 All right, well, this is Maeve Quinn and from what I can tell from one of my computer screens, it looks like we definitely have a quorum. So thank you all for being with us on this really kind of bleak and dreary day, but this meeting will just be very exciting and just make all of you just beam and smile. What's so strange is that all of you are smiling at me, but you can't see Garrett and I, we're both smiling, but nobody knows because we've got these masks on. So we are here in the city hall chamber to conduct this meeting. So at this time, I would like to call to order our meeting and we do have a quorum. If you would like to rise and join me in the pledge of allegiance. All allegiance to the flag. All allegiance to the flag of the United States and the American Republic for which it stands, one nation under God, indivisible with liberty and justice for all. That's always a little challenging over Zoom, but thank you. For those of you who are joining us, if you wouldn't mind muting your device at this time, and then when you do want to speak, please go ahead and just kind of wave your hand and then I will call on you and then you can sort of unmute yourself. At this time, we do not have any public comment by the public, the room is quite empty, but at this time, moving on then to 1.4, would someone like to make a motion to approve our minutes from October 15th of 2020? You just want to raise your hand if you'd like to make that motion. This is my name, Summer. Okay, is there a second? I can share it. Thank you so much, and I appreciate you saying your names. It helps our person who's trying to take our minutes today. Any further discussion? All those in favor, please say aye. Aye. Aye. Aye. Any opposed? All right, thank you very much. And with that, I would like to go right to 1.5 in which I'm going to turn this over to our library director, Garrett Erickson. I'm going to make sure I've actually turned on his mic. There we go. Whoops, I don't think. Got it, yes. Okay. It's red, so I'm hot. Anyway, what we want to do today is just, unfortunately, because we've been doing these meetings virtually, we haven't had the opportunity to bring Santino into meet all of you, but hopefully soon if you're in the library or one of these times we can have a meeting where more people are in person. Otherwise, I thought at least we would let Santino talk today. Apparently, he doesn't have a camera, but you can hear his words. So Santino, can you give us a little background about yourself? Yes, sorry, can you guys hear me? Yep. Yes. Mm-hmm, yeah. All right, so Santino Laster, I'm originally from Detroit, Michigan. Transition from Michigan to come to college at Lakeland. Just to backtrack a little bit, I'm one of 11 children, eight boys for a girl, so huge family. I see one of my former favorite professors in the room as well, Maybaud Brink. Yes, she bought me a heck of a lot. But I came to Lakeland, played football there for my four years, worked security there all of my years and then moved up to the assistant director of security. And after that, I went into law enforcement and had a wide array of jobs where we'd mentally disable and challenge adults and youth. Also worked in education where I was a little student, which is pretty much on a charter ground with the assistant principal and also taught U.S. history in the middle school. Also worked at Frater Hospital for four years. I'm a supervisor of security there with 150 staff officers and worked in law enforcement and two other Shibuya County officers that were coors as well. So I just have a diverse background. My passion is helping and educating and understanding and bringing inclusiveness and equity to a society that I need the most. And Santino, can you just kind of talk to the board a little bit about what you've seen so far since you've been here a couple months already? Yes, thank you. That was on my mind to say. We've been dealing with a lot of the homeless population and more so the fact of the mask policy. There's a lot of patrons coming in that does not want to utilize the mask policy or utilize their mask and have their variations of excuses to say why they shouldn't. Our staff has been very overwhelmed with dealing with handling these patrons. Obviously their job is shouldn't but you always have to be the behavioral management team as far as helping out with getting all these pages under control and they're taking the backslack that they've been taking from these patients disrespected, the team is free to find the rules and the policies. So therefore, I've been stepping up very clear of day and explaining to patrons, yes, you don't have to wear your mask but when we're inside of this building, that is required. We're going to walk outside. We have other opportunities and resources at your disposal, buy in the parking lot, curbside pickup, things of that nature that you could utilize. If you did, I want to wear your mask. So I mean, that's just been a challenging point and they have no rebuttal at that point because obviously we do have other alternatives for them just not to be in this building with their mask. Any questions or comments for Santino? If you just want to raise your hand. Was that Kathy Norman, would you go right ahead? Yeah, so our last public resource officer did a lot in terms of, well, I don't know about calling it mental health strictly but almost like a counseling type position, line up resources with needs. Are you similarly open to doing that or is that your approach to the job? Yes, ma'am, I've been meeting with community resource members quite regularly, trying to figure out what's the main plan. Hopefully we can get a strategic plan together and ways to address some of the issues that we have but also to get the resources in front of this building a lot of these mental health and homeless individuals come here as a safe haven. So if we can bring those resources here via myself or any other agency, I think that that would greatly benefit. I've been working with multiple age diseases as far as hopefully opening up the virtual world. Students that might not have a home like that can do so to a working environment virtually. A lot of parents, that's their escape to having kids in school. Now that they're home, there's a more burden and these kids are being overwhelmed with the anger or other issues that their families might be facing at that time. So just removing them from that element to give them a safe place to learn and to have a free space to explore them. So I don't think it's great without being underneath their parents who might be angry and just frustrated with what's going on at the moment. Okay, does anyone else have a question or comment? So this is Maeve. I just wanted to just take a moment to reflect upon our history about the whole creation of this position that has been developed here at the library. It's one of those things where Garrett and his staff really wanted to work towards, how do we really have a position or a focus on trying to solve problems instead of just pointing out the problems and asking citizens to leave the library. And so this creation of this position has really made a really has had a profound impact on just the environment and the climate within our library. And I am just so pleased that Santina that you have continued in this role of really trying to connect with our citizens, make them aware of resources. And at the same time, just really kind of echoing that these are the expectations that we have for all citizens so that we can really partake in this beautiful communal space of our library. So I've had the opportunity the last couple of months to really witness Santino in action. And in fact, we had a meeting with a citizen that had some real concerns about one of our policies and to actually have Santino in the meeting with myself as well as with Garrett. I was just struck by just your focus in trying to resolve problems so that we can move on to a much better place. So I'm just thrilled that you're part of the Meade Public Library team. And I'm glad that we, oh, all of a sudden we get to see him. That's like magic. That I just look forward to all of us learning more together as a library community about how we can connect people with their resources and just make our community just stronger and focused on helping each other and solutions. So thank you for all that you are doing to fulfill that. Thank you. And Santino is going to stick around. He and Melissa put together the updated exclusion policy on 3.2. So we'll hear from him just a little bit later in the agenda. Great. So moving on now to 1.6. I wanted to just make two quick announcements. One, it's so challenging with this pandemic that all of us are not out and about like we usually are. And I know all of us would normally be stopping in the library on a regular basis. But this week, the week of October 18th through the 24th is actually the official thank you to friends of the library week. And so I just wanted to let you know that on behalf of the library staff and as well as the board, we have put together sort of a thank you tribute to our incredible friends of Meade Public Library. All of you on this board is well aware of the devotion and the care that our volunteers that make up the friends and what they've given back to our library in services and resources. And generally just a almost an atmosphere of supporting this incredible library. So at this time, if you could just join me and even though they can't hear us and they're not on the call, if you could just join me in some applause of thank you for all that they do. Yay. There we go. So, and there is a letter on behalf of our board that will be submitted to the friends so that they can have that for their, that they can share that with their members at their next meeting. We really could not do so many things without their continued support. The other announcement I just wanted to share that within the state of Wisconsin, many of you are aware that there's a People's Maps Commission and there was a request by our governor for people who were interested in representing their congressional district if they were interested in partaking in that process in trying to help our state put together fair maps. And for the sixth congressional district which makes up 11 counties, one of which is Sheboygan and parts of a couple other counties is represented none other by our very own Melissa Prentice. So she is exactly, so here, here for the, we can give her a round of applause but to have one of our own employees really represent our entire sixth congressional district and putting together a fair maps for all citizens is just quite wonderful. So, Melissa, thank you very much for your continued civic engagement and we look forward to future reports in 2021 about how this whole process will go. I do know that there is a public hearing for our sixth congressional district sometime, I wanna say April, I don't know and who knows if it will be in person or virtual by then but thank you for your continued dedication to our community and our credible state of Wisconsin. So, thank you. Thank you, Maeve. And we all know that Melissa really has nothing to do, right, that's why she decided to take that on. So, we greatly appreciate that. So with that, I get to move right along the committee reports, 2.1 Human Resources Committee, Kathy Norman. All right, well, the HR committee met this week with the important job of reviewing and amending and updating job descriptions. And the reason that we needed to do this is the city is undertaking a salary study. And so, I'll pass Garrett and Debbie to get all our job descriptions updated so that they could be evaluated for the proper place in the packing order of the city. So, many of the job descriptions just needed a little updating, removal of a line here and there but the three that maybe for the most substantive in terms of changes, really keen in on more of a strategic way to see our employees are working with Debbie's position, Melissa's position and Garrett's position. But that's today, we would focus on those since they were substantive, the other ones were just more almost procedural. Garrett, were you gonna try to, I don't know how to do it if I don't have the library description. I can't either. I'm sitting in front of me. So I think what we'll do is maybe our committee just met, believe it or not, was that on the 20th? Tuesday. It was two days. Yeah. So it's hard to believe. So I think we'll just go to 3.1 and I like your idea, Kathy, of maybe just focusing on the three jobs, descriptions that have, as you said, the more the changes that we should just alert our trustees of. So at this time, I'm just kind of pull them up too. And which one would you like to start with first, Garrett? I think you start Public Services Manager and that was just really, we wanted to talk about that future way that she, that Melissa had chosen to write hers, getting away from tasks. If I could just jump in, if you go to your board docs, Public Services Manager attachment is at the bottom of all the attachments of jobs. That's the one that's at the bottom. Someone in Garrett, if you just want to speak. Okay, sure. And if we scroll then down, once you've opened that document to qualification requirements, and this is unique in the sense that Melissa had updated this, and rather than using actual tasks, you can see she uses ability to, and then put your words in there, but she sort of changed the format a bit from what we've been doing. And just, I guess this is a point of reference. We, the members that were there that they really liked the way she did that, and would like us to continue to do that on the other job description. So that's something that Human Resources Committee will try to attempt over the next year, is trying to get all of them updated in this sort of a way. If there's anything else on that particular one. And I didn't know if anyone has any additional question or comment on that particular job description. We felt it kind of gave us a template for where we want job descriptions to go in the future. Yes. If no questions, then we can move to library director. And that's kind of in the middle of all the board docs attachments. All right. Okay. And I just, I'll point out just a few things on this that's different. So I did put leadership towards the beginning of not only the position summary, but also the essential duties. It had been, I think mentoring staff started it off. And I really thought leading and strategic planning, change management, those sorts of things should really start the job description off as far as essential duties and so on. We had a discussion also about adding the work that like Debbie and I and Sydney do with the friends in the foundation. And so we did add a line on both Debbie and I's job description in the middle about doing that. And I believe, let's see, what else was there? And then the qualification requirements towards the bottom. We did quite a bunch of things were added in there. So we added strategic planning, chains, facilitation, human resources, nonprofit management, fundraising, marketing, and so as like now I'm overseeing IT as well as the building maintenance team. So that's a little different than what it was. We put in their budgeting, policy writing, process improvement, procurement, community outreach. And so there's some things in there that were added. And also I think the last thing that you guys wanted was a statement about working with the, as the resource library director in working with the system staff on the system resource contract. So we update that as well as make sure we adhere to it and report back on it. So those were the changes to the library director position that were different. Any questions or comments? And I would just say that, I guess I would just comment that, yeah, in all of these there really were at least the two that we just discussed. They're becoming a lot more strategic. So rather than just items that does circulation, manages this, that is really more about being strategic and big picture and change management. Yep, thank you. And then the last one, if you could open up would be the business manager position. And that one was easier to find. It was at the top of all the attachments and board docs. And so Debbie did clean these up since our meeting. She took out a lot of the highlights that we had that the committee members had seen just to make it easier to read. There was an awful lot of red in this one, but some of the bigger items that we wanted to talk about were really philosophically, did we want to include donations as well as all the work that Debbie does with the foundation and friends group in there. And so we decided, we went back and forth a bit and we decided on making sure that we had some mention of it, but not overwhelming. In the sense, it's always a question mark of how much time she's putting in. I can assure you that Debbie puts in more than 40 hours every week and some of it is on working the books for these two organizations, but Maeve and I met with Todd a couple of weeks back. And one of the things we talked about was we have gotten, we've received nearly a million dollars since I started from donations between the Friends Foundation and donations, nearly a million dollars that the city has not had to go through the capital improvements projects process on in order to help the library better itself. So we've gotten a lot of our equipment and training and other project work done through these extra funds that we get as well as all the programming. A lot of the programming costs are drawn from those accounts as well. So super important that's in there. And we just philosophically wanted to talk about should that be included in on the job description. I guess the other major thing that we did with this particular job is we debated on the title of business manager and what to do with it. The city does have another business manager at the Department of Public Works. And so we were debating, since there was discussion about the two jobs being a lot different than the other, do we keep the name the same or do we try to come up with a better name that we could use that makes a distinction, I guess. And so I don't know if you wanna talk about that, Maeve. Sure. No, it was, as all of you are well aware, language is so important. And so trying to find the right words to really encapsulate what a person does or what their job reflects, we just felt it was important to do so in Debbie's case because the breadth and depth of her job does not really fit under just business manager because of the additional tasks that she is responsible for. So in our discussion at our committee level, we were kind of sharing different potential titles that would be more appropriate for a title. And so the one that we're proposing at this time is administrative services manager. So I don't know if there's any other questions or comments. Oh, Kathy Norman. Yeah, so I just wanted to say for the rest of the committee, one of the questions the city had is, is Debbie really doing anything different than what other business managers and other departments of the city are? And we wanted to make sure to make, to distinguish that Debbie does a lot more because she's handling HR, she's doing more than just preparing the budget each year and issuing checks and doing accounts payable and receivable. And her job is a lot more scope and breadth. So we did want to come up with different terminology because like what she does is a lot different than what the manager said, DPW does. And so we thought, and we're open to what you all think, but we thought administrative services maybe sounded more encompassing, more than just financing. Great. So if any other questions or comments, otherwise we'll take a motion to approve all the changes to the job descriptions. Looks like nobody's waving their hands. So with someone, oh, there's Kyle's waving his hand. Sorry, Kyle, you were not just a name, no visual. So go right ahead. Fine, I move approval of the job descriptions as proposed. Okay, is there a second? Meg, I'll bring- Second. Oh, Meg, I'll bring seconds. And then if we could do a third, Sherry would be a third. Any other questions or comments? Okay, all those in favor, please say aye. Aye. Aye. Any opposed? Okay, thank you very much. And thank you to Debbie and Garrett and Melissa for really working in very short time period to really update quite a few of our job descriptions. And we look forward to 2021 where there's a little more time to refine some of them and have them come back from our HR committee. So thank you. Moving on then to 3.2, which is a policy you don't see very often on your agenda and that's the exclusion policy in process. So I will turn this back over to Garrett Erickson. Yes, and so just to, I guess, set the context on this one. When we did start the mask policy requiring masks in the library, Melissa and I were looking at this exclusions policy, the old one and realized it was a bit dated. And so we unfortunately weren't able to get it through to you last month. We had a lot going on, but we did get a chance to take a look at it. And I know Melissa worked with Santino, quite a bit, Lina and Santino and the two of them really worked on this. So I appreciate their work, but I'm gonna turn it over to them to sort of talk about what they've done and a little bit of the attachments. We have the policy is there, but also we wanted you to see sort of some of the process documents. There's a form of maybe two forms on there as well as one that says exclusion appeals levels. And that's an interesting one because it's a struggle when you're in the heat of the moment as a staff person and you're trying to, the person's basically walking out the door and you're trying to figure out what to assess for a penalty, so to speak. And so they're trying to make that judgment as everyone's fired up and hot. And they, this is something that Santino worked on, I know, to try and figure out how to make this more fair, I guess. And I'll kind of let them describe what they did though. So thanks to both of them. Hi everyone, this is Melissa. I'll give a little background here and then I'll let Santino jump in. This was really primarily his work. And the purpose, as Garrett mentioned, was to develop clear procedures for a person to appeal an exclusion. And this really came up for the first time since I've been at Mead this August. And I think maybe a week after Santino started. So we had excluded a patron from the library for one week due to repeated issues with mask wearing. And this individual felt it was an unwarranted action on the part of our staff and wanted to appeal the decision. And then Garrett and I looked at that existing policy and realized it was problematic for a few reasons and not very clear. So Santino really did the bulk of the work here on developing a process that really both provides patrons with like due process and a process that is fair to them. If they feel that they were treated unfairly by staff but at the same time gives support to our staff. So they don't feel like they're constantly being undercut every time a patron has a complaint. So that's kind of the context for that. And then I will let Santino take over from here. Thank you, Melissa, for those warm words. The reason behind having these documents created is it brings substance to what we're trying to accomplish and brings validity to the process and the policies that are at hand. A lot of this information was, well, this is how we did in the past. This is what we have. There was not something that was fluid in the working document that everyone that can have and hold to heart when dealing with patrons. So the appeal format is the formality. We wanna give the patrons a format and due process to say, hey, yes, after you've been excluded for more than 10 days, you do have a right to appeal. And here's the form. It could take up to five days for a response but just know that you have a response to your claim and we can move forward from there. So the different levels is paramount to building a document or process that's kind of unbreakable. And it's like, well, this is what it is. And it takes the onus off of the staff to always make those critical decisions in the moment. There's times that I've seen the staff say, well, we don't have to up it to a week. Well, what's the reason for up in it to a week? And this takes up those variables in response to emotions being involved because the staff has overworked, dealing with a lot. So we just want the formality to be straightforward and we rebuild in the tier programs as well. So there's an exclusion, excuse me, an appeal form for the exclusion. And also there's a response to the appeal form from the staff and the leadership that's creating or that's working on that investigation with that appeal. So there will be a written letter via email or both with a phone call followed up to the patron that was excluded from the library for whatever behavior that was displayed. And also we implemented, there has to be levels to the appeal and what levels merits the patron to be involved in. The first level will be for exclusions between 10 days, one month. So this level will be reviewed by the authorized, these will be reviewed by our library staff with the proper documents. This is all inside of the agenda items. So this level here is very kind of like the basic level that shows to see that the process was followed, that there was no immoral or unethical behavior that there's equity in this patron was treated versus another patron. The second level, this is for the level of three months, one month, three months. This will be reviewed by the library director and the managers and potentially myself as well. Excuse me, the patron was also being able to request the meeting with the above staff in their appeal process as well. And then the third level brings in the director with the board of directors with the board of director, using the president to follow the process there. We don't want the old process had the patron could just pretty much jump right to the board of directors. And that's just not fair to the board of directors. There's meetings that they have and agendas that they have. So there should be levels before we get to that serious offense where the board of directors need to be brought in. Any questions? Anyone want to raise their hand or? Oh, Meg, I'll bring. Thanks. So is there a separate document that identifies what the offense would need to be that correlates with the exclusions of various lengths? I see the appeal kind of process is different depending on the exclusion that is provided. But how do we decide, especially if there's a heated moment, what is the initial length of the exclusion? And is that attached to a certain kind of behavioral observations? Yes, we do have a tier process. I'm not sure, Melissa, if you would like to share the new template that we were trying to use. But there is a document that we are presenting where there's different levels to the process for the violations. There's a section that says first offense from a warning all the way up to 90 days for the sixth offense. The more severe we added a fourth tier, which some of them start off at 90 days, six months, and then administrative review due to the nature of it, which would be a verbal abuse to staff and continued after warning, discriminatory obscene, profanity. So there are levels that you can look at this document and say, yes, this is where that falls in and this is where the exclusion will lie. Great, thank you. Any other questions or comments? All right, would someone like to make a motion to approve the new exclusion policy and process? Kyle Welton. Is there a second? Second. Kathy Norman seconds. Any further discussion? All those in favor, please say aye. Aye. Any opposed? Aye. Any opposed? Motion carries. Thank you both to Melissa and Santino for putting together a very detailed process and policy. And I just hope it leads to better communication and better understanding of all of our citizens with our particular policies that we have for our library. So thank you. Next up, moving on to the director's report, 2021 operating budget. Garrett. Thanks, Maeve. And so the first one, 4.1, I've just, I put that in there and I've gotten wiser over the few years that we always keep that in here at this time of the year, because things change by the day sometimes and I'm happy to say that the budget that you passed last week, a week from today, has not changed. The board, excuse me, the common council had their first take a look at it and I know Mary Lynn was in that and they had a discussion about the various departments. I don't think anything changed from the library's perspective. They talked a little bit about our finances but that was, and we talked to, I think about healthcare a bit that there was a little bit of extra money given to the library to help with the offset some of the healthcare costs that we're collecting this year due to some changes and more staff taking on the healthcare coverage. But I believe that was about it, right, Mary Lynn? Yeah, Mary Lynn. She's nodding. Yep. Yep, sounds good. Okay, yeah, I think that was about it for the library. So far so good. The common council is gonna take another meeting to talk about the budget and then get that passed, I believe the first week in November is the thought. And, oh, Mary Lynn down here, yes. And I would just point out that there is a public hearing on the budget next Monday at six, I believe, after the finance and personnel committee meeting. So if you have an interest in showing up, it won't be like our 60 strong in years past but that's good. I always like to show up for that particular one. So I will be there, be it virtually or in person or whatever. So I will be there on behalf of the library and anyone who would like to join me, you're more than welcome. Thank you. Okay, and on 4.2, I'll delegate that to Melissa Prentice. Hello, everyone. So I don't have a ton of program updates. We're not doing a lot of programs, as you know. I can tell you that Lil Rev continues to do fantastic, draw large numbers every week for his program. So we're continuing those. Great decisions has been airing on WSCS on Thursday evenings at eight o'clock since September 24th. The last session is airing this evening. Attendance for that did start out pretty strong with over 80 people viewing the first session. And we have seen those numbers falling off a bit for later sessions, you know, that virtual programs are tricky. It's hard to know what's gonna work and what isn't, but we continue to try. We're also doing a art workshop, sketchbook essentials that started this week and the first session had 40 people log on to it, which is great. And our girls STEM day last Saturday had 63 participants as well. Another virtual program, stuff that's coming up on the calendar, Storytime Live, every Wednesday at 9.30 on Facebook. We're continuing to do virtual book discussions and those have a pretty steady audience. We get anywhere between five and a dozen people participating, which is a really great number for book discussions. And then coming up on November 7th, that's a Saturday, we are doing a Comic-Con drive-through at the library. So we were supposed to have Comic-Con this spring and it usually coincides with Free Comic Book Day, which happens in May. Of course that was canceled this year, but we do still have all of the free comic books from the distributor. So we're going to be including those in goodie bags along with other swag from our local partners for that program. That's Victory Games, The Game Board and Gaming Generations. And so what we'll be doing is having people drive through the library book drop lane to pick up their bags while supplies last on November 7th. Last time we met in September, I shared with you some of the issues we've been having at the library with mask enforcement. And I do have some updates on that. September was a particularly challenging month and I can say we've seen some improvement. I think that it really is due to the increase in section rates. People are self-selecting to either stay home or when they do go out, they're being much more conscientious and careful, which is a good thing. So we have overall had a reduction in those enforcement interactions around masks and significantly less of the hostile interactions. So that's a good thing. Many people still need to be reminded to keep their masks on or to wear them properly. But I shared some numbers last time that we had in September, 48 hostile interactions regarding masks and resulting in 18 exclusions. So in the last month, we've had 15 of those type of interactions and just four exclusions. So that has helped a lot with that staff stress level that we talked a little bit about. But knowing that we're gonna be wearing masks for probably another year, we expect this enforcement issue to continue to be something we're dealing with to varying degrees. So the management team, we continue to think about solutions to help mitigate those stress issues for staff. And I am still seeking some support from Mental Health America to bring in some de-stressing activities for staff that we can do at least on a weekly basis, maybe more often. So that's all I have unless anyone has questions. Any questions or comments? I just have two comments I wanted to share, Melissa. I saw that the library is actually having a workshop to decorate a mask and you can stop by and pick up supplies. I just thought that was brilliant. I don't remember any details of when, but I just thought that was just a great idea to try to decorate your mask and try to have fun with it. And maybe it's more fun to wear when you create yourself. So whoever came up with that idea, bravo. And then the other thing I just wanted to share is that there was a post talking about, I think now magazines are being added to Libby. And I think the Libby app, the online app, I think you talked a little bit about that last month, but there was something on our social media feed where it highlighted that. And because of that, three separate people reached out to me and asked how can they get a library card so that they can read their magazine. So that's my anecdotal story for you that it's interesting what people connect with as they realize that, oh my goodness, the library has this resource and I guess I want to find out more about that. So please pass on to Dash so he is continuing to really put, I think a lot of unique advertising of the different resources and programming that you are all trying to do at the library. So thank you. Okay. On 4.3 is Cheryl's area. Now last week Cheryl had reported on the change from the DPI recommendations to go from a four to a single day for quarantine and materials. And that's sort of what they have been working on. I don't think Cheryl had anything to add to that or did you come up with anything, Cheryl? I know that's what you've been working on. Nope, that was all that I had, thanks. Thanks, Cheryl. So then we'll move on to building projects. That's an attachment from our building supervisor. There's several projects going on. We're working on, well, we've been working on our HVAC system. That's a continual thing. We've been looking at some office furniture that's still coming in as well for the staff to make sure we're safe and separated. We're working downstairs on our staff lounge. We have some very, very old furniture down there and appliances that don't work anymore and so on. So those are some of the major things that we have coming up that are listed. They've been doing a great job and working through a lot of projects for us. So any questions on anything under the director's report? Wonderful. Well, thank you for all those updates. Moving on to number five, 5.1 Monarch Library System. I'm gonna turn this right over to Nancy Manchin. Hello, everyone. The Monarch System Board of Trustees last met on September the 10th. They did not have an October meeting. We've had a change in the officers of the Monarch System. Mark Hanson, who some of you know from the merger resigned as president of the board. He has new positions at the university that he's affiliated with. And Tom Dillon will be acting president until board meets to elect new officers. And John Pazka will serve as his vice president during that time. Let's see. They of course talked about their work, what's required because of COVID and work from home. There was discussion about the office location and the lease renewal. There is an operations committee. I'm on that committee. We have not met yet since October to talk about what does the lease say about moving? What would that entail? Where might we go, et cetera. And Sheboygan and Ozaki counties are, in my opinion, greatly affected by that because of the bookmobile, if the office moves. So as we meet out, I'll let you know what happens with that situation on the lease and the current office. Also, the Monarch System was pleased with results. They had a billboard program out. Let's see, I think it ended at the end of September and get a library card. You may have seen it if you were on Highway 60, a couple of other places, and they thought that was successful. They were nice billboards and got good attendance. And the last item is that the Monarch System is going to pilot in 2021 a project for the DPI that involves a software product that helps with the tracking of stats for the libraries. And they're hoping that a grant will cover the cost of it and that it will also help the libraries with good record keeping and statistics. So we meet again in November and that's all I have from the Monarch System. Thank you. Thank you, Nancy. Does anyone have any question or comment about her report? All right, one thing that I just wanted to ask, and this is sort of like a question for Nancy and a question actually for Garrett. Right before I came to this meeting, I saw that there was a press release letter signed by all superintendents of all school districts as well as private school leaders and principals that they all signed a letter to our community, really asking everyone to kind of work together to try to slow the contagious virus down and try to, it was a collective letter and it was just shared by the Public Health Department website. And I'm just wondering as we move forward if things continue to be challenging, is it a benefit for all 34 libraries under Monarch, all the libraries kind of have some statement or try to support each other during this challenging time if we continue to have some challenging issues with people respecting the policies of keeping people safe in the library. So I just thought I would share it under the Monarch because it's something that I've never seen the Schwergen County do before and it's under the Public Health Department. It's a statement shared by all the educational leaders in our county. I mean, to me, that would make a lot of sense. Thank you, I look for that. Yeah, I will too, I had not seen that. And I really just thought 30 minutes before I came here and I thought, well, that's pretty astounding. I don't know, it really should get further media coverage other than buried on page three of the County Public Health Department daily report, which they do a wonderful job doing, but I just happened to see that. So just wanted to mention it. So thank you. Moving on then to 5.2 and Me Public Library Foundation. I just have three quick updates and then Nancy, then Kathy may have others to add, but I did want to just share that the items of our wish list that we approved last month were also approved by the foundation. So thanks to the generosity of our incredible foundation, we are going to have some more wonderful programming for adults and our youth in 2021. A lot of it might be more virtual as well as some additional equipment and some incredible professional development opportunities for our staff. So it's a great gratitude that we all have for our foundation for continuing to enrich our wonderful Me Public Library. So I will make sure that there is a letter of acknowledgement and thanks from all of us to the foundation later this month. And then the other thing I wanted to mention is due to the challenge that we're having with our pandemic, there will not be an advisory committee luncheon that we always have every fall of our past foundation members and past Board of Trustee members. So we are hoping to have something again next year. And I also wanted to let you know that our basic sort of winter gathering of the Yuletide celebration of the foundation that takes place in the beginning part of December. That will also not occur this year and we hope to do something in 2021 when it's a little bit safer to gather everyone. And Kathy, I don't know if there's anything else I should mention other than those three items. Yeah, I'll just add a couple of things. One is you know that we as the library board approved to send our 850 funds or our reserves or whatever you want to call it. We've called the different things over the years. Send that over to the foundation and you should be happy to know the finance committee of the foundation is raring to go to invest that in a responsible way the way they do the foundation funds. John Peroni chair of that committee and he is fantastic and really on top of it. So that is going to be managed well and the library will still have access to those funds as needed. And this way it's not something that the city finance department can just casually dip into if they see the need or desire. The other thing is we did cancel the author event that the foundation was going to put on and it was a pretty costly item that the foundation board approved because we thought it was consistent with our mission it dealt with the whole opioid crisis and the author did agree to refund us our money and the hope is certainly that we will be able to reschedule that once things get back on track but there's no plans for it at this time. Great, that's it. Thank you Kathy. Any other questions or comments? All right, then moving on to the friends of Meade Public Library. I believe Sydney is going to try to join us with that report, there she is. Hello, so I actually do not have a report I was unable to attend their meeting yesterday but I will bring a update to next month. Great, so Sydney I will make sure that you do get a copy of my letter for the friends acknowledging them for their incredible contributions to our library in honor of our national friends of library week this week. So I will be getting that to you very soon. Next up our next meeting believe it or not will be November 19th at 3 p.m. So at this time would someone like to make a motion to adjourn? Mary Lynn. All right, wow, lots of people have moved that. So Mary Lynn I'm gonna have, I'm gonna have Mary Lynn I'm gonna have you second that Kathy moved that. Any further discussion? All those in favor, please say aye. Aye. Is there anyone who wants to oppose that? Well, that's it. Motion carries, have a very safe rest of the week and we'll see you in the future. You too. All right, thank you everybody.