our administrators. so that's the area of organizational capacity and alignment, the second area. the third area is data analysis. these are the recommendations. there should be increased strategic district activity levels to aid our strategic plan. once again a district team with input and feedback from our site leaders have identified key strategics and progress measures for pitch. i'll be talking about that in a few minutes. the second recommendation was the district board needs to establish a very clear picture of what data. we talked about that earlier. the community has the ability to access data through our links on our website, but the bigger picture here is we want to make sure the board is establishing what data we want year over year so we can actually measure the progress of the district and the progress of staff in meeting the needs of our students and families. the third recommendation in this area, there should be increased equity focus,

professional development. you can see the status, a district team with feedback from site leaders has a design for strategics and continuum of effective practices for pitch, and as i said, i'll be talking about that in a minute, what that looks like. continuing on data analysis and document review, there should be a district level audit of interim benchmark practices and to answer -- and you can see the questions there we were trying to answer. and our status, this took off almost immediately after the progress report in november , and you can see we had a resolution from our leadership from the teacher's union, leadership, family assessment committee came together. the committee made recommendations that can be clicked on that link, and you can see what those recommendations. the department of research, planning and assessments continues to conduct audits of benchmarks and data of reports,

so this was immediately taken upon and acted upon. in the area of communitien gaugement, the district -- community engagement. the pitch team came together around those five areas of professional capacity, instructional capacity, transforming mindsets, collaborative culture and high capacity staff, and sites will set goals using a continuum and begin utilizing the pitch strategies in 2018-19, this next school year. the second recommendation was the district needs to continue its administrative p.d. regarding instructional evaluation, and you can see lead and h.r. are partnering on the evaluation p.d. for site leaders, so this goes deeper into, once again, the questions that many of you asked, and you especially commissioner cooke. lead leaders have walk-throughs

on-sites, and will receive training on given instructional and receiving feedback. the district needs to continue developing its strategy for attracting and retaining teachers. you can see the status there. h.r. is conducting exit surveys to gather data regarding the reasons employees leave the district. we've prioritized increasing salaries for attracting and retaining staff, and our collective bargaining and budget priority. and we're also partnering successfully with the city to provide affordable housing with the city. continuing on community engagement, e.p.c. should continue working with the board committee to bring a well articulated policy recommendation to the board, and the status is the staff continues to work with and bring recommendations to the ad

hoc committee on student assignment. the next recommendation is district sites, sf csd's office of family and community engagement and the communication division need to continue the development of communication policy and practices, and you see that's continuing to happen. the district's communications division and other support the districts work to increase our ability to communicate with families. and then finally in operations and finance, the district's leadership team should develop plans to improve service to schools. this -- the three areas that were identified to use as a starting place to improve service to schools were to create an accessible one stop repo repository, and to establish a common set of service standards and operationalize those

standards. you can see the progress that we made in those standards. we have developed an on-line principal's handbook. this will be rolled out when we return in august, so all administrators will have access to this information and be able to -- it's a one stop place where you can go so you know, as a site leader, you don't have to make phone calls to the central office, you can go on-line and get this information. and this will also help us in our development of our new leaders as well as leaders who have been here for a while and just don't know where to find certain information. regarding the service standards, those have rolled out and we have started trainings for selected central office divisions and departments, and then, you can see the third areas that we've focused areas to prioritize curriculum and instructions for african american students as part of the pitch plan.

continuing on operations and finance, create a district wide customer service standards and plan to train employees, and we talked about that communications led this effort, and those service standards have been developed and we have begun three hour service training. next steps in this are that in the fall, we'll roll out to more sites and central office teams. continuing on the operations and finance, develop a plan to provide clarity and develop an equitiable and sustainable salary management schedule. in december, the board, acting on my recommendation approved a unified salary schedule for both classified and certificateed managers and all employees have been placed on the schedule in accordance with

clear and consistent criteria. next recommendation was continue to use financial data in a transparent matter so that the district makes fiscally responsible decisions. in the district we have a team called the smart team. it meets twice a month, and through that team we've been able to make budgetary recommendations as well as budgetary cuts to make sure that we're staying fiscally responsible and to maintain the district's fiscal health. and then, you see the second status report in this area is that school community -- school communities are engaged through the annual school planning and budget development process, and you heard that report earlier tonight. continuing under operations and finance, communicate clarity regarding revenues slowing and expenses growing, and the budget team makes presentations to the board and to the

community, and we continue to, as we're putting out press releases, we attempt to get this information in some way, shape, or form into those press releases and into when we're having conversations with the press, as well as through the communication tools that we use to update our staff members. develop plan for increasing revenues at the local level. we work closely with community advocates and our labor partners to develop spending plans and a plan for the passage of proposition g, and we're continuing efforts to generate private and philanthropic contributions through spark public schools. the district should continue to build a cohesive and reflective recruitment strategy. our human resources department continues to prioritize recruitment of teachers towards opening schools at 100%

staffed, and this past monday, we were 80% of all classroom vacancies have been staffed. continue to leverage alternative staffing programs like pathway to teaching and the san francisco teacher residency and other teacher recruitment programs as solutions to our recruitment and retention issues, and then, you can see the status side what we've done. we continue to support sftr, and that'll have a cohort of 20 students. the new york residency program, which has been funded by salesforce will support 20 residents and about half of those are people of color. i believe the number was approximately 80 who graduated from the first pathway and are currently in our classrooms.

we have a partnership between sfusd, state -- san francisco state that's going to support teacher preparation for six science teachers. so this just gives you a sense of we're continuing that recommendation and moving that recommendation forward to make sure that we aren't just relying on san francisco state or the university of san francisco to provide us teachers. we know we have to find alternatives if we're going to continue to be fully staffed with the highest quality teachers possible. so that is an update on the progress on the areas from the entry plan in the 90-day plan. and one of the areas, after i gave the 90-day progress report, then i talked about one strategy for addressing the needs of the district around or african american student population was the creation of a plan called pitch. pitch was -- is five areas: professional capacity, instructional guidance, transforming mindsets,

collaborative culture, and making sure that we have a high quality staff in place, and this was because we wanted to make sure that we were interrupting or figuring out ways to interrupt racial barriers. we identified schools where there was a large gap between our african american students and our white and asian students. and so since that time, the process that we moved forward was that a pitch design team was assembled. then, that team created outcomes for the team. two of the outcomes were to develop a matrix of strategies that we would implement -- be able to implement in our sites, and then a rubrick for how we would measure our progress. both of those are in those red

folders. we tested the rubrick and matrix with site teams in april. so we brought them in, give us your feedback on this, how will this work? what are areas that you see weaknesses, strengths? do you believe this will assist you in addressing the needs of an can american students. with that feedback from the sites, we both redesigned both the rubrick and the matrix, and they retested with site teams in june. so this is the strategy matrix -- first of all, this is the team -- the design team members, so a big thank you to all the people you see on this screen who all have put in many hours of time and in both the design of the strategy matrix and -- excuse me -- and in the design of the rubrick. and this is just some -- as i said, the full matrix is in your folders. this is just a summary or some

high-level -- some of the strategies that we want to put in place in schools when we return in the fall. so you can see there's two areas. there is the schools and then what we will be doing at the central office. so this gives you a sense of some of those strategies. so in the area professional capacity, provide individualized new teacher supports is one of those strategies. provide p.d. that's focused on closing the gaps for african american students, so specific professional development around closing gaps, provide p.d. on effective use of form ative data, so these are all strategies around professional capacity that we believe need to be in schools, especially our historically underserved schools. then you can see from the central office supports that will be provided for these schools, coordinate new teacher p.d. opportunities, provide p.d. for culturally and linguistically teaching practices. in the area of instructional

guidance, some of the strategies that we want to put in place is to make sure that we have full literacy development around our literacy programs. you can see full math development -- professional development for our math core curriculum, so making sure that our teachers have a rich professional development around the curriculum models that we have in place but making sure that the p.d. is full and rich and gives them the skills that they need to be able to successfully teach in our schools. use of culturally relevant student libraries. and then, after the balance score cards have been completed then schools go back and visit their balance score cards, and they ask the questions, have they identified strategies that will absolutely improve outcomes for african american students? what we found in asking and having conversations with our staff leaders and teachers is

that often -- not often, but times, the score cards are created and they haven't specifically asked that question even though that's a goal of theirs. in the central office of providing and receiving p.d. on antiracist teaching, and being responsible for the purchase of culturally relevant teaching libraries. so as i said, these are just some of those stratgees, high level strategies. you have the full complement of the strategies that we want to implement. in the area of transforming mindsets, some of those strategies will be the culture climate team. as the site utilizes the safe and supportive schools framework and curriculum, so you just heard that report, but fully utilizing that framework and the curriculum. customizing culturally responsibly teaching p.d. and strategies, utilizing the teacher attendance modules. i just heard a report around -- you just heard a report around the attendance and the lack

there of and where we're having issues with attendance, so we've developed a teaching attendance model that we believe will dramatically improve attendance at our sites. and so it's just fully using this module. designing structures for african american student voice. so these are some of what we want to put in place at the sites around transforming mindsets at our schools. and then, for central office, providing training and ongoing support for the culture climate teams at the sites. implicit bias training, i think you heard that several times this evening, that's app example of training we would like to provide, and providing safe and supportive schools professional learning from central office for our sites. the c in pitch is collaborative culture, so how do we put wraparound services at sites that are going to support our schools and give them what they need to make sure that students

are receiving the -- the kind climate that they need to be successful? so you can see that we want to make -- some of the strategies we want to put in place is design -- having a design school staff team that builds activities and professional development especially around having hard conversations around african american teaching race. we know this is not just a struggle for the sites, but it's a struggle for this country. providing individualized mentoring for students, ensuring that we have two-way feedback between site and home, and implementing community school strategies. these are just some of the strategies that we want to i ev ever -- implement at the sites, and then finally in the area of high quality staff, for some of the strategies we want to put in place at the schools, want

to make sure that there's training on leading for equity at our sites. how do you conduct daily learning walks, but especially learning walks around equitiable practices and how to pod those equitiable practices in classrooms and also identify where those equitiable practices are missing. we want to make sure that there's weekly staffing calls with h.r. for the school that's have been identified, and there will be around making sure that if there are any issues, that h.r.'s providing support. if changes need to be made, that h.r. is there as an assistance. and then, it's also support around doing effective evaluations, giving staff the feedback that they need. and then, making sure that these schools when they're hiring staff, that they are making sure that the incoming staff are demolessons or teaching videos for all new

teaching candidates. so we're making sure that the teachers that we're hiring, especially at our pitch schools, are of the highest quality. central office will provide coaching and support for these sites, and so once again, this is just a sample of some of the strategies that we want to put in place at our pitch schools. so with that, i will stop and take questions on either the progress made in the areas or in the pitch strategy. i just shared the strategy matrix with you, but in your folders is also the rubrick for measuring progress. >> thank you, sir. >> great. thank you so much,

superintendent. all right. i have no public comment on this, but questions and comments on this? commissioner norton? >> commissioner norton: thank you. so i'm interested if you can talk a little bit more about the pitch plan. so i'm not clear -- so have we implemented any of the strategies at the -- at the pitch schools yet or some of them implemented in some places? sort of what's the status of -- >> so a few of the strategies have been implemented at some of the schools on their own. we haven't as a district provide support to put strategies in place at all 20 of the schools. and the goal is that the -- what would happen is the schools working with their assistant supes are going to

identify the strategies that they're most in need of to close the gap. they couldn't identify all of the strategies on that matrix, but what are the strategies that they're most in need of, and then we as the central office will provide the support to make those happen. our hope is, you know, a big part of the funding for pitch is wrapped up in measure g, also, so our hope is that things go well with whatever happens with the legislature and any kind of -- so we'll be able to provide the funding that's needed to put the resources in place. >> remind me -- i know you've told the board this, and i just don't remember, but remind me why there aren't any high schools. >> so our goal is to focus in a small way on a set number of schools. so we picked 20 basically k through 8 schools. so we want to stay focused and then begin to spread out >> so is the plan -- so next

year, schools will look at the strategies and sort of select which ones they need to implement with, i guess, guidance from the team and from central office. >> correct. >> and then, is -- how are we going to monitor -- i mean, i know you have the -- this is the -- the matrix is great, sort of how schools will be able to measure their progress. but how are we going to monitor the progress and make sure that we're -- that schools are, you know, making progress and are moving hopefully along the continuum of improvement as defined in the matrix? >> yes, so you have the matrix there, but you also -- behind that, there is a full rubrick, and the rubrick is around measuring progress. so the matrix is a list of strategies -- exactly, right. so the rubrick is around measuring progress, but ultimately, the ultimate measure of progress for us is around -- is student achievement.

so even if we believe that we're looking at observational data around the rubrick, and we believe that progress is being made or it looks like progress is being made, but then, the data comes back, and we don't see an increase in our african americans' students mastery of skills, that's the ultimate measure for us because that's what this is all about. >> other questions or comments? commissioner haney? >> commissioner haney: so there's obviously a lot in there, a lot to process at this hour. i feel like, you know, this maybe should be something that we need to bring back for a committee as a whole or maybe a time we can dig in a little deeper. i was also wondering, and i don't know if this is the venue to discuss it, but what is the timeline for the superintendent's evaluation and how does this fit into it?

and do we have a timeline for that yet? usually, that is also in the venue where we really get into, you know, directly sort of progress on -- and planning and that sort of thing on the real measures that we want to see improvement on and the plans that will get us there. so i don't know if -- >> so yeah. so he and i just met, and we want to get together with vice president cooke to talk about the retreat and when that'll happen, so we're hoping to get a better sense of what else needs to happen in the retreat so that we can put some more information out there on that. but i agree that this -- this may be -- and i don't know, dr. matthews if there's going to be more information in the coming months that we can do a -- how

you wanted to break this down so that we can see how the relevance of these particular schools and the strategies that you're putting in place. maybe there's just some thinking around how you could present this differently so that we're doing it in chunks and we're seeing the connections. >> so i would say for sure there will be more information because we will have the information around what the strategies that schools are selecting, so we'll be able to see which schools are selecting which strategies, where we're putting information behind, and then, we'll begin to see data both -- it'll be a year before we have data regarding, you know, high stakes testing, but we'll have benchmark data, so we'll begin to see -- you know, my expectation is we'll begin to see, you know, the ultimate

measure of what this is all about is making sure that students can successfully demonstrate that they've mastered -- that they can show that they have mastery of our standards. and so we want to make sure that we're able to do that, and my belief is that as we're moving into the school year, we'll definitely have more data. like you said, the hour's late, but i hope we can get into a much deeper answering session about these strategies. and then also the question about what's the plan for, you know, moving this out. >> any other questions or comments? so i just had two questions for you. on the -- on page 28, you're referring to this professional capacity and coordinating new teacher p.d., so this is a little off subject, but relevant. i'm just wondering if the

new -- if we've moved the teacher training place and have a new location for that? so this is the one that was located near the simone community development center and it's -- >> yeah, i'm not sure. so there's several different -- like, for instance, we just had one at o'connell, and that was the pathway. i'm not sure -- i'm trying to remember which one -- >> i think this one was the teacher residency one. >> do you know which one? >> it's the one that's located -- >> yeah, i remember. >> at mclaren. >> mclaren? does anybody know? >> i believe we have not found an alternate location. >> okay. i really want to find an alternate location because if we're going to be recruiting teachers and i'll just say it again, that is like the most pitiful place for us to try to, you know, train our teachers. it's a total distraction, and i just don't think it really represents who we are, nor does it pay them any respect to come

to a place where we're trying to provide them with professional development. >> noted. >> okay. thank you. and then -- and then, on page 29 on the instructional guidance, for central office, you have p.d. on antiracist teaching. so that central office or is that school sites? or what's central office's purpose? i mean -- yeah, so what's their role on the p.d. on the antiracist teaching. >> so it's both. it's for sites, but central office, we want to make sure that we've received antiracist teaching. >> and then who's selecting what that teaching -- what that p.d. is? >> you mean, who selects who receives it or what provides -- who provides it. >> yeah, who selects the vendor. >> oh, that's the design team. >> the design team. and will that be an outside party or are we trying to do our own? >> one of the things that we're looking at is realizing where we have capacitor we don't, so

most likely that will come from an outside vendor. >> okay. and then i know that we -- you know, we -- you know, we've been pitching pitch for a while now, and i'm just wondering in terms of -- so we were able to get some funding from salesforce on the teacher component of it. is there other areas that you're still looking for resources or gaps that we're not seeing -- going to be able to see in this year's budget? >> so we know that we have some dollars to put some funding in -- and one of the big pieces is once we see some of the selection from sites, that's going to give us a much bigger picture of where the gaps are, but my anticipation is we will not be able to fully fund the needs for all sites for what the requests are based on the dollars that we have. so we will definitely still be having the need to fund raise. >> and then when is -- when do sites have to select what it is that they'd like to have on their --

>> that's going to be part of when they come back in the fall. >> okay. so is it going to be, like, they have to have it to you by september 1 or when in the fall? what's your -- >> the goal would be exactly that time frame. so they would come back, meet with their site teams. they're going to meet with the leadership from lead and then begin looking at where their needs are. so they already have started this process with basically smaller teams, but it was at the end of the year when the matrix was fully developed. so they're just getting a sense of what's in the matrix of and what their options are. >> and who's the owner of pitch? or who's helping you to kind of project manage. >> oh, that would be the site team. the ultimate owner is me. >> okay. >> yeah. >> okay. great. any other questions or comments? all right. thank you very much, superintendent. >> thank you. >> section i, the consent calendar items removed at previous meeting. we have none tonight.

we've already done section j, we've already done section k, section l, our board member reports, standing committees, we got a report back from rules, we got a report from curriculum, and the joint ad hoc committee on -- with sfusd and city college. we had updates on free city, our homeless youth program, safe routes to schools and transportation, and our dual enrollment process. another good meeting. board delegates to membership organizations, anybody have any reports on any of those? all other reports by board members? anything? no? not even commissioner murase? no? okay. calendar of committee meetings, so although the schedule of up coming meetings is posted on the agenda, please, this is your time to announce any other dates or times of your

particular committee meeting. just to note that our membership in or the committees may be changing up, so we're going to be d-- i'll be sendin you an e-mail asking you what your preferred committees will be. there will be no committee meetings in july, is that right, and the revised committee meeting schedule including who will be chairing and the members will be posted on the district website in august. so section m, other informational items posted on the agenda, with the exception of gifts, of gifts, monthly report. section n is our memorial adjournment, and we don't have any this evening. at this time, we'll take speaker cards for those that have submitted speaker cards for closed session, and we don't have any this evening. so next section is closed session, which we'll go into

closed session. those that are fortunate to leave tonight, have a great evening, have a great summer, and the sooner you . >> we're just following up -- or just getting out of closed session, so we're resuming our regular board meeting. the board by a vote of -- i'd just like to report our actions in closed session. the board by a board a a vote -- oh, wow. the board by a vote of six ayes, one absent, walton approved the contracts for four supervisors. the board by a vote of six ayes, one absent, walton, approved the contracts of two program administrators. the board by a vote -- oh . the board by a vote of six ayes, one absent, walton, approved the contracts of four principals. the four by a vote of six ayes,

one absent, walton approved the krarz of six principals in the matter of under board truck driver's griefance, the board by a vote of six ayes, one absent ratified an agreement to absolve the agreement. the board by a vote of six ayes, one absent, walton, gives the authority of the district to pay up to the stipulated amendment on three matters of anticipated litigation, the board gave direction to general counsel. that is the report back. section q is adjournment. this last meeting of the school year is now adjourned. thank you, everyone. happy summer.

>> welcome to our 2018 mayor's teacher paraeducator and principal of the year awards. this is our 11th year of honoring our public schoolteacher and ninth year of honoring our principals and first year of honoring our paraeducator. [applause] this honor awards five of our city's most accomplished teachers, principals and a paraeducator. all candidates nominated by members of their community throughout the year and the finalists selected by the mayor in april. they received awards on behalf

of the their tireless work and i wanted to just highlight a couple of things you all will be getting so it teases you a little bit. [applause] >> we already had the teachers on norred a honored at the giane on monday and you will get a beautiful tiffany apple. you will also get an award from the mayor and from the mason foundation for $1,000. [cheers and applause] we have some really great gifts from our championship basketball team the golden state warriors and and we still love them, they are not here with us any more but our san francisco 49ers. you will also get amazing

tickets to outside land, beach blanket and elle k elcatraz ande final arts museum. so al we are super excited. gift certificates for dirty water, the mall, and his tor hic john's grill. we also had personal gift bags, messenger bags made by rickshaw which is a local company and mark has been incredibly wonderful donating every year and he puts the logo on the bag and it's an incredibly high quality bag and for when you go away on the long weekend we have a great tumi bag donated by

alaska airlines one of our newest partner. thank you anna belle for all that. iqan is here and always gives you a bag of goodies, so you will see a quad and octopus and a membership and he is rolling out his k-5 academy for all, so all of your students will be able to come to the academy throughout the year because of a generous endowment, so we are really, really happy about that. [cheers and applause] all of these partnerships and gifts and prizes are aregarded and fully reflect the great love that san francisco holds for its educators and we wouldn't have been able to do this without many of our partners and i wanted to call out the ceo, to

thank the teacher for teacher appreciation month. recognizing our educators for their work promotes prestige within the profession and dem states appreciation for those dedicating themselves to providing our students with an excellent education. i want to highlight once again the public school paraeducator that we are honoring tonight and for those of you who didn't know, our late mayor was a paraeducator and this award is to honor him and it's in his name. we are really happy to be able to do that. [applause] some of this would not happen if we did not have a leader in our city that continues to appreciate all of our educators and i am really happy to stand next to our mayor.

please join me in welcomes mayor mark ferrell. [applause] >> thank you. i have to say after all those goodies that have been announced i don't know anyone that won't be striving for these awards. what i understand is it's $35,000 worth of goodies that we are going to be giving out today so that or the giant's game is a pretty cool few days. congratulations everybody. i want to welcome everybody to our award's ceremony as we honor our teachers, paraeducator and principals of the year award. this is an incredible time here in san francisco. you are the glue that makes our families work so thank you for all that you do. hydra mentioned mayor lee, i know this is one of his favorite things to do every year and to

stand as his successor for now is awesome and reminds me of him quite a bit. this is named after mayor lee, so you are the inaugural honoreehonhohonorees. i have want to thank the school district, dr. matthew is here and hydra, please a round of applause for her. [applause] i say this very sincerely as a parent of three young children, teachers and principals you are the glue that makes everything work for families in our city and i mentioned that. you are providing the foundation

and you are really leading the path for the next generation of san francisco children. i know many in the room are born and raised san francisco people and to be setting foundation for our city is powerful and you are here and awarded tonight because you have been nominated by so many people for all your hard work, but let's never forget what we are doing and the power behind that is incredible. i would like to recognize supervisor sandy fewer who is here. [applause] i want to thank the blue ribbon panel for helping select these nominees and obviously a difficult decision-making process for doing that. you know the four principal winners were selected because of their dedicate and leadership just like the teachers and our paraeducator. congratulations to you all.

this is a fun thing to be here and a fun thing to go to the giant's games and beon the field. we don't get to do that every single day, but thank you for all that you do for our children on behalf of san francisco. we can't do it without you. please know how important you do is to all of us. i know it's one of the most challenging jobs in the world, but i want to say thank you on behalf of a grateful city. [applause] >> thank you mr. maryou. maryour. mayor. a wonderful partner of you are ours the president of the leaders of san francisco, lit

lita blonk. >> thank you for being chosen for this award. not a single person goes into the field of education for honor or glory, but it is still extremely well appreciated to have one's commitment and hard work acknowledged. thank you mayor ferrell and hydra and thank you to your families without your support they would not have the fortitude to continue what you do and thank you to the community because a good teacher or educator can only thrive when supported by their community. you all are receiving educator of the year awards but you deserve much more. i remember my first year as a

reading recovery teacher i had a student who was a cute little 6-year-old but he was clinically depressed. he came from a traumatized background and i remember telling my supervisor i don't think i can teach this child to read. she said you are a reading teacher, teach him to read and see what happen. i was able to teach him to read and write and he reached proficiency and somewhere his self-esteem shifted and it was part of him turning the corner. dition to receiving the award that you are receiving, i would like to nominate you all for psychologist of the year, social worker of the year. [laughter] life coach of the year. [applause] event planner of the year. at vadvocate of the year and the

list goes on because any educator knows you are wearing some of those hats all the time and many of those hats all the time. appreciation comes in many form. today it is expressed in kind words and many generous gift. i want to thank the donor to made that possible. there are gift bags and there is beautiful posters and you will see what's in there, some surprise. we also give, we don't have millions of dollars but we do have thousands of members who stand together for your every day of the year and we are proud of that. appreciation can also come through the gift of making sure that you have time to do your job properly and each of you knows what that means in your own job. i have a particular angle i want to share with you. it also means in this world of 2018 making sure that educators are not spending time giving

assessment that is are not useful for their teaching and sharing with you the information that the board of education received recommendations from a joint district family union assessment community which includes i limb natio eliminatie assessment, so brought we forward and that means less teaching and more learning. that is a gift to you of time. i know that is really stretching it, but i had to put it in. [laughter] one last form of appreciation which you are all aware, appreciation can and should mean a living wage, so i'm shameless. [applause] i'm shameless and determined that educators in the city will have a living wage from here on in and so on june 5 san francisco ha has the opportunito

vote yes on prop g. thank you very much and enjoy the rest of the reception. [applause] >> thank you is there anything else you would like to share with us? [laughter] lita is leaving and retiring after 33 amazing years with us, so thank you for your service. as we shared earlier, this next speaker is recognized for the work that she does to represent our peer educator. she is the vice president of our paraeducators with u esf and i know carolyn fought hard for this award. carroll, why don't you come on up.

[applause] thank you and good afternoon everybody. this is really exciting for me because i have been pushing for about nine years to get a paraeducator of the year. i have talked to the mast mayors and hydra so it's really aye maizing. amazing. i want to give a shout-out to our first paraeducator to receive achievement. [applause] she is an incredible para and i'm so honored she is the first one to get it. mary knows i don't like to speak in front of a mic., but i said i will do this just for you. stewart and katie was a paraeducator and jolene, so a

lot are now admi administratorse and teacher. it's hard for me what happened last year in mayor lee and we had the paraeducator housing last june and we were talking hydra and -- and me. i said this is great, but are we going to do a paraeducator of the year, and he said carolyn, yes, we are this year. i know you have been pushing for it and then he proceeded to tell me i was a bilingual para and i went oh, wow, i never knew that. we talked about paris for ten minutes and how he had been and how important they are.

this is very special and so glad it's mary avalade that's getting it. congratulations to everyone and thank you. >> thank you carolyn. i did want to highlight the housing that carolyn was eluding to because of the partnership with the school district and educators we are breaking ground on 100 affordable units for our educators in the next couple years and we have just selected a developer through the mayor's process and we are really excited to do that for our educator. [applause] so our last speaker is a representative of our united administrators, so these are the folks that make sure our principals are well supported and getting what it is they need in order to be amazing

principal, so join me in compels jolene washington. >> good afternoon everyone. caro line was spoked to be here this afternoon but was able to come so at our last meeting she asked who was interested in speaking and so i did not raise my hand. [laughter] i said who is going to be receiving awards. she said lina, i said i love lina, and then she said sam, and i said i love sam and then she said emmanuel and we have the same principals an and then he . eli horn. and with that i had to be here.

i just want to say that again my james jolin washington and i am here on behalf of united administrators of san francisco and thank you for allowing us to speak at this important event. it gives us the opportunity to brag about our amazing, hardworking administrators like sam, lina, emmanuel, and eli. they are courageous leaders and put student's needs and interests first. we are proud to honor them today and recognize them for everything they do every day every month every year to benefit their students, families, staff, and school community. on a personal note, i remember the experience of receiving the

honor of principal of the year from mayor lee in 2011 and this honor allows you school community and your families to see that the enduring long days the sleepless nights, the ongoing dedication to teachers, families and students in your school communities is not done in vain, so lina, sam, emmanuel and eli, enjoy this recognize and celebrate with the ones you love. congratulations. [applause] >> thank you so much jolin. before we bring up all of our award winners, let me tell you about how this is going to work. we are going to call out the award recipient's name and i will have maker yo ferrell, supervisor matthews and supervisor fewer and we will take a picture and then have

leadership take a picture of all the recipients with all of our sponsor. that is how it will work. i want to give a shout-out and recognize our blue ribbon panel because these are the folks that made the difficult decision. if you are part of the blue ribbon panel, if you would please stand up so we can recognize you. camille, owen hit. hoyt, and simone who is working u upstairs and we had cara tweed and annie sang from pinterest, so we also had a community that read with us. thank you for being part of the

blue ribbon panel. without further adieu our first award recipient is kitty lock, a teacher at comm stockton elemeny school. she joined 31 years ago as a paraeducator and has been at comma dore stockton for the last 31 year. in addition to all of the goodies they are getting, they are getting certificates from mayor ferrell, u.s. representative nancy pelosi, state senator wiener -- and

there is lots of goodies over there. our next award recipient is jack lively. third grade teacher at star king elementary school. thank you jack. he grew up speaking mandarin an canton knees in china. he wanted to be a high school teacher but when he got to job to teach he fell in love with the school, the staff and the kids, so he decided to stay. thank you jack. [applause] because we have so many elementary schools we honor two elementary schoolteachers and our second is jennifer partika, 5th grade teacher at argone elementary school.

she is dedicated to growing the number of females in science, technology, engineering, the arts and mathematic. she recently led the argon robotics take too a victory at the lego robotics competition. excellent. your middle grades teacher of the year is erin wise, 6th grade teacher at middleton middle school. aaron is spending his 11th year where he teaches sixth grade math and science. he runs parent groups, sits on committee, and most importantly he is the dj for middle school dance. [applause] thank you