The Hastings Journal wants the community to have the opportunity to get to know the nine candidates for Hastings School Board.

Over the last several weeks, we’ve posed questions to each candidate. In the Nov. 2 edition of the Hastings Journal, each candidate will be offered a 500-word “pitch” to voters. There will be no Letters to the Editor published next week on anything directly related to the election.
Running for four open seats on the Hastings School Board in the Nov. 7 election, in alphabetical order, are Philip Biermaier, Nancy Blanchard, Matt Bruns, Melissa Millner, Pamela Onnen, Mariah Ring, Matt Seeger, Brandy Wentzler and Jenny Wiederholt-Pine.
On to the questions!

How can the school board impact behavioral issues in the district to ensure everyone feels safe at our schools?

Philip Biermaier
Assist in instituting written policies of rules of conduct. We must work together with all parties involved with the district, including law enforcement. We have to give students and teachers the knowledge that a student is accountable for their behavior. Teachers need to feel we have their backs in their domain, the classroom. Fellow students deserve the right to feel that they are in a safe educational environment where learning is at the forefront. A teacher who is trying to control disruptive behavior is taken away from the job they love, teaching.

Nancy Blanchard
The term misbehavior: bad, improper or rude behavior or ill conduct, applies to many situations. I believe the protocols that are already in place for misbehavior district wide, have not been adhered to in the past few years, giving the opportunity for behavior to be unconstrained, leading to terrible situations. One consideration would be a no-tolerance decision for the district so all students would know what to expect if they were to choose to misbehave, with the understanding that every administrator would follow the protocols completely.
As a past teacher as well as working with many children of varying abilities, learning styles and, ages, I have had the experience of finding creative ways to be helpful in curbing misbehavior in students from de-escalating a situation, positively presenting a distraction to redirecting one's attention. This experience has given me an understanding that, with the right tools, much can be done. On a broader scale, I would hope to seek out training opportunities for teachers, etc. to help them in their jobs get the tools they may lack to help them in some situations.
There have been issues concerning bathrooms in both the middle and high schools which may actually need further consideration to alleviate this issue, but I propose inviting district adults, like grandparents, to voluntarily monitor the bathrooms, utilizing reasonable parameters and regulations to be sure they are able to be trusted and have specific protocols in place.
District wide, I believe integrity for one another and honor needs to be nurtured. Let's begin with the school board which needs to reflect a common goal of kindness toward one another and a willingness to work together to constructively accomplish what needs to be done. As adults, we need to be the examples in our district, not another problem.

Matt Bruns
To effectively address behavioral issues and ensure a safe school environment for all, the school board must prioritize holistic approaches that encompass comprehensive social-emotional learning programs, increased access to mental health resources, and the implementation of restorative justice practices. By fostering a culture of empathy and understanding through targeted curriculum enhancements and educator training, providing accessible mental health support, and promoting restorative rather than punitive disciplinary measures, the board can create a nurturing and inclusive environment where every student feels valued and supported. Furthermore, active community engagement and the promotion of diversity and inclusivity initiatives are essential for fostering a sense of belonging and safety within our schools, ultimately paving the way for every student's holistic development and success.

Melissa Millner
From the sounds of it, a large number of families, teachers, and staff have concerns about the direction of some student behavior issues in recent years. Lack of consequences and accountability top their perspective on why it has gotten so bad. As with any organization or business, good leadership is the key! Our district needs a school board willing to lead with unity and by example. The tone of the school board affects the superintendent, which affects administration, which affects teachers, which ultimately affects students (and families). Let's all raise the bar on our unity, leadership, accountability, ability to listen, and our willingness to work together. Let's lend helping hands and willing hearts to do what it takes to bring our district to the next level. Our students and community are depending on us to be the leaders we are supposed to be.
Most teachers and staff I have talked to believe 95% of our students are safe, inclusive and welcoming and that 5% are where our challenge lies.
We know not every child walks through the school doors with the same needs
Many of these same people believe if we can be creative in funding, these things will help tremendously:
-Bringing back hallway monitors
-Smaller class sizes - having one disruptive kid in a class is a lot different than having five
-Teachers knowing they have a high-quality administration that supports and encourages them, especially when it comes to supporting discipline needs
-Listen to staff about their challenges and empower them through policy to discipline students appropriately
-Accountability and follow-through on our zero-tolerance policy
-Having administrators meet with the school board to know what support is needed and where
From what I have experienced firsthand in meeting Dr. Champa, I believe she is the leader our school needs for the discipline issues. Many teachers and staff I’ve spoken to agree as well. When the board and superintendent are on the same page with accountability, that will trickle down to everyone to make the changes we need.
I have also heard extremely positive feedback about an assistant principal at the middle school that has been creative and phenomenal in holding kids accountable for their actions. The tides are turning, and the future looks very promising!

Pamela Onnen
I’ll start my answer by explaining the processes already in place for ensuring safety and wellbeing in our district. The Student Discipline Policy #506 has already been established and it gives a great foundation for us to prioritize and act on improper behaviors. It is a requirement that every school board member steps in when there are unsettled behavioral issues. In our district’s Policy 506 (Student Discipline) Section V (Areas of Responsibility) item (A) defines the role of the school board, “The school board holds all school personnel responsible for the maintenance of order within the school district and supports all personnel acting within the framework of this discipline policy.” It is the responsibility of the School Board members to address instances of unsatisfactory safety and well-being. The board shares this responsibility in different degrees with the Superintendent, Principals, Teachers, Other School District Personnel, Parents/Legal Guardians, Students and Community Members. Every person in our district shares the responsibility for keeping our community safe and welcoming.
In addition to the expectations of a board member as defined in our District Policies, I will remain active in our district, allowing me to engage and interact with our students and teachers. As a board member, I am allowed to continue to work as a substitute teacher on a ‘rigidly defined’ part time basis. I do want to continue to teach, I will continue to support our arts and athletics by attending concerts and games. When I am interacting in the district or discussing district activities, my lens of understanding morale and student learning will remain active as always; but as a board member I would have the responsibility of sharing behaviors of concern with the full board. This would be a first step on the path to learning how we can do better as a district.

Mariah Ring
The school board needs to establish policies that establish the expectations of our students and the discipline guidelines for inappropriate or dangerous behavior that aligns with our community’s values and research-based educational guidelines and practices. There also needs to be an accountability system for implementing these policies in our schools. We can’t simply make the rules with no work to make sure they are being carried out and enforced. The work doesn’t stop at the finalization of the policies being added to our district but also at seeing them being carried out by our educators and staff.

Matt Seeger
Promoting safe, supportive school environments must be a top priority. As a board, we can impact student behavior and safety in a few key ways:
First, advocating for anti-bullying initiatives, restorative justice programs, and curriculum that will foster a culture of mutual understanding and respect for others.
Second, ensuring adequate staffing and training for our district employees to prevent and properly address behavioral issues as they arise.
Third, reviewing and revising discipline policies to balance accountability with understanding unique student needs and backgrounds.
Fourth, soliciting input from families, staff and students on where they see issues so we can target resources effectively.
Finally, modeling civil discourse and building trust by showing all voices have value.
With compassionate, student-centered policies and investments in preventative measures, the board can foster an environment where everyone feels physically and psychologically safe. This starts with acknowledgement, listening and leading by example. As your board member, I will make it a priority.

Brandy Wentzler
Safety covers such a broad area. It begs the question; “Are the children and staff physically safe from harm as well as mentally safe from harm?” It’s important for our kids to feel both safe and secure. They feel safe when they have trusted adults around them who know what to do in emergency or troubling situations. Having our SRO present and our ALICE training are just a few ways Hastings schools try to keep kids physically safe.
Students feel secure when they feel empowered to make smart choices for their own physical safety and mental well-being. That means training for students and staff must be developmentally appropriate. Moving forward, it will be really important to pay attention to the mental & social wellbeing of our students. Training related to Social and Emotional Learning gives students the tools and ability to express themselves in more productive, less hurtful ways. They can also learn about assertiveness & resilience rather than aggressive ways to handle disagreements. All of these things can help students feel safer in their school environment. We need parental support from home to make it a reality.

Jenny Wiederholt-Pine
The school board needs to ensure the policies are being followed consistently for all discipline issues that arise. The teachers and paras need to have the support when following through on their disciplinary actions. The response time needs to be the number one priority from the administration to ensure staff and student safety. Last, the students with their families need to be held accountable for their actions.

What strategies do you have to attract and retain high-quality educators?

Philip Biermaier
Strategies like the first question is part of it. I’ve talked to several young people who entered teaching and have already left for this same reason. Who in their right mind would want to subject themselves to this disrespect? I’ve also spoke with teachers who can tell me to the day when they can retire at the earliest date possible. These are quality educators. The burden of teaching in a disruptive environment wares a teacher out. We need to have their backs. We have to present a welcoming environment for all potential and current teachers, free of a political slant. Portray a cultural environment where everyone feels safe. We need accountability and transparency at all levels. We need to raise standards for all, teachers want to join a thriving district and want to stay in a district where academic achievement is the highest priority.

Nancy Blanchard
Attracting educators to our school district would best be accomplished, I believe, with adequate and competitive wages, good reports of our schools' supporting the teachers and a safe working environment with the goal of teaching the subject they are hired to teach, not peppered with any political agendas. Having adequate wages that are in accord with similar districts, while maintaining a constant vigil on the district's budget with reasonable parameters is essential for security and balance. Having good reports of supporting our educators by maintaining classroom adhesion to the subject, free of behavioral distractions by a few students, dealing with them efficiently and effectively with the desired outcome to be reestablished in their classrooms. Giving the support and clarity of focusing fully on teaching the subject of the class without distractions, including those that are politically based.
Attracting and retaining the school board seems an unusual question but my answer would be to vote in people who desire to truly work together, with honor and respect for one another, who are willing to listen and strive for a reasonable agreement in all situations realizing everyone has their piece, their value and their understanding. Board members are needed who will focus as much energy on the nurturing of our future generations and responsible attention to that as on the budget, buildings, staff, etc.
I do believe it is imperative to change the course our district has been on for the past decade because this decline needs to shift. Hastings has amazing teachers, intelligent students, able administrators and caring citizens who are all desiring and striving to produce the best students, graduates and future community builders that we know they can be. I am very excited to be a part of this future as a board member.

Matt Bruns
To attract and retain high-quality educators, I advocate for implementing a multi-faceted strategy that prioritizes competitive compensation packages, comprehensive professional development opportunities, and a supportive work environment. This strategy involves advocating for fair and competitive salaries that reflect the dedication and impact of our educators, along with offering robust benefits packages and incentives. Moreover, establishing mentorship programs, creating avenues for career advancement, and providing regular opportunities for skill enhancement and collaboration will foster a culture of continuous growth and development. Additionally, creating a supportive and inclusive school environment that values educators' voices and promotes work-life balance is crucial for retaining talented professionals who are dedicated to shaping the future of our students.

Melissa Millner
From my experience in having two very driven kids of my own graduate from Hastings High School, as well as another highly driven student currently in 8th grade, I can say we have a wonderful selection of high-quality, very caring educators. How to keep them here and in the teaching profession in general is of utmost importance. Our current 8th grader asked to be transferred back to where she did her K-4 education at Pine Harbor Christian Academy midyear last year because she was frustrated with the constant behavior issues in the classrooms that the teachers had to deal with repeatedly. She was disheartened that teachers had a hard time being able to teach and worried they’d get burned out and frustrated and quit teaching. This is the wisdom of, at the time, a 13-year-old. So, the other question from this week is very pertinent to this one. Let’s get behavior issues under control in our district so it is an appealing district to work and stay at. (Please see my response to the 1st question.)
We also need to ensure that we have a welcoming environment for all teachers/staff and families, no matter their religious, political or ethnic background. Along with this, we create and maintain ways for teachers/staff to voice their concerns and to feel their issues will be addressed. The culture of the classroom, school and community needs to be one of unity and openness. Let’s find ways to support classroom needs, so teaching and learning can be promoted to higher levels.
Teachers love their students and love helping them learn. We need to support and restore (if necessary) the joy and passion that got them into this profession in the first place. We must have engaging curriculum available for the teachers and restore the goals of high achievement in our students.
Lastly, I know fair wages and benefits are of utmost importance when teachers are deciding where to work. I have never looked at a teacher contract in our district or surrounding districts, but I believe that is something to be closely looked at when trying to attract and retain high quality teachers. If elected, I will do my due diligence to be highly educated on what our district needs to make these important decisions.

Pamela Onnen
To attract high quality educators, interview all qualified candidates and consider each candidate. Interviewers should be open minded and refrain from making assumptions about candidate resumes. Rather than dismissing a candidate because of part of their resume, I would like the interview team to ask the candidate to explain that part of their resume. The answers to these hard questions will often help us understand the candidate’s background and priorities. I would support time spent interviewing extra candidates, especially in our tight market right now. Building principals and Department Heads should check in with their first- and second-year teachers and ask what their biggest joys and challenges have been. This information can be used to help new teachers and should also be used to support teachers for retention. I recommend exit interviews for each employee. This meeting should include the employee, their department head, and at least two administrators (principal and HR). The exit interview should be used to help identify problems and help us make improvements for more teacher retention.
Since our district uses Frontline and www.applitrack.com, the application process is straightforward. Another area where we are doing the right thing is on the district employment screen. The available jobs are easy to see, and the job descriptions are clear. I think we should keep using these systems. The AppliTrack system allows the district to go back to a resume submitted within the last 12 months; this allows the interview team to select from previously submitted applications to find more candidates to interview. If we are not regularly considering previously submitted applications for new positions, we should add that task before interviews are scheduled.

Mariah Ring
First, we need to make sure that our district is paying a livable wage that can compete and compare with surrounding districts. This means looking into what nearby districts are paying. Then we need to make sure that we are posting openings in places where they can be seen by the most candidates for the job; online, in newspapers, at job fairs, and out of state forums, and we need to cast a wide net when doing so.

Matt Seeger
We’re fortunate to already have many talented, dedicated teachers helping to shape our students’ lives. To attract and retain more high-quality educators like the ones already excelling in our schools, I would seek strategies that ensure compensation honoring the valuable expertise our teachers provide every day. I will also support ongoing professional development so our staff continue growing as outstanding educators. Exploring creative ways to support and enable more teachers to invest in the community they serve is another avenue we could pursue.
Building leadership skills in current staff to retain institutional knowledge is crucial as well. Developing mentorships so experienced classroom veterans can pass wisdom to newcomers and provide guidance. Promoting collaborative cultures that give excellent teachers a voice is also essential. Avoiding burnout through supportive wellness programs shows we value their wellbeing. And widely recognizing staff for the vital role they play in students’ success demonstrates deep appreciation.
Our district’s talented teachers deserve our appreciation and investment in their success. I look forward to celebrating their achievements, learning from their wisdom, and advocating for policies that empower our educators to keep inspiring students for years to come. They are invaluable assets.

Brandy Wentzler
As I understand it, the impact the school board has on this issue relates directly to the teacher contracts and the overall climate that the board provides. If we are not a school board who is in support of educators, then what would make Hastings appealing to new talent? It’s going to be important to understand that the pool of qualified educational candidates has been shrinking for the past decade. Hastings schools’ pay, benefit, & retirement package should be on par with surrounding and like districts. The challenge will be to find teachers who are experienced and ready to work with our changing student and family demographics. It will be vital to provide relevant training opportunities to all educational staff. We need to make sure the teachers who work in Hastings feel heard, feel safe, and well compensated as professionals.

Jenny Wiederholt-Pine
A safe school that supports teachers and paras will retain and attract future educators. If Hastings ISD can create an environment that allows teachers to teach versus be babysitters and disciplinarians, this will alleviate the high levels of stress in the classrooms.