001She put it all You have Please rise for a moment of silence and pledge of allegiance. I want to say the pledge of allegiance. I pledge allegiance to the flag of United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Britney, do you have a printed out copy of the agenda? All right, board. Has everybody had opportunity to see the agenda? >> Yes, sir. >> Mr. Chair. >> Yes, ma'am. Did you need to amend the agenda for the close session at all? >> Um, I think we're going to want to amend the agenda because I think some are going to talk about personnel matters. Uh, so and we'll keep that to a minimum. But, uh, we if we could have that as
002an amendment. >> So, Mr. Chair, I move that we amend tonight's agenda to include personnel matters in the closed meeting during 5.01 of our agenda. >> It's already on agenda. >> Yeah. Okay. All right. Perfect. So, no need for that. So, >> motion to approve the agendas. >> Motion to approve the agenda as presented. >> Second. >> All right. We have a motion and a second. All those in favor say I. >> I. >> Any opposed? All right. We have a working agenda. >> All right. So, we're going to open up uh public comments. Did anyone register to speak? No. Anyone want to speak? All right. There's really only one person in the audience. So, no, no one. All right. So, we will close the public comment uh time and move on to uh action
003items. Um discuss and consider approval of changes to the 2025 2026 uh calendar. Uh so that came up as a result of the April 21st election that got kind of thrown on our plate. Uh I've received a call from the board of elections for Ammeris County and they have received a tremendous uh amount of interest in the election with the early voting process. And so they are concerned about us um having schools open on election day with the traffic that they are expecting. They're expecting continued heavy turnout uh for the election. So we've been asked to uh update the calendar to make that a um >> teacher work day. So, >> I make a motion we approve the calendar. >> All right. We have a motion and a second. Britney, are you good with that
004motion? >> Yep. So, all right. So, we have a motion, a second. Any discussion? >> All right. All those in favor say I. I. >> Any opposed? Nay. All right. So we have updated calendar. All right. And then I believe everybody was contacted by Dr. Hoden um about the personnel uh report uh for the consent agenda. Uh any questions uh about that before someone makes a motion? All right. Uh we'll entertain a motion to approve the consent agenda. make the motion to approve the consent agenda. >> All right, we have a motion, >> second >> and a second. Any uh discussion. >> All right. Uh all those in favor say I. >> I. >> Any oppose say nay. All right. The consent agenda is uh approved. All right. Uh so 5.01 uh close session. >>
005All right, Mr. Chair. Pursuant to section 2.2-3711A1 of the code of Virginia is recommended the board convened meeting for the following A1 personnel matters. >> I make the motion we go into close session. >> Second. >> I have a motion and a second. All those in favor say I. >> I. >> Any opposed? All right. We're in close. Oh, I see gummy bears. Good. >> She won. She won. >> She did. >> It was close this morning. >> And I know and uh she had like 48% votes. >> Oh, good. 39 >> thousand some votes. So yeah. >> Did she still live? >> That's awesome. Congratulations. >> I don't want to say because I voted from myself and then I voted from the EDA >> and then I made sure everybody in my >> home
006my computer work my phone here >> athlete of the week of course Lynchburg area. It was my niece. Yeah, I saw it. >> Yeah, >> I wish I had been there. They played in Salem. >> And they uh I think they were playing Pilaski. >> They were down >> one to nothing. >> Bottom of the They played six. Was it six? Bottom of the six. >> She had a three-run homer. >> Walk off three home. Somebody taped that, didn't they? >> Yeah. Yeah. Yeah, my brother's got that on the field. >> Yeah. Excuse me. Is it already out? >> Should be out. >> Sorry. >> Oh, no. Can't do it now. It's too late. It's too late. You're a >> lifer. >> You are a lifer. >> I found the gummy bear. They're missing >>
007Dawn. >> Like hurting cats. >> All right. All right. board to have a motion to come out of close. >> Motion come out of close. >> Second. >> All right. Um, >> all in favor? >> Any opposed? All right. So, I'm going to read our certification for closed meeting. Whereas the Ammeris County School Board has convened a closed meeting on this date pursuant to an affirmative recorded vote and in accordance with the provisions of the Virginia Freedom of Information Act. And whereas 2.2-3712D of the code of Virginia requires a certification by the school board that such a closed meeting was conducted in conformity with Virginia law. Now therefore be it resolved that the Ammeris County School Board hereby certifies that to the best of each member's knowledge only public business matters lawfully exempted from open
008meeting requirements by the Virginia law were discussed in the closed meeting to which this certification applies and only such business matters as were identified in the motion convening the closed meeting were heard discussed or considered. >> Mr. Dress. >> Yes. >> Mr. Rossy. Yes, >> Mr. Cherry. >> Yes, >> Miss Justice. >> Yes, ma'am. >> Mr. Jason Childress. >> Yes, >> Miss Saunders. >> Yes, >> Mr. Chair. I'd like to uh make a motion to amend the agenda to include 6.02 discussion, approval of the superintendent profile and application. >> Second. >> All right, we have a motion and a second. Uh any discussion? >> All those in favor say I. >> I. >> Any opposed? All right. >> So we have a amended agenda. Um so that brings us to 6.01 discussion of the STEM
009Academy. Um, so little bit of a mixup uh on this. Um, through some communications uh we thought the increase was going to be a lot more than it actually is. Um, so it appears the increase is only um about $300 per student. They're waiting to get the final results back from um CBCC. Uh when I originally asked for this to be put on the agenda, uh I was under the impression that it was 6,700 per student, >> which would have been a need for us to act on that. Uh because that would have been a very large increase and certainly affected our budget as we're going through the budget process. Um, so that's been resolved, but I did want to leave it on the agenda uh so we could discuss it and just make sure
010through transparency that uh we are aware that they are looking at a increase in STEM of about up to $300 per student. That would take the current from I think what is it 6400 per student uh up to 6,700 per student. So any thoughts or comments on that? >> Like when we were having our meeting, she said it's going to be up to 8%. Five would be from CBCC and roughly three from the city because that's where they get their >> So we did miss an opportunity uh a little saddened uh because they did have some extra seats that we could have um picked for our kids. Uh but unfortunately we didn't uh respond soon enough uh for it. Um as you know uh you know I think this board fully supports STEM and CTE
011and and to have been able to to you know provide those additional seats to our students would have been a great opportunity. But you know maybe next year uh if it arises we'll be able to jump in there a little bit sooner and uh get those additional seats for our kids. So >> Mr. We are talking possibility that could also apply to figure out what obvious >> hopefully by May we'll have a full budget oursel and uh the state will get their act together and uh we'll have a a complete budget and uh hopefully it'll work out all on the good side. So, >> m Mr. Neighbors, quick question. Have we have the students already applied for STEM for next year? >> Yes, sir. >> And we've already picked the students. Do you know how
012many uh applicants we had? >> So, I'll go back and get the number. >> I'm just curious. Is it you know, >> double the number of slots that we have? So, it's four and >> four and four. Yeah, >> I think it was like 29 total. >> 29 total. >> Okay. >> Just making sure that if there were extra spots that we were able to pick up, students were interested and willing and wanting to attend. I'll be next. >> Yeah, I heard they went really quick. >> Campbell County >> on the draw. >> We need to talk to Susan and have her email us first. >> Can we do that? >> I was say >> All right. Um, well, I appreciate the the discussion and just again just wanted to make sure everybody's aware of
013of that potential increase. All right, moving on to 6.02. And with that, I will turn it over to these fine young men. >> You're gonna take the >> Roger's going to start and then I'll bring it home. Let me just say it's been an overstoed >> work with you again. Uh as you know we had 377 survey responses. Uh we think that is very good actually outstanding. Uh we appreciate all the feedback and those were people from a variety of groups. And so if you will turn to your yellow section >> and based on that could I make a comment uh please and and that I just wanted to say that as a board we did in fact read every one of those comments. >> Yes. And uh so we do appreciate everyone who participated
014in the process whether it was staff members, uh administrators, uh community members, board supervisors, uh parents, uh whomever. Uh we do appreciate you taking the time to do that and know that as a board we do care about it and we did actually read every every comment >> and that informs the process. So one of the things that we do is try to get provide to you u multiple pieces of data so that you're getting ready to look in your packet in front of you yellow page um you'll see a bar graph. This is the first data grab and this data grab came from a variety of sources uh students uh parents community members retirees um community residents and people who work and own a business. So that bar graph represents uh the totality of
015the participants by category. So if you go to the next one which is number one, it's your first pie chart. The first pie chart. So this says communicates with well with all community groups. So when you look at a uh graph like this, we tend to group the top two categories which are most important and very important. We kind of look at those together and then we compare those two less important and least important. So if you combine the red and the yellow 56.9 and 18.6% you can see communicates is a is a priority. Okay let's go to the next bar graph. Uh same type of thing. Communicates well with people of all races and socioeconomic status. So 52% and 18% combined is a fairly large group of the respondents. U so you can see
016again the trend of communication continues. Number three has strong human relations or people skills uh top two uh blue and red. If you combine those that's very strong. Um and then some people say that is your most important category. uh but you will see other indicators as we continue through these. Number four supports the use and development of technology and teaching and learning. Um again most important and very important if you combine those um and then again number four and five purple and green people who think those are a little less important. Number five is willing to take new approaches to teaching and learning. If you look at most and very important and then less and least important, it does inform you with regard to specific people's priority when it comes to new approaches to
017teaching and learning. Number six has ideas and approaches to closing achievement gaps. The red and the blue combined and the purple and the green combined kind of tell a story there. Number seven, next page, has ideas and approaches to improving graduation rates and preventing dropouts. This has been a shining light for you guys recently with award at the high school. Um, if you combine the top two and the bottom two, you can see how the pie chart breaks out for that category. Number eight, uh, very important today. As we know, budgets uh continue to um become a topic of conversation. Understand school finance, budgets, and business management. Most important, very important. And then the bottom two, purple and green, least less important. Number nine, understands how to effectively partner for resources needed to operate the
018schools. same kind of uh combination. And number 10 knows how to get staff, students, parents, and community to work together to help children learn. Blue and red. Uh this is probably the one with the um not a play on words, but the smallest amount of pie chart for less and least important in the survey. Number 11 understands how to and is able to effectively delegate authority when in this position. Number 12, the next one understands how to provide safe environments for students and staff. And I will tell you after uh going to the schools and seeing uh the most recent upgrades and hearing feedback from staff, people feel safe. And that's because of the efforts that you've put into it. Number 13 has experience with building, maintaining, and managing schools most and vary and lease
019least and less combined. Number 14, and we uh certainly heard a lot about this, uh should have high visibility in the schools. Um, a little smaller area of red there. A little uh smaller area of uh purple as well. Number 15 should be accessible and respond to concerns in a timely manner. Same comparisons. Has been a successful educator at the building and central office levels in the past. And that completes the pie charts. So if you go through the next section, you will see the five questions that I ask every interview. So you're now looking at this page. It has a lot of numbers on it, but it is a summary of the 63 people I interviewed along with or in con combination with the pie charts that you just uh looked at. So if
020you put these two data sets together, this is going to tell you a story. So the number one question I asked the people I interviewed personally, describe the positive attributes of Ammeris County Schools from your perspective. Uh without a doubt number uh 21 if you look over to the far right under total 21 people uh 21 mentions of student centered environment along with a great sense of community support and pride. I can't tell you how many times I sat and talked with people about the Amherst way in a very positive manner of speaking. Uh the feedback was uh we take a lot of pride in our schools. We are very happy with um uh how people engage with us uh for the most part. But the focus is on student achievement, student centerness and educating
021all students. Uh, so I can't tell you how many people commented to me about the um pride, the support for schools and how people uh genuinely feel about Amherst and that that just rose to the top. Very close to that at uh with a nine uh response was employees who are passionate and invested especially at the teacher rank and the people who are working at the school levels. Uh coming on down the page, great CTE options along with uh connected leadership. Uh people recognize that you have challenges but they work together to solve problems. Uh and then uh they talked a little bit about recognizing and prioritizing staff. Uh so those are the top respondents when it comes to um people saying these are the things we do well and they are the positives. So
022if you go to the next page again kind combining both the pie chart information and the interviews. Next question. What are the challenges of Amherst County Schools from your perspective? The top one was they're there together. Sustained student achievement and student attendance coupled with behaviors from time to time. uh sometimes lack of parental involvement and sometimes a lack of outside perspective. And then also it was mentioned to me that the everinccreasing state expectations and mandates that surprise people but they they seem to work together to solve them. But they mentioned that as a challenge and so we wanted to make sure you heard this. The other uh top five respondent was this changing demographic that you were seeing in your school division. Changing dynamics of families, financial situations, household challenges. And so we just grouped
023that under changing student needs. And you can list a lot of ch uh challenges that you uh come in contact with there both in your community and in your schools. And so we see this from time to time uh when you have a growing population or a population that is diversifying in multiple ways. Sometimes it has to do with family structure. Sometimes it's uh related to income. Sometimes it's job loss. Sometimes it's challenges that impact schools that you don't have a whole lot to do with. So again, we group those at the top there so you could see them. Other things that were mentioned, uh bringing people together for a common goal and mission is a challenge. sometimes innovation was mentioned uh and lack of support positions for top priority areas. So the first question,
024what do you do well? The second question, what are you challenged by both in Amherst County Schools? All right, you go to the next page. This is very uh this tells a story basically and this is where we sat down and really focused on your job description or your profile that we are going to publicize on your behalf. Describe the characteristics, skills or knowledge the next superintendent of Amherst must possess. Top one, instructional leader. Number two, a communicator. And you saw that in your pie charts too, right? So now you're putting this data set together in totality. Next approachable uh very closely aligned to that a visionary somebody who has a vision and can articulate it. But very close to that is while they're articulating this vision they're an excellent listener. So you know communication
025is two-way right? You can talk and articulate a vision but you have to be able to listen and take input. uh your community and all the people that have participated with the uh surveys and interviews want someone who is student centered and builds relationships with others. They want to be engaged. They want someone who has a variety of experiences. They also want someone who is a strong advocate for employees both teachers and staff. Passion keeps being mis mentioned. collaboration mentioned somebody who can build teams, a problem solver and also uh somebody who can do that with integrity. Um and again uh slightly below that but people will mention someone who has uh thoughts about innovation. Um understands and appreciates local culture, history, and the Amherst way. We've heard that several times. Well, and and we
026have heard this uh not quite as often from the survey, but in person, I really heard someone talk about being a skilled political navigator. And when we talk about this, being able to bring people from different perspectives together, but be able to navigate complex issues that may come before the school division and the leadership in general. So, a we just put it uh and listed it this way, skilled political navigator, someone who's flexible, someone who has knowledge of changing demographics and and also someone who wants to be a part of Amherst County. Actually, the students mentioned to me they want somebody who wants to be here. If you move on to the next one, if you were to give us one piece of advice to the new superintendent as they on boarded that would aid
027in his or her success, what would that one piece of advice be? The number one by far, listen, watch, be observant, closely behind that visibility, someone who's student centered, and someone who's wants to be involved in your community, but also be transparent. They also put a priority on someone who is a leadership learner or a leader learner as we call it in graduate education. They want someone who's continually learning and growing and developing others as in setting the pace. Someone who models the way, someone who talks about the growth in perspective when it comes to capacity building. Uh I heard a lot about school improvement process. So, we termed it work the plan, follow the process, and keep everyone staying on the main thing, right? You've heard that before. Keep the main thing the main
028thing. So, I think that's what they were referring to. Be true to your core beliefs. Build strong teams intentionally. Uh collaborate, talk internally and externally. Um someone who's patient, someone who uh stays focused on relationships, communication, and awareness. Uh you also see at the bottom of the page CTE keeps being brought up in both both an area of strength and an area that people continue to want to be uh a part of. So when you start looking at that set of data from the interviews and the pie charts you come to our next page which is green. So we have prepared for you a sample posting. This is rewarded from the last search that we did uh in 2022. You will see the number one thing that matches the number one thing that we were
029told you want to focus on. They're recommending this to you that you focus on instructional leadership. Second, strong communication, visibility, approachability, and involved in the community. someone who develops and implements a shared vision with all stakeholders, leads by example with integrity and humility. Uh people mention to me often that they want someone who has humility. Um I thought that was interesting. It's the first time someone in our searches that we've done has really talked to me about that and they uh were very sincere. someone who can build partnerships, embrace and advocate for a diverse population of students. And not only a diverse population of students, but a changing community. You have a changing demographic in your community that you're well aware of, but that trend came out. It stood out closely to us that there
030may be some complex issues that will be coming before you, and you need skilled leadership to think about that in perhaps a different way. Not last but also important was budgeting resource management to enhance and ensure continuation of a quality teaching and learning process and in this fostering of community partnerships continues to be a trend that we see. Now this is not the list that is endless but it is the list that we recommend. Uh we derived this from being here for a long time, meeting with your folks, interviewing them, talking with them off the record, on the record, looking at all these pie charts. So this is what this data grab has come down to. So when you sit and you do every question like this, I don't know if you can see this,
031but you mark down every time somebody mentions something and then you highlight the uh top ones and you move them to the top. It tells a story. I'd also like to say that it tells a positive story. You have a lot to be excited about here. You have the foundation that has been laid by the people that have been leaders and schoolboard members, community uh advocates, students in the past. So, you have a lot to build on, but you are at an important time uh in your um history. So, with that, I'll turn it over to Dr. Martin. So, we're just beginning the process. So, as you look at these 10 items, you're going to see these quite a bit. Um, I will talk about the job application, which is will follow this, but we're
032going to begin to measure these 10 things even in the job application. When we sit with you and design the interview questions, there'll be 10 questions at least directed at these 10 because we want to measure what you what we've heard and what's going to uh what we're going to be looking for. But I want to go back up to the uh narrative to cover a couple of things. Um one is um in terms of candidates must meet the legal requirements to be licensed or eligible in Virginia. though um this has changed a little bit. So not everyone may come with a license but that doesn't mean they won't be eligible for a license. So they will have to work through the department of education and we can help them but essentially the the state
033board will have to approve them to have this license presented. So um there is a process uh that they'll go through. I've added because most boards want their superintendent to live in the district. So, however, uh it's worded such that once they sign the contract, they have a year to have residency here. Now, that gives them enough time if there's a family, their kids in school that they can transition over a summer or whatever that is so they can come here. But your expectation is that the next superintendent will be a resident of Amherst County. Um, we uh we will determine the date the applications are due tonight. We're thinking probably 30 days uh probably by the end of April uh is when we'll put that on there and that will move forward from there.
034As you look below the top 10, starting to sound like Dave Letterman, uh the top 10, um we've gone on site or gone on the web and looked at everything to enhance Amherst County. What are the things? What are the job um the things that applicants can look for? Now, um we didn't used to do this. I'm just going to tell you because we wanted the applicant to do their own digging because you'll be able to tell an applicant that's researched your county. So, we've kind of said, "Oh, by the way, it might be good for you to kind of look at these sites." Now, I can tell you the one that I think is tremendous is uh the YouTube video. Uh I don't know who did that, but it is really wonderful. It's Oh.
035Oh, >> EDA. Oh, did you >> stop right? >> Okay. Um, you can pay me later for that. So, uh, we talk about you a little bit. Um, so this job posting along with the application will be on your website. There's this is going to be a one-stop shop. We want applicants to go to the website and look at the posting. They can pull off the application, which we're going to talk about in a minute. uh and then they will send it to me. Okay. So what happens when it comes to me? Uh when it comes to me there are two things actually three. Roger will um I am going to take the top 10 and I have a spreadsheet and I will begin to measure um their responses on some of the application and
036I will rank order those. You'll get to see those. That'll be our first time of kind of seeing how they'll respond to certain things. Um that from that you'll determine which ones you want to um to interview. The other thing that happens Roger and I will share in this um we are going to do an extensive search on uh newspaper social media uh whatever whatever but we uh will start calling references um and if they don't list a reference uh we usually ask references um do you know anybody else that knows this person very well um I I used to tell my graduate students so on your uh Facebook page, if if you've deleted something that you thought was inappropriate, well, guess what? We can find it. I mean, once it's on the internet, it's
037there. So, uh we do a pretty extensive search. Anything that we find, we will let you know. Um and we we can give you um we can give the citations and we'll give you all of that. Um, so I I tell boards more often than not, um, when you pick a superintendent, you want to pick a superintendent that doesn't have any baggage because if they come to Amherst with baggage, you're going to be defending the baggage and he's not going to have he or she is not going to have time to do the work. So, we want to do a pretty extensive search. The other thing, so applicants could be listening. Um, we'll encourage you to do a criminal background check, which your sheriff will do, and then we're going to encourage you to do
038a credit check. And the reason for the credit check is we want to be sure the applicants can not only manage their money, but help you manage yours as well. So, we want to be sure that there are no issues there as well. So, uh, all the inquiries should come to me. Um, if you have an applicant call you uh because your numbers are on the website. Um, please direct them to me. Um, we don't want to not that you would give them an unfair advantage, but we just want to keep everybody the same. Um, Roger and I will share every conversation we have with applicants. you will know everything that we know because it's not our decision, it's yours and you need to have all the data and information to make an informed decision.
039So, let's look at the application which is behind the blue area. >> Um, can we talk about this? >> Oh, absolutely. Sure. >> Um, I just had some thoughts. Uh if you don't mind um for the number nine, could we consider changing that to say understanding budgeting and resource management to ensure um rec um retention and recruiting of high quality teachers to ensure a rigorous learning process. Does that make sense or is that am I >> Well, um so Don who's our grimarian now I've learned um >> you've used it you've used insure twice >> you're right I realized I read it um >> so read it one more time and I'll >> understanding budgeting and resource management to ensure retention and recruiting of high quality teachers And we probably want to get a different
040word besides to ensure a rigorous uh learning process >> in support of learning. >> In support of a rigorous learning process. Yeah, there you go. >> You use >> Are you send that to chat? GPT. >> No, I'm just looking for another word for sure. >> I like what Dr. Roger said in support of. >> Okay. >> All right. So here's here's what I heard. >> Okay. >> Understanding budgeting and resource management to ensure >> continuation uh retention uh and recruitment of high quality teachers and support of rigorous learning processes. >> Sure. Continuation. >> Yeah, I will take out continuation. Got it. Okay. >> Ward, would you And you're not going to hurt my feelings if you don't like that. if you like what they add better. >> I like your adding your additions. >>
041Okay. Um the other one um is for the grades. Do we want to put preK through 12? >> Oh yes. >> Good catch. >> Uh and then the only other suggestion I had was when we list when we say it's going to be available on the website. I assume this is going to be posted on the web somewhere. >> Your web. your web your website. >> This is going to be on our website. >> Yes. >> Well, even so, so when we put this here, I'd like it to go to the actual link to where it's going to go because I mean >> Oh, you mean we could do the slash and put it there? >> Yes. >> Oh, okay. >> Because otherwise they're they're having to look for it. >> Got it. >> Right.
042If we already know where it is, let's give them the link so they click it and go to it. >> Okay. >> And that's all I had on that, sir. Britney will be talking >> and I apologize if I threw a wrench in a plane. >> No, no, no. >> Say safeguard um learning processes. Anyways, >> any other changes, suggestions uh before we move on? You happy with everything else? >> Yeah. Again, I thought it was great um that you took this is really a a summary of the top of what you saw through the the process and so I can I greatly appreciate that. >> Yes. >> Yeah. And it it took a lot of time to do that and so I want to thank you for doing that. So, >> so now we're
043going on to the job application itself and um obviously they need to send in the application accompanying documents. Uh it has to be in a PDF and it has to be filed by midnight on the date when we pick that date. Uh they're going to be sent to me. Um I would like to have unofficial copies of their transcripts. Can I just tell you uh there have been instances where transcripts have been fudged. >> So we kind of check those out as well. >> Not here. >> Yeah. No, it wasn't here. Um and we I'd like to see a copies of their professional licenses. Um, and I'd like an updated resume because sometimes a resume will tell us more than this application is going to tell, particularly if it's a narrative sort of resume. So,
044we want to be sure we collect as much information as we can from them. Um, again, we are reminding them not to contact you, but if they have questions, um, they'll contact me. So, there's one source of information and they know where that's coming from. So as we move in uh to the application itself uh the first page is just general or page two but I want to call your attention to pages three and four because this is where it gets interesting. So if you look on page three item C, we're now starting to measure some of the 10 things we've identified in the posting. Now, you might be wondering, well, bulleted format. I learned this the hard way when I taught graduate students. You know, you could write 300 pages on a single thought
045and not say anything. So, I taught my graduate students, do a bullet, just tell me tell me what it is. Tell me what you did. You don't have to elaborate. I just want to know the meat of it. Um, so that's what we're asking them to do. Um, and we're giving them 1500 characters. Um, uh, Roger. Uh, and we've gotten feedback from this is a pretty difficult application. Um, because we're asking them to think, um, we want people to want to be here >> and if they're really interested, they're going to do this and they're going to think about it. Um, I don't know that we've ever had anybody say, "Uh, your application was too hard, so I didn't apply." That has never happened that I know of. Um, but certainly we want them to
046respond to educational leadership and teaching and learning. That hits the instructional piece, financial planning, goal setting and monitoring instruction, community relationships, and working with various um advisory groups. Now, um, when we get into the essays, this is a little bit more thoughtprovoking because now we're asking them like, what criteria would you use to establish and evaluate assessments uh, to determine whether u measuring stu student achievement is effective? That's pretty thoughtprovoking. And now we're again saying in a bullet format, tell us how you're going to be doing that. uh and what actions would you take to develop and keep positive relationships in the community? And more often than not, they're going to tell us what they've done in the past. Well, I met with the Chamber of Commerce, you know, once a week. I was in
047the Rotary EDA. I met, you know, all those sorts of things. We want to hear that. We want to know what their experiences have been. I we also want to know their leadership style and personnel management um and delegation. Probably the hardest thing for people to write about is delegation. It's very hard. Um um it's just it's it's extremely hard to do that, but you'll get some answers and they'll be good ones, too. Um we want to know how they view the ideal relationship between the superintendent, the school board, the board of supervisors, and the county administrator. >> Now, if they haven't had that experience, we want them to think about it. you know, how are you going to develop that relationship with these groups? It's very important. Each one of these um is essential
048for a superintendent in my view to be successful. >> Yeah. Are you kind of giving away the farm with your follow-up question? How should these respective roles complement and support one another? >> One would think that, but um remember you asked me that question when you see a couple of the responses. >> Yeah. Okay. >> All right. Um, and then the last couple of pages, uh, we are going to do background checks. Um, we ask them if they've ever been dismissed. Have you ever had a license or certificate revoked or suspended? Have they ever been investigated for alleged misconduct? Um, or and their certification. Uh, they are going to give us uh permission to search them. Not physically. >> Yes. Um and uh we don't need this but they are also going to give us
049permission to search the internet. Um we don't really need that permission to do it. Uh but we want them to be aware that we are going to do it. I mean how can we not? Um, I don't have a Facebook page, but I have ways to look on Facebook. I mean, I have an account. You probably could not find it. Um, but it allows me to kind of go in and out and search for things. >> Challenge accepted. >> You're not going to see a picture of me. I can tell you that. All right. Um, so that is the application and again this will be on your website. So all the applicants one-stop shop profile application send it in >> and this is going to be in PDF form on the website. >> Uh, no
050this is going to be in word. Okay. >> And then they will convert it to a PDF when they send it to me. >> Okay. >> This is a lot of information uh for one setting. Uh there have been several of you who've uh been through this process before. Uh so in reflection of that along with the new members who are getting this for the first time, do you have thoughts for us? We've tried to package it in a way that is common sensical but is but it directly applies to what we heard. >> Veteran board members, any thoughts? >> Eric has a thought. I can tell Yeah. Uh, after going through the process at least once before, it's not new. Um, but you guys continue to do a good job and I think it's
051so important to get that information and to put it into the pie charts really helps a lot to really understand where the priorities are for our county. It seems like there is a connection between us and the community >> because reflected in what we think what we talk about in our meetings and what people are saying. >> So, we're moving in the right direction. We just need a superintendent to continue moving us in that direction. So, appreciate all the hard work. Good point. Um, we also put the pie charts on your website. Uh, we want to get um And I thought about putting a redacted version of your survey >> comments on the website. >> So if you published it, that means you've really read it. But the redactive version may not make a whole
052lot of sense because there's not a blank for a name. I've just taken the names out, but they'll still get to see um uh Not the meat and potatoes, it's just the meat >> of the survey. >> Did um any of the data you got off these pie charts, is it a drastic difference than the last time we did this? Anything that you went, "Wow, I wasn't expecting that." >> So, the one thing that kind of sticks out of my mind And Roger has this here. Um >> I had last the search >> and we sent this to you, I think. >> Yeah, we shared it with >> Yeah, the search. Um >> and it's just what I remember >> advertisement the last time. >> Strong communication and effective team building was number one. >>
053That had to be a communicator, a strong communicator that could build teams. >> Um visibility involvement. again same thing being out there talking and and being personable um and the shared leadership. So >> this this time in instructional leadership moved ahead of those >> but it did not diminish the importance of communicating and team building. I guess that's the best way to put it. Let me let me also say just as a frame of reference for you all the people that I spoke with and the surveys I read in in combination there is a recognition that your community is changing >> parental uh situations are changing the dynamics the complexity and with that comes problem solving that approaches that may have not been considered before. Let me also mention that they want you and all
054other leaders in the community to work well together. >> Uh no one was mean about this. No one was um no one drug this out over 250 characters but rather but they basically want what's best for Amherst County students. I admire that and it was it's just honest and they want a superintendent who can build on what has been here in the past. So there have been I happen to have worked with the last four superintendents here. My wife says that's that's saying you're old, Roger. But it is it has been a privilege and an honor to partner with Ammeris County and you've had some excellent superintendents including uh the one who's retiring and that's a kudos to you, accolades to them. You're entering a new era. With new eras come new challenges. So you
055see an evolution of shifting priorities, not a reduction in priorities, but there's a little shift taking place. That's what I recognized. >> Absolutely echo that. >> Thank you. >> So um with your permission uh to approve the profile and the application with a deadline um for the Last day in April is >> talking about Friday >> April this uh April 31st >> 30th >> April 30th >> yeah Thursday >> and so that'll be on the posting and it's the first thing they're going to see when they look at page one and two of the application Now >> that actually follows our superintendent search schedule. >> Right. So I want to also tell you that um you're going to be very interested. I know David is going to be interested. I can see him calling me
056now. How many applications have any applications? >> I can just see that happening. But that's okay. I will tell you >> a lot of these applicants will wait >> 11:45 >> and I'll get a flood of them. >> Have you got any yet? >> Uh, no. Did you submit one? >> I had I had to see the form first. >> So, um, and and we'll let you know. Um, I'll let David know u or I can write to all of you at the same time and say we're we're doing well. We're we receive some of them. Uh, I hesitate giving you a number for a specific reason. Well, we've only gotten five. Oh my, people must not be interested in it at first. See, I don't want that sort of mindset to sink in with
057you because we need to get all the way to the end. >> Or the opposite. We've gotten 12 or 15 and somebody who's thinking about applying says, "Oh, they already have a dozen. They're not going to consider." Correct. So, the reverse could be true as well, >> right? >> And just let me remind you, it only takes one. >> What's the norm, you think? I mean, what's what do you what do you expect? I mean, >> it really depends. doesn't I was going to say >> now what's in your favor right now >> there are not a lot of openings in Virginia >> there's one right now Southampton >> that closes on March 12th >> so I mean >> I thought it was two up that way I thought it was Southampton and >> there's
058only one posted that I saw today but I checked it Chesapeake has closed already >> it did okay I thought there were two out towards the event >> Chesapeake is closed >> so it's just the season this is the We're in prime time and um Roger and I um will begin to make some calls know that >> it's open. >> We've already started that process. >> We kind of don't say you really should apply. We said >> we're just letting you know um there's a great school system that we're working with. Uh can I send you the posting or you can go on the website, you know, just and we Um and then when we get the application, it's a good day. >> So approval of the profile and application and then we have to
059have a little chat about the schedule. >> Yep. >> All right. Board. Um you had an opportunity to look at the the profile and the application. Any further discussion or is anyone ready to entertain a motion? >> I'll make a motion. Can we accept both at one time or do I need to do separate? >> I make a motion that we accept the superintendent search application along with the profile. >> All right, we have a motion. >> Second. >> And we have a second. Any discussion? Will it be amended? >> I know we had talked about >> as amended. >> Amended. >> Say as amended. >> As amended. As amended >> that. >> Yeah. >> Got it. >> Yeah. >> All right. >> So, great point. Thank you, sir. Yeah. >> All right. Uh, any
060other discussion? All those in favor say I. I. >> Any oppose? Nay. >> All right. So that is approved. So now we're going to talk about calendar. >> So uh right on the front of the yellow >> first page >> page first page is u calendar but I understand that there may be an issue because of Memorial Day and graduation. >> Graduation, right? That's the same weekend. >> Yeah. 22nd 23rd. Now what you can do is make the first round. >> It's your schedule. >> Yeah. Have to decide. So, graduation is the 22nd >> and then uh we saying the 20 23rd that's Memorial Day weekend. >> Yeah. meetings and then >> could we not push it to the >> Well, we already got the 29th and 30th for the second round. >> That could
061be your first round. Yeah. >> And then you're going to schedule your second round sometime in June, probably that next weekend. You can't wait a whole long time between your first and second. >> Right. Well, I guess the question is is I mean we we said we would do it on a Friday, Saturday. Does the board want to entertain another day of the week uh to do interviews? >> I think we did Friday, Saturday because that enabled applicants who may be in a division currently to come without basically advertising and looking at another job. Correct. >> Correct. >> Sure. But we could do it on a Monday >> if they're Well, just let me say this. Um, if the applicant is currently working, um, so they may have to be at work that Monday, they'll
062come in their costume. >> Yeah. >> Their interview costume. >> Um, so then people will know. Um, I want you to see these candidates when they're fresh. >> When they are really they're ready to roll. >> So then your advice is leave it Friday, Saturday. Um, and your Friday could be open to people that are very close by and your Saturday would be open to people that that travel. >> And we've tried to structure it so the travel uh is not problematic for a candidate. And we've also mentioned this before. If you have a candidate that is from out of state, a couple states away, we can do some preliminary work to help inform the process when you meet on the 15th or 16th to decide one final application questions and who you're going to
063interview. So >> the problem when you get into June >> is vacation times because you go the third or second week of June. >> Yeah, I usually go the 15 week 15. >> Yeah. See, I'm the week right before that. >> From my perspective, >> that feels a little close to when a contract >> would be signed so that your prime candidates >> may go elsewhere. >> I don't know if it's going to give you enough time. You want to have one in place by July one. >> Exactly. >> So, is there any Could we back it up to the first interview on the 151 16th >> or does that not give us enough time? And I guess that's more of a question for you two. >> All right. Well, here's what we were >>
064just talking. >> Yeah. So, uh, if you could let us work with you on Saturday, May 9th >> to review applications and design the interview questions. >> Oh, >> sorry. >> All these people want to graduate. >> Yeah. Thank you. >> Thank you very much. is so what about the 16th then >> do you know what time it is >> 10 you know we could do an afternoon >> I mean we could come in the afternoon and if that is not that is not an all that's not an all day meeting that is that's like two hours >> that's about that's pretty quick >> so what would take place on that if talking about the 9th after assuming in the evening what would we do at that meeting >> you're going to Uh I will
065bring all the applications with me. You'll get to see them all. We'll go through them all. You'll see the ranking based on our responses um from the application questions. Uh and then we are going to design the first round interviews >> questions and then I will do some training on interview techniques and body language. >> Oh my sorry. >> And and so when we talk about Any questions? >> We have suggested questions for you there. We're tweaking the questions. You don't have to sit and brainstorm on how you ask it, what you ask. >> If we could have those ahead of time, >> that would be very beneficial. >> We could do that. But just know um those questions are going to be designed for the 10 areas you've already identified. >> So, you're going
066to be able to tweak that. >> That's what I'm saying. That way we could tweak it. Like I'm not trying to proofread it and tweak it sitting here. I could have already done it and make when we get there I could have suggestions because >> what you'll find most what you find about most valuable that day is the bottom line is you're going to get to look at everybody that's applied. >> That that's a big day for we're going to interview X number out of X number and that's are going to be our first round. So that's that's a big day for decisions. It doesn't take three hours to fix two. >> Yeah. >> Or are you willing to come in the evening on Saturday, May 9th to do that process? >> It's Mother's Day
067weekend, y'all. >> Oh, is it Mother's Day weekend? >> Yeah, that's true. Because I'm actually preaching on the next day. >> Thursday. Thursday, May. >> Yeah. That doesn't have to be on a Saturday. And that way Miss Lian's not trying to get from festivities to graduation. >> Well, we want you there. >> My students are great. No, I'm just saying I was going to tell you that. >> So May 7th >> um >> Okay. So May 7th >> could be um >> the special call school board meeting and all of that meeting will be in close session. And there'll be no action afterwards because uh you'll just be deciding on the candidates and then we'll be arranging those interviews. So all that will be enclosed. >> Is May 7th good? >> Yes. 6 p.m. unusual
068time. >> Yes. >> We'll see. No, sorry. Just >> 6:30. >> I'll start including you on my text if I send something that like 7 p.m. again. to show that. >> All right. So, now we're at first round interviews. When >> could you do that then? >> Y >> when is the CBC? >> That's that's gone now. We're not meeting that weekend. >> Oh, okay. Great. Okay. Thank you. >> So, we are May 7th. We're working on the applications and questions and the 15th and 16th first round. >> Okay. >> So, we say 15th or 16th just >> crab right here. >> Yeah, it'll probably be a Friday evening maybe u for locals or depending on how many you select, we might just decide to do them all on Saturday. And also when we say
069local, we're talking somebody that might drive an hour or two. That's local for us. >> Regional. >> Yeah. Regional is probably >> within a certain. >> So when does that put our second round? If we're going to do first on 15 and 16. >> All right. So for my edification, excuse me, on the 16th, >> we'll have to let you >> That's Friday. >> Friday 15. Yeah, Friday the 15th. I'm good. I need to confirm the time on the 16th because I do have a my son's graduating from Longwood on the 16th. >> I'll be on. >> Yeah. >> That's right. >> Not doing his graduation. I will not be. >> Okay. So, >> um Well, that's what I want to talk about the time because it's at 400 p.m. >> Uh hold on. The
070ceremony will be held Saturday at 9:30 a.m. So, >> this is all day. >> Is Longwood all day? Yes. >> No, it's all morning. But why would you race back, David? I mean, enjoy the day. >> You do what you got to do. >> First, this is second. Sorry. >> So, I can do the 15th. I can't do the 16th. >> And if you want to, you're welcome to do it without me. >> No. >> Excuse me. >> I don't think you want to do it. >> I hope no one is sick. because everybody has to be present for the interview. >> Everybody. >> It's a commitment. >> It is because um we don't want to tell the candidate, "Oh, we're going to videotape your interview because >> uh Dawn can't be here." >> Yeah.
071That makes them uncomfortable. >> That's worse than a Zoom interview. >> He He did that, didn't he? >> Yes, he did. >> I mean, I'm sure you've said it on many an interview. >> I teach over Zoom. >> Yeah. because it it's something about like making eye contact with people and reading the room >> or reading their body language. >> Reading body language. Absolutely. >> All right. So, let me ask you another question. >> Um, some of you are working. Can you take off the 15th? >> Yes. >> The day. >> Yes. >> Friday. >> 15th is Friday. >> Friday the 15th. >> Yes. >> Yeah. So, if we can take off Friday the 15th and just do the >> As long as it's not Louisa graduation. >> Let me check. >> I'll write you
072a letter. >> Yeah, I tell you what. You go see Doug Straley and get me out of it. >> So, if we do first round on the 15, >> please excuse me. So when would the second round be? It needs to be kind of >> the 22nd or 23rd is what now? >> That was graduate. >> 22nd is graduation >> and that's the weekend. The 29th >> because 22nd 23rd that weekend it's double whammy. You got graduation and you got the holiday. >> All right. So let me ask another crazy question. Could you take off like Wednesday afternoon >> then Wednesday. >> Okay. Could you take off like a Tuesday afternoon like a late afternoon evening? Um and also know these will be second round interviews. So you may be talking to possibly >> the
073preference to be Thursday again the 28th. to be told. >> Well, this is a busy this is a very busy time of year. >> Yeah, it is. It's terrible. >> It is. >> It just is what it is. So, if you wanted to do the the May 7th meeting and get your first round of interviews over and go from there, that may be where you land because there may be somebody or two or three that you want to see pretty quickly. >> Now, the good news is there's only one other opening in the state of Virginia >> that I know of >> right now. >> So, interview first rounds are 15 >> blocking out the whole day. >> Correct. >> Are we looking at the 21st on that Thursday or are we not are we
074looking at going to 30? >> Well, I've never done this before, but um because your schedules are so >> tight. >> Committed. >> They're tight. They're tight. >> Um >> over booked. >> You're overcommitted. >> Um could we not just do our first rounds on the 15th and then determine what happens after? >> So there are a number of things that >> And that's all. >> Yes. 15. But there are a number of things after that first round is you have to really think about this and we'll guide you through it. But often the board will say gosh candidate whatever number candidate whatever number candidates whatever number I'm not so sure but I'm very excited about number four and five. So if somebody feels strongly um more strongly about one or the other, >> I
075think you're going to find sometime. I think that will come. >> You broke this. Sorry. Sorry, Dad. >> So, uh, Mr. chairman and the board. May 7th, we're going to meet with you at 6 PM to go over all the applications and design questions. >> And I will send you the questions >> In advance >> through the clerk. >> Yeah. And on May 15th, we are going to have our first round interviews, but we will know how many and times >> on the seventh. on the 7th once we determine who you want to interview. >> I just think given all of the complications with the end of this um the days following the 15th, you're you're going to know how quickly you want to move. >> So, let me u tell you about the first
076interview process just a little bit just to kind of tease you a little bit. Um so, our interview process takes two hours for each applicant. We will work with you when we design the questions. We want a performance item, which means they're going to come in and write and respond to a prompt that may be very specific to Amherst County. It could be we might give test results from one of your elementaryaries. You're meeting with the board and the principal design some talking points and what you're going to talk. I mean, we could we've been pretty creative. We want to be sure that they can not only speak the king's English but write it as well without typ without typos >> without a uh >> without so we will give them uh we will give
077them a computer um and they will write out we will print it out you will will not see the writing sample until after all the interviews have been completed. Okay. Now, what we have found is once they write for an hour and when they come into you, they're pretty settled. You know, they've been concentrating on doing a task and by the time they come into you, they're ready. >> What do you typically choose as a writing prompt? >> You'll Yes, absolutely. >> We'll give you some thoughts about that, but we walk them from their car basically to the area where they're riding. It's a one-on-one. We uh like to talk with them about how they're feeling. We want them to relax and be themselves. So, this is very personalized. So, one person is in the
078room with you, one person's walking them to their car. We get lots of really good feedback and also they they often just are very honest with you, which is what we want in this process. >> So, I'm usually the one in the room to be sure we're all playing nicely in the sandbox. I'm not going to Anybody in particular? >> I just looked at everybody. >> Nobody looked at me. >> Careful. >> Um, so this is going to be offsite, correct? >> Correct. >> And a place to be determined. We'll talk about that later. >> Yes. Okay. >> We have a couple places in mind. >> And they're really, really nice. >> Now, will you coordinate that? >> We'll take care of we're going to do all that. So then u the other thing when
079you do your second interviews we'd like to give the candidate um something a another performance item but this is going to be more specific. We now want to see if they can stand up and present to you. >> We want to see how they are on their feet. >> U so we'll you will we'll help you design a prompt so they can come in and do that. um not a long one but just so um we can see that they can present. Uh so the last thing for tonight is we need to talk about advertisements because this could impact your budget possibly. >> So right now um uh Virginia Association of School Superintendent is free for us to put it there. The National Association of School Superintendent is a free site that we can go
080to. The SBA charges $1,000 a month. Uh if you advertise that um >> NSS is a fee of $250 for a posting. >> That's right. I'm sorry. Like four weeks. For members, it's $200, but for for a posting for a month while your vacancy exists, I think $250 is working. So, we would recommend that. That's a national publication. So, >> how many nons superintendent would be looking at VAS? >> VAS. Um, I think they know where it's posted. >> Yeah, I think Virginia people will look there. Um, and actually, um, um, the BSBA is expensive, but, uh, a lot of people have looked there, particularly if they're looking to another state, they'll look at that state's, uh, schoolboard association. Um, the I don't know whether the new school board members association whether they posted or
081not, but I can find that out because I can find >> probably would, but I do not know if that's their practice. >> We can check into that. >> Yeah, we can check. >> County has membership. So, you might >> No, I know they do. So, >> okay. >> Yeah. >> Um the other thing, and I shared this with the chairman earlier, often uh the target area would be current assistant superintendents. So, my superintendent, another superintendent who mentored me, um, when they or he or she found the vacancy notice or heard about it, they would walk down to the office and say, "I know you're thinking about this. I'm not trying to pressure you, but is open. It just opened or I just heard from a friend and assistant superintendent if they don't go to
082those websites, their superintendent, if they're interested in mentoring them and coaching them, helping for vacancies often communicate vacancies. >> So in your experience and the searches you've already done, what sites did you use for posting there? And obviously you had success with those. So I don't know that we need to go above and beyond that. I think as a board we already said we'd like to keep it within Virginia if we can. There's no need to go outside the state if we've got homegrown here. Um there have been some um uh national superintendent search firms that have allowed us to search or post for free. It is no longer free. >> Ha. >> Yeah. Ha to be specific. >> It used to allow us put it on there free, but there's a charge for that
083now. But you know that's a business model too, right? You allow people to post it free for a couple years and then >> no longer. Now there's a charge. And in the past when it was free, did you find that useful? >> No way to really tell. >> Do you track where people like Do we have that on the application? Where did you hear about it? >> No. No, we don't. And there's no way to track it. Um I think all of our applicants in the past, they haven't been surprises. Um, >> actually I had a call today uh from someone who had heard from a friend of mine in region five that this was going to be open and they called to talk. >> I said we're traveling on the road. I'll call you
084right back. Haven't done it yet. I'll call them and let them know that I'm ready to answer questions. But we didn't have a lot of this information like we do now. >> Right >> now it's formalized. It's approved. And so we >> direct them to the website. And I had a conversation with a grad student in Northern Virginia uh who knows someone who's looking and I said, "Please have them call us. A posting will be up within a couple of days. Oh, thank you. We know they are interested in being superintendent." So sometimes it's just word of mouth, but they're also connections mostly through the Virginia Association of School Super >> Assistant Superintendent go to those meetings too. So it sounds like the recommendation is VAS >> and this other site >> and then NS
085for $250 for a month. You can't beat it. >> That's a national publication. If you want to do it, it's up to you. It's 250 a month. >> So let me say this about national advertisement. If someone applies and they look extremely good on paper, the first question I'll get is, "Will the uh board pay me to fly me there to to do whatever?" Um, so we may come back to you and say, um, Roger and I would like to do a preliminary interview via Zoom, >> um, to kind of talk to this person and vet them out a little bit more because vetting somebody out of state is a lot harder than right here. Um, well, not on Facebook because you can still find out stuff about Facebook. Um but um we would probably
086suggest that to you before you go to the expense of paying the travel expenses for somebody here. >> We'll send our pilot David out. >> Y'all didn't know we had a pilot, did you? That's awesome. Do you have a plane? >> I thought you had one. >> Me? No. Is it an ultra light? No. I have a real license. >> All right. So, we don't we don't need to approve that board. Are you is the board in agreement with those two avenues? >> Yeah. And if we get to the point where >> we're discussing paying traveling uh expenses, I think that's something we'd have to reconvene to have a conversation about because I don't know how I feel about paying for that. I mean, if you're interested, you think you can do it and you
087you're >> I've traveled as an applicant to an out of state job and was offered it. It was eight hours away. It was a great ride in the car three times in three successive weeks. And the last time was with my wife. I did not accept it, did not relocate, but I went down three times in three different weeks and I drove eight hours one way. >> Wow. >> But it was a great experience. Yeah, >> challenging decision, but good experience. >> We're glad you stayed here. >> Um, >> so he could pick on you some more. >> I don't heard. >> All right. Anything uh else? Uh, >> thank you for tonight very much. Thank you. >> I just had one one more thing. I was this whole thing about questions ahead of time.
088I don't think we've ever done that. >> We have not we've not sent you the questions ahead of time. >> I just thought we At one time that wasn't a good practice. >> We we would like to sit with you uh and develop them together. But >> that's fine. I mean if that's what you prefer >> the idea to send them ahead of time. >> Okay. >> They might get somewhere in the cloud which would be a good idea. >> Okay. >> But that's up to you. >> If that's how you guys would prefer to go, I'm okay with that. I just I just know how I am about wanting to read it and >> maybe, you know, make some suggestions. But We could review but keep our comments till the meeting about >> Yeah.
089No, that's fine. We'll just we'll do it the way it's done been done in the past. >> No, you made a good point. I just don't want uh I don't want anybody asking me on on email about that question because that would that would be unethical. >> I agree with that. So that's why I think that's why I said it ought to just be here. I agree. Just wait and bring it that night. >> It's going to get out of hand. >> Okay. >> So is it coming first review? No comments. >> Okay. No, >> no, I I I I agree with her thoughts on that. It it takes the pressure off the board if someone hears that we have the questions >> just for the first time just like everybody else. >> Yeah. >>
090So, >> and just the last reminder, uh these are your binders and please keep them secure. >> Thank you. >> All right, board. Uh, anybody have any other motions that someone would like to make? >> I'd like to make a motion to adjourn. >> Ah, second. >> We have a motion and a second. Anybody like to discuss that? >> All those in favor say I. >> I. >> Any opposed? We are >> ajourned. Thank you.