Special Meeting - Superintendent Search Firm Planning

00131 um so thank you everyone for joining us this is a special meeting in order for the school board with lovely support in order to meet with the Ray assoc Ray and Associates team in order to start planning our superintendent search so we have our board here we're virtual because it's kind of supports our ability to make this meeting happen quickly so that's why we're virtual so thank you so much um I do want to point out we're going to do introductions um but I do want to acknowledge the fact director Hayes let me know that she has an overlapping meeting she's going to have to step out perhaps out of this meeting a little early but we will just optimize her time as much as possible and we'll go from there so what I'm

002going to do is um go ahead and hand it off to a board member and then if you want to pass it on to another board member since we're not exactly sitting in a row here so um director mcgerty if you don't mind saying hello I'm obviously Amy cast I've met everyone I think except for Richard so nice to see you Richard thanks so much for joining us um and I will hand it over for to director mccordi okay thank you uh president Cass I'm Jackie mcgerty I'm a member of the board I've been on the board uh almost eight years now yeah so this is my at least my second time go around for a superintendent search so welcome everybody and then director so you want to say hi sure I'm Elizabeth soac and

003um I'm one of the new board directors working on my my second year here and um I don't know there's not another thing we need to say right except you are Vice I should have called you vice president apologies president that's right I'm vice president and now I will uh Hot Potato over to director TR hello everyone I am director Han Tran and I came in the same time as vice president soac um eager to work with Ray and Associates here to find our next superintendent um if I could dare say forever superintendent but that's not that's not a thing don't I'll I'll pass it to director Hayes good morning I'm Andy Hayes I am on my 16th year of being on the NorthShore School Board um so I'm finishing my fourth term this is

004my third permanent superintendent search I also have done an interim superintendent search I am also the immediate past president of wda and just last year ran the executive director search for wda and somehow I've been looped into the pet sound ESD superintendent search so I have lots of searching experience under my belt whether you chose to or not thank you and then I also want to um introduce the great Northshore team we have with us um our our chief um chief of all things import and wonderful and supportive would be Peggy King who is The Mastermind behind keeping us organized we have executive director of family and engagement Services um Carrie Campbell who was on here with us as well and isakin Stewart is part of the communications team as well helping us keep this

005Zoom meeting going and so Dr Chesnut do you mind introducing or kicking off the introduction maybe of the rain Associates team I'd be happy to do that good morning president Cass members of the board it's a pleasure to be with you today can you hear me and see me okay okay good I always worry about that uh we're very excited to get started on this search and we have a great team uh I didn't get to attend the last meeting but um my name is Steve chestna I spent 35 years as an educator in the state of Washington I was a superintendent for 21 years there um about 12 years ago moved to Arizona I was a superintendent for six years in Arizona and my last two years I was an executive director with the

006Scottsdale Unified School District and continue to live in Scottsdale but the grandkids are in isqua so we're up there all the time but U very passionate about helping School boards and school districts find that next leader because we know how important it is so we have a great team to make that happen and I will just pass it off next to Libra here we go hello everyone good to see you all in some new faces today Libra Ford I reside in Oregon um and I am an education Advocate have been for over 25 years not necessarily an educator um but I've founded um charter schools in Hawaii I've I've done um trailblazing things here in Oregon for education and students including passing many bonds and levies not just at the school board level but also

007at the state level I currently sit on the state school board and I am a p School Board member for North clus here in Oregon and I will pass it over to Richard all right thank you Le Rao good morning president Cass members of the board everyone else who's on the call my name is Richard lasso uh my family is originally from Columbia but I grew up in a military family so I've attended a lot of dold schools prior to arriving in what what's at the time Fort Lewis uh worked in multiple districts in Pierce and King County as a educator building principal and a central office administrator I'm currently the assistant superintendent one of the assistant superintendant in pea so it's a pleasure to help support you in your search this is my fourth

008search uh so I've had the pleasure of working with Steve and Libra and first time with Rich so thanks for having me and I will pass it on to Rich all right well good Madam shair and uh colleagues on the board pleasure to be with you again this morning I'm rich McBride uh longtime educator uh hail here from Spokane Washington and uh just a just an honor to be a part of this Ray and Associates team as we uh as we seek your next superintendent let's go ahead and get started I'm going to share my screen and hopefully you can see that can you see that oh good now oh yeah there we go let me get the right button here from the beginning okay well uh pleasure to be with you uh we get

009very excited about this stuff so um we have a lot to cover today and uh we're going to really launch this search so that's a really fun project uh you've met our team I did want to mention Dr David FES he's our managing director of leadership Acquisitions it's a fancy title I call him our national office resource person he's based in Texas he helps us a lot with national recruitment uh he's kind of behind the scenes he won't be on site uh unless there was some kind of an emergency but uh I think the four of us are going to be able to handle everything but he's a great resource to us very helpful a former superintendent from the state of Texas and he is we consider him part of our team so the agenda

010we want to get through today uh looks super ambitious but I think it'll go quickly because on Tuesday president Cass Carrie Campbell and Peggy King and I had a pre- meeting just to talk through some preliminary things which I think will help our discussion go more smoothly uh but there's still a number of things we want to decide by consensus get your feel for uh your direction on how you want things to go so the main thing we want to do today is establish a timeline we'll talk about that we want to talk about the 31 qualities online survey and I know car's ready to post that tomorrow uh that's under almost underway uh we want to discuss the promotional flyer or slide I know Carrie Campbell is uh on top of that she's got

011a plan so that should be an easy discussion uh we want to talk about the online application and advertising uh we want to talk about uh stakeholder involvement uh with finalists we talked about that yesterday I know president cast has a has some ideas on that and so we're we had a good discussion on Tuesday about that we want to discuss salary and benefits we don't have to make a final decision on that today but we want to get that discussion going so we can get a final decision fairly soon and then finally we want to uh discuss reimbursement of canidate travel expenses which is always very important to the candidates you know so uh those are the things we want to talk about today and we're going to go a little bit more in

012depth on each of them we already know who the contact people are uh Peggy King has been very helpful already and um I've got her name uh phone number I've met her so yes Peggy thank you for all your help so far uh so uh we're way there and then Amy cast our board president will be the board contact and as I explained to Amy one thing that I think is very important is for myself to have a weekly conversation with Amy short and sweet uh a zoom or a phone call 101 15 minutes we just make sure we got all the details covered because things do come up uh unanswered questions and of course we're all four of us available uh really at anytime you can phone or text any of us um and

013if I can't attend one of those weekly meetings you know one of my colleagues will but we like to keep that communication Line open uh we usually have um a recap on either email or Google Docs something like that so we can keep track of progress there's always a lot of moving Parts but just that good communication helps so we are very accessible uh and you're always willing to contact me I'm designated as the lead the other four uh other three people are extremely capable um and can easily fill anything in that I can't do so I'm happy to take all those messages and get them the right people however you want to do that you're welcome to contact us just a quick uh overview of the timeline um there's five stages uh we have

014a one-page document that we uh you may have seen it was in the U request for proposal response uh we will send it out uh really after today's meeting so you can see on one page what the timeline looks like it's very helpful to have that one pager uh so it's in five stages and the first stage uh will get launched today uh one important thing in the first stage that may not have been mentioned is that we like to do a brief 105 minute uh interview with each board member so one of us will be contacting you setting up a time to do that within the next week or so and uh it'll be confidential we only share it between the four of us it's really to help us understand where you all are

015coming from individually and then of course we do a lot of group work so between those two things uh we get well informed really on on where your coming from so uh I have all of the board we have the board emails and the designated cell phones from the website I assume we can use that information to contact you is that correct well what might be helpful to know Dr ches the phone numbers from the website actually go just to a voicemail box at the district so maybe kicking off the meetings by email and then um board members can set up um telephone contacts through that sure that sounds perfect well do that we'll get that started probably either later today or tomorrow we'll get that we'll get that going okay uh stage two quickly

016the main thing there is the stakeholder survey I mentioned that that's going to start on your website tomorrow that's a big deal because we want to develop the superintendent characteristics you're looking for we call it the superintendent profile that's one big way we help develop that uh stage three the most important part there are the focus groups or stakeholder meetings whatever you want to call those and as I mentioned president cast has a draft plan uh for that and we want to look at that but that's the other primary way we get that uh input so that the board decides what are the top characteristics we're looking for in the new superintendent it helps us with recruiting with vetting it helps candidates to know should I apply for this job and we like to uh

017post that profile in the promotional materials that that you're all working on so that's a good it's a good document important document uh in the process uh stage four that's really the first round of interviews we have to decide are those to be in person or virtual we'll have to talk about that generally it's five to seven candidates so we'll have to talk about what your preferences are there and then stage five will be here before you know it and uh stage five is when we interview the finalists and board makes their final decision and I know you have we always recommend stakeholder involvement uh in in the uh when finalists are are in the district and so that's something we want to talk about but that's very important part of the process um obviously

018the final interview but that stakeholder involvement at the end and we have a Survey Monkey document that we recommend so there's some decisions we have to make in uh concerning stage five and then the most important and most exciting part is that bottom right hand corner we get to announce the finalist uh but to get there we have to kind of go through a timeline that's a little bit more detailed uh and get that finalized as much as possible today we don't have to have every blank filled in on this on this timeline but as much as possible that we can do uh we'll do today so so I'm going to turn it over to Libra and she's going to talk to you about the timeline thanks Steve uh hello everyone again um so first

019and foremost we're here today to kick this off virtually and we're excited to get you guys motivated this is a swift but efficient approach to getting you your next superintendent we keep you engaged and it will be uh with guidance and Clarity so do not have any concerns we will make sure you understand everything um and then we talked about this earlier but just making sure that we're ready to put that promotional flyer up it sounds like we're good to go on the three on the everything that's due tomorrow and that would be the flyer and making sure um we notify all uh other professional about the the vacancy and then distri the district begins working with the stakeholder uh calendar which I think we got an updated document working with that too so sounds

020to me we're good with all these dates is everyone good PR I confirm the flyer um my understanding was that we were building content for a u March 18th delivery I think that say it again yes you are correct okay um I think that you guys are in the works and this is just beginning so not necessarily but just I wanted to make sure our delivery date was not tomorrow we have we are ready for the surveys y okay thats it's just the beginning but you're good as long as you're starting it we're good we're on target okay excellent thank you Carrie next slide please and then yes like you just said Carrie the online survey online surveys for input which is going to be key for that recruiting and vetting process that uh Steve

021was talking about that should be going on your website tomorrow are we good for that and it's open until the 31st so it gives people a solid two weeks to get their surveys in we are and they've actually the links have already we've already lifted up a superintendent web page uh search web page that includes the links Molly is going to have them go live tomorrow at 8:00 a. for the board we have had uh thank you to rain Associates they've been translated into Spanish Portuguese and Russian which are our three top requested languages EXC inition English okay and we don't need any other languages it was a question I was going to ask later but since we're talking about it is are th those are the only ones that you need in talking with

022our language access coordinator that gets the bulk of our families okay perfect all right so two weeks and then you have a you guys have a communication kind of tree right in terms of getting this out there and making sure people get to the link not just the static web page correct so tomorrow we'll send to all family all secondary students all staff Our Community Partnership list will'll post on social media so we'll do proactive and then we'll have an ongoing communication uh plan from tomorrow through the 31st when it ends excellent you are a superstar Carrie this is going to be fun team I have done this before okay excellent and I and I want to point out there is a specific link for the board to answer the survey so as we have

023board members who are parents also we'll make sure the board members use that link instead of the parental link perfect thank you chair for that Clarity uh next slide Steve so that would complete uh stage two once you guys get that through and people answer that through the 31st um which is basically our stakeholder survey feedback so the 18th is is the deadline that we're looking for as you stated carry for that flyer the promotional information to be ready and it sounds to me like we're on target for that the 19th the day after that we'll be emailing the plan is to email that out and make sure the online application instructions are um getting get out to all the interested candidates uh and I'm assuming you already have a plan for that too Carrie

024because you sound like you're a superstar with this so in terms of emailing it out to potential candidates no not necessarily that just a promotional um being ready for that 318 we are actually going to make sure that we recruit and do do all that search but on the 18th you're good to go yes we're we're good to go and I think later in the slide deck we actually there's content that is suggested by rain Associates and I think it would be helpful to hear back from board directors if there's any additional things that we need to highlight so less about the process of the development of the flyer promotional materials but more about is there any content that's missing that you want to make sure that we emphasize and part of that's also going

025to come through um when we do 101's with the board um that'll be part of our discussion so we'll make sure that that information flows back to that flyer if we need to get in on there wonderful that will be really helpful thank you excellent uh so here's something that we need to decide on um between the 26th and 27th uh the meetings with constituents and stakeholder groups I know Steve S us an updated kind of plan for that it sounds like you guys have some idea of going between inperson and remote kind of meeting um but the goal is still the 26th and 27th is that still good we um actually so Peggy did a lot of great searching of calendars and room availability things like that within the district it turns out the

02627th because it's on a Wednesday which is a very heavily scheduled professional development day the 27th is probably not the best choice we're wondering if it'd be possible to do the 25th and 26th um yeah okay thank you for that adjustment and thank you for that research Peggy this is the gold star team love it and I do I when if this is the right time uh I do have the list of constituent groups if we I could I could show it I know Steve has it as well but probably something else that the board should get their eyes on to make sure they're happy with what we brainstormed um yeah I think um Steve how do you want to handle that yeah I think we should look at it right now that's good okay

027cool do you want to share it Steve or do you want me to share it uh can you share it I know I have it it's not on my screen yeah absolutely so I'll take over well president Cass is doing that I just want to confirm um just so we're clear um because I thought I heard that the 26 the excuse me that a Wednesday is not good but the dates were the 25 25th and 26 right the 26th is the Wednesday it's the Thursday that's not a good day so okay so we are good on Tuesday Wednesday the 25th and perfect okay thank you for that clarification appreciate that okay so here is so what um for the board and we would love to have you chime in at this point uh Carrie and

028Peggy and I um kind of brainstormed what we did a couple years ago and remembering thinking about the different groups as well as whether it would work best for them to do a virtual Focus Group toown Hall or would it be better for them to be in person so here is the list um that we came up with so kind of grouping them together so we wouldn't have to do several dozen meetings maybe there were some logical groups but obviously starting with the school board and then uh Community Partners group and let me know if I need to make this larger I'm happy to do so um so that would be obviously like our Chambers the schools Foundation our um higher ed Partners in town um things like that then also um our secondary students

029Just For Rain Associates benefit we have two very vibrant incredible genius groups of students one is our student Justice um collection uh Collective hold on here director Hayes how's that let me adjust my screen let me know if we need it to be bigger yet director I know some of you are also in your car so there we go so yeah so two groups of students probably would be best for them in um in person Peggy has all their information um and our racial and educational Justice um Community um groups and networks so that would include um some Faith Partners in town as well as um as well as our our natural leaders and our um um multiethnic groups as well and then we're thinking about families may be offering two options for for families

030in the community and this would be the time we would invite PTA participation have one in person and one in Zoom we know our families with students receiving special education services really appreciate a virtual option because Child Care can be um cumbersome from them and then also thinking about um how to engage with staff so Elementary Educators last time we broke out Elementary Educators and secondary Educators and then also separate from that was leadership so neop is our office professional bargaining unit and having support staff together with them our principal leadership nsea is our educational Association Northshore Educators which is a combined classified and certificated bargaining unit just for Reign Associates and then having an admin Center group so um happy to open it up for the board does anyone on the board have any

031thoughts about questions any anything we forgot thank you for creating this list and compiling it um it's very helpful to see here I know that in um one of the sections sorry can you scroll up just a little bit Yeah in rej family supports and Faith Partners I know it says Etc so the list goes on I just want to make sure we include our sick uh Community as well as um uh the the I think we have a local Korean church as well well is yeah and there's one right next to the district actually the Korean Church there's a Korean church right next to the district the admin building like uh forget what street like 240th I think right next to the construction right well in Evergreen Church too might be going that way

032yeah I wonder president cast if there's a way to um I guess facilitate I think I think there are a number of organizations and groups with they know that this is happening they may reach out and request um that they have a chance to provide input and just for clarification this is for um for Gathering input with respect to superintendent qualities that we are looking for yes yes so and obviously the the service will be available to the the entire Community right so this is for opportunities to um for in person feedback directly to this is not something the board runs and in fact sometimes it's not best for the board to be in the room um it's something that rayan Associates would take and and run on our behalf excellent um it for the

033elementary educators are the the Sorenson teachers included in that bat I would assume so but let's make sure I would I want to name them just because they sometimes are in a different category since their kids are Early Education and we took care of your question director director Hayes had a question in chat so I scrolled up when the font was it's true I can still make the font larger too okay so thank you um any other groups that we should make make sure we reach out to may I just um make a suggestion and this is of course based on what you guys experience has been but um your safety departments or your elected officials do you want any input from them so Fire Department police department so we do have fired our Police

034Department here we have one Police Department that we have a relationship with with a um school resource officer so um we also will be reaching out to the other cities last time only the city managers came which is why we have that here um we have three cities that we interact with and have relationships with and um but let's yeah let's reach out to the other um police departments that's a great idea thank you Libra and actually uh president Cass I think some of those many of our our municipalities um contract with the King County um Sheriff's Office and of course we've got the S homish um Sheriff's Office as well which would cover that that part of the of the district thank you for that this is great this is great all right any

035other thoughts all right well I'm going so we obviously will polish this up and get out to the board um and to the Ray and Associates team I'm going to stop sharing so um Dr chessnut can have control again okay I like to have control you know to turn over the the meeting Reigns president Cass can I ask a quick question about the focus groups we distribute the invitations is there a maximum number of participants for each focus group when is when is it too big and that's going to drive our strategy and how we send the invitation out that's a great question I'll start maybe my colleagues want to jump in I obviously it's uh if we in person the ideal size is you know 10 to 15 uh however we have had inperson

036sessions with 30 40 50 people and you know those can be successful too I mean uh Libra is kind of the master at that but um we've done those um online it's kind of a similar thing i' I've facilitated 30 40 people online and you know um you can remember the co days those meetings worked um not as good as in person but I guess those are that's the way I would answer okay and also keep in mind that even though we're designating times for specific groups sometimes people will jump over if it's a better time for them I mean that's okay too but um we can manage um small and large groups unfortunately the inperson can be challenging getting a very large group but you never know if you hit the right time and

037the right day and all of a sudden they all come we're ready for whatever you guys got okay thank you U president cast question uh would these would the focus groups be um U live streamed so that the rest of the community can observe what's going on no they would not be and some of our groups probably um we we would have a safer climate perhaps if they weren't understood understood and and Freer Freer climate climate from making making comments you know just thinking always about those those community members who may not be able to make you know particular sessions if they so choose yeah this is this is an input session so I suppose for folks who can't participate um the survey probably having a 31 question survey is it has so much detail

038to it it's a a fairly good substitute thanks for that question just so you know we uh summarize those meetings uh obviously we don't quote individuals um we just give you a snapshot of the feedback that we get and uh it's it's part of your deliberation in coming up with the profile director Hayes you have a question yes thank you um I was just curious about your facilitation practices I know that in some of our sessions one or two times ago um we had some issues with folks dominating the conversation and just making sure that you have practices that you ensure that everybody gets a chance to be heard um I'll start um so I am a certified facilitator um and yes uh we make sure that the space is not dominated by one particular

039down bite or one particular thought um process as well as making sure that the entry of the session really allows people to get grounded and comfortable and um and then if there's anything that happens throughout the process that maybe we need to recover from um restorative practices will use will be used immediately to make sure that people leave the same way they came in and not um with any kind of declined emotional feelings thank you you used all the right language there perfect things um I'm just FYI I'm going to transition now to my phone so that I can go to the ironically the admin building thank you director Hayes and director Tran I say has a question yes thank you in in kind of the theme of facilitation I the um norshore Council pts

040s on and just had a catch up with them yesterday night and shared that we're you know making progress on superintendent search and we're going to talk with ran Associates um they were curious about two things uh the last time they provided feedback in a live session it was with pencil and paper and it's actually kind of difficult to write in the short amount of time that they said they received so just um a request to be able to submit things through typing since most of them have with them it might make it a bit more accessible for folks and then the second thing is I think they met or provided input twice in this entire process last time um the first time was before the entire list was narrowed down and then the second

041time was when the list was narrowed down so I just want to pass those pieces of information along yes and we follow the same practices so the in-person we're taking the notes but those same individuals have access to the online survey so they can do both if they'd like or one or the other whatever works um best for them and then we summarize all things that we've collected and yes they will have a second time to have input because when the finalists come out we'll use similar of a a stakeholder group that you guys kind of have here we'll separate them out and they have the same ability to do an online kind of feedback or um in person sometimes people just come directly up to us because they just feel more comfortable with that

042but they will have a written way of doing that online digitally that we collect and and summarize wonderful questions thank you everyone oh and Richard yeah thank you presid Cass um just uh two things really quick to add on that I think would be helpful um in terms of the facilitation one is if Northshore already has some Norms that they utilize or that the community is used to just having that common language right that we can kind of use that always helps and then just being very upfront at the beginning as this is being promoted right that the goal here is to ensure equity voice and that everyone has an opportunity and then we can just build off with that those are two things that we've seen have worked in the past okay um chair

043are we good to keep going on the perfect absolutely thanks excellent great nice work with that um everyone thank you for pulling that all together um and so the 31st is our deadline for the survey we're closing it out we'll start to gather that information and then April 14th we're hoping to finalize the profile so that's a from all of the meetings from all of the surveys we will summarize and gather that information and be working with you in conjunction throughout um making sure that we get a profile that we're super excited about but we need to pick a time to have that meeting is that right um and do we want to do that virtually are we committed to Virtual yes okay we we haven't committed to Virtual is something I wanted to throw

044out to the board we don't have a specific time chosen for that that meeting yet but wanted to make people aware of it um virtual again this is towards the end of April and early May we're going to have a lot of meetings as a board and um I'm happy supporting this one to go over the profile I think as a virtual meeting I think it's something we don't need to be in person to discuss necessarily and it is a public meeting um as we get into profiles or actual applications then we'll have to be an executive session and so that one will be in person but um does the board have any board members have any feelings one way or the other around this meeting and then we'll ask Peggy to help us coordinate

045a time so virtual or not um I I don't know if this will matter for virtual or not question that we're posing right now but um a is at the end of March and so just keeping that in mind that'll a portion of our community um might not be available oh for the meetings on the um 25th and 26th director Tran so what uh more uh E I think it's more celebrated the end of March okay okay make it the date and I think we might be okay hopefully I'll we'll look up that date though I'll put that on my on my list here thank you appreciate thank you for bringing that up um it looks like it's the 29th and 30th this year oh okay great thanks for checking that Libra so yeah so

046we should be okay then um because after the 25th and 26th those those public input days the public will get a little rest as the board finalizes the profile applications are starting to get received by R Associates and starting to get vetted so um I think that timing will work out okay but in terms of the April 14th um does let's let's ask a little simpler way does anyone have any objections to a virtual meeting to go over the superintendent profile before it's finalized I think virtual works well yeah I was just going to say um virtual would be really good because that's also a board meeting day that's Monday the Monday the 14th if I've got it right April so we have our board meetings in the evening so virtual earlier in the day

047or or along with them I don't and I it is it am might be a spring break week it is oh really oh you're right yeah our board policy drives only one board meeting in April and so our board meeting in April is April 28th I'm throwing out there off the CU yes so um got it so I clearly need to delete that one on my calendar thank you I don't know who invited you to that no I just put them on a rolling cycle you know um okay great even better then thank you well we'll see we'll see if we find a time on the 14th then awesome thank you am I am I hearing virtual yes okay um I will to be virtual I am out of town on the 14th I I

048might advocate for an evening time um for that okay so because I'll be working all day during then great well we'll we'll keep our ears open for the time that you guys set for that 14th date the 20th will have all application materials due next slide um and you guys obviously at this point have nothing that you need to be doing um but here we do need to make another decision so on the 30th of April after all applications have been turned in um we'll finalize the questions with you and then the top candidates will be presented to you um and uh at that time we need to decide if this needs to be if this we we're suggesting it should be in person because this is like a decisionmaking moment but obviously you guys

049need to decide what is best and if that date will work for you so yeah if the board can check their calendars that happens to be a week we have a good amount of board work going on but the 30th I don't see anything on at least on my version of The Board calendar I know we sometimes are going to different meetings um but we could maybe again think towards the end of the day to work with work schedules I would suggest it be in person because again this one would be executive session correct Libra since we're we going over candidate materials so I think that's easiest to to do in person I agree and that date would I think would be be good hey um this this is not working for me trying to

050do dates and drive and the calendar and um interrupt and I don't do that well could somebody just shoot me an email with the dates and and when we're thinking that would be um less dangerous we'll put it that way okay absolutely we won't finalize anything director until you a chance to look at it without your hands on the wheel thank you yes uh and just so you know once we get off this call we also give you a one pager of the timeline so that you have like Clarity on where where where we're at um knowing that we still have some decisions to make but at least we have dates that we can focus in on um and then uh the fifth of May we'll be uh picking your top finalists uh the first

051round and so the question is do you want that to be in person or do you want that to be virtual the interviews for the first round yeah so that's that's a process question um so in the past our last couple searches it was about six candidates if I remember correctly um director mordi right that we it was kind of the semi finalists we did have them come in person we met in a conference room at the hotel where um most of them were staying if they were from out of town um then we had two days where we um met with them and then um collected our feedback to decide who to move forward to the finalist round so the week of the 5th so it would be two days um I just want

052to see what y'all think about that in terms of time I mean we can get again to the point we don't have to get that date nail date and time nailed down right now but just in general how that early part of that week is looking for people and if that process sounds okay there is cost associated with doing it in person because we pay expenses um so doing some boards do I understand correctly Libra some we've only done it in person but other other boards do do virtual interviews at this round yeah you get to choose either way I mean normally the final you want definitely in person right um and there's cost to that also so it's just up to what's best for you guys H I would say that we as a

053board should definitely be in person there there's just so much Nuance to this um and I in various formats sometimes that first round some of them are virtual and some of them are person um and that that is fine but I think we need to be get together as a team so that we um it it helps us to be fully focused but it also just we can kind of read each other's body language of what's people are hearing and what they're not hearing right and we have rooms like 2011 that would kind of lend itself to that is that the automatic screen room the creepy I could get you in the automatic screen room again I have connection oh to funny that one that one has a lot of windows it's not quite as

054private we do try to keep confidentiality for the semi right and it is in path to our uh break room so you were doing it during the day that would um complicate that issue it would be a fishable yeah director mccordi yes thank you no I I agree with the director Hayes completely and with respect to whether the we have the candidates in person versus virtual again in person you can tell so much more about about a person you can see the Nuance that's that's involved in it so I would prefer in person all around and certainly the board in person um but you know we can also Flex with that director or vice president soac and director Tran do you have any thoughts one way or the other my calendar sorry no worries but

055in person virtual I'm curious what you think about that I mean thank you um you all have done this more than I have but having been a part of hiring processes in the past I agree that that us together makes a lot of sense and then um I don't know like I understand that we need to spend money to do this process but in thinking about just the the money we don't have as a district and like how much access to funds we have like an added cost of having people travel potential you know twice in a short amount of time um I don't know what you guys think about like the added cost of having them traveling to town for that first round um which has that ever been an issue or anything we've

056had to think about previously in the past we didn't have to to think about it Peggy was kind enough to actually dig through our last search and add up the costs because I figured this would be a question so it was over between both rounds um it was between $8 and $9,000 the travel expenses for you know and I I think a lot of that is having um having the semi-finalists come come to town and we we're going to be talking on Advertising expenses here in a sec and so we might want to think of the trade-off between the two and Richard I want to acknowledge your hand up yeah thank you I would just say um if it helps I think the most common model we're seeing right now is virtual um for round

057one and then in person for round two uh and cost consider um obviously a big part of that for lot of districts thank you yeah director mcord yeah I was just going to say I believe it was um Peggy could probably correct me but for our interim search a few years back I think the preliminary round were just um videos of some of the candidates um you know because we were going very very fast with that particular one and that was a way to get information and ask them all the same questions and have them record their their responses so I think virtual can certainly work and as director soek points out you know any any place where we can save costs uh is probably a good thing um again always in person is better

058if you're you know trying to really you know understand who a person is um but I think we can we can do virtual for that stage as well I want to make sure you have an opportunity director TR to weigh in on this oh thank you president cast I I'd like to go with um what R what um Richard suggested because that seems to be a standard um I know cost is a huge concern we're not you know throwing out the cashier I think it's incredibly important to know who our super next superintendent will be um meeting them in person at least once before we say hey you got the job is kind of important um also because I've been involved like vice president um soac with other interview processes as well okay well it

059seems we do have consensus that the um the first round of interviews will be virtual but we'll find a space where the board can have it with some um an executive session um undisturbed where we would be in the same room to to be able to access feedback and okay excellent I love that uh and then um we will then meet with you on the same day after that to uh talk about the last interview um so it'll be a long day so online might be best just so we can get through it together next slide Steve just emphasize I'm sorry I just to emphasize that that meeting on the on the 30th uh the big decision is who we're going to uh um interview and we help you discuss that process right so we

060need to narrow it down we're going to bring you probably 10 or 12 names and then you need to narrow it down okay I'm sorry Peggy um no go ahead just really quick I just wanted to clarify so on the fifth the board would be interviewing the first round candidates virtually but we would have support in the room from R Associates correct yes absolutely absolutely and just to clarify Steve we're dwindling down your entire list down to about 10 that's the goal for the first round um and you know depending on how many you get might be more or less than that but that's the goal is 10 so it can get expensive if you got 10 candidates Coming to Town versus round you will have hopefully three and that's where you should be in

061person where you can see the nuances of their full being um so we're and we're suggesting that that's uh the next week which is uh May 12th um when they will come in person do the whole stakeholder rotation see everyone and then at the end of that same day again we will meet with you to help you finalize your choice and Peggy did you have a question I did I just wanted to clarify so we're doing all of the semifinalists in one day or are we breaking it into two days so I heard the chair say two days and that's you okay I'm sorry I missed that part okay yeah but we have done it in less than that before but that's up to you guys we can do two days okay thank you if

062you're all coming together um consider that too right because that might be harder to get folks in for two straight days yeah we'll have to think about the logistics yeah can I um ask a I just have a question for clarification purposes so I heard we're going to have a list of 10 candidates then we're going to round get them down to three candidates and then finally pick one is that correct yep so the first meeting which will be um I can't remember I think it's the 30th of a bril we we're going to bring you our top 10 choices now you have access to all of them so if you get 25 candidates you can see them all but we're still going to say to you here's the top 10 that we suggest for

063that first round of interviews and then after that first round that evening we're going to help you get it down to three um and then that becomes this the the final round of interviews those three does that clarify it yes thank you very much I'm the one that I'm the that created the confusion sorry about that U what lra just said is absolutely correct okay that's that's helpful so there won't be um on the 30th the board won't have to choose who to interview for the first round the unless there's someone that's brought forward that in the list of 10 that we decide to pass on right away basically we don't have to sort through them we'll just learn about them and then prep for the fifth yeah this is where you see our competitive

064Spirit we divide out the searches uh and then we're going to present to you our top 10 and we each have kind of people that we're attached to right so we're going to give you our best presentation on them um but you still have the right to take somebody out of that 10 and say no I want number 22 to be in here we'll go through that with you but we will present you 10 that we feel are the best to go with at first thank you but typically in the first round there's usually seven to eight people interviewed it can be 10 that's what you all have to decide okay okay um next slide Steve and then Steve is obviously taking notes um and we will make sure that all this that we've been

065discussing is sent to you and clarify with one um page of the timeline next slide see I see I think we went through most of 11 through 15 but I'll go through it if you want to go to the next slide um so building the profile we talked about this so the survey and all those things are basically key right um for us to do that we'll be working through that with you um and the feedback is verbal when we have the one-on-one meetings and then also online when people are giving that survey out on the 14th that hits tomorrow through the 31st um we'll be focusing on that we've got all the language associations that we want to focus on and I think we're we're ready to rock and roll next slide hey Libra

066can can we go back I want to make sure we got that the last stage covered there so we're going to interview finalist the week of May 12th right yes and um I can if it would help the board I have the schedule from when we hired superintendent Tully the finalist schedule and this might be helpful for Ray and Associates to see how we structured it last time um so I'm going to steal control again here Steve um and so this is it was over two days um and so there were key groups that we identified obviously a smaller group of people then contributed contributed to the um profile developments but so these would be folks who would meet and there were three candidates and they all kind of rotate through it was amazing Matrix

067that Carrie and Peggy put together where everyone swapping rooms we asked for help from our um schools Foundation leaders and our um PTA Council just to act as kind of hosts to help bring people around so the first day was meeting with um with various uh groups as well as um spouses were invited as well significant others were invited and then School visits on the second day interview with the board the second afternoon and then a community Forum where they individually um answered the same questions in our Performing Art Center and people had the ability to provide feedback online so if we could this worked pretty well unless the the board um has any thoughts this seems to be tracking with what um like for example director Tran you brought up about making sure the

068PTA council is one of those key groups um that has feedback with the finalist things like that so um we can fine-tune this but this is kind of how it worked last time so hence the two-day approach so president cast if I may um and I I thought I I may have shared this with you L and I intended to if I did not um the concert hall is only available that week the 13th which is the Tuesday okay so if we follow follow the same pattern schedule that we did last time Tuesday would be day two Monday the 12th would be day one and we have board meetings on the 12th we do however um if when we look at the schedule oh I'm trying to scroll down on it um the interview with

069the board was on day two that's true so we could we could make that work yeah so we might have to um get a little bit more creative and where because room 102 would be in the boardroom at four o'clock but we just put them in a different location if we follow that same time schedule well and again the first day the board's not involved right these are these are meetings without the board um we did [Music] do um this interview with the board of directors director MGI I believe this is when we did have some stakeholders in the room if I'm remembering correctly um but we can talk about that later but in general it's the second day that the board is active in the process we are in the room for the community

070Forum so I mean it's obviously part of superintendent role to be able to have the board see how they interact with a large group and answer questions and things like that so president cast I think I think those were our Fishbowl meetings the yeah that's what I was the interview with the board of directors at three that yeah I think we're talking about the same thing director Hayes yeah yeah so it was and we could can talk about the development but yeah we we did call it a fishbowl interview where um we were asking questions um but then other stakeholders were in the room they I think we had an a non-disclosure um and but they provided US Written feedback they weren't allowed to interview the candidate themselves we interviewed but we were able to

071get their there was probably another 12 people in the room with us and they would wrote down it was part of the feedback from that interview and then we were oh I'm sorry that was the piece where we had students involved as well Y and students found great they had great feedback yeah and for these we've done it in the past so we facilitate those um so allow people to write questions on hard stock cards and then we just facilitate we organized based on like liked questions and then we asked the questions of the candidate so that's something we can support you on also that would be great especially the community Forum that would be great okay so we can pencil in maybe the 12th and 13th and then um we'll just allow the board

072time to check their calendars and make sure that works out okay and director Hayes is heading off to her next meeting thank you for your flexibility director Hayes any other thoughts on this before I turn turn it off I I just missed um which month are we in right now the 12th and the 13th is that's May right that's may this yeah this this older surge was March I know right this is from our last go round yeah and just one one thought I had with respect to the uh the Fishbowl where the the board is doing the interviewing um I was wondering if so we have it tentatively in room 208 would it um be in any way advisable to just have it in the boardroom where we can accommodate more people have more

073space in there I don't know how big of a fishbowl we want it to be well yeah we can talk about that I think um we were very thoughtful last go around who we invited for that because it was specific input we were we were searching for it's because at the community Forum the broader Community can absolutely provide feedback there okay not nothing critical just just a thought yeah no brain about the size of 208 you know yeah yeah yeah it was a little cramped yeah okay all right so again we can pencil in those States it's unless anyone has any more questions and that gives us time to check our schedules excellent uh we still have a few things to go over right Steve I think I'm done with all my areas I know

074we have uh 3:15 so we want to shift to the next person yes um and these are just the surveys they come in different languages which we've been working with you guys on you want to look at those uh surveys or are we good we have a live link there if you want to look at yeah does the board have any questions on the survey or should we keep going I can I think we can review it offline and we can keep going if sounds great and these were just samples that we've used but you guys are you guys got great samples because you've done it before so even better and again through the building um the profile so um the same thing stakeholder groups we've seen this you guys designed it you're using your

075historical data which I think is great sometimes we have groups have never seen these so um I will shift it over I think Rich your next right yeah I think so thank you Libra yeah and again I want to be conscious of our time of our time together but we did want to just uh talk briefly about uh the promotional information and this is really the exciting part for for me about the search because we we're out Gathering a lot of feedback talking to a lot of stakeholders and where that really comes together is in is in the brochure the brochure that we're able to send out to all potential candidates and so again uh you have you have the great Fortune um I should have Carrie and her team present these two slides because

076they're going to be two miles ahead of us as usual but we just want to share a couple of just a quick example so Steve maybe if you can click on the Bremerton link for me real quick just to give for for those folks on the board who maybe are are in their very first search to give you an idea how does all of this uh input come together and what's it look like from a candidate's perspective so Steve if you click on that Bremerton link that'd be great I just did can you see it hasn't come up yet you may have to switch your share oh that's right I always forget about that stuff hang on here I can do that let me try it again um switch my share um I want to

077do that you probably just stop sharing Steve and just start over ah okay all right while he's doing the cool part of the brochure and um is the fact I the best analogy I can think of this a little bit like to use a realtor's analogy we you know we're putting our we're putting our sign out on the street to sell our home right and it's got flyers in the in the little plastic holder right this is an opportunity quite frankly from a candidate's perspective to to drive buy say I really like the looks of that house the brochure the flyer F you will gives them an opportunity to look inside and really learn more about it so so here's a quick example of of Bremerton and you can get you can certainly review these

078offline but you will just scan down Steve if you will it just gives a quick broad overview from a for a candidates perspective what is the district about what are some of the kind of the brief demographics we try to uh build in a little bit about what uh obviously what qualities we're looking for as a key component of the you know of the brocher but it starts to fill in some of the other detail again that maybe they can't see from the street and as Libra and I shared with you at the board meeting last week the best part of this whole process as it relates to the brochure is that Northshore is an extraordinary District right by by any measure candidates are going to be interested they're going to be looking hard at

079this job this just gives them a little more of an inside look right to confirm that you know what I want to learn more I want to do a little more homework I want I really do want to be a candidate for for this job potentially as you can see talked a little briefly about salary and benefits so it gives them an idea is this you know compensation wise is this going to be in the ballp partk right and that's something of course the board will have to have to decide Steve if we can exit out of this we can I think we have the nor North thirston brochure as well it just gives you another uh to give you one more one more look so we can bounce out of this one and get

080to the we'll get to the other link yes I'm I'm that's my goal yes I'm on it let's see what I can do here I should have had this ahead of time of course and I realize that now right and while he's while he's doing this I'll just share with with Carrie and her team obviously are real veterans at this work uh the only thing I think certainly we can offer from Ray and Associates perspective I know for a number of us that have been uh superintendent assistant superintendent candidates as you are finalizing and bringing that information together please feel free to tap us as you deem appropriate so that we can give you if you will kind of a third you know kind of a distant look a third party look at that because

081I know when I'm doing this stuff I get I get real close to it and so it's nice to have some outside perspectives so so here's a quick here's a quick look just another another way of thinking about this as you notice the north thirst over on the left hand side uh very prominently talked about what are they looking for and and quite frankly as a as a superintendent candidate this is what I always wanted to know first what what qualities are you looking for in your next superintendent and then I can make a determination am I have fit for that right are those are those skills that I can help um you know that can help you move towards so and again outlines the timeline outlines some things about the district tells it tell

082really tells your story about the NorthShore Community right and then of course some links of how to apply where to apply who do I contact for more information okay so Steve we can exit out of that if you would and and let me I'll just add PA Steve well let's go to we've got a a section or a link that goes to uh maybe another way or an additional way of sharing your story and that's doing it kind of be a little slideshow if you will and so uh Steve if we can bring that up we can show that to the board that may be a again from a candidate's perspective this is a little bit of a value ad because it through a series of slides allows you to go a lot deeper into

083some of the demographics some of the detail about your community about your District about the goals that you have you know going going forward so it's just it's another way to uh you know potentially add uh some some detail that normally they wouldn't normally they wouldn't get so we'll bring we'll bring that up let you take a quick look at that oh man look like the uh account has expired here uh I'm so glad that happens to someone besides me how embarrassing we'll make sure we'll make sure we get that we'll get that s it to you for for another look but we wanted to talk a little bit about Pro the promotional brochure because really that's the culmination of all the stakeholder meetings and input and feedback that we've been able to gather on

084your behalf and then lastly Steve if you can go to the next to the next slide we'll just talk briefly about the online application and again my understanding is is that your HR department has already taken a first blush at uh at the application form um we skip by we'll go to the uh the application and uh again we'll we'll let you take a look and make sure that I think the content is correct this one I noticed this morning when I looked at it again kind of comes up a little bit wonky on screen uh but all of the content is correct and um so we want you to have an opportunity to look that to look that over as well so here it comes so is the application again Gathering key information um

085a lot of this we will see repeated on their resumés that's that's okay uh we want to have this uh it's important from a district perspective that we're able to gather and archive this on our records and uh so and Steve you can kind of keep scrolling down as you can see it gathers their background their experience um at the end it asks for some some critical uh questions around background that they have to that they have to be able to answer as well so again it kind of helps especially from a board perspective it's nice because instead of going through 16 pages of resume and background it kind of gathers this all in one place where you can you can take a quick look and then decide I want to I want to look

086more I want to do a deeper dive into their resume and their and their background so and there there's a verification statement okay uh let's let's stop there real quick just to honor your time any questions on questions on the brochure or uh the application form that we can answer for you or that we should talk about yeah director Tran yeah it's it's a little bit more about um maybe a little bit too much detail here so let me know if I'm off in the the weeds in regards to the background check um when does that come in yeah when does that come in well I'll I'll take a stab at that we uh when weing bring those top 10 candidates to you we will have done a pretty deep dive into their social media

087and internet footprint uh to make sure that we're aware of all the issues and you know most people that have been working in administration for a while have some issues but most of them are routine but we still want to be aware of all those so we'll give you a summary of that information uh for the top 10 for the finalists we do a third-party uh comprehensive background check that is Criminal civil uh complete uh uh transcript verification Etc uh that's quite detailed so that we make sure that there's nothing that we're missing on those finalists okay thank you so much can I yeah go ahead go ahead Carrie I think I was gonna ask uh a followup question along your line go ahead so uh this is regarding the um marketing materials so it

088looks like we'll be getting a summary of the qualities of the superintendent profile from you once the board has determined the salary range will also be getting that content from you um it sounds like it is okay and encourage for us to send once we've got things packaged to the group to get feedback including our own board to get feedback um what I wanted to know is is there an ideal length from your perspective if we were to choose the flyer option is there an ideal length is it two pages is it three pages what is your recommendation and then the secondary question related to that um between the two approaches the flyer or the slides have you found one to be more effective because we could do either I don't know within the time

089frame that we have if we can do both I think it's one or the other and I wish I had a more specific answer I think it's all up to you I've seen every District do it differently some have embedded videos in their slides some are quite extensive and some are a two-page could be a PDF you know so I think it's up to you lra do you have any thoughts or Richard I can I can certainly weigh in um I think Richard you have a suggestion and then if I'm thinking we probably thinking the same thing so I'll let you go I would say in my experience to answer your questions directly I would say um flyer and no more than two pages really prioritizing what's unique about Northshore right the vast majority of

090the applicants they understand the superintendent ship what they're getting themselves into that doesn't change from District to District what they want to know is why Northshore just like you want to know why do you want to come to Northshore they're asking themselves the same question yeah could you agree more thank you feed back you and president cast and to the rest of the board do you have a preference on flyer versus slides because we'll start building it based on your direction you know director mordi has a a good idea in chat if we can make it an interactive PDF with links built in we could link out to the Strategic plan we could take that two pages and then help them dive into more information if they like would be a good approach that's great

091thank you but any other board member thoughts on the on the flyer oh yeah um I don't have any other thoughts I agree with Dr mcord mord's um plan on linking information all right I think we can unless you have any other questions for the board we might be good on this one great thank you all righty so uh recognized it's 10:44 um we're coming here to till the end uh we do have a few decisions to make okay so shifting over to advertising uh from a regional perspective our recommendation is that we take advantage of the two free options that are the most com common places in our state anyway and that's through wda and Wasa uh these sites are widely used for job announcements and a lot of people go there uh the

092process is simple efficient it's free your HR department is likely familiar with both of these platforms of course if you need any guidance uh we're happy to support that but we recommend you take advantage of these two next slide please on a national level again some decisions here so we have a couple recommendations uh one is that or two things I would say one obviously we posted on our website and there's no charge for that also included in the base fee that you kind of already agreed to um is a 30-day posting on education week in their newspaper and their website so both of those things are already accounted for um the decisions that we have to make or that we would ask you to consider here are on three things and just to be

093perfectly clear these are direct costs uh we do not mark up the cost uh for any of the things that we're about to talk about uh so the first one is on a national level uh the aasa is the kind of superintendent main uh membership board um and so they have two options there a job listing for 30 days that's $49 or for $599 uh you get the same 30-day listing but they also do an email out to 5,000 plus superintendents across the country so that's one option and then more specifically there are two um common um membership groups both the National Alliance of black school Educators and the association of Latino administrators and superintendents uh so for the National Alliance of black school Educators you could have a 30-day listing for $330 and then

094for the association of Latino administrators it's 250 for a six week leas listing so we're just looking to see if any of those three options are something that the board would be interested in and I'll open it up to the board any thoughts yeah director mccordi yeah I guess my my question is similar to one that was was already asked about the flyers and with respect to um I guess what kind of return on investment we might expect from adding say the aasa um as well as the nabsc and the alas um particularly if if those result in in more applications from our um superintendent of color yeah I would say with the the two I guess starting backwards um regarding the black school Educators and the Leo administrators um there's certainly some value in

095that in the sense of kind of making sure that there's some more opportunities for diverse recruitment I think we have certainly seen that there there's value in that uh the aasa the superintendent one I really think that comes down to um the scope and what you're looking at if you're really like wanting to have a nice broad National search then I think absolutely if you're feeling like part of what you're looking for is maybe someone with more Regional or state knowledge um then I I would say that would maybe sway you the other way does that help it does yes and I'm sitting here thinking what did we do last time and and I know you know always keeping cost in mind um so the the fewer things we have to pay out for the

096better but um I was trying to remember uh present cast or Peggy you might know what we what we included the last time I know we were doing a national search so it may have done I'm pretty confident we did the napsi and the alas postings um so I yeah that I'm I'm 99% sure we we went ahead with that I can't remember what level of the aasi we did so I know I've heard superintendent talk about job postings that land in their email box so I you know uh I know it's not uncommon for districts to do the job flash package so that to me is the question is what to do about the aasa I think for what it's I mean I agree I I think we would be well served to do

097the three aasa and and the other two um I I do wonder I guess I I was looking at the um you know just the job listing in aasa thinking about how many emails are super superintendent gets in a given day and whether you know emails to to all of those superintendant would would actually you know give us a return on investment rce president soac director Tran do you have any thoughts one way or the other on the aasa I do I I think the aasa and napy and Alis those three make the most sense to me anyway um because not to toot our own horn but like I think that seeing Northshore is GNA be enough of a like a little Beacon of Hope for a good job um at least in my mind

098it is I mean I moved here because of the school district like 15 years ago before I had kids so um uh that's that's kind of where I'm at I'm that and if we're having the first round virtual I feel better about posting in three places cost wise and are you do you are you referring to the base package I guess for lack of a better term of the aasa the 409 yeah yeah okay let's let's throw that out as a proposal what do people think about that I agree the three of them with the base aasa what is the proposal so the proposal would be for the first tier of the aasa where it's not pushed out to people's email boxes but posted on their website for $49 and then the black school Educators

099and Latino administrators postings as well okay um does AA require membership do you have to be a to look at the job postings good question don't believe so don't believe so let I can I feel 99% sure about that but I can come but I don't I'll try and look okay I just want to be I just wantan to I just want to understand asasa I would need to be an actively searching superintendent probably to go to that page and the difference between that one and the other one is the other one proactively pushes to people who may not not be actively searching but open to the idea of a new superintendency correct that's a good correct a good point I just really good point the difference and and I'm not able to pull up

100to job postings on aasa so um and is it common for superintendence to be I don't know a member of aasa it okay it's the the premier superintendent on at a national level yeah okay yeah so may okay so for an extra $200 basically to have it land in all the email boxes yeah okay that's a good point director Campbell yeah that's okay well that that makes that makes a difference yeah especially like I said if we're if virtual for that first round of interviews we're saving a lot of potentially a lot of money that way taking several thousand dollars that way actually yeah so that I think is something that our community would appreciate us being mindful of considering the other cost savings that are happening in the district do you have any thoughts

101director Tran yeah I would I would prefer to have the job flash package from ASA and then yes these include um the National Alliance of black school Educators and the association of Latino administrators and superintendents okay so we'll go ahead and go with that okay Al righty um so on to the next one 53 uh so this next SC these next two slides we're kind of Shifting our attention now towards salary um and so obviously an important topic also could be a detailed one so I just want to get a sense of maybe where the board is um with this and also at least to provide you some information so we uh noticed in looking over at um some of your salary agreements that you've already identified kind of some peer districts that you look

102at when you're making salary comparisons probably negotiations and that kind of thing so those are the districts that we've identified on here uh included their base salary and I just want to stress that right as you all are probably very very aware uh base salary is one thing and comprehensive uh compensation package is another thing so what the numbers you're looking there are just at a base salary for what we've or you all have really identified as peer comparable districts um so that's in Washington state um and then if it helps uh sometimes uh on the next slide you'll see a salary comparison at the national level so if there hasn't been conversation around kind of a salary range our ask here would simply be that that would be a priority uh sooner than later

103um obviously it goes on all the promotional marketing materials and it is an important factor when considering recruiting of candidates okay so director Tran does have a hard stop in five minutes so um I'm going to open it up to you first director Trent do you have any thoughts again we can um still have conversations about this but any initial um initial thoughts um I I don't have any initial thoughts because this is the first time I'm seeing the numbers flashed up in front of me um so give me like a minute to gather thoughts okay no problem um so given that we have five minutes um and I'm going to go on a hunt share the probably need some time to have some conversation around salary again I think the ask here is just

104here's some information if we can help with some other things please let us know uh and then the ask would just be that it be a priority for sooner than later director mordi you have your hand up yes I was just thinking about what we were looking at the other night and wondering if it's possible to get the the full the full package um as opposed to just the base salary for for comparison please you know um yeah I don't know if that's data that you have Richard in terms of the combined we can look at that one's always Acky um for for lots of reasons um but we can see what we can do uh about that okay and if you don't mind I'm gonna interrupt here really quick so because director tr's going

105to leave us in three and a half minutes so I'm going to ask Peggy to help me send out a note so we can think about um there is a conflict I was going to bring this up at the end um so we have a board retreat scheduled for March 26th so we are not taking part in the town halls and all but we have um our Intrepid teammates who are helping to run it the people who would help us run our Retreat will be working on the community engagement so I have the topics I've accumulated over the last couple months for the retreat and I'm going to see if people we can absolutely still do it maybe just in a little paired down fashion um depending on room availability or we can incorporate those

106topics into a discussion in may we usually do one in may as well so thank you for letting me interrupt I just want to let director Tran no to look for that in the email no problem if we still have director Tran for one minute um there is something want to clarify before we get on to this because I believe we've actually answered several of these questions um Steve going to go ahead and share my screen really quick uh one of the things we uh really want to make sure that we pride ourselves on uh is Clarity and so I just want to go back to make sure we're all on the same page about how we get from the April 30th meeting to the finalist right so on April 30th what's going to happen

107is we are going to bring to you about 10 to 12 candidates right that are what we have deemed are the ones that best meet the the superintendent profile and the needs and the qualities that you're all looking for as a district so that will include a summary of the of a small interview screening that we do with some questions which we'll talk about reference checks and you'll also get kind of like a two-minute video we call it the Sparks video from each of those are recorded videos so you'll have all that information for those 10 to 12 by the end of that night then you all decide okay for our first round which is virtual how many of these 10 to 12 do we want to interview a typical number we see is like

108between five and seven but again the call is yours so after those first round virtual interviews whether it's the typical 5 to s or if you do more then you do the second round the second round you the second round interviews which are in person and that's generally two to three people I just think there was some back and forth there and we just want to make sure we're Ultra clear about that thank you okay Steve uh you can go to the travel reimbursement which I think we've actually answered most of these questions already so the first one is around first round interviews we've already determined that'll be virtual uh reimbursements for the second round interview which be in person I think we've affirmed that as well so the only question I think on there

109have left the answer is um we often kind of see some districts invite not pay for just to be clear not reimburse uh but just invite spouse or partner as part of just maybe getting to know the person on a more personal level and so if that's a consideration that the board would want um it' be good for us to know so we can promote that as well I would I would propose I I think that was a really important part of last time actually of having having spouses there significant others there um not only to get to know them but so they can get to know Northshore because obviously the the support network for a superintendent is really important so that's where I lean I don't know about the others I agree yeah same

110here thanks okay um we can work out the perdum rates if that's with with Cathy so Steve I think you're up for our final slide yeah uh any specific state requirements uh as you probably know a superintendent uh certificate is not required to be superintendent state of Washington um but I'm guess the question is is that an expectation that the board has I would say yes superintendent certification yes I would agree okay okay I'm going to jump then question number three is the board willing to offer contract with finalist who would need to obtain it it's related question if they have it in another state maybe it's that they have it in a state yeah generally the way it works is Most states are reciprocal so if they have a c certificate from another state

111it's not a problem the I guess the real question is what if it took a year to get that certificate what do you think director or vice president soak I I I've uh I've worked I've been burned by things like that previously so I I would lean towards already having that certification pretty heavily does it actually take that long to to get licensed in Washington state if they're already I mean you said Most states are reciprocal if they weren't licensed that would be my issue yeah yeah might if you done zero course work it probably could to it might take less obviously but it could be up to a year I would think I I think most of us would probably prefer someone who has experience as a superintendent already uh and we do need

112them to be ready to go Joly first okay that answers that uh well number two any preferred qualities do you want someone with a doctorate do you want someone that's bilingual any preferred qualities I I think those would be preferred I don't think it's a it's a you know they're not necessary yeah they're not necessary but yeah definitely preferred agree y well those are our last questions we want to thank you for your particip ation anything else we need to talk about before we sign off I don't think so thank you so much so we'll just get that as soon as that timeline is updated we'll get it out so that we can all work on our work schedules and things like that get our life in gear even if we don't have times at

113least being able to pencil in those dates will be wonderful um and I have a couple little notes we'll work on on this end and then I think we're good to go any anything I forgot colleagues okay thank you it's exciting to get going and thank you everyone for the help this is such a heavy lift really appreciate it thank you all yeah and great to meet you all too all right everyone have a great day I think we're gonna adjourn the virtual meeting thank you take care