001All right. Well, we have a quorum, so we should get started uh because I know everybody's got some tight schedules. So, let's call this meeting of the Bro Morrison Regional School Committee to order. Uh Tracy, do you want to walk us through some things? >> I do. Yes, absolutely. So, um first of all, thank you all for flexibility in terms of scheduling this meeting. I know we're we're squeezing this in around everything else, including probably people doing things like throwing turkeys. Um, the first thing I need to let you know is that last evening on a 50-0 vote, the Harvard School Committee offered Dana Lab the position of Harvard superintendent. So, um, take it as a compliment. You you have you chose somebody excellent, so excellent that Harvard hurried up and hired him. Um, he's
002of course their internal candidate. Um, and, uh, I spoke with him earlier today. So, um, he also did want to pass along um, how much and if you have if you all have met Mr. lab. So um his genuine appreciation for the search um his interactions with all of you and um wish all of us the best in terms of um completing the search. So that brings you down to three finalists which obviously then sort of makes a difference in terms of the next steps. Um I say there are there are two sort of quicker things we need to figure out today and then the the bigger piece is the topics that you want to um handle in terms of questions. So, um, the first question I have for you is how you want to
003handle interviews. Um, so you had, you know, initially sort of set aside the second. Um, then you had five finalists. Now you're down to three. You can you can try to do three fi three interviews in an evening and then deliberate. You can do two interviews and then one interview and deliberate. That is up to you. And I I would turn that back over to you, Mr. Chair, to run that discussion. >> Does anybody have any thoughts on that? Jess, I think you had some. Yeah. Well, I was of two minds, I guess. So, I mean, originally it was four, so right, that would have been a long night, and that probably wouldn't have been fair to the later candidates or to us. Um, and then to have to debate who we actually wanted to
004hire. So, I was thinking two nights would probably be better, but then then the latter candidates would have maybe a benefit of listening to the prior um interviews to have like a leg up on the earlier candidates. So, I mean, they'll all hear our discussion if they choose to listen in today about the questions, but that's that's kind of my thoughts. But if there's only three candidates, I'd probably be more inclined to one night, but I know that is still a long night for people. >> Yeah, Jess, your point about the given advantage, Tracy, uh I believe Harvard had their interviews last night and chose not to broadcast the meeting. Is that right? >> Yeah. I don't know. I don't know if they usually do. Um, yeah, I will say that in my experience it
005it is really not any advantage. Um, >> I think I probably said to at least one of you because I know I say it all the time. I mean, if you're applying for a superintendency and you can't guess what eight of the 10 questions are going to be, then you probably shouldn't be applying for a superintendency. Um, as much as you know, you're going to think about what exactly the topics are you want to cover. Um, they're, you know, they I really don't think that there's any advantage to being a later candidate versus an earlier one. And I can't recall any circumstance in my years of doing searches in which a later candidate performed better clearly because they had seen the questions earlier. Some of them do perform better, some of them perform worse, but
006um I don't I've never seen that sort of thing. So, >> do we have >> I wouldn't make your judgment based on that. Sorry, Lisa. >> Do we have the option of not broadcasting it? >> Yes. Yes, you do. There's no there is no legal requirement that you broadcast your meetings at all. Um, they do have to be open to the public. You do post them. Um, in general, candidates don't tend to come watch other candidates interview. I think I've had that happen once, which was a little awkward, but in generally they don't. Generally, they don't tend to do that. Even if they're next, like even if you're doing them back toback, usually they don't tend to do that. >> So, the choices for one night or two nights, who uh who's in favor of
007one night? Three, four. Okay, >> I'll do whatever. Sorry, Mike. I'll do whatever the majority I'm indifferent >> without having a formal vote. It looks like majority wants one night. So, let's do one night the second unless anyone is really against it. All right, one night. >> How early can people start then would be the pertinent question in terms of scheduling? >> I'm pretty flexible. How's anybody else? >> I'm I'm flexible that day. >> And it's on the the 2nd, right? >> Yeah. >> You said >> I have the whole night blocked off from >> you go. Anytime for me. >> I do too. >> I can't start before 4:30. >> Okay. Well, >> 4:30. Do the usual five then. >> Sure. Okay. >> Does that work for everybody? Yeah. >> So then what I
008would plan to do um just so you all know to give you a a little bit of wiggle room and also to allow for you to do things like take bathroom breaks would I would be I would schedule for 5 6:15 and 7:30 presuming that you run to time you're then deliberating by 8:30 or so. And I always tell candidates to arrive a little early so we won't be held up waiting for the next candidate if you do finish early. Does that work for Does that make sense to you all? Okay. Um, I will plan on scheduling with them tomorrow. Um, and as soon as there is a schedule, I'll get it out to you. I know Jen's planning on posting at like essentially as soon as you've made this decision, she'll be she'll be
009getting it. But really, all you have to post is that you're doing interviews at 5 followed by deliberation. But I'll make sure she has the inter the um the schedule itself in order to update. Um, the next thing then I had u Mr. Chair is uh in terms of checking references. So, the one sort of outstanding thing in terms of looking at the candidates is that you do have three references for each of them that you can call. Um, it's something that I can certainly do. Um, I would probably do it next Monday or I can share the the the information with you and have you all like do that. You would then share that feedback just like you're going to do for the um visits that you've done. >> Is anyone a to do
010reference checks? That's really interesting. >> Yeah. And Tracy, if you want to take >> So then I will plan on doing that. >> Unless anybody wants to call Jess, do you want to call anybody? >> You gonna say something? >> No. Okay. So, let me just write. >> How often do candidates for superintendent give you reference contact information that end up giving negative references? um >> any any usually one of the things that I'll ask about is I'll ask um I mean we phrase this in the usual educational kind of terminology right which are areas of strength and areas of growth um I will I will sometimes get areas of growth I do sometimes get you know or as you know right sometimes you're looking for people who are stronger in curriculum or they're stronger
011in finance usually I can get that kind of information of they're very good at X, they probably need to make sure they've got staff support on Y. >> Their biggest weakness is their greatest strength. Yes. Okay. Cool. >> Yep. Okay. >> All right. Thank you. >> So, I will do that. Um, see, that's going to be 121. All right. Great. And then the other thing that just so that you all know is that you do have the survey out in the field. Um, in terms of people who did have interactions with people, I will be making sure that that gets compiled. um it will be a a compilation. So it will be you know here's where people rated people in terms of their various um strengths where people rated the candidates um relative to the
012things that you said you were looking for. Um so that's that will be coming for you as well. Um if I can get it to you ahead of the meeting I will otherwise you'll have it. It's not it's not going to be like dense right it's largely a rating scale but it'll give you another sort of piece of feedback. Was there any free text on those? >> There is free text on that. Um so and that's going to be one where um I'm going to use my judgment because sometimes people get a little excited in terms of um open things, but if there's anything that um that looks like it would be useful to you in terms of making your decision because the other thing is that sometimes we do run into people who say,
013you know, I didn't I didn't have a good gauge from running into them in the elementary school hallway as to whether or not they were strong in budget. Like that's a fair thing to say. Um, and I've also had, you know, good feedback sometimes in terms of they had this interaction with a student or I got to have this conversation with them and I want to make sure that you have that kind of information. >> Um, I guess because we're thinking about questions hypothetically on the next agenda item. And so I I was hoping maybe to see if there was anything in that free text area or you know, not red flags, but like questions or concerns that maybe would guide our questioning. I don't know. >> Yeah. Yeah. So, the problem is that I
014didn't actually say that I was closing the survey today. So, I haven't actually and also, frankly, I've been running since 7:30 this morning, so I haven't actually looked to see what you have. Um, and you do actually have to set your questions today. Like, you do have to at least set your topics today. Um, yeah, I'm sorry. There isn't really a way of wrangling that one. >> Okay. Um, so in terms of the questions and I know I'm putting getting ahead of ourselves, but like you said, we have to at least do the topics. So I guess if there's something within the that feedback that's could somehow potentially be crafted into one of those subjects if if possible, I guess. >> Well, the problem is so here's the thing. We're I'm the early what I
015was going to do is I was actually going to leave the survey open through Thanksgiving because I find in because you had your last visit yesterday. So, I'm trying to make sure that like the same like, "Oh gosh, I didn't do that and I meant to can happen." Um, I also think you guys are probably going to be a topic of conversation at some Thanksgiving tables and if that means that people remember on Friday that they meant to fill out the survey, I was going to give them that chance. Um, and I need to run copies for you of the interview questions on Monday. So, I'm going to go into the So, we we're going to do the same for those of you who are on the search committee and I think I said this
016to all of you. You'll get a packet. You'll get sort of three packets. when each of you will get three backups have the same questions. It will have the questions in order. It will have who's asking the questions. It will give you room for notes. Um so we do just from a sort of logistical perspective there's going to get ready for Monday too. Thanks for asking the question. And I was going to say Mr. Chair um I when the search committee deliberated they did give me four things that they wanted to share with you all as you're putting your questions together. So I like this may these can be topics. They may be topics that you already actually were already considering anyway. Um but they they recommended that there be at least one question on
017on a regional school district or being a regional school district or leading a regional school district. Um a question on negotiations. Um something around special education particularly around the question of sort of balancing student needs and costs. and a question on um why why in particular Berlin Boilson Regional and I did if it would be useful um open up a word doc which I can share with you all if that would be useful so that we all are looking at the same thing in terms of what topics have been suggested if you'd like that work okay sharing is not turned on so Jen I'm going to ask you for that permission There we go. >> Tracy, are these interviews about an hour long? >> They're usually about an hour long. Yep. >> Okay. Thank you.
018>> Yep. Okay. So, that should give you a word doc, which you all can see. It's not complicated. It just says. So, um I've already put down the ones that are suggested by the committee. Again, these were suggestions. You do not have to take them. They're they I just wanted to make sure that they got down there. Um and then what I would do, um Mr. Mr. Chairs, I would just, you know, sort of type in whatever it is that you all come up with and then you can narrow it down. Um, for an interview of about an hour, um, you really, you don't want more than 15 and having somewhere in the nature of 12 to 13, sometimes even 10, depending on how chatty they are, um, is really probably what you're looking for.
019So, I don't know if you just want to round robin or how you want to do it. Are you looking for us to give you topics, Tracy? Or are you looking for Mike to direct us? Okay. I think finance and budget should be on there or financebudget, however. >> I think something interpersonal would be really good. for example, and I don't know, this might be inappropriate, but I'm just going to say it and you can tell me, but um how like something like open-ended like how would you handle, you know, a maybe a parent in the district who had a really negative view and was um causing the district to spend a lot of money on foyer requests? How would you >> I mean so I think you could you so you could do something
020like talking about um managing stakeholders stakeholder feedback and managing relationships with stakeholders. I think that allows you to kind of give that question without getting without getting uh without leading the witness I guess I always think. >> Does that work? >> I think so. >> Okay. So managing relationships >> and but specifically I guess I'm wondering like people who are you know who have a very negative um approach you know like how do you calm that relationship down how do you smooth it over you know how do you build trust I'm just brainstor >> Lisa I had a very similar question and I actually Tracy I um emailed you right before the beginning of the meeting. It's a wordier one, but it's basically the same idea. So >> um the question I wrote is, "Everyone
021is human and makes mistakes. Give us a past example of how you repaired a situation to maintain trust, transparency in an environment that was that fosters open communication in an environment that fosters creative risk-taking among staff and school committee and parents. >> Okay. I'm gonna just that you got that sort of give us a past example. >> Um, and that's my note on it. I appreciate that you you sent me the text. >> I added transparency right after trust >> transparency. I'll write that down. >> I can spell it. There we go. something that's been a big parent um like like the the community not the parents community is talking about um you know the fact that Berlin belongs to Asabet and Boilston does not I'm wondering if we should ask something about partnerships or
022you know how they might try to integrate something like that um >> pathways that's thank you >> it's a good thing you could read my mind. Do this so we can keep track of how many we have. And by the way, if you want, you also can say like I want to not actually include Oops, that's not exactly the way it should be. But um you can actually you can say I you know I want to include um I don't want to include the ones that the one of the ones that came from the search committee. That's fair. Of course we can get it to number the way that it should. That would be better. There we go. >> And maybe something about you know their vision for this next part of their career. you
023know, maybe just kind of getting them to talk open-ended about their plans and >> the sort of where do you see yourself in 5 years or 10 years or what would this look like in that many years or that kind of thing. >> Yeah. Yeah. And to and hopefully to get an idea about their plans for, you know, staying put or continuing to move on. >> Yep. I was going to say maybe provide an example of how you've used your connections and contacts to advocate or solve a problem in your current district. relationships. I like that. And if I'm not getting authentically what you're saying, please let me know. I want to make sure you've got that >> with finance and budget, you know, like back up at number five. Um perhaps like an example
024of how you had to balance a budget when costs were increasing with maintaining the integrity of the education. What about something related to you know what this might be covered in Jess's but you know with the transparency and the trust but but also specifically with um parents who feel like they are losing their rights as a parents a parent within the school system. You know how they balance that maybe parents rights with >> public education, >> educational priorities or focus that might not be word. I don't I don't know how to word it better, but >> at least that's >> you're right that you that it's possible that you could be be potentially putting those two together, but something around the the managing relationships with families in terms of um and I think there you
025probably have something that's coming from a slightly different maybe people are coming from a slightly different different angle than just what was sort of said before, but that kind of like this isn't this isn't necessarily going to be an easy one. How do you actually manage those relationships that aren't where where you're not sort of starting on on a happy common ground maybe? Huh? >> Yeah. Or also like when the parent like you know like the whole controversy with you know books and libraries and things like that or when parents want to opt out like how specifically related to that like how how does this candidate um handle that and view the importance of that? I will say that I think that if we get too narrow in that, what you're probably going to get
026is I would consult legal counsel because that's kind of the right answer. But I think we can talk about the relationship aspect of how do you make sure that you're you're um maintaining strong relationships with families um at the same without without getting us into the sort of trap of there there only kind of give the district, right? Probably balance both of those things. Hey, Tracy. Um, yep. >> More more than just what number four says, I'd like to get some sense of what they know about our district, what they know about the challenges we have currently, what has been fixed, what still needs to be fixed, what they feel the the priority is, and specifically why they're the person to fix that. I think going back to number three for special education. Um, I
027think, you know, from a fiscal responsibility, you want to try to do like what's fiscally responsible, but I think that there was a concern that these are our neighbors, our siblings, our friends, our neighbor, you know, and so how to get the best for our special education students that use those services while still being, you know, for a sense of belonging, I guess, and still being fiscally responsible, too. >> That's good. Also, you all are getting yourselves to a place where you kind of have already written the question. Really, all I'm going to have to do is smooth out the language here to put it together. So, you all you all are go going two for going for a second sort of a second round here. That's great. Among other things, it'll mean you won't
028have homework coming out of this meeting. Tracy, maybe uh you know, sort of the opposite side to balance out the special education question. What um you know what changes can they bring to and this gives an answer to my other question but what changes can they bring to help you know retain students who might be looking for more opportunities different opportunities better challenges more advanced challenges you know sort of that um you know we focus a lot on what needs to be fixed for students who are struggling but what can we offer students to get them to stay to get them better challenge, however it can be worded. >> So, Massachusetts is one of the only states that doesn't have like an advanced IEP, but I I think Desi was hiring someone regarding that. Did
029that is Tracy, are you aware of any progress? >> I there was that there was a conversation around um giftedness and um exceptionalism going on. That was before they hired this the new commissioner. I haven't heard anything in a bit, so I don't know if anything has happened with that. anything we're missing here that because if not I think you've got good that you're solid here and also that you've put enough language around these that if you want I can sort of smooth these into questions based on what you've said um and then just work with Mike to put the put the interview together so that it goes in a a sequence that doesn't feel like it jumps all over the place if you're comfortable that's up to you we can also assign topics and
030people can write questions and bounce them back through. Also, thank you to Lisa's cat for joining us. >> Two of them have, but they look exactly the same. >> Oh, that's fantastic. I'm so glad. >> Um, I do have one question that um that Beth and I were asking when we went to Harvard and and because I am curious and it might it might reveal some, you know, give us some insights. um how do they balance like the demands of being a superintendent because that could be a 247 job as we have seen with Al and you know but we don't want them to burn out so like how do they balance that like work life balance basically >> that's good >> yeah maybe I mean I don't know if we could save that one
031for like the end >> no I I 100% agree with that because I you know there's I think a statistic like not many superintendents last more than five years in a district or or something along those lines and especially since the pandemic. So I I definitely agree with that question. >> Well, if you get five years, you'd be golden. >> More would be better, but >> even higher. >> Um but yeah. um is maybe one I don't know maybe one of the budgets or the financer budget but somehow like how would you advocate or or you like your experience in advocating or grant writing for different either you know curriculums or supplies for the district or or something along those lines I don't know advocating and grant writing what your experience is does that fall
032under um would that be like a Lisa like a curriculum director situation? It seems when we were interviewing all these assistant superintendents that seemed to fall under them more so than the superintendent. >> Yes. But like if I feel like if a superintendent is aware of those resources then maybe the curriculum director would be more apt to apply for them and you know with finances being tighter. I think using all of you know having knowledge of all those resources and experience of even like advocating at the state or you know local level with our you know Berlin and Boilston Select Board or um it would just be nice to hear kind of what their experiences is and comfort levels with going out there and asking for things and and advocating for the their district or
033hopefully ours. Yeah, I think Jess's point about, you know, what's your experience with grant writing and how can you sort of implement a maybe even like a steady process or program for grant writing in the district here or something? Something like that, Jess, maybe. >> Yeah, I mean, we don't have a grant writer, right? So, it kind of falls under a lot of different people's >> Tracy. Um, kind of adding on number one and number five there, budget and regional school experience. I'd like to get a sense somehow of of what their strategy is for dealing with multiple towns who have competing interests. >> And resources. >> Yeah. >> Yep. >> I don't know. It it might fall under something else too, maybe the interpersonal relationships, but in terms of like how how do you
034see yourself integrating and building relationships in our district or Anything else? Looks good to me. >> Looks good, Tracy. >> Good. Okay. >> So, you'll take these, Tracy, and sort of fine tune the questions and send it back to us. >> I will smooth What I'll do is I'll smooth out the questions. um I'll put them into an interview form. Just realize that once you get off here, we can't have any further discussion about it. So, like make sure that what the the concepts you want are in here. Um because we can't have a debate back and forth in in email about whether or not you know things are covered. So, um I'll smooth out the questions and then put the interview together and I'll plan on um having the copies ready um so that
035you'll be you'll be all set for the Tuesday setup. Do you have enough info for number two? >> Think about is negotiations just too broad or do you need a more >> So I I my sense at least from the search committee was that they didn't really get a sense of people's experience with negotiations. So I I mean my what the way I would probably put that is you know please speak to your to the experience experience you have had with um collective bargaining something of that nature. Does that work? Yeah. >> Okay. I'll put that in. um kind of going along with work life balance. Um I know with the resumes that the full committee had access to addresses were blacked out and stuff. So in terms of I don't know if we can
036ask like is Berlin and Boilston you know like a shorter commute is do you feel like I I don't know how to >> ask that actually. what you I mean you can't really ask where people um if people plan to like move or that kind of thing. Um >> that gets into >> discriminating territory. >> Yes. Um so I will I can tell you that two of your uh three candidates are are right right nearby. Um you do have one that's a little farther away. Um, I know that we kind of improved math scores, but I think ELA is something that we're looking to improve or focus on in our district. So, um, maybe a question about evidence-based ELA curriculums or or I don't know something along those lines of, you know, what's your experience
037with improving, you know, ELA performance or something like that. >> Do you want to keep adding as a as a group here or only because we're probably running >> starting to run it run over time? in terms of putting the interview together. Sorry to be clear. >> I feel like um I don't know. I feel like we've done the I've done this a few times and I feel like like you said, Tracy, like between 8 and 12 questions is the sweet spot depending on how much people talk. So, I feel like we have more than enough. Um and I was going to actually ask that you could work with Mike or whoever and make sure we put them in an order so that if we don't get to the last two or three, it's okay.
038Um you know what I mean? because I don't even know that we're going to make 15 with every single person. >> Well, so you kind of have to because otherwise you're having an inconsistent interview and we might end up in in a in a pickle in terms of whether or not you've been consistent in your hiring process. Yeah. I don't want to like I'm not saying that you're necessarily going to get in trouble for it. I'm just saying that it would it would make me feel a little uncomfortable if we sort of kind of ended up with a different process for one candidate rather than another. So, >> well, I guess if uh maybe we could still do that, put them in that order, like the least important, you know, they're all important, but the
039least important at the end, and then if we don't get to them in the first interview, then we won't do them for the later interviews. Is that possible? >> I mean, I think there's also ones where potentially like it looks to me like if you wanted to, for example, move merge six and seven into a single sort of relationships interpersonal question around trust and transparency. I think you know then you're down to then you're down to something more like 14. Um I think there's also a qu like I don't know if if you feel that 11 is sort of very very different or separate from that sort of question too. Um, I think you have three that are kind of dealing with that realm of um, families and relationships and, you know, that not always
040being something that everyone comes to from a um, an equally positive or an equally um, level perspective, but that's up to you all. >> Yeah. Tracy, why don't you go through and see what you can combine and streamline? Okay. >> And um making sure we get coverage of everything that we want to get coverage. >> Okay. I'll do a little merging then. >> Unless anyone is dead set against removing one of these and replacing it with something else. I think that's our list. >> Uh professional development, I think. So I don't know if it can be crafted within one of those topics, but I think professional development is >> like how they go about their own professional development. We've got number six. >> No, like supporting teacher professional development. Um I think probably the staff
041would be interested to hear how they've developed professional development or think which question that might fall under. Maybe that could fit in with 13 and three that kind of fall and sort of a broad idea of those topics. Craft them somehow, Tracy, to include that. >> I can see what I could do. Yeah. >> I mean, you could even maybe work it into the regional school question, right? Because it's three different schools and I don't know, but that might be make them go in a different direction than we wanted for one. So, >> yeah, Tracy, see what you can do the best that you can there on that one. >> Okay, >> perfect. Any others? Anybody dead set against them or is this our list? Sounds like it's our list, Tracy. >> Excellent. So, what
042I'll do is I'll um work on putting together uh who is coming when. Um I know John's going to get you get you posted um for a fivestar on um on the 2nd and then I'll make sure that you um are we're are walking in that Tuesday with the information or with the packets that you need for that. Um the I guess the only other question, Mike, is do you want to plan to also post for an executive session to to um have a negotiating position for the contract or would you want to wait and do that separately at another point? >> I would imagine that after the five or six hours it's going to be we'd probably want to do that on a different session. >> Okay. I just want to want to put
043it out there on the table so that you're you're thinking thinking to the next step. Great. >> What do most people do? Do they do it at a separate session or do they do it at the end? >> Uh it I think the I think Mike's answer is usually the answer I get which is uh how late is it when people are making the decision uh you know are they doing it are they making their decision separately and not with the interviews? Uh it it tends to be more of a time thing and also how quickly people feel like they have to move I guess you would say too. And we probably want to hear from them on their what they're looking for and maybe make sure that our attorneys are in the room with
044us going over some language that they might suggest. >> Yeah. >> Yes. I think it would be wise for you to that was what I was also going to say is that you pro you aren't going to have your attorney say that anything. You probably want to make sure that you've got them. So, >> so Tracy, I'm just thinking of, you know, Jess and I were in the subcommittee um meetings and one of the questions that was raised was so after we choose our candidate and they accept, can they go somewhere else? And the reality is until they sign on that dotted line, they can. Um, you know, it's not good form, but they still like you never know when a wonderful opportunity is going to open itself up. So, should we be planning another
045meeting for an executive session soon so that we can, you know, make this all as solid as possible? >> It's not a bad idea. There's a um I don't know everywhere that everyone has applied or that kind of thing in terms of the finalists you have. I don't think that you share finalists anywhere at this point. Um but having ha, you know, at least getting yourself into negotiations pretty seriously. um or sooner rather than later. I mean, if you if you could get this done before the holiday break, that would be amazing. Um but to at least be making sure that you're well on your way is not a bad idea at all. Yes. >> Will we discuss dates and times for that? >> We have our meeting, our regular meeting on the 9th, which
046is the following week. We could add one there or do you want to do one before then? If we were to schedule a executive session to discuss negotiations with contract negotiations with a superintendent before we've named a superintendent, how is that going to look to people? >> Um, you so you would you can put it on the agenda and then essentially what you would do is amend to add their name. I don't think it's actually gonna I think due to the conversation that you're having, you were expecting to have someone that you're going to be negotiating with as of the end of the day on Tuesday the 2nd. I think the idea that you then would be like putting numbers on paper on the 9th is perfectly reasonable. >> So the 9th or does anybody
047want to do it on the fourth? Everybody's jumping for the fourth. There's another candidate. Yeah. I mean, >> yeah, I'm fine with if you want. I'm fine with a fourth. >> I'm okay with a fourth at five. >> All right, let's do that. I'll talk to Sean and see if he can be available. >> All right, that's and that's all I have for you. So, unless you have further business. >> Uh, I'm good. Anybody else? All right. So motion to adjourn this meeting, please. >> So moved. >> Is that Jess? >> Second. >> Beth. All right. Beth. >> It was Lisa and then Beth. >> Oh, was it Lisa? Sorry. Zoom. The file is still up, so I couldn't see everybody. Uh, Lisa and Beth. Okay. Beth, roll call. >> I. >> Lori. >> I.
048>> Yes. >> I. >> Lisa. >> I. >> Megan. >> I. >> All right. So, we're adjourned. Thank you everybody. Thank you. Thank you. See you next week. >> Happy Thanksgiving. >> Thanksgiving.