HOMEWOOD-FLOSSMOOR HIGH SCHOOL PERSONNEL COMMITTEE AGENDA

Monday, June 14, 2021 7:30 a.m.

DUE TO THE COVID-19 THIS MEETING IS BEING CONDUCTED REMOTELY. The meeting can be

accessed live using either a computer, smartphone with internet access or by making a regular phone call.

Computer or Smartphone access

Please click the link below to join the webinar: https://zoom.us/j/93277978905?pwd=bURzczJEa0NZcnoxWHVHUGxNSmYrUT09 Passcode: 235650

Telephone: 312 626 6799 Webinar ID: 932 7797 8905 Passcode: 235650

AGENDA 1. Call to Order 2. Approval of regular meeting minutes of March 10, 2021 3. Comments 4. Topics

Recommended Positions: o Alternative Placement Liaison o Diversity, Equity and Inclusion Coordinator

5. Move to closed session to discuss the employment of specific employees,

administrative contracts, merit pay and collective bargaining negotiations. 6. Approval of closed meeting minutes of March 10, 2021. 7. Return to Open Session 8. Adjournment

Members of the public may comment on agenda and non-agenda items via email. Public comment will be accessible

by email in advance to boardcomments@hf233.org. Public comments must be received by 4:00 p.m. on Sunday,

June 13, 2021. Emailed public comments will be read aloud during the June 14, 2021, Personnel Committee

meeting. Comments will be read aloud in the order they were received and the comment section will be limited to 30

minutes.

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regular meeting minutes of March 10, 2021

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MINUTES OF PERSONNEL COMMITTEE MEETING Homewood-Flossmoor High School, 999 Kedzie, Flossmoor, IL March 10, 2021

Due to Covid-19 this meeting was held remote via Zoom video conferencing. In attendance via Zoom for all of the meeting were Ms. Bannon, Ms. Berman, Mr. Pauling, Dr. Mansfield, Mrs. Bryant, Dr. Anderson, Mr. Posing and Legal Counsel, Mr. Bartley. Ms. Marilyn Thomas, HF Chronicle, was also in attendance during the Zoom meeting. No other members of the public were in attendance. The meeting was called to order at 7:33 a.m. Approval of Minutes. Ms. Bannon proposed adding additional detail to the January 28, 2021 minutes. The committee agreed to Ms. Bannon’s request and the minutes will be revised to include additional language regarding Policy 2110 – Evaluation of the Superintendent. The January 28, 2021 minutes are tabled until the next Personnel Committee meeting. Comments. The public had an opportunity to submit questions via email. No public comments were received via email. Personnel Chair’s Opening Remarks Mr. Pauling introduced today’s agenda items for discussion. He noted that items were added to the agenda based on an exchange that occurred between him and Ms. Bannon. Mr. Pauling added that he reviewed all of the protocols regarding the first four agenda items that Ms. Bannon proposed for discussion: 6th Assignments, Extra-responsibility contracts, Signed contract protocols and Posting protocols. He added that the 5th item, Position control sheet, that Ms. Bannon proposed for discussion will be addressed separately. Mr. Pauling stated that the protocols are standard and long standing and strikes a balance between the Personnel Committee’s and the Superintendent’s roles. He added that the board relies on the Superintendent’s decision-making and to run our school in a responsible and efficient manner. In addition, all of the protocols were reviewed by the independent HR consultant during the HR audit that was conducted. Mr. Pauling invited Ms. Bannon to open the discussion with any comments that she would like to offer. Discussion on Agenda Items Ms. Bannon expressed that she would like the Personnel Committee to review and discuss all 6th assignments, extra-responsibility contracts and contracts prior to the board taking action on these items during a board meeting. She also would like to see the recommendations for these items listed on the agenda as they currently do not appear listed on the board agenda that is posted. Ms. Bannon added that because personnel is the largest budget item, the Committee should be proactive in discussing these items first prior to the board approving them. Ms. Bannon emphasized that in an effort to be transparent, the recommendations for these items should be listed individually on the board agenda. Mr. Pauling directed Ms. Bannon to speak with the Board President regarding her proposed change to the board agenda, as it is the Board President who prepares the agenda with the Superintendent. Mr. Pauling stressed that the board has the opportunity to review the information on these items that is provided with the agenda and board members also have an opportunity to call the appropriate chairs of the committees if they require further explanation on what is being recommended for approval. Mr. Pauling emphasized that the process is transparent. He also added the process that has been used is long standing and has been approved during the HR Audit and it is best-practice. Mr. Pauling cautioned Ms. Bannon on her reference to the committee not being transparent when indeed the committee has always been transparent. Ms. Bannon stated that her concern is the process and that she will contact the board president as Mr. Pauling suggested. Ms. Berman and Ms. Bannon engaged in a discussion

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related to varying viewpoints of the topics presented. Ms. Bannon asked that the audio recording of the meeting be preserved. Mr. Pauling and Mrs. Gnaster assured Ms. Bannon that audio recordings of open meetings held during Covid, in accordance with the law, are all preserved. Posting Protocols/Position Control Sheet Ms. Bannon stated that she would like to see a process in place that when a position needs to be replaced that a form is filled out and goes through the system until it is signed off. Dr. Mansfield stated that there is a process in place. Ms. Bannon then asked Ms. Bryant if a system is in place. Mrs. Bryant responded yes, however it is a much larger process that is followed. Mrs. Bryant explained that when a position opens, they look at the staffing needs, they look at the position responsibilities and they also look at collapsing positions. Mrs. Bryant noted that currently several positions have been collapsed due to Covid. Mrs. Bryant stressed that no position is posted without the authorization of the Superintendent. Ms. Bannon stated that a position control sheet had been shared with the board in the past. Dr. Mansfield stated that he generally provides a hiring update with FTE’s in the summer. He added that it is a fluid process through the end of the school year. Dr. Mansfield stated that he and Dr. Anderson are currently reviewing staffing needs for the upcoming year. Mrs. Bryant added that use of the words “position control” has a specific function as it relates to payroll and the HR process. Our process has several security steps that are in place to protect our system. These processes are reviewed annually by our auditors to ensure that our system and organizational practices are in line with best-practice standards. Mrs. Bryant added that redundancy has been built into our system and is reviewed by our auditors. Mr. Pauling expressed that it was important to go through this exercise. He noted that processes that are best-practice have been and continue to be in place. Dr. Mansfield added that the protocols and processes that are in place receive a consistent periodic review with the district’s legal counsel. Superintendent Search Update Dr. Mansfield stated that they have been working with BWP & Associates in reference to providing candidates for the next Superintendent. At this point in time, they have spoken to the first group of candidates with a second set of interviews with the finalists coming up shortly. In addition, the community, staff and administrative group also had an opportunity to speak with the finalists and the board will speak more in-depth with each of the candidates this evening. Mr. Pauling reiterated that all candidates have been interviewed by the board and the finalists now will move to a second round of interviews with the board this evening. Stakeholders, including teachers, department chairs, classified staff, community members and administrators had an opportunity to meet with the finalists last week. Mr. Pauling stated in an effort to respect the confidential nature of the interviews and the privacy of the candidates, more information cannot be provided at this time. Closed Session. The committee moved into closed session to discuss imminent litigation, the employment of specific employees and collective bargaining negotiations at 7:53 a.m. Return to Open Session. The committee returned to open session at 9:10 a.m. Adjournment. The meeting adjourned at 9:10 a.m.

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Alternative Placement Liaison

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JOB DESCRIPTION

Alternative Placement Liaison & School Psychologist

FTE: 1.0

ESSENTIAL JOB FUNCTIONS - ALTERNATIVE PLACEMENT LIAISON

● Is responsible for IEPs and case management for students in private day and residential

placements; Serve as the resource person in the management of student’s IEP at alternative

placements.

● Responsible for attending all alternative placement IEP meetings.

● Develop skills in the use of the electronic IEP program (Embrace IEP).

● Maintain records and ensure that all students’ IEPs remain in compliance with state and

federal rules and regulations.

● Develop and maintain positive articulation with internal staff and Special Education programs

from the alternative placements.

● Maintain open communication between Student Services personnel, special education

teachers and Student Services coordinators to determine if additional supports/changes are

needed for students at alternative placements.

● Ensures that quarterly and annual progress checks to be completed and disseminated by

alternative placements.

● Review transcripts for graduation requirements.

● Monitors IEP and evaluation due dates for alternative placements.

● Maintain the confidentiality of students and their families.

● Assume such other duties as may be assigned.

ESSENTIAL JOB FUNCTIONINGS - SCHOOL PSYCHOLOGIST RESPONSIBILITIES:

● School psychologist responsibilities as assigned.

○ Providing direct services to students

○ Collaborate/ consult with teachers, and other school personnel.

○ Perform related work as required.

● Summer intermittent job responsibilities

KNOWLEDGE, SKILLS, AND ABILITIES:

● Demonstrated knowledge of special education, IEP paperwork, educational legal

mandates.

● Demonstrate the ability to work effectively with individuals from diverse backgrounds.

● Utilize professional practices to create more equitable student outcomes.

● Demonstration knowledge of theories of instruction and curriculum development.

● Demonstrated ability to develop, implement, manage, monitor, and assess the

curriculum and programs.

● Analyze situations accurately and adopt an effective course of action.

● Successful experience in using quality principles to affect continuous school

improvement, to include increasing student learning and achievement.

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● Demonstrated Excellent oral and written communication skills.

EDUCATION/EXPERIENCE/QUALIFICATIONS:

● Professional Educator License (PEL) with endorsement for school psychology, for the

State of Illinois. Minimum of a Master’s Degree from an accredited college or university and

one year of full-time supervised internship.

● Familiarity with the role of a case manager

● Thorough knowledge of Special Education rules & regulations

● Ability to function effectively as a member of the IEP team

● Ability to become familiar with Special Education policies and regulations of Illinois State

Board of Education

● Ability to become familiar with Illinois Learning Standards

● Ability to interact in a professional manner with students and families

● Must be able to maintain confidentiality of student records and school business

● Must have strong organizational and communication skills

● Proficient in Google suite software and IEP software utilized at District 233

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Diversity, Equity and Inclusion Coordinator

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Homewood-Flossmoor High School District 233

Position Description

Position: Diversity, Equity and Inclusion Coordinator (.8 release)

Department: Curriculum, Instruction, and Professional Development

Position Reports to: Director of Curriculum, Instruction, and Professional Development

Relates to: Superintendent, Directors, Principal, Assistant and Associate Principals, Department Chairs, teachers, educational support personnel, parents and community members.

Exemption Status: Certified

Position Summary:

Under the direction and supervision of the Director of Curriculum, Instruction, and Professional

Development, the Diversity, Equity and Inclusion Coordinator facilitates the planning and

implementation of all aspects of diversity, equity, and inclusion for the district. This position champions

the staff’s , parent’s, and community’s efforts to ensure that all students have access to opportunities

and resources that help them achieve success; leads the continuous development, revision, and

implementation of the district’s equity plan; and supports engagement of the full Homewood-Flossmoor

High School community in shaping the vision, mission, and pathway of students’ educational

experiences.

Essential Duties and Responsibilities:

1. Serve as a leader and general resource person with matters relating to student and staff equity,

diversity and inclusion.

2. Promote a culture of inclusion where individuals from all racial and ethnic identities, ages,

nationalities, social and economic status, sexual orientation, gender identity/expression,

religious, political and ideological perspectives, and physical and mental abilities are able to

thrive, learn, work and be engaged.

3. Collaborates with district leaders to integrate diversity best practices into institutional practices

that influence teaching, student discipline practices, employment and workplace practices,

including business practices and programming.

4. Support the Director of Curriculum, Instruction, and Professional Development in ensuring that curriculum is equitable, unbiased, culturally relevant, and reflective of diverse groups.

5. Support district and school leaders with building tools and practices that provide feedback on

school’s equitable practices.

6. Attend meetings and ongoing professional development to maintain current knowledge of best

practices and new legislation and requirements as needed.

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7. Collaborate with the Director of Curriculum, Instruction, and Professional Development to plan

and implement professional development for certified and non-certified personnel on equity

and the impact on service delivery.

8. Develop opportunities to increase student awareness and magnify student voices in matters

related to equity.

9. Participate in the development of activities designed to promote positive relationships between

district, schools, and community.

10. Maintain commitment to ongoing professional development.

Requirements:

● Professional Educators License (PEL)

● Deep knowledge of research, principles, and practices around diversity, inclusion and/or equity; ● Experience in guiding the analysis of data and data-based inquiry to drive improvement in

practice preferred; ● Ability to coordinate and collaborate with diverse groups across multiple departments and

organizations to achieve convergence of strategy and practice; ● Ability to meaningfully engage a wide variety of stakeholders in challenging dialogue and critical

self-reflection around racial identity, implicit bias, systemic racism, structural inequities.

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