Superintendent's Report
Superintendent Dr. Dana Monogue began her report by emphasizing the significance of Black History Month. She highlighted that Black History is an integral part of American History and advocated for spreading knowledge and love every day. Dr. Monogue emphasized the importance of education, listening, and shedding light on the sacrifices and accomplishments that have paved the way for a more just society while acknowledging the injustices that still exist.
Moving on to student excellence updates, Superintendent Monogue shared some remarkable achievements:
The Boys Swim/Dive Team emerged as conference champions.
The Boys Hockey Team finished as co-conference champions.
The Dance Team performed exceptionally well at the state level, securing the second position in Pom and fourth position in Hip-Hop. This achievement marked the best finish in school history. Additionally, the Dance Team also earned the title of Regional Champions for the first time ever.
The Communications Department has successfully launched the athletics podcast "Beyond the Scoreboard," featuring hosts MHS Athletic Director Jamie Sims and Brad Crandell, Assistant Athletic Director. The podcast is now up and running, offering insightful discussions and engaging content. You can find the episodes monthly on our District website.
The drama department's production of "The Little Prince" received rave reviews from attendees.
Superintendent Monogue then informed the community that the open-enrollment window is now available for interested families who wish to apply for their students to attend our schools for the upcoming year. She highlighted that there are several seats available, and families can access information regarding open-enrollment on the school website or by contacting the registration office.
Lastly, Superintendent Monogue recognized and celebrated various staff events and initiatives for February, including School Counselor Week, School Bus Driver Week, and Career and Technical Education Month.
Approval of Two International Travel Requests - France and Cuba
The Board of Education approved two international travel requests. The first request was for the Middleton High School Art Department to travel to Lacoste, France. The second request was for the MHS Social Studies Department to travel to Cuba.
Approval of Safety and Security Services Agreement
Deputy Superintendent Sherri Cyra presented the Safety and Security Services agreement for the upcoming 2024-2025 school year. This agreement represents the ongoing partnership between Middleton-Cross Plains School District and Monona Grove School District to prioritize safety and security in both communities.
In this agreement, the position title will undergo a change from Director to Coordinator, while the core duties and responsibilities will remain unchanged. We would like to take this opportunity to acknowledge and express our gratitude for Jim Blodgett, who has diligently served in the position of Director. His dedication and contributions to ensuring the safety of our students and staff are greatly appreciated. Blodgett will be retiring at the end of this school year after serving our District for 12 years.
As a Coordinator, the individual in this role will continue to develop safety plans, conduct staff training, and act as a liaison with law enforcement agencies. Furthermore, the fiscal responsibility will be shared between Middleton-Cross Plains Area School District and Monona Grove School District, with each covering 50% of the estimated costs.
Social Emotional Learning/Mental Health Update
Members from the Student Services Team presented a comprehensive review of the Social Emotional (SEL) program for the 2023-2024 school year, highlighting positive changes and plans for the future.
Social Emotional Learning is a term used to describe strategic practices put in place to provide a positive, nurturing, and inclusive environment. The skills students learn through this model play a crucial role in their overall mental health and success in their personal and future professional lives.
At the beginning of the school year, the program underwent strategic structural changes, including:
The implementation of a District-wide universal screening tool
Extensions to SEL training at the high school level
Defined role responsibilities for Universal SEL Coaches
The team also welcomed a new Social Emotional Learning & Mental Health Coordinator, Melanie Hill. Additionally, they shared that all MCPASD schools (4K-12) now have a representative SEL team to help support our students.
Through careful research, community collaborations, strategic screening tools, and a universal structure, the team successfully identified and matched students in need with evidence-based interventions. They also have continued to develop a robust program that supports all students in the classroom.
Going forward, the team plans to create space for additional SEL training alongside other staff training requirements. They also plan to collect and analyze data using several tools such as a 'tiered fidelity inventory,' which analyzes each school individually to help ensure cohesive goals and success.
Attendance Report
Director of Student Services, Chris Mand, along with a team including Melanie Hill, Emily Stockbridge, Alex Thiesen, Jennifer Von Bergen, Jennifer Lohr, Nick Wasmund, Dom Ricks, Eric Engel, Debbie Kennedy, Jill Gurtner, Ray Rosing, Erik Johnson, Genna Shapiro, Nichole Carlisle, Lindsey Hellenbrand, and Paley Nordlof, presented information on the District's strategy for addressing student chronic absenteeism.
The report highlighted the ongoing efforts of MCPASD to reduce absenteeism rates during the 2023-2024 school year. A task force dedicated to attendance spent the summer analyzing data and providing recommendations, which have now been put into action.
The team emphasized that chronic absenteeism is influenced by various factors, including financial constraints, medical issues, transportation difficulties, conflicting family obligations, unaddressed mental health needs, substance abuse, and unsupportive school environments. Chronic absence refers to missing 10% or more of a school year, whether the absences are excused or unexcused.
This year, there is a greater focus on monitoring attendance trends, implementing intervention initiatives, and connecting students with appropriate support services. Partnerships with organizations like Building Bridges and Children's Wisconsin have expanded to provide comprehensive care and eliminate barriers that contribute to chronic absenteeism.
To encourage good attendance, schools have introduced creative incentives such as weekly challenges and shoutouts. The District is committed to continually improving its practices through collaboration with all stakeholders. By understanding the reasons behind absenteeism and truancy, the goal is to help students realize the importance of attending school and the benefits it brings.
Certified Staff Compensation Model Review
Assistant Superintendent of Operations Jerrud Rossing presented the Certified Staff Compensation model, following months of dedicated work by a committee. The model aims to establish a transparent, fair, and competitive compensation structure for certified staff within the District.
The report outlined the goals and progress made by the committee in creating their recommendation for the compensation model. It's important to note that this item was a discussion item only, with a final vote on the model scheduled for the February 26, 2024 Board of Education Meeting.
During the report, Superintendent Dr. Dana Monogue acknowledged the history of various compensation models used in the District, stating, "Over the course of several years, there have been several different compensation models in place in our District. These different approaches and market pressures in our very competitive Dane County labor market have created internal compensation inequities that we now have an opportunity to address."
Superintendent Monogue further emphasized the District's financial situation, saying, "Because of the successful operational referendum last fall and additional per pupil funding from the State of Wisconsin, we are now able to not only address the internal pay inequities but also create a schedule that puts us in a more competitive position in Dane County."
The proposed certified staff compensation model sets forth a comprehensive framework to be implemented in the 2024-2025 school year. It addresses internal pay inequities and establishes protocols for high-demand positions, with the goal of attracting and retaining quality educators.
Over the course of six meetings, a committee comprising of 14 educators evaluated compensation models from other districts and engaged in multiple draft iterations before landing on the final proposed model, known as Draft #3.
Under this model, teachers holding a bachelor's degree will now have a starting salary of $52,000. Compensation progression will be determined by both years of experience ("steps") and education level ("lanes"). Additionally, certain positions such as nurses, therapists, psychologists, and speech pathologists, which experience high market demand, have been given special attention and are specified uniquely within the model.
The estimated cost to implement the proposed compensation model is projected to be $6.1 million.
In a unanimous decision, the committee voted to recommend Draft #3 to the School Board. If approved, the new compensation model will take effect for the 2024-2025 school year, resulting in a more competitive pay scale throughout the District.
The proposal represents a significant step forward in ensuring that the District attracts and retains highly qualified educators. By establishing a fair and transparent compensation structure, the District aims to provide the best possible support and resources to its certified staff, ultimately benefiting the students they serve.
Update on Special Education/Student Services Handbook Meetings
Board member Marni Ginsberg gave an update on the Special Education/Student Services Handbook Meetings. She thanked the staff and administration for their support during the process. The meetings focused on various topics, including workday and equity. Discussions centered on workday conditions and utilizing available resources to the fullest extent. Overall, Ginsberg felt the meetings were very collaborative, especially during the voting on agenda items.
Approval of Softball and Baseball Field Type
Assistant Superintendent of Operations Jerrud Rossing provided an overview of the proposed projects and field coverings for the softball and baseball fields. Recently, the Board approved allocating funds for upgrades to the tennis courts, construction of a competition softball field, and improvements to the baseball field at Middleton High School.
With $5 million available from interest earned on 2018 referendum funds, the District has the means to make these improvements. A facility assessment study was conducted, and Assistant Superintendent Rossing presented the findings at a previous board meeting. The presentation compared factors like cost, accessibility, maintenance, sustainability, and environmental impact of both natural grass and synthetic turf.
The Board received input from over 100 community members who had expressed their preferences for either natural grass or synthetic turf.
The Board voted against the initial motion to approve the use of natural grass. Another motion was put forward by Gail Shepler, with a second by Bob Green, to pass the use of synthetic turf. This motion was approved by the Board of Education.
Next, the District will proceed with obtaining the necessary approvals from the City of Middleton Planning Commission to move forward with installing synthetic turf. The projected timelines for the three projects are as follows:
Tennis Courts: Summer 2024 to Fall 2025
Softball Field: Spring 2024 to Fall 2025
Baseball Field: Summer 2024 to Fall 2025
Approval of Capital Maintenance Projects for 2024-2025
The Board approved the Capital Maintenance Projects for the upcoming fiscal year. It's important to note that only projects listed for the 2024-2025 period have been approved at this time.
Projects scheduled for the years 2025-2026 to 2033-2034 are placeholders and subject to change. The District will evaluate sustainability practices and adhere to the board resolution when identifying replacements for these items. Additional projects may be added as needed.
First Reading of Board Policies
The Policy Committee presented the first readings of three policies. These policies focused on the areas of High School Graduation (Policy II-C), Employee Handbooks (Policy III-F), and Board Committees (Policy I-E.5). The Board thoroughly reviewed the policies and made any necessary edits. The high school graduation policy was approved for the first reading, while the remaining two policies will be presented again during the next Board meeting.
Motion to Approve Pope Farm Lot Sale
The Board approved a cash offer on another Pope Farm Lot.
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