The most critical discussion of the meeting revolved around the superintendent’s report, which featured a detailed presentation by legal counsel Jennifer King on the substantial revisions to Title IX regulations. Title IX is a federal law that prohibits sex discrimination in educational institutions receiving federal funding. King explained that the new regulations broaden the definition of sexual harassment to include gender identity, sexual orientation, and pregnancy. She highlighted the increased responsibilities for Title IX coordinators, who now must consult with special education teams when investigating cases involving students with Individualized Education Programs (IEP) or 504 plans.

King also emphasized that any employee aware of potential sex discrimination must report it to the Title IX coordinator, with some exceptions for confidential employees. Complainants can now file complaints even after leaving the district, though respondents must still be currently affiliated with the school. Additionally, the district now has the authority to investigate off-campus conduct that contributes to a hostile environment. Simplified time frames for investigations were also introduced, requiring major stages to be completed within specified periods rather than adhering to strict deadlines for each step.

The presentation detailed new provisions for pregnant and parenting students. The previously required written cross-examination process has been eliminated, yet parties can still respond to evidence gathered during investigations. King concluded her presentation without immediate questions from committee members, though one member did express concern over the frequent changes in regulations.

Following King’s presentation, Chris and Caitlyn from Revere High School addressed concerns related to cell phone use, attendance, and support teams as the new school year approached. They outlined initiatives aimed at fostering a phone-free learning environment. This year, the school plans to emphasize the developmental impacts of phone addiction and will communicate this rationale to students through various channels, including grade-level assemblies. Lockboxes for securely storing confiscated phones have been ordered to alleviate conflicts over phone confiscations.

The plan involves an “all hands-on deck” approach, where teachers can easily request administrative support for managing cell phone issues without disrupting their lessons. An email listserv has been established for this purpose, allowing any teacher to call for help from the administrative team. The goal is to create a supportive environment where students understand the rationale behind the rules, reducing potential conflicts and fostering a collaborative atmosphere in addressing policy enforcement.

The committee also discussed the importance of consistent messaging and collaboration between administrators, highlighting the ongoing improvement in school culture over the past years. One member noted the administration’s active presence in the halls and their multifaceted roles in supporting students and teachers, recognizing gradual progress in discipline and engagement.

Attendance policies were another key focus, with the administration outlining three key outcomes aimed at enhancing attendance: defining specific roles and responsibilities for staff, developing a thorough prevention program for frequently absent students, and creating a systematic approach to manage students who are physically present but not engaged in their classes. An awareness campaign for Attendance Awareness Month in September will target families to increase their understanding of their children’s attendance relative to peers. The administration plans to redefine what constitutes excused versus unexcused absences and reintroduce a system of attendance points to provide tangible consequences for tardiness and absences.

The meeting further addressed the restructuring of support teams. The administration had previously operated with 240 different configurations for support teams, which proved ineffective. The current goal is to consolidate those into five cohesive support teams with clear roles and responsibilities. Weekly meetings among assistant principals and their teams will facilitate case conferencing and support planning, focusing on consistent processes across the school.

The committee also discussed the challenges faced in maintaining adequate school nursing staff. The disparity in salaries compared to neighboring districts was an issue, with a proposal to start school nurses at a higher initial salary to attract qualified personnel. The subcommittee recommended achieving a target of 14.5 nurses across the city and emphasized the necessity of a dedicated substitute nurse to cover absences and manage health screenings during peak times.

Lastly, the committee touched on various procedural and financial matters, including the approval of the Revere Public Schools employee handbook and fiscal year 2025 student activity accounts. There was also a debate on the need for a professional development policy for the school committee and the creation of an onboarding handbook for new members.