistent access to bathroom facilities so that the basic bodily needs are not a distraction to their learning. I will follow up with my simple questions again, via email. Thank you.
Thank you, Miss Vinita. Do we have any additional is that was that administrate?
Yes ma'am.
Okay, thank you. So Dr. VD, there were several questions for you and me and the board. So we can go ahead and start with the question.
Madam Chair, as always, let me know if I missed something that you noted that I did not respond to. So what I tried to do is answer questions, not necessarily comments. Right now we have 16, speech language pathologists, vacancies, and 16 Psychologist vacancies. The teacher retention rate over the last two years in particular, had been 85% and dpscd. The state average is 85%. There was a question or there was a question about why is the GPA at exam schools only 2.5 and not higher. We did standardize that several years ago, and we worked with the exam principles on the GPA. To my knowledge, they have not requested to go higher than the 2.5 GPA. Personally, I'm not against it. But would like to hear more from the exam principles about raising that know the increase in AI that we'll have as a district cannot be used for mathematics. The increase in ais that we will be seeing next year and in the future is funded through the literacy Lawsuit Funding, and that can only be for literacy. And we can't we do allocate AIS to schools, obviously, before we received the literacy Lawsuit Funding. And some of those can be used for math, some arguments for math, but we also can play a shell game, if you will. Because one of the requirements to the literacy Lawsuit Funding is your allocation can't change because you have literacy Lawsuit Funding. So for example, the the funding that we're using to hire AIS and allocate eyes before the literacy Lawsuit Funding has to stay the same. We can't reduce that amount and for example, then hire more math, academic interventions through the funding that was once funding the literacy a eyes I felt that the theater teacher concerns were were valid. I am awaiting or would await or would entertain a proposal from DFT. About that I'm not aware if DFT did propose something about that. If they haven't, or they did, I'm certainly willing to revisit that. It definitely sounded as if there was some unfairness regarding after school work compared to other coaches and maybe other teachers that are leading programs after school. To clarify, I said, $15 an hour for cafeteria, it's actually $17.55 an hour for full time cafeteria workers. Yes, there are cafeteria workers that make less than 1755. Or as I said earlier, $15 an hour because they're part time. So there are part time cafeteria workers that are grandfathered into our model meeting when we needed to hire more staff. We focused on full time cafeteria employees increase their salaries to 1755. We didn't lay off any part time workers but they're at 1350 to an hour. And that's because they're part time. As far as talking about we'd miss Wilson, who's our assistant superinten communications will tell you that before I went to Mac and all I specifically said the last thing I want to do is talk about weed with the media. Unfortunately, the media did ask me about weed as it relates to the advocacy letter I wrote around marijuana. And then therefore I answered the questions when I was being interviewed. But I did not lobby any legislator and makin all about edibles. In fact, my time was spent talking about equitable funding, and flexible funding with state dollars and mainly at risk dollars. So we can put that into teacher salaries to be more competitive with suburban school districts. Those were the specific questions that I noted. But Miss Boucher I may have missed out.
So there's a couple more the cell phone tower will a new one be placed on site at Paul Roberts and Malcolm X the new the new building No.
Think so suspensions without pay are not on the transaction was terminations are on transaction list.
So the CMA move the walkthrough from the Miss Jackson's team, about getting them ready. When will the students be there? And is it ready, and we'll go over as well. I know my son graduated from CMA in that building. So I'm familiar with the building, but I have not been there since they moved out of that building into the new Ludington. builder.
So I will be sure to visit. All the summers, I've been monitoring photos that had been sent to me. And overall, the anecdotal information that I received at a high level was that generally the teachers were pleased with the condition of the building. But I'm not speaking for every single one, I will be sure to go over there and continue to monitor where we are and actively address issues or questions that come up about the school being ready. Okay.
I just want to adjust a couple of things to one out of respect for individuals. I know that there are teachers here that raise concerns and have raised concerns about a particular principal and so on investigation has happened. And Dr. VD not sure what according to administrative guidelines, what can officially be shared about that? I know the investigation has concluded, and I know the board was communicated about the investigation. But if you could talk to what you can, without going outside those administrative guidelines for the investigation of where we stand with the principal.
So all I would be comfortable in saying to protect any employee regardless of whether they're administrator or not. That after the investigation, the principal was suspended 30 days without pay. She did ask to attend the eighth grade ceremony. I believe we did allow her to do that. And we've granted that same opportunity for non administrators while they were suspended without pay, for example, or under administrative leave for investigation. We've been gret we have been granting employee for example, the opportunity to attend graduation rates or graduation ceremonies for their students or their families. And so there was some questions about whether there was engagement. When I had staff look at it looked like there was a spam email that was sent and some general questions to staff about how things are going, keep me updated with things. And we asked principle games not to do that. At this point, I would say the investigation is concluded. Last week, there was a new allegation or an allegation that was made that we're investigating. But as of right now, the the investigation is closed, the suspension has been implemented, and principal gains will be back in the beginning of July.
Okay, can we talk to I know it was also mentioned a couple more things I will say to President Lee, the call that was made to me about a violation of the CBA there was no violation that was found. So that is something that was specific to me as her and I had had several conversations. And then I also Dr. VD about there was something mentioned from a teacher around how do we make sure that all of our teachers have the resources that they need is particular a science teacher with no microscopes? Yeah.
So our science curriculum clearly defines what are the labs, if you will, that are take place, and we do purchase the materials for that for those labs within the science curriculum. So a particular teacher today from Paul Robeson, Malcolm X talked about, not the way I heard her comment, it was they are provided materials, but it's not enough. So the question is, do you have what is minimally required? And then the second question I would ask is, what else would you like? And then let's talk about how we might provide that for that teacher, and any teacher, but there is a standard baseline of materials that we provide for science through the curriculum, we want to make sure that all the teachers have that. If not, then, you know, there is a system that we have in process where the principal makes that request, and then the curriculum team provides those materials. But the way I heard the question was more than even what is there, not against it, but let's talk about what it is. And I'll follow up with Dr. Robinson after school to inquire about what that request is. Okay.
What about electives at schools, middle schools?
Well, we do offer electives at middle school, if I recall the question. And a comment was, you know, wanting more. And so we do have an allocation of at least a music or one music or one art, more depending on the size of the school and a PE. Certainly, it's a matter of time in the schedule, and the allocation at all schools, but all schools minimally have at least one music, or one art teacher and a PE teacher. And then preps are provided that way. But certainly there are middle schools that want more elective, but we just don't allocate the those numbers of teachers. Okay,
and I will just address before I have general counsel address, what's the process if staff feel that they're being bullied, I know you can address how they should reach out. But I will address the caller on the line, several board members. When we go over to schools, we we go on announced. So unless we're actually being requested for something in particular, we just visit schools. And so the caller in particular asked about when we came out when several of us came over to the schools. What we did actually went to two restrooms when I was over at over at third goal. And the principal was unaware that I was coming there. I stayed for about three hours, did some volunteer work in the in the cafeteria, chaperoned a silent dance or young people or participate and then I went and visited classrooms and so to the caller on the line about kind of what we do when we come and visit and are we coming unannounced, we are coming unannounced. And there's a variety things that we do when we come in. So I just wanted to clarify what what I personally witnessed were students and extracurricular activities. Were they outside on a race on a playground? I didn't witness those students doing that but I got there in that late afternoon. And so after lunch, was the silent dance and so I just stayed after reading to a couple of classrooms and visiting a couple of classrooms and going to one bathroom that I personally use and another one I just went and looked at the bathroom because I always want to know a cleanliness as well. So for the color Miss bonita. I want to make sure that I'm just speaking for myself not sure if any other board members want to weigh in And, but I also want just Miss Mitchell for to talk about, we're never in a position where we want to make sure that resources are shared. And that when we hear some of this feedback that processes are put in place. And so there is a process for individuals who may feel that they're in an environment, and they are experiencing bullying or retaliation or some inequity at their location. And so I just want Ms. Mitchell for to speak to that really quickly to before we move on,
specifically as to bullying, if you feel that you are being bullied or harassed based on a civil right, which would include race, gender, religion, things of that nature, then you should contact the compliance department. And the compliance department email I can get it to you for in a second, but it's on the hub. That is if it's a civil rights based bullying or harassment, race, gender, religion, weight, things like that, if you feel like you're being bullied or harassed, and it's not civil rights based, it's just they're disrespecting you or that type of thing. And you should contact your supervisor, if it's your supervisor who's doing the bullying or harassing, you should contact their supervisor, and they will be plugged in into Employee Relations. There's two places to go civil rights or employee relations.
Thank you. Do we have anything else from the board before we move into the next item?
Yes, yes, I do. Well, I remember. Thank you. So I heard to our councils response. Some said they did that. I don't know if you heard civil rights is not within DPS. Civil rights is its own entity with its own governing body through the state of Michigan. So I don't know if this chart this chart is on the hub for how to follow and address ongoing complaints. I heard a lot during all of our DFT members and others who make public comment. And for one, as a former DFT member, I intentionally wore red for Ed today to stand with you all. I am proud that while we don't discuss negotiations, I do feel that that all the members that are present have been pushing to make sure that we reach where deity is trying to go. I do have a few questions though. As it relates to climate and culture. I'm still struggling with the whole issue of Darko, I do believe I remember, on prior suspensions without pay. I do recall, maybe memory may serve me wrong. But I do recall seeing those on the agenda previously. So I want to make sure that we we looked that up and we're not giving the appearance of any special treatment of anyone I have I have issue with the differences that exists and teachers or any other support staff going into a teacher jail without clarity on why they're there. And then, and then a principal having parents and staff. And not only that, but union reps that two of which I think one was 30 years DFT and 120 years. The the assumption that somehow all these people are falsifying or lying is is is pretty disrespectful. So I mean, I don't know if there's a training issue. I know there's one teacher that reached out via Facebook to say that more than anything, there perception was the principal was kind of set up and not really given the support and training that would have made things better. I don't know what it is. But to have this type of ongoing feedback and addressing it I think the approach that we took with Ronald Brown was totally different than what I'm seeing with Darko. And I need to get a better understanding or we got to have a better process in place because staff shouldn't have to continue to make their complaints. I'm uncomfortable as a board member to hear them and to make staff feel as though whatever your complaint is, it doesn't matter and that's and that's how it feels.
I have a couple of other things. I was trying to take notes. I'm happy to hear the numbers on what what is short because the ongoing IEP deficits that we're at, I'm clear that that explains it. But what specifically are we doing to attract? I think it's the 15 or 16 vacancies in both speech pathology. The 1616 and 16. I had took a lot of notes, I'm sorry. 16, speech pathologists and 1616. Psychologists and or social workers. What are we doing to make sure we address that? Transfers.
I live on the northwest side of Detroit. And I was teaching at Arma Henderson during the emergency manager era. And then I found myself all the way at Remus Robinson. When I felt there were plenty of schools on my side of town, I get given autonomy to the school leader. But I've received a complaint from a teacher who is being told that they're going to be moved, even out of their certification level. And using I mean, using transfers. weaponizing transfers is wrong. And so I think we got to find that that place where we balance a school leaders ability to select staff that's going to support the culture that they're trying to promote in their building, but also prevent weaponizing. I mean, I'm we're seeing that play out with the presidential race right now weaponizing, all of these issues against each other to say, Hi, I got you, if we're continuing to allow that without any set benchmarks on a time period of when you open a when someone can be transferred, and or the amount of time they should have before they're transfer. We're creating this this environment that's not conducive a good for our kids. So I would like to know, where where does the How does that work? When it comes to just at will transferring somebody without even giving them an opportunity to maybe even find another setting that may select them to come into their building. But But I but I'm getting too many complaints of transfers, and then teacher jail without any clarification. And we got to fix that.
So Dr. Reid, if you can address those around those issues raised? Maybe start with the transfers since that was what's the processing? I
think it's important to know that, you know, we, I'm a theoretical example, that those complaints were investigated. That's how we ended up with a suspension without pay. So obviously, in our in our use the circle example, and something to talk through this at least at a high level, which is I do believe that anytime I'm aware of a complaint, and I would hope the same is for school level principals, and those that supervise them and department leaders is when a complaint is registered on an administrative level, not the ones that General Counsel talked about regarding civil rights when it's employee base that it's investigated. So what does an investigation look like? It's getting statements from the employee who feels as if they were wronged. And then from there, you might have to talk to the other employee that's involved and try to understand what is or isn't happening. Those depending on the severity of the issue, then the principal or department leader in central office, is given the discretion to implement discipline, as long as it's not something like a level two that would move to a suspension. So then that's just a would be a discussion a mediation, or a verbal or written reprimand that's dealt with by the principal or the Central Office, Department lead. If it's more severe, or it's an escalating discipline, then it moves to an employer employee relations investigation. And we have separate investigators to do that. That circle. We did have a set we did have people in employee relations actually interview staff to understand what did or didn't happen based on the allegation. And again, the findings were a suspension without pay. I think what is in seven years and being superintendent, what I have seen is a, a multitude of complaints. And they take different forms. Some are legitimate, unethical, unprofessional conduct by supervisors. And when that happens, that should lead to add minimal, verbal or written reprimand, if not worse. Other examples are there perception, that may be reality that people are being treated unfair. And so if it's not a civil rights issue, then it becomes an employee issue. And then even when there is a small level of discipline, often the employee is not satisfied with the finding or the conclusion. So then it continues, and we see the email writing, we see the query requests for meetings. And as you probably recall, when we created that chart, we added on a complete chart mediation, and I think that is a unnecessary large step that we have to take as a district. So theoretically, if myself, and an employee have a difference outside of being superintendent, or even being superintendent, if things are investigated, and the person who is feels wronged, doesn't, isn't satisfied with what the discipline or follow up is, then there has to be a mediation, where the two parties can come together to try to understand each other so that there can be an amicable way peaceful way forward.
So excuse me, if we could just finish Go ahead. And so
that's, I think, the one large, big step forward. Now, there's other comments that were made tonight, that I'd like to consider. Starting Friday at the Finance Committee, and then the following academic committee, about two weeks after that, I will be presenting to the board, ways to better address climate and culture throughout the district, some things we're doing, some things need to be enhanced, some things need to be refined, and at the committee level, the board will have an opportunity to weigh in on what they like, what they don't what they think is missing. And then I am more than willing to be held accountable to implementing those enhanced strategies. Again, some things we're doing some things we need to enhance going into next year. But to that point, if we need to create a more transparent way to register complaints, a hotline right on an anonymous email, then we can do that. I think that's necessary for people to feel heard. But I will say I do feel that complaints are being addressed. I'm not, I'm not gonna sit here and say everyone, but complaints are being addressed a major issue is more people don't always feel like the complaint is being addressed to the satisfaction of the person being complaining. And that's hard to reconcile. And so.
So if we can just finish because I know we have a
cup. That's the challenge. And I'm just, I'm just naming what I see as a challenge moving forward, that is not easily solved. And so that is my attempt to address the complaint issue. So that, and then, as I talked about, and other board meetings, what we are going to build for next school year, is a clear, I'm just going to call it a chart. So the board can actively see when they are given a complaint. What is the status of review of that complaint? What was the date that the complaint was filed, if you will, and the timeline will will will start, and there will be a clear coding system to say we're still in the span of addressing it, what is the right number of days? Is it in within reason? Are we over? And if we're over why? And often we're over because there's other complaints coming in. And we also don't want to staff employee relations at higher levels than let's say other large urban school districts throughout the country. So all things that I look forward to talking. So we So, again, I look forward to the board's feedback on a deeper plan on that in the next couple committees and then at the next board meeting after those committee meetings, I'll share with the public what we decided to do. And then on the ESC, ancillary staff speech language pathologist and psychologists actually that's 16 number is lower than we were at last year. And so what are we doing, we offered the $15,000. As a bonus, to better recruit. And as we go into the fall, if we already seen more people applying than we've had before, and if that number isn't the right number, then I'll go back to the board and even ask for more to be even more competitive with psychologists, and speech language pathologists, I'd also just say, at a high level, we are working with DFT on issues like case loads, and no different than we give teachers an oversize class size pay, we're thinking about the same thing for case loads, in order to address large case loads, which will at least compensate for them being overworked based on the shortages that we have. And then on the transfer issues. So what we heard tonight, and what you always were here about are different kinds of transfers. So there are internal transfers within a school, where a teacher would go from teaching an early grade to an upper grade, so that that's one form of a transfer, that can happen at the discretion of the principal, based on the certification of the teacher. So the principal may feel that teacher why is right now teaching a lower grade? And teacher? Why would be more effective in middle school for so what would those be? What would those reasons be? They may have, they may think they'll have a better rapport with middle school teachers, maybe they're having a challenge of finding middle school teachers. So that person as certification knows the kids knows the building, and will fill the gap at the middle school level. I will say that we've had examples of principals using the Transfer or threatening the transfer in a retaliatory way, on record, there have been recommendations for suspension on those examples. And it goes back to the complaint process, if we have reason to believe, or even a teacher accuses an administrator of retaliation through the transfer, then we will investigate that thank you. And so there shouldn't, it shouldn't be about retaliation. But at a high level, the principle also as the leader should have the flexibility to use teachers in a strategic way based on the needs of students and even staffing at that school. Now, when it comes from about a teacher or a staff member leaving one school for another. The only way that happens basically, on two different instances, one, and the most prevalent is a drop in enrollment. So let's say a school is allocated 15 teachers based on enrollment. We fund 15 teachers based on the spring count. So when the fall count comes, and it's below that number from the spring, based on the teacher allocation, and it goes from 15 teachers to 13 teachers, then the principal has the discretion to decide who are those two teachers that are going to be transferred? That should not be based on retaliation, but the principal has discretion to decide who are those two? Now, because the conditions of transfers was not a subject of bargaining, based on the Republican legislature wiping that out, we are negotiating with dfcu the terms that would be used for the transfer. Our primary mechanisms of doing that right now is performance. And so we are negotiating with the DFT, which what should be the criteria decide who is transferred. Gotcha. And so seniority right now is a really a tiebreaker, not the prevailing factor. And that is an issue that we have to discuss in bargaining. I think the best way to do it is to is first in order to be a factor. But I would suggest that the singular factor in the compensation because if we do it that way, then our first year teachers would be the first to go. And that's not always the best way to retain them. And then I think looking at performance is another factor but certainly willing to add seniority in the conversation. The other way a teacher can be transferred, or a staff member can be transferred to an involuntary transfer. And so it's not often used. But through the DFT collective bargaining agreement, the superintendent or his or her designee can make an involuntary transfer. We don't do it often, but there are times where there is I would call it unreconcilable conflict between an administrator and a staff member. And when we've tried to reconcile it and we can and it continues to be unhealthy, then we would transfer the staff member to Another school. I haven't used it much, but I have used it throughout the course of seven years. And the principal alone cannot do that. So the principal makes a recommendation. And then I typically review it and try to understand why it's being done. And then I ultimately approve it or decline. But the principal in isolation, can I make that decision?
Thank Thank you. I appreciate that thorough response. And I appreciate the willingness to even try and look at this to to address it. Is there an opportunity? I got a couple of more questions, Madam Chair? Is there an opportunity in some instances, especially with those schools, who have may have a dip or drop in enrollment? Is our system savvy enough to allow for teachers to kind of self select and say, perhaps I would like to be considered to go to these schools and have a listed ranking for where they like to go to more questions, and then I'll just hold it there. Currently, how many staff members do we have in the teacher jail? And is there like a statement that is provided to them, prior to them being sent to the teacher, Joe, that explains why they're going
through the Chair, I'll give you the updated number with how many employees are in the employee Transition Center. And so remember, the only individuals that are placed there is if there has been a allegation made by a fellow employee or a parent or community member about a child or employees health and safety being violated. Or if there's a health and welfare issue regarding staff or students regarding the allegation. There there, there probably are examples when an employee may be sent to the Transition Center. And they don't clearly know why. And the reason for that is, we don't want to hurt the investigation. I would say more times than not if people are completely honest with themselves, and with others. They do know why they've been sent to the employee transitions. And I can't tell you though, it's every time I can't tell you that I don't, because there are times when there are allegations made about fraud, like FMLA, for example. And not probably the best example. But meaning there are allegations made, and for we will place the person to center and we don't let them know, because we want to conduct the investigation. We don't want to, in a way tip off the individual on the allegation, but more times than not person is there. If we're talking about teachers, because there was an allegation that a child was hit, that's usually the most frequent example, or threat was made against a student or another employee. That's typically the reason why employees or teachers for that matter are there. And then they are paid while they're there. And there is a due process where they are interviewed about what ultimately happened. Now, they're not the first one interviewed, the obviously the person making the allegation is the first one. And they are there, not because we want them there is but we do have a number of allegations. And so then we just ranked a priority, and try to get to them as quickly as possible. But as I committed to the board, we do track them. I just got the information about on average and other large urban school districts, how many investigations are they do they have? What's the time that it takes to complete the investigations. And so I'll be sharing that with the board. And we'll come up with a reasonable number. And I'll hold myself accountable to that number. And again, the Tracker will use that number so that you can see how many people may be in the center. And how long is taking the other issue is we are willing, and we are bargaining right now on the terms of the employee Transition Center. So now I don't think that in true management and union union partnership, we're both going to have to compromise on the actual language related to that, but we do believe through bargaining, that we can strengthen the center and create more transparency with the senator by working with DFT on this the aspects of the center. And so, again, I think that there are things that DFT wants and the things that administration wants to do as well. And we're going to have to agree to disagree on certain terms, as is the practice in the process, but it will now be in the collective bargaining agreement.
Thank you, Madam Chair. I know I said those last three. I did I wanted to acknowledge I think it was a pre K teacher. Sure, who said she was 70 years old, and the police was called on her. I hope that someone, we have a staff person that is either reached out to her and make sure that we understand the dynamics of that, while complaints are being made. Certainly I want to make sure that that issue was addressed on the teacher not have an opportunity to participate in the graduation, you did say that circle principal was allowed to come and participate in in her graduation, this teacher indicated she wasn't able to participate in in the graduation, and then the police was called on her. So I hope to know more about that situation. And how that occurred. Madam Chair, thank you. That's all.
Okay. So I know if we we have a couple more I know Dr. Taylor and vice president, start work for us. So go ahead. Dr. Taylor.
Yes, as we have this in in multiple meetings leading up to today about the school culture. It's being defined as being toxic or unfair. Could you give us a little bit of a timeline where we will have a definitive plan and committee around the district's commitment to actions regarding cultural transformation? And will this action plan include the very specific things that we hear ongoing late, ie bullying, lack of communication, principal leaders trained to ship training, level of performance of management, and how that overall is impacting the overall culture of school?
Through the Chair, Friday, at Friday's Finance Committee meeting, and then the academic committee on the 24th. So the plan will be shared with both committees, then. I do believe it addresses all the issues that we've heard about. And so during those conversations, open to the board's recommendations on what what are the gaps, you thought you would hear something you didn't hear something, and then I will make final updates for the board meeting in July. As a follow up, there are 29 individuals in the Transition Center, we had quite a few incidents toward the end of the year. As we all know, that always happens with students and employees, unfortunately, as the year ends,
member stalwart was Vice President.
Thank you. One thing to clarify, for all of us, because I wasn't coming across to me is that when you see a suspension for cause on the action list, it is related to that individual having tenure. And if you don't see it, they don't have tenure. So that's point 1.2. So what I'm hearing overall, as we've kind of followed this process, and tried to trust our system, which, you know, isn't working, so we're gonna fix it is kind of this overall desire to, for our staff to be able to hold one another accountable, up, down and across. And in the same way that folks want to celebrate one another. They also want to be able to identify when things need to change and and have that factor into what happens next. And I see that as a little more broad than kind of a typical employee relations process, or like a standard HR process, I think, is really connected to some things that are mentioned tonight and been mentioned other times around, like how our evaluations are done. And so as we're working on these recommendations, you know, as superintendents working on these recommendations, that's one of the things that I will really be looking for is how are those opportunities built in, where it's very clear that accountability isn't only top down, and there are multiple levers to pull. So that again, up down and across, because that's how you create a healthy organization, very specifically, as it relates to these different evaluations. I know that in our reports, we often when the results of the evaluations are reported, we often get quotes and sound bites included, which gives the impression of open ended and qualitative questions being asked, but the superintendent, please clarify the extent to which we capture that feedback. And we don't just ask closed ended, you know, agree, disagree, neutral kind of thing. And as well as how we can make sure we're capturing and coding more of that qualitative data. And the last thing I'll say In that context wise, is, we know the amount of work that our staff do every day. And so sometimes that survey is the one moment, they may stop to be intentional about giving feedback. So that because throughout, you know, you just don't have time for like worried about what you're doing right in front of you. And so I want to lift up that feedback, because again, if we're thinking about a system of, of making sure we're hearing from folks and factoring it in, we have to be thoughtful about what it actually looks like in practice in terms of their everyday lives.
So the survey, the panorama survey, which the students use, and the staff use, do have open ended opportunities, and those comments are viewed not connected to the person. But those are viewed by the administrator at the school and central office staff. The surveys that we use with staff on different initiatives, also have open ended questions at the end. And over comments, I think the opportunity to improve that is the community engagement surveys, those did not always have that. And we got to, we have to add those as far as finding a way to define or characterize it, I don't know how we would do that. I mean, other than reading them, reflecting on them, which I do think the surveys and I'll talk about this through how we improve climate culture, I do think the surveys need to be used more. They are review, we are thinking about them. But I do I do believe we need to act more on the surveys. But everyone has to be ready for that. And so we talk about we want to use the surveys in the surveys matter. But often and I'm just being very transparent as superintendent, we have to act on the survey. So everyone has to be comfortable with acting on the survey. And I've had resistance often about acting on the survey, because depending on how people feel about the person, then we have different reactions about accountability. I'm just being just very honest to everybody about that. And I'm and I and I have responsibility with that. But with that said, I don't know how to quantify the comments other than to review them, but open to how we're going to do that.
Madam, Madam Chair,
so let me directly just to directly offer. So with all you know, data analysis, which is really sterile in this moment, but term to use, when it comes to those it is reviewing everywhere to the comments, it is categorizing if that's what I mean by coding. And so I want to offer that to my colleagues as well in terms of that understanding of what you can do with that qualitative data. And it is labor intensive. In that it requires people to be identifying the trends and the patterns, and also interpreting, to some extent what people write down. So it may end up being something we have to think about in terms of what kind of support is offered to get that done.
Thank you. Remember fine.
Madam Chair, the vice president just raised something about tenure. Could you repeat that statement? That tenure, you said that some things were listed? And then it can I get quality, a qualification of what that tenure looks like?
You know what I think given the follow up, I'm gonna just direct that on over to General Counsel. So we get specific language.
Yes, thank you.
Michigan, Mr. tenure is not on? No. He said his muted. Push to
screen isn't needed and green under the Michigan teacher tenure act. Those persons who have tenure can be suspended without pay for up to 14 days without Board approval. If it is over 14 days, Board approval is required. There are some administrators who were teachers and were tenured got it. Right. And so then they continue to be tenure. But then there are some administrators who were not tenured. And so in some instances, you'll see on the agenda, like tonight there's one right for 30 days, that person is tenured. The principle that we've been discussing tonight, she is not tenured. And that's why that didn't come before the board.
And so for tenure, just for clarity is how many years? That's true for for not for principle leaders, that that that is inclusive of their teaching time as well Correct. Once they get promoted to vice principal or principal, it only relates to teaching. Okay? And so how many years is that? It depends,
well, okay, but you have to have so many years and you're certified teaching area. So it may not be the full number of years you worked is the number of years you were in that certified teaching area
if they were in their certified teaching area for a minimum of five years. But but but if if I can go back, and I think so we have to address the elephant in the in the room, there's a huge lack of distrust, and I think that's what member Taylor was leading to, like, let's get to the plan. Because I don't want to continue to keep going through this whole process over and over again, if the members don't feel the staff who did the investigation, were being fair from the start, they're never going to trust the investigation. There were ongoing complaints. And I mean, just just let's be honest, when the former Cincinnati superintendent was here, people said it was pure hell working under her. And I received several complaints. And so that same culture has lingered on from certain staff members that they feel like are not being forthright in their investigations. And maybe some of them are picking winners and losers, losers. So if we have a rubric that defines things more closely, then it's not like you're picking a personality or a person you like. It's clear on what the guidelines are, when you are suspended. And I think for those who are saying they don't see the third co principal reflected on the agenda, they're seeing them being reflected on the agenda as you've taken a serious action against her. But there were former principals and others that that were placed on the agenda, that I don't all believe we're tenured teachers, prior to being principals, we can look at this afterwards. So we don't have to belabor the point. But if we're going to do it to one, we do it to all and that's what we got to get to, in this district. Absolutely.
Respect respectfully. The principal gains was suspended based on on actions that were not linked to staff engagement, there were there were actions.
If we if we could just please be respectful, because when everybody had their three minutes, and they came to the mic, everybody allow those individuals to speak uninterrupted. So if you could just allow that as people are attempting to really listen in, lean in and listen to explanation,
first of all games was not suspended based on engagement, positively or negatively with staff, there were other allegations made against principle gains, that again, were obviously investigated, that led to the discipline. So when we think about treating principles fairly, or stat and the principal and staff relationship fairly, it wasn't as if principle games was unduly disciplined unfairly, as compared to other principals who were not. The investigation was about specific allegations about what she did or didn't do, or how she was principal that was not related to engagement or treatment of staff. Thank you. Thank you.
Thank you, we
can move on. At this point, I think we need an outside counsel to do investigations or something.
So what I'm hoping is that all of us board members are as passionate when we receive this information on Friday, we've got to lean in, because there's so much skill and talent on the board. And so this, when we come to this board table, this shouldn't be the very first time that we're having some of these conversations. And so if we're doing that, prior to this board meeting, Table Talk, then then I think if this is the first time then I think we're dropping the ball. So Dr. VD to the point about accountability on Friday, and finance and academic, I really want us to lean in and weigh in on this climate and culture piece. Because if that's the case, we're going to do that across the board, even at board meetings, because some have reached out to us and said that they will no longer come to a board meeting because there's bullying at the board meeting. So if we're going to do it, we have to do it even and display it at the board meeting. And so, you know, if we're signing up for that, I think we all need to agree. We know that we have young people and I'm glad that some of those young people aren't here anymore, because as adults, I think we we have to model the behavior that we want to see and I think we all love these students, we wouldn't be here if we did it. And so that part is not the question. The question is, how are we treating each other? How are we treating each other? As students are watching us? What are we saying to each other, as students are watching us social media, people get on social media, and they're exploiting things. And young people are on social media more than us. And so there was a comment earlier about what happens at other districts, I go to other board meetings, because I'm curious to see how they operate at those districts as well. And I must say they do operate differently, even from the audience perspective is different. And so we are different. And I'm okay with us being different, but I'm not okay with us being bullying tweets to each other. As adults. We all want what's best for this district. We wouldn't be here if we didn't. So Dr. Vidya I look forward to on Friday, and other academic meeting the information so that we can lean in and share. I know, there's been conversations about having external support around these conversations. And I know we have a meeting next month about that. And so this is another way that we can lean in on that conversation as well.
Can I Can I just can I say this, and I appreciate your comments. But I want to make sure that we're we're being clear that we have to have these conversations. And we've been having this conversation for almost a year as it relates to the letter that was sent out. So I don't want to give the impression that we're having some of these conversations for the first time. And we're having them in our committee, I maybe perhaps some of the comments that you're talking about maybe coming from the audience, correct. I think as an exchange, we make iron sharpens iron. And so while we may not always agree on the same approach, and we may have different questions, that's our responsibility. So it's not about us, questioning how we view the importance of the rights of our children and the welfare of our children. But when if we're all here, elected, we're not going to always think from the same course a handbook, but we shouldn't be here advocating accordingly. And respectfully, but asking questions doesn't mean that we don't respect it. Absolutely not.
We shouldn't be asking questions we should absolutely. I'm just I don't want to give people the impression that because you hear more questions from one board member, that means that the other board members don't have questions. There are questions that happened even before we get here. There were questions at midnight last night as emails were exchanged. So I just want to be clear, just because you hear from some board members, and you don't hear from others, don't assume that questions aren't happening. Questions happening from the moment we find it out. We just don't wait here to just have start asking questions. So I just wanted to be respectful because I know, I sent the email that midnight, and I got a response at 1230. And so I know it was a comment before about why am I sending emails, I'm sending them when I can. I'm sending them when I can I don't sit at home all day and do nothing. I work and I'm in schools and things. But I do want to make sure that when it's top of mind to me, I actually send the emails the member, Vaughn. Go ahead, please.
Thank you, madam president to the superintendent. One of the comments was about a teacher being transferred outside of this certification. How does How often does that occur? It doesn't. It doesn't. Okay.
Through the Chair, no, it doesn't. And
that's that's
I also think rhetorically, we have to talk about as a district, whether we're talking about Paris, school board members, Superintendent, principals, teachers, students, how are we defining climate and culture? And how do we define that it's getting better. So we get we, at one point, we talked about surveys, we feet seem to be comfortable with surveys, then surveys improve, or surveys don't improve? And then we we question whether it's the surveys capturing climate and culture the right way. So is the problem the survey itself? Do we need to think differently about what survey we're using? But, you know, when we talk about morale, how are we defining morale? And how do whatever way in which we agree we're going to define it, then how are we going to stay consistent with measuring it so that we can uniformly say it's improving, or it's declining? And where is it improving? Where is it declining? We don't have uniform language and definitions about these things. And I think that also makes it hard for any leader to feel not necessarily accountable, but better understand, where is it working? Where is it not? And so I'll name that when we go through the presentation. But I think we obviously have to be careful that we're not defining climate and culture only from those who feel wronged. We need to Listen to those that are wrong, we need to follow up on complaints. But often when we're here at the board meeting, we're hearing from a small number of people. Now those small number of people could be raising an issue that more people feel that just simply can't come to the board meeting, or don't feel it's a use of their time to at the same time, we're not hearing from others that do not have a complaint or concern. So it's also how are we going to measure climate and culture ultimately, and agree with what is the objective way to measure and understand it moving forward. And that can't just be defined by me. And it also can't be justified by the school board. So I think that's one activity as part of moving forward with a healthier climate and culture. Thank
you. Okay. Anything else before we move into item number 11. So item number 11. And I'll say to 12, board members had an opportunity to review as they do every month, administrative terminations, terminations for cause and suspension for cause. So the administrative terminations were for job abandonment, and for those who did not return back to work from a leave. And then there were two individuals, for terminations for cause. And you were able to read and digest that information and ask questions, and then suspension for cause. So we know the individual and the situation around that. I will say to the community, this is all on board Docs. So there is nothing to hide the information is on board docs. And you can see about the individuals we do respect their names, their initials are, are put on board docs, as well as the infraction so to speak. So I'm 12.01. Go ahead.
Madam Chair, I would like to type our all employee issues that are listed under 12.0. Thank you. There's
a motion on the Florida tie bar items 12.01 12.02 and 12.03. It's been properly moved and supported by Dr. Taylor and vice president Stallworth West. Any discussion on a tie bar? Not all those in favor signify by saying Aye. Any opposed? Motion carried the chair now entertain a motion for the tie bar of items 12.1 through 12.03. So move is there support has been properly moved by Dr. Taylor properly supported by member gay diagnostico for the tie bar, any discussion as that being the motion on the floor? If not, all those in favor signify by saying aye? Aye. Any opposed? Motion carries item Thank you. Number 13 administrative action items. So we have 13.01 which is the approval of the 2425 and the 2526. Academic calendars. So it does denote the start of school that day. I know we were contacted by several people about that item 13.02 approval of replacement of the 2020 refunding bonds 13.03 approval of the tax levy resolution 13.0 for board resolution calling for policy intervention for marijuana edibles and Safe Schools and you have a copy of that resolution. It is to support the joint letter that was put out so you have that information as well.
Madam Chair, I'd like to tie bar 13.01 to the to for support.
It's been properly moved by Dr. Taylor properly supported by member gay diagonal go twos tie bar items, 13 points or one through 13.0 for any discussion.
Yes, madam chair once 1304 The resolution regarding marijuana edibles is voted on what is the process for which it will be distributed? executed?
So do you have the hardcopy? I got it. Okay. So we can sign Yeah, we could sign it tonight and give it back to General Counsel. Okay. Okay. Any more discussion, the motion, all those in favor of approving the motion to tie bar 13.01 through 13.04 signify by saying aye. Aye. Any opposed? Motion carried the chair now entertain a motion for the tie bar of 13.01 through 13.04. So is there support for properly move by Dr. Taylor properly supported by member gay dag no go for the tie bar. Oh 13.01 through 13.0. For any discussion. All those in favor of the motion on the floor signify by saying aye. Aye. Any opposed? Motion carried Thank you. Now we're at item number 14 which is consent agenda items. All of these items 14.01 through 14 point 19 came through committees. So the chair entertain a motion to approve the consent agenda items which includes 14.01 through 14 point 19. The motion has been put on the floor by Vice President Stallworth West is their support. Support is been properly supported by Dr. Taylor. Any discussion? All those in favor of chair
Madam Chair, the item 14.04. You said that came through committee That's the approval of district being a plaintiff in class action lawsuit against social media companies.
Yes, they came to academics. They said yes, yes. I think there was a time bar for academics. Okay. Okay. All those in favor of the motion on the floor for consent agenda items signify by saying Aye. Any opposed? Motion carried. Item 15. So there is no vote on item 15. These are first reads. So we have 15.01 through 15 point. 15.
Madam Chair, I just want to note for the board, that I'll be working with our admin to get some time with me and our board members to go through one of these items that we've had a lot of discussion about.
Okay, thank you. Thank you. And I know there has been discussion in between the meetings today too, so we can share that information to the chair. Any anything else? These are again, first reads these do have to go back to policy, but immerse yourself in the information. And you can reach out to any member on the policy committee regarding any amendments or any questions or concerns around those items. Item number 16 secondary. So we do vote on 16.01. This is an amendment to policy 7217. The visitor possession of weapons. Is there any discussion on 16.01? If not the chair entertain a motion to approve it. So move the motion to approve. Is there support or it's been properly moved by Dr. Taylor properly supported by Vice President Stallworth west to approve 16.01. Any discussion? All those in favor of the motion on the floor signify by saying aye. Aye. Any opposed? Motion carries. Thank you that now takes us to announcements. So we have any announcements from the board?
academic committee meeting has been moved for from the 17th. I believe it's on the calendar at this point that it has been moved from June the 17th to June 24 at 1pm. Okay,
so the academic meeting is been has been moved from June 17. To June 24. Correct. Okay. Thank you,
Madam Chair. Wow. Thank you. The Senate Max will not be a part of this August 6 primary. But this week, the Michigan independent citizens redistricting commission are meeting and taking hearing having a hearing. Today is today was Cass tech. Tomorrow is King High School 10am to 3pm. And four to 7pm. Detroit Renaissance on Thursday, 10am to 3pm and four to 7pm. Please make your voices heard on these redistricting maps. There are three there are nine no there are 11 maps that are being considered. And please review them all on the Michigan independent citizens redistricting commission. Cranes do fly. Thank you.
Thank you. Thank you. We appreciate you and your work in that space. Just really quick if you know anybody who is interested in joining our family. There's a higher airfare on Thursday the 13th from 10am to 2pm at Cass tech. So there's a variety of positions you heard some tonight. If you know anyone interested in joining us. We know Juneteenth is next Wednesday on the 19th So there are a variety of activities being planned summer school begins on June the 24th the next board meeting is July 9 here back back here at AC English village and just want to say happy birthday to our admin key Drake Jay Thank you Happy Father's Day to all of our Happy Father's Day to all the amazing fathers whether biological or not those in the district you are a father to these young people. And I will the chair entertain a motion so moved. So move without objection thank you so much any any objection? Thank you have a good night everyone be say
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