001this again. Oh, there it is. Live. We got the live stream notice. Then I'm going to go ahead and call this meeting to order. This virtual meeting is a meeting of the board in order to meet with Rain Associates, our superintendent search firm, in order to um discuss the outreach results around qualifications for this next superintendent of Northshore School District. So, thanks everyone for joining us. We have um our wonderful Peggy King. The entire school board is here. Vice President Sotac, directors Jacqueline McGordy, Han Tran, and Sandy Hayes, as well as the entire Ray Associates team. So, this is kind of your agenda, Dr. Chestnut. So, if you want to dive in whenever or whoever's kicking us off, feel free to go. Well, thank you. Yeah, it's a pleasure to be with you, President Caps,
002members of the board, Peggy. Uh we're excited to be sharing with you tonight. I'm Steve Chestnut number one. Uh there's Steve Chestnut number two and Steve Chestnut number three. I think I shared my my invite with uh Rich and Richard. So we do have two Richards, but only one Steve. So just hopefully that's not too confusing. Uh but we're very excited to be here tonight. A lot has happened since we last met on March 13th. And uh we have a lot of progress to share with you. Uh Peggy King has been really helpful this past month and greatly appreciated. and uh President Cass and I have been uh talking weekly to make sure the process stays on track. So all those things seem to be working so far. And so our second slide is our
003team who you've already met and they are here and ready to go. We're going to we're going to just divide up this presentation. So um I will turn it over to Rich McBride and let him get started. All right. Well, thank you Stephen and good evening all just a genuine pleasure to see you all again. uh I want to walk us through the uh agenda for this evening. Uh we want to start out by just sharing with you some of the major themes that uh that came out through the stakeholder sessions. We want to present the survey comments and reserve and review some of those survey results with you. Uh we want to discuss the 31 characteristics and and uh have some discussion around that. uh then finally want to discuss the characteristics that are
004recommended and uh and to be considered and that'll help us then finalize the profile this evening and then lastly we want to review the search timeline uh one more time. So Richard, next slide if you would please. You know these next the next two slides I'm going to share with you've got a lot of verbiage but let me just kind of summarize what it is that they are are saying. Um, as you know, the board directed all of us at Arain Associates to work with students, parents, staff, and community to develop an accurate profile for your next superintendent. Uh, we also interviewed individual board members as well to get your perspectives. And lastly, for those maybe who are unable to attend the stakeholder meetings in person, we conducted a survey. Uh that survey was uh
005was conducted in several languages and you're going to hear more about the results of that survey here in just a just a couple of minutes. Um next slide Richard please. And then this particular slide just a summary. We went through all of the stakeholder meetings and gathering that information just essentially to make sure that we not only gathered uh critical feedback, but we also uh had an opportunity as we met with each of those groups to educate them on the process of going through the search. The information from the stakeholder meetings and the survey really does become critical uh as we develop this this final profile. Uh all of my Ray and Associates colleagues will tell you the number one question we get from candidates when they call or in our recruiting calls with them
006um is the the exact question is what exactly is the board in the Northshore community looking for? And so the profile becomes critical in outlining that. Um secondly, the profile becomes critical to the actual screening of the potential applicants. So, as the uh completed applications come in, we have an opportunity to lay them beside the uh the profile, if you will, and that helps us then screen potential applicants to recommend to you for either first round or second round uh interviews. And then finally that information from the profile becomes integral to the actual interview process itself because we actually use the profile to help develop the actual interview questions uh that are going to be used in the in the final interviews as we go through. So next slide uh Libra and colleagues will walk
007just kind of walk us through uh what we heard from the stakeholders and what the survey participants had to tell us. Libra, thank you Rich. Um, first and foremost, I just want to start us off with a quote. Um, community is the foundation of success. And I have to say, your community is pretty amazing. Um, we we do many of these often and people have lots of opinions and lots of ways of stating their opinions. What was really um obvious and profound about the Northshore community was people said similar things but they use the same language. Um and so to me that is such a strong foundation because it's not about like a variation of thought is really important. That's that's an important factor that you want in community. But more importantly, people said things,
008led with the same things in the same way over and over again. So, just a huge kudos to your community, a huge kudos to you guys cuz you guys got a lot of compliments as board members. Um, and so I just want to just ground us in that your foundation for this to be successful is really strong. So, uh, kudos, kudos, kudos. We are off to a great start. So March 25th and 25th 25th we held several um online um meetings with your stakeholders. Um we had um between five u uh well as little as two as as many as 11 participants in each one. It was really a successful day. Next slide. March 26, same thing. Uh held several some online, some in person. Um, again, our minimum was two and um, they went
009up to five. And I will say this, even though those numbers seem small, they're not. Uh, some people are more comfortable doing surveys, we have a great response in your surveys. Yeah. Some people have easier times doing surveys just because time doesn't afford them to drive somewhere and do all the things, you know. Um, the people that came were very engaged whether it was online or in person. So um since we are public I will say thank you community for showing up and for allowing us to get this information. Uh oneonone sessions or I'm sorry oneonone sessions were also conduct conducted um with the cabinets on the second and the third same thing um language very similar but um things that were important were very similar variations of things of course but uh the importance
010list was very very similar. There's a lot of clarity in this community and my another quote I love is clarity is kindness. So um next slide some themes. So the first question that we asked was about the district and this was the one that was always first and supportive community were the words that everyone used. So, I just love that. It was like by my third meeting, and I don't know, I haven't even talked to Steve about this, but by my third meeting, I was like, I would ask this question to say, "I know what you're going to say." Like, it was pretty awesome. Um, dedicated staff, that was also repetitive. Um, effective school board, those were always the top three. Maybe not in that order, but they always came out really, really clear. And
011then of course some of these other things which were pretty um traditional for you know strengths in a community um but just profound professionalism strong reputation labor union relations really powerful strengths and again a good foundation to start with. The next question next slide was about the strength in the community. So the first one was about the district. This one was about that surrounding community and what what are we bringing someone to? Uh what does that look like? Again number one supportive community. um family oriented. Lots of kudos about the the diversity in the community, how it's grown, how it's just changed, the fact that there's lots to do outside and in the outdoors, lots of options, and um and the small town feel was also a really profound comment. People felt like you could
012still get to a city, but the the feel of the immediate area was really something that they thought was excellent for a family, a growing family in particular. Next slide. Uh leadership qualities, communication. Um I think anytime someone mentions communication, people are clear that poor communication of course begins many gaps. So that was absolutely first in most people's minds. Collaborative based on some of the other comments, it was very clear they wanted people to remain connected and remain involved in the process. They wanted that to be a priority and transparency, high integrity, long-term vision. People want people to stay. Uh people are very very prideful of this community and rightfully so. And so they want someone that wants to join in and do that in a um in a way that's engaging and also authentic
013and keeps building relationships um in the community. Uh next critical issues. Another one that was always at first, budget reductions. I don't think that anyone uh living on the planet today or at least in America would know this is definitely a number one and it came out first in every one of the meetings. um the levy and the bond um being a concern that's coming up, bargaining coming up, uh um maintaining a school board that's similar to what you guys are are being perceived as. Of course, managing the political climate and managing interest groups, which which really was a statement on keeping that collaboration because there's many interest groups that are involved in the involved supportive community. So maintaining that interest group like process and making sure that stays engaged and and and starting to
014think about the boundary changes that are potentially coming. Um and then we'll click on the survey. So in in the online survey there were lots of opportunities for folks to make comments and you should have access to this. There are 81 pages of comments. Um, even going through these comments, some of the the themes that we just mentioned in the list, they're very prominent in these comments throughout the 81 pages. There, of course, are some things in there that are not a part of our like main theme list. Doesn't make them any less important. Um, we're really just trying to pull out those major themes that people keep saying over and over again. We highly encourage you to review these comments because obviously these are people who took time to say something and they want
015you to know something. Um, and this is your community voice and like I said earlier, community is the foundation of success and so they are definitely willing to tell you what is important. Um, and so this is a a piece of gold for you guys um because there's a lot of written document documented um data on how people feel in your community. So well done, not just to you guys, but to the community. This is a this is an excellent um community to bring someone to and help lead to the next level of Northshore. Thank you, Libra. Um at this point, I just want to pause for a second and check in with the board, make sure there aren't any questions um before we kind of keep moving ahead. And this might be an opportunity
016to either now or when we get towards the end. I mean, does the board want to talk about the feedback we've received and the the comments before we start kind of coalesing some threads together, or should we do that when we're looking at the specific qualifications? I want to give you all the option since we're not in the same room. Um, oh, I guess I'll go first. I I'm not surprised by the themes that are popping up. Um, so not too much more there to discuss from my end. I agree with Director TR. So I and I'll leave it to the board members who have done this before to speak to when they want to do whatever because you know I it's my first rodeo. So you are a quick learner though, Vice President. That
017is for sure. She is indeed. I I'm good with just let's let's proceed through it and I think that things will come a discussion will will ensue organically after that point. Wonderful. Thank you. Well, good evening, President Cass and members of the board. Thank you again for having me and the team here today. Uh so, as Libra mentioned, wow, like the level of engagement and participation from your community in particular, um just absolutely um phenomenal. Uh we do this a lot and this has to be one of the highest if not the highest um response rates that we've seen particularly for parents and families. So over 54% of all the responses came from parents and families and a really strong showing from teachers and students as well. Uh super impressive. So there's just kind of
018the breakdown uh 251 responses total and then you can kind of see how it broke out by by the various groups. So lots of engagement uh really strong showing there. Um, okay. So, at this point, uh, I I think you all were already sent this, uh, kind of the survey results here with the raw and the ranking. I just want to make sure everyone has that. Okay. So, what I want to do is just um, go through one or two examples to make sure we're all reading it the same and then we can kind of go from there. So, here at the top again is the breakdown of who responded. So, here's the teacher responses also broken down by language. So, we got the teachers, the administrators, the support staff. We'll talk about this box
019here in red with the parents and so on. On the right side are the 31 characteristics just kind of listed uh by the number that that they correspond to. So willing to listen to input and decision maker is characteristic number one and kind of so on and so on. So the way you read this is the following. If we look here at the parent box here that's in red, the raw score indicates how many people chose this characteristic. So in this example, 609 parents chose the willing to listen to input and as a decision maker as an important characteristic, one of the top 10 characteristics for that. And that translates to a rank of one because that 609 was the most the number of uh responses relative to other responses that they had. Right? So
020the second one uh has leadership skills to response opportunities and challenges was selected by 578 parents. So that gets a ranking of two. Does that make sense? How we have raw score and rank? Okay. Um so that's important for this next screen. Um because this is how we got to the top 10 characteristics that we recommend uh as Ray and Associates that the board consider based off of the rankings that um are on that whole sheet that you saw. So these are in order of combined ranking. So when we say combined ranking what we mean is uh we run it kind of through a formula here that looks at what teachers administrators with all the different stakeholder groups what they said and it comes out with a one combined ranking. So these are the top
02110 characteristics um when we do an analysis of all of the survey responses and then we have three more uh for your consideration. Generally speaking, what we want to do here is land on about 10 to 12 characteristics as Rich pointed out later that really become kind of the core of what we do particularly for the screening process as we start moving into that part of the um into that stage of the process. So, um, I won't read these to you, um, but, um, we I do want to open it up, uh, for a conversation to see if this is, you know, holistically what the board is thinking, uh, is a good representation of a profile for your next superintendent. Feel free to uh, I guess this is part for the organic conversation now. So,
022if anyone wants to kick us off, what I mean, what do you think about this? And I I think it's helpful to take this just as a little prompt. Um like like you were talking about vice president, this is where the survey results came from, but we have all those 800 or so comments as well, right? So, um we do this is uh a responsibility of the board of taking all that input together. So we do have some latitude in order of how do we weave in all this data that we have to come up with the best possible list if that helps. So, I know this wasn't one of the typical characteristics, but I felt in reading through the comments in particular that we are looking for someone that sees public education as not
023a finite resource. So, that if one group of students receive something, it means you're taking away something from another group. And we need a leader that doesn't believe that. That they believe that if somebody benefits, everyone benefits. And we saw a lot of advocacy for different programs and I think rightly so. We have a lot of really good programs, but we need someone with that philosophy that uh everyone there there are no losers when we provide services for some students. So, you know, it's kind of interesting, Director Hayes, because number again, reading all those comments, number nine, um, the strength of which um, that came up, you know, the the support of our special education inclusionary practices that we've been working on for so many years. I was worried that there would be an unintended
024consequence by having that and that folks that perhaps don't have their students in special education services were thinking that we wouldn't be as dedicated and focused as a system on other programs. So maybe we could um take your thoughts there that you know every you know the desire to have every student benefit from a strong um educational system and instructional programming. If perhaps we can widen number nine to to take some of your input there if if that matches what you're thinking. I like combining sort of that piece of it's a like a you know it's a yes and kind of philosophy rather than a okay but philosophy right so because I think like you said director cast um that special education is kind of in its own little place because it's required by law,
025but it it's still different than what other kids are getting. But also keeping in mind that when we're adding programs or programming that some students access and other students don't, that it's not taking away from the students who aren't accessing it. Um, so and I don't know how you all want to word smith that, but I think having those two together is is beneficial for sure. I I agree. um particularly with respect to um to number nine, it does call out, you know, the um special education which needs a lot of attention, but that's going to be the case, you know, in in any district and particularly in this state. Um, I like I like the idea of perhaps um and you know this is this is going to be a matter of how do
026we how do we phrase these things when we put it into um the profile or the ad that's going out to to potential candidates. Um so word smithing I I think would be good and somehow to make it um meeting the needs of meeting the individual needs of every student. um which I think has been a a focus of ours and an intention of of ours that every student has unique needs and our job is to make sure that each of them receive what they need from us. Um the other thing I mean we we can also sort of I think massage these things as we come up with the questions that we're asking the candidates as well. um if we can you know massage this so that it best reflects what we want to
027impress upon candidates you know as the characteristics we're looking for obviously uh but then also if if we can't capture it all in in an advertment you know then we'll follow up with that on details of the questions that we that we then ask them I was also just struck you know my difficulty in filling out the the the list and picking picking the different items was was trying to decide between multiple ones that kind of but not completely expressed you know what I was looking for for that particular um area of thought. Um so any one of them could be you know just as as valid or you know combining some I I think um just to get everybody's everybody's um um thoughts in there. Um, but you know, as a starting point, I
028think this is good. So, Libra, thank you very much for that, Director McGordy. Libra did put in some wording for number nine. I'm just going to read it out loud. Um, grounded in the belief that designing systems to support those with the greatest needs ultimately strengthens outcomes for all students. I still think it should say special education in there. I think that's very I I I feel very strongly that someone who un that there's a a mention of special education specifically um just and we can put both but um because that is a really Oh, okay. So that would be yes both. Okay, thank you. Got it. Did I didn't I didn't see the chat. Um if I could just if we could all we could also add something to um where did it go?
029Number six, classroom experience in a K12 setting or you know massage that to include experience with special education or um I mean and I well um that might be tricky if they're not certified in special ed. I was going to make another suggestion around six. We we haven't tied a bow around nine. I just want to acknowledge that. But around six, you know, there was um one in our report to consider number 27 about knowledge of emerging research in the area of curriculum and instructional design that came up relatively strong. I thought that was something that could be incorporated into number six um if we chose. But um for number nine, you know, I'm just going to read it all together. Dr. record. I think this would be helpful so we can hear Libra's um
030amend not amendment addendum almost. So demonstrates a deep understanding of special education that meets the individualized needs of each student grounded in the belief that designing systems to support those with the greatest needs ultimately strengthens outcomes for all students. What does the board think about that? This would be Yeah, there we go. Would that be okay for folks? Does that capture? Okay, we're getting thumbs ups and nods. Excellent. President, if I could jump in uh just a thought. So, word smithing is very important and we can certainly do some of that right now like we're doing. Uh but we are taking good notes and I would just offer that uh we will follow up uh put this in a draft form. Uh I'll send it to you for final approval on on the final wording
031and if we need to run it by another person or two or three or four we can do that but uh not that we have to word smith every every item tonight. Okay, that is helpful. I know that the uh the process is awaiting this outcome. So it is nice to get everyone's input while we have them here. So, well, let's open up about any of these characteristics if folks want to talk about them. Were there any um that the board saw input on that didn't make the top 10? Do we need to I'm not, you know, we don't have to lengthen it, but I just wanted to open up that conversation. I have no memory. So, one thing that might help with this one, I appreciate that, President Cass, is kind of the next
032slide. So, these three characteristics didn't make the top 10 based on ranking. However, if we just isolate what the board is looking for in terms of how they ranked, these were ones that at least three of the five board members chose as an important characteristic. Uh, so these might be three you could have some conversation over around. That's helpful, Richard. Thank you. Thank you, Richard. That is super helpful because you are right. I think um for me uh 12 is a non-negotiable. We have to have someone that's got experience working with um our labor with labor partners. Um because we won't we won't get a candidate passed if they don't have that background. You mean number 10, Director Hayes on the second page? Um I'm talking about number 12 on this page that has experience
033effectively working with employee representative groups or unions. Yeah. On the original list is number 10. Yeah. Is that number 10? Yeah. Oh, that's Yeah, I see. Yeah. Okay. I thought that wasn't in the group. Okay. Yeah, then it's already there. Problem solved. Look at us. Well, no. So, no, it's not. Okay. So, this is where the the difference is. So, there's the original survey of 31 questions. Um, they're in the parentheses on this slide, right? where where the numbers of the ranking are um how they've come out of the process. Right? So this one through 10 is the actual um ranking of how they came out of the survey. Correct. So number one, willing to listen to input uh but is a decision- making is the number one. Well, that's a bad example because it
034happened to be the first. So number three, the third most uh common characteristic was promotes a positive and professional environment. on our list of the characters suggested happens to be number 28. So yeah, it can be a little bit confusing, but yes, the number on the left is the ranking. And so I think director TR um was also you're talking about the same one. The one about employee representative, you were just numbering it differently, but but these three to be clear are not in the top 10. So what I think what I heard was um at least for one from one board member, it would be important that we include has experience working effectively with employee labor groups into and maybe make it a top 11 right now. Yeah. Okay. What what would the board
035think about um that knowledge of emerging research and best practice having that be part of the K12 experience? Are we allowed to combine? Yeah, absolutely. I'm so sorry. I It's I'm on the East Coast, so it's way later and my brain is shutting down. Um I I I just got lost on what's happening here. My understanding of reading the little numbers in the parentheses is that though if it says number seven after number 11, that means it's in the top 10 because number seven. Okay, that was just the number on the original survey. That's the number question it was on the 31 characteristic survey. Those parentheses, that's like the order of the question when it was asked by everyone when you got that list. That's what number it was on the survey. So, President Cass,
036when you said number 10 was in the what is number 12, the employee labor union, when you said that was in the top 10, is it in the top 10? No. No. So, okay. So, number if we stay on this slide really quickly right here, what I was talking about was not about the the lab the bargaining experience. Um I was talking about this the one that came out as sixth highest ranking which was question 31 has experience has classroom experience. I wanted to amend onto that something that came up kind of in our our second tier of responses about having curriculum um curriculum experience as well which was originally question 27 knowledge of emerging research in the area of curriculum and instructional design. Okay. And I that came through. So this is our top
037the top 10 responses with everyone's input. And then when Richard moved us to the next slide, that was kind of the second tier of of popular answers. Okay. So that's where the bargaining experience came up. Okay. So I will one I do not disagree with what you've just said, President Cass, but I'm going to go back to my original statement that the experience in uh working with labor partners for me is a non-negotiable in this characteristic group that we create. So, I think I think we were going to add that as a part of our top 11 list. So, I just I got a little lost there when we Okay. All right. Just making sure it's staying. All right. All right. I'm shutting up. Here we go. Yeah. So, just in summary, right now it
038looks like we're at 11 because we've added the employee relations. I think everyone seems to agree that that was important. So, now we're at the top 11. And then in the chat, I just dropped um some draft language of combining six and 27. Thank you. So that is that tracking for people so far? Okay. Do you mind going on one back to the next slide one more time because there is that the one that was ranked number 11 um the community visibility because that was something that came through on comments as well. So, I wanted to see what folks thought about that one. I mean, I don't want to belabor this and have all the answers be the best answers, but also I want to make sure I leave space for us to talk about
039this, too. I haven't had a chance to peruse the comments as extensively as the rest of you. Um but uh um superintendent, let's use Superintendent Tully as an example here, right? um while he is often at district events and different things in that way um he is maybe not at I mean I I'm wondering what range of community groups and organization and events this is entailing that was kind of my question is like what what is because I think that yes you should be involved but I don't expect him to be at my kids swim meet um on Saturday or you know at every single elementary track meet you know so or or things that are not district related necessarily all the time so um I I was just wondering what other people's kind of
040takes on this or if you gathered sort of thoughts from the community as to like what that would encompass or entail. Um I'll just say what I heard from community was um visibility. I mean there was some comments around sports and activities but it was mostly around not being in the office all day. Um, but kind of being in buildings, um, not all the time, but at least being known to be seen outside of an office room, their office in particular. Does that make sense? Yeah, I agree with that. I I think I'm also looking at um number two in our top 10 list and wondering if um if some if not all of of number 11 there has been captured or if we can words smmith it to capture it a little better because
041the you the leadership skills to respond to the challenges of a diverse student body and community you know some of that is reaching out to the community which you know superendent Tally does and um going to community events, you know, um having regular meetings with community partners. Um yeah, I I I agree. I think that's that's something that came across in the the comments that I read. I did not read all 800 or so, but a lot of the comments uh did did talk about that. Um, so yeah, there's a way to just sort of slide it in with a piece of one of the the other ones that I don't think of. I I like what the explanation. Yes. And I also like the explanation that Libra provided, which is attending um districtwide events
042that where the person can slot it in. Um I think also we can lean on his staff um folks who are part of the family engagement center and all of that to do some of the the heavy lifting on the community engagement just because he you know uh I say he because currently it's he but they are uh not always able to be everywhere all at once. Um and so that's why um I'm glad to see the one of the top 10 is uh leadership skills and really making sure that he has u the experience to to lean on his on their staff when appropriate. If we were to combine 27 and six um and then add the one on employee relations and the one on visibility that we just we're talking about right now,
043that would put us at a top 12, which is not unusual. You know, it's usually 10 to 12 characteristics uh is what we shoot for. So, we could leave that the language as is and then we could have 12 characteristics if we combine six and 27. All right, that would sounds like that would capture everyone's input. Okay, great. Great. We'll make note of that. All right, Steve. Okay. Well, we did really well. I'm still taking notes here, so thank you. Uh, I will draft this up. I'll have Richard and Rich and Libra look at it and I'll have President Cass look at it. We'll just get it totally word smmith so that it all looks good and makes sense because we do want to get this published as soon as possible. So, we'll get on
044that uh tonight and tomorrow morning early and and get that out. So, uh that'll be really nice to have that completed. I think it'll be a helpful document throughout the rest of the process. So, thank you. So, uh yeah, this next slide really the last one just some reminders about the timeline. It's moving right along. So, our next milestone is on April 20th. That's when applications are due. Um, we currently, as I mentioned earlier, we have nine completed applications. We have 16 incomplete. So, there is a lot of interest out there. And, uh, we expect a lot of those to be received this week. Um our next meeting after that will be um or our next meeting will be on April 30th and at that point we'll present to you the top 10 or 12
045candidates that are the top 10 or 12 in our opinion based on this profile based on experience based on education and uh you will receive all of that uh information on April 27th which is a Sunday and it doesn't give you a lot of time to do your homework. work, but we need a week to totally vet the candidates. We do individual interviews with them. We do in-depth uh reference checking. Uh so we need that week to write those reports and get that done so that you can see all that information in an understandable format. You'll get the spark hire videos at that time. That's about a 10-minute video with three or four questions. You'll be able to see the candidates in action impromptu. They only get one or two takes. I think only one
046take. and they have to be on their feet thinking about these things. They don't get the questions ahead of time. That's good information. And then of course all the application materials, the reference letters and all that kind of stuff. In addition to the top 12, which we will present to you, uh you will have access to every single application. And if you disagree with us and you say, "Hey, we want this person to be interviewed in the first round. He's not in your top 12 or she's not in your top 12, but we we like this person." And that's obviously uh your decision to make. So that'll be some good dialogue and that'll be a very exciting meeting um on April 30th and uh at that meeting you'll decide who to interview in the first
047round and that first round is scheduled for May 7th and 8th and I'm pretty sure we agreed it was going to be virtual. Isn't that correct, President Cass? We did agree on that. So the board will be in a room together um so that we can be with each other as we're interviewing the that first round set of candidates and that means that also Ray and Associates doesn't have to be there as well but we will have after the last interview a meeting with an executive session virtual meeting so that Ray Associates can participate to help us narrow down to the second round. Yes. And then that second round comes pretty quickly, May 12th and 13th. And President Cass has showed me a draft schedule. I think that's in the works. So we have a
048plan for those two days. So that'll be an exciting time as well. But it it's going to move fast from here on out, which is what we want because we don't announce a finalist in May. Any any questions for us or anything we missed? Now, this is this has been really great, you know, um going to go ahead and get some of the summary to our communications department so we can keep our um community updated, especially since they were so generous with their time providing input. Um you know, not that Northshore is competitive, but the fact that we had such a great response, one of the best you've seen, there'll be a little bit of pride around that, not going to lie. So, we'll uh we'll go ahead and forward on that feedback. So, thank
049you so much for that. Director Chan, um, yeah, this is more about the process itself that may be more on the Northshore side than Ray and Associates. How did we decide which families to uh bring into the stakeholder meetings? If someone could remind me, it was um a list of families from Carrie, so from our family engagement, right? And so that she has that complete list but from um the Marco and Trina list basically. Okay. Thank you. Yep. Um then um open for comment. I guess this is this is wonderful. Uh over what was it 825 or something like that um survey responses. Um quite a few responses in Spanish as well. So really appreciate the the participation from the community in this one. Um and um looking forward to filling that spot. And if
050I could um just say the student group that came, wow, those were pretty amazing students. I felt I walked away saying, you know, the world's in good hands. This just incredible group of students. You guys should be proud. Thank you. We do have a a advis student advisory board who spends a good amount of time with our superintendent. So, they're actually they are definitely subject matter experts when it comes to that leadership role. So, thank you for that feedback, Libra. Okay, any other thoughts or questions? Um, we're just so the board knows, you'll see the slide deck in the Friday brief, but a day after April 20th when the deadline closes is when we have conversations with the board on the 21st. So, we'll be able to provide an update to the community then as
051well. And we'll have a final candidate application count, too, which will be kind of a neat addition as well. and we'll be able to get some um some feedback from the participants at conversations with the board on um topics around the superintendent. Yeah. Director Hayes, great. It is Is there more coming or are we so amazing that we finished a three-hour meeting in 47 minutes? Okay, I love it. So happy to hear that. Yes, it was a great it was a great discussion. I did I did remember one thing I want I meant to mention and that is that I will be sending an email or Peggy or uh we'll be sending an email. We need your uh feedback on interview questions. We have a kind of a stock list that we provide and also
052in every one of our stakeholder sessions we asked participants give us ideas on interview questions. So, we'll provide that list as well. And so, uh, you'll have a chance to really vote on those and we'll finalize or start to finalize the first round. Then, of course, we'll do a separate set for the second round. But there's going to be an email to that effect in the in the near future. And then we'll we'll have time on the 30th, correct? To talk about interview questions. Yes. Great. We'll have time for um questions on the contract then as well. Anything we forgot? Yeah, Director McCordney. Yeah, sorry. This is a little bit unrelated, but um just realized um uh conversations with the board. I'm miss going to miss it. Um and I'm now really really even more
053upset that I'm going to miss it. So, please take good notes for me. I would love to hear what people are people are asking and saying. Absolutely. All right. Well, if there's not much else, we can let Director Hayes on the East Coast get ready to journey back to Seattle tomorrow and um get the ball rolling. Okay. So, see no more discussion. We can go ahead and join this meeting. Thank you so much to our great Rain Associates team. like this is a really great input that you brought to us and it obviously made this conversation so much more streamlined having all this great feedback. So, thank you. My pleasure. Okay, well, we'll go ahead and adjourn. Um, thank you so much everyone for your hard work and you know, here we go. The ball
054keeps rolling. Thanks everybody. Thank you. Thank you. Right.