001I uh want to make a land acknowledgement that we are on the land of the sish sea people specifically the tribe that has a relationship within island school district. Um this is the time for public comment and uh just for all of you um who may be watching this. Um a reminder that at board meetings we do not converse with the public because it is a board meeting but we do welcome public comment and we are interested in what you're thinking and what's concerning you. and Susie Murphy, do you have a comment that you would Okay, anybody else? Okay, let's move right along then to the consent agenda. First off, are there any questions um from the board board members about what is on the agenda? Any items that you would like to discuss? Okay.
002And could I have a move uh motion to approve the consent agenda as written? >> Second, please. And uh all in favor say I. >> I. All opposed. The motion passes. Okay, moving right along here. Um, we have the pleasure of Cassie Cisa. As always, we'd love to hear our reports on um the finances. So, take it away. >> Um, we have um two months today. So, we'll start with June. Um, in June, we were in our 10th operating month of the 2425 fiscal year. And you can see our general fund revenues are at 83.21% 21% expenditures are creeping up towards 86%. Um we have more in fund balance in general fund this month compared to this time last year. We have higher revenues and significantly higher expenditures compared to the same time last year.
003Um transfer credit card revenue from general fund is current through the month of June. Again expenditures coming in at 85.83% that's 2.83% 83% higher than the normalized projection of 83% and we're up um 5.2 excuse me 5.92% year to year. In capital projects we have a little bit higher revenue based on tax collection. We have our tech expenditures and salaries posted in June. Debt service fund is performing as expected. In ASB we have um revenue a little bit higher than this time last year. Expenditures are similar. We have our credit card revenue reconciliation current through June and our transportation vehicle fund is performing as expected. If we scroll down a little bit, we have our enrollment report and then um next page is our comparison year to year, budget status report. And really the big
004thing we want to look at is our system compared to the county treasur. So um If you look at the first kind of placement we have for colors, we'll start with general fund. Um there's two reconciliation items. Keep scrolling. So we have a little bit of an offage in both um our cash with the county treasures as well as our warrants outstanding. So those are not as reconciliation items. Um if you keep scrolling down to the next fund which is capital projects. Everything is completely balanced and scrolling through we'll see debt service is balanced. ASP has a reconciliation item that is noted and then transportation fund is also balanced. here. If you want to switch to July, we'll start all the way back over at the beginning. Um, so July is our 11th operating month
005of 2425. Um, revenues are 93.78% and our expenditures are at 93.99%. Fund balance and general fund is um also higher this month this year compared to this time last year. higher revenues um significantly higher expenditures um which has been uh pretty steady for several months now. Um we have our transfer of credit card revenue current through the month of July. Um expenditures are just about 3% higher than the normalized projection of 91%. Um and we are up almost 6 and a half% this year compared to last year. In capital projects um holding steady we've got a little bit higher revenue based on tax collection. Debt service is performing as expected. ASB revenue is a little bit higher than this time last year with expenditures um just about the same and transportation fund performing as expected.
006Um you keep scrolling through you'll see the fund comparison which the graphs up above the budget status report um which as Justin says does no good. So we can scroll through it and look at our controller report. And uh the good news here is everything is completely balanced. So, general fund and as we scroll through capital projects, debt service, ASB and transportation vehicle fund, um everything is reconciled up through July, which sets us up really nicely to close out August. Um just to note that because the the end of the month falls on the weekend, essentially tomorrow is the close of our fiscal year. Um, so we're prepping for that and to do all of um the required tasks that go with um closing the fiscal year, which will take a little bit um beyond
007August 31st, but we're set up nicely to um hopefully have a very smooth process. >> That's great news. Thank you, Cassie, for all your work. Um any questions? Yeah. >> Um two question. We're looking um just want to make sure understanding correctly um starting with the 11th month and being at 93.99% then there's a 12th month with less than 3%. So how are you how do things look for the 12th month? >> Yep. So uh we actually ran our last batch earlier this week and then you did a special run today. So I just want to um give some recognition to Kelly Murphy because that was a big lift on her. She had worn everything extra today that people didn't turn in um so that we could make sure that we got it out. So
008that's really what she did all day today. Um even with those going through, we still have um pretty low expenditures for the month of August. I'm pretty sure that will switch when we um see September because we've got all that new school year spending happening, but it's lower. So um I'm hoping it will be under that 100%. Um I haven't read the numbers just yet. Um we won't see the controller report until the 10th. Um but I'm I'm hopeful that we won't exceed the 100%. And we did get our revenue posted earlier this week in August. It's less than July as expected, but I think cash flow wise we should be okay. Um but we'll continue to keep a close eye on that. And then um just making sure that we get all of our
009grant done by the September deadline so that we can have a really great separation between 2425 and 2526. >> Sure. Um So very good reason we don't see enrollment numbers for July. It's not relevant. Um but I want and I know there's not any official enrollment right now um school year hasn't started. Is there any information in terms of where projections were and where folks feel like it's coming in in terms of where we're too too soon to tell too soon to tell. But you will get a report at the next board meeting um based on our first four days of enrollment and then October is the count day, right? October first I think is count official count. >> But yeah, those first four days are pretty crucial and then um things kind of stabilize
010throughout the month. Sometimes we have people that come and wait. So it'll it'll definitely be on the forefront of our minds for a pretty good time. Other questions for Cassie? Thank you very much. Cassie, if you want to go, please do. >> We'll hang out until I meet for the 820. >> Thanks. Okay. Uh, moving right along. Um, we have the privilege of having Dr. Chris McDuffy come and help us um with the beginning of what is going to be a very important um island experience which is this superintendent search. Come on up Chris. Um I want to make it really clear as uh your board um we have engaged high up for our our superintendent search and if you've been following along um you will find if you're interested updates on the entire process
011as we go through. Over the summer, the website was down. So, um and and there wasn't really anything much to say anyway. Um but you will be getting uh if you're interested um in what the process is and we will be hosting, we will be talking about things in the beach homer. Our intent as a school board is to be very transparent about the process. Um, one of the reasons why we hired this firm is that they have a great reputation for community outreach. Now, the board makes the decision on the superintendent, but the community should have a great deal of input into what they meaning all constituents are looking for in a new superintendent. So, what you're going to hear is the very beginning of this process in an organizational type way. So, thank
012you very much, Chris. Take it away. >> Well, good evening. Thank you so much uh not only for hosting tonight, but for selecting H1A, uh we were honored to be selected. I was sorry I couldn't join uh on the interview uh when you met my two colleagues and I believe they have joined us. Uh see them up there and you might remember John Bash and Sylvia Ibara. So, thank you both for joining me. I'm sorry to have my back to the rest of all of you. I look forward to meeting all of you. >> Sure. Why don't you want to sit? Will that work? >> Yeah, sure. >> You know, it's the old high school principal in me that doesn't want their back to, you know, >> um so pleasure to be here. Um John
013and Sylvia and I have been in public education collectively for over a hundred years. you know, don't ask us which one's got which ears, but um we are so committed to helping school districts uh especially with this really critical decision before you've all served as superintendent for a long time as well. Um so we're very excited to officially launch with you tonight. In your packet are three houses that we need to work through together to see how far we get. on the left side of the folder is just an overview of the process. So at a glance just to remind you uh that there's four phases right that we will be launching engagement very shortly. Uh it moves from there directly to recruitment. Those two happen simultaneously. Uh and then the selection process. We'll talk
014through what you can expect there. And then transition. We're so committed to ensuring that you have a very smooth transition with your new superintendent and we'll talk through a little bit about that as well. We offer a workshop so that you and your new superintendent can sit together and listen and learn and um so we can talk more about that. But those are the four phases. Um you can see across the top it's also broken down of who's who's doing what at any given phase. So just a reminder from our proposal have a glance and then the next piece is really our working agenda for this evening. Some things that we need your direction on as soon as possible. Um so that's about a eight or nine page document for you. And then finally, a
015very rough draft of a position announcement that we'd like to talk with you about this even. So, everybody has all three pieces and this would be for us about the data. Absolutely. So, John and Sylvia, hopefully we'll be able to just jump in uh and and add here and there, but we wanted to um just really thank you again and and get right into the meat of the work. Starting with item number two, which is board liaison. We need uh two board members. is usually that's the board president and oftent time it's the chair and the vice chair or the president and vice president who serve in those roles. Um so we set up standing weekly meetings to touch base just to make sure there's open communication. We talk about how things are going. Uh
016oftentimes we need some direction but that's just our kind of weekly working arrangement. And then after those meetings, we report out to the whole board for sure how things are going, just the highlights to make sure that every board member is fully informed along the whole journey. But if you have an idea um just to kick it off with with who we serve or if you want to get back to us, I >> what >> I love. Yeah, I know that I think Junifer >> Junifer is chair and the second I want to get back. >> Okay. >> So, Jennifer for sure. >> Okay. And then we'll hear back about that in a second. >> Yeah. And uh um Juniper or I will get back to you on that. That sounds great. Thank you. And
017then we just got contact information. Peter was very kind to give me cell phones. Thank you all. I hope that they're correct. If I made a typo, let me know. But, um, there are times throughout the search where we really just need to check with you on something. So, cell phones are great. I'll try to get here and and Joe as well, uh, soon, but you've got all of our contact information on the top of page two. Please call us anytime. Uh, I think you heard during the interview that we make ourselves available to you, you know, 247. We're committed. um to this relationship going well. So, please feel free to reach out to any one of the three of us. We work very collaboratively together throughout the process. So, starting off with just contact
018information. Number three, the letter of agreement was taken care of right by the way. So, that's a check off. Uh we made one edit which was to extend the guarantee and we were happy to do that for you. So, so that was an edit. Um, item number four, if we could just hold that for now because it really gets into the nitty-gritty. Um, and our apologies for the Walaw Wala notation. But just so you know, the Walaw Wala search very well, but um, but this calendar reflects hopefully your needs and we'll get back to that in just a minute. So, we're kind of skipping ahead to page four. Are you okay? >> Okay. And that has to do with um engagement, right? That's the first phase. And we know we've heard from you clearly that
019your commitment to a transparent process um and a fully engaged process with your community and your constituents. Um so there's a couple components. You know, first of all, uh we do one-on-one interviews, focus groups, and forums. And in addition, we offer a survey option that that we need to talk about um so that everyone's voice has an opportunity to be heard. And we're going to do everything we can to reach your constituents, even those hard to reach. uh we adjust our time, we adjust our location. We go out to um to their communities, their um gathering places uh and do our best to make sure people have a chance personally. But then the survey is open to everyone, right? We're going to push that as well. So, if we could start with the survey and
020John, can you hear me? Okay. Yeah, we might need that volume up. >> John, do you mind talking about the >> Can you hear me? >> That's better. Yes. Do you want to >> talk about the survey options? >> Certainly. Yeah. So, included in the base fee is um our Google form survey and that mirrors the questions that we ask in each of the focus group sessions. Um we lead off with an introduction of the process uh answering questions participants might have and then we start with uh what the greatest strengths are in the district followed by greatest challenges people perceive that they believe the next superintendent should be aware of and finally uh the desired qualities and characteristics they believe the board should prioritize for the next superintendent. um we um launch that one
021as the engagement uh phase begins so that during um our focus group sessions we can also remind participants to let their friends and family know and expand participation in that way. Um and so that's option one. Uh option two is a researchbased survey uh grounded in research on best practices with high performing school districts and uh we've had um some districts um opt into that um and that provides u more questions uh than just a superintendent search. And so we've had some districts who are interested in that and others who've said, "Well, we already do, for example, a center for educational effectiveness survey every year." And so there's we don't we see a bit of overlap there. So we're not sure that the additional expense um is warranted in this case. So with each district
022we work with, uh we certainly u make that available. It's also if you do opt into that, it's provided in English and Spanish, but there's some additional costs if you have other languages you want it translated into. On the Google form survey that's included, we uh can easily translate. Um we just use an online tool for that. And if you have any translation services you've used in your district, we are also open to running that by to make sure we're accommodating non-English speakers appropriately. Um maybe I'll hit the pause button there. Chris, anything you would add? >> No, I think you covered it well. I think we we don't need a decision right away. We've got some time before we would be launching that survey anyway. you know, about three weeks or so probably. So,
023if you want to think about that, and you may remember in the proposal there was a a sheet about kind of what does that report look like? Is it, you know, is it really worth the $2,000? Um, but it is a, you know, valid, reliable, researchbased tool. Oftent times, districts we have found that may not have an updated strategic plan, for instance, that that's a good tool for them um to use. But you may want to just visit that and think about it because otherwise the Google form has really provided you with a whole lot of feedback as well. >> So Chris, I have a question. Did South Widby opt for that enhanced research? >> I don't think they did not. No, and they just because I have to know. Um they they didn't have
024a we had a strategic plan but it was not up to date and they still benefited from the regular survey. the real meat of the matter is all the constituent groups, >> right? That's what I thought. >> And then that in-person work that they do to get all of those groups to to come in. I mean, the survey helped. They they had several hundred respondents, but many of them came to the group meetings as well. And the group meetings, what is wonderful about the group meetings is it will allow people who are not either savvy savvy with computer or don't have one at home, right? That's great. >> And will all the group meetings be in person or is there Zoom level options? What does that look like? >> We look to you for guidance.
025I mean, we prefer in person for that personal touch, but we also know that um attending in person is not always an option. So, we offer both. For instance, oftent times the forums are broadcast uh as well as attend in person. We want to do whatever it takes to ensure that community families have so they still participate in the lobby. >> Exactly. >> Yeah. So started the discussion with Peter earlier this afternoon just getting a >> feel one sec. Sure. >> I think what you could do is you don't have to have the you could have a a couple of uh Zoom options that are for anyone as opposed to you're a member of this group and it's this group's turn, right? where you open it up and just let people >> Yeah, that would
026be the forums, right, that we do that. We >> we we encourage you to have at least one forum. We might need to do two different times of the day. You know, again, we've done it very different ways for each community is unique. Um but yes, the forums which are come one come all uh and a Zoom option. >> And are those usually well attended? birthday scarcely attend mid similar to most of our meetings. >> Yes. >> Although I love seeing you all. Thank you for coming. >> Yeah, it it's certainly been mixed. Um we're going to work really hard to get the word out and how important your voice is to this decision and all of that. And if people felt like I had my voice heard through the survey, that's okay if they
027don't have to show up. But we want to be able to meet them in person, discuss the process, see if they have any questions about the process, and then ask those three questions that John mentioned. >> Um, >> yeah, I I would just add that, you know, with with this work, with the engagement work and participation, um, some variables we've seen that kind of become a pattern. One is uh depending on the u the last superintendent and the level of satisfaction or dissatisfaction. The higher the level of dissatisfaction, the more participation we generally see in the forums and the you know public facing opportunities and the survey and and when they come they often want to tell us what they don't want versus uh for obvious reasons. Um, a second variable is uh scheduling and
028so we want to be strategic with you and make sure that we're not scheduling on top of you know uh three games and two concerts uh you know so we want to be smart about how we uh strategize it. And then the third would be, you know, with your team and um perhaps Peter and and awareness of uh strategies that have increased participation for other things in your district like serving food or, you know, a certain time or a certain day of the week. In some districts, they've asked us to avoid Wednesdays, for example. So those kinds of things all factor in. Um, one question because I really appreciate this and and an incredible strength for us was the in-depth community engagement and the in person as a part of that. But um I do
029think that Basherman's district um at least in theory hopefully in action prioritizes community and that kind of engagement. And so um I'm really grateful. One of the things when I'm looking at this list, there were a couple of things that I noted that maybe aren't here, but I also am wondering is this list you shared with building and district leadership because some of those constituencies I I might not be aware of. So, for example, one of my thoughts are the the groups that have active partnerships with the schools. So, like the artists in the schools or there are some that have ongoing active partnerships. it will be this is the first foray. You're the start. So once this meeting happens um we go to the next level and then we start talking about you know
030making sure that pi is there and all of the various groups that have come forward just to me in the short time I've been here. But that is that's the conversation. You don't have to do everything tonight to get there but that's the conversation. So, we'd encourage you to think about those various groups, make notes. Um, probably just make Peter the point of contact. Just send him any that you think of to make sure that they're on the list specifically. Um, any staff, uh, cabinet and building level leaders, anybody. Um, we will start to build that list and then we'll probably work with Joe and Peter and start to refine, you know, who needs a one-on-one, who could do a focus group, which focus groups could we combine even and it would work well, right?
031You don't need 150 different meetings, but but we can be strategic about how we group um those meetings. And then again, the forums would be open, but they might get a special invite. We valued your voice. please attend this forum. So yeah, I mean and this is a pretty traditional list. You know, you make sure you get union leadership, membership from the unions. You make sure you're getting parent community, bigger community. You know, there are many partners. Of course, the admin team, business office team, there's Peter will not have any rest all spring. And I mean that sincerely because that's the key to the organizing of all of this will take up a lot of time for the board and for and for Peter in particular. Um so I if I remember um do you
032have someone who speaks Spanish in your team? >> We do. >> Is there possibility to have a meeting with in Spanish? Yes, we we do frequently. Off to that, Sylvia is my role. Um and um andor we work with any uh interpreters and translators you use in the district as well throughout the process. >> Uh not in our team, but as far as um translation, our company can uh has access to to translating Do we have specific languages you want to make sure of besides English and Spanish? >> What was Syrian family and a Thai family that is >> I mean they need it or at least >> we'll just monitor that. >> Yeah. And then at the end of all of this, we would get some kind of summation or chart or what will
033that look like coming back to us so we can make >> Exactly. Uh that all feeds into a leadership profile report and we'll we'll talk about that in just a minute as well. Uh again, we're asking the same three questions of every group or every individual meeting so that we're looking for those trends. If you just do the Google survey, that would be the format. It's really what are the strengths, what's working well, right? What are the assets? Uh second question, of course, what are the challenges and opportunities moving forward? And the third question is those characteristics or qualities you're looking for in your next super. We ask the same questions from everyone. So our final report will be participation, you know, who showed up on the survey and in the inperson opportunities. Uh we
034give you that data >> as to like how many of this group or Okay. So we know who's weighed in more. >> Yes. But it's not scientific, right? It's it's a qualitative sampling looking for trends. Um, but those are have been really beneficial for both you and the candidates, perspective candidates. They want to learn and see if they would be a good fit before they apply. One last piece, which is another piece I would appreciated about your proposal was the consideration of having some of these meetings in different spaces. um which for some of those might feel safer for groups or um and I think that kind of particular vulnerability Spanish speaking yes >> um individuals are feeling in the district and mentioned church or this or that would you would it be helpful for
035us to generate a list of those places in tandem with state train we'll have to rely on you um so again if if Joe and Peter can do the clearing house y >> for any ideas that all of you have. Um that would be really appreciated. >> Yeah, I I think it's important just to state that our mission is to be as inclusive as possible. And I appreciate Joe's clarification that as the planning unfolds, it's layered. So, we start with you tonight to make sure we kind of have a big picture uh vision from you of what you want to accomplish and then with your school leaders, with your district staff, um we start to develop a list and we bring that back to you and say, "Okay, here's what we've developed so far. How's
036that look?" And there's a few iterations before we get to, okay, let's launch and go. >> Great questions. which is the whole point of the board leaison because you can't do these kinds of decisions waiting for a board meeting. So you have to keep it moving and you have to trust that your your board leaison have the the knowledge of the the sense of the board because you can't possibly um have a board meeting for every decision here. Yeah. So, communications on the top of page five is really um again making sure that you meet your goal of that transparency. So, we will work very closely with Joe and Peter throughout the process. Um Peter and I already talked about having a dedicated page on your website. Uh maybe it own logo even, you know,
037just so people can say, "Okay, this is where we go for this. This is a prime document for that sense of once you know the dates of right that's the kind of thing that yeah the timeline all the phases of the process that's where we'll post the leadership profile report etc. So that one stop you can point everyone to. >> soon you'll be working with Peter to cue that instead of us doing it. >> Yes. Unless you >> I know I heard the relief for you like I just want to clarify. >> Yeah. Again your the board's role is to give them the the big picture and then the liaison's role is to you know can it be a Thursday or does it have to be a Tuesday? like the board doesn't need to decide
038that and then it's really the logistics end up in the superintendent's office for you know which rooms are we going to have to put these in where are they going to be who's going to be you know which group is going to go first oh it's not convenient for the PTA at 5:00 p.m. they really want 70, whatever. All of that logistics you don't have to worry about. Okay. Um item number seven, this just a service we offer for you and and we're um going to be gathering data and John's so good at this. John, do you want to jump in on salary benefit data? >> Sure. Yes. So we uh we found that the most reliable method uh to give you some data to work with uh we're negotiating a contract with a superintendent
039to request current contract documents for a comparable set of districts typically comparable in size and in your case perhaps some island districts that you know are similar in context as well. And then what we do is put together a detailed spreadsheet that doesn't just quantify base salary but all the other pathways to compensation that superintendents receive um on an annual basis so that you can see what a total package value looks like. Um and then uh we show and we include you know your most recent superintendent contract um in that data set so you kind of see where you land in the current uh market. Uh and it's also a tool then we found that where it's find helpful that you know superintendent is generally the highest paid person in the organization. So there's some
040public scrutiny at times around how much you do pay a superintendent. So when you have data like this, sometimes it's helpful in responding to media inquiries, for example, where they want to know, why are you paying this much money and well, here's the context. Um, and so we provide that to you uh and have that prepared um in advance of your selection decision so that you're ready to hit the ground running when it comes negotiation time. >> Yeah. So let us know if you have questions about that. uh we just again uh we act as your you know guide on the side during that phase of the process to assist. So much more to come on that. >> So there is a requirement locally that you're supposed to advertise how much you're paying for positions
041because of the type of position. Is this exempt from that or will we need to figure that out before we post the job? Now, I think you know to post it, we talk about you'll be competitive, but eventually you'll need to have a a range. >> Um, but we have some time to get there so you can really look at the data and and have a significant range that can account for experience and what have you. So, we'll talk more about that. Great. So, items eight and nine are about the application process. I just want to have you thinking about um first of all we you probably remember from our proposal um we highly recommend that the process remains confidential through the first phase semi finalists uh and that's for a lot of reasons. It's
042really to attract your best pool. you can imagine especially sitting superintendents who may not want to put their names out there unless they're a serious finalist candidate. Um that's one reason. Um and so we strongly recommend that it's really helped very closely board only through the semi-finalist phase. Um, we will be collecting information on all the applicants. It really, we'll look at this posting in a minute, but there's six components to their application, right? It's their cover letter, resume, uh, it's the online application form, a very thorough HYA online application form, three letters of recommendation. So those six components make up that candidates application file. Um our firm believes that the board needs to see every single completed application, right? We don't do an initial screen and say we're going to forward this slate of
043candidates for you. We really want you to look at everything you did. I know it's a little more homework, but um we would prefer that >> important. Okay. Good. Good. But what we do do is to help you think about um these candidates qualifications, readiness, right? Experience in terms of tiers. So tier one candidates are highly qualified and all be experienced tightly aligned to the leadership profile report. For instance, you know, tier two might have some gaps but seem qualified. Tier three probably um some red flags. or major gaps or we discovered some things along the journey. So, um we will give you a spreadsheet of let's just say the 20some applicants um and we'll have those tiered with all the data in one spreadsheet at a glance for you as well that will help
044with your homework. So Chris, when I talked to the chair of South Wy Yes. way back. Um he said the thing that he liked the very most about search was that it was um blind >> and um I think that is brilliant because what it takes it eliminates any inherent bias that we that we all carry with us. So I assume we'll be getting the data about the background of these people without the gender or the name or the age. >> Yes. And yes and yes if that's what you choose where they work. >> So directly it's a it's a process that we've used in several districts by request of the board is a blind screen. Um and really it's a twotier process for the board because eventually you're going to need to >> but
045you do want to check for bias. So um you might remember we said we would be offering a interview workshop for you and part of that would be um antibbias you know in interview processes and uh there's a lot of ways that we're going to help you scrub for that. But that's a great thank you for bringing that up. Uh it's a decision point for you and if you choose that we just adjust our documents for you so that you can do a first level screen blind second level screen with all the data. More to come. Thank you. Okay. Thank you. So speaking of the confidentiality um if we could just have you look at the last page in the packet. Um that is a confidentiality agreement that we asked the board to sign just
046to review the interview processes and how important this is. And um if you see anything that concerns you on that form, let us know. But it's a pretty straightforward typical um I won't be sharing anything I learned. It's it's no different than what you do in executive sessions really. So, um, John will send out an email that you can just click on that you've acknowledged it if you're okay with that. But let us know if anything jumps out at you that is concerned. You just want to cover our bases too that anybody dealing with this data is only the five board members even though they have a lawsuit. >> That's right. That's right. Now, once we get to finalists, right, you will be typically opening it up back open to everybody. You you want everyone
047to re-engage at that point, right? Staff, students, families, the greater community. We want to meet these finalists. Let's say there are three. That would be typical. Um, so that's when we re-engage everyone. So, we want to be really clear when we're talking about this. This is just up through And here's why we keep it confidential. As you say, we're transparent in the process, but it's confidential through semi. So, just making sure people understand the distinction. So, a lot more to come on how your finalist uh process could when they visit the district. Um the position announcement, we'll hold that for just a minute as well because we'll um spend a few more minutes on that in just a moment. If we could go to number 11 on page six and I'm going to call on
048John again. Sylvia is our noteaker, so I'm trying not to call on Sylvia, but John, do you want to talk about advertising options? >> Certainly. Yeah. Um so with the advertising you see here um we cover Washington state thoroughly uh primarily through uh WASA and WASDA those those are the two channels um can candidates are looking at most closely nationally our HY website has become a clearing house that's included in the fee um and we get 25,000 units on that website a month so there's plenty of traffic there uh the company also has a Facebook account, an account in LinkedIn. Um, and they post routinely all of the positions in K12 job spot. So, that's why you see all that there. Um, we do have additional national advertising packages that are available. uh some of
049them get uh rather spendy. And so our experience has been really there's only one slice of that that we recommend to you assuming that you want to encourage a diverse uh candidate pool including uh candidates who have historically been underrepresented in leadership positions. And so um there is an option uh for you to purchase uh that um slice of um advertising with Hollis and NA Navski and including that over >> I think it's 800 >> I think it's $850. Yeah, $850 that buys you six weeks on the Alice uh job board and a month on the NAPSY board. um money well spent in our opinion but it is an optional thing. >> So all is the association of Latino administrators and superintendent NAVI national association black school educators. Um and all we know has a
050local state uh chapter as well. So we try to dial into those organizations and it's really been wellreceived and reaches an underrepresented market often times. So it's up to you if you want to think about that as well. I mean I know it's important decisions again that's something I value in your presentation those organizations and um having witnessed the impact of that hiring at other institutions just for myself I I feel like it's a critical value for national scope for equity I have a feeling we're going to find that we have consens liked about Cayenne is that you got you got this option for a much lower cost um and a high quality. But I I think this is going to end up being a consensus decision >> and just knowing us. >> Okay, great.
051We'll wait to hear from you on that. Again, we got a little >> You did. You just did. >> Yeah, we just did. I didn't see all hands. That was the majority either way. >> Yeah, that is the majority. Okay, great. Thank you for that direction. >> The internal candidates, don't know if you may or may not have any, but we would recommend as you can see that they go through the same process as any other applicant. Um, it's really in the candidates's best interest to we we've seen it when they try to short circuit uh for internal candidates and it can just backfire. So it's cleaner internal and external or quite the same. If you have a different opinion, please let us know. >> No, we don't. >> We've already discussed. >> Okay. Okay.
052>> And I'm assuming that adheres to the same confidentiality. >> Yes. >> Fully. Yes. >> And then this is really repetitive, but we just want to again think about um most districts do these two-tiered process of interviews. semi- finalists and then finalists. There has been occasion when um the board wants to either speed it up or you know the maybe the pool is a little more shallow than we had hoped and you jump right to finalist. But at this point we'd be recommending the two tier semi-finalist first and that would be usually about six candidates where the board spends a day about an hour per candidate, right? um and then invites back the finals again typically three but questions comments but just step back the board um the board has an opportunity with hya to
053when they go through all of the applications that takes about how much time and then they come up with their finalists and then that's a whole day that you devote to this finalist so I'm just trying to help three days, >> three day, three full days of on the semifinal, >> one full day on Sunday. And that's why when we get to the calendar, I added in the estimated time. >> So, we'll get to that in just a moment. Okay. >> But yes, semi finalists. Well, let's back up. when you're screening the files. Um, and we're helping you to sort through who should you invite those first six or seven. Um, that can be two and a half, three hoursish. And we put that in the calendar. They're completely confidential. Exe or an executive session,
054just the board. >> Executive session just the board strictly confidential. Then you're going to invite from there three or sorry at that point it's 6ish 5 to 7 wherever wherever your cut line is. Um and that's really a day's commitment. Now we're willing we're flexible whatever day or weekend works for you. Um or if it's an afternoon and into the late evening whatever works for you but we do need about six hours probably. >> So I was thinking just that this came to mind. I know that some of the candidates from other districts that you have worked with have candidates coming from other states. So my guess is that probably at least the semifinalist would be on the weekend that would allow you know people are flying in. Um, let's say you are a superintendent
055that doesn't really want your district to know you're flying to the most beautiful state in the country. >> Most beautiful district. >> Um, uh, yeah. Uh, so is it usually on a weekend? >> No, not not necessarily, but whatever works best for you. If a superintendent is looking for a new position semiinalist, I would assume that's Zoom or I'm assuming semi finals are not >> since it's so important that you need them and you got to you've got to do all or none, >> right? Because it's an unfair disadvantage, right? agree with one way or the other. >> The island being what the island is having is the semi finalist come in and make sure they actually want to go to the finalist because I do understand that previous superintendent searches ended up with a
056drop at the last minute for similar. >> Yeah. Or the expense. I know in my previous district it was there were finalists that chose not to go to the next step even though they were invited because they realized it was a very expensive place to work. >> Hopefully they're doing that homework way in advance before you invite them. So we will be working with them on on that. I was just um so if I know we've gone over this before, but I wanted to to just ask um at this point then if there if the semi-finalist point, do they fly at their expense? And then at the finalist point, do we have do we offer for the last is that how that works? Well, we can give you typical, >> but every district is unique
057there, too. And and we actually have that item coming up. Let's talk about it. It's next. >> All right. >> Um, >> it would be typical that candidates cover their own expenses up through semi-inal. It would also be typical that boards want to acknowledge some reimbursement for finalists, but that varies very much. Um, let's say there's three semmit or finalists. You've all agreed to help offset their costs, but up to a cap of something, right? 1,500 with all receipts. Making sure owe your business for some less. So, um, uh, right, what's reimburseable based on your policies? However, um, you would set the cap and and that really means a lot to candidates, too. that says that you really value their commitments that they've invested. So you can also think about that and we've got lots
058of time before we get to that decision. But great question the time the timeline um one of the things I appreciated in your presentation was um an awareness and consideration of the fact that being on the early end of this gives us a stronger pool. And so, you know, in Epidemia, the the top candidates are taking their positions early, and if you're behind, you know, if you're even a little bit behind, two or three weeks, you can lose great candidates um who've otherwise committed. So, how does how is the schedule lining up with that consideration? You are going to be out front. You probably are going to be the first one posted. I'm hoping. This is my goal. um uh other than Seattle which has been out there for a while right >> um you
059are clearly in the first wave and when we talk about it we think that there's like three waves of um superintendent openings you are on the front end of the first wave so highly um ideal for you to get out soon and we want to get it on the street as soon as possible >> if you follow through on their timeline and you have a February appointment that gives that candidate and your interim superintendent a ton of time. So, so we just have a couple more like logistics to check off and then let's dive into that calendar if we could. Um, so really background checks on page seven is really something for you to also think about. We've got time. You might recall uh from the proposal, we we are doing our investigation uh throughout
060the uh recruitment and process, right? We're doing our one-on-one meetings with these candidates. We meet with every single one, John and Sylvia and I, um, asking pointed questions, including the question, is there anything in your background, should it become public, would be of concern to this board. Okay, that we need to get that out on the table as soon as possible. Um, >> so what are you asking? Are you asking what would our concerns be or what or getting it out >> if there's anything of concern in their background? >> Okay. >> Speak now background. >> Speak now. >> We have had um on occasion, you know, that of course a a media story. you know, you don't serve in these roles without being exposed to all kinds of >> media and and tough decisions
061that they've had to make, right? That we've had to make. Um, but if it's something that needs a story behind it, right? It needs an explanation. We invite those candidates to submit a statement that we can include for you uh that further describes it. The last thing you want to do is be surprised. The last thing we want to is to be s surprised by a an article or an allegation of some sort. So, we're digging deep. We're meeting with each one. Um, but the but the third party background check for your finalists, either your final three or just your finalist um is strongly recommended, right? That's they can dig far deeper in media, social media, criminal checks, um, university verifications of degrees, you know, that report is about a 40page report. Uh, credit history,
062you know, we don't have access, that kind of thing. So, you can think about it again as optional, $1,900ish. um but with early so we can come back to that too later. Are you comfortable not doing any or would you like to do your top three or just your top one and that can be decidedly? >> Yeah, I think that's something well down the line. Yes. background includes speaking to the current the current board assuming they're currently in the superintendent role because we found that that doesn't always happen. >> Oh my gosh, >> you do that. >> We didn't. Yeah, we are doing that reference checking >> deep reference checking and what we find in those reference checks ends up on your spreadsheet, >> right? When you're doing that initial >> Yeah. the background check
063that Chris is talking about this $1,900 >> is the huge like everything gets turned over but the routine reference check and you know verification and all that's all part of their right yes and then again past experience it was the finalist that the board invested that one time to do all of the >> that was my next question. So, $200 per ad, >> but again, most districts would probably be choosing just their top candidate, you know, because it takes about 7 to 10 days to get the report back. Um, and you're going to be negotiating a contract during that time anyway. You need a couple weeks typically to negotiate the contract. So then we can see if there's anything of concern in that final report. >> Okay. One other um couple other sorry on on
064page seven residency. >> We do expectations. >> I didn't know if it was written. >> Written into the contract >> then that's easy, right? Thank you. Do you give a time frame? Like is it within a year or >> Yeah, I think I'd have to check. >> That would be great. >> I I think it's short, but that's just >> Yeah, I think it's six months. >> If it's not in there, they may request that as part of their negotiations. It's not there or right. So we can talk about that whether you want it in policy or or contract. um time to think about >> just a foreshadowing and not in depth but um are there other aspects of compensation that might be unusual but not infrequent that we are maybe not thinking about that
065might be requesting and I realize that's much further down the line when we get to negotiations but I'm just curious if there one or two things that immediately come to mind there >> yeah I you know that's what John had mentioned that's the again another spreadsheet for you to take a look at what's kind of current language that's out there in superintendent contracts or is there a trend that um has been emerging in language that they're asking for X or Y district. >> Okay. And finally is is just the board portal and you might remember that also from our proposal. It's just a handy tool. And um John, can I call on you again? Just a quick reference to the board portal and how they'll access. >> It's it's basically an online uh space where
066we can not only include the calendar we're about to go through, but artifacts from the search uh as we finalize the initial position advertisement and we'll post that. Uh we'll post links to the postings and all those different places we talked about in terms of advertising. So you can click on them easily and view them if you want to see what they look like out there. Uh it's basically a 247 place for the board members only to go and confidentially review things at their leisure um on their schedule. Um, we'll also when we ask you to give us some input, uh, we often use the portal as the place to go find the tools or resources that we're uh, wanting you to review and considering your input for any piece. An example would be when
067we get to the select phase, we're going to have a bank of sample interview questions for you across several superintendent domains, some of which will come right from your leadership profile. And then we'll also invite you if you want to create custom questions of your own to submit those, but that's in advance of that interview workshop. So that's all something you'll see at the portal. >> John, can you just um share with the board um the issue around public records and access by the public to any of those documents? >> Sure. Yeah. And I'll give the disclaimer ahead of time that I am not an attorney, but uh I think we're all well aware in Washington that there's a public records statutes that delineating, you know, what can be disclosed and what can't. So for
068example, we will be placing the application materials there as well. There are many pieces of that that will not be and cannot be disclosed for obvious reasons. But uh but there are some pieces that you'll see there that while access to that portal is not provided to anybody else. If somebody was to make a information request, we would have to work with you and your legal counsel to determine um the response. >> Yeah. Because that just becomes your one-stop repository for everything about the just to make it easier for you. So, more to come on that, John will be sending you just an invite of how to access that port once we get underway soon. Okay. If we go back to page two, um obviously we're launching as of tonight and we're very excited about
069that. Um, we'll take a look at the position announcement draft in just a second, but we would love to schedule one-on- ones with each of you ASAP. Um, again, our preference would be in person, but if we could just do those via Zoom or Google Meet um in the next few weeks, that would be wonderful. So best to look you Joe boards or just uh reach out to you directly and try to land on a date that >> I hope that's most efficient. Just reach out to us. We'll do we need just probably 45 minutes 60 max but it's just a chance to hear from you. >> Yeah. And just check your number on your contact. Make sure it's accurate. Email >> where are your offices? >> Pardon me. >> You said in person ask
070where are your offices? >> Well, we work out of our homes. I'm in Mary'sville. Uh John is Qala. Splits his time in Tucson sometimes. Sylvia is in Texas. So, a little hard for us sometimes to get somewhere in person. But yeah, our main office is in But we all of our associates across the be working from their homes. Yeah. So we will think about September and October for engagement as you can see at the top of page three. Um the interviews, focus groups, forums. We want to get all those scheduled so we can start hearing from people u and launch the survey which it sounds like you're waiting for the Google survey but we'll hear back for sure. And then all of that will lead into that leadership profile report that we hope to present
071to you in November. November. Oh, look as we go. And we are committed to uh providing surge updates at your standing board meetings if you'd like us to. We can do eight minutes. We can do 12 or 15. Um but it's that transparency and making sure your public at large knows what's going on. Yes. >> And we could do that via Zoom with you folks. Yeah. I November 13th. That's marvelous. I So the November meeting, November 13th. >> Okay. >> There is an October 23rd meeting. October. The early October. You're going to be off in Seattle. >> Yeah. >> Um and November there's only one meeting. So if you want to do if you're doing an update, it should be October 24th. >> Okay. Excellent. >> November 13th. >> Right. But if they want to
072do an update prior would be October 23rd because they have two days. >> I'm right. It's prepared. Yeah. Um, so we're proposing then that the position closes in early January. That that's also ideal. It gives also the candidates the winter break to finalize their materials. I mean, superintendent candidates are notorious for waiting until the last the last lap. Um, so we could pick up particular names. this work session >> not January 22nd >> and that's a will that work for the president >> uh presentation candidates in exact session >> yes >> yeah on the 22nd >> y position should again I don't want to get into the board's business right after the break >> would be a good time for it to close some the first week of January. >> If we just pick a
073Friday that works, are you involved? >> Oh, I think so. Yeah. Friday, January. >> Well, it's not the first. >> First, right? >> Friday. Oh, well, Friday, January 2nd or Friday, January 9th? >> January 9th. Okay. >> So, position closes January. Okay. Sold. Yeah. Can you give us an update for the dates, please? >> Yeah, we'll we'll be redoing these notes from our meetings and I can get them back out to you. >> This just comes back out to you with all the decision points and get that >> the January date of the 22nd, they have a board meeting and then you have on here late January the five to seven candidates. Would you have enough time? I'm sorry to be logistics. >> Please, you know, >> would you have enough time for uh to
074get everybody do like a full day on Thursday the 29th. >> Okay. From the presentation of candidates and then giving the candidates enough time to travel arrangements >> because you might have to back stuff up if we were looking at the February date. That's why I'm kind of trying to get dates on the calendar. >> Can we do Thursday? Is a Thursday or I I just >> It doesn't have to be a Thursday. I just was trying to give them a week, right? It could be the following Monday or Tuesday that >> Yeah, I think that would work, but we may need some time to talk and we can finalize it in the next week or so. I appreciate that, Joe. >> Yeah, I'm just trying to by late February they're making they're taking by
075midFebruary you're taking action, >> right? >> Early February, actually. Yes. >> Yeah. early with finalists in the district. Um so we'll try to nail down those semi-inal >> don't you in the announcement usually say you know semi- finalist interviews or thus date and then the following whatever date you get. >> Now the other question though is just because the schoolboard meeting is set on January 22nd it doesn't mean that we could have a different meeting >> earlier. You absolutely could executive session. >> Yeah, it I mean we can call an executive session at any time. So, wouldn't it make more sense if we're in this tight deadline to back this up to maybe >> I don't know. >> Absolutely. >> January 15th or whatever. >> That's up. Can you pull together candidates by then, Chris?
076>> Yeah. You just I mean >> Oh, yeah. >> Okay. So, if it closed the 9th, you could do something like >> they need a week's notice, >> like the 15th. Well, you are going to be >> the exact session we're talking about. So the night it closes, then you're going to look at candidates, >> right? So they the board can do that any day as an exact session. So what kind of time we need? >> We only need about three or four days, right, John? Sylvia >> to >> Yeah, we can make that work >> all the materials together to be ready for you to review. >> So the January 14th or 15th calendar, what day kind of day? 14th is a Wednesday, 15th is Thursday. >> For me, my life is easy, folks.
077>> And you could do an evening, right? >> Yes. >> Huh? >> But January 17th, put it on. >> And let me be clear, the part that we're scheduling right here is >> presentation of candidates. >> So yeah, an evening is just the board. Mhm. And in six session >> the 14th. >> How about Yeah. >> After 2 p.m. >> Okay. Then let's say 14. 14 after. Yeah. >> Okay. So then it fits to do the semi finalist whenever that works. It doesn't have to be a board meeting because they're going to do a full day of interviews. >> Hey, Peter, do you have these dates to send us all to Google? >> I'm right. >> So, we would have the exact session on the 14th and then there's a regular school board meeting on
078the 22nd. Correct. >> There is, but your semi- finalist interviews are separate from the board, >> right? A full day. >> I'm just trying to get sense of time. >> Candidates need time, right? So, >> I don't know, all day on the 21st, a week later. >> Do you want to make it a full on day on the 22nd and then go right into a board meeting because you don't want to be out that many days? Too long. >> Or the f the last week of January. I want to do it as soon as we can. Um because I I just don't want to mess around with this. I want us to be first. >> I just got to say I >> Well, wait. If you want to do that, then you book yourselves for
079this dayong meeting of interviewing semi finalists. Pick the date now and clear your calendar. If that works for you, >> I think it would be nice to go backward. >> Y that word. How do you feel about >> what time? >> It would have to be all day. >> Can that be on Friday? >> It's the 21st. 23rd is Friday. I want to be on the 22nd. That's what's happening next. >> So January 23rd for your >> 57. >> Okay. So we're holding Friday, April 23rd. So that's one day or three days. So finalists, are you ready to move on to finalists? So again from the semi you're going to invite three let's say um and you can see on the notes you can do full day um all on the same day. has been
080a trend and I could talk to you about the pros and cons. Um, historically it would be one day per candidate >> and boards it's just a matter of a preference. Um, what are the pro obviously all in one day gets it out of all all done. Um, the con, as far as I can see, is that you might just be totally rummy before the last candidate, and you might not be thinking as clearly. >> Yeah. And at this I mean, at this level, they're interviewing us as much as we're interviewing them. And >> so, to me, one of the stress points about having all the candidates on one day is that I feel like it affects your ability to kind of reach and be gracious and um and create a little bit of space
081and give in their day so they have a moment to breathe. I am concerned about constituent groups then showing up for consistency but [Music] >> um I I think with unique as our island is in all directions, the better view we can give those final candidates of what here would actually look like since that is a requirement that they live here. Spinning doing one per day would be a much better option to give them the actual view in time to view the specialness of where we live. >> You can also do the traditional like takes a view. It's a lot for you guys because it would be three nights in a row, but you take each candidate to a meal, you know, kind of just >> stay here, right? >> And since I mean, again,
082that was that the the opposite was true up north. They wanted to do it all one day. So, it was the same constituents and they filed them in, filed them out. And that was not um when I was in the process of superintendent search. It was I had a whole day and they toured me around the island and I got a couple different meals with different groups and then board dinner and then I had to present that evening to and I was wiped by the end of it. But again that could be a superintendent's day and so you you actually get to see somebody under stress as well as in a relaxed scenario. So again, I I was converted the last time because you guys did it all in one day and I'm like, "Oh,
083I guess that's good thing." But >> yeah, the only considerations, again, back to your point, right? Um are making sure that it's a comparable experience, right? And it's a lot to ask of your community to come out three nights, you know, making sure that they can weigh in on all three. Let's just say it's three. um impact to the school day to the touring school buildings and that sort of thing. But again, there's no perfect uh model. It's there's tradeoffs. >> We can wait on this cuz I'd like a take from our sort of teams as well. You know, um we're not if if the tours are of the schools, then that has an impact. I just want some some feedback besides us. >> That's a great idea. And but sooner the better to nail
084it down. Why don't we think about it being the first week of February though? >> Oh. Oh, you mean that it's not if it's one day or three. >> Yeah. >> That would be fine >> because they're going to be >> the 23rd. Yeah. So, February 26 over a week. >> John, did you want to weigh in on that? I was just going to suggest with the possibility of three days um we lock down three days at this point just reserve and then if the input leads you to one day we can get rid of >> Yeah, it's a good idea. Let's do that. 34 34 maybe just >> um so I I was looking the there's a in February if I'm reading this calendar correctly there there isn't any school on the 12th >>
085nor than the week the 16th to the 20th >> that's vacation >> yeah you don't want to do that >> yeah I know that's why I wanted so it's it's 34 four or five is where >> do you have any early release days in your schedule >> late late arrivals on Fridays but 2 3 4 that week I don't think there's anything 345 345 I don't think so >> nothing's that >> not not necessarily um and we can talk about your involvement you'll have a standing board interview that's a great question Um, and it may be lead right into your dinner for instance. Um, but some board members do want to shadow the candidates throughout the building. So, >> you may show them around, host them is what I heard. >> You could do that,
086too. So, we'll fine tune all those details. Yeah. But the the um mandatory kind of uh meeting would be the the interview with the board in the evening. three, four, five right now and then we choose to go with the one day model. >> Good suggestion, John. >> Could we title it to the 456 which is Friday and someone wants to stay longer for the weekend? I don't know. traveling that happen. I think you're going to get the best out of people Tuesday, Wednesday, Thursday. >> Nobody wants to be doing stuff on a Friday evening. So, you're asking a candidate to go to dinner with you on a Friday night. >> You're asking the community to show >> this Wednesday, >> Tuesday, Wednesday, Thursday. Friday. >> Yeah. You don't want to have them have to
087deal with the fairy on Friday either. >> Even in February. >> Did you have something else, John? >> Sorry. >> Did you have something else, John? >> Yeah. We often see finalists come >> before um their interview day and spend a couple of days looking around investigating housing >> pretty great progress. So, we we wanted to transition to the draft position, which is >> and and Chris, I wanted to say I don't know if I emailed you back, but I did read your email and I and I thought >> I don't want to be the only one emailing you. So, that's why you >> No worries. Uh, and just a question that I'm not sure you can answer at this point and it would be speculative because this would be the first year this impacting
088it. Um, but it's it's been impacting higher ed for a bit which is kind of political landscape of the country. colleagues who are leaving states, you know, long long-term tenure in states. Um, and we're looking at the states that are passing political lit test for teachers in those states and other pieces. And I'm wondering if y'all have any sense how that might impact this search in terms of superintendent who might feel constrained by that. Do you anticipate an increase of school or any of those pieces because that's what I see happening in education and also what's happening in the department of education. People wanting to move places where they have a little more autonomy. Um and I don't know if you all are looking at that. >> Well, I think we've been pleasantly surprised with
089the pools the last couple years. Uh we weren't sure what to expect after co but um people still are willing to do this really hard work and we're thankful. >> Crazy. >> I think Washington is right is very attractive given you know um the landscape. Western Washington is very attractive within the landscape and and so it's it's just a we think that you are in a great position not only your timing of the search but just your your your location your reputation all of that have to be cognizant of if you hire from out of state you have to double down on your Washington is different than other states right a unionized state versus some people coming from the United States that don't have the financials and the way they work in Washington different than
090other states. So you just there's no reason not to. You just have to really focus your efforts on how you're going to enter your university. >> So we've drafted a position announcement for your consideration just again with with some typical language. Um there are some decision points in here. You could see the distinction between minimum qualifications and preferred, right? And we want you to, you know, think about that. Um we certainly need to add the residency, which we'll do, but um if you haven't had a chance to take a look at it yet, then we want you to just sit with it for a while. Um, we're hoping to get this though posted by gosh, if we can do Tuesday because of the holiday weekend, that would be great. And I know Peter's working on
091some draft language for the about the district and about the community. If you have any suggestions about those two paragraphs, um, just let them know because again that this is your recruiting language that why is it such a wonderful place to live and work and learn. And I'm going to throw in right here and stop me folks if you think this is off. Um since each one of us have a very specific sort of bash on island in our heads, you know, just like everybody who lives here. Uh um my husband always said we come to the island to invent our own reality. And I think that's really true. Um uh if we give you or send something to Peter, I want it to be really clear that you folks are the experts on whether
092it's relevant or whether it makes any sense um or whether it is useful. So I guess what I'm saying is please we expect editing Yeah. >> Okay. >> What if they send it all to Peter? >> Can we just send it to Peter and I will put together a nice little >> The only reason I didn't do it already is I didn't just want my idea. >> Go ahead. >> Um just reviewing what you have on the minimum qualifications and then the preferred one. um it doesn't um it suggests real strength in terms of the administrative qualities and the leadership qualities there. Um I'm not seeing any maybe we're looking at aspects that indicate experience as an educator on the ground and I'm wondering what the thinking is there. Um because to me when I
093read this it suggests someone who went through an administrative track all the way through without ever being an educ without ever being in a classroom or and so I'm just curious thoughts on that. >> Yeah. To be a district um to be a school leader it requires teaching experience but you can call that out as important to you. Um I think that >> you get a minimum number of years. Uh but you can think about that >> classroom experience is important to you that >> I can't imagine that it isn't required. Um >> I I mean not only is it required but I I think that >> it would have required me to >> Well, you taught I was a school psychologist. Yeah, but that's that's boots on the ground. >> How do you phrase
094it? >> Staging experience or >> when I be correct, it's also important to remember that this is how we get our poll candidates. This is not how we decide on our candidates. So the questions that we ask like how long did you teach or where did you start? We can ask those questions, but that's not going to slim down our poll if we get really specific in who we're looking for to apply. >> This is the application, not the final. >> But is school experience even important to you? Remember that in the state of Washington, it's not required to be a superintendent, right? You don't need superend certification. Um, but you you need that to be a school administrator, which you have here. Right. This leans heavily on school-based experience. Right. A district we did
095recently wanted to lean heavily the other way. Let's not limit our pool at all. You know that there's examples of people who've come up through the business ranks >> military and have no school experience. Um, I would be inclined in not with the complications of of finance and all the things that >> that would be for me like a red flag, you know. I'm just saying >> it's rare. I that's the opposite end of the spectrum. I guess I would think, you know, school psychologist or there's something to me and maybe you're wrong, but if I were an educator in the district, that would invite a different level of trust before me knowing that someone had been in the building, not solely in the administrative position. And I may be wrong and so I would
096love to hear from but um in terms of your thoughts. >> Well, we're hearing that that school experience, however we phrase it, is important, which is is good to hear. Um we also wonder um if and that doesn't have to be under the minimum. given to your point which I thought great point you could be under preferred but but it's somehow signaling that >> right >> as a priority because I is superintendent certification a priority not to me even so >> certification >> I mean in terms of what are your thoughts on that >> I I am I am I was surprised when I got to Washington and I didn't need to be certified to be superintendent. I was surprised. Um, again, I'm I'm biased. I'll tell you off the bat. I'm not I'm I
097do think that people need to work in schools in the same classroom teachers. Not necessarily. But I also think that um you know there pro there are probably people out there who can do a good job as superintendent who cannot. But you're right if you want to engender trust you want people who see themselves in their leader whatever that means. I can say that in the 33 years I taught two of what I consider to be great superintendent were not certified. So, um I wouldn't want to close that off. Um >> yeah, I mean you could say that they have to get it over a certain period of time, too. >> Interested at the willingness to obtain. So, we're not there. >> Yeah, that's fair. Yeah. But I mean, I don't I wouldn't want to
098close the door to a candidate who is really strong um without that certification. >> But also a preferred background of education. >> Okay. It doesn't look I I still not prefer things I don't have, but it doesn't doesn't mean I'm not going to apply. >> It's one of those traditional biases >> that women traditionally don't if they're not fully qualified, they don't apply. >> Really? >> Yeah. Men will apply. Like, you know, they say if there's 10 qualifications and men have two, they'll apply. But if women don't have 11, they won't apply. >> Yeah. I got to say that >> just that's just the >> the study that was done. I don't know. >> I didn't believe it. I think >> I think you know to your point Jess it's this is to get people
099to apply. They're not necessarily going to look at this and say oh you know that people are going to say superintendent Bashan. They're going to look at Bashan. You're going to get a pool of candidates that look at the place and just assume they're qualified. Right. I just would always rather have 50 candidates and choose six than five candidates and not be able to choose six. >> Our work is really about making this as attractive as possible. So >> and the doctoral degree is it important to you or not? Right now it's just listed when they're preferred. Is it even preferred for you? So those are the fine tune. Maybe over the next week or so you could think about it and and um and just fine tune so that we can get this out.
100>> Don't do a reply at all. Send your thoughts all compiled and then we'll put together an application. Does that work for everybody? >> Yep. Are you working on the deadline jobs are posted? Sometimes it's a hard deadline. Sometimes it's a you know deadline that you know who's been reviewing applications at night or hard deadline. >> Yeah, we we have had a hard deadline um for these searches um because we I mean it's we're just confident we're going to get a good approval rather than enrolling especially for this high level position. >> We need a hard stop and have you look at everything available at once. deadlines, please. >> You also, you know, you have >> I didn't really see it, but it happened uh in my last experience though at conference gives you opportunities.
101They talk to you, they can talk to me, people will call me, I guarantee it. Um and so that also is advertising. So, if we get this common application down, you'll have language. Um, and they'll talk to you. And then this is um not for you, Chris, but for us, I'd like to figure out a process on how we decide on number two before Tuesday, right? On who else is going to be the communicator for the board. >> Yeah. So that would be helpful and I'd like to [Music] know >> I agree that decision. >> Yeah, we need to make that decision tonight. >> We've covered a lot of territory. Thank you all so much. You still have some decision points. Um but we've got some time for some of them. We would appreciate some
102of those ASAP so we can get it out on the streets next week. So we're looking forward to this journey with you >> Tuesday getting it to you by Tuesday the final. Yep. And a board of leazison that would be great. >> So let's go over before Chris we'll do leaves our commitments just so that we all know what our commitments are are really pressing commitments. Your pressing commitment right now is figure out the liaison and send any comments before the weekend's out to Peter and I for what you want to make sure are included and Tuesday he and I will put together this application and give it to Chris so they can get one. The rest we've got some decision points as we go along. Everything else is done. >> All right. I think
103it possum not of the dates that we agreed on. Yeah, they're going to do >> we're going to do our notes, put it right back in this format and get it back up. >> So, thank you all, John and Silia. Thank you. >> Thanks for very very much for coming out. Thank you very much. >> You still have business tonight? >> Oh, yeah. >> We want to get you on the boat. So, get yourself moving. 5. Okay. >> Yeah, we we can do that, >> right? I just don't miss you so much. >> Okay. Thank you, Chris. So, now >> 8:20, I think, not 8:05. Sorry. >> Okay. >> You got your So, um, we need to decide on a second person. Um, I'll be just right up front. I'd be happy to do it
104if he would like me to, but I do not want to stand in the way of anyone else who would like to have that job. >> Does anybody particularly want this job? >> It's time. Just know that >> it is a lot of time. >> I have a slight interest, but I can tell you my the under that is bigger to me is um is really making sure there's a link of communication because when I know um and even if it's just if we email updates or something even if it is just knowing like there was email communication you know even just a like we're going into this meeting um a reminder X and X have talked with or met with or is that just like a bullet point? >> What I would I would
105prefer just because I think it works a lot better than emails that get buried is that if if I'm second one that I would make a text to you to talk to to each and every one of you um and just update you >> a text to have a phone conversation. Correct. Yeah. >> No. >> And it would be oneonone. >> Um, just simply I don't know about you, but the number of emails we get, it's really easy to have things buried in a I mean, I could send an email as well, but I I would like to personally touch base to make sure that you all that's >> I feel like that is a lot to take on. On top of this, Do you have any guidance on maybe how it's been done in
106the past and how we can proceed forward in a more time efficient way? >> So June has been keeping you informed of our one day leadership of emails. >> Yeah. >> And just giving you the bullet points what we talked about the same format and then if you have a question that feel >> does that work? I I guess I don't think there was one this week. >> There was last week. >> I do appreciate >> you being questionable. >> Sure. Sure. Absolutely. I just >> saying she said it's weekly meeting so within 24 hours or >> that I could do that. I mean you're always welcome to call us. We're happy to talk to you. But I feel like that is a lot to call three people. >> Okay. All right. Then I that
107would the reality of those meetings some weeks you're going to have nothing to report >> which is kind of >> Yeah. which I could just send a text that says not >> a smiley face. >> It's not like you're going to be doing um they're going to keep you updated um as well. >> Yeah. Through the board portal. >> Yeah. >> So, like this is not because I got the text and it really acknowledges that but there wasn't one this week which is absolutely fine. But then there were a couple of things mentioned here that suggested there were communications and so it's just a prompt for me that um having a weekly piece point and I I'm with you in terms of it being ownorous all of the the phone calls and at the same
108time >> I guess what I would say is that to me it could be an email with nothing to report period you know a weekly email. Um but if there was something substantive that the opportunity for those phone calls because I don't think what was happening in the previous iteration with the weekly phone calls I don't I don't think that's efficient or healthy or this but I do for this process I would >> that's appreciate >> I am not going to tune this next year I am dropping about 50% of what I do um for this because this is a lot more important. Um, so I guess what I'm saying is I have the time and I can also make the time. >> No, I appreciate that. >> Well, I appreciate that. >> I move
109for >> So, I just want to clarify um just so you know what did happen Monday and now I know why Junior I'm not I don't feel defensive. I just want you to know all we talked about was tonight's agenda. That's why there is probably no >> Well, like I said, I have a text that said, you know, I'll get one out, but and so I know that awareness is there and I really appreciate it. And I guess I'm just saying >> for this process in particular feels more critical to me than some of the other pieces. And so just really wanting to have that regular but And I what we'll do is I'll speak with June first as well and we'll set a specific day and I'll let you know exactly what day and
110expect and I you tell you about what time >> that's one thing while I I can't always run an Excel sheet I do keep deadines I do >> okay let's move on >> so did you pick your liaison. >> Uh yeah, me. >> Okay. >> So, you can let them know you're the liaison and then you're going to send any comments you have >> to the application to Peter and me >> as an individual and we'll compile >> we'll compile that application. >> I appreciate you being willing to take on that time. >> Okay. All right. So, let's move right along. Thank you all for your patience. Um we are now uh we are now in discussion and national policy updates. Joey, you got any? >> Uh two things came out this week. Um we
111know the funding was released um and it was confirmed that it was released by the federal government for all those title grants. Um there was also a court ruling that confirmed that the dear colleague letter issued by the attorney general or the department of ed about DEI way back when the court confirmed that basically it did feel like it had the impact of law and they don't have the right to do that and so it was a dear colleague letter and that's all it is. So that was the national front. Nothing new or different. There are lots of other things happening with not in our world right now. An update on policy 1220. So that's the policy that is uh duties of board members and I brought that up uh last meeting that it would
112be really helpful um if the board selected it changed its policy though so that you had a warrant officer which is someone who is willing to take on the role of meeting with the finance person at least once a month going over warrants and pulling POS that maybe have questions about and just being that sort of board auditor um and would like to add that to the policy and if that's acceptable uh you might want to select a warrant officer. >> Okay. So let's have some discussion about that and is there anyone who would like to be warrant officers? Since I'm already meeting with the finance, I think those two go together rather well. Already little weird purchases and aspects. >> Great. Um, more discussion on this. >> Um, do I have and this is
113a decision. So, >> so you're deciding about that's the only change in the policy. And so, you've got two things on the agenda. One is to include the warrant officer, right? >> One is to change the policy. Okay. So, do I have a motion to include a warrant officer um in the description here? >> I believe >> in the board to pass policy 1220 as >> Thank you. That'll make it a lot faster. Okay. Would you like to get a motion? Need a second. >> Okay. Um all in favor. All opposed. Okay, the motion passes. Uh, now could I get a motion to appoint um Jess as warrant officer? Just as >> second. >> Uh, eyes. >> I opposed. No, we have the position. >> Thank you. Okay, moving right along here. Um, policy number
1145406, lean sharing. So, this uh particular policy is uh coming from HR. Um it's recommended uh by WASDA that we change um our leave sharing to include folks as listed there. Um leave sharing happens when an individual potentially runs out of their leave allowance and yet they're dealing with some kind of an extraordinary issue. Other members can um donate the leave that they have to another member. And this adds to those reasons for being able to ask for shared leave include victims of domestic violence, sexual assault, stalking, one who is sick or temporarily disabled because of pregnancy disability or one who is on parental leave. So, um discussion. Yeah, this is a first read. Now, I would like to make ask if can we >> have a first read and a second and decide to
115make a final decision without a second read. We can you can suspend. However, this is a policy change that would have a financial implication. So, um it's in your best interest to do a first read and then come back for a second. Okay. And if it has a financial implication, can we ask that we get a sort of rough um idea of what that might be? >> Well, and you know that I can't answer because we don't know if somebody's going to be have an extraordinary illness and need to need to borrow leave. But what we can do is we know how much acred leave folks have and if it all was used up at once, we could give you that expense. Well, yeah, that's what I'm saying. Why is it a a financial thing
116though? Those people. Okay, let me just ask a question here. You got your leave. >> Yep. Okay, now I'll give you an example, a personal one. I never left. I I went to school always. I, you know, never took sick leave. And then I got an extraordinary illness and I had 98 days of proof. I took all 98 um because I was so ill. Now, it cost the district 98 days, but it was also within the contract to do so. So, when the district bargains contracts, they take that into consideration. So, why is that an extra expense? Well, I mean, I'm just asking. So, This is way off the topic, but I'll share with you that first of all, as you all know, the state requires that we provide everybody every year 12 illness days.
117>> The state only funds four of them only for those teachers who are part of the prototypical allocation. So all of that money for all of those days is is comes from a variety of places that the district has. I want to back you up to understand why I'm saying that it's typically a second read. Your policy states that a policy change that would potentially have financial implications to the district requires a second read. Now >> you may suspend that if you think it's urgent. We don't believe this is urgent, >> but it's about policy. It's not about any decision. >> It's it's one of those statutes that says the public should have input. So, you should do a second read. Thank you. >> That's all everything that you doainer to me. >> Impact. It
118is. It is something that I suspect the board wants to do. >> It's just a technicality. You could take the opportunity to suspend your policy on requiring a second read. So I'm not seeing it as necessary. >> No, I don't either. Thank you very much for the clarification >> and apologies. Another learning opportunity. >> Yes. Okay. All right. Now we are Oh my god. >> Now you're on second reading decision, >> right? Okay. So will you proceed? You're the presenter for every one of these. I'm just going to say go for it. >> Okay. So, uh item A here is ratification of the BEA collective bargaining agreement. Uh as you know, the board provided parameters around u bargaining. Had a team bargain with VA. Um we bargained for uh a couple of weeks um not
119every day but several very long days and we came to an agreement tentatively. um VA put it in front of their membership um and 100% of those who voted voted yes for uh the tenative agreement. So they have ratified it and I'm recommending to the board that the board consider ratifying it as well. Any questions? I'm happy to answer. The copy of the contract is there in the documents. I I've got to say this just having um there is no reason why the board should not ratify you know say the TA is fine because um if the VA particularly if it's 100% vote it's completely it's their contract it's their negotiation it's actually our our contracts, >> our collective bargain. >> Yeah. But it's they have already said they agree and it isn't uh it's
120going into the weeds if we mess with this. We might. >> So I think we should again I just want to be clear the board the board gave the district the gardening team parameters. We came into the bargain with those parameters and I met those parameters. So the board already essentially it's marching. >> Right. So could I have >> I mean that was my concern. My only question was was there anything else I was but you're saying no. So >> right. So, do I have a motion to ratify the collective bargaining DEA collective bargaining from 2025 to 2028 to say yes to >> and a second? >> I second and thank you. >> Yes, very thank you team out there. U may I have the eyes? Um the nays. >> Okay. Um ratification of Vesp.
121Uh will you uh please So again um we bargained with uh BESP. We had several sessions just like we did for BA. Um we uh came to agreement. We had tenative agreement. Again it's within the parameters that the board set. Um we feel collectively really good about it. Day two ratified at 100% of those voting voting yes. Um I'm actually quite proud of the work that the team both teams in both cases did to get this to happen. Um and so I suggest that you vote yes. Do I have a motion to vote yes uh to vote on uh the 2025 2028 ESP collective bargaining agreement? >> 2028 bargaining agreement. >> Is there a second? Any discussion? >> I put it twofold. Yeah. I >> Okay. Motion passes. Okay, let's go on to policy 6101.
122This is a second read which means that >> we and Cassie presented this to you at the last meeting. >> Um it is has not changed since then and I recommend it changes. So this is here for you to consider tonight. Do I is there any discussion on on 6101 grants federal cash financial management? Do I get anyone want to make a motion? I move I move to pass policy 61 cash. >> And is there a second? >> Second. >> All in favor? Vote. I >> I Okay, passes. >> Okay. 6106. Same thing. Cassie presented this to you. This is um allowing for the uh federal grants and and the uh you went over controls over expenditures and so on so that you can go to passing is those grants. Is there a motion um
123to pass 6106? >> I motion pass >> and a second. >> All in favor say I. It passes unanimously. Okay. Policy 314, excuse me, 3143. There was a change uh one paragraph uh added to that policy down towards the bottom that we would uh if we received a reported criminal action uh to have been committed against a student on school property during the school day um that parents would be notified. So, we have that change in there. It's the same as we showed you last time. So this is the second read suggesting the board pass this policy as okay motion to pass 3143 uh as written policy 3143 as read second and all in favor. >> Okay. It passes. Okay. Policy 4260. We had a minor change in language so that we talk about rent
124not let uh and we also included our uh non-discrimination statements in okay um uh motion please for 4260 and to vote on for passage to 4260. Uh second to the motion. >> All in favor say I. I. It passes. Uh next is policy 3210 on non-discrimination. We've added um language around immigration and citizenship status, homelessness, and neurode. Saw that again last meeting and we're recommending the same. Okay. Um, a motion to pass 3210. >> Motion to pass 3210. >> Second. >> All in favor? I >> I uh policy 4220 complaints concerning staff programs. The policy change is uh we changed some shells to will, but we also added the statement um that this policy applies to complaints from staff and community members. Individuals who make a complaint shall not be subject to retaliation. Any staff
125member who retaliates against a complaintant shall be subject to discipline. I also wanted to bring to your attention that uh there is a procedure that I want to make sure resonates with what the board is intending by its policy. There was a recommended change to level five. I think I've captured the board's sentiment on that. So if you can take a look at the procedure. So I'm recommending that you pass the policy and the procedure you don't act on but know that that's the procedure we post in the policy. Um could I have a motion to pass policy 4220? >> Second. >> All in favor say I. I. Sorry. >> I think the motion uh to pass is unanimous and uh that's that is it for the policies. Um is there uh anyone who would
126like to uh participate in a public comment at this time? I would I would just like to thank our superintendent for the bargain and for making it much more our communal um document. Um starting with little things like having us sit intermingled. Um it it just felt very good. Thank you. >> Thank you. Anyone else? >> All right, let's proceed to superintendent report. Well, thank you, Mecky. It was really the feeling is mutual. Um, before I go into the contracts though, I want to thank Peter for the website. He's worked all summer and it's up and running and it's beautiful. So, thank you, Peter. Uh, if anyone notices any broken links or anything that should be changed, uh, talk to Peter. Uh and I too am really pleased that both DEA and DESP CDA and
127our collective bargaining agreements were uh approved by the board tonight. Um it was a lot of time and a lot of um really good work and um it forged I think a better relationship all around. So I'm pleased about that. Um since our last board meeting, I've spent time meeting with our leadership team and getting ready for a really terrific school year. I've kept the board up to date on that. All of the staff were together on Tuesday which um I had fun and uh the food was good and it was a really positive kickoff. Um want to thank food service and all of the custodial staff for really getting us ready. Um I received certainly a warm welcome and um folks who were very friendly and greeted me and just made me feel really
128um welcome. I did take a tour of all of our facilities with Mark Fry. He's our facilities lead and I'm learning about all the needs we have. Um September 11th, the board will be talking uh in a retreat from 4 to 6 with admin staff. But after that, the conversation will be all about our upcoming EPM O levy as well as uh discussion around um the needs that we have and the potential for um getting some folks in here to do a 10-year facilities plan, namely an architect and sorry, an architect, mechanical firm, as well as an owner rep. Um, and it'll cost some money, but I think in the long run, it's really going to help us gear up towards what the board likely needs to do a year from February, which maybe to
129consider a bond. We have a capital tech levy that is going to get us through those needs that we have that are imminent, that are smaller. Um, but if we really want to update the way we should update, just give you the heads up. If you vote on a bond in a year from February, you won't break ground until February of 2028 or later, which means your buildings, the youngest building by then would be approaching 20. And then the other building would be in its 40s and then McMurray in its 60s. So, they really are going to need updates. And so thinking about a bond now is just brilliant. So it doesn't mean you have to do it. It just means you're starting to think about it. So that'll be the September 11th beginning conversation.
130Plenty of time. No rush. Just want you to know that'll be what we talk about. We did go to a commuter family picnic. Um it's another thing that I I want the board to at least be cognizant of. Uh most folks were very happy to have a hot dog at here for the middle school high school principal. Some folks were very unhappy because kids now have to get on a 705 boat to get here on time because the fairy service doesn't do a 720 or a 7:40. We couldn't dramatically change our start time um till later, right? because we found out two weeks before school started that this fairy change was happening. What I've asked our transportation folks to do is to put together a feasibility study on how we might change our timing next
131year. Um whether or not we could do, for example, a single bus ride and get everybody to school at a more reasonable time or you know changing the start time. What can we do? And so they're working on that again very early in the process. >> Sorry, >> transportation. They they'll do a study on the feasibility and give us information and then we can start talking about what does that look like. What I asked them to do was is it feasible for us to do the single bus run. It would not only save money, it could potentially get our students to school at times that are more uh effective for their own circadian rhythms, right? To to ask a 15, 16, 17 year old person to get out of 705 mode to get to school
132by 8. We know what the research says. Yeah, we're doing it anyway because we don't really have a choice. So again, no um plan to change anything, just plan to get information to see what options they may be the three at the same time >> potentially. That's what I've asked them to look at when the buses fit that number of students. Um I've done it in a past life and I know that people will be very concerned about, you know, young people on with older students and how do we do that? these things are possible. Other districts do them. Before we even have those conversations, we need to know if it's even feasible. So again, I'm just kind of letting you know what I'm asking folks to do rather than surprise you with here's a
133study that was done on this thing. And so just thinking about it. Um so I don't know if you know about this, but cumulative is becoming our new management system. We're moving away from Skyward. We're going to cumulative. That's a huge shift that people are getting ready for. It's going to happen this summer. Um it's like July and um >> of next July. >> July 2026. >> Okay. I thought it had already happened. >> No, no, it's been pushed off and I pushed it off again because they want to do it in February this year. And again, they're going to make that change when teachers are trying to put their grades in. It's like a nightmare. Um, >> no, that's insane. >> So, anyway, we're working with the North Northwest Regional Data Center and WRDC
134to get these things underway. It's a lot of heavy lifting and so we've talked to our folks about taking that district office in particular taking that hour on Friday morning and focusing on cleaning the data to get it ready, but it's a big deal. Uh, last thing on my list, I met with Doug this week. Um, thank you for being here. Oh, you were different meeting, but we met with those folks, too. >> Met with Dub this week. Um, that's that's the group, as you know, that um put together the uh community work group with the district, and they're waiting for an accountability plan, which I will be giving to them. Uh, and then Heidi Jackson and I are going to provide an update to the community probably via the beach comr and our website.
135So, that's coming. And we had a meeting this week with um folks around how we can protect all of our students from potential intruders on our campuses. And we went over with all of our staff our uh standard response protocol. Uh we're getting signage made uh for many spots uh on the perimeter of our campus that basically says these these grounds and facilities are for the use of our students and their families and invited guests. Um so we're moving forward. It's still August. >> That's a lot though. A lot in that short time. Thank you. >> Okay. So, uh, thank you, Joe. Um, we're moving on to board remarks. Um, uh, why don't we just just, >> um, I think we've spent a couple hours today talking about the new hiring process, and we love
136CHO, but Joe is not the same. So, I want to remind you that as we open all of our communities, we open up to request some feedback, it's really important that we get that feedback. Meaning, if you have an opinion, please show up. Please let us know that opinion before you could for February and then get mad at us for who we choose if you didn't voice your opinion in the process. River too. >> Um just two pieces. um very sincerely gratitude for all that you have done and taken on you become running and I truly amazed at all that has been accomplished in this amount of time and I'm incredibly grateful for the transparent communication and um and that that trust has already been generated in a short amount of times to the work.
137Um, so I'm very grateful for that. I'm also incredibly grateful to district leadership, building leadership, all of our educators at every level for kicking off the school year. So, I can speak more specifically to the Chicago open house today. Um, was a and was a was a fantastic day. Um, and I watched kids feeling welcomed and joyful, and I watched some kids with a little bit of anxiety, that anxiety go down. Um, but the the outreach and the the tenor of that um, and all the work that goes into it, just have to say an immense immense amount of gratitude for the way children are welcomed on this campus. Um, well, first of all, thank you to Peter and Lily for being here and of course we do spend Thursday the whole night. Thank you
138so much, Joe. Thank you for days here in this building. Um, we had a meeting with Dr. and the leadership team. And it was very refreshing to have that that collaborative uh conversation and um open doors to communicate and answer questions and we're going to be some questions. We communicate well a few members of the communicate for a board for the meeting and we could do it well. Um yeah, thank you. Thank you. Um I'll make it very short so we can end. Um I'm very optimistic and thank you Joe. Thank you to to all of the folks on all the bargaining boards and the team um members and the directors um for starting what is going to be a very creative and optimistic year and I'm very pleased. So, thank you all. Um, it's
139a collective in institution and I think we're showing Bashon's best as we move forward. Um, so, uh, at 8:19 I call this meeting ajourned. Thank you so much. >> Oh.