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MINUTES

NOVEMBER 11, 2010 System Oversight


Meeting - 1
Sasscer Administration Building
14201 School Lane, Room 121
Upper Marlboro, MD 20772

The Board met in Open Session at 1:10 p.m.


Board Members Present: Administration/Staff Present:
Verjeana M. Jacobs, Esq. (Chair) Dr. William Hite
Dr. Ron L. Watson (Vice-Chair) (arrived @ 2:38 p.m.) Dr. Bonita Coleman-Potter
Mrs. Donna Hathaway Beck Mr. Matthew Stanski
Ms. Patricia Fletcher Dr. A. Duane Arbogast
Mrs. Heather Iliff (arrived @ 1:15 p.m.) Mr. Wesley Watts
Mr. R. Owen Johnson, Jr. Ms. Synthia Shilling
Ms. Rosalind A. Johnson Ms. Karyn Lynch
Ms. Amber Waller Ms. Lisa Price
Roger Thomas, Esq.
Board Members Not Present:
Mr. Jonathan Harris, II (Student Member) Board Counsel Not Present:
Abbey Hairston, Esq.

Board Staff Present:


Ms. Shani Jackson

1.0 ORAL ARGUMENTS NONE

1.1 Oral Arguments None

2.0 MOTION TO MEET IN EXECUTIVE SESSION 11:00 A.M.

RESOLUTION # 1196-11

2.1 Motion to Meet in Executive Session 11:00 A.M.


It was moved by Patricia Fletcher, and seconded by Donna H Beck that upon motion properly recorded
and adopted, that the Board of Education of Prince Georges County meet in Closed Session at 11:10
a.m. on Thursday, November 11, 2010, pursuant to Section 10-508, State Government Article,
Annotated Code of Maryland, to address the following items:

STATUTORY AUTHORITY TO CLOSE SESSION


State Government Article 10-508(a):

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NOVEMBER 11, 2010 System Oversight
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(1)

[X] (i) The appointment, employment, assignment, promotion, discipline,


demotion, compensation, removal, resignation, or performance
evaluation of appointees, employees, or officials over whom it has
jurisdiction; or

[x] (ii) A personnel matter that affects one or more specific individuals.

(2) [ ] To protect the privacy or reputation of individuals with respect to a matter that
is not related to public business.

(3) [ ] To consider the acquisition of real property for a public purpose and matters
directly related thereto.

(4) [ ] To consider a preliminary matter that concerns the proposal for a business or
industrial organization to locate, expand, or remain in the State.

(5) [ ] To consider the investment of public funds.

(6) [ ] To consider the marketing of public securities.

(7) [X] To consult with counsel to obtain legal advice on a legal matter.

(8) [ ] To consult with staff, consultants, or other individuals about pending or


potential litigation.

(9) [ ] To conduct collective bargaining negotiations or consider matters that


relate to the negotiations.

(10) [ ] To discuss public security, if the public body determines that public
discussions would constitute a risk to the public or public security,
including:
(i) the deployment of fire and police services and staff; and
(i) the development and implementation of emergency plans.

(11) [ ] To prepare, administer or grade a scholastic, licensing, or qualifying


examination.

(12) [ ] To conduct or discuss an investigative proceeding on actual or possible


criminal conduct.

(13) [ ] To comply with a specific constitutional, statutory, or judicially imposed


requirement that prevents public disclosures of a particular proceeding

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NOVEMBER 11, 2010 System Oversight
Meeting - 3
or matter.

(14) [ ] Before a contract is awarded or bids are opened, discuss a matter directly
related to a negotiation strategy or the contents of a bid or proposal, if
public discussion or disclosure would adversely impact the ability of the
public body to participate in the competitive bidding or proposal process.

[ ] The Board may also discuss matters that fall within the Administrative Functions Category of the Open
Meetings Act.

[ ] The Board will carry out quasi-judicial functions by deciding Student Appeal matters.

TOPICS TO BE DISCUSSED

1. Personnel Matters
2. Administrative Appointments
3. Administrative Transfer
4. Acting/Interim Appointment
5. Resignation & Termination Report
6. Legal Matters

The result of the vote to close the meeting was unanimous:


Voting aye: Donna H Beck, Patricia Fletcher, Rosalind Johnson, Amber Waller, and Verjeana Jacobs.
Not present at time of vote: R. Owen Johnson, Heather Iliff, Jonathan Harris, II, and Ron L. Watson.
Board Counsel not present: Abbey Hairston, Esq.

3.0 PUBLIC SESSION

3.1 Board Prayer and Pledge of Allegiance


The Board Prayer and Pledge of Allegiance was led by R. Owen Johnson.

3.2 Roll Call


The following Members were present during roll call: Donna H Beck, Patricia Fletcher, R. Owen
Johnson, Rosalind Johnson, Amber Waller, and Verjeana Jacobs. Not Present: Heather Iliff, Jonathan
Harris, II, and Ron L. Watson.

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3.3 Adoption of the Agenda

RESOLUTION # 1197-11

It was moved by R. Owen Johnson, and seconded by Amber Waller that the Prince George's County
Board of Education hereby agrees to adopt the November 11, 2010 System Oversight Meeting Agenda
as amended.

The result of the vote was unanimous:


Voting aye: Donna H Beck, Patricia Fletcher, R. Owen Johnson, Rosalind Johnson, Amber Waller, and
Verjeana Jacobs. Not present at time of vote: Heather Iliff, Jonathan Harris, II, and Ron L. Watson.

3.4 Approval of Minutes

RESOLUTION # 1198-11

It was moved by Patricia Fletcher, and seconded by Donna H Beck that the Prince George's County
Board of Education hereby agrees to approve the September 20, 2010 System Oversight Meeting
minutes.

The result of the vote was unanimous:


Voting aye: Donna H Beck, Patricia Fletcher, R. Owen Johnson, Rosalind Johnson, Amber Waller, and
Verjeana Jacobs. Not present at time of vote: Heather Iliff, Jonathan Harris, II, and Ron L. Watson.

4.0 LEGISLATIVE UPDATE - NONE

4.1 Legislative Update


There was not a Legislative Report provided at this meeting; however the Board has been provided
with a copy of updates from the Maryland Association of Boards of Education legislative agenda,
and will continue to receive updates as they are discussed.

5.0 PUBLIC COMMENT ON ITEMS IN WHICH THE BOARD WILL TAKE ACTION

5.1 Public Comment on items in which the Board will take Action (Persons wishing to address the
Board regarding an agenda item will be listed on the roster to speak in the order of the identified
agenda item).

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Meeting - 5
Mrs. Jacobs
Happy Veterans Day! We take pleasure in thanking the men and women who are at the forefront
every single day keeping our Country safe, guaranteeing freedom for our citizenship, and we
appreciate your work, not only on Veterans Day but everyday. Thank you. We know that it is a
huge responsibility to carry and serve for our Country.

With that being said, it provides an opportunity to adjust the agenda and have public comment on
items in which the Board will take action on. Dr. Hite can you introduce the Consent Agenda?

Dr. Hite
Madam Chair I would also like to acknowledge the men and women in uniform as well and reiterate
one more time that we appreciate the efforts you take everyday to give us the freedom and the
protection as citizens of this Country. I also would like to acknowledge the veterans who are here
including Colonel Kenneth Rizer, Wing Commander of Joint Base at Andrews AFB. Colonel Rizer
thank you for attending; thank you for the work you do and thank you for serving our Country.

6.0 SYSTEM OVERSIGHT PRESENTATION

6.1 System Oversight Presentation Human Resources

Please see agenda item for Powerpoint presentation.

Ms. Shilling
Before we begin the presentation I would like to take a moment and ask everyone in the audience
from Human Capital Management to stand so that we can recognize the great work they are doing
and have done for this presentation.

7.0 QUESTION & ANSWER SESSION

7.1 Question and Answer Session


Cathy Malloy, Director, Compensation, Benefits and HRIS

Ms. Fletcher
I submitted questions earlier and Dr. Hite provided the responses, but this question is regards to
healthcare. We currently have only one healthcare provider, correct?

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Meeting - 6
Ms. Malloy
Yes. We have one that is grandfathered when we originally moved to Carefirst as our only provider.
We had several HMOs. Employees were allowed to stay in the HMOs and they were
grandfathered there. As the years have gone by we have had fewer people and some of the
HMOs have disappeared which meant employees could choose from another HMO or for Carefirst.
We now have Kaiser Permanente as our last HMO. Employees in Kaiser Permanente at this time
are those who are grandfathered in.

Ms. Fletcher
My concern is the employees here do not have a choice for a healthcare provider. I would like to
see an explanation for the rational behind that as opposed to an option for employees having a
cheaper healthcare provider.

If an employee has an accident on the job, what are we doing if the employee is injured on the job?
What preventative steps are we taking? How are Workmans Compensation claims tracked and
how are we tracking where the accidents occur?

I would like to see a comparison of the employee/personnel survey that was done last year and
compare it to this year in terms of consumer satisfaction, and in this case the consumer is the
employee.

Ms. Malloy
One of the reasons that we maintain Carefirst is because we did have an RFP. We also have a
healthcare coalition. Members of our Unions are on the healthcare coalition and we will need to
review the responses on the RFP. Carefirst has a three tier and employees have a choice to move
between tiers. They have a HMO tier, an in-network tier, and an out of network tier. Employees
have a choice to stay within their HMO to move between tiers if they would like to and at anytime an
employee can go outside of their HMO; however they are then charged 10% instead of the HMO
rates.

The other reason to have Carefirst remain as it is, is because we keep all of our employees a group
and we do not have a high risk group because it would result to be extremely costly. We expect to
have another RFP as a healthcare vendor so that we will be able to look at other options.

Ms. Fletcher
Carefirst is the gatekeeper correct?

Ms. Malloy
Yes.

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MINUTES
NOVEMBER 11, 2010 System Oversight
Meeting - 7
Ms. Johnson
Slide 14, the FY 10 Performance Report, there is no data but you do have anecdotal data; actually
better than anecdotal data, you have paper data. No one was able to transcribe that and put it in
this slide? Unless you work in the system, the outside public does not know the degree to which
this is a serious matter and it is a growing matter. I would have expected that the slide would have
provided some framework for where we are.

Slide 15 uses the word encourage as it relates to the use of leave. What are the activities that
make up the word encourage?

Ms. Malloy
It refers to responsible leave usage. We are hoping to partner with managers so that they can
actually document leave usage that is not correctly used and be able to discipline employees
abusing leave. Right now we do not see a lot of that; however we will be partnering with Labor
Relations to prepare an administrative procedure as it relates to leave usage and disciplinary
actions taken.

Ms. Shilling
One of the things we are noticing in HR in general is the lack of written procedures to govern leave
usage. We are focusing on having the need for procedures in writing that are applied consistently
to all employee groups. We will then need to train managers to implement those procedures in an
equitable way; and then as a HR Department we would need to follow up as the disciplinary
process if that is justified. We now have a draft administrative procedure to present for the unpaid
leave issue which was the first one that came to the forefront.

Ms. Johnson
I ask that you also look at what incentives can be offered through the system.

Customer Service has to become top priority and coupled with that is accuracy. I look forward to
reviewing the survey.

Ms. Malloy
That is one of the areas we are concentrating on. We also have our database so we do expect to
be tracking that in a much more detailed manner this next year.

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NOVEMBER 11, 2010 System Oversight
Meeting - 8
James Whattam, Director, Employee and Labor Relations

Mrs. Jacobs
As a new employee, how would I know what behavior is a violation of the rules and regulations?
How would I know if it is considered conduct or a performance related violation? How would I know
the range sanctions that can be imposed for violating such rules and regulations?

Mr. Whattam
In respect to non certificate employees the regulations the Board has adopted for supporting
personnel spell out the kinds of conduct that is not acceptable; most of it candidly is common
sense. There is not a great deal of detail to them. With respect to certificated employees, I do not
think there is a specific source or description of what you can or can not do.

Mrs. Jacobs
If I am a person that is excessively tardy, and there is someone else that has abandoned their
position, how would I know what the sanction potentially is?

Mr. Whattam
There is not a policy on that which is why we need to adopt an absence management and control
process.

Mrs. Jacobs
What is your timeline for developing such a system for employees without regard to their bargaining
unit?

Mr. Whattam
Ms. Malloy and I have already begun to work on some framework; we hope to get it done this
school year.

Ms. Shilling
I see these issues across the entire division and the lack of standard operating procedures. What
we are looking at for the entire Department of Human Resources is one area where we have all
personnel policies that would apply, and all administrative procedures and standard operating
procedures for each department. When I worked in Anne Arundel County, we had an employee
conduct and performance manual that was made available to all employees. The manual was
accessible online and was the training tool for all managers/departments. That is what we are
envisioning moving forward to have specifically with regard to the discipline policies. That
information would be all in one place for training purposes and for notification purposes for all
employees so that they are aware of what is allowed and what is not allowed.

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NOVEMBER 11, 2010 System Oversight
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Mrs. Jacobs
The Board has been requesting that for four years now and that is why I am pushing for a timeline.
It is extremely critical that we have that in place. It is important that we have timelines for when
investigations should be complete. I really feel ignored on this issue. It is at a point where it is no
more room to say it is being worked on.

Ms. Shilling
I will commit to you that will be in place by no later than the end of this fiscal year which is next June
30 so that we can implement it fully next year; however we are not going to wait that long on some
of the other specific issues. We have an administrative procedure ready to go on unpaid leave.
When we talk to principals and managers about HR issues that impact student achievement and
their ability to get their work done, that is the number one issue.

Ms. Fletcher
Thank you Mrs. Jacobs because that was my concern as well. When I became a Member on the
Board I sat on the Personnel Committee and asked for the policy and procedure manual. I was
given the Union contracts.

Slide 26 mentions Binding Arbitration. Can you elaborate on the new legislation with the Labor
Relations Board and how that impacts the Binding Arbitration now?

Mr. Whattam
The type of Binding Arbitration that we are referring to is what is called Rights Arbitration which are
disputes that arise under a collective bargaining agreement. That portion of the Maryland law has
not changed as result of the recent legislation that passed this past session in the General
Assembly. That new law that went into effect July 1 which has to do with the negotiations process
prior to the time there is a collective bargaining contract. What the new law says is that if the
parties reach a gridlock in those negotiations then instead of going through the former gridlock
process that ultimately resulted in the Board having final termination authority; the new process
requires the parties to go to a newly formed public school Labor Relations Board. Then they take
that dispute before a mediator appointed by the new Labor Relations Board and the mediator then
tries to mediate the dispute if he/she can not do it. Then the mediator issues a report and
recommendation that goes to the Labor Relations Board. If the parties can not work it out after the
mediation process, the Labor Relations Board issues a final and binding award which outlines what
the terms and provisions of that contract should be.

The Personnel Policy and Procedural manual is extremely important. We need something in writing
so that the employee can have something to reflect on.
Mr. Whattam

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NOVEMBER 11, 2010 System Oversight
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That is something that we can certainly discuss with the Unions.

Ms. Johnson
What do you think is the level of duplication that you believe may be contributing to the delay on
getting these items/issues to move forward, or to not have to get them bumped up to a level of
grievance?

Mr. Whattam
The primary area of delay we have right now is in the area of administrative appeals of suspensions
and terminations of non-certificated employees. There is one individual on staff who is acting as
the hearing officer and that employee is not just for employee appeals, but for student appeals as
well. That is just not enough hours to handle the extraordinary volume of appeals. Every single
case can take probably a week of regular work time to be fully and properly litigated. I do not know
how you remedy that in a situation like this other than hiring more hearing officers, or hire
contracted hearing officers. The problem that we have from my prospective is that we have
employees that have appeals pending far more than thirty days.

Ms. Johnson
Then as Members of the Board, we need to be saying to the Superintendent how are we going to
be dealing with this allocation deficiency because it is contributing to employee rights and due
process rights being delayed.

Mrs. Jacobs
Dr. Hite June 30 is just too long to wait to have a manual in place and is not acceptable for me.
These issues truly impact how our system operates.

Synthia Shilling on behalf of Deborah Sullivan, Director, Employee Performance

Ms. Johnson
When the Office of Certification has an applicant to teach in Prince Georges County why would
Human Resources begin to engage in discussion with the applicant that is 15-30 credits short of
meeting licensure?

Ms. Shilling
Each year we have vacancies in the same areas and in many of the schools over time. The
candidates that we bring into the school system, even under conditional certificates, the State has a
mechanism where the applicants can be conditionally certified and then have a period of time to
work toward certification. We try to focus on the candidates that have the least amount of work to
do. However if there is a good candidate, the State certification framework gives us some time to

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NOVEMBER 11, 2010 System Oversight
Meeting - 11
allow them to work towards a Standard Professional Certificate (SPC). During that one year
timeframe we engaged in a Reduction in Force (RIF) we had vacancies on the first day of school.
There still is a need to reach out in terms of alternative certification and conditional certification to
those candidates. I will tell you our numbers have went down significantly.

Ms. Johnson
As we begin the work under the Race to the Top funding, if everything goes well, teacher
evaluations will become more critical. I think HR needs to be engaged and strategic about
gathering those individual that have the best opportunity to make it and that need the least amount
of support system to make it.

Ms. Fletcher
Senator Pinsky and the committee he sits on passed legislation that may have a devastating effect
on Race to the Top funding which has to do with evaluations, whether 50% is on student
achievement or not. The evaluation tool may not be what people want it to be but it is about the
students.

The evaluation tool was implemented as growth over time. The teachers that I have talked to that
are involved in the Financial Incentive Rewards for Supervisors & Teachers (FIRST) program really
like it because not only are they measured on student achievement, but it helps them to develop
and grow as well. What are we doing to encourage the Governor to continue on the path that we
are going in terms of the education of our children and to use the recommended evaluation?

Dr. Hite
Thank you Ms. Fletcher for that question but before I respond to it I would like to jump back if I may
to a point that Mr. Whattam made earlier regarding the personnel manual, and I too agree with the
importance of that. You are right, the Board has been requesting the manual for some time now,
but we have to have a mechanism in place for all employees to understand very clearly what is
expected. However, I do want to reemphasize that we have drafted two manuals in the past. The
manuals were not sufficient for informing staff or providing a type of direction that we heard
described here. Several of our administrative procedures will need to be revised in result of that.
We are trying to make sure that we have a document in place that is informative and that is
comprehensive enough so that it actually informs people, and lets people know what is acceptable
and not acceptable. I did not want my non-responsiveness to be misconstrued but I had to develop
a correct response with respect to attempting twice to produce a manual.

In regards to your question Ms. Fletcher, I am concerned about the action from the committee and
sub-committee that was led by Sen. Pinsky on the teacher reform. I am concerned because it puts
Race to the Top funds in question and it could possibly be $5.6M per year for us that we do not
receive for some critical things that I think are important; such as things around teacher

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NOVEMBER 11, 2010 System Oversight
Meeting - 12
effectiveness, constructive measures, the audit from CollegeBoard that we want to do on
elementary, middle and high school curriculum, and data warehouse which we think are extremely
important. I have spoken to the Governors Office and was assured that the Governor does not
intend to do anything that is going to jeopardize Race to the Top funding. The committee and what
the committee was considering was a decision around the intent of the legislation versus the action
proposed inside of the regulations. There was an inconsistency with the intent of the legislation and
the regulations, so it was more about process than anything else.

Curtis Eugene, Supervisor, Supporting Personnel

Mr. Eugene
One of the reasons we submitted the Request for Proposal (RFP) for the new system that is
currently in place is because we target the strengths of each substitute teacher so that the student
can continue to receive their education in that area.

Ms. Fletcher
My question is in regards to security background checks. Are the employees placed in a position
prior to the background check being completed; and my same question is in regards to volunteers?

How often is a background check done on an employee?

Mr. Eugene
Individuals are required to be fingerprinted prior to starting the position which is mandatory. There
are also disclosure statements that are done which are reviewed and kept in the Fingerprinting
Office and the Staffing Office to give us notification if there is something that we need to halt moving
forward with the hire.

Ms. Fletcher
What about staff hired prior to 1986?

Ms. Shilling
To my knowledge I do not know any systems that have gone back that far. While I was working in
Anne Arundel County that was something that was being worked on there after the Superintendent
and the Board directed staff to research. At that time there was no legal requirement that the
employee had to agree to be fingerprinted which was met with some resistance. When I left that
was still a discussion with the Unions and management.

Ms. Johnson

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How are you handling equity and equality with substitute teachers? Clearly principals are trying to
keep the great substitute teachers they have.

Mr. Eugene
As part of the RFP for the new system that was one of the capabilities we wanted to make sure it
had, that principals were able to identify specific substitute teachers that they call preferred
substitutes to teach in their school. That is not something that I want to take away from the
principals. The way we can address that is to continue to identify and keep those preferred
substitute teachers that are hired. If that pool is large enough there will not be an equity issue.

Bob Gaskins, Recruitment Officer/Supervisor, Teacher Staffing and Certification

Ms. Waller
Slide 62 lists 15 professional development schools. What is the definition and qualification of these
professional development schools? How have you developed the metrics for the retention rate
when we receive the graduates from the professional development schools for the 1-3 year period
that you referenced?

Mr. Gaskins
The professional development schools are our partnerships through professional development from
our local universities which we have had for several years. We have individuals in our teacher
leadership working with our cooperating teachers and the professors at those universities. It is a
collaborative effort for PGCPS and the local universities that we have adopted, some that are
working in an internship.

We are in the process of developing a metric for our professional development students with
majority of the universities to receive the most highly effective and qualified candidates. We would
like to do a study on universities to find out the retention data and to find out how successful they
are.

Ms. Fletcher
How are you placing the highly qualified teachers in the classrooms? After the recruitment process,
how are the certified and highly qualified teachers placed in the schools?

Mr. Gaskins
We need to identify our needs early on in our schools as we recruit. I think what occurred during
the process of recruitment in some of our TurnAround Schools is a lot of our new teachers ended
up being placed new schools. A third of our individual teachers that we recruit are experienced.
During the Reduction in Force (RIF) process we worked with PGCEA and those in that unit to make

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Meeting - 14
sure if anyone was displaced that they receive placement, as well as individuals that were in
ASASP. We have an opportunity annually to recruit within through our voluntarily transfer process
and that is also where you can attract a lot of experienced teachers.

Dr. Hite
We just had a briefing on the Human Capital Strategy. Several weeks ago I shared with the Board
what was done in regards to the Human Capital Strategy and our intent to reform. We discussed
our notion on the five strategic goals with increasing student performance being at the center of that
discussion. We know that any efforts to perform student performance must include efforts to
improve effective teaching and high quality leadership to support that teaching. With that in mind
we are really looking at constructing a new Human Capital Strategy that does several things such
as creating a system of teacher evaluation which includes measures that tie student performance to
teacher evaluations, a system of professional development that provides principals with the tools in
order to be effective instructional leaders, an area or regional structure that supports instructional
leadership and effective teaching, the development of effective teaching and leadership, and the
creation of an organizational and governance structure that is oriented towards schools and school
support. I mention orientation because now a lot of our orientation is to people in authority, or a
central administration. We are also trying to create a performance culture amongst central office
staff that is focused on service to schools and service to classrooms. Finally, we are looking to
create institution barriers to human capital improvement. I share that because all suggest a culture
shift in how we have done business, especially as it relates to human capital. Some of the things
you will begin to see will be in some of these categories.

Ms. Shilling
We are working mainly through our Malinda Gates Foundation grant on developing a human capital
strategy that starts with recruitment, addressing the selection process, development and retention
of instructional staff, and eventually will expand to all support staff. As Dr. Hite stated, this provides
a way to improve our capacity to address the instructional needs of our students, and to keep good
people here and give them the professional development they need to stay here and to become
more effective. I am the owner of that initiative at the cabinet level, but it is again across all school
divisions within the school system. We are going to be working on this effort particularly with the
Department of Academics in terms of academic and professional development. We have a draft
plan as of today and I am going to be doing some work in HR that is structured around that.

Mrs. Jacobs
I would like to thank the HR staff for the presentation. Clearly over the past four years there has
been some significant changes, welcoming changes and I have had the opportunity to meet and
have conversations with many of you. I am well pleased with the work that the HR staff has done
and I am very appreciative of that. I think at the end of the day HR is the heart of an organization
and so that is why it is taken so seriously. This also presents an opportunity to say welcome Ms.

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Shilling for taken on the position as Acting Chief of Human Resources. I would also like to thank
and welcome Mr. Whattam, Director, Employee and Labor Relations. I can absolutely say I am
happier as a Board Member with HR than I was four years ago. We can continue to work together
and make this system better. The human capital strategy/reform you have taken on is a big deal
and as we look forward to how that work happens, I think it will be a major impact in our system.
Thank you to all the staff for your hard work.

Dr. Hite
I would like to also thank staff under the direction of Ms. Shilling.

8.0 RECOMMENDATIONS AND FOLLOW-UP

8.1 Recommendations and Follow-Up


The Administration did not have any additional information to provide to the Board.

9.0 BUDGET CONSENT AGENDA

9.1 Partnership with Education Resource Strategies (ERS) for Resource Mapping Analysis

RESOLUTION # 1199-11

It was moved by Rosalind Johnson, and seconded by Heather Iliff that the Prince George's County
Board of Education hereby agrees to approve Budget Consent Agenda item 9.1 as recommended by
the Superintendent.

The result of the vote was unanimous:


Voting aye: Donna H Beck, Patricia Fletcher, Heather Iliff, R. Owen Johnson, Rosalind Johnson, Amber
Waller, Ron L. Watson, and Verjeana Jacobs.

10.0 CONSENT AGENDA

10.1 Proclamation: National Hunger and Homeless Awareness Week (November 14-20, 2010)

10.2 Proclamation: The Great American Smoke-Out (Thursday, November 18, 2010)
10.3 Proclamation: National Anti-bullying Week (November 15-19, 2010)
10.4 University Instructors Tutoring Service Contract for 1003G Schools

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10.5 Public Charter School Chesapeake Math and IT Academy Charter School Application

10.6 Public Charter School Girls STEM Leadership Academy Charter School Application

10.7 Public Charter School Greenbelt Public Charter School Application


10.8 Public Charter School Imagine Andrews Public Charter School Application
10.9 Public Charter School Sojourner Truth Preparatory Charter School Application
10.10 Public Charter School Student Parent Achievement Center of Excellency (SPACE) Charter
School Application
10.11 Public Charter School Westminster Public Charter School of Law Application
10.12 Telecommunications Leasing Master Agreement with Milestone Communications Management
III, Inc.

Ms. Johnson
Madam Chair I need to ask under Roberts Rules of Order the opportunity to separate some of these
items.

Mrs. Jacobs
Our Board Policy governs consent agenda items. If you would like an item pulled for clarification or
discussion we can pull that item and then it goes back on for a full vote. Is that what you wish to do
Ms. Johnson? In light of Board Counsel not being present, Mr. Thomas can you please pull the
Board Policy in regards to consent agenda items and clarity what the Board Policy dictates?

Mr. Thomas
Madam Chair you have stated that correctly. The concern I have is that the Board has already
taken and recorded its vote on these matters.

RESOLUTION # 1200-11

It was moved by R. Owen Johnson, and seconded by Heather Iliff that the Prince George's County
Board of Education hereby agrees to approve Consent Agenda items 10.1 10.12 as recommended by
the Superintendent.

The result of the vote was unanimous:


Voting aye: Donna H Beck, Patricia Fletcher, Heather Iliff, R. Owen Johnson, Rosalind Johnson, Amber
Waller, and Verjeana Jacobs. Not present at time of vote: Jonathan Harris, II and Ron L. Watson.

Indicates FYI For Your Information.


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MINUTES
NOVEMBER 11, 2010 System Oversight
Meeting - 17
11.0 GOVERANCE (SECOND READERS/UNFINISHED BUSINESS)

11.1 Governance (Second Readers/Unfinished Business)


There were no Governance Unfinished Business items on the agenda for this meeting.
12.0 NEW BUSINESS (FIRST READERS)

12.1 New Business (First Readers)


There were no New Business items on the agenda for this meeting.
13.0 FOLLOW-UP ITEMS

13.1 Follow-Up Items for System Oversight Meeting


The Board did not have any questions regarding follow-up items.

14.0 MOTION TO CONFIRM ACTIONS TAKEN IN EXECUTIVE SESSION

14.1 Motion to Confirm Actions Taken in Executive Session

RESOLUTION # 1201-11

It was moved by Patricia Fletcher, and seconded by Heather Iliff that the Prince George's County Board
of Education hereby agrees to confirm the following actions taken in its November 11, 2010 Executive
Session:

1. Personnel Matters
2. Administrative Appointments
3. Administrative Transfer
4. Acting/Interim Appointment
5. Resignation & Termination Report
6. Legal Matters

The result of the vote was unanimous:

Indicates FYI For Your Information.


Indicates Follow-up Required.
MINUTES
NOVEMBER 11, 2010 System Oversight
Meeting - 18
Voting aye: Donna H Beck, Patricia Fletcher, Heather Iliff, R. Owen Johnson, Jr., Rosalind Johnson,
Amber Waller, Ron L. Watson, and Verjeana Jacobs. Not Present: Jonathan Harris, II. Others present
during Executive Session: Dr. William Hite, Roger Thomas, Esq., and Margaret Thompson. Ms.
Hairston, Board Counsel was not present.

The Board and Dr. Hite gave farewell remarks in closing the 2006-2010 term.

15.0 MOTION TO ADJOURN

15.1 Motion to Adjourn

RESOLUTION # 1202-11

It was moved by Amber Waller and seconded by Rosalind Johnson that the Prince George's County
Board of Education hereby agrees to adjourn its November 11, 2010 Board Meeting at 4:40 P.M.

The result of the vote was unanimous:


Voting aye: Donna H Beck, Patricia Fletcher, Heather Iliff, R. Owen Johnson, Rosalind Johnson, Amber
Waller, Ron L. Watson, and Verjeana Jacobs. Not present at time of vote: Jonathan Harris, II.

Meeting adjourned at 4:40 P.M.

Respectfully submitted,

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__ ________________
Shani Jackson
Administrative Assistant

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Indicates Follow-up Required.

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