May 26, 2022 Board of Education

[2.01 Pledge of Allegiance/Moment of Silence/Mission Statement]

[00:00:09]

>>> I CALL THE CALVERT COUNTY WORK GROUP TO ORDER.

WE WILL START WITH THE PLEDGE OF ALLEGIANCE AND THEN HOLD A MOMENT OF SILENCE AND I WOULD ASK THAT YOU THINK ABOUT ROBB ELEMENTARY. YOU MAY BE SEATED.

THE CALVERT BOARD OF EDUCATION ENSURES EXCELLENCE IN EDUCATION FOR OUR STUDENTS THROUGH INDIVIDUAL WILL NOT OVERSIGHT,

[2.02 Recognition of NHS Sports Teams and SGA]

THE FIRST EYE TESTIMONY THIS EVENING IS THE RECOGNITION OF THE NORTHERN HIGH SCHOOL SPORTS TEAM AND THE SGA, STUDENT GOVERNMENT ASSOCIATION. WE HAVE A RESOLUTION FROM OUR

STUDENT MEMBER OF THE BOARD. >> HELLO, EVERYBODY.

CAN I HAVE THE TRACK TEEM PLEASE COME TO THE FRONT? ALL RIGHT. WE HAVE A RESOLUTION FOR YOU GUYS TODAY AND IT READS. NORTHERN HIGH SCHOOL GIRLS TRACK AND FIELD TEAM CONSISTING OF ANNABELLE ARGELES, NOELLE BLACKMAN, GENTRY BOWIE, GRACE CARAWAY, JULIA DEVINE, MIA HALBERT, GAYLE HENDERSON, KACIE HOYLE, DESTINY LEWIS, TAWNY LILLARD, ELLA MECCIA, KATE NEALON, LEAH POWELL, ALEXIA RICCHIUTO, DESTINY RYAN AND SYDNEY YANKANICH HAS WON THE 2021-22 3A MARYLAND PUBLIC SECONDARY SCHOOL ATHLETIC ASSOCIATION TEAM CHAMPIONSHIP FOR INDOOR TRACK; AND WHEREAS, THE NHS GIRLS TRACK AND FIELD TEAM WERE THE 2021-22 3A INDOOR EAST REGION CHAMPIONS; AND WHEREAS, THIS WAS THE THIRD TIME A NHS GIRLS INDOOR TRACK TEAM HAS WON A STATE CHAMPIONSHIP; AND WHEREAS, THE TEAM WAS ABLE TO WIN THE MPSSAA INDOOR TITLE BY 2 POINTS WHILE NOT TAKING THE LEAD UNTIL THE VERY LAST EVENT; AND WHEREAS, THE TEAM IS COACHED BY HEAD COACH JOSH DAWSON AND ASSISTANT COACHES JOHN URDAHL, CLAYTON LEWIS, HAYDEN TRANTER, DERELL QUICK AND SAMANTHA COLE; AND WHEREAS, THE NORTHERN HIGH SCHOOLS GIRLS INDOOR TRACK AND FIELD TEAM REPRESENTS NORTHERN HIGH SCHOOL WITH A HIGH DEGREE THEREFORE, BE IT AND FAIR PLAY;- RESOLVED, THAT THE SUCCESS OF THE NORTHERN HIGH SCHOOL GIRLS EH INDOOR TRACK AND FIELD TEAM ISIS ATTRIBUTED TO THE TEAMWORK AND DEDICATION BY ALL MEMBERS OF THE TRACK TEAM; AND BE IT FURTHER RESOLVED, THAT THE SUPERINTENDENT AND MEMBERS OF THE CALVERT COUNTY BOARD OF EDUCATION DO HEREBY EXTEND THEIR CONGRATULATIONS AND WISH THE

TEAM SUCCESS IN THEIR FUTURE. >> SECOND.

>> THERE'S A SECOND. ALL IN FAVOR?

>> AYE. >> MOTION PASSES.

CONGRATULATIONS. [APPLAUSE]

>> I'M GOING TO TAKE CREDIT OR BLAME.

WE ALSO WOULD LIKE TO ADD ANNIE C. TO THAT LIST.

SORRY, ANNIE. THAT'S THE FIRST PART BUT I WANT TO THANK MY ADMIN STAR AND COACHING STAFF TO ALLOWING US COACHES TO COACH THESE LOVELY, VERY HARD WORKING LADIES.

WE JUST KIND OF FACILITATE WHAT THEY'RE GOING TO DO AND THEY DO EVERYTHING WE ASK PLUS SOME. IT WAS A VERY STRESSFUL TRACK PETE UP UNTIL THE VERY LAST EVENT.

ONE OF OUR RELAY MBS FELL, GOT UPMEMBERS FELL, GOT UP AND GOT BACK INTO THE RACE AND I THOUGHT AT THAT POINT HOWARD WHO HAD THE LEAD THE ENTIRE MEET, I THINK THE LAST I

[00:05:05]

APPLAUSE ALL GO TO THEM. [APPLAUSE]

>> WE HAVE ANOTHER RESOLUTION HERE.

CAN WE HAVE THE NORTHERN STUDENT GOVERNMENT ASSOCIATION MAKE THEIR WAY TO THE FRONT. IATION HAS BEEN RECOGNIZED AS A 2022 NATIONAL GOLD COUNCIL OF EXCELLENCE BY THE NATIONAL STUDENT COUNCIL; AND WHEREAS, THE NORTHERN HIGH SCHOOL STUDENT GOVERNMENT ASSOCIATION WAS THE ONLY STUDENT GOVERNMENT ASSOCIATION IN MARYLAND TO RECEIVE THIS PRESTIGIOUS HONOR; AND WHEREAS, THE NORTHERN HIGH SCHOOL STUDENT GOVERNMENT ASSOCIATION IS THE FIRST CALVERT COUNTY STUDENT GOVERNMENT ASSOCIATION TO EARN THIS DISTINCTION; AND WHEREAS, THIS HONOR IS A TESTAMENT TO THE OUTSTANDING MANNER IN WHICH THE SPONSOR, OFFICERS, AND MEMBERS OF THE NORTHERN HIGH SCHOOL STUDENT GOVERNMENT ASSOCIATION ELEVATED STUDENT VOICE IN THEIR SCHOOL TO ENSURE A POSITIVE CLIMATE AND CULTURE, WHILE PROVIDE OUTSTANDING SERVICE TO THED, THAT THE BOARD EDUCATION CONGRATULATES THE NORTHERN HIGH SCHOOL STUDENTS GOVERNMENT ASSOCIATION FOR THIS GREAT ACCOMPLISHMENT. I

>> WE HAVE A MOTION AND A SECOND, ALL IN FAVOR?

>> AYE. >> CONGRATULATIONS.

[APPLAUSE]

>> I JUST WANT TO SAY A FEW WORDS FOR THESE YOUNG SUPER STARS. MOST OF OUR ACTIVITY, THEY

[00:10:03]

I JUST WANTED TO THANK ALL OF THESE YOUNG PEOPLE FOR ALL THAT THEY DO IN THE COMMUNITY AND AT NORTHERN HIGH SCHOOL.

[APPLAUSE] NOW WE'RE ONTO GIRL'S WRESTLING. CAN BRIANNA H MAKE HER WAY TO THE FRONT ALONG WITH THE COACHES? WE HAVE ANOTHER RESOLUTION AND IT READS WHEREAS, BRIANNA HOLCOMB WON HER MARYLAND PUBLIC SECONDARY SCHOOL ATHLETIC ASSOCIATION CHAMPIONSHIP FOR WRESTLING IN THE 125 POUND CLASS; AND WHEREAS, BRIANNA IS A JUNIOR AT NORTHERN HIGH SCHOOL; AND WHEREAS, DURING THE 2021-22 SCHOOL YEAR, BRIANNA RECEIVED THESE ADDITIONAL HONORS: 2022 3A SOUTH REGION CHAMPION, ALONG WITH PLACING FIRST IN THE GIRLS DIVISION OF THE 2022 “WAR ON THE SHORE” WRESTLING TOURNAMENT, AS WELL AS BEING SELECTED ALLMET HONORABLE MENTION - WRESTLING BY THE WASHINGTON POST; AND WHEREAS, BRIANNA ENDED HER JUNIOR SEASON WITH A RECORD OF 19-0; AND WHEREAS, BRIANNA IS COACHED BY JOHN BATTLE, CAROL CONSTANTINO, TONY HIPSZER, MICHAEL LEADBETER AND MICHAEL YANKANICH; AND WHEREAS, BRIANNA'S SUCCESS IS ATTRIBUTED TO HER FOCUS, GRIT, DAILY WORK ETHIC AND THE MINDSET AND DETERMINATION TO CONTINUOUSLY AUGMENT HER WRESTLING ACUMEN; AND WHEREAS, BRIANNA REPRESENTS NORTHERN HIGH SCHOOL WITH A HIGH DEGREE OF SPORTSMANSHIP AND FAIR PLAY; NOW THEREFORE, BE IT RESOLVED, THAT THE SUPERINTENDENT AND MEMBERS OF THE CALVERT COUNTY BOARD OF EDUCATION DO HEREBY EXTEND THEIR CONGRATULATIONS AND WISH BRIANNA

SUCCESS IN HER FUTURE. >> SECOND.

>> WE HAVE A MOTION AND A SECOND.

ALL IN FAVOR? >> AYE.

>> MOTION PASSES. CONGRATULATIONS.

PLAYS [APPLAUSE] ALL RIGHT WE HAVE TWO RESOLUTIONS BECAUSE NORTHERN HAD TWO STATE CHAMPIONSHIPS. IS EMMA H PLEASE MAKE HER WAY TO THE FRONT? C EMMA H PLEASE MAKE THE FRONT? A EMMA H PLEASE MAKE O THE FRONT? N EMMA H PLEASE MAKE TO THE FRONT? WHEREAS, EMMA HARDEMAN WON HER MARYLAND PUBLIC SECONDARY SCHOOL ATHLETIC ASSOCIATION CHAMPIONSHIP FOR WRESTLING IN THE 120 POUND CLASS; AND WHEREAS, EMMA IS A FRESHMAN AT NORTHERN HIGH SCHOOL; AND WHEREAS, DURING THE 2021-22 SCHOOL YEAR, EMMA RECEIVED THESE ADDITIONAL HONORS: 2022 3A SOUTH REGION CHAMPION AS WELL AS PLACING THIRD IN THE GIRLS DIVISION OF THE 2022 “WAR ON THE SHORE” WRESTLING TOURNAMENT; AND WEREAS, EMMA ENDED HER FRESHMAN SEASON WITH A RECORD OF 20-6; AND WHEREAS, EMMA IS COACHED BY JOHN BATTLE, CAROL CONSTANTINO, TONY HIPSZER, MICHAEL LEADBETER AND MICHAEL YANKANICH; AND WHEREAS, EMMA'S SUCCESS IS ATTRIBUTED TO HER FOCUS, GRIT, DAILY WORK ETHIC AND THE MINDSET AND DETERMINATION TO CONTINUOUSLY AUGMENT HER WRESTLING ACUMEN; AND WHEREAS, EMMA REPRESENTS NORTHERN HIGH SCHOOL WITH A HIGH DEGREE OF SPORTSMANSHIP AND FAIR PLAY; NOW, THEREFORE, BE IT RESOLVED, THAT THE SUPERINTENDENT AND MEMBERS OF THE CALVERT COUNTY BOARD OF EDUCATION DO HEREBY EXTEND THEIR CONGRATULATIONS AND WISH EMMA SUCCESS IN HER FUTURE.

[00:15:06]

>> SECOND. >> ALL IN FAVOR, WE HAVE A

MOTION AND A SECOND. >> AYE.

>> MOTION PASSES. THANK YOU.

CONGRATULATIONS. [APPLAUSE]

>> HELLO, I'M COACH BATTLE. I VAST WANT TO THANK ANY COACHES, MIKE LEDBETTER, 25 YEARS HERE AND MIKE ON THE OTHER SIDE JUST FINISHED HIS FIFTH YEAR.

CAROL IS ALSO A FIFTH YEAR COACH AND TONY IS OUR NEWEST COACH COMPLETING HIS FIRST SEASON WITH US.

BRI WON HER CHAMPIONSHIP BY PINNING HER OPPONENT IN A MINUTE AND 18 SECONDS IN THE FIRTHS PERIOD.

SHE WONT HERFIRST PERIOD.

SHE WONT HER STATE CHAMPIONSHIP MATCH BY SHUTTING OUT HER OH PONTE 7-0. BRI HAS A PRETTYOPPONENT 7-0.

BRI HAS A PRETTY BIG RESUME. 2022 HON HARDBALL ALL MET [INDISCERNIBLE] SHE WON THREE GOLD MET DALS.

SHE'S A 2021 WORLD CHAMPION IN BRAZ BRAZILIAN JUJITSU AND SHE'S SEEDED NUMBER ONE FOR THE THEBRAZILITHE BRAZILIAN JUJITSU CHAMPIONSHIP IN JUNE. SHE WON WITH 15 SECONDS LEFT IN THE MATCH 12-11. SHE SCORED A TAKEDOWN, SCORE 0-0. SHE SCORED A TAKE DOWN WITH 20 SECONDS LEFT IN THE MATCH TO SECURE A 2-0 LEAD AND THEN, VERY STRATEGICALLY, GAVE HER OPPONENT A ONE POINT ESCAPE AND RAN AROUND THE MAP TO SECURE HER 2-1 VICTORY.

WE TAUGHT HER THAT. SO THANKS FOR THE RETURN ON INVESTMENT, EMMA. THANKS A LOT.

GREAT JOB, GIRLS. PLAYS

[APPLAUSE] >> WE'RE GOING TO TAKE A TWO MINUTE RECESS FOR THE ROOM TO CHANGE OVER.

OKAY. CONTINUING WITH OUR AGENDA, WE'RE GOING TO HAVE A BRIEFING -- WE'RE GOING TO DO THE RESOLUTION FIRST? THEY'RE AT THE TABLE.

IS IT OKAY WITH THE WEIRD SINCE WEST ENDBOARD SINCE

WEST END IS AT THE S TABLE. >> SHE'S A BOSS.

[2.03 Recognition for Hayden Kelly]

>> WE HAVE A RECOGNITION TRIBUTE TO OUR STUDENT MEMBER OF THE BOARD, OUTGOING STUDENT MEMBER OF THE BOARD, MR. HAYDEN KELLY.

[00:20:05]

I HAVE THE HONOR OF READING THE RESOLUTION BUT I'M SAD BECAUSE WE'RE LOSING AN EXCELLENT MEMBER OF THE STUDENT BOARD.

I WANT TO THANK YOU FOR EVERYTHING YOU HAVE DONE AND CONTRIBUTED TO THE BOARD. WHEREAS, HAYDEN KELLY SERVED AS THE STUDENT MEMBER OF THE CALVERT COUNTY BOARD OF EDUCATION FOR THE SCHOOL YEAR 2021-2022; AND WHEREAS, DURING MR. KELLY'S TENURE, HE REPRESENTED OVER 15,000 STUDENTS AND PROVIDED REAL TIME INPUT ON ISSUES RANGING FROM BUDGET CONCERNS TO STUDENT MENTAL HEALTH; AND WHEREAS, MR. KELLY CREATED A SMOB ADVISORY COUNCIL, CONVENING REGULAR MEETINGS TO ELICIT STUDENT INPUT ON ISSUES OF IMPORTANCE IN THE SCHOOLS; AND WHEREAS, MR. KELLY EXHIBITED LEADERSHIP AND ADVOCACY SKILLS IN HIS PARTICIPATION IN THE CALVERT ASSOCIATION OF STUDENT COUNCILS, AS A DELEGATE AT THE MARYLAND ASSOCIATION OF STUDENT COUNCILS' LEGISLATIVE SESSION AND AS A PANELIST AT THE LEADERSHIP SOUTHERN MARYLAND CONFERENCE; AND WHEREAS, IN THE SPAN OF ONE SCHOOL YEAR, HE WAS A PRESENTER AT 2 STATE STUDENT COUNCIL WORKSHOPS AND AT 3 COUNTY WORKSHOPS WHERE HE SPOKE ON TOPICS OF PARLIAMENTARY PROCEDURE, THE LEGISLATIVE PROCESS, MENTAL HEALTH ISSUES, AND HOW TO ADVOCATE EFFECTIVELY; AND WHEREAS, MR. KELLY ORGANIZED A STUDENT-LED TOWN HALL WHERE 7 STUDENTS ASKED QUESTIONS OF THE BOARD OF EDUCATION, HIGHLIGHTING THEIR CURRENT CONCERNS AND RECEIVING INDIVIDUAL BOARD MEMBER RESPONSES; AND WHEREAS, HIS APPOINTMENT TO SERVE ON THE SELECTION PANEL FOR THE ANNAPOLIS PAGE PROGRAM OF THE MARYLAND GENERAL ASSEMBLY IS EVIDENCE OF THE HIGH REGARD IN WHICH HE IS HELD AROUND THE STATE, THEREFORE, BE IT RESOLVED, THAT THE MEMBERS OF THE BOARD OF EDUCATION OF CALVERT COUNTY COMMEND HAYDEN KELLY FOR CARRYING OUT HIS RESPONSIBILITIES AS STUDENT MEMBER IN AN OUTSTANDING MANNER; AND BE IT FURTHER RESOLVED, THAT THE SCHOOL BOARD MEMBERS WISH HIM EVERY SUCCESS IN ACHIEVING HIS PERSONAL AND PROFESSIONAL GOALS.

>> SECOND. >> WE HAVE A MOTION AND A

SECOND, ALL IN FAVOR? >> AYE.

>> THANK YOU SO VERY MUCH. >> CONGRATULATIONS.

[APPLAUSE]

>> WOULD YOU LIKE TO SAY A FEW WORDS NOW OR SAVE THEM FOR

LATER? >> I'LL SAY THEM NOW.

I PREPARED A LITTLE SPEECH JUST TO MAKE SURE I DON'T FORGET EVERYTHING. HELLO, EVERYBODY, MY NAME IS HAYDEN KELLY AND IT'S MY LAST MEETING.

THIS YEAR HAS BEEN AN INCREDIBLE JOURNEY BUT I HAVE A FEW PEOPLE TO THANK ONE LAST TIME STARTING OFF WITH DR. CURRY.

DR. CURRY HAS BEEN AN INCREDIBLE BEACON FOR STUDENTS.

HE'S ATTENDED OUR MONTHLY MEETINGS YEAR AFTER YEAR AND IS ALWAYS WILLING TO HEAR STUDENT OPINION AND I WOULD LIKE TO TANK DR. CURRY FOR HIS TIME WORKING IN EDUCATION AND I HOPE YOU ENJOY YOUR RETIREMENT. DECISIONALLY, I WOULD LIKE TO THANK ALL THE SGA ADVISERS I HAVE HAD OVER THE YEARS.

THANK YOU ALL FOR PUTTING UP WITH ME FOR A YEAR OR MORE AND WITHOUT ALL OF THAT SUPPORT OVER THE PAST YEARS I WOULDN'T BE HERE TODAY. I WOULD ALSO LIKE TO THANK MR. GOLDSTEIN THE COUNTY SGA ADVISOR AND MS. CRAWFORD THE ASSISTANT STATE EXECUTIVE DIRECTOR.

THEY ARE BOTH INCREDIBLE LEADERS.

THEY GENUINELY CHANGED MY LIFE. FINALLY I WOULD LIKE TO THANK MY PARENTS. THROUGH THE UPS AND DOWNS OF THIS YEAR, I WAS ALWAYS SUPPORTED BY BOTH OF MY PARENTS AND MORE THAN ANYONE ELSE THEY SHAPED ME INTO THE PERSON I AM TODAY AND I'M TRULY THANKFUL. ALSO SINCE THIS IS MY LAST TIME EVER HAVING -- ACTUALLY, I'LL SAVE THAT BIT FOR BOARD COMMENTS. [LAUGHTER] THAT'S ALL I HAVE, THAT'S ALL MY THANK YOUS FOR NEW.

THANK YOU ALL SO MUCH. THANK YOU TO THE BOARD OF EDUCATION. IT MEANS A LOT, IT'S BEEN AN INCREDIBLE EXPERIENCE, THANK YOU.

>> THANK YOU. [APPLAUSE]

[2.04 Human Resources and West Ed Consultation Results Presentation]

>> WE WILL NOW HAVE A REPORT FROM HUMAN RESOURCES AND THE WEST END CONSULTATION RESULTS PRESENTATION

>> GOOD EVENING PRESIDENT COUSINS, DR. CURRY, MEMBERS OF THE BOARD OF EDUCATION. JOINING ME IS CECILIA LEWIS AND SANDY WALKER, SUPERVISOR OF EXWY THANK YOU AND SCHOOL IMPROVEMENT. IN ADDITION I WOULD LIKE TO

[00:25:02]

IN THE FALL OF 2021 CALVERT COUNTY PUBLIC SCHOOLS CONTRACTED WITH WEST SEND. OVER THE PAST SEVERAL MONTHS MY TEAM HAS WORKED WITH WEST ED TO COMPLETE THIS STUDY.

TONIGHT DR. DURODOYE AND MR. HEREDIA ARE HERE TO PRESENT THEIR FINDINGS. BEFORE BEGINNING THEIR PRESENTATION, I WOULD HIKE TO HIGHLIGHT THAT ALTHOUGH THE STUDY HAS CONCLUDED, WE ARE NOT DONE WITH OUR WORK.

MY TEAM WILL WORK WITH WEST ED OVER THE NEXT MONTH THE BEGIN IMPLEMENTING THEIR REASONABLE CARE MEN INDICATIONS.

I WANT TO EMPHASIZE THAT THE IMPLEMENTATION OF THESE RECK MEN INDICATION AND CONTINUING TO FOCUS OUR WORK IN CALVERT

COUNTY. >> THANK YOU, ZACK.

HELLO, EVERYONE. IT'S GOOD TO BE HERE.

I FIRST WANTED TO SAY WE'RE JUST VERY EXCITED TO HAVE THE OPPORTUNITY TO BE HERE IN PERSON DUE TO ALL THE COVID WE STRIKSS.

TEA THAT'S SOMETHING WE HAVE NOT BEEN ABLE TO DO IN A LONG TIME.

TODAY WE WILL BE DISCUSSING THE CALVERT COUNTY PUBLIC SCHOOLS STUDY OF RECRUITMENT, HIRING, AND RETENTION OF MINORITY TEACHERS. WE STARTED THIS WORK IN SEPTEMBER 2021. A LOT OF DISCUSSIONS HAVE BEEN HAD. A LOT OFFAL SEIZE HAVE BEEN COMPLETED, A LOT OF REPORTS HAVE BEEN SHARED BY REALLY I WANT TO TAKE THIS OPPORTUNITY TODAY TO REVIEW THE FINDINGS OF OUR EXAM IN ADDITION TO [INDISCERNIBLE] TEAM.

WITH THAT, WE'LL GET STARTED. I'LL LET YOU HANDLE THAT.

SORRY. WHICH ONE IS IT? GOT IT. SO, AGAIN, I'M THE PROJECT CODIRECTOR, A SENIOR RESERENELY ASSOCIATE AT WEST ED.

I OPERATE OUT OF MY HOME OFFICE IN AUSTIN, TEXAS.

I WAS A TITLE I PART A PROGRAM MANAGER, A DATA STRATEGIST AND THEIR EXECUTIVEN BRANCH. PI DO A LOT OF WORK THROUGH THE FEDERALLY FUNDED COMPREHENSIVE CENTERS AND ALSO THE REGIONAL EDUCATION LABORATORIES. THAT'S MY BACKGROUND AND I WILL

HAND IT OVER TO AL BE ERTO. >> I HAVE BEEN WITH WEST ED AND I HAVE HAD A LOT OF WORK WORKING WITH SCHOOL LEADERSHIP PREPARATION PROGRAMS, MOVING ONTO DEVELOPING TEACHER PIPELINES AND PASTWAYS. I TAUGHT AT THE ELEMENTARY, MIDDLE AND HIGH SCHOOL LEVELS. THAT'S HOW I GOT MY START IN EDUCATION. CURRENTLY I EVALUATE PROGRAMS AT THE COMMUNITY COLLEGE LEVEL. THEY'RE DEVELOPING TEACHER PIPELINES AS EARLY AS THAT POINT IN THE PATHWAY TO CONVINCE COMMUNITY COLLEGE STUDENTS TO ENTER THE WORK FORCE FOR TEACHER PREPARATION. THANK YOU.

>> ALL RIGHT. AND BEFORE WE MOVE ON I WOULD BE REMISS IF I DOESN'T ACKNOWLEDGE THE FACT THAT THERE ARE MANY OTHER WEST ED TEAM MEMBERS WHO ARE NOT PRESENT TODAY.

WE WANT TO THANK THEM BECAUSE ALBERTO AND I DUD NOT COMPLETE THIS WORK ALONE. I THINK IT'S IMPORTANT TO START WITH THE OBJECTIVES. ALBERTO WILL SCHUSS THE RESEARCH QUESTIONSES THAT WE DERIVED AND THE ANALYSES THAT WE UTILIZED TO ANSWER THOSE QUESTIONS. THEN WE WILL BOTH GO THROUGH STUDY FINDINGS. I WILL RE VIEW THE PHASE ONE STUDY FINDINGS, ALBERTO WILL REVIEW THE PHASE TWO FINDINGS AND WE'LL CONCLUDE WITH RECOMMENDATIONS AND CLOSE OUT.

WITH THAT, I WILL HAND IT OVER TO ALBERTO.

>> THIANK YOU. THERE WERE SIX RESRNL QUESTIONS TA WE FOCUSED OUR STUDY WAS DERIVED ON.

[00:30:10]

AS WE LEARNED MORE ABOUT THE PROGRAM, WE TAILORED OUR QUESTION TO MAKE SURE WE PRY ORTIZED WHAT WAS IN THE RFP.

OUR QUESTIONS BASICALLY DETERMINED OUR METHODS AND SO OUR QUEASE FOCUSEDSTIONS FOCUSE POLICIES AND PROCEDURES, WHAT PEER DISTRICTS ARE DOING, DISTRICTS LIKE CALVERT THAT CAN PROBABLY OFFER SOME IDEAS IN WHAT DIRECTION CALVERT CAN MOVE IN. PERCEPTIONS AND HIRING IN THE WORK FORCE BETWEEN TEACHERS OF THE COLOR AND WHITE TEACH RES IN THE DISTRICT. WHAT IT WAS LIKE FORERS IN THE DISTRICT. WHAT IT WAS LIKE FOR TEACHERS OF THE COLOR WORKING IN THE DISTRICT AS WELL AS THE RELATIVE STAKEHOLDERS. PARTLY THIS HAS BEEN IN THE DISTRICT FOR SOME TIME HIKE YOUR EMPLOYEE WORK ASSOCIATIONS, FOR EXAMPLE, AND WHETHER OR NOT AND HOW THEY WERE ENGAGED IN SUPPORTING THE EFFORTS OF THE DISTRICT MOVING FORWARD.

SO OUR STUDY DESIGN, OUR METHODOLOGY IS MIXED METHODOLOGICAL WHICH MEANS WE LOOKED AT QUALITATIVE AND QUANTITATIVE DATE. A GOOD EXAMPLE OF QUALITATE OF IS THE NUMBER OF EACHERS,IVE IS THE NUMBER OF EACHERS, HOW LONG THEY STAY AND HOW MANY LEAVE AND OVER WHAT TIME POOR YOUED.

EQ PERIOD.

SOME OF THE QUESTIONS WE WITHIN THE THROUGH WITH A MIXED METHODOLOGICAL APPROACH BECAUSE SOME OF OUR QUESTIONS ARE BETTER ANSWERED BY QUALITATIVE APPROACHES AND SOME ARE BETTER ANSWERED BY QUANTITATIVE APREACHS BUT THE BALANCE OF THE TWOPROACHES BUT THE BALANCE OF THE TWO OFFERS US A LEVEL OF DETAIL, FOR EXAMPLE, IF WE HAVE SURVEY RESULTS AND WE FIND THOSE RESULTS CORROBORATED OR SUPPORTED WE HAVE A STRONGER FINDING AND STRONGER EVIDENCE OF BASIS FROM WHICH TO DRAW OUR RECK MEN DECISIONS SO THAT'S THE REASON FOR THAT TYPE OF APPROACH. IN TERMS OF MULTIPLE PHASES, WE WANTED TO BEGIN EARLIER IN THE STUDY BECOMING MORE FAMILIAR WITH THE DISTRICT, ITS POLICIES, PROCEDURES, LEARN MORE DIRECTLY FROM THE STAFF ABOUT HOW THOSE POLICIES AND PRENYLOCEDURES ARE ENACTED, WHAT STAGE THEY'RE IN AND MOVE FROM THERE TO TAILOR OR DATA COLLECTION. SO, FOR EXAMPLE, WITH OUR TEACHER SURVEY WE HAD AN OPPORTUNITY TO FIGURE OUT WHAT KIND OF QUESTIONS REALLY NEEDED TO BE ANSWERED BASED TON DISTRICT'S NEEDS AND ALSO THE DIRECT INPUT OF THE DISTRICT MEMBERS THAT WE WORKED WITH. THE PURPOSE FOR THAT IS TO ASK THE MOST RELEVANT QUESTIONS FOR OUR RESEARCH.

SO HERE ARE THE TWO PHASES LINED UP.

PHASE ONE INCLUDED FOUR TYPES OF DATA COLLECT, PHASE TWO, THREE TYPES OF DATA COLLECTION AND A FINAL SETIO, PHASE TWO, THREE TYPES OF DATA COLLECTION AND A FINALN, PHASE TWO, THREE TYPES OF DATA COLLECTION AND A FINAL SET OF ANALYSES AND LOOKING AT WHAT IS THE OUTCOME YOU'RE LOOKING TO ACHIEVE, PRICKS, TO DIVERSE FEW YOUR TEACHER WORK FORCE.

WE GOT WITH TOWN FIVE YEAR TEACHER RETENTION RATES, FOR EXAMPLE, AND WE IDENTIFIED THREE OTHER DISTRICTS, IN THIS CASE, MINNEAPOLIS, BOSTON AND COLONIAL SCHOOL DISTRICTS IN DELAWARE.

BY PEER WE MEAN DISSTRICTS THAT COULD OFFER US OPPORTUNITIES TO LEARN ABOUTTRICTS THAT COULD OFFER US OPPORTUNITIES TO LEARN ABOUT MORE INNOVATE I HAVE STRATEGIES THAT HAVE BEEN ENACTED OR DISTRICTS THAT HAVE SHOWN POSITIVE OUTCOMES IN TERMS OF DIVERSIFYING THE WORK FORCE. WE MOVED ONTO PHASE TWO, EXCUSE ME, I WILL BACK UP A LITTLE. FOR THE FIRST PHASE WE WERE ABLE TO DEVELOP A SERIES OF MEMOS AND HAVE DISCUSSIONS ABOUT THOSE MEMOS WITH THE RICK R LEADERSHIP TEEM TO LOOK AT WHATH R LEADERS

[00:35:07]

WE THEN HAD DISCUSSIONS WITH A SERIES OF DIFFERENT GROUPS.

I WILL READ OFF THE REPRESENTATION RIGHT HOAR.

THE CALVERT ASSOCIATION OF EDUCATIONAL SPORT STAFF.

THE CALVERT COUNTY ASSOCIATION OF SUPERVISORS AND ADMINISTRATORS. TE CALVERT COUNTY ASSOCIATION, CONCERNED BLACK WOMEN, MEET AND CONFER AND THE NAACP WERE THE GROUPS IN THE STAKEHOLDER DISCUSSIONS AND, OF COURSE, THE FINAL STAGE WHICH WAS NECESSARY TO PROVIDE YOU RECOMMENDATIONS SO WE'RE LOOKING, AGAIN, TO TRIANGULATE FINDINGS, UNDERSTAND WHETHER MULTIPLE DATA SOURCES SUPPORT THE CONCLUSION THAT IS WE ARRIVED AT. THANK YOU.

>> ALL RIGHT. THANK YOU.

SO I WILL GET INTO THE PHASE ONE STUDY FINDINGS AND I WILL JUST REITERATE THAT FOR PHASE ONE YOU CAN CONCEPTUALIZE IT AS AN ENVIRONMENTAL SCAN. WE WANTED TO GET A SCAN WHAT WERE THE POLICIES AND PRACTICE MAKES PLACE.

AS ALBERTO SAID, WE START WITH ORGANIZATIONALS POLICY REVIEW AND WE LOOKED AT WORK FORCE DIVERSIFICATION EFFORTS.

WE REVIEW THAT INFORMATION AND HEAR'S A SAMPLING OF SOME OF THE HIGHLIGHTS. NUMBER WIN, CURRENT PRACTICES WERE NOT FULLY IN LINE WITH WORK FORCE OBJECTIVES.

WE IDENTIFIED 17 POLICIES AND PRACTICES AT THE INTERSECTION OF THE DEI WORK EFFORTS AND EVERYONE IS WERE FULLY ALOONED WITHIGNED WITH OUTCOMES ASSOCIATED DEV DIVERSIFICATION.

WE ALSO IN THE CONVERSATION SAW THAT STRATEGIES HAVE BEEN DEPLOYED TO DIVERSE FIE THE WORK FORCE HAVE NOT PROVEN EFFECTIVE AND SOME OF THE STRATEGIES ARE NEW IN TERMS OF THEIR IMPLEMENTATION SO THEY HAVEN'T HAD A LONG TERM OR LONG TIME TO TAKE EFFECT, BUT TO BE TRANSPARENT, WHEN WE LOOK AT THE INSTITUTIONAL DATA ANALYSIS AND IN CONVERSATION WITH CCPS ADMINISTRATORS WE HAVE NOT MADE THE MOVEMENT WE WOULD LIKE TO IN TERMS OF THE DIVERSIFICATION OF THE EDUCATOR WORK FORCE AND FOR THE ORGANIZATIONAL REVIEW, CCPS DID NOT LEVERAGE DIVERSITY, EQUITY AND INCLUSION IN THE DISTRICT.

THINGS ARE GAINING MA MOMENTUM AOMENTUM AND WE VIEW THAT AS OPPORTUNITIES. NOT THAT THINGS ARE NOT GOING ON BUT THEY COULD BE UTILIZED IN A MORE UP FRONT AND MORE PROMINENT WAY. WE ALSO CONDUCTED AN INSTITUTIONAL DATA ANALYSIS AND AS ALBERTO SAID, WE REQUESTED DATA FROM THE DISTRICT AND WE ANALYZED THE DATA WITH OUR OWN ANALYSTS AND TOOLS AND WE FOUND, AGAIN, THAT WORK FORCE DEMOGRAPHICS WERE INCONGRUENT WITH THE POPULATION.

THAT'S SOMETHING WE KNOW. IRRESPECTIVE HOW YOU LOOK AT THE WORK FORCE, WHEN YOU LOOK AT TEACHERS OF THE COLOR, THEY NEVER CLIPS ABOUT 13% OF THE TEACHER POPULATION AND 30% OF STUDENTS ARE STUDENTS OF COLOR SO YOU CAN GET A SENSE OF THE MAGNITUDE OF THE GAP BETWEEN THE EDUCATOR AND STUDENT WORK FORCE.

THE DISTRICT HAS STRUGGLED TO RETAIN AND RECRUIT TEACHERS OF CERTAIN BACKGROUNDS AND THERE ARE SOME RACIAL GROUPS THAT HAVE NOT BEEN REPRESENTED IN THE DISTRICT IN OTHER FIVE YOU'RES, LARGE RACIAL DEMOGRAPHICEARS, LARGE RACIAL DEMOGRAPHIC GROUPS SO THAT'S SOMETHING OF NOTE. LASTLY, LONGITUDINAL WORK TRENDS SHOW WORK WILL NOT BE MADE WITHOUT STRATEGIC ACTION.

WE CAN GET A SEVENS WHERE WE'RE GOING WHEN WITH LOOK AT HISTORICAL DATA AND IT'S ALL TO SAY THE TRENDS ARE PRETTY CONSISTENT IN THE PAST TEN YEARS HERE IN CCPS.

[00:40:04]

HERE WE HAVE A TABLE THAT LAYERS UPON WHAT WE SPOKE ABOUT IN THE PREVIOUS SLIDE. IN TERM OS OF THIS LINE DPRAF ON THE LEFT. WE'RE LOOKING ATGRAPH ON THE LEFT. WE'RE LOOKING AT NON-TENURED AND TENURED TEACHERS AND THERE ARE A FEW THINGS YOU CAN DRAW FROM THIS GRAPHIC. THERE'S A LOT OF AVAILABILITY IN THAT IT BUOYS UP AND DOWN A LITTLE BIT.

WE ALSO SEE THAT THE NON-TENURED TEACHER GROUP HAS A HIGHER PERCENTAGE OF TEACHERS OF COLOR THAN THE NON-TENURED TEACHER GROUP AND THAT'S A POSITIVE FINDING BECAUSE YOU CAN LOOK AT THAT NON-TENURED TEACHER GROUP AS A PIPELINE AND IF THAT PIPELINE IS DIVERSE, YOU CAN ANTICIPATE AS TEACHERS BECOME TENURED TEACHERS YOU CAN DIVERSIFY THE EDUCATED WORK FORCE. THE NON-TENURED TEACHER POPU POPULATION [INDISCERNIBLE] LASTLY, WHEN WE LOOK AT BOTH OF THESE GROUPS WE CAN SEE THAT NEITHER REALLY ECLIPSE 13%. IN BOTH GROUPS TEACHERS OF COLOR DON'T ECLIPSE 13% OF THE POPULATION.

IRESPECTIVE OF THE GROUP, WE'RE NOT TALKING ABOUT TEACHERS OF COLOR. WE'RE LOOK AT ONE AND FIVE YEAR RETENTION RATES BROKEN DOWN BY THE TEACHERS IN THE DISTRICT'S RACE AND ETHNICITY. NUMBER ONE, RETENSION SEEMS TO VARY BY RACIAL EIGHTH ANIES PSI SO IT'STION SEEMS TO VARY BY RACIAL EIGHTH ANIES PSI SO IT'S A SALIENT ISSUE TO TAKE INTO ACCOUNT. THERE HASN'T BEEN A LATINO TEACHER OR HAWAIIAN TEACHER IN THE DISTRICT IN FIVE YEARS OR MORE. THAT'S OF NOTE ESPECIALLY SINCE THERE'S A LOT POPULATION OF LA TOE KNOW DISTRICT IN THIS STUDENT AND LATINOS MAKE UP A LARGELATINOS MAKE UP A LARGE POPUND LATINOS MAKE UP A LARGE POPULATION HERE IN THE STATE.

IF YOU RANK THE RETENTION RATES, YOU WOULD SEE BLACK TEACHERS, THE LARGEST DEMOGRAPHIC WITHIN THE TEACHER OF COLOR GROUP HAD THE LARGEST FIVE YEAR RETENTION RATES COMPARE TOVLY.

SO THAT'S AATIVELY. SO THAT'S A POSITIVE AND SOMETHING TO BUILD UPON IN THE FUTURE GIVEN THIS DATA.

IN TERMS OF PHASE ONE STUDY FINDINGS CONTINUED, WE ALSO CONDUCTED INTERVIEWS WITH THE HR STAFF, SUPERVISORS AND STUFF AND CONDUCTED A BEER DISTRICT CASE STUDY.

IN TERMS OF THE INTERVIEWS, WE CONDUCTED THE INTERVIEWS, MANY DISCUSSIONS, WE CODED THAT INFORMATION, SUMMARIZED THE INFORMATION AND HERE'S A SAMPLING OF SOME OF THE THINGS THATTIC SEE IN THE FINAL REPORT. HR RECRUITMENT NEEDS TO BE REVAMPED TO INCREASE WORK FORCE DIVERSITY.

THE THOUGHT WAS THAT THE HIRING PROCESS CAN BE SOLIDIFIED AND STRENGTHENED IF THE HR DEPARTMENT WERE ABLE TO PROVIDE MORE TECHNICAL STANCE BUT THERE AASTANCE BUT THERE ASTANCE BUT THERSTANCE BUT THERISTANCE BUT THERSTANCE BUT THERE ARE CONSTRAINTS. AS WE TALK WITH THE HR TEAM, WE FOUND THAT NUMBER ONE THE IMPOLICE IT BIAS TRAINING WAS DEEMED AS SOMETHING THAT WAS NECESSARY BUT SOMETHING THAT WAS HELPFUL IN FACILITATING PRODUCTIVE CONVERSATIONS AROUND MERIT, AROUND DESERVEDNESS OF POTENTIAL CANDIDATES IN THE DISTRICT. THAT WAS SEEN AS A POSITIVE AND SOMETHING THAT WAS PUSHING THE DISTRICT FORWARD.

LASTLY, HR STAFF ARE LIMITED IN THEIR ABILITY TO ACT DUE TO STAFFING CONSTRAINTS, SO, AGAIN, THIS IS AN ISSUE WE BUMP UP AGAINST WITH MANY CLIENTS THAT WE WORK WITH BUT IT'S SIMPLY THE FACT THAT IF INDIVIDUALS HAVE A LOT ON THEIR PLATE, WE'RE ADDING MORE THINGS ON THEIR PLATE AND WE'RE GOING TO CREATE A TENSION WITH WHAT A STAFF CAN FOCUS ON BECAUSE THERE'S ONLY SO MUCH TIME IN THE DAY AND WE CAN ONLY EXPECT PEOPLE TO DO SO MUCH.

IN TERMS OF THE PEER DISTRICT CASE STUDY, THE PURPOSE OF THE CASE STUDY WAS TO IDENTIY DISTRICT THAT IS WERE EITHER VERY EFFECTIVE IN THIS REALM OR WERE INNOVATIVE IN THIS REALM

[00:45:05]

WHAT WE FOUND IS THAT THE DISTRICTS STAIDED THAT FOR EFFORTS TO BE SUCCESSFUL, THE DISTRICT HAD TO DEDICATE ADEQUATE TIME ANDTO BE SUCCESSF HAD TO DEDICATE ADEQUATE TIME AEFFORTS TO BE SUCCESSFUL, THE DISTRICT HAD TO DEDICATE ADEQUATE TIME AND RESOURCES. WE HEARD THIS WORK WAS VERY DIFFICULT AND TIME CONSUMING AND IF DISTRICTS EXPECTED TO HAVE SHORT TERM GAINS OR WINS THEY'RE SETTING THEMSELVES UP FOR FAFRL BECAUSE IT REQUIRES LONG TERM STAFFING AND RESOURCEFAILURE BEG TERM STAFFING AND RESOURCE INVESTMENTS.

SECONDLY, LOOKING AT CULTIVATING TEACHERS AT MULTIPLE PATHWAYS.

THESE INDIVIDUALS ARE REACHING OUT TO TRADITIONAL EDUCATOR PREP PROGRAMS AS WELL AS ALTERNATIVE PROGRAMS AND SOME ARE GOING AS FAR AS TRAINING TEACHERS WITHIN THE DISTRICT THEMSELVES AND HIRING THEM ON. THESE ARE LARGER DISTRICTS, BOSTON AND MINNEAPOLIS SO THEY MIGHT HAVE DIFFERENT RESOURCE PROFILES BUT THAT GIVES YOU A SENSE OF HOWE FAR THEY ARE GOIN TO BUILD THEIR OWN PIPELINE. THEY WERE ENSURING THEY KNEW WHAT IT WAS FROM AS EARLY AS MIDDLE SCHOOL AND BUILT A PIPELINE TO PULL IN LOCAL STUDENTS SO THEY CAN COME AND TEACH IN THEIR DISTRICTS. LASTLY, THE DISTRICTS COMMUNICATED THE IMPORTANCE OF ON BOARDING NEW EMPLOYEES, THIS IS JUST SEEN BY MANY DISTRICTS AS THEIR HIGHEST TOUCH POINT WITH NEW TEACHERS AND WHAT WE KNOW ABOUT NEW TEACHERS IN TERMS OF RETENTION RATES AND TRYING TO NAVIGATE NEW ENVIRONMENTS, IT WAS SOMETHING TO BE LEVERAGED IN A TOOL THAT NEEDED TO BE UTILIZED WHEN YOU THINK ABOUT WORK FORCE DIVERSIFY CAUTION, REPORT, RETENTION AND WHEN TEACHERS ARE SUPPORTED, THEY TELL OR TEACHERS THEY KNOW THEY MIGHT BE INTERESTED EMPTY PROFESSION THAT IN THIS DISTRICT, I GOT THE SUPPORT I NEEDED. I ALSO WANTED TO HARP BACK ON SOMETHING WE MENTIONED IN THAT THERE'S A LOT OF MOMENTUM BEING GAINED. OUR HOPE IS THAT WE CAN LEVERAE AND AMP FIE THOSE EXISTING POLICIES PUSHING TOWARD YOUR OBJECTIVESFIE THOSE EXISTING POLICIES PUSHING TOWARD YOUR OBJECTIVES IN THIS AREA. THE FIRST IS ANTI-BIAS TRAINING IT WAS FACILITATING THESE CONVERSATIONS, BUT EVEN MORE SO, WHEN WE THINK ABOUT THE ANTIBIAS TRAINING, IT WAS KIND OF EXPANDING THE CONVERSATION. IT WAS BRINGING MORE PEOPLE INTO UNDERSTANDING WHAT THESE DEI EFFORTS ARE ABOUT AS WELL AS MIND SETS AND THOUGHTS ABOUT THE TYPES OF TEACHERS THAT WOULD DO A GOOD JOB THAT SHOULD BE ACCEPTED INTO THE COUNTY'S FAMILY SO TO SPEAK. SECONDLY, THE CREATION OF THE EQUITY SUPERVISOR POSITION WAS VEWED AS A DISTRICT AWE FIRMS ITS FORTUNATES TO INCREASING ITS DEI FORTUNATES.

MAYBE BECAUSE EVERYONE LOVES SANDY WALKER AND HE'S A GREAT PERSON TO WORK WITH BUT THERE WERE EXPECTATIONS AROUND THIS POSITION IN TERMS OF THIS POSITION WAS GOING TO HAVE MORE INFLUENCE IN THE FUTURE AND MORE IMPACT IN THE FUTURE IN TERMS OF AFFECTING DECISION MAKING PROCESSES AND REAL EM BOOING THEM WITH THEIMBUING THEM WITH THE VALUES THAT UNDERLIE EH THE EFFORTS OF THE DEI IN THE DISTRICT.

SOME EXAMPLES OF ADDITIONAL POLICIES WOULD BE THE DISTRICT'S OUT REACH TO HBCUS, MAKING STRONGER TIES SO THAT YOU WILL BE MORE EFFECTIVE IN YOUR RECRUITMENT.

THERE'S ALSO MARKETING, THINKING THROUGH WHO ARE THE TEACHERS WE'RE TRYING TO ATTRACT IN THIS DISTRICT AND TARGET THAT SPECIFIC POPULATION AND AS I SAID, MENTORING AND INDUCTION.

THAT'S BEING OFFERED BUT WHAT'S BEING DONE TO MAKE SURE THAT IT WORKS TO NOT ONLY SPORT ALL TEACHERS BUT IT CAN BE A TOOL TO DIVERSIFY THE WORK FORCE AT THE SAME TOMB.

ALBERTO CAN GO THROUGH THE PHASE TWO STUDY FINDINGS.

>> ALL RIGHT, THANK YOU. WITH THE PHASE TWO STUDY FINDINGS WE'LL COVER THE THEMES FROM THE STAKEHOLDER DISCUSSIONS AND MOVE INTO THE RESULTS OF THE TEACHER SIR WAY.

SO FOR THE STAKEHOLDER DISCUSSIONS WE HAVE THREE THEMES

[00:50:06]

SEVERAL LOCAL CONTRACTS OPERATE AS BARE AIRS TO INCREASING WORK FORCE EFFORTS HERE IN THE COUNTY AND THERE WAS GENERAL AGREEMENT THAT THE DISTRICT CAN DO MORE TO SUPPORT AND INFORM ITS TEACHERS OF COLOR. FOR THE ENGAGEMENT OF STAKE HOLD RES WITH HEARD THATSTAKEHOLDER THREE THERE IS OUTRENALING, THEY'RES WITH HEARD THAT AL THREE THERE ISA THREE THERE ISL THREE THERE ISL THREE THERE IS OUTREACH, THEY'RE REACHING OUT THROUGH LIKE IN THIS BOARD MEETING INSTEAD OF BEING REACHED OUT TO.

THERE WAS A PATTERN IDENTIFIED THAT WAS ATTRIBUTED TO CENTRAL OFFICE TURN OVER BUT ALSO THE PANDEMIC.

THE PANDEMIC MAY HAVE INVENTED A CONTEXT IN WHICH THERE WAS NOT AS MUCH ENGAGEMENT I IMAGINE BECAUSE A LOT OF THIS ENGANLEYENGAGEMENT IS AT A PERSONAL LEVEL AND THE PANDEMIC, YOU HAD TO CREATE NEW RELATIONSHIPS AND WAYS TO INTERACT SO I JUST WANT TO KEEP THAT IN MIND.

THEN, AGAIN, THIS NOTION OF INDIRECT INFORMATION WHERE THEY'RE LEARNING ABOUT NEW EFFORTS THROUGH NOT DIRECTLY, NOT BY BEING DIRECTLY REACHED OUT TO.

THE SECOND THEME, BARRIERS IN THE LOCAL CONTEXT.

ONE TOPIC THAT I THINK IS VERY FAMILIAR TO US ACROSS THE COUNTRY, ME BEING FROM CALIFORNIA SPECIFICALLY, HOUSING COSTS AND WHAT THAT REPRESENTS FOR NEW TEACHERS AND WHAT THEY CAN AFFORD ONCE THEY HAVE TO LOOK FOR HOUSING HERE AND HOW MUCH THAT MAY PLAY A ROLE IN DECISION MAKING SO THAT MAY MAKE IT DIFFICULT TO HIRE NEW TEACHERS OR TRY TO IDENTIFY WAYS TO INTEGRATE THRUM INTO THE COMMUNITY ASEM INTO THE COMMUNITY AS FULLY AS POSSIBLE. THERE'S A SENSE OF THE COMMUNITY FEELING A BIT UNWELCOMING TO TEACHERS OF COLOR AT SOME LEVEL FROM THE STAKEHOLDERS AND THIS WAS SORT OF WHAT THEY IDENTIFIED AS A LACK OF INCLUESIVITY. ONE EXAMPLE WE HERD WAS BILLBOARDS WITH MESSAGES THAT SOME PEOPLE COULD INTERPRET AS BEING VERY UNWELCOMING AND SO THIS IS ONE THAT WE HEARD FROM NOT JUST THIS GROUP BUT OTHER GROUPS AS WELL AS THAT SPOKE TO.

THE DISTRICT, THERE ARE WAYS FOR THE DISTRICT TO DEAL WITH THIS THAT THEY RECOMMENDED SUCH AS SETTING UP EMPLOYEE RESOURCE GROUPS, ALSO PROVIDING SUPPORT FOR TEACHERS OVERALL SO, FOR EXAMPLE, WHAT THEY MEANT BY THAT WAS YOU HAVE A MENTORING PROGRAM AND THAT COULD BE AN OPTION FOR HELPING SUPPORT TEACHERS OF COLOR THROUGH AN EMPLOYEE RESEARCH GROUP, FOR EXAMPLE.

HOWEVER, THEY NEATED THAT THE GROUPS, THE MENTORING ITSELF IN GENERAL FOR TEACHERS ACROSS THE DISTRICT COULD PROBABLY BE IMPROVED ALIGNED WITH MORE CURRENT RESEARCH ABOUT WHAT GOOD MENTORING LOOKS LIKE SO BEFORE THEY WANTED TO ASK THE DISTRICT TO JUMP INTO DOING THAT SPECIFICALLY FOR TEACHERS OF THE COLOR, THEY WANTED TO MAKE SURE THAT GROWN WORK WAS LAID.

TRAINING HIRING MANAGERS ON UNDERSTANDING INTERVIEW BIAS WAS ANOTHER RECOMMENDATION THEY MADE IN HOW TO HANDLE THE EXPERIENCES OF TEACHERS OF THE COLOR WE DI STATISTICAL ANALYSIS IN WHAT TEACHERS OF COLOR REPORTED AND WHAT WHITE TEACHERS REPORTED, IF IT WAS STAE TISICALLY DIFFERENT, WHETHER OR NOT THERE'S A HIGH PROTECT THAT THE DIFFERENCE THAT WE SEEDIFFERENCE THAT WE SEE IN RESPPROTECT THAT THE DIFFERENCET WE SEE IN THEIR RESPONSES IS REAL. WE ENDED UP WITH NIGH ITEMS WHERE THERE WERE STATISTICALLY SIGNIFICANT DIFFERENCES BETWEEN TEACHERS OF COLOR AND WHITE TOU

[00:55:03]

THEY FOCUSED ON THE CONTEXT AND THE SCHOOL, THE ENVIRONMENT OF SCHOOLS ITEMS SIX, SEVEN, AND NINE AND I WILL GO THROUGH EACH AS A GROUP TO GIVE YOU WHAT WE LEARNED.

BUT IF YOU'RE LOOKING AT THE ITEMS RIGHT NOW, I WILL JUST GIVE YOU A COUPLE OF EXAMPLES. THE DISTRICT GENERALLY FOSTERS AN PROREX OF DIVERSITY AND RESAPPRECIATION OF DIVERSITY AND RESPECT FOR EACH OTHER AND EVERY SINGLE ONE OF THESE ITEMS, TEACHERS OF COLOR AGREED LESS WITH THE ITEM THAN DID WHITE TEACHERS AND THESE WERE STATISTICALLY SIGNIFICANT SO THERE WAS LESS AGREEMENT AMONG TEACHERS OF COLOR THAN WHITE TEACHERS ABOUT THESE ITEMS, SO. WHAT WE ENDED UP DOING WITH THIS INFORMATION -- LET ME SPEND A LITTLE MORE TIME.

WITH THE DISTRICT LEADERSHIP ITEMS ONE, FOUR, AND EIGHT, YOU CAN SEE IT'S AN ISSUE OF FOSTERING APPRECIATION FOR DIVERSITY, HAVING LEADERSHIP FULLY COMMITTED TO FOSTERING DIVERSITY, EQUITY, AND INCLUSION AND HELPING TEACH ABOUT DIVERSE PEOPLES. THOSE WERE THE EYEITEMS FOCUSED [INAUDIBLE] PROVIDING SUPPORTS FOR TEACHING CULTURALLY SUPPORT FOR STUDENTS AND ITEM NINE T TEACHERS OF COLOR FOUND THE DISTRICT UNINVITING AND WE SEE IT IN THE SURVEYS BEING VALIDATED. FOR PERCEPTION OF COLLEAGUES ITEMS TWO, THREE, AND FIVE, BELIEVING EVERY STUDENT CAN BE A SUCCESS, WHETHER OR NOT IT'S HELD BY ALL ADULTS AND WHETHER OR NOT PEOPLE FEEL COMFORTABLE TALKING ABOUT EQUITY AND THEN BEING ENCOURAGED TO SPEAK ABOUT PEOPLE OF DIFFERENT RACES, EIGHTH ANIES THANK YOUS AND CULTURES SO THERE WAS A PATTERN OF FEELINGS OF ISOLATION AND WHETHER THERE WAS ENOUGH SUPPORT FOR THESE EFFORTS AND WHETHER OR NOT THERE'S ENOUGH UNDERSTANDING AT THE SCHOOL LEVEL ABOUT THESE ISSUES AND HOW THEY PLAY OUT FO ISSUES AND HOWAT THE SCHOOL LEV ISSUES AND HOWHE SCHOOL LEVEL A ISSUES AND HOWSCHOOL LEVEL ABOU AND HOW THEYTHE SCHOOL LEVEL AB ISSUES AND HOW THEY PLAY OUT FOR TEACHERS OF COLOR.

FOCUS GROUPS, WE FOCUSED ON EVERY AGE SPAN.

THESE ARE AGGREGATIONS OF WHAT LEARNED ABOUT FROM ALL THREE GROUPS. BEFORE WE GO THROUGH THE THEMES I WANT TO EMPHASIZE THAT WE KNOW CUSSED ON THEMES THAT WERE ALSO SUPPORTED BYFOCUSED ON THEMES TO SUPPORTED BY WHAT WE LEARNED FROM OTHER DATA SOURCES AND WE DID THAT BECAUSE THE NUMBER OF TEACHERS WE SPOKE TO WAS SMALL. IT'S 2, FIVE IN ELEMENTARY, THREE AT MIDDLE AND THE REST ATE AT MIDDLE ANS, FIVE IN ELEMENTA THREE AT MIDDLEM, FIVE IN ELEME THREE AT MIDDLEM, FIVE IN ELEME THREE AT MIDDLEAL, FIVE IN ELEM THREE AT MIDDLEL, FIVE IN ELEME THREE AT MIDDLE AND THE REST AT THE HIGH SCHOOL LEVEL.

IT'S NOT LIKE WE RANDOMLY SELECTED PEOPLE, THEY ALL VOLUNTEERED SO WE WANT TO ENSURE THESE ARE TOPICS, THESE TOPICS PRESENTED ARE FROM A SMALLER SUBSET OF THE DISINSTRUCT.

IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SOME KINDTRUCT.

IF YOU FIND, LIKE WE FOUND, SOME OVERLAY,, SOME OVERLAY, SITRUCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SRUCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SUCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, STCT. IF YOU FIND, LIKE WE FOUND, SOME OVERLAY, SRCT. IF YOU FIND, LIKE WE FOUND, SOME WITH OTHER DISTRICTS IT ALLOWS US TO DIVE INTO IT AND WHAT DOES IT MEAN AND I WILL GO THROUGH IT.

RECITEMENT OF TEACHERS OF COLOR HAS DECLINED IN THE DISTRICT LIKELY DUE TO A CHANGE IN LEADERSHIP AT THE DISTRICT AND RESULTING IN FEWER HIRES. THERE ARE NO TEACHERS OF COLOR A RETE RETENTION FOR TEACHERS OF COLOR AND IT'S A GENERALLY ISOLATING AND CHANNELLING DISTRICT FOR TEACHERS OF COLOR AND FACTORS SHAPING THE WORK ENVIRONMENT FOR TEACHERS OF COLOR, AGAIN, WE SPOKE ABOUT THIS EARLIER, SCHOOLS IN THE COUNTY, DISTRICT POLICIES AND PRACTICES AND ACTIVITIES PROMOTING EQUITY ARE LIMITED IN SCOPE, AS WE POINTED OUT.

[01:00:02]

WHETHER THEY FELT INVITED WERE WELCOMED, THERE WAS EVEN DIRECT CONTACT WITH SENIOR LEADERSHIP IN THE DISTRICT MAKING OFFERS TO THEM TO COME IN AN THAT SOMEHOW THAT HASN'T BEEN A PATTERN THAT'S PERSISTED THROUGHOUT SUBSEQUENT YEARS, SO THAT WAS THE BASIS FOR THIS PARTICULAR THEME THAT CAME UP AND THEY THINK THE LOSS OF THAT WHAT I WILL CALL NOW PERSONAL TOUCH, FOR EXAMPLE, EVEN THOUGH THAT MAY NOT BE FULLY ACCURATE, HIS RESULTED IN FEWER HIRES SO THERE WAS A CALL IN BEING MORE DIRECT ABOUT ACTIVELY RECRUITING TEACHERS OF COLOR.

RATHER THAN RETAINING TEACHERS THAT THE STATUS QUO WHICH WOULD INCLUDE THINGS LIKE WE MENTIONED EARLIER, LIKE THE BILLBOARDS, THE GENERAL CONTEXT OF THE DISTRICT, THE GENERAL LACK OF SUPPORT THAT WE SAW FROM THE SIR VEH YOU ITEMS, THAT THAT LEAD T TEACHERS NOT WANTING TO STAY AND WITH THE VETERAN TEACHERS, THEY HAVE BECOME IF SOME CASES MAYBE THAW FELT MORE ICE LAWSUITED, THERE WERE A LOT LESS TEACHERS LIKE THEM AT THEIR SCHOOLS WHERE INITIALLY WHEN THEY STARTED THEY FELT HIKE THEY HAD A CAD RAY THAT THEYY THAT TR THAT TE THAT THEY WERE WORKING WITH.

THERE WAS SOME DESCRIPTION OF THE SOCIOECONOMIC VARIATION IN THE DISTRICT BEING POLARIZED WITH WIN PART OF THE COUNTY BEING HIGHER SES AND THE OTHER LOWER SES AND THAT MAY PLAY A ROLE IN HOW INVITED THEY FEEL IN ANY PARTICULAR REGION BUT IT IS A CHALLENGING AND ISOLATING ONE FOR TEACHERS OF COLOR AND THEN FACTORS SHAPING THE WORK FORCE T WORK ENVIRONMENT ARE, AGAIN, THE SOCIO ECONOMICS OF THE COUNTY AND DISTRICT POLICIES AND PROCEDURES. WITH THE DISTRICT POLICIES AND PROCEDURES, ONE OF THE THINGS NOTED WAS THE WAY THAT MULTICULTURAL OR SELLS OF DIVERSITY THAT MAY BE CONSIDERED TO BE EXPECTED LIKE MARTIN LUTHER KING DAY, FOR EXAMPLE R LOCALLY ENACTED. IT'S UP TO, R LOCALLY ENACTED. IT'S R LOCALLY ENACTED. IT'SA R LOCALLY ENACTED. IT'SR R LOCALLY ENACTED. IT'SARE R LOCALLY ENACTED.

IT'S UP TO A SCHOOL TO DECIDE CELEBRATING AND THERE WAS MORE OF AN OPINION THAT IT SHOULD BE ENACTED.

ANOTHER WAS THE WEBSITE AND HOW IT DIDN'T HIGHLIGHT THESE AREAS AND I THINK PARTLY IT WAS BROUGHT UP BECAUSE WE WERE ASKING WHAT WOULD MAKE THIS PLACE MORE WELCOMING SO YOU COULD HIRE MORE OF THESE TEACHERS OF COLOR AND WHAT WOULD DO THAT? AND THIGH HIGHLIGHTED THOSE THINGS AS POSSIBLES. WE NEED TO DO A BETTER JOB OF MAKING THIS PLACE MORE REPRESENTATIVE IN ACTS.

THERE ARE A FEW THINGS THAT CAME UP IN THIS AREA THAT I WILL GO OVER QUICK LE. FIRST IS THAT THELY.

FIRST IS THAT THE INFORMATION AND THE TRAININGS SEEMS WATERED DOWN IS THE TERM USED AND THAT'S LIKELY DUE TO STAFF CONDUCTING PRESENTATIONS AND I THINK THAT WAS A CALL FOR WANTING TO BRING IN STAFF THAT ARE MORE EXPERTS IN EQUITY ISSUES TO INFORM OR DELIVER THE TRAININGS AT SOME LEVEL.

THE PRESENTATION OF THE ANTIBIAS MODULES THAT ARE GIVEN TO THE STAFF LACK CONSISTENTLY BECAUSE PERHAPS THE TRAINING IS INSUFFICIENT. THE FOCUS ON EXWY THANK YOU AND INSTRUCTION IS INSUFFICIENT. THERE ARE EXWY -- EQUITY INSTRUCTIONS AND THEY WANT TOO SEE THEM ENACTED LIKE, FOR EXAMPLE, WHYAND THEY WANT TOO S ENACTED LIKE, FOR EXAMPLE, WHY WE'RE HERE TODAY. SURE PEOPLE ARE ACTUALLY

[01:05:03]

WE'LL TRANSITION OVER TO THE RECOMMENDATIONS THAT WE HAVE FROM THE STUDY. OUR FINAL RECOMMENDATIONS AND THE FIRST IS, AGAIN, IN RECRUITMENT HIRING AND REATTENTION SO WE'RE FELLOW CUSS ON RECITEMENT HERE.

THE RECOMMENDATIONS ARE ACCOMPLISH A CONTINUE YOUS RECRUITMENT CYCLE, DEVELOP DEEPER TIES TO MINORITY SERVING INSTITUTIONS AND NETWORKS, DEVELOP TEACHER PIPELINES BY FOSTERING GROW YOUR OWN PROGRAMS. SO WHAT IS A CONTINUOUS RECRUITMENT CYCLE? A CONTINUOUS RECRUITMENT CYCLE IS WHAT WE LEARNED ABOUT FROM THE PEER DISTRICT THAT IS WE INTERVIEWED AND IT ESSENTIALLY MEANS THAT RECRUITMENT OF HARD TO RECRUIT TEACHERS JUST DOESN' IT DOESN'T HAVE A START OR STOPPING POINT.

IT'S CONTINUOUS, IT'S ALWAYS HAPPENING AND IT WILL ENABLE A DISTRICT TO IDENTIFY HIGH QUALITY TEACHERS EARLIER IN THE HIRING PROCESS. IT WILL HELP YOU ENGAGE CANDIDATES BEFORE OTHER DISTRICTS DO, SO YOU WON'T LOSE OR FIND OUT THAT PEOPLE HAVE ACCEPTED OTHER OFFERS, FOR EXAMPLE, IF YOU MAKE AN EFFORT AND THEY MAY HAVE ALREADY FOUND ANOTHER DISTRICT THAT WAS WILLING TO HIRE THEM EARLIER OR SOONER, AND THEN IT WILL HELP YOU ADDRESS STAFFING NEEDS BY BEING ABLE TO DO EARLY HIRES ADDS WELL.

JUST THE NOTION OF ANTICIPATION IS PRETTY IMPORTANT HERE.

SECONDLY, DEVELOPING DEEPER TIES TO MINORITY SERVING INSTITUTIONS AND NETWORKS. HERE THE CALL WAS, AGAIN, THE PEER DISTRICTS, BUILD PERSONAL RELATIONSHIPS WITH STUDENTS OF COLOR AT THESE INSTITUTIONS EARLIER AND SOONER.

CATCH THEM BEFORE THEY'RE GETTING THEIR CREDENTIAL, WHILE THEY'RE STILL IN THE PROCESS AND YOU CAN DO THAT BY DEVELOPING RELATIONSHIPS CAN THESE STUDENTS AND WHETHER THEY'RE HISTORICALLY BLACK COLLEGES AND UNIVERSITIES AND LATINO SERVING NETWORKS AND DOING PRESENTATIONS TO THESE PERSPECTIVE TEACHERS PRIOR TO THEIR GRADUATION SO THEY'RE FULLY AWE WAR OF THE OPPORTUNITIES AVAILABLE IN THE COUNTY AND THE NEED THAT IS DEMONSTRATED IN THE COUNTY AS WELL AS HOSTING EVENTS BETWEEN YOU, YOUR PARTNER AGENT SIS AND THE CANDIDATES SO THAT, AGAIN, PROVIDING THEM MORE INFORMATION ABOUT THE COUNTY AND THE WORK FORCE NEEDS HERE. FI FINALLY, GROAN YOUR OUVEN PROGRAMS SOOWN PROGRAMS SO LOOKINGN YOUR OWN PROGRAMS SO LWN YOUR OWN PROGRAMS SO LOOKING INTERNALLY AND SEE WHO WOULD CONSIDER THE CAREER.

AS EARLY AS HIGH SCHOOL. SOME DISTRICTS WERE DOING THIS AS EARLY AS MIDDLE SCHOOL BUT REALLY DEVELOPING INTEREST, REACHING INTO THE COMMUNITY, BEGINNING PATHWAYS FOR TEACHERS IN EARLIER GRADES, SO PERHAPS STARTING A PROGRAM AT THE HIGH SCHOOL LEVEL AND SEE IF YOU CAN MOVE DOWN FURTHER AND THEN THAT GIVES YOU THE OPPORTUNITY TO IDENTIFY STUDENTS WHO COME FROM DIVERSE BACKGROUNDS BUT WHO ALREADY UNDERSTAND THE DISTRICT, WHO ALREADY UNDERSTAND WHAT IT'S LIKE TO BE A STUDENT HERE.

THEY CAN USE THAT INFORMATION IN THEIR ROLE AS A TEACHER AND ALSO WITH THESE PROGRAMS CENTER EQUITY IN THE WORK.

WITH REGARD TO HIGHER SELECTION, THERE ARE TWO RECOMMENDATIONS.

STANDARDIZE THE HIRING PROCESSES ACROSS THE DISTRICT AND DEVELOP COMMUNITY PARTNERSHIPS TO DEFRAY THE HIGH COST OF LIVING.

WITH REGARD TO THE HIRING PROCESSES, I THINK PART OF WHAT WE MEAN BY THAT IS TO ESSENTIALLY LOOK TO CREATE PROCESSES THAT ARE STANDARD AT EACH SCHOOL, SO WHATEVER ROLE

[01:10:05]

THE DISTRICT IS ALREADY WORKING TOWARD THAT DIRECTION.

ONE EXAMPLE OF THAT IS THE DEVELOPMENT OF AN INTERVIEW QUESTION BUNCKE SO THERE ARE A SERIESBANK SO THERE ARE A SERIES OF TYPES OF QUESTIONS THAT SCHOOLS CAN ASK BUT THEY'RE NOT NECESSARILY FREE TO ASK ANY QUESTIONS THEY WANT.

PERHAPS THERE'S NOT A FULL UNDERSTANDING WHAT IT MEANS TO HAVE IMPLICIT BIAS IN THE INTERVIEW PROCESS BUT YOU CAN HAVE EXPERTS TO UNDERSTAND HOW TO SIFT THROUGH QUESTIONS AND UNDERSTAND WHICH COULD REPRESENT THAT AND THOSE QUESTIONS COULD BE ELIMINATED, FOR EXAMPLE, SO THAT'S ONE EXAMPLE OF WHAT WE MEAN BY STANDARDIZING HIRING PROCESSES AND WITH DEVELOPING COMMUNITY PARTNERSHIPS, THAT ONE SPEAKS FOR ITSELF.

HOW YOU DO THAT IS THAT IS SOMETHING THAT I THINK IS GOING TO BE PART OF THE ADDITIONAL WORK OF THE DISTRICT, FOR EXAMPLE. THERE'S DIFFERENT EXAMPLES OUT THERE BUT THOSE ARE RESOURCE ISSUES THAT HAVE TO BE DEALT WITH DIRECTLY. THE PEER DISTRICTS DID SAY THAT THEY TRIED TO CREATE FINANCIAL INCENTIVES FOR NEW HIRES BY PARTNERING WITH FOUNDATIONS TO HELP SPORT TEACHERS FINANCIALLY.

THAT'SUPORT TEACHERS FINANCIALLY.

THPORT TEACHERS FINANCIALLY.

THAT'S ONE OPTION. DEVELOP RELATIONSHIPS WITH LANDLORDS AND AGENCIES TO OFFER AFFORDABLE HOUSING OPTIONS.

>> I'M GOING TO CLOSE OUT WITH THE LAST TWO SLIDES SO I WILL COVER THE TEACHER RETENTION RECOMMENDATIONS.

IN TERMS OF OUR FIRST RECOMMENDATION TO INCREASE TEACHER RETENTION IS TO DEVELOP MENTORING PROGRAMMING.

TEACHERS NEED A MENTOR, RESOURCES AND SUPPORT: TALKING ABOUT TALKING AB. TALKING AB TALKITALKING ABOUT TALKING AB. TALKING AB TALKITALKI TEACHERS OF COLOR SPECIFICALLY, HOW CAN YOU UPLIFT THOSE TEACHERS, OFFERING THE ABILITY TO HAVE A MENTOR WHO IS A RACIAL MATCH OR OPERATIONAL ICE YOUR CADRE.

THE THOUGHT PROCESS HERE IS TO BOLSTER AND SOLIDIFY AND UPLIFT YOUR MENTORING INDUCTION EFFORTS.

ACULTRATE IS ASSOCIATED WITH CELEBRATING RACIAL DIFFERENTS DIFFERENCES. IF YOU TALK ABOUT RECRUITING TEACHERS OF COLOR YOU NEED AN ENVIRONMENT THAT'S FRIENDLY TO PEOPLE OF COLOR, ALLOWING PEOPLE TO CREATE AND PROFESSIONAL NETWORKS AND WE RECOMMEND YOU REVIEW THE CURRICULUM THAT IT'S CULTRY RESPONSIVE. THIS IS MORE IN LINE WITH THAT PROCESS AND THE RECOMMENDATIONS AND MORE SO THE FEEDBACK THAT WE GOT FROM TEACHERS WHICH IS THAT THEY REALLY WANT TO BE INCORPORATED INTO THE PROCESS AND TEACHERS OF COLOR AND STUDENTS OF COLOR WANT TO BE INCORPORATED IN THE PROCESS AND THEY WANT SOME AGENCY TO MAKE SURE THEY KNOW HOW THEY SHOW UP IN THE CURRICULUM. BEFORE WE CLOSE OUT, THE REAL WORK STARTS AFTER THE RECOMMENDATIONS HAVE BEEN OFFERED. WE WILL BE IN TOUCH WITH THE COUNTY BUT JUST THIS TERMS OF A FEW THINGS TO THINK ABOUT.

COORDINATE EFFORTS ACROSS WORK GROUPS AND IMPLEMENT THE RECOMMENDATIONS. EVEN TALKING ABOUT CREATING INSTRUCTIONAL MATERIAL THAT'S CULTURALLY RESPONSE I HAVE, THOSE THINGS REQUIRE A CARD NATION ACROSS WORK GROUPS.

THEY ARE NOT THINGS YOU CAN DO IN AND OF YOURSELF BEING ONE DEPARTMENT. IT'S IMPORTANT TO CHIP AWAY AT SILOS AND COME TO THE REALIZIZATION THAT THIS IS GOING TO BE A DISTRICT WIDE EFFORT. SECONDLY, IT'S IMPORTANT TO COLLECT, ANALYZE AND MONITOR WORK FORCE DATA.

I SO THIS AS BEING IN TWO TIERS. WE HAVE THINGS LIKE LOW HANGING GROUP LIKE COLLECTING DEMOGRAPHIC INFORMATION SO YOU GET A SENSE OF WHY TEACHERS OF COLOR ARE LEAVING AND SECOND, THERE'S MORE SYSTEMIC APPROACHES LIKE CREATING A DASHBOARD.

WITH A DASHBOARD, THAT WOULD ALLOW YOU TO GET A SENSE OF OR COLLECT DATA IN TERMS OF THE HIRING PROCESS, A TEACHER'S CAREER IN THE DISTRICT AND WHEN THEY LEAVE YOU CAN IDENTIFY

[01:15:02]

IF YOU WERE TO SEE THIS AS ONE DEPARTMENT WITH A LOT OF EXTRA STUFF, WE WILL NOT ANTICIPATE THAT YOU WILL SEE THE OUTCOME THAT IS YOU DESIRE AS A DISTRICT AND WE LRNED THAT FROM SPEAKING WITH THE HR DEPARTMENT, TALKING WITH PEER DISTRICT AND FROM OUR EXPERIENCE WORKING WITH SCHOOLS AND STATE DEPARTMENT INFORMATION. IT'S ALSO IMPORTANT TO SYSTEMIZE THESE EFFORTS. INFORMATION. IT'S ALSO IMPORTANT TO SYSTEMIZE THESE EFFORTS. THIS IS A DISTRICT WIDE INITIATIVE. WHEN WE THINK ABOUT HOW TO IMPLEMENT THE PLAN, IT'S ONE THAT THE ADMINISTRATION HAS TO BE INVOLVED SO THE GAINS CAN BE DISSEMINATED ACROSS ALL SCHOOLS.

WITH THAT, I GUESS WE'LL OPEN IT UP FOR QUESTIONS.

>> ARE THERE QUESTIONS? GO AHEAD.

>> THANK YOU VERY MUCH. THAT WAS VERY COMPREHENSIVE AND YOU SAID A LOT OF WHAT WE KNOW AND SUSPECTED, BUT THE MOMENTM WAS THERE BEFORE THE PANDEMIC. WE FELT LIKE WE WERE MAKING LARGE GAINS WITH SANDY'S WORK AND CONCENTRATING ON REACHING OUT TO THE HBCUS AND IT'S NOT ONLY THAT.

IT SOUNDS LIKE WE HAVE A LATINO PROBLEM AS WELL, BUT WE GOT THROWN FOR A LOOP WHEN WE ALL LEFT OUR BUILDINGS, SO WE'RE BACK NOW AND THE STATE OF MARYLAND IS INVESTING IN MANY DIFFERENT FACETS OF EDUCATION AND SO WE'RE GETTING DIFFERENT PILES OF MONEY COMING DOWN, WHICH JUST TODAY OUR ASSISTANT SUPERINTENDENT SAID THAT WE'RE DOING A LOT, WORE ABLE TO START DOING A LOT OF WHAT IS IN YOUR PACKAGE.

WE'RE DOING AN EXPANSION OF THE GROW YOUR OWN, WE'RE DOING FULL ON HIRING OF MENTOR TEACHERS AND 20 ODD SUBSTITUTES TO HELP BACK UP WHEN THEY NEED PROFESSIONAL DEVELOPMENT AND THE LIKE, SO WE'RE TRYING TO CREATE THE RELATIONSHIPS WITH THE HBCUS SO TOUCH POINTS IN YOUR PRESENTATION, I THINK WE UNDERSTAND AND I HAVE HOPES THAT WE ARE GOING TO BE ABLE TO MAKE PROGRESS. ONE THING I WANTED TO ASK YOU GUYS SINCE YOU'RE IN THE INDUSTRY, THE BIGGEST PROBLEM IN THE UNITED STATES IN EVERY DISTRICT IS THAT THERE'S A SHORTAGE OF TEACHERS AND SHORTAGE OF EDUCATORS.

DO YOU HAVE ANY LATEST INFORMATION OF TRENDS OF PEOPLE, ESPECIALLY NORTH MINORITIES, GOING INTO INTO THE TEACHING PR?

>> THE GENERAL TREND IS THAT TEACHER CANDIDATES OF COLOR ARE UNDER REPRESENTED EVEN IN OUR TRAINING PROGRAMS. I WILL REPEAT WHAT I SAID. THERE'S PRETTY MUCH ALWAYS BEEN AN UNDER REPRESENTATION OF TEACHERS OF COLOR AND PRESERVICE TEACHERS AND TEACHER CANDIDATES IN OUR STATIONS OF HIGHER EDUCATIONINSTITUTIONS OF HIGHER EDUCATION THAT ARE WORKING TO PREPARE TEACHERS WHICH IS EXACTLY WHY THERE'S A NEED.

THERE HAS TO BE A COORDINATED EFFORT IN ORDER TO ENSURE THAT WE CAN INCREASE THAT PIPELINE. I DON'T HAVE ANY HARD NUMBERS FOR YOU IN TERMS OF WHAT THAT LOOKS LIKE IN GENERAL ACROSS THE COUNTRY BUT EVEN OVERALL SITUATIONS SHOW THAT THAT'S TRUE FOR TEACHERS IN GENERAL. LESS INDIVIDUALS HAVE BEEN ENTERING THESE TEACHER EDUCATION PROGRAMS, WHETHER OR NOT THEY

ARE TEACHERS OF COLOR. >> A LOT OF THE DISTRICTS WE TALK TO ARE A BIT MORE DIVERSE BUT WHEN YOU TAKE ABOUT CCPS'S STUDENT POPULATION, THE STRATEGY IS TO IDENTIFY THE STUDENTS IN YOUR DISTRICT WHO HAVE AN AFFINITY TOWARD TEACHING LIKE CREATING ACTUAL CTE TYPE PATHWAYS FOR TEACHERS WHERE YOU HAVE HIGH SCHOOL STUDENTS MIRRORING OR WATCHING TEACHERS

[01:20:01]

BETTER TERM. >> AND I WOULD ADD THAT CURRENT ENVIRONMENTS ARE ADDRESSING THAT TREND THAT I POINTED OUT.

THE AMERICAN ASSOCIATION COLLEGES OF TEACHER EDUCATION AND THE ENTIRE THEME WAS AROUND WORK SIMILAR TO WHAT I'M DOING WHICH IS COMMUNITY COLLEGES AS A SOURCE OF TEACHERS, CANDIDATES FOR TEACHING, GETTING THEM READY TO TRANSFER TO A FOUR YEAR UNIVERSITY TO SUPPLEMENT THE NUMBERS THAT TRADITIONAL FOLKS GOING IN FOR A BA STARTING WITH YEAR WIN AT A FOUR YEAR UNIVERSITY DON'T SEEM TO BE PURSUING AS MUCH AND THE REV RAGE POINT THERE IS THAT STUDENTS ARE MORE REPRESENTATIV STUDENTS ARE MORE REPRESENTATIVE OF THE LOCAL COMMUNITIES SO THAT WOULD BE ANOTHER PLACE TO GO TO DO THIS GROW YOUR OWN APPROACH.

>> YEAH, AND THE STATE OF MARYLAND IS MOVING TOWARDS MAKING THE TEACHING PROFESSION, RATCHETING IT UP AS FAR AS SALARY LEVELS SO IN A FEW YEARS WE'RE GOING TO BE REQUIRED TO PAY STARTING FIRST YEAR TEACHERS $60,000 WHICH CAN BE A SIGNIFICANT INCREASE IN SOME OF THE DISTRICTS IN MARYLAND SO WE'RE HOPING THAT WE CAN CONVINCE STUDENTS GOING THROUGH THAT IT'S A HARD PROFESSION BUT IT CAN BE LUCRATIVE IF THEY CAN GET INTO IT. OKAY.

I LIKE THE IDEA ABOUT THE STANDARDIZED INTERVIEW QUESTIONS. THAT COULD PROBABLY REMOVE ANY LOCAL BIAS THAT THERE MIGHT BE IN ANY PARTICULAR SCHOOLS.

I WOULD HAVE THOUGHT WE HAD THAT ALREADY BUT I'M NOT SURE.

THE AFFORDABLE HOUSING, WE DO HAVE A BIG PROBLEM HERE IN CALVERT. IT'S BEEN A PROBLEM FOR DECADES AND AT ONE POINT, WE HAD THE PROBLEM AND HAD A MEETING WITH HR AND DURING THE RECESSION WHEN HOUSING STOCK WAS VACANT.

WE TRIED TO WORK IT TO WHERE WE COULD GET CONTRACTORS AND REALTORS TO DO A LITTLE BIT OF WORK AND THE TEACHERS OR STARTING POLICE OFFICERS OR STARTING PROFESSION NOT COUNTY COULD GO IN WITH LOW COST LOANS THROUGH THE FEDS BE ABLE TO HAVE SOME EQUITY IN HOUSING THAT THEY WOULD NORMALLY NOT HAVE BUT THAT DIDN'T GO VERY FAR. A LOT OF PIECES AND MOST PEOPLE DIDN'T WANT TO DEAL WITH THE BUILDING THING, BY I THINK THINGS LIKE I THINK THINGS LIKE TU I THINK THINGS LIT I THINK THINGS LIKE THAT, IF WE COULD PARTNER WITH ORGANIZATIONS IN OUR COUNTY, MAYBE WE COULD COME UP WITH THINGS LIKE THAT. I'M GOING TO PASS.

I APPRECIATE THE INPUT. >> I GUESS I HAVE A FEW QUESTIONS AROUND THE BOARD'S POLICIES.

WAS THERE ANY EXAMINATION DONE OF THE POLICY SPECIALLY FOR THE BEARDESPECIALLY FOR THE BEARD OF EDUCATION REGARDING DEI AND WHAT YOU FEEL MAY BE LACKING IN OUR POLICIES REGARDING DEI AND WHERE WE MAY STRENGTHEN THE POLICIES TO ENSURE THE WORK OF THE SCHOOL SYSTEM IS BEING CARRIED OUT TO SUPPORT WHAT WE, AS A BOARD, WANT TO SEE DONE WITH MINORITY RECRUITMENT?

>> WE DIDN'T LOOK DIRECTLY AT THE BOARD, ACTIVITIES THE BOARD COULD TAKE ON, IT WAS ACTIVITY AT THE CCPS HR STAFF BUT JUST IN TERMS OF WHAT THE BOARD COULD DO, I THINK THE BIGGEST PLAY THEY HAVE HERE IS IN SUPPORTING THE STAFF TO IMPLEMENT THESE RECOMMENDATIONS. I THINK YOUR WILL, YOUR SUPPORT AND YOUR WORE RASTY WOULD PLAY A BIGVORACITY WOULD PLAY A BIG ROLE BECAUSE THE REAL WORK STARTS AFTER RECOMMENDATIONS HAVE BEEN STARTED. WHEN THE PLAN IS WRITTEN AND IT'S TIME TO PONY UP IN TERMS OF THE FUNDING, THE RESOURCES, THE STAFFING, THE COOPERATION SO I THINK THAT'S REALLY THE WAY IN

[01:25:07]

>> OKAY, SO I WOULD ASK THAT AS YOU MOVE FORWARD IN ASSISTING STAFF WITH AN IMPLEMENTATION PLAN THAT YOU PUT CONSIDERATION INTO LOOKING INTO ANY SPECIFIC POLICIES THAT MAY RELATE TO THE IMPLEMENTATION PLAN TO MAKE A RECOMMENDATION TO THE BOARD ON POLICIES THAT WE MAY NEED TO DEVELOP POLICIES WE NEED TO RECOMMEND TO ENSURE THIS IS ENACTED IN THE CORRECT MANNER TO

CARRY OUT IMPLEMENTATION. >> THANK YOU.

>> IN YOUR EXPERIENCE WHEN YOU'RE MAKING RECOMMENDATIONS, DO YOU FIND YOU HAVE TO SHARE WHY IT'S IMPORTANT TO HAVE A DIVERSE WORK FORCE? IF SO, WHAT IS IT THAT YOU SAY

TO THEM? >> YES, THERE IS A QUESTION THAT COMES UP LIKE WHAT IS THE INTRINSIC VALUE OF DIVERSITY AND, AGAIN, MY BACKGROUND AS A RESEARCHER, IN MARYLAND, I ALWAYS POINT TO THE JOHNS HOPKINS STUDY WHERE SCHOLARS FOUND THAT IF A STUDENT, A WHITE OR BLACK STUDENT HAS ONE AFRICAN AMERICAN OR TEACHERS OF COLOR IN THEIR WHOLE ACADEMIC CAREER THEY HAD HIGHER COLLEGE GOING RATES AND EVEN IF WE UNDERSTAND THE BENEFITS OF TEACHERS OF COLOR WE ASSOCIATE THEM TO THE BENEFITS OF STUDENTS OF COLOR BUT THE RESEARCH IS EVIDENT THAT HAVING A RANGE OF ETHNICITY FOR TEACHERS IS BENEFICIAL FOR ALL STUDENTS. EVEN IF YOU HAVE A TEACHER OF COLOR IN KINDERGARTEN, IT STILL INCREASES THE LIKELIHOOD OF GOING TO KLUGE WHCOLLEGE WHICH E IMPORT OF REPRESENTATIVE TEACHER WORK FORCE. THIS IS NOT TO SAY THERE'S NOT A PLACE FOR WHITE TEACHERS OR WHITE TEACHERS SHOULDN'T BE PART OF THE DISCUSSION, IT'S TO SAY THAT WHEN YOU HAVE STUDENTS OF COLOR, THEY'RE NOT ABLE TO SEE INDIVIDUALS IN THESE POSITIONS THAT LOOK LIKE THEM, IT DOES HAVE AN EFFECT IN TERMS OF THEIR LONGER RANGE ACADEMIC OUTCOMES SO THAT'S MY STANDARD RESPONSE.

>> RIGHT AND THERE ARE ALSO STUDIES NOW THAT SHOW THAT THE SHORT TERM ACADEMIC OUTCOMES ARE AFFECTED POSITIVELY SO STUDENTS OF COLOR WITH TEACHERS OF COLOR ARE PERFORMING BETTER ON STANDARDIZED TESTS IN READING AND MATH THAT SAME YEAR.

THERE'S NOT A DISPUTE ANYMORE. THERE ARE ENOUGH STUDIES TO SHOW POSITIVE OUTCOMES FOR THAT EXPERIENCE.

>> THANK YOU FOR THAT. MY NEXT QUESTION IS WHAT IS THE NEXT STEPS AND IS THERE A TIME LINE FOR DEVELOPING THE

IMPLEMENTATION PLAN? >> I WILL ANSWER THAT ONE.

WE ARE CONTRACTED WITH WEST ED THROUGH END OF JUNE THIS YEAR SO THE ENTIRE MONTH OF JUNE I THINK STARTING WITH A MEETING NEXT WEEK IS TO BEGIN. WE HAVE THE RECOMMENDATIONS TO CREATE THE ACTION PLAN, THE IMPLEMENTATION PLAN, SO WE HOPE THAT BY THE END OF JUNE THAT WE'LL HAVE THAT COMPLETED WITH

THEIR SUPPORT. >> FOLLOWING TON THAT, WE HAVE A LIST OF RECOMMENDATIONS IS THAT SOMETHING YOU ACCEPT WHOLESALE OR IS THERE DEBATE ON WHETHER YOU WILL ACCEPT ALL THE

RECOMMENDATIONS OR NOT? >> I THINK THAT'S UP FOR SOME SCOTIAN WITH THE HR LEADERSHIP TEAM.

WE WERE PART OF THE PROCESS AS THEY CREATED THESE RECOMMENDATIONS SO WE ARE GOING TO DO OUR BEST TO IMPLEMENT ALL

OF THEM IN OUR ACTION PLAN. >> THANK YOU.

THANK YOU SO MUCH FOR THE PRESENTATION.

ANY OTHER COMMENTS FROM THE BOARD?

DR. CURRY? >> I JUST WANTED TO ASK ABOUT THE PEER DISTRICTS. IN WHAT WAY, WHAT MADE US PEERS.

I ASK THAT BECAUSE I WORKED IN DELAWARE AND I DON'T THINK OF

COLONIAL AS A PEER. >> THAT'S A GOOD QUESTION.

WHEN WE STARTED THIS PROCESS WE WERE GOING TO IDENTIFY THE PEERS ANALYTICALLY THROUGH PROPENSITY SCORES ALONG A CONTINUUM OF CHARACTERIST YOU CANS REALLY LOOK LIKE CALVERT COUNTY BUT

[01:30:11]

SO YOU'RE CORRECT. THESE DISTRICTS, MINNEAPOLISES, THAT'S, THAT'S MUCH BIGGER.

BOSTON, THAT'S MUCH BIGGER BUT THE STRATEGIES THEY'RE USING COULD BE SCALED DOWN AND USED IN THIS CONTEXT.

THAT'S THE WHY WE FEEL UPON THESE PEER DISTRICTS.

>> THANK YOU, AGAIN, FOR THE PRESENTATION.

I APPRECIATE IT. >> THANK YOU SO MUCH FOR HAVING

US. >> ABSOLUTELY.

[2.05 MABE Resolutions Committee Discussion]

LEAD BY BOARD MEMBER WHITE. >> YES, GOOD EVENING, EVERYONE.

I'M A MEMBER OF THE MARYLAND BOARD OF EDUCATION AND I SENT E-MAILS TO MY BOARD MEMBERS ASKING YOU TO REVIEW THE CURRENT POLICIES AND IF THERE'S ANYTHING THAT YOU WOULD LIKE TO CHANGE OR LIKE TO DISCUSS OR ANYTHING LIKE THAT TO GET BACK TO ME AND I WILL TAKE THAT BACK TO THE BOARD WHICH WE HAVE A MEETING -- I HAVE TO SEND THEM RECOMMENDATIONS BY JUNE 8TH BECAUSE WE HAVE OUR MEETING ON JUNE 25TH.

EACH YEAR WE REVIEW THE POLICIES AND THINGS LIKE THAT AND I'M THE REPRESENTATIVE FROM HERE SO IF THERE'S ANYTHING YOU WOULD LIKE FOR ME TO TAKE BACK, SEND ME AN E-MAIL AND WE CAN TAKE IT UP AND

HAVE A SCOTIAN. >> I WILL JUSTDISCUSSION.

>> I WILL JUST ADD THAT I READ THE, WHAT IS IT? 70 PAGES. 70 PAGES OF MABE RESOLUTIONS AND I DON'T HAVE ANY RECK &ED CHANGES TO ANY OF THEM THAT I HAVE SEEN BEFORE. I FIND THAT THE RESOLUTIONS PUT FORTH ARE VERY THOUGHTFUL AND REPRESENTATIVE FOR ALL 24 DISTRICTS SO I HAVE NO RECOMMENDATIONS FOR CHANGES

GOING FORWARD. >> I, TOO, AGREE WITH PRESIDENT COUSINS. HAVING FORMALLY SERVED ON THE RESOLUTIONS COMMITTEE, I FULLY UNDERSTAND WHAT IT'S ABOUT AND I FELT THAT THE RESOLUTIONS PUT FORWARD THIS YEAR SHOULD BE

SUPPORTED. >> THANK YOU.

[2.06 LGBTQ+ Resolution]

>> THANK YOU. THE NEXT ITEM IS THE LGBTQ+ RESOLUTION AND BEFORE A PRESENT THE RESOLUTION, I WANTED TO SHARE THE PURPOSE FOR THE RESOLUTION.

AS BOARD MEMBERS, WE HAVE A RESPONSIBILITY TO ENSURE THAT OUR COMMUNITY IS SAFE AND SECURE FOR EACH OF OUR STUDENTS AND A BOARD MEMBER MUST TRY TO LOOK AT OUR POLICIES AND PROCEDURES AND DECISIONS THROUGH THE LENS OF EACH OF THOSE STUDENTS NOT THROUGH OUR OWN. EACH STUDENT DESERVES TO FEEL SEEN, HEARD, RESPECTED, REGARDLESS OF WHAT LANGUAGE THEY SPEAK, THEIR SKIN COLOR, HOW THEY LEARN OR THEIR RELIGIOUS BELIEF. THEY COME TO US AS THEIR AUTHENTIC SELVES AND WE MUST EDUCATE THEM, PROVIDE FOR THEM REGARDLESS OF HOW THEY SHOW UP. SO FOR THAT REASON, A BOARD SHOULD BE PREPARED TO AFFIRM ITS COMMITMENT TO EACH STUDENT AND THIS RESOLUTION DEMONSTRATES THE COMMITMENT TO TRANSGENDER, NONBINARY AND L GESHG TBQ PLUS STUDENTS.

THIS RESIDENCE LICHEN DOES NOT AND I WILL REPEAT THIS DOES NOT REDUCE, TAKE AWAY FROM OR ELIMINATE ANYONE FROM A COMMITMENT TOANYOELIMINATE ANYO COMMITMENT TO A SAFE ENVIRONMENT. WE HAVE DEMONSTRATED THAT IN PRIOR POLICIES AND PROCEDURES. THIS AFFIRMS AND ESTABLISHES WHAT IS ALREADY IN PLACE. I WILL ADD THAT THE MARYLAND PUBLIC SECONDARY SCHOOL ATHLETIC ASSOCIATION ESTABLISHED GUIDELINES FOR PARTICIPATION OF TRANSGENDER YOUTH IN

[01:35:05]

WE'RE AFFIRMING THAT GUIDANCE AS A SCHOOL DISTRICT MEMBER OF THE ASSOCIATION. AS YOU HEARD TONIGHT THROUGH THE RESOLUTIONS EARLIER FOR OUR SPORTS TEAMS, WE FOLLOW MPSSAA.

THERE'S NOT A DISCUSSION NOR HAVE THERE BEEN ANY REQUESTS THAT WE ARE AWARE OF OF ANY TRANSSTUDENTS TO PLAY SUPPORTS HERE IN THE COUNTY SO WE'RE NOT INTRODUCING ANY CHANGES OR ESTABLISHING NEW POLICIES OR PROCEDURES.

WE'RE MERELY AFFIRMING WHAT'S ALREADY IN PLACE.

I WILL REED THE RESOLUTION. IN FACT, MS. CLAGGETT WILL YOU READ THE RESOLUTION FOR BEING VOLUNTOLD.

I APPRECIATE THAT. WHEREAS, THE CALVERT COUNTY PUBLIC SCHOOLS ARE COMMITTED TO A LEARNING ENVIRONMENT THAT IS PHYSICALLY, SOCIALLY AND EMOTIONALLY SAFE FOR EACH STUDENT; AND, WHEREAS, THE CALVERT COUNTY PUBLIC SCHOOLS ARE COMMITTED TO CULTIVATING A CLIMATE IN ALL OUR SCHOOLS THAT IS WELCOMING, SAFE, AND INCLUSIVE FOR EACH STUDENT; AND, WHEREAS, THE LACK OF AWARENESS AND UNDERSTANDING OF ISSUES FACING LGBTQ+ STUDENTS HAS CONTRIBUTED TO A HIGHER RATE OF ISOLATION, DEPRESSION, AND SUICIDAL IDEATIONS OR ATTEMPTS; AND WHEREAS, THE BOARD OF EDUCATION AND CALVERT COUNTY PUBLIC SCHOOLS ARE COMMITTED TO HONORING, VALUING, AND AFFIRMING OUR TRANSGENDER, NONBINARY, AND ALL LGBTQ+ STUDENTS, STAFF, AND FAMILIES THROUGH OUR POLICIES, PRACTICES, AND CURRICULUM; AND, WHEREAS, HARASSMENT AND BULLYING POLICIES THAT SPECIFICALLY MENTION SEXUAL ORIENTATION, GENDER IDENTITY AND GENDER EXPRESSION ARE ASSOCIATED WITH: STUDENTS FEELING MORE SAFE; LOWER LEVELS OF BULLYING; DECREASED INCIDENTS OF HARASSMENT RELATED TO SEXUAL ORIENTATION; INCREASED TEACHER/STAFF INTERVENTION; AND A GREATER REPORTING OF INCIDENTS; WHEREAS, TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 AND TITLE IX OF THE EDUCATION AMENDMENTS OF 1972 PROHIBIT DISCRIMINATION ON THE BASIS OF SEX; AND, WHEREAS, IN 2020 THE U.S.

SUPREME COURT HELD THAT DISCRIMINATION ON THE BASIS OF AN INDIVIDUAL'S STATUS AS GAY OR TRANSGENDER CONSTITUTES SEX DISCRIMINATION WITHIN THE MEANING OF TITLE VII OF THE CIVIL RIGHTS ACT OF 1964; AND, WHEREAS, MARYLAND ADOPTED COMAR 13A.01.04.03, WHICH ENSURES ALL STUDENTS IN MARYLAND'S PUBLIC SCHOOLS, WITHOUT EXCEPTION AND REGARDLESS OF RACE, ETHNICITY, REGION, RELIGION, GENDER, SEXUAL ORIENTATION, LANGUAGE, SOCIOECONOMIC STATUS, AGE, OR DISABILITY, HAVE THE RIGHT TO EDUCATIONAL ENVIRONMENTS THAT ARE: A) SAFE; B) APPROPRIATE FOR ACADEMIC ACHIEVEMENT; AND C) FREE FROM ANY FORM OF HARASSMENT; AND, WHEREAS, IN 2016 THE MARYLAND PUBLIC SECONDARY SCHOOLS ATHLETIC ASSOCIATION (MPSSAA) AFFIRM THAT DENYING A STUDENT THE OPPORTUNITY TO PARTICIPATE ON A SPORTS TEAM ONSISTENT WITH THEIR GENDER IDENTITY IS PROHIBITED SEX DISCRIMINATION; AND, WHEREAS, THE MPSSA SUPPORTS TRANSGENDER STUDENTS PARTICIPATION IN ATHLETICS BASED ON THEIR GENDER IDENTITY/EXPRESSION, NOT THE SEX THEY WERE ASSIGNED AT BIRTH; THEREFORE BE IT RESOLVED, THE CALVERT COUNTY PUBLIC SCHOOLS BOARD OF EDUCATION AFFIRMS, SUPPORTS, AND VALUES THE GENDER IDENTITIES AND GENDER EXPRESSIONS OF EACH OF OUR STUDENTS AND WILL CONTINUE TO FURTHER EFFORTS IN OUR SCHOOLS TO CREATE A WELCOMING, SAFE, AND INCLUSIVE LEARNING ENVIRONMENT FOR EACH OF OUR TRANSGENDER, NONBINARY, AND LGBTQ+ STUDENTS; AND, THEREFORE BE IT FURTHER RESOLVED, THAT THE CALVERT COUNTY PUBLIC SCHOOLS BOARD OF EDUCATION SUPPORTS HUMAN RIGHTS AND EQUITABLE EDUCATIONAL OPPORTUNITIES AND PRACTICES FOR

- LGBTQ+ STUDENTS. >> THANK YOU, MS. CLAGGETT.

IN ORDER TO ENTER A DISCUSSION FOR APPROVAL, I WOULD LIKE TO CALL A MOTION FOR APPROVAL AND THEN WE CAN OPEN DISCUSSION.

>> I MOVE TO APPROVE WITH TWO AMENDMENTS.

THE WHEREAS THAT LISTS THE COMAR REGULATION, I WOULD LIKE TO PUT FORTH THAT WE MAKE IT 13 CAPITAL A INSTEAD OF THE LOWER CASE A AND THEN I BELIEVE, YES, IN THE WHEREAS RIGHT BEFORE THE THEREFORE BE IT RESOLVED CLAUSE, IT SHOULD BE MPSSAA.

[01:40:07]

>> MOTION TO APPROVE WITH TWO AMENDMENTS, IS THERE A SECOND?

>> SECOND. >> OPEN FOR DISCUSSION.

>> WELL, I WOULD LIKE TO JUST TALK ABOUT MY -- EVERYONE HAS CONCERNS THAT IF THERE'S A BIOLOGICAL MALE COMPETING IN A TEAM WITH BIOLOGICAL FEMALES, SO WHEN YOU DIG DOWN INTO THE MPSSAA WHICH, BY THE WAY, DOES HAVE ITS AUTHORITY FROM BOTH THE MARYLAND STATE DEPARTMENT OF EDUCATION AND LOCAL SCHOOL SUSPECTS AND ON THE BOARD OF MPSSAA ARE REPRESENTATIVES FROM EVERY COUNTY, SO THE PEOPLE THAT ARE MAKING THESE GUIDELINES AND THESE RULES ARE US. THEY'RE PART OF THE SCHOOL SYSTEM. THEIR GUIDING PRINCIPLES SAY THE INTEGRITY OF WOMEN'S SPORTS SHOULD BE UP LOLLED AND GO ON FURTHERH AND GO E ANDL AND GO O FURD AND GO ON FURTHER TO TALK ABOUT THE RECOMMENDATIONS AND THEY RECOMMEND CREATING A COMMITTEE THAT LOOKS AT A CASE BY CASE BASIS IF WE HAVE A REQUEST TO PUT A BIOLOGICAL MALE ON A BIOLOGICAL FEMALE'S TEAM, THE COMMITTEE WOULD CONSIST OF A PHYSICIAN, A PSYCHOLOGIST, THE TITLE IX COORDINATOR HERE IN OUR SCHOOLS, THE SCHOOL ADMINISTRATOR, THE COACH AND THE ATHLETIC DIRECTOR. ALL OF THESE PEOPLE WOULD BE FOLLOWING MPSSAA GUIDELINES WHICH I DON'T KNOW IF THEY SPECIFICALLY EXIST AT THIS POINT IN TIME, THINGS LIKE I LOOKED AT THE INTERNATIONAL OLYMPIC COMMITTEE AND THEY BASE THEIR DECISIONS ON TESTOSTERONE TESTING.

THEY GET DOWN INTO THE MEDICAL AND SCIENTIFIC LEVEL. I DON'T KNOW WHAT MPSSAA WOULD BE RECOMMENDING IN THAT BY IT WOULD BE A REVIEW PROCESS AND IT WOULD HAVE TO BE A GENERAL DECISION BY THAT COMMITTEE. THAT IS IN THE SCHOOL SYSTEM ITSELF. I DON'T THINK WE HAVE TO WORRY ABOUT THIS VERY MUCH. WE'RE JUST TRYING TO GIVE KIDS THE OPPORTUNITY TO PLAY SPORT IFS THEY WANT TO BUT WE TRY TO NOT GIVE ANYBODY AN UNFAIR THEY NOT GIVE ANYBODY AN UNFAIR COMPETITIVE ADVANTAGE. THIS IS LAW.

THIS IS STATE LAW AND FEDERAL LAW.

THE OFFICE OF CIVIL RIGHTS. WE'RE REQUIRED TO PROVIDE THE EDUCATIONAL TINTS TO EVERY ONE OF OUR STUDENTWANT TO FOLLOW TH

>> ANY OTHER COMMENTS? TURN YOUR MIC ON.

>> SO I HAD TO READ THIS OVER AND OVER AND OVER AND I SPOKE WITH THE GOOD DOCTOR AND GOT SOME GOOD ADVICE.

I JUST DIDN'T KNOW THAT OUR SCHOOLS WERE SO UNSAFE FOR PEOPLE THAT IDENTIFIED WITH THE LGBTQ.

I JUST DIDN'T KNOW WE WERE THAT UNSAFE.

THIS IS A SLAP IN MY FACE TO SEND ME DOWN A NOTICE THAT WE ARE OR WERE UNSAFE AND THEN THERE'S THIS PIECE OF PAPER THAT GETS FILED AWAY IN A BOOK. THERE'S ONE PART THAT I DEFINITELY DISAGREE WITH BECAUSE MANY OF YOU DON'T KNOW MY BACKGROUND BY I'M TELLING YOU, I TRAINED CHAMPIONS, I'M TELLING TRAINED U I'M TELLING YOU, I TRAINED T I'M TELLING YOU, I TRAINED CHAMPIONS, GIRLS AND BOYS I WATCHED THE DEVELOPMENT OF DIFFERENT SPEED, TRENT AND A LOT OF TIMES PSYCHOLOGICAL,STRED A LOT OF TIMES PSYCHOLOGICAL, GIRLS AND BOYS AND I MADE THEM PRACTICE TOGETHER UP TO A POINT. IT BECAME A POINT WHERE THAT'S NOT GOOD BECAUSE THAT FEMALE COULD GET HURT.

WHAT I TAUGHT WAS VERY PHYSICAL. I WAS A FLIGHT BY NIGHT INSTRUCTOR EVERY FROM MIAMI BEACH TO OKLAHOMA SO I KNOW WHAT I'M TALKING ABOUT. I DUD IT FOR 30 YEARS SO I HAVE AID IT FOR 30 YEARS SO I HAVE A PROBLEM IDENTIFYING MALES IN A

[01:45:05]

IT'S OKAY WHEN THEY'RE EIGHT OR NINE.

MAYBE EVEN 10 OR 11 BUT AFTER THAT, THERE BECOMES A DIFFERENCE. THAT'S JUST MY OPINION.

IT DOESN'T MEAN IT'S RIGHT. IT DOESN'T MEAN I'M RIGHT BUT THAT'S JUST MY OPINION. BUT HERE, AGAIN, IT'S A LAW SO I HAVE TO -- I WOULD LIKE TO ABSTAIN OR OPPOSE IT BUT IT'S LIKE I CAN'T. I JUST ASK DON'T SLAP ME IN THE FACE WITH STUFF LIKE THIS AND MAKE IT APPEAR THAT OUR SCHOOLS ARE UNSAFE. THAT'S IT.

>> ANY OTHER DISCUSSION? IF THERE'S NO OTHER DISCUSSION, I WILL CALL FOR THE VOTE. ALL IN FAVOR?

>> AYE. >> ANY OPPOSE?

>> ABSTAIN. I JUST CAN'T DO IT.

>> FOUR IN FAVOR, ONE ABSTENTION.

MOTION PASSES, THANK YOU. [APPLAUSE]

[2.07 Public Comments]

DR. CURRY? >> ALL RIGHT.

WE'LL BEGIN. WE HAVE A NUMBER OF PEOPLE SIGNED UP TONIGHT. I WILL REMIND EVERYONE THAT PROTECT INDIVIDUAL CONFIDENTIALITY DO NOT MENTION SPECIFIC STUDENTS OR STAFF MEMBERS IN YOUR REMARKS.

ALL COMMENTS ARE TO BE MADE IN A CIVIL MANNER.

ANYONE NOT FOLLOWING THESE GUIDE LOONS WILL BE ASKED TO STOP SPEAKING AND MAY FORFEIT THEIR RIGHT TO SPEAK AT FUTURE MEETINGS. INDIVIDUALS ARE ALLOTTED THREE MINUTES. IF YOU'RE SPEAKING FOR A GROUP, INDICATE SO AT THE MICROPHONE. I WILL BE KEEPING THE TIME.

SO LET'S BEGIN WITH AMANDA POLUN-MCGRATH.

>> OKAY. THREE MINUTES IS NOT A L OF TIME FOR A LOT OF THOUGHTS BUT I WILL TRY TO RESPECT THAT HERE.

I MIGHT BE A TEACHER BUT I'M HERE TONIGHT AS A PARENT AND A FRIEND TO MANY IN THE COMMUNITY AND THAT'S HOW I'M GUYING TO SPEOING TO SPEAK.

THAT PROCESS THERE I FEEL LIKE WE FALL RIGHT BACK INTO THE COMMUNITY INVENTING PROBLEMS THAT DO NOT EXIST, PROBLEM THAT IS OUR SPORTS ARE GOING TO BE OVERRUN AND RUINED FOR EVERYBODY AND WE'RE TALKING ABOUT KIDS WHO DO NOT FEEL SAFE IN THE CLASSROOM. I'M RAISING THREE KIDS HOAR, I DON'T EVER WANT TO WORRY THAT THEY WILL EVER FEEL THAT WAY, NOT BECAUSE OF ANYBODY IN THEIR FAMILY OR HOW THEY MIGHT IDENTIFY IN THE FUTURE. I DON'T KNOW.

NO PARENTS KNOW. WE CAN'T TELL WHAT OUR KIDS ARE GOING TO BE AND IF WE'RE GOOD PARENTS WE WILL ACCEPT THEM AND LOVE THEM. OTHER PEOPLE MIGHT NOT MAKE THAT CHOICE ABOUT THEIR KIDS BUT WHEN THEY'RE IN SCHOOL THEY SHOULD FEEL SAFE, THEY SHOULD BE RESPECTED.

THEY SHOULD NOT HAVE TO SIT LIKE MANY STUDENTS TELL ME AND HEAR HOMOPHOBIC COMMENTS FROM THEIR CLASSMATES DAY BY DAY AND FEEL LIKE THEY CAN'T DO ANYTHING AND IT'S WORSE BECAUSE I SIT THERE KNOWING THAT I'M GAYING AND THEY'RE SAYING IT ABOUT ME.

THAT'S NOT THE CLASSROOM I WANT TO SEND ME CHILDREN TO OVER THE NEXT FEW YEARS. THE FIRST TIME MY CHILD CAME HOME WITH ANY ECHO OF HOMOPHOBE YEAH IS WHEN HEHOMOPHOBIAS WHEN SCHOOL HERE, HE HEARD HIS FRIENDS NEGATIVELY USE GAY AND SAID HE DOESN'T WANT TO BE GAY. WE NEED MORE OF THIS AND IT'S NOT JUST ABOUT SPORTS BUT IF THESE MIDDLE AND HIGH SCHOOL KIDS WANT TO PLAY SPORTS THIS IS NOT THE PLACE WHERE WE GET TO DEBATE THAT YOU ARE BIOLOGY OR PRETEND THERE ARE DOCTORS.

I'M SURE PEOPLE WILL FOLLOW ME AND PULL QUOTES FROM FAKE SOCIAL MEDIA COMMENTS. I HOPE THAT HE HAS KIDS DON'T LISTEN TO IT AND UNDERSTAND THEY BELONG HERE, THEY SHOULD BE ACCEPTED HERE AND WELCOME IN THEIR COMMUNITY AND THERE'S NO ROOM FOR HATE WHERE WE LIVE. THANK YOU.

[APPLAUSE] >> THANK YOU FOR YOUR COMMENT.

[01:50:05]

>> MELISSA SPEAKING ON BEHALF OF CCPS PARENTS.

>> MY NAME IS MELISSA AND I'M THE MOTHER TO THREE CHILDREN IN CCPS. IN LIGHT OF YET ANOTHER SCHOOL SHOOTING IN THIS COUNTRY I CAME HOAR TO ADDRESS THE VIOLENCE ISSUE OFFENSE OUR SCHOOLS. OUR ANTIBULLING AND ZERO TOLERANCE POLICIES ARE EMPTY WORDS.

IT'S UNACCEPTABLE TO BE FEARFUL TO GO TO SCHOOL IN ONE OF OUR BUILDINGS. YOUR ADMINISTRATION AND POLICIES HAVE CREATED A REALITY WHERE A CHILD CAN MAKE A THREAT TO SHOOT UP A SCHOOL, INCLUDING A HIT LIST AND DATE AND THAT CHILD STILL REMAINS IN A CCPS BUILDING.

THERE ARE CHILDREN THAT ARE BULLIED EVERY DAY NOT PROTECTED UNDER YOUR ANTIRACISM RESOLUTION OR YOUR LGB T Q PLUS RESOLUTION BECAUSE YOUR RESOLUTIONS AND POLICIES CONTINUE TO BE PROVEN INFEFKTIVE. THE CCPS VISION IS TO PRODUCE GRADUATES WHO ARE RESPONSIBLE CITIZENS WITH CAREER CHOICES THAT ARE PRO DUCTIVE. SOME STUDENTS ARE FEARFUL TO GO TO CLASS BECAUSE THEY ARE BULLIED BY THE SAME STUDENT WITH ALL BUT A SLAP ON A WRIST. MAKE YOU CAN INCLUDE THIS IN OUR NEXT RESOLUTION. AS WE DENOUNCE BULLYING IN ANY FORM WHERE THE CALVERT COUNTY BOARD OF EDUCATION WILL [INAUDIBLE] BY DEGREE REMOVED FROM LEARNING ALONGSIDE THEIR PEERS SO THAT VICTIMS CAN HAVE A SAFE ANXIETY FREE SPACE TO LEARN. WHEREAS ALL CHILDREN THAT ARE BULLING OTHERS WILL HAVE ALL PRIVILEGES STRIPPED INCLUDING BUT NOT LIMITED TO EXTRACURRICULAR ACTIVITIES AND BUS RIDING UNTIL FULL PSYCHOLOGICAL EVALUATIONS AND TREATMENT PLANS ARE EXECUTED WHEREAS WE REJECT POLICIES TO CREATE EXCEPTIONS BASED ON THE STUDENT'S RACE, NATIONAL OR GENERAL, RELIGIOUS AFFILIATION, SEX ORRENDER IDENTITY.

STOP WRITING YOUR TIME CREATING HARMFUL INEQUITY POLICIES.

THESE POLICIES NEED TO BE CONSISTENT LE AND WITHOUT EXCEPTION EXECUTED. WE NEED TO GET THEM REAL HELP.

YOUR LEGISLATIVE PRIORITIES ALSO SEEM TO FALL FLAT.

WHEN THE MARYLAND LEGISLATURE IS PROPOSING LEGISLATION THAT WILL DO FURTHER HARM FOR OUR STAFF AND NOT WIN MEMBER OF THIS BOARD TESTIFIED AGAINST THEM AND SAVE TESTIFIED AGAINN MEMBER OF THIS TESTIFIED AGAINE MEMBER OF THISD TESTIFIED AGAINST THEM AND SAVE GIRLS SPORTS. NOW THAT BIOLOGICAL BOYS CAN PLAY ON TEAMS AND BE IN LOCKER ROOMS WITH BIOLOGICAL FEMALES, WHAT IS YOUR MEASURE TO ENSURE ALL PEOPLE REMAIN SAFE.

ARE YOU AWARE OF THE INCIDENT IN LOUDEN COUNTY WHERE A BIOLOGICAL MALE STUDENT RAPED NOT ONE BUT TWO STUDENTS IN THE FEMALE BATHROOM? HOW DO YOU INTEND TO PREVENT ABUSE IN OUR BATHROOMS AND LOCKER ROOMS. HOW DO YOU PLAN TO KEEP BIOLOGICAL FEMALES SAFE ON OUR SPORTS TEAM WHEN BIOLOGICAL MALES ARE BIGGER AND STRONGER.

THERE'S A REASON SPORTS TEAMS ARE SEPARATED TO BEGIN WITH.

STUDENTS FROM EVERY WALK OF LIFE ARE BEING BULLIED IN YOUR SCHOOLS EVERY DAY. YU HAVE THREE JOBS AS A BOARD OF EDUCATION. YOU HAVE ALREADY HIRED A NEW SUPERINTENDENT, YOU APPROVED THE BUDGET.

IT'S TIME TO FOCUS ON POLICY. I HOPE YOU WILL FOCUS YOUR ENERGY ON THE CURRENT POLICIES AND PROCEDURES SO YOU CAN IMPLEMENT POLICY CHANGES AND ENSURE THIS ADMINISTRATION WILL CREATE EFFECTIVE PROCEDURES THAT WILL ACTUALLY KEEP EVERYONE SAFE. IT IS TRULY SHAMEFUL WHEN OUR STAFF AND PARENTS AND STUDENTS CAN'T WAIT FOR SUMMER BREAK SO THEY CAN SIMPLY GET A BREAK FROM THE ANXIETY AND FEAR THAT FILLS OUR BUILDINGS. I EXPECT THE HOLIDAYS NUMBERS TO SUPPORT THE CHANGES YOU JUST APPROVED BY END OF DAY TOMORROW BECAUSE IT WOULD HAVE BEEN COMPLETELY IRRESPONSIBLE FOR YOU TO APPROVE A RESOLUTION WITHOUT POLICIES TO ENSURE SAFETY FOR ALL OUR STUDENTS. I EXPECT ANSWERS TO THE REST OF MY QUESTIONS BY END OF WEEK. I WILL SEND YOU THIS TESTIMONY SO YOU DON'T MISS ANY. THANK YOU.

[APPLAUSE] >> THANK YOU FOR YOUR TIME,

MA'AM. >> MARRIUM, FIVE MINUTES.

[01:55:11]

>> GOOD EVENING MEMBERS OF THE BOARD AND SUPERINTENDENT CURRY.

MY NAME IS MARIUM CANNING. DAN COX IS A TITIAN LEA ATTORNEY, STATE DELEGATE WHO IS RUNNING FOR GOVERNOR OF MARYLAND. DAN RECREPTLY POSTED COMMENTARY ADDRESSING THE SCHOOL'S LGB T Q PLUS POLICIES.

I WOULD LIKE TO READ A FEW OF THEM.

[INAUDIBLE] DETRIMENT OF NATIONAL SCHOLARSHIPS TO COLLEGE AND ENTRY TO NATIONAL WOMEN'S NCAA SPOTS.

TWO, IT'S TOTALLY FOLLOWS THAT THE CIVIL RIGHTS PASSED TO PROPACT VARIABLE MINORITIES INCLUDE THIS PROPAGANDA.

IT IS THE OPPOSITE. THE EXACT THING THIS RESOLUTION IS VIOLATING. FOUR, THE SUPREME COURT DID NOT HOLD THAT HIGH SCHOOL SPORTS MUST ALLOW BIOLOGICAL BOYS TO COMPETE UNDER TITLE VIU. THAT ACT DEALS WITH PUBLIC ACCOMMODATION LAWS, NOT EDUCATION.

FIVE, THE MPSSAA IS A TOOL FOR [INAUDIBLE] FILING SUIT AGAINST THE MPSSAA TO STOP THIS DISCRIMINATION AGAINST WOMEN.

DAN GOES ON, QUOTE, THIS IS NOT ABOUT ANTIDISCRIMINATION OF YOUTH WHO BELIEVE THEY'RE SOMETHING OTHER THAN WHAT THEY WERE BORN TO BE. THIS IS A COMPASSIONATE ISSUE FOR STUDENTS TO RECEIVE PA RENTAL LOVE AND THIS IS ABOUT FORCING THE 99% OF STUDENTS TO BELTHE 99% OF STUDENTS TO BELIEA LIE. THIS IS ABOUT GENDER PROPAGANDA TO FORCE ALL KIDS INTO A CONFORMITY OF A VIEWPOINT AND HAS NOTHING TO DO WITH ACADEMICS BUT IT WILL PERVERT THE MINDS OF IMPRESSIONABLE KIDS INTO A WORLD OF QUESTIONING WHO THEY ARE AND WERE BORN TO BE. WHAT BEGAN AS AN ANTIBULLYING CAMPAIGN HAS RAPIDLY MORPHED INTO AN ALL OUT ASSAULT ON WOMEN, SAFETY, AND OBJECTIVE TROTH.

FEMALES HAVE A RIGHT TO PROTECT ITS SPACES, IT'S PREDATORY FOR MALES TO INFRINGE ON RIGHTS. TITLE IX IS BEING APPLIED IN UNINTENDED WAYS WHY THE VAST MAJORITY STANDBY IN UTTER DISBELIEF. WE NEED NOT BE IN LOCK STEP WITH CULTURAL EXTREMISM. A CCPS PARENT SHARED A CHART COMPARING THE ADVANTAGES OF BOYS UNDER 18 TO ELITE ADULT ATHLETES. 100 METERS, 200 METERS, 1500 METERS, 5,000 METERS, VAULT, HIGH JUMP, YES, UNDER 18 BOYS JOT PERFORMING OUR BEST FEMALE ATHLETES IN STRENGTH AND ENDURANCE. THESE ARE NOTOUTPERFORMING OUR FEMALE ATHLETES IN STRENGTH AND ENDURANCE.

THESE ARE NOT COMPETING MINDS THIS HAS COMPETING BODIES AND THIS IS NOT THE SAME. THIS IS THE PROBLEM WITH EXTREMISM. NOBODY ELSE MATTERS.

IT'S NOT A DISCUSSION AMONG STAKEHOLDERS IT'S THE LEVELING OF BASIC RIGHTS AND TRUTHS TO BLINDLY AFFIRM UNSCIENTIFIC ASSERTIONS. PLEASE STOP THE ENDLESS ATTACHMENT OF LETTERS, GAY, LESBIAN, BISEXUAL.

TRANS IS NOT THE SAME PATTERN AND COULD LEAD OUR CHILDREN DOWN A PATH OF MEDICALIZED DAMAGE OF AN OTHERWISE HEALTHY BODY.

I HAVE GROWN TIRED OF THIS BOARD IMPLEMENT POLICIES AND CURRICULUM AGAINST ALL CHILDREN AT THE EX-PENCE PENSE OF AIL CH PARENTS, SHOW UP ON JULY 19TH. WE NEED PEOPLE WILLING TO LISTEN AND WORK TOGETHER WHICH WILL ONLY HA IF WE TAKE BOTH OPEN SEATS. SOON TACTICAL VERTICAL PARENTS FOR EDUCATION FOR MORE INFORMATION.

THANK YOU. [APPLAUSE]

>> THANK YOU FOR YOUR COMMENT. >> PJ TEMPLETON.

>> GOOD EVENING. I'M DJ TEMPLETON AND I'M A CONCERNED CITIZEN OF CALVERT COUNTY AND I KNOW THAT KIDS ARE SO IMPORTANT THEY WILL BE OUR FUTURE LEADERS.

[02:00:02]

GOD CREATED US ALL EQUAL IN HIS IMAGE.

HIS CREATED MALE, HE CREATED FEMALE.

THAT'S IN GENESIS. OUR PLEDGE SAYS WE ARE STILL UNNATION UNDER GOD. OUR CURRENCY SAYS IN GOD WE TRUST. I THINK IF WE HELD UP TO OUR PLEDGE, A LOT OF THINK DIVERSITY, HARASSMENT AND BULLYING WOULD GO AWAY. WE'RE SUPPOSED TO BE ONE NATION UNDER GOD AND SO I WOULD LIKE TO READ SOME OF WHAT HIS WORD SAYS.

EPHESIANS 4:31 AND 32 SAYS GET RID OF ALL BITTERNESS, RAGE, ANGER, BRAWLING, SLANDER ALONG WITH EVERY FORM OF MALICE.

BE KIND AND COMPASSIONATE FOR ONE ANOTHER FORGIVING EACH OTHER JUST AS CHRIST FORGAVE YOU. IF WE ALL PRACTICED THAT, A LOT OF THIS WOULD GO AWAY, RIGHT? [APPLAUSE] THANK YOU. I IMPLORE ALL PARENTS, GRANDPARENTS, AUNTS, UNCLES, TO TEACH YOUR KIDS TO LOVE THE LORD. THAT'S THE MOST IMPORTANT THING YOU COULD POSSIBLY DO AS A PARENT.

CACHE THEM TO LOVE THE LORD AND A LOT OF THIS WOULD GO AWAY.

GOD CREATED EACH ONE OF US WITH HIS PLAN AND HIS PURPOSE, JER JEREMIAH 29:11.

WE'RE NOT JUST HERE TO PLEASE OURSELVES IN 2 TIMME THIGH 4:3 SOTHY 4:3 SAYS THE TIME WILL COME WHEN MAN WILL NOT PUT UP WITH SOUND DOCTRINE BUT TO SUIT THEIR OWN DESIRES, THEY WILL GATHER AROUND THEM, A GREAT NUMBER OF TEACHERS TO SAY WHAT THEIR ITCHING EARS WANT TO HEAR.

WE DON'T NEED MORE LAWS AND POLICIES, WE NEED TO GET BACK TO WHAT GOD WANTS AND SERVE HIM. 2 TIMOTHY 3:1-4 SAYS THERE WILL BE TERRIBLE TIMES IN THE LAST DAYS.

PEOPLE WILL BE LOVER OF THEMSELVES, LOVER OF MONEY, BOASTFUL, PROUD, ABUSIVE, UNGRATEFUL, UNHOLY WITHOUT LOVE, UNFORGIVING, SLANDEROUS, BRUTAL, NOT LOVERS OF GOOD TREACHEROUS AID AWED RATHER THAN LOVERS OF GOD.

[ALARM] SO WE'RE THERE.

>> THANK YOU FOR KWLOUR COMMENT. >> GET BACK TO WHAT GODYOUR COM

>> GET BACK TO WHAT GOD HAS TO SAY FOR US AND --

[APPLAUSE] >> DONNA.

>> GOOD EVENING. MY NAME IS DONNA STENZO.

I AM AN ELEMENTARY SCHOOLTEACHER AND CURRENT PRESIDENT OF THE CALVERT EDUCATION ASSOCIATION. THANK YOU FOR PROVIDING ME THE OPPORTUNITY TO SPEAK BEFORE YOU, THE BOARD OF EDUCATION, AND TO THE COMMUNITY THIS EVENING. THERE IS A LOT TO CELEBRATE ABOUT THIS YEAR. NORTHERN HIGH SCHOOL'S FOOTBALL CHAMPIONSHIP, HONEYTOWN HIGH SCHOOL'S TRACK TEAM, NJROTC AND THE LIST COULD GO ON AND ON. THIS HAS BEEN AN INCREDIBLY CHALLENGING SCHOOL YEAR AND IT'S IMPORTANT THAT WE REFLECT ON THOSE CHALLENGES. WE, AS PUBLIC SCHOOL EDUCATORS, ARE VERY CONCERNED BY THE DAILY BEHAVIORS WE ARE SEEING OCCUR IN OUR SCHOOLS, OUR CLASSROOMS, NEIGHBORHOODS AND ON SOCIAL MEDIA FROM BOTH CHILDREN AND ADULTS.

THE RHETORIC OF RACIALLY CHARGED LANGUAGE TOWARDS TEACHERS, SUBSTITUTES, AND OTHER SCHOOL STAFF, CHILDREN USING SOCIAL MEDIA TO BULLY OTHER CHILDREN, SEXTING, FIGHTING, VAPING, STAFF BEING BITTEN, PUNCHED, KICKED. IT'S TOO MUCH AND MORE THAN WHAT EDUCATORS SIGNED UP FOR WHEN THEY CHOSE THIS CAREER.

[02:05:04]

WE HAVE TO DO BETTER IN AND OUT OF OUR SCHOOL BUILDINGS.

THE HATEFUL RHETORIC WE SEE ON SOCIAL MEDIA IS SEEN, HEARD, AND REGURGITATED BY OUR CHILDREN. THE NONPART SEASON ISSUES WE WRESTLE WITH AS A SOCIETY FROM RACE TO CHOICE TO VIOLENCE ARE ECHOED IN THE HALLS OF OUR SCHOOL BUILDINGS BECAUSE HOW ADULTS CHOOSE TO POLITICIZE THE ISSUES IN A PARTISAN WAY. WE ARE ALL CULLABLE AND WE ARE ALL ACCOUNTABLE.

I WAKE UP READY EVERY DAY READY TO DO MY PART AND I HOPE THAT EACH OF YOU CAN MAKE EVERY EFFORT TO DO THE SAME.

THANK YOU. [APPLAUSE]

>> THANK YOU FOR YOUR COMMENT. >> DANA.

>> GOOD AFTERNOON. MY NAME IS DANA AND I'M A FIFTH GRADE TEACHER. FIRST I WOULD LIKE TO THANK THE BOARD OF EDUCATION FOR RECOGNIZING THE NEED FOR ADDITIONAL SCHOOL COUNSELLORS AT WENDY HILL AND BARSTOW.

WE LOOK FORWARD TO THE ADDITIONAL SUPPORT.

I'M HERE TO TALK ABOUT THE CHANGES IN BEHAVIORS AND ACTION FROM OUR FIFTH GRADERS THAT WE HAVE BEEN SEEING SINCE AUGUST 2021. WHILE MANY OF THESE OCCUR OUTSIDE OF THE BUILDING, THE AFTERMATH SPILLS OVER INTO OUR SCHOOLS AND AFFECTS PEER RELATIONSHIPS WITHIN OUR CLASSES AND GRADE LEVEL AS WELL AS INSTRUCTION LEA TIME.

I'M SPEAKING SPECIFICALLY ABOUT THE BEHAVIORS AND INCIDENTS THAT WE ARE SEEING AND HEARING ABOUT THAT INVOLVE FIFTH GRADE STUDENTS. THIS IS NOT ISOLATED THE WHES ONLY. YES, I REALIZE SOME OF THESE ARE HAPPENING OUTSIDE THE BUILDING BY THEY'RE AFFECTING SCHOOL CLIMATE WHICH LEADS TO LOSS OF INSTRUCTION WHEN THE TEACHER HAS TO INVESTIGATE. SOME OF THESE BEHAVIORS AND ACTIONS INCLUDE BULLYING VIA TEXT, VIDEO, AND SOCIAL MEDIA PLATFORMS, VAPING, TOBACCO AND MARIJUANA PRODUCTS ON THE MESSING, SEXTING, SENDING SCREEN SHOTS OF TEXTS AND PEACHERS, INAPPROPRIATE BEHAVIORS IN THE COMMUNITY SUCH AS FIGHTING, POSTING THREATENING VIDEOS ON SOCIAL MEDIA, GOING TO PEERS' HOUSES WITH THE INTENT TO ITIMIDATE SOMEONE.

I BELIEVE THAT YOU SHOULD ALSO BRING RECOMMENDATIONS FORWARD.

HERE ARE A FEW. FORM A WORKING COMMITTEE WITH FIFTH GRADE REPRESENTATIVES, TEACHERS AND ADMINISTRATORS FROM EACH SCHOOL. MEMBERS OF STUDENT SERVICES AND OUR SROS TO DISCUSS THE INCIDENTS WE ARE EXPERIENCING AND FORM PLANS ON HOW THEY CAN BE HANDLED.

WE NEED TO BE CONSISTENT ON THE OUTCOMES SINCE MANY MAY NOT BE PART OF THE STUDENT CODE OF CONDUCT AS THEY RELATE TO IN AND OUT OF SCHOOL OCCURRENCES. PROVIDE IN PERSON NIGHTS THROUGHOUT THE YEAR TO DISCUSS THE USE OF SOCIAL MEDIA FOR BULLYING AND PEER PRESSURE. WE RECEIVE NOTES, E-MAILS AND PHONE CALLS FROM FAMILIES TRYING TO GET HELP AND DON'T KNOW WHERE TO GO OR WHAT TO DO. CONTINUE MENTAL HEALTH AWARENESS EVENTS. I ATENTED THE VIRTUAL CALVERT COUNTY FAIR EARLIER THIS YORE AND FOUND IT VALUABLE.

ADD A VIRTUAL OPTIONS A WELL AND THIS WILL OPEN IT UP TO MORE FAMILIES. COMMUNITY MEDIATION OPPORTUNITIES CARNALITYLY OFFERED IN THE URRENTLY OFFERED IN THE COUNT, THIS WOULD ENABLE PARENTS AND FAMILIES TO WORK TOGETHER OUTSIDE OF SCHOOL AND POTENTIALLY THE COURT SYSTEMS. I'M CURRENTLY WORKING WITH THE COMMUNITY MEDIATION CENTER FOR CALVERT COUNTY FOR MORNING MEETINGS AND THEY OFFERED THIS TINT. IF WE SAY THESE ACTIONS AND BEHAVIORS THAT WE'RE SEEING ARE NORMAL IT'S ONLY A MATTER OF TIME BEFORE IT TRICKLES DOWN TO FOURTH, THIRD AND SECOND GRADE, ETC. [ALARM] WE NEED TO STOP BLAMING COVID AND GET TO THE

[02:10:01]

ROOT CAUSES NOW, THANK YOU. >> THANK YOU FOR YOUR COMMENT.

[APPLAUSE] >> ED SULLIVAN.

>> GOOD EVENING, BOARD. FIRST THING I WANT TO SAY AND I KNOW YOU CAN'T INTERACT WITH ME, BUT WE NEED TO TEACH THE PLUM POINT ELEMENTARY ART TEACHERS NOD TO DO THE STUDENT'S WORK I THINK, SO ANY WAY, GOT SOME SO THOSE ARE EXCELLENT.

ANYWAY, PARENT OF A GRADUATE OF THE CALVERT COUNTY PUBLIC SCHOOLS. MY WIFE AND I HAD THE PRIVILEGE OF TAKING IN A YOUNG MAN A COUPLE OF YEARS AGO FOR A COUPLE OF YEARS WITH THE CALVERT COUNTY PUBLIC SCHOOLS AND TOOK HIM TO PRACTICE AND MET HIM AT CALVERT COUNTY HIGH SCHOOL WHERE I WAS A FORMER COACH FOR A NUMBER OF YEARS AND MR. NUTTER I APPRECIATE WHAT YOU SAID ABOUT THE POTENTIAL DANGER OF ATHLETICS. I HOPE YOU WON'T TAKE THAT LIGHTLY. THAT'S IMPORTANT. REGARDING THE RESOLUTION OF LGBTQ+ STUDENTS. I APPLAUD THE RESOLUTION STATING THAT YOU'RE COMMITTED TO A LEARNING ENVIRONMENT THAT'S WELCOME TO ALL. THESE ARE EXCELLENT VALUES AND I APLOWED PLAUD YOU FOR THOSE VAL IT IS WRONG THAT THESE STUDENTS ARE BEING BULLIED AND THOSE GUILTY SHOULD BE DISCIPLINED HARSHLY JUST LIKE ANY OTHER BULLYING PERSON SHOULD BE PUNISHED APPROPRIATELY. TEACHERS WHO ARE PARTICIPATING IN THIS BULLYING, THEY SHOULD BE FIRED POINT-BLANK.

I DON'T KNOW IF THAT'S HAPPENING OR NOT.

I WOULD THINK AND HOPE THAT ALL CALVERT COUNTY RESIDENTS AGREE THAT LGBTQ PLUS STUDENTS SHOULD BE TAUGHT TO READ AND TAUGHT MATH. SOMEONE MENTIOED A BILLBOARD AT THE EARLIER PRESENTATION. THERE OUGHT TO BE NO PLACE FOR BILLBOARDS LIKE THAT IN CALVERT COUNTY.

JUST THOUGHT OF THAT. ALL OF THESE STUDENTS SHOULD BE LOVED. THEY ARE CREATED IN THE IMAGE OF GOD AS THE SCRIPTURE CLEARLY TEACHES AS WE HEARD A FEW MINUTES EARLIER. THEY'RE LOVED BY GOD AND WE OUGHT TO LOVE THEM TOO. PERIOD.

IF YOU'RE NOT LOVING THEM, I WOULD CHECK MY OWN HEART BUT THAT DOES NOT MEAN WE SHOULD AFFIRM THEIR FEELINGS OR THEIR BEHAVIOR. BECAUSE I CAN GUARANTEE YOU BASED OBJECT AUTHORITY OF THE WORD OF AUTHORITY N AUTHORITY T AUTHORITY OF THE WORD H AUTHORITY OF THE WORE AUTHORITY OF THE WORD OF GOD IT'S WRONG.

GOD LOVES US BUT HE DOES NOT CONDONE BEHAVIOR IN ANYONE, INCLUDING HETEROSEXUALS WHO ARE DEVIANT IN NATURE.

THANKFULLY THE LORD IS MERCIFUL AND IS WILLING TO HELP ANYONE WHO IS BULLIED, HARASSED, IF YOU'RE CONFUSED, GOD IS NOT THE AUTHOR OF CONFUSION. HE DOESN'T WANT YOU TO BE CONFUSED. MALE AND FEMALE WERE CREATED AND PL BLESSED BY GOD.

THERE'S NO SHAME IN BEING WHO YOU WERE.

[ALARM] THE WORLD DOES NOT REVOLVE AROUND MY FEELINGS NOR SHOULD IT. NOR SHOULD IT.

HAVE A GOOD NIGHT. >> THANK YOU FOR YOUR COMMENT.

[APPLAUSE] >> BRANDON TEMPLE.

>> GOOD EVENING. I'M DR. BRANDON TEMPLE.

I'M A RESIDENT OF CALVERT COUNTY AND A PARENT OF A HIGH SCHOOL STUDENT HERE. TONIGHT I APPEAL TO YOUR LOGIC, REASONING, AND COMMON SENSE AND I EARLY MORNING YOU TO RECONSIDERING THE LGBTQ+ RESOLUTION.

BIOLOGICAL MALES TRAIN TO COMPETE TO BECOME HIGHER PERFORMING ATHLETES THAN WOMEN FEMALES.

WE HAVE ALL SEEN THE CASES OF BIOLOGICAL MALES DOMINATING WOMEN'S SPORTS. THERE MAY NOT BE AT THIS TIME ANY TRANS-ATHLETES IN CALVERT COUNTY, HOWEVER, IT ONLY TAKES THREE. THREE TO TOTALLY WIPE OUT A PODIUM. THREE BIOLOGICAL MALES STANDING AT A PODIUM AT THE EXPENSE OF A BIOLOGICAL FEMALE WHO DIDN'T STAND A CHANCE. IN YOUR PURSUIT OF EQUALITY AND INCLUSION HERE, I HAVE OPENED THE DOOR TO FUTURE INEQUALITIES.

[02:15:03]

I GET IT. THE MPSSAA IS NOT ELECTED REPRESENTATIVES. YOU ARE ARE.

MPSSAA REGULATIONS ARE NOT LAWS. THEY ARE REGULATIONS.

I URGE YOU TO RECONSIDER THESE PORTIONS OR AMEND THE RESOLUTION TO INCLUDE THE PROCESS THAT MS. BALINSKI OUTLINED THAT WOULD BE IN USES OF FAIR PLAY. THANK YOU.

>> OF FAIR PLAY. THANK YOU.

>> THANK YOU FOR YOUR COMMENT. [APPLAUSE]

[2.08 Board Comments]

>> ONE MR >> NO MORE SPEAKERS.

>> WE'LL GO TO BOARD COMMENTS. >> I STOPPED MY SPEECH EARLIER BEFORE I GOT TO A FEW ISSUES THAT I WANTED TO ADDRESS JUST FOR TO KEEP IN MIND FOR THE UPCOMING YEAR THIS WILL BE THE LAST TIME I EVER GET TO SPEAK AT A BOARD OF EDUCATION MEETING SO I'M GOING TO LEAVE YOU WITH A FEW THINGS THAT HAVE BEEN ON MY MIND STARTING WITH SCHOOL SAFETY.

IN LIGHT OF RECENT EVENTS, I FORESEE SCHOOL SAFETY BEING A VERY LARGE TOPIC. PRECOVID SCHOOL SAFETY WAS ONE OF THE COMMON PROBLEMS DISCUSSED AT THE SCHOOL LEVEL, STUDENT GOVERNMENT AND BEYOND, ESPECIALLY AT THE STATE, BUT AFTER A YEAR OF VIRTUAL LEARNING AND A WORLD PANDEMIC, I FEEL LIKE IT'S BEEN SET ASIDE A LITTLE BIT MORE BUT IN LIGHT OF RECENT EVENTS, I BELIEVE THAT'S GOING TO BECOME A LOT BIGGER OF A DEAL AND I THINK IT'S SOMETHING THAT REALLY NEEDS TO BE ADDRESSED IN CALVERT COUNTY PUBLIC SCHOOLS.

AT THE MOMENT IN CCPS WE DON'T HAVE A SCHOOL RESOURCE OFFICER FOR EVERY SINGLE SCHOOL THAT IS PERMANENTLY THERE AND STAYED AT THAT SCHOOL. THIS IS A SERIOUS PROBLEM.

I THINK IT SHOULD BE CHANGED WITHIN THE COMING YEARS AND I UNDERSTAND THAT HIRING NEW PERSONNEL IS EXPENSIVE AND TIME CONSUMING BUT THESE ARE THINGS WE NEED TO OVERCOME AND PROVIDE A SAFE SCHOOL ENVIRONMENT. IN THE COMING SCHOOL YEAR AS WELL, SCHOOL SAFETY AND GETTING RESOURCES NECESSARY FOR KEEPING STUDENTS AND STAFF SAFE SHOULD BE PRIORITIZED.

I WOULD LIKE TO THANK THE BOARD OF EDUCATION FOR IMPROVING THE MENTAL HEALTH RESOURCES PROVIDED IN CALVERT COUNTY PUBLIC SCHOOLS BUT AT THE SAME TIME, THERE ARE SO MANY MORE THINGS LEFT TO BE DONE. WE'RE GOING TO HAVE AN INCRESSABLE LEADER AND IT'S UNFORTUNATE SHE WILL NOT HAVE A VOTE ON THE BOARD OF EDUCATION. IT'S ESSENTIAL THAT WE ADVOCATE PRE SMOB VOTING RIGHTS. THERE ARE COUNTLESS POSITIVES TO HAVE A COUNTING VOTE AND IF WE TRULY VALUE STUDENT OPINIONS LIKE I THINK WE ALL AGREE WE DO, IT SHOULD BE SOMETHING THAT WE ALL WORK FOR IN THE YEARS TO COME.

I WOULD LIKE TO THANK THE BOARD FOR BEING ACCEPTING AND WELCOMING TO THE STUDENT ON THE BOARD OF EDUCATION AND AS MY LAST THANK YOU, I WOULD LIKE TO THANK THE STUDENTS OF CALVERT COUNTY PUBLIC SCHOOLS, THE PEOPLE THAT ELECTED ME TO THIS POSITION, AND ENTRUSTED ME TO BE THEIR STUDENT REPRESENT I HAVE OF THE LAST YEAR. THANK YOU ALL SO MUCH, HAVE A GREAT DATE. [APPLAUSE]

>> THANK YOU, MR. KELLY. MR. WHITE?

>> I WOULD LIKE TO SAY CONGRATULATIONS TO THE BOY'S LACROSSE TEAM, THEY MADE IT TO THE CHAMPIONSHIP THIS SEASON.

CURRENTLY WE HAVE CALVERT GIRL'S BASEBALL IN THE CHAMPIONSHIP PLAYING FRIDAY AT THE UNIVERSITY OF MARYLAND COLLEGE PARK.

WE ALSO HAVE PETUXIN'S HIGH SCHOOL TEAM PLAYING ON SATURDAY AT 4:00 P.M. AT REGENCY FURNITURE STADIUM SO WE STILL HAVE A LOT OF KIDS WHO ARE DOING WELL.

CONGRATULATIONS TO ALL THE TEAMS AND COACHES AND THINGS LIKE THAT. LIKE HAYDEN SAID, WHAT HAPPENED ON TUESDAY REALLY AFFECTED ME. MAYBE NOT AS MUCH ON TUESDAY AS IT DID WEDNESDAY MORNING BECAUSE I HAVE A FIFTH GRADE DAUGHTER, SO AS I WAS PREPARING FOR THIS MEETING, I KNOW WE HAVE THE LGBTQ COMMUNITY AND A LOT OF THINGS WE WERE GOING TO TALK ABOUT, BUT TO ME, IT REALLY HIT HOME AS FAR AS SAFETY AND WE HAD

[02:20:01]

WE PROBABLY NEED TO GET SOMEONE IN HERE TO CHECK OUR SAFETY.

I KNOW THAT WE HAVE SCHOOL RESOURCE OFFICERS AND GREAT TEACHERS AND THINGS LIKE THAT, BUT WE DON'T KNOW WHAT WE DON'T KNOW AND IF YOU ASK A LOT OF THESE SCHOOLS, THEY WILL PROBABLY FEEL THE WAY THAT WE DO, THAT OUR SCHOOLS ARE SAFE, WE'RE OKAY, BY WE PROBABLY NEED SOMEONE FROM THE OUTSIDE TO COME IN TO REALLY SEE WHAT WE NEED TO DO AND WHEN WE TALK ABOUT MONEY, WHAT'S THE PRICE OF SAFETY FOR YOUR CHILD? THERE ARE A LOT OF THINGS WE CAN HAVE, BE ON SEPARATE SIDES OF THE AISLE ABOUT BUT SOME THINGS WE HAVE TO PUT ASIDE.

WHEN IT COMES TO OUR KIDS AND OUR KIDS' SAFETY, WE CAN'T LET POLITICS COME IN. AS FAR AS THE RESOLUTION EARLIER, I HAVE A DAUGHTER WHO IS AN ATHLETE.

I HAVE ABOUT 12 TEACHERS, COUNSEL EARS, PRINCIPALS, THAT I COMMUNICATE WITH ALL THE TIME AND I HAVE HEARD OUR BOARD MEMBERS SAY, THEY DON'T SAY ALL, THEY SAY EACH.

THAT REALLY RESINATES WITH ME BECAUSE IT'S FOR EACH STUDENT, NOT ALL THE STUDENTS BECAUSE EACH ONE OF THEM IS DIFFERENT.

MY THOUGHTS AND FEELINGS WHEN IT COMES TO THE RESIDENCE LICHEN AS FAR AS PEOPLE TENDOLUTION AS FA AS PEOPLE TEND TO FOCUS ON ONE PART. THERE COULD BE A WHOLE RESOLUTION TALKING ABOUT THINGS THAT ARE NEEDED BUT IF THERE'S ONE THING THAT SOMEONE DOESN'T AGREE WITH, THAT'S ALL THEY'RE GOING TO FOCUS ON, SO WE KIND OF HAVE TO GET BY THAT AND ESPECIALLY LIKE THEY SAID OVER AND OVER, WHEN IT'S COMING FROM THE STATE OR THE FEDERAL LEVEL, WHEN IT GETS TO US, WE'RE JUST BRINGING SOMETHING TO LIGHT THAT'S ALREADY THERE BECAUSE EVERYONE DOES NEED TO BE HEARD WHEN THEY HAVE THINGS THAT'S GOING ON. AS FAR AS EVERYTHING ELSE THAT IS TAKING PLACE, I DO THINK THAT WITH BULLYING AND THINGS LIKE THAT, WE GET THESE E-MAILS ALL THE TIME AND IT IS A SERIOUS PROBLEM ON THE MANY LEVELS. WE HAD THE CONVERSATION ABOUT THE CELL PHONES AT OUR LAST MEETING AND A LARGE PERCENTAGE OF THE PROBLEMS ARE COMING FROM CELL PHONES AND THE CELL PHONE USAGE AND THINGS LIKE THAT, FOR TEACHERS WHO HAVE TO SPEND HUNDREDS OF HOURS A YEAR ADDRESSING CELL PHONES.

THAT'S A SERIOUS ISSUE. I THINK THE COMPANY WHO CAME HERE EARLIER, CONGRATULATIONS TO ALL THE STUDENTS AND COACHES EARLIER THAT RECEIVED AWARDS, ANDTHE STUDENTS AND COACHES EARR THAT RECEIVEALL THE STUDENTS AN EARLIER THAT RECEIVED AWARDS,

AND THAT'S IT. >> THANK YOU MR. WHITE.

MR. NUTTER. >> PLEASE DON'T MISUNDERSTAND.

I'M NOT AGAINST THE LGBTQ RESOLUTION.

I FELT CONCERNED ABOUT YOU BEFORE SOMEONE PUT A PIECE OF PAPER IN MY FACE AND THAT'S THE POINT I WAS TRYING TO MAKE AND LET ME BACK UP AND TELL YOU, I HAVE 40 YEARS EXPERIENCE WORKING WITH KIDS, YOUNG ADULTS, MALE AND FEMALE.

I WON SO MANY HEAVYWEIGHT JUNIOR CHAMPIONSHIPS I CAN'T REMEMBER.

GOLD MEDALS IN KARATE, POWER LIFTING CHAMPIONSHIPS SO I CAN TELL YOU WHEN I WATCH PEOPLE DEVELOP, THAT'S BASED ON YEARS OF EXPERIENCE. I'M NOT A SCIENTIST OR A DOCTOR, I'M JUST TELLING YOU WHAT I HAVE EXPERIENCED.

THAT IS SCARY WHAT YOU'RE TELLING ME AND WHAT MAY BE HAPPENING IN OUR SCHOOLS, SHE'S NOT GOING TO TELL YOU UNTIL SHE HEARS IT EVERY DAY AND SHE PROBABLY DOES.

IS IT THE POINT THAT MAYBE TEACHERS ARE AFRAID THEMSELVES TO TAKE AN ACTION. THAT COULD BE.

GOD LOVES HIS CHILDREN, POOR CHILDREN AND TEACHERS AND EDUCATORS. AN AWFUL, AWFUL THING.

I WANT TO BRING UP -- I HAVE TO APOLOGIZE TO THE STUDENTS OF CALVERT. THERE WAS A TIME WHEN I NEVER MISSED ANYTHING IN CALVERT. NEVER.

IF IT WAS SENIOR AWARDS, JUNIOR AWARDS, ELEMENTARY, NJROTC, I WENT TO EVERYTHING, INCLUDING WHEN THEY NEEDED AN EXTRA GRANDPARENT FOR GRANDPARENT DAY. I SAID I'M HERE.

[02:25:01]

THERE'S BEEN A REQUEST BY ONE STUDENT TO WEAR A RIBBON SHE WAS AWARDED. I DON'T THINK THERE'S A SCHOOL POLICY AGAINST IT, BUT I THINK THESE SCHOOLS LIKE TO STAY IN A STANDARD MODE. WHAT ARE THEY CALLED?

>> CORDS. >> YEAH, THEY REPRESENT DIFFERENT SCHOOL THINGS, THINGS THAT THEY HAVE DONE IN SCHOOL SO TO WEAR A DIFFERENT COLOR. IT'S NOT STANDARD THROUGHOUT THE SCHOOLS. THEY PROPEL WOULDN'T KNOW WHAT YOU WERE WEARING BUT IF THEY TOLD YOU WHAT IN THE TO WEAR IT, TAKE IT OFF. I UNDERSTAND AND I DISCUSSED IT WITH THE PARENTS AND IS SUPERINTENDENT COMING IN TO SEE IF MAYBE THAT CAN CHANGE DOWN THE LINE.

MAYBE IT WILL, MAYBE IT WON'T. I'M SURE I'M LEAVING SOMETHING OUT. OH.

MY USUAL. I HAVE TO MAKE A MOTION.

I LOWEDERED IT TO 15 SPEAKERS ONE TIME SO I MATH AS WELL TAKE IT BACK UP TO WHERE I STARTED. I WILL MAKEIME SO I MIGHT AS WE BACK UP TO WHERE I STARTED. I WILL MAKE A MOTION THAT WE INCREASE THE NUMBER OF SPEAKERS SO THEY CAN ALL BE HEARD.

IF YOU OPPOSE, SAY OPPOSE. I WILL MAKE A MOTION.

>> SECOND. >> HOME SPEAKERS DID WE HAVE

TONIGHT? >> EIGHT.

>> THANK YOU, ANY OTHER DISCUSSION?

ALL IN FAVOR? >> AYE.

>> AYE. >> TWO? ALL OPPOSE. AYE.

>> AYE. MOTION FAILS 2-3.

>> I'M GETTINGB TOE TOG TOG TO PERSONALLY.

>> MS. BALINSKI. >> I WOULD ALSO LIKE TO CONGRATULATE THOSE CELEBRATED TONIGHT IN SPORTS AND ACADEMIA AND FINE ARTS. IT'S VERY REWARDING TO SEE IN FRONT OF US EVERY TWO WEEKS. I WOULD ALSO LIKE, AGAIN, TO THANK HAYDEN AND I WISH YOU THE BEST AND WE WILL BE SEEING YOU AROUND SO PLEASE MAKE SURE YOU STOP IN AND KEEP US UP ON HOW YOU'RE DOING. UNFORTUNATELY, I'M GOING TO BE AWAY FOR THE LAST MONTH OF DR. CURRY'S TENURE HERE IN CALVERT COUNTY. MY DAUGHTER IS GIVING US OUR FIRST GRANDBABY VERY SOON. [APPLAUSE] WILD HORSES COULD NOT KEEP ME AWAY FROM FLORIDA AT THIS POINT SO I WILL BE DOWN THERE WHEN OUR MEETING IS IN BUT YOU KNOW ME IN E-MAIL. I WILL ALWAYS EXPRESS MY OPINION. THANK EVERYONE FOR THEIR COMMENTS. THIS, AGAIN, IT IS ANOTHER AREA THAT IS DIFFICULT. IT'S DIFFICULT AND I THINK THIS AREA IS GRAY BUT OVERALL I WANT TO MAKE SURE OUR COMMUNITY FEELS

VALUE BECAUSE THEY ARE. >> THANK YOU MS. BALINSKI.

[02:30:11]

MS. CLAGGETT? >> I WANT TO SAY CONGRATULATIONS TO ALL THE ATHLETES WHO HAVE DONE THEIR BEST THIS YEAR AND THE JUNIORS BECOMING SENIORS, WEAR YOUR CLASS OF 2023 T-SHIRTS WITH PRIDE. YOU WILL CARRY US NEXT YEAR.

AS WE BEGIN TO WORK WITH OUR NEW SUPERINTENDENT WHO WILL BE COMING ON BOARD ON JULY FIRST, DR. TOIWNSIL, I WILL BE WORKING ALONGSIDE THIS BOARD TO MAKE SURE DR. TOWNSIL PUTS FORWARD POLICIES AND PATROLS AND TO THE GENTLEMAN WHO MENTIONED THE MPSSAA REQUIREMENTS, THEY ARE VERY GOOD RECOMMENDATIONS FROM MPSSAA IN MY OPINION AND I WILL BE WORKING WITH MY BOARD TO ENSURE THAT THE NEW SUPERINTENDENT DEVELOPS WHAT MPSSAA IS RECOMMENDING AS FAR AS THE APPEAL REVIEW COMMITTEE INTO PROCEDURES AND PROCESSES SO THERE'S TRANSPARENCY FOR THE

COMMUNITY OF CCPS. >> THANK YOU, MS. CLAGGETT.

>> MR. KELLY, THANK YOU SO VERY MUCH, AGAIN, FOR YOUR SERVICE.

YOU HAVE BEEN AN INVALUABLE BOARD MEMBER AND WE DO APPRECIATE AND VALUE YOUR JUDGMENT, YOUR THOUGHTFULNESS THAT YOU HAVE DISPLAYED AND ADDED AND YOU DEFINITELY CONTRIBUTING TO A LOT OF DISCUSSION AND FOR THAT I'M THANKFUL FOR THAT AND GOOD LICK TO YOU.

THE ONLY THING I WANT TO ADD IS IN TERMS OF WHAT YOU FOLK ABOUT ABOUT SCHOOL SAFETY AND YOU TALKED ABOUT SCHOOL SAFETY.

CCPS HAS INVESTED A TREMENDOUS AMOUNT OF MONEY IN THAT PROGRAM TO FORTIFY AND ENHANCE THE SAFETY AT OUR DISTRICT.

I KNOW WITH HAD A BRIEFING AND UPDATE ON SOME OF THOSE IMPROVEMENTS AND I THINK IT'S PROBABLY A GOOD TIME NOW TO BRIEF THE BOARD AND THE COMMUNITY ON THE CHANGES SINCE THAT LAST SUBMISSION SO I WOULD LIKE TO ASK DR. CURRY IF IN YOUR SUPERINTENDENT'S REPORT NEXT MEETING TO DESCRIBE SOME OF THE PROJECTS AND THEIR STATUSES ON THINGS LIKE THE GROUNDS, LANDSCAPING AND THE DOORS, LOCKS ON THE DOORS, THE VEST BILE IMPROVEMENTS TO PREVENT PEOPLE FROM JUST WALKING INTO OUR BUILDINGS. SO I WOULD LIKE TO ASK THAT YOU ADDRESS THAT IN YOUR NEXT SUPERINTENDENT REPORT.

ANY OTHER

* This transcript was compiled from uncorrected Closed Captioning.