The Land Acknowledgement statement  was read by the Board Secretary, Adrienne Mason.

We humbly acknowledge that Rooted School Vancouver stands on the ancestral lands

of the Indigenous peoples of this region. We recognize and honor the historic and

continued presence of the Cowlitz, Chinook, Klickitat, Yakama, Grand Ronde, Wasco,

and Wishram peoples.

We acknowledge the trauma and injustice inflicted upon Indigenous communities

through centuries of colonization, displacement, and assimilation efforts. As we seek

to create a safe and inclusive learning environment for all students, we commit to

learning from and partnering with Indigenous communities to promote healing and

equity.

We also recognize the invaluable contributions and knowledge of Indigenous peoples

to our shared history, culture, and identity. We are committed to integrating Indigenous

perspectives and knowledge into our curriculum and ensuring that the voices and

experiences of Indigenous students are heard and valued in our school community.

Community members Annegret Nautsch and Anna Johnson from WCSD introduced by Toby Martin, Board President.

• There was no public comment during this meeting.

Our Public Comment period is for members of the public to address the board. Each member of the public may sign up to comment at the meeting and will be allotted three - five minutes. The board will listen, but may not directly respond to any comments. 

Please do not use specific student, teacher or administrator names in your comments as our meetings are open to the public and public record, and we must adhere to FERPA - Family Educational Rights and Privacy Act. As such, if your comment is about a private matter, please contact the board via email, or speak to the board chair privately.

• Annegret Nautsch and Anna Johnson from WCSD provided an overview that included construction and planning.

• Corey Baron provided a thorough update on the budget and financials.
• There was discussion about equipment and supplies.
• We are currently awaiting a final state revenue number.

• A thorough pre-opening report was delivered by Steven Carney and Sandra Yokley.

Steven Carney and Sandra Yokley provided a staff and student recruitment update.

Additionally, a SchoolMint Engage and Connect Dashboard was presented to view

live student engagement data.

Jonathan Johnson drafted and submitted grant applications to the Community Foundation and Cowlitz Foundation. 

Grant Award:   We are pleased to announce that Rooted School Vancouver has been awarded a $25,000 grant from the Firstenburg Foundation last week. These awards will undoubtedly help us further our mission.

The Rooted School Foundation report was presented by Jonathan Johnson.

• Jonathan covered a number of fund requests that are in progress.
• The full report can be found attached to this document.

Background:

This policy is designed to establish an educational environment free from discrimination,

including sexual harassment and extends to all students and activities. It defines

sexual harassment, the creation of a hostile environment, and the legal scope. The policy outlines procedures for reporting, investigating, and resolving sexual harassment complaints, as well as disciplinary measures for engaging in sexual harassment, retaliation, and false allegations.

This procedure aims to prevent and address sexual harassment within the school

environment. It outlines the definition of sexual harassment and explains the processes for reporting, investigating, and resolving complaints. 

The procedure emphasizes appropriate discipline and sanctions for offenders, protection against retaliation, and consequences for false allegations. It also includes the dissemination and review of the policy, as well as age-appropriate education and training for staff, students,

parents, and volunteers. 

Relevant cross-references and legal references are provided.

Background:

This policy is designed to establish an educational environment free from discrimination,

including sexual harassment and extends to all students and activities. It defines

sexual harassment, the creation of a hostile environment, and the legal scope. The policy outlines procedures for reporting, investigating, and resolving sexual harassment complaints, as well as disciplinary measures for engaging in sexual harassment, retaliation, and false allegations. 

This policy emphasizes the dissemination and review of the policy and annual reporting to the board. Relevant cross-references and legal references are provided.

This procedure aims to prevent and address sexual harassment within the school environment. It outlines the definition of sexual harassment and explains the process for reporting, investigating, and resolving complaints. The procedure emphasizes appropriate discipline and sanctions for offenders, protection against retaliation, and consequences for false allegations. It also includes the dissemination and review of the policy, as well as age-appropriate education and training for staff, students, parents, and volunteers. Relevant cross-references and legal references are provided.

Key Points:

• Aim to keep students in class and maximize engagement with restorative interventions when possible.
• Engage with families and community and strive to understand and be responsive to cultural context.
• Administer corrective action fairly, equitably, and with due process.
• Provide educational services to students during suspension or expulsion and facilitate their successful reentry into the classroom.
• Ensure a safe environment for all students and school employees.
• Involve school personnel, students, parents, and community in data review and policy development.
• Distribute policies and procedures to families, community, and school personnel.

Background:

This policy is designed to manage complaints related to staff or programs in a constructive manner, while maintaining the board's trust in its staff and programs. Complaints received will be directed to the Executive Director for investigation, who will develop procedures to handle such matters. Issues related to instructional materials should follow Policy 2020. This policy adheres to legal references, including RCW 28A.405.300 and Chapter 42.30 RCW Open Public Meetings Act.

This procedure emphasizes resolving complaints through informal discussions and conferences, using restorative justice principles. If unresolved, the community member files a written complaint with the Executive Director, who involves the DOO and other relevant parties. The Executive Director then attempts to resolve the matter through conferences. 

If still unresolved, the issue is presented to the board. Formal board actions must take place in an open meeting, and if a staff member's contract status may be adversely affected, they will receive written notice of their rights to a hearing.

Background:

This policy is designed to ensure that Rooted School Vancouver's board, staff, and community maintain a high-trust environment and legal compliance by preventing conflicts of interest. No employee may engage in activities conflicting with their duties or have a direct financial interest in such activities. The policy outlines specific situations where conflicts may arise and requires written permission from the Executive Director/designee or school leader in certain cases. Exceptions are allowed for the use of public resources of very little financial value with supervisor consent. 

This policy adheres to legal references, including RCW 28A.400.332 and WAC 181-87-090.

This policy emphasizes the importance of resolving conflicts within the school community by empowering the leadership team to define a fair and equitable process for addressing issues. All community members must use the approved process, and if the complaint remains unresolved or involves the Executive Director, the aggrieved person may file a written complaint with the board chair.

This procedure outlines a three-step process for resolving written complaints filed by staff members:

1. Step One: The staff member presents a written complaint to their immediate supervisor within 15 calendar days of the incident, detailing the facts, policy/procedure violations, and desired solution. If unresolved, the complaint may be appealed to the Executive Director/designee within 10 calendar days.
2. Step Two: The Executive Director/designee meets with the staff member(s) within 10 calendar days of receiving the appeal, and renders a decision within another 10 calendar days. If unresolved, the complaint may be appealed to the board within 10 calendar days.
3. Step Three: The board holds a hearing and presents its decision within 15 calendar days of the hearing. The board's decision is considered final.

A request was made by Steven Carney to terminate the PowerSchool contract. This will require additional discussion prior to a vote to terminate the contract.