Rachel informed the group about upcoming revisions to the student and family handbook, particularly related to Title 9 policy changes. She mentioned that due to federal changes in Title 9 laws, they needed to revise grievance procedures and were purchasing software for investigations. Additionally, she discussed tightening high school policies regarding food delivery, attendance protocols, and cell phone usage. The new handbook for students who will be taking classes at the STCC campus was also mentioned as forthcoming.

The discussion revolved around revising the cell phone policy for high school students. It was noted that there had been issues with excessive use of phones by students during school hours leading to distractions in class. As a result, it was decided that cell phones would be collected at the start of the day and returned at the end of it.

Vote delayed until next month. 

Rachel provides an update on fundraising efforts stating that they raised $47,983 from individual private donors against their goal of $50,000 through two appeal letters sent to 30 donors including eight trustees.

Ann shares details about an employee wage complaint regarding FMLA maternity leave benefits which were investigated by Rachel in collaboration with legal counsel resulting in no underpayment but rather overpayment due to misunderstanding by the employee who chose not to return.

Rachel expressed confidence in the organization's handling of employee complaints, citing a history of successful resolutions and minimal grievances. She highlighted the need for formal commitments and signatures to provide psychological reassurance to employees, emphasizing the importance of clear documentation for succession planning. Additionally, she discussed concerns about an increase in baseless claims and frustration with legal processes that lead to unnecessary resource allocation.

Matt questioned whether emailing Ann was part of the standard escalation process or an attempt to escalate matters further. The discussion revolved around why certain steps were bypassed in this particular case.

Rachel explained how a former employee contested being overpaid after resigning earlier than planned. Lynne addressed the issue by informing her that she had been overpaid without providing detailed explanations, leading to further discontent from the ex-employee.

The team deliberated on their decision not to pursue recovery for overpayments due to its lack of feasibility despite a complaint being filed initially. They emphasized their solid response outlining how the ex-employee had been overpaid and discussed potential legal implications if pursued further.

Ann commended Robbie's progress on completing Rachel's evaluation and finalizing the CEO letter for review at an upcoming meeting in August. She also proposed scheduling an executive committee meeting involving key members including Matt, Marie, Robbie, herself (Ann), as well as others involved in reviewing salary information before presenting it at said August meeting.

Rachel provided an update on the ongoing audit process, highlighting positive financial results and surplus for the fiscal year. She mentioned upcoming meetings where auditors would present detailed reports to ensure transparency. Additionally, she discussed capital investments in school infrastructure projects such as window upgrades at middle school.

The meeting agenda included discussions about July financials showing positive trends partially as a result of reduced spending. Furthermore, updates were given regarding van purchases along with plans for engaging auditors during September's finance committee meeting.

Rachel addressed concerns about enrollment levels for fifth grade and eleventh grade students, noting that efforts were being made to manage under-enrollment challenges through strategic planning and community engagement initiatives. She emphasized ongoing recruitment efforts while expressing potential considerations for future grade level configurations based on demand.

Rachel discussed the challenges with enrollment, particularly in fifth grade, due to a decrease in demand despite an increase in cohort size. She mentioned that the school typically received around 150 applications for 81 seats when it started but is now struggling to fill 105 seats. The pandemic years also contributed to unusual enrollment patterns. Rachel expressed concerns about managing this issue and suggested potential changes in the future if strategies do not yield positive results.

Rachel highlighted efforts to utilize social media for outreach, indicating that they have significantly improved their social media presence over the past year. However, she noted that there may not be enough demand for fifth grade despite these efforts.

Rachel proposed targeted recruitment of tenth graders who meet specific criteria as a potential solution to address enrollment challenges. She explained that enrolling tenth graders could help offset any potential decrease in fifth-grade enrollments and emphasized the need for eligible candidates who can seamlessly integrate into their program.

Matt suggested leveraging current students by encouraging them to invite friends who meet admission criteria as a means of increasing applications and potentially addressing enrollment challenges.

Ann informed the group about technical difficulties leading to postponement of an investment subcommittee meeting with Steve due to issues with Zoom links during Niki's absence on vacation.

Matt provided an update on progress related to revising the investment policy statement and allocation decisions made within equities while acknowledging ongoing work regarding prohibited investments raised by Lynn which requires further clarification from state authorities.

Ann and Rachel discussed the draft form of strategic priorities, focusing on oversight and monitoring progress towards learning goals, board engagement and participation for sustaining a mission-driven culture, and succession planning for key leadership positions. Rachel suggested including teacher compensation under an umbrella priority of recruiting and retaining top talent. Matt emphasized the importance of leadership organization in retaining best people for long-term benefits.

The discussion expanded into recruitment strategies with considerations about competitive salaries compared to other educational institutions. There was an emphasis on being at least competitive with other charter schools while aiming to be on par with district standards as a minimum goal.

Matt emphasized the importance of maintaining aspirations to be the best in academic achievement and suggested focusing on recruitment and sustainability of talent. Ann proposed adding a board sub-bullet for developing leadership succession. The group agreed to revisit this topic periodically.