W tabled this discussion until next month once all interim and MOY assessments are finished.

1. Teachers that have left recently - how is that impacting the culture of teaching/learning?
   1. DM - is back to supporting 1st grade now that she’s out of the classroom; slow gradual release with new K teacher
   2. YB - going ok; new teacher is covering one unit; Dr. Babb expected to take a “hit” in upper loop ELA/Math; all teachers there are new to grade and to subject; 3rd grade teacher - how can we revamp her schedule to add all the new 
   3. JT - operational side; slows other processes down; ripple effect such as payroll, smartboard, etc
      1. We get over one hurdle then something else comes
      2. Another resignation; SETSS teacher; very high mandate load
   4. OB - covering for two months;yesterday was the first day of clubs and first time the quality of what she does is sacrificed; new art teacher has started;  she’s been in the classroom; she felt spread very thin; couldn’t even check her emails; closing conceptual gaps for students
   5. DD - any exit interview data? What are the trends?
      1. JT - last few have opted for no exit interview; regardless if they were let go
      2. DD - can we think of an entry interview like 30 or 60 days, 6months, etc?  Maybe 90 days
         1. Internships with preservice teachers
      3. Are there emergent leaders that can be given some of the work?
         1. OB - has leaned on Ayana Jones but also spread thin; how do we not impact their morale too?
      4. We are down 2 teachers - 4th grade math; SETTS teachers; we only have 1 lower loop and 1 upper loop TA; we could benefit from having more TAs; also down 1 in Operations and one in Counselors (leave, medical, fired teachers, etc)
2. Data analysis
   1. Starting to use PEAR deck assessment (Gr 3-5); simulates computer-based assessments
3. Next Meeting
   1. Feb 10