Rachel presented the revised enrollment policy to the committee. The committee reviewed and discussed the revisions, focusing on the enrollment table and projected number of students at each grade level. The committee discussed the assumptions around attrition and how we may need to adjust based on actual attrition. Rachel explained that this policy needs to be presented  the board at the upcoming meeting for their approval so we can return to DESE for approval and implement the school's recruitment plan for school year 2021-2022.

Tom shared the phases of an organization for illustrative purposes in explaining the maturity model. He presented the various phases of start up, stabilizing, growing, maturity, optimizing to build a common understanding of what he means by a maturity model. Tom led the committee in thinking about how the primary characteristics we were looking for in a board member during our start up are different than the needs we have now. As the organization has grown our thinking about what we need for expertise, skills and experiences of potential trustees has changed and evolved. A maturing organization now, we are looking to add diversity and make our board more reflective of our community. We are explicitly stating diversity goals and making moves to open board seats to help us to accomplish these goals. We are now thinking about how to improve board education, formalize onboarding and development of board members, create modules to allow this to be self-directed for new trustees. 

Tom invited questions and feedback from the committee. David clarified that this model applies to just the board and not the organization and program within it. Tom explained further that the organization could have multiple maturity models for its financial models and educational program. Rachel shared that it all makes sense and Tom did a great job at capturing where we have been in the descriptors of each phase and that some of it was built sooner because of the nature of our being a public agency with compliance and accountability requirements that were clear form the start. Aaron shared that he things it is terrific and that we are still growing with the high school so in some ways overlap multiple phases. 

Tom explained that having this model is a way for us to tell our story, to attract new board members and engage external stakeholders and funders. This may also be a good thing to share with staff, knowing the board is focused on the future and on skill sets and has a clear vision for where it is going could be something staff appreciate knowing. Rachel asked the committee which phase each would place us in and all agreed we are somewhere between growing and maturing.