Laura Risheill

The Work Session featured several key presentations and discussions. The first agenda item involved a request for approval to charge a $25 fee for the Stetson Elementary school choir, covering costs for t-shirts, sheet music, and supplies. A significant portion of the meeting was dedicated to an update from Sand Creek High School regarding their Teacher Leaders and the implementation of the "One Size Fits One" personalized learning initiative, which incorporates blended learning components to customize pace and path for students. Teacher leaders presented updates on specialized programs including Freshman Academy, School of Business pathways (aimed at workforce entry and further education), School of Design pathways (covering manufacturing, IT/computer technician certifications, software engineering, arts, and engineering technology), and the focus on IB Diploma progression over AP courses. Updates on the Freshman Academy also detailed efforts to create a nurturing, collaborative community through monthly events, staff collaboration, and parent/student engagement regarding the new personalized learning models.

The work session focused on several items including performance reporting and purchased services provided to schools, specifically special education services, in negotiation with the Institute of Science and Technology. Discussion occurred regarding the agreement framework and pending resolution approval at the next board meeting. A significant portion of the meeting addressed the conversion of an existing administrative position to a higher-level, full-year Program Manager position to handle increased responsibilities related to high-profile CTE reports, reimbursement submissions (which range from $350,000 to $1,000,000 annually), and alumni tracking. Waivers to the State Board of Education were also presented, which are similar to previously approved waivers for Mountain Classical Academies. Additionally, the board discussed the job description for a Child Find Coordinator, an existing position with IDE A obligations for identifying students aged six weeks to 21 years, and the need for a new Early Childhood Specialist position to support child find activities, evaluations before age three, and potentially substitute for certified preschool teachers when necessary.

The Falcon Zone's 'Empower FZ' initiative outlines a modern curriculum plan focused on personalized learning, emphasizing engaging environments, enhanced opportunities, and elevated instruction. It prioritizes learner voice and choice, enabling flexible learning experiences in terms of time, pace, path, and place. The plan details how teacher teams review Colorado academic standards, map K-12 learning progression, and develop proficiency scales. This curriculum content is managed digitally through an Empower FC learning plan generator and resource bank, ensuring a guaranteed and viable curriculum with annual reviews to maintain relevance and rigor for student success.

The meeting focused heavily on setting early parameters for the 2018-2019 budget, specifically regarding Educational Support Personnel (ESP) compensation. Discussions detailed the structure of the ESP pay schedule, including compressed steps and the number of employees affected by minimum wage increases scheduled for January 1, 2019, and projected for January 1, 2020. The administration presented boundaries for necessary adjustments, noting that a full ripple effect across the schedule would be financially prohibitive, requiring a middle-ground solution. Furthermore, the session covered proposed changes to extra and co-curricular programs (formerly Schedule B) to create separate, objective salary schedules for athletics and other activities/clubs, aiming to increase consistency, reduce risk through adherence to schedules, and better align pay with duties and hours worked.

The Work Session featured a presentation from the Co-Directors of Facilities requesting two new positions, one for grounds maintenance and one for building maintenance, citing current personnel shortages leading to grounds maintenance issues, city non-compliance risks, and excessive workload metrics compared to peers. They detailed that the grounds department covers approximately 382 acres at 21 sites. The maintenance team is facing an increasing workload, estimating an addition of 110 work orders and 280 labor hours next year, which is impacting the percentage of corrective maintenance completed within seven days. The discussion also covered the funding implications for these positions for the 2019-2020 budget year, contingent on finding unutilized existing funds. Separately, the Director of Human Resources and the Principal of Horizon Middle School provided an update on the pilot program initiated in December with TAG Education, a third-party supplier for substitute/guest teachers. Feedback indicated generally positive experiences regarding job fill rates (with only one job remaining unfilled since the pilot began) and sub quality, though issues with subcontractor payment, technical integration (especially regarding time tracking and payroll communication), and the current limit on job distribution to non-favorite subs were noted. The intention is to aggressively evaluate how TAG will integrate into the district's guest teacher supply moving forward, with plans to potentially onboard Springs Ranch Elementary next.