Sheryl Houston

This document outlines strategic priority areas for Salt River Schools, developed through ongoing stakeholder engagement and discussions. The plan focuses on four main pillars: Culture & Language, Safety & Program Access, Professional Development, and Engagement. Key objectives include increasing collaboration with cultural resources, ensuring safe environments, improving student attendance and financial literacy, developing robust professional growth opportunities for staff, and enhancing transparent communication and equitable relationships with all stakeholders. The overall vision is to foster an educational environment that supports future generations.

The meeting agenda is structured around strategic conversations where participants will engage in small group discussions focused on developing solutions to specific stakeholder topics, rotating every 10 minutes. Key priority areas identified for discussion include Culture & Language, Professional Development, Engagement, and Safety & Program Access. Specific goals for Culture & Language involve increasing collaboration with the SRPMIC Cultural Resources Department and developing curriculum. Professional Development discussions center on staff training related to student discipline processes aligned with laws and improving data analysis for school improvement plans. Engagement goals focus on improving communication transparency and developing an equitable, relationship-driven engagement process. Safety and Program Access discussions address creating a Salt River Schools Reunification Plan, training on response protocols, assessing security needs, and improving financial literacy and tribal scholarship promotions for K-12 students.

The Education Board approved the classified salary schedule for the 2025/2026 school year.

The document outlines the substitute salary schedule for the 2025/2026 school year. It details pay rates for various categories of substitutes, including those with and without Substitute Teacher Certification, as well as those with Full Arizona Teaching Certification. Incentives are provided for substitutes who work a certain number of full days or accept long-term assignments.

The agenda included an opening and blessing, review and approval of the agenda, and a call to the public. The board moved to an executive session for information and discussion regarding the evaluation of the Superintendent/Director. Following the executive session, the board considered possible action authorizing Human Resources and/or the Board Chair to act regarding the evaluation for the Superintendent/Director. The meeting also included items for future consideration.