001All right, we are three minutes tardy. Everyone >> good evening. This is a special meeting of the board of education in public for the purpose of conducting the school district's business and it's not to be considered a public community meeting. There is time for public participation during the meeting as indicated in the agenda and upon request to the superintendent, the district shall make reasonable accommodation for a person with disabilities to be able to participate in this meeting. Hope, will you please call the role? Mr. Alre >> here. >> Mr. Arnold >> Here >> Bento >> here. >> Mr. Brand >> here. >> Okay, we have an agenda. Can someone make a motion? >> I'll move that the board of education approve the agenda as presented. >> Second. >> We have a motion and a second.
002Any discussion? All those in favor of approving the agenda as presented, please say I. >> I. Any opposed? Okay, it is time for our first or time for public participation. Please note that for efficiency policy 254 for public participation has been suspended for this meeting and there will only be one opportunity for public participation. Is there anyone who would like to address the board? Okay, seeing no one, we will move on um to discussion. And tonight we are here to discuss the selection of our second round candidates. And before I hand it over to John, I just want to express the board's gratitude to all of the candidates who interviewed. I feel very lucky that we had qualified staff in our district who was interested in working with the board and leading our district. Um,
003I spoke to a board president in another district who was just amazed that we had um such qualified internal candidates and I think it really does speak to the leadership we've had in the district that we've been able to grow great educators who are interested in taking leadership roles. So, I just wanted to express on behalf of the board um just a lot of gratitude. So with that, I'm going to turn it over to John to help frame our discussion. >> So to build on that, it is difficult when you have multiple leaders in your district who are highly regarded and you see all of them as being qualified and capable, but you can't pick three people, right? You can't. You've got to ultimately get this down to one. What we're talking about tonight is
004narrowing down from three. Uh the exact number that you're going to narrow down to is yet to be determined, but it's a step in the process of ultimately getting down to a block. So while it's difficult, that means that for some of these highly regarded, strong leaders that you have, um I'll be calling all three of the candidates at the end of the meeting to let them know about the outcome. And so it could be a difficult conversation, you know, in a case or two, but so be it. It has to be it. But also, they all understand that and understood it when they got into this. And I will say this, um, and I'm happy to say the public said this privately, I've been so impressed with how collegial they have all approached this.
005Um, they've been very open with one another about their interest and intent to apply. uh they their communication with one another has been ultra positive in regard to this super super impressive. So I'm confident that even though they're not all in the eighth grade is ultimately one um they'll handle the questions. So, um, given that, as we talked about last time, I just briefly reiterate and then pause and give you a chance to ask any last minute questions you might have, but you'll each individually have the chance to say, "Here's who I'd like to advance the process to whatever extent you're comfortable doing." So, you can speak to your why. again staying in the lane of here's why I affirmatively see this candidate as being potentially a nice superintendent steering away from being critical in
006any way shape or form or making comparisons to between candidates that may lead to somebody feeling someone right so um and then we'll add it all up and and we'll see where consensus lies we'll take a motion to business so relatively straight forward. Do you have any questions about >> I do uh will the motion be after everybody has spoken then we will move and will we have a chance to change our you know >> yes you because you're actually not voting what you're doing is you're just expressing your your individual thoughts >> right >> part of the benefit of everybody expressing the why to some extent is um that might help you then when it gets to that point there's actually motion. Um, and you're in a position to decide if you support that
007motion. >> Okay. Thank you. >> Any other questions for John? >> Okay. Well, how do you how do you suggest we do this? Do you want us just to each go in order? And if there looks like there's a consensus or should we all speak no matter what? Excuse me. >> Yeah, I I agree. Should I? >> Okay. So, in terms of the transparency, I think it's a healthy approach to that. Uh so people that are here or or seated stand where they stand. Um in terms of the order um President Brutley and I talked about that you could either go a volunteer basis you could start at one party or go directly to rounds to open the president. >> Um I think I'll start by asking if anyone wants to volunteer to go first.
008Um if we don't I can take the hit but if anyone wishes to speak Okay. Go ahead. >> Okay. Um well I want to thank all three applicants of course for applying for this position. This ultra important position here in Dexter. Um all three are impressive like you said John. Um all three have unique uh characteristics that make them suitable to do this job. Um, I'd like to just speak on Ryan's behalf. Um, at first and, uh, just want to express some things that I jotted down here. Um, I expressed, you know, I wrote down that he lives, you know, I looked up everybody's address. Probably people did see how far they were away. I know that's a trivial thing, but it still means something with travel time from home to here. Um, something I
009consider. So, he's 11 11 or 12 minutes away from from um, this building. Um, of course he grew up in Dexter. Big big plus for me. Dexter grad, Dexter through and through. Um, when you think about um, Dexter schools, um, Mr. Brutder comes comes to the forefront with that homegrown talent. Um, he also has central office experience. Um, being a director of instruction, uh, it's done a phenomenal job for us in that aspect. Um, he's got principal experience. He's got classroom experience. Um what I found um not surprising in his interview how humble he was. He was u often thanking others for his past accomplishments. He quite frankly did. Um he shares a leadership approach that um I think many will um admire. He takes um stockholders value um to heart. Uh very articulate. He
010gave examples almost every response he gave a personalized uh example of how that fit into his mindset. Um implemented the multi-ter support system here at Dexter and helped uh bring that forward. I think that's valuable uh moving forward. Um what else I got here? U well versed in grant writing. That's going to be huge. Obviously district always needs funds. uh he knows how those funding streams work and um can you know teach that to other people as well um he understands the use of technology and AI um leading that initiative with with DE here our in-house AI platform um seems highly recommended and endorsed uh Greg our CFO uh endorsed him uh executive director for future council um future of learning council um executive director and shir the the past his past predecessor um >>
011I don't want to interrupt sure point of order are we allowed to indicate what was in the the information shared by the candidates with us >> technically yes you can >> I didn't want to hijack >> sure that's fine but >> the but the butt is um that kind of goes down the path of pairing one to the other in terms of >> the application material I'd be a little bit cautious about that so it's not >> sure >> wrong to do so but I okay okay >> sorry >> so uh for all those reasons I would um feel comfortable >> here >> sorry the community >> sorry oh do you want us to use the microphone >> yeah here I can't make everything will work >> okay Sorry. Yeah, >> thank you for letting
012us. >> Sorry. Is this >> now you go? >> There we go. Can you hear that now? All right. Sorry. Um to to you know, I'm sorry if you miss me some of that, but for all those reasons I explained um and please, you know, um know that there's a lot here. Um I'd like to uh recommend that we move for, you know, move on to the next round. So that's my thoughts anyway. >> She also has a note. It's up to you. >> You're ready. >> Thank you. >> So for the second round, I would like to um see more from Ryan. I was impressed with his thoroughess, um his experience and what was expressed in his interview. I like that he's very connected in the community. Um kids here, Brad here, staff here.
013I think that's really good. I also like that he's a systems thinker and provide pro can provide a different tempo that our school made at this juncture. Um, and I I loved his soccer goalie analogy. I thought that that was really thoughtful and I really appreciated it. Um, and so that that's one of the things that I was left with. I'd also like to hear more from Melanie. Um, I was impressed by her responses and her preparedness. I loved her very experience that she was able to convey to us. Um, she's also very connected to the community and I thought that that's really important. Um, and I really was impressed with her ownership of the homecoming snafu that was very well articulated and she owned it and the fact that she owned it, learned from
014it and grew from it. Um, I that was very impressive. That's hard to do and for those reasons I'd love to see and hear from that. Okay, I'd like to say a little bit about all three. Um, I found Barb to be concise. Um, she's got a lot of special education experience which is really vital to the district. It's it's extremely important position. Um, and it's a very difficult position. I really appreciate her work and her contribution to the district. Um, I also really appreciated her experience in um in DC and her advocacy um nationwide, which I thought was great. Um, Melanie I found very um also very concise, direct. I like that she took notes while we were talking with her and so she was able to I thought clearly uh answer our questions
015which was great. Um she's got K12 experience. She was the only person that spoke to phones as a challenge to learning, which I found really um helpful because I know that as my my husband is actually going to a board meeting tonight where they're going to talk about banning cell phones and and it's a huge problem for high school teachers and for students. So, I thought that was really brave. Um she did take ownership of communication errors, which I thought was great. Um she presented a 90-day transition plan. um speaking to recommendations that that Mike did bring up. I wasn't going to say this, but um I did confirm that she also has uh recommendations from senior leadership within the organization, within our organization. So, um I don't know um if that's a factor for
016anybody. Um she's very passionate about the community. Um she also brings fresh eyes and experience and she's got a lot of other district experience which I thought is is helpful. Um, and she was clear that we have work to do, which I think is is fair to say. So, I thought that that was really good. I would like to advance Melanie Brian. Um, he's got experience at the executive level and he's got lots of grant writing experience, which you both have spoken to. Um, he's very passionate about our community. He's positive. He leads with integrity. Um, I love that he wants to know everybody's names, all the all the kids' names that he does know their names. Um, and he's got a lot of curriculum experience, clearly loves children, which is great. Um, he has
017involvement with the bond, so he's got a lot of positives as well. And I'd like to advance Ryan as well. >> I'd like to thank all three here for participating. great participate and also like that lead you know during process because at the end we're hopeful that all three will still work together some form of fashion uh and wish them all success the I thought were interesting a lot of different you know I compared a lot of different aspects I read all the transition plans which is part of my consideration into my thought also did a point to my question u and I personally previous persons I couldn't see. So I wanted to kind of do it a lot, right? And so that's that's a big part of my um my evaluation I guess analysis.
018uh the but I wanted to make sure I looked at them not just from their current role but from their their roles and in depth because a lot of people get put in great position but that that's all we think about just current role forget and they all three have great experience across sport but want to make sure we have all three of those cross so for me I I'd like to in no particular order but I would like to secure both or leard um part of the reason she has the strongest knowledge of the pipeline and especially with 85% has negotiations the union members uh and not going into specifics but she was endorsed by a person there uh at least one uh and I think the budget is going to be key going
019down these next couple years it's going to be u she's also built programs people don't understand it because she's the she has that crappy position being head of HR which if everyone's worked with HR you know you're always at the pinnacle of disagreement no matter what you do people aren't going to aren't going to uh like what you have to say is there not either they agree or disagree but there's still always two parties injury so I think that uh whatever you want to call it toughness or mental steadfastness and make sure we adhere the policies and procedures that are written uh will we will be will be we'll be good that uh asset. Uh and she also started a lot of the back programs, special education program, the alternative education program and the early
020middle college program. She was that's definitely a key transition of that while always traditional HR. So um and I do like her transition plan. Um I like most of them I said I liked her and the other person talked to I like their two transition plans. uh she was concise in her in her speaking. She didn't speak the loudest obviously. Uh not sure it's a plus or maybe uh but uh that's why I the other person I would like to advance is is Ryan terrible from him. Uh he's definitely more of a communicator that person approachable to B well plus that he is a Dexter person you know called Dex mean person but that is helpful uh he also sent him both high and I liked his transition plan so uh I think I'm worried
021about a little bit about budget spinners um but I know he had tong rent rights and not worry about too much about it. Uh but that's the the biggest thing I think that I need to know about that not worried about worried about the community be a strong person to meet with community members to social have to work on probably bigger reach out to state state Fantast been said, but Um I was actually very pleasantly surprised by it quality with three candidates. All of them I thought brought a lot to the table good experience. I think would be able to make a fun superintendent. That that said I understand the exercise. I think we need to narrow it down. So I have two that I think that I would recommend for that. The first one
022is Ryan. um really impressed by his curriculum background. He's really taken a lead role with curriculum as part of his current job, but also when he was principal at at Beacon, he has educious teaching experience. I think he's got a very strong administrative background across kind of multiple age groups leading vague beacon and then here is kind of bigger bigger role for curriculum for the district as a whole. I think that'll be very valuable in my mind continuing the curriculum excellence is one of my priorities. So I think Ryan will be able to keep that going. Um he's also very experienced with grants I think. um school finance in general, but specifically the grant part. I think staying on top of things is has been key to us. We've done a great job with that.
023I want to make sure we keep that going, though that are critical to a lot of our programs. Uh I think he's got a very thoughtful demeanor. I think he would inspire confidence in the community and staff. He's got, as I understand it, good relationships with the staff and the community. We've received a lot of feedback from the community. We've all read it all. They all generally did get a lot of good feedback. Ryan's I think stood out to me that he had a lot of advocates. He had a lot of people that in dealing with him in multiple different capacities all had very strong things to say about him. So that stood out to me. And finally, I wrote down he's very passionate about the district and this position. In some ways it feels
024like he's been beaten up to this >> position. Um but being a homegrown Dexter graduate having gone away schools taught it when come back I think would only help with community relations. We need somebody that is so ingrained in the community. Um the second one that I would propose coming back is Melanie. Um she's got strong varied teaching background, different ages, different um subject matters, kind of covered the whole gamut from younger to older and multiple business subjects, built out academic programs with the previous at the previous stops before Dexter. Uh some stuff she's done has been very interesting. Shows that she can lead bigger picture large projects. Everything from building a new school that's got a whole new schedules, building curriculum, funding that was very impressive. I think it would lend itself well that
025skill set. Um exposure doing administrative stuff in multiple districts I think is a plus. So she's got perspectives outside of Dexter as well. That said, she also has what type of ties here now at Dexter like she said I believe she's got multiple kids that go to the district. I also see her a lot in community. She's at everything I go to. I feel bad. I felt like I go to a lot of things and you go to I bet none of us have ever been to anything that Melanie has not been at. So that has uh stood out to me. And then yeah, she's she's very well prepared, I thought, for the interview. All the questions, it seemed like she knew the questions were coming, had a good response to them. So, I was
026I was impressed by that. And somebody had mentioned her response to the homecoming thing as somebody who had a high school student at the time. I'd heard nothing but stuff about the homecoming thing. So, I do like how she handled that, explained what the background was, kind of owned up to some failures. I don't think ultimately what anyone did was wrong. It was probably just communication, which 99% of this job is communication. And I feel that both of these candidates would do a great job communication. So that's one >> um when I consider the interviews um the references that the three candidates had Ryan Brutder, Melanie Noak, and Barb Leonard. uh looking at the feedback from the audience and the materials that they submitted to us, my vote um would be to move each of
027them forward to the next uh round. I have um other information that I would like to know. I would like to hear from them um before I make a final decision. So my vote would be to move Ryan Boulder, Melanie Noak, and Barb Thunder on to the next round of interviews. Okay. Um I am first going a lot of you have highlighted things that I have also noted about the candidates. Um I think in reviewing all of their application materials, the notes we took during their interviews, the um information they provided to us at the end of the interviews. I was just really struck by sort of how much everyone was committed to Dexter. Um how much their passion for teaching came through and I was just very impressed overall. Um as as Brian mentioned,
028I understand that the goal here is to uh get to a single superintendent. Um and so with that in mind, um I'd like to first speak to moving Ryan forward. Um, and I just want to note that I really appreciated um the soccer analogy and the leadership style as a soccer family. I very much understood the uh all of the um stories he was telling about it. And I think for me um one of the most interesting parts of that was at the very end when he talked about when you win it's a team win and when you lose it's because the goalie let something in. And I just felt like that was a really notable um marker of who he was that he sort of understood that piece especially because the superintendent really is
029the the final um I don't know and decision maker here. Um I just want to note I thought the ident the long-term priorities that he identified for the district, the bond, the academics, and the retention and recruitment of staff um I thought was really spoton for me. Um, and then I I I know other people thought differently about this, but I actually thought he really was very specific in his budget um, knowledge and provided numbers and provided grants um, specifically. And so I was impressed, I think as a board member, I am impressed at how difficult the school budget is. And so when people aren't doing it all the time, as none of our candidates are, um, I thought it was helpful for me to see what they currently already saw about it. So those
030were those were things that jumped out for me. Um, I would also like to hear more from Melanie. Um, I again wanted to note her long-term priorities and as Jennifer already mentioned, I think the impact of technology and she spoke to a number of different technology trends that were going to impact education. and I thought that was important. And she also spoke to retention and recruiting of staff. Um I also noted the homecoming um example. And for me it was honestly what jumped out at me. It was less about the taking responsibility for it and more just the confidence of looking at the seven of us and saying that she could have done it better. I think in many interviews I think you're taught to, you know, turn it back around and share the positives.
031And so I think being able to see her just show some confidence there I thought was notable. Um and I liked her just overall engagement in statewide programming like the future leadership um council. So I thought it was notable that she was speaking to um her enjoyment of that. Um so I guess those would be the two that I would want to hear more from. >> Should we have any students? >> Would you guys like to speak to anyone? Sure. >> There's definitely some bias for me because admittedly I didn't really know Mrs. Leonard very well, but I've known Mr. Brutder and obviously I know Mrs. Noak for a very long time. Um, the main thing I picked up with Mr. Brutder. Can I call him Ryan? Sure. for purposes he just seems so experienced
032and so so I think >> like Mr. Spola >> um like talk about how humble he was, how confident he was. He seemed um just so approachable and like that soccer analogy, it's like we win as a team, we lose as a goalie. That really did stick with me. Um for Mrs. No, I mean to be honest a lot of students were like like oh the candidate for the candidate for the superintendent search and to me it was like an absolute shock of just like wow that is like you answered that perfectly that's what I wanted to hear about maybe I missed it in my notes and just listening in general I didn't notice a lot of bond talk from Mrs. and all that which did worry me a little bit especially it's at least
033in my eyes that's the biggest thing we have going on especially for the high school with all the iron dread stuff like that so if I had to pick two to advance it would be Ryan and Melan >> thank you I'm not gonna put you on spot thank you >> okay is now that we've all had a chance to speak would anyone like to speak again, offer any clarifications, things you've thought of while others have been speaking. I just want to make sure everyone really feels like they had a chance to speak again. >> Yeah, I wasn't quite sure of the format going forward when we started being first even. Um, I would also like to hear more from Mel Wick. Um, I really was impressed with Cardiff. I've had experience with her at the
034high school, of course, with with two high schoolers now. And um, she she shocked me to be honest. Um, how well she did, how authentic she came off. Um, she was very, um, like open with her mistakes like we said, like like everybody has said with their homecoming stuff and, you know, owning up to um, some some things that other people. So that that's speaks volumes to me. Um I liked her um her mindset of clear is kind. I thought that was very powerful. So I think that's a that's a good quality to have. Um I like that she's uh has some union contract leadership skills there. Um she's also views things from a district-wide lens. I think that's really important. Obviously a diverse superintendent and um she values data but she doesn't lose sight
035of people. So I think that's really important as we look at, you know, I'm just thinking about the question I asked about standardized testing and how that, you know, it's a piece of the puzzle but not the whole puzzle. Um, so I thought that was very powerful. I would like to hear from Miss Co. >> Well, based on that, I'll move that the board of education invite uh Ryan Brutder and Melanie Novak to return for a second round and have interviews. I'll second. >> We have a motion and a second. Any further discussion? >> Don't worry about the two most nomination. >> Yeah, I guess I I'm going to look to our consultant and just have you confirm for me that that your totals added up and that those two candidates received the most requests.
036>> Any consensus? With that information then um I would like to do a roll call vote on this. >> Mr. >> Hi Arnold. >> Hi >> I >> thank you very much. I think this is one of the challenges of working with internal candidates is that we know and love all these candidates and it is very difficult to make these decisions. You won't see me on any chef shows. Um okay. So with that done, we have uh one more topic to work through tonight and that is um I'm going to turn this back over to John to help us think about the next step so that we can complete our task to prepare for Monday. So Monday 6:00 scheduled to resume introduce now two candidacies selected to advance. So and those will be up to
03780 minutes each last but the candidacy cycle is 90 but a 10-minute break in between as well. What we need to do at this point is tonight as we discussed previously to select the presentation topic for the two candidates and then we'll do that first but then we'll talk a little bit about how we're facilitation I assume you give a little bit of thought to it and as I mentioned yesterday appropriate thing ideas >> let everybody kind of share what they are thinking and then see where there may be some consensus. throw when I was thinking to try and >> let's try and speak really loud so that we're not passing us constantly begging people. But >> yeah, >> um my thought was we have a unique experience or unique situation where we've had overlap.
038So what I I would like to see from the candidates is a presentation on their transition plan, but in particular how they're going to knowledge shared with Dr. Timus and how they're going to utilize him, but what their plan would be as superintendent in the first in in the first year. >> You read my mind. I just wrote down broadhead like that's that's just kind of like saying tell us what you're going to do but >> it's not a narrow topic but where it feels like it's the important >> task. I I mean that was exactly my thought too is having a transition plan presentation. I think that'd be important not only for us to hear but for the community to hear and to understand like the plan because um people have to understand Dr.
039Tennis is still with us until February when he retires. So there is an appreciable amount of time for us to work through this and um like to hear how that would be accomplished. So that that that would be my proposal as well. Thanks Brian. >> Yeah. This is really weird. >> It is weird. Sorry guys. >> Like a hand mic if we're going to be passing it around. Um >> 12 batteries that work >> the bane of my existence for five years. Smartphones. Um I also had a similar uh thought. I think the candidates provided us a lot of material at the end of their interviews that we have had the chance to read through and see um and the community has not. So, I think one of the directions I probably would give to
040the candidates is that I'd like them to speak to the transition plan in a way that staff and parents and and employee and uh board members can all sort of understand. You know, we all I think are looking from different for different things from our candidates. Um, and I'm not sure there are questions in the first round, uh, maybe pulled the best information for parents. Um, and while the superintendent sort of is the guiding hand, I think parents look to them as the leader of the district. And so I guess I just want to make sure that parents, board members, and staff all have a sort of understanding of what this could look like. That is my my thinking. >> Great. Well, you hear me? Oh yeah. >> So for the transition plan, yeah, I
041get it. >> Or I think it's too vague because I read all their transition plans and I think we're going to kind of hear the same thing because until they sit down with Dr. Jimus and with everybody in the staff and the DA and all the administrators, we're not going to be able to really refine it much more than what we've seen here. I mean, I think that's to me that's until you sit down with your subordinates and your other leaders in the district, you can't really get a detailed transition plan. you're not gonna get any input in three days or a couple days. That's just my gut feel. So, I like the idea of the transition transitional plan. I would like to have it focused on two to three areas or they can key
042on uh for us to hear. One gain, budget, and volume. And I would say that you might key on it with a what do you do during a short how you going to maintain um strategies with a short budget basically and lack of funds. that was coming down might be coming down the pipe. Hopefully it doesn't. That would be the one key area. The other key area I would like to hear more about and that include the bottom too. I see slide all in there. And then the other key I like to hear about is um basically student based learning across all entire spectrum. Not just college kids, but also uh kids that maybe don't want to go to college, right? Uh so might be too broad. I know. But let me hear me out.
043I think we just say give us your transition plan. we're going to see the same thing. If I show that to community members, they say that's nice slide deck. Um, doesn't say much. I mean, they all kind of say the same thing, but so I want to you could you could pick a different topic in there. I like to have at least some focus in that transition and it's going to change. I get that when you talk there to to their to the community to to the staff and the administration, that kind of stuff. But without little focus, I think we're just going to see all kind of the same thing. going to talk to everybody and get their input then go understand the budget that's just my good transition plan but we can change
044what I mentioned as focus points but some one or two focus points so they can focus on sorry I'm sorry >> no no no why don't you explain it like I yeah >> my my thought was yeah most of them gave us a transition plan that's effectively what it was but that's kind of my point is They've already got the materials. Superintendent, one of the most critical things for them to be able to do is communicate well and succinctly. So, I want them to communicate this to us in the community in a way that's digestible and succinct. They've got 20 minutes. We come to the board meetings. One of the things that I look at and I struggle with sometimes is longer presentations. They're just too long. I get I get drilled from my board
045at my work about every presentation has to be like succinct and quick but effective. And I think that skill is very important for the superintendent. So I'm less concerned about the substance of whatever they can put together in four days um than with how do they deliver the materials that they've been thinking about. So that that's my thought of why I would like them to focus on generic transition plan and not substantively do homework down an area maybe they're not fully refined on yet because they're going to learn on the job some of the substantive things. But if we want to pick an area of a transition plan to focus on maybe but at that point you're not talking about a transition plan. You're talking about subject. >> Well, I'm not talk when I say
046that I'm not talking about have to know the numbers of the budget, right? But you should have some idea of how you going to manage a couple of key areas. Well, how do you work with how you want to chive in those key? That's what I'm talking about. I'm not saying you have to know the budget because the budget's hard. You got 100. You're just looking at the >> So, that's not a transition plan. You're talking about having substantively address focus on education. >> Focus on education curriculum. and funding think asking too much. That's just >> 20 minutes or less. Let's >> I'm just saying I'm just saying for a second. >> I'm just saying focus on >> pull in some other ideas. >> Well, I've had a chance to look at all the >>
047You're good. Okay. >> I I don't have to go close that. Um, I did have a chance to review the the three transition plans and you know, I kind of agree with with um with Brian. Um, I think it's it's a a little bit vague, but I think we need to do we need to see what they're going to um do after the transition as well. Um, I think we're all I mean that Dexter is a great district and we want to continue moving forward, but what does that mean in their eyes? What is Dexter to them? What is Dexter's um goal after the transition? Like where are we going? What are we emphasizing? Um how will we um bring technology to all the bond? That's not um that's a huge part of it. Like
048like um like Dan said to to be able to manage that bond money and the general fund money um is a is a huge undertaking. So to have a little bit more detail than what's just in this transition plan, I think would be very helpful. So something in the transition plan took a little more focus. That's what I would see. >> And I just like to profer a little bit too. Like we see this. >> Yeah. >> Nobody else in the room has seen this. So it I mean even if we think like, oh, I got it, that doesn't mean the community shouldn't want to hear from. So that's why I'm supportive of it. I think I think it would just be very helpful for people to feel more comfortable with that and an explanation.
049So sorry I jumped in again. Go ahead, Jennifer. >> Clearly. as a path forward that we should all take. We should not have to take you mind if I interject. I would say to that is what I would really press you a bit is this is an opportunity again to learn something from the candidates that is going to inform your final decision. So whereas I so I respect the fact that you're interested in making sure that you're being transparent with your community, but in reality, this is about the seven of you being in the best position you possibly could be in to make this gigantic decision. So I think it's more about what have we learned from this 20-minute presentation that's going to help inform our decision versus we get it, but perhaps our our
050stakeholders don't, so let's do this for their benefit. Again, I appreciate that, but that's not the most important part of this. >> That's my opinion. >> That's a good point. Thanks for the clarification. >> Um, I tend to agree with Dan in terms of wanting to have more information. And I thought that the the budget question and and understanding and managing uh the budget and the bond is very important for our district. And um I'm not sure exactly how to phrase the question, but I really think that that's an important um point that needs to be to be explored. Uh even if they don't really know how to do it, how will they use the resources that they have um to do that? My biggest question honestly and this is a question and I don't
051know if it's in a presentation but is like why do they really want to do this job? It's a really hard job. It's a really hard job and and and it's they have good jobs now and do they that's I I don't know how to ask that question either but that's the biggest question like the commitment to the job understanding that how much work it takes how many hours it takes all of the communication with the board community all of the work it's not easy and so just making sure that they understand that and hearing that that they understand that um is important to me. >> I don't have another idea other than what's already been suggested, but I feel like what has been suggested, and I'm not trying to be negative here, can be
052addressed in questions like during the other part of the interview. And I would I want to see a presentation where I see their character, where I see who's leading our district, who's making the best decisions for our students, and something that shows me that you're in this long term. Why you want to do this? It is a very hard job and you are going to take criticism from a lot of people and have to make these tough decisions and you have to live with them but you also have a community to answer to. So I I don't have a topic. I apologize but I want to see something in 20 minutes that they can present on and talk about um that shows their character to me that is someone that can lead this district and
053and keep us on the path that we're on. I don't feel like that's a presentation about the transition. I sadly I don't because that's in these documents and >> more like their vision for the district or vision. >> Yeah. Like where what are you going to be doing in three years? are you going to be back at this table across from us or could we be, you know, looking like at at you leaving and and it's too hard and and not that like failure, but something that speaks to um their character and longevity. And I don't know what that topic is. I mean, I've had some things kind of in the back of my mind, but >> but that can be the topic, right? Your vision for the district in one year, three years, where
054will we be? and they can weave in whatever they want. The bond, if they're more comfortable with talking about the curriculum side, if they're more talking comfortable talking about the wheel we got on the wall, whatever it is, my main thing that I would be looking for is how do they communicate? What level of confidence do they give the board, the community too? there. Obviously, I do think that's very important, but the board frankly like we need to be comfortable that this candidate can do the job and communicate to us. So, I care less about what the subject matter is, but more whether they have time to adequately prepare a good presentation to present on Mondays. We're talking not too long from now. And if they're not terribly familiar on one nuanced area, I don't
055want to hold that against one candidate when the other one might be right in their wheelhouse. So something more like what is your vision for one year makes a lot of sense because then they can focus on what whatever aspect of that they want. I don't really care what it is and it can be different things that they focus on, but to me it's much more about who are they, what is their passion and how do they communicate. >> I think I like that topic. But I don't know. >> That's what I want. >> I like your idea. >> I appreciate that. I I guess I'll chime in and say I agree with Brian. I don't want the candidates working to research and put something together because I agree our relationship with this candidate is
056going to be verbal. It is going to be trust. It is going to be like we need to see those elements that help us know that we're going to get the information that we need from the candidate in a timely way. communicated well, communicated appropriately and so I I agree that whatever topic we pick, it is more about how they have the discussion with us. So I I don't mind the the vision statement because also both of the candidates we're moving forward I know are on the future of leadership like they clearly thought about what education in the future looks like. Um, and so having them talk to us about what it could be here. And I like honestly I don't even care if it's real. I just want to know like what do you
057imagine this could be personally. >> Um, so I'm not going to hold them to doing it. Like this doesn't even have to be for me or here's where I'm going. It just has to be how does this person think widely and what are they not afraid to tell us and just you know have fun with it like a little bit. I guess I want to see some joy about education like I don't know. I think our meetings are like not bad here. We have fun with this, right? So like I want a candidate who is going to participate in that. >> They give a lot of presentations to us. It's every other week we get a presentation longer than 20 minutes. So like this is a trial run to what that's going to be like
058frankly for us >> and what we're going to sit through for the next many years. So >> yeah, that's a good point. I I didn't hear that as as much in the in the so so one of the comments was we want to hear I think was uh Alise said you know for the board the community and parents um but um I do want to know as a board how we will be kept informed and how that commission that communication to go um because it's really important and Chris does a good job of that. So I think part of that maybe the maybe that's part of your vision. I don't know. Um but I love the vision planning. >> Yeah. I like Yeah, I like it more than the transition. >> I guess want to
059see something like something different. And just the fact that how many presentations Dr. Tim has done this year >> bonds, right? At least about 20 of those. And we had the what does your school look like in the future, right? We did a couple of those. People show up, but it's still we're doing them and they are important to you. people can at least look on them on the website if they want to see what's the v know what is the vision for and we do want the year and half of uh the uh so >> I like that this gives it a personal touch too >> priority slide >> so I would move that the board of education request the candidates to prepare a presentation on their vision of the dis of Dexter community
060schools for the second round of interviews >> 2030 >> yeah what Did you call it Dan >> Dream 2030's graduation year? >> It's Colton Amanda as graduation. >> No, you picked you picked a perfect year. >> I don't think we actually have to vote on this if we don't want to. If you want to, we can vote. >> Make sure we >> Do we need to or do we need to have a vote? >> Formally, take action on it now. As long as there should be consensus, that's okay. >> Well, I think we still want to make sure we're all covering. >> Yes. Well, that's true. >> So, do we like that plan? >> Yes. I say yes. Amy's Amy's no idea. >> Amy's no idea. Give me the idea. I'm gonna have >> Are
061we giving are we giving a time frame for this? No. I mean, as far as like how >> one year, three year. >> I frankly let them figure out. I mean, if they want to think about it differently, that's fine to >> tell us the 20 years if they want to be in that job. >> I think they have to tell us. >> If flying cars and robot teachers are part of it, that'd be frankly kind of cool. >> Honestly, yeah. I I would love to give people latitude to be as free interesting and open as they want to be. >> Personally, did that provide you enough to convey to the candidates? >> No. >> But I I I was going to interject. It's okay. I I it's it's a good start, but I feel
062like um I need a little bit more help with that, too, but have a little clarity to that. self are you wanting to get more to what types of things will they have accomplished over the course of years? What's the vision there? Is it more a vision about how they um are able to bring people together right around a vision, a shared vision, move the district forward in a way that that instills confidence um and inspires the entire school community. And I guess I'd want to be a little bit more explicit in terms of what we're asking to speak to. >> Could be. I mean, I like the fact that they can take it whatever direction they want to be honest. >> Ultimately, it's up to you. >> Well, right. I mean, the bond has
063been approved and coming. So, it's not, you know, that's something that they're going to have to manage. So that wouldn't be like a vision of the new sports complex or the new auditorium for um arts performing but but what are you going to do when the transition happens like what is your vision for the school when you successfully are offered this job and you transition with Dr. Timus and start to communicate with us. What what is your vision? I mean it could be as as if you want it to be as broad as what is your vision for for Dexter schools over the course of the next several years >> 10 years. The next slide >> you can you can give it a number or or leave it somewhat big. I know Brian you said
064maybe don't even give a number at all but so it's more of a question than anything. >> Five years. >> I don't care but we that's more we do the helm. We don't do five years right. >> Huh? 700's a little longer or something like that. I mean it will need to be renewed about that >> likely in the next >> you don't want to turn into a plan. Most most companies at least the military government we do fivey year plans right >> you know we constantly redo five year uh so five years always good benchmark I guess but you know again if you put in not they're not hold accountable to it because once they do their transition >> and they're sworn in then we hold them >> probably have to do this again
065>> you know but to us to say hey >> plan will change when we figure out how much money they have frankly >> how much money talks about different deals >> and the board sets goals the district has stakeholder. I mean there's a lot of feedback that goes into an actual plan. What it sounds to me like is we are looking for the candidates to communicate to the board their vision of what education could be in Dexter and I don't I I guess if people need a time frame I would say 3 to five years but I think the I think the salient points seem to be what would you hope to see what would you hope to work on. If you could wave your wand and say, "We're gonna do what I want to
066do." I guess >> they don't have to stick to the helm and the boxes we >> I mean, I think, you know, we want them to communicate with us >> and so it doesn't have to be what's going to happen. It just needs to be >> here's a thought. Okay. Might be too speak Africa has gone through a lot four to five years mostly based on political stuff right that's just down to the community so what's your vision to bring the Dexter community on board with kind of with a vision for the school district come together it's not an easy one uh but it's >> Dan's wanting to work >> I know >> 247 No. >> Well, okay. >> But if you want to get more specific, that's kind of something without getting >> Did
067did a lease provide you a little bit? Because I what she said was >> pretty broad. I I think that's kind of what we're looking for is is some to allow them to work in those parameters, but without being like talk about the, you know, the battle in 1812 of this and this and this and what happened with this general like we're I don't want to be that specific. that we want to be normal. >> And I mean the candidates, some of them put things in their plans to us about some of their priorities. So they could take those priorities and just expand them and and talk about them. >> So say something along the lines of what is your vision for what Dexter Schools will accomplish and under your leadership over the course of
068the next three to five years. >> That sounds good. Yeah. >> Perfect. But but I guess I would also just with the caveat they don't have to hit every area. If they want to tell us like about two things that's fine. >> We just want to hear the type of thinking they're doing and the type of >> the story they can tell. This is not a >> yeah a plan right? >> Yeah it's not a plan. I guess that would be a communicating point but >> it's more a vision. If I'm your next superintendent and I look ahead, right, long-term vision, >> what do I expect we're all going to see and accomplish together? >> That's great. >> Okay, >> thanks. >> Okay, I will uh I think that that's what I need. I'll be
069able to fine tune. >> Thank you. And then you want us to email you our two questions and >> and then again just to reiterate there um I given you in the bolder than you got at the beginning. >> Remember that you've got quite a large bank of interview questions there that were designed to be available for second round. You got questions from the first round that you had too. >> But again, you don't even have to be limited to those. Um, you could look at your candidate profile, for example, and a question you may have is, is there anything here that we're not clear enough about yet or we haven't heard enough about yet that it would be helpful to and how do I fashion a question around that? In the feedback forms, somebody
070may have suggested a great question that you just want to go ahead and nab and leave. Um, it could be something very specific to Dexter schools. Of course, you're not going to find anything that I provided. And just to reiterate, too, if it's something, if there would be a different question, something that you need to hear more from Melanie about, but that would be different, something that you need to hear more from Brian about, it could be two separate questions specifically targeted to each of those candidates that would be appropriate, too. So, I would say minimally three, but three to five. You could overshoot the mark. There's sure to be some duplication, but the goal would be for me to from the group that you provide to Alicia get those to me and I'll assign
071you a couple of the questions from those that we suggested and we'll go run Robin in the next round. So, we'll start with the board president but then just kind of circle around us. You ask one question and it'll come back to you a chance at the end again the candidate to ask questions remarks as well. I'll come in with uh the interview questions ready for you. So I'll encourage you to bring these binders back and I'll just have them ready for you. Three whole bunch you can display it right in here. Um I think in terms of getting ready for Monday this >> when do we have to have the questions to le >> you do that by Friday. I know that's short notice but we can talk about it before. >> Great. Any
072other questions for John? >> Anything else that that you're not crystal clear on that we should be talking about. >> All right. >> At this time, I'll move that the board of education move into close session for the purposes of discussing attorney client privilege material pursuant to MCL 15.268. >> Second. Uh, we have a motion and a second and I'm just going to suggest we do a fivem minute break between um >> Oh, yes. With a five minute break, >> is there any other discussion? >> Oh, can we do a roll call? Mr. >> Hi. >> I thank you very much. Thanks for being here, folks.