06/04/25 - Special Board Meeting

001Can you hear me? Okay. Can you hear me? Yep, we can hear you. Yeah. Okay, good. All right. Well, we'll call the meeting to order then. We'll do the pledge of I allegiance to the flag of the United States of America and to the republic for it stands nation indivisible with liberty and justice for all. All right. And for roll call, a direct reflect that all members are present and we will go directly to you, Barb. Great. Thank you so much. It's uh great to be here. I appreciate the opportunity to join you virtually. So, thank you very much for that. My name is Barb Dorne. I'm the director of leadership development and executive search here at MSBA. I spend all of my time in superintendent search and superintendent evaluation. So, as you know from

002the email I sent you, my goal tonight is really just to provide you with information. so you can make an informed decision about what's next for Royaltton Public Schools. And I want to be sure I answer every single question you might have so that you can make the right decision for your students there in that district. Uh, one thing that would be really helpful for me if if you wouldn't mind is just a real quick round of introductions. U maybe just your name and how long you've served on the Royaltton board. Yep. Well, sir. I uh am Maria Trout and I am in serving in my third year. Third year, right? Yeah, I think so. Right. Thank you. I'm Ryan Hopstead. Uh this is my fifth year. Okay. Thank you. I'm Randy Hackett. This is

003my 11th year. Okay. Thank you. Ellie Holm. This is my first year. Did you say Kelly? Ellie. Ellie. Yep. Ellie. Okay, great. Thank you. In your first year. Great. Thank you, Ellie. Hey, Barb. John Andre's first year. All right. Thanks, John. Lucas Boyd, third year, Lucas three. All right. Thank you. Three. Six member board. Correct. Yep. Correct. Okay. Great. Well, thank you very much for doing that. Um, I appreciate it. So, I always ask how many have been through a superintendent search before? And I know that Randy, you have, correct? Yes. And, um, Ryan, how about you? Were you on the board for the last search? Yep. Okay. Lucas or Maria, were you on the board at that time? No. Okay. So, two of you have been through a search before and the rest have

004not. All right. So, I think there's two. Kelly has LA has two. Ellie has also she served in previous terms. So ah okay so one year on this board but you've been on the board previously so Ellie has been through it as well. Okay great half of the board. Wonderful. Um there's two good things I see when I look at this list of introduction. Uh one is that you've got a nice blend of people who've been on the board for a while as well as some real new eyes. I think it's a good combination where you're looking for leadership that the elected representatives um really bring forth experience from being on the board a while and you've got people from 5 years, 11 years and also people that are brand new so that they can

005look at things from a different angle perhaps some people that have been there for a while. So that bodess really well for you. Also, I think the fact that half of the board has been through a search and half has not is also a really good thing because there's no um expectations that anyone has exactly how things are supposed to go. So, those are both good things. Um what I'd like to do with the agenda, I'm assuming maybe you have seen that or have it in front of you. I just sent a very rough agenda. Okay, great. Thank you. I'd like to keep the conversation really informal. So, this is just an outline of some of the things I think it would be helpful to share with you. Uh, but I don't want to stick

006exactly to this. If we want to go out of order because that's where the conversation goes or you have questions, please just interrupt me. I can't see all of you at the same time. So, um, I can't see you doing this all the time, but just interrupt me if you have a question. I want to make sure I'm answering it as we go along. Um, so don't wait till the end to feel like you have to ask anything. Does that sound okay with everybody? Yeah. Okay. Great. Uh, so the first thing I do want to talk about is there are two kinds of interim searches. There's a search for a superintendent and then there are searches for interim superintendent. We are at the end tail end of search season this year. So, um, most districts

007right now that are starting up looking for someone are looking for an interim, someone to keep the wheels on the bus for the coming year and then maybe launch a search next year in December, January, February. So, you have a little bit more of the luxury of time. Uh, that doesn't mean that's what you have to do. However, you could certainly post for uh the position of superintendent and do a very condensed search. you'd be doing about three months worth of work in three weeks. Um, it can be done. I don't recommend it only because it's exhausting and you have a lot of meetings that you would need to be at and you have very little time for stakeholder input from the community, from staff, etc. if you condense it down and try and do

008it between now and the end of June because you do need a licensed superintendent on July 1st. The other option then is the interim which is where most people are going right now. And so I want to talk about the kinds of candidates. Uh there's two kinds of candidates that are willing to step in into the shoes of an interim. One is um retired superintendent that still have gas in the tank. They want to help students and school boards. They miss education. So they want to come in just for that one year and be a placeholder to make sure that things are moving in the right direction and the board has the support that they need. Usually that kind of an interim um doesn't launch any brand new great big initiatives unless the board already

009is headed in that direction and they'll support you in that way. But they are a projectbased usually one-year person and then they might want to get on to retirement or they might want to go help another district as an interim next year. The other kind of interim candidate is someone who is interested in this job longer term and they view a one-year contract as an interim as an opportunity to maybe audition for the long-term job as superintendent to maybe test it out and see how it goes in Royaltton. See if they like it, see if you like them. So those are people that tend to be maybe mid-career or a little bit later in the career, but they are not looking just for a one-year job. They are looking for something longer term. So both

010kinds of candidates work. They just have very different motivations I think for taking on the position. So, when I say um that it can affect the hiring and the interview process for the interim position, again, this is if you go for an interim position. Generally speaking, um if someone is retired and they're um you know, they they've done a great job as a superintendent, they have a reputation, they're enjoying retirement, or maybe they're serving as an interim right now. Many of those folks will not want to go through a competitive interview process for your interim position. If it's just this one-year gig, they don't want to come out of retirement and compete against someone else who might be retired because one of them is going to lose. So, in general, people who are interims that

011are retired prefer to be the only candidate that meets with the board. And that's because um their name goes public if the board interviews them. So any candidates and I think the three of you that have done searches before, you remember that as soon as you decide who to interview, those names go public. So if you have um three or four sort of legendary retired superintendents, they do not want to compete against each other in that public spectacle of interviewing with the board. So, they would prefer to visit with the board chair or a board committee in advance to figure out if they're the right person for you. And then the chair or the committee only brings one person to meet with the board for an interview. And the assumption is that that person's going

012to be brought on board as your interim if they winnow it down to just one. Does that make sense? the other kind of candidate that is looking for a longer term opportunity, um they're more accustomed to the competitive interview process. So, they may not mind their names going public that they're looking for another opportunity. So, if it's someone that's looking at this as a chance to get a leg up in the opportunity or maybe um you still could conduct a search next year if you wanted to um but if you really really like this person, you do not have to conduct a search. There's no requirement that you conduct a superintendent search. So if you have an interim that wants to stay, you can simply say, "Hey, we'll give you another contract maybe two or

013three years this time." So that kind of candidate will usually come in for an interview and the board might meet with, you know, two or three people. Um, any questions on that? And again, I'm just speaking in general. I can't speak for every candidate. I've just noticed that retired folks don't really want to stick their neck out there if they don't think they're going to get the job. We're good. Um, okay. Ry's just a second. Ryan, have you explained to her our board uh butcher? Not yet. Yeah. You want to? I I mean, she should know that. Yeah. Yeah. So, so we we don't have a chair and vice chair. We have co-chairs. Chair for us. So that's that's really yeah I should probably know that. Okay. So the co-chairs for example could meet with

014candidates um or do Zoom interviews or have coffee with whomever without those names going public because state statute will define someone as a finalist once the school board selects them for an interview. So that's kind of that differentiation. So if there are people on the board, if it's the co-chairs or the exec committee or something or a personnel committee, you could winnow the pool down to one person or one, two or three to bring them back for the whole board to talk to. So yeah, thank you for explaining that the co-chair model that that's helpful. And I mentioned protocols for the full search next year. Um that's only if you choose to do a search. Now, if you end up with a retired person who only wants this for a year, they're planning to be

015done on June 30th, 2026, you are definitely going to have to do a search next year. Um, that's good and it gives you a fresh start and people know that that person's only there as a placeholder. So, the pool might be pretty good if you have someone in the position as your interim who wants the job long term. They really like that. They really like you as a district. Maybe you really like them, but you still want to do a search. You know, cast a wide net, spend the money to conduct a search, but they're welcome to apply. What can happen in that case is your pool is going to be a lot smaller because again, other folks won't risk their name going public to interview with you if they think that the interim has

016a slam dunk on the job. So an interim who wants the job long term, if you do a search, it can subdue your pool to a smaller number of people. But again, you don't have to do a search either. Sometimes there's an interim who's in the middle of their career that realizes it's just not a fit. I'm happy to be looking elsewhere. So they start looking elsewhere next year for another job. And they maybe tell people, I'm not interested in the Royalty one long term. I told them it was one year and that's what I'm going to stick to. and then your pool would probably go up again with some more numbers. Um, but if you have an interim who is shouting it from the rooftops that they want to stay because they really love

017Royaltton and they want that job, it's a risk that some other candidates won't take in terms of applying and having their name go public. Make sense? Okay. So, that's all I'm going to say about candidates for the moment other than I have been getting some phone calls. Um, when people heard that Christine had gotten the job in Hastings, I got calls from five or six people that are interested. Um, half of them are retired and the other half are looking for a longerterm gig. So, you've got interest in this position. It's a really great district. Um, your reputation is very good. Your location is really good. So, you already do have probably five or six people that will throw their hat in the ring for this. Okay, that's great. Okay, awesome. um formality of the

018search. I'm going to touch on that only um from the perspective of how they're different because I did mention a typical search is about 3 months. If you do a full search in 3 weeks, again, tough to do, but you could do it. Um generally speaking, an interim search is way more informal. Okay. Uh the timeline, it's a couple of weeks. You right now have about three and a half weeks to have a signed contract. Hopefully, someone would be in by July 1. If they're not in by July 1, you always could ask um a neighboring superintendent to sign as your identified official with authority on behalf of the district. Some other superintendents in districts around you might say, "Yeah, I'm willing to do that on a, you know, a daily rate." Um, I don't

019know Christine if she'd be available to do it, but sometimes there are superintendents that offer a short-term sort of bridge signing service for all your official documents, but there's nobody in the building all the time. Those are just kind of band-aids. Um, so you could bring someone in the first or second or third week of July if you have someone willing to sign those documents for you and serve as your official superintendent during the early part of July. But ideally your timeline you'd have someone ready to start July 1 in Royaltton. Um stakeholder input, I mentioned that earlier. If you do an interim search, it is more informal and there is no stakeholder input. So you do not do a survey of your community or your staff. Uh you don't do any focus groups. You

020don't have anyone else participate in the schoolboard interview with your finalist or finalists. Um so they do not have that kind of input in the interim search. the hiring criteria or leadership profile generally again as um a placeholder. The leadership profile it's what's on the horizon this year and it's that's all you're really thinking about is what are our biggest fires between now and the end of June 2026. We need someone with background in maybe it's finance, maybe it's running a referendum, maybe it's um recreating administrative structure or something like that. If there are things immediately on the horizon that this person's going to step into, that you want to talk about and make sure that candidates know that's the kind of person you're looking for. When you do a full search, the leadership profile

021is much more in-depth. Board members take a hiring criteria survey. We craft a leadership profile with bullet points about what's really important that's in the brochure. There's all kinds of stuff that happens for a full search that would not occur in um an interim search, but you do want a couple priorities identified that the board should talk about and really say we want them to have this, this, and this or experience in these two areas or things like that. And then brochure and posting. Um there's no vacancy brochure for an interim search. You can post it if you want to on MSBA's website. We have a couple of interim searches right now that have put it on MSBA's website um with the um resumeumés or a cover letter being sent to the district. So the

022the district runs the interim search. MSBA does not do that. Or you could skip that sort of application process and I just send you the five or six names and resumes that have told me they're interested in Royaltton and that's your pool that you start with. Um it saves you time if you do that. Uh we do keep this running list of people who are interested as being in being interims. So I've got people already but if you wanted to post you could. Um, other people would say you also want to maybe put it on your website for a week or so just to meet any um, equal employment opportunity criteria that say we posted the position and you know Barb sent us six people, but anybody else who's interested could have thrown their hat

023in the ring during that week. So I would turn to your HR folks for that. Um, not all districts do actually post it because of the informality of this process, but that's entirely up to you. It's one other thing that you could think about doing. Any questions on that? I just talked a lot about the process. Good. Okay. Rolling on to state statute. Um, I do want to mention the open meeting law because you must conduct the interim search or the full search in open meetings. You can never close a meeting for the purpose of finding your superintendent. Um the only time you can close a meeting for your superintendent is to conduct their evaluation but um not for the search process and that includes the interim. So that's why I mentioned those interviews. Those

024are being done in a public meeting. Those names go public as soon as you choose who to interview. If though you have the committee or the co-chairs kind of looking at the resumes or doing phone calls with everybody and winnowing it down, generally those do not need to be posted as open meetings. Now, one of the things I didn't um didn't ask when I started is I don't know if you have policy 213 in Royaltton. Um that's the policy you would have adopted that says we treat our standing committees just like the the board. So, your standing committees, if you have standing committees, have the three-day posting requirement and you have to conduct those committee meetings in the open. Um, so do you have a personnel committee or anything like that? That's a standing committee.

025No. No. Okay. So, this could be considered maybe an ad hoc committee and maybe it's just the two co-chairs or the co-chairs and one person, although that's well, you just don't want a quorum. You definitely do not want a quorum going through the resumes. Um, so you don't have to do this in public until you're going to interview people. Then you have to do it in public and it has to be posted three days before like tonight's a public meeting, right? This was posted. It's a special meeting. Um, do you have any audience members or just the board and and Christine? No, just the board staff. Okay. But the doors are open. Someone could come in if they want and that's same requirement for your interviews and such. Okay. Um I mentioned the data practices

026act only because you are dealing with um personnel data. So if I send resumes and names to somebody on the board, that's private data. So you have to be super careful how you handle it. You can't tell anybody who's expressed interest in this job. The only time time that names goes public again is if you choose to interview them. So, please be really careful with privacy concerns and the people who have said that they would like to talk to you about this job. That's all done confident confidentially. You don't put their name out there. You don't post it or anything like that. Any questions on state statute for for that portion? So, if you sent them to board members, can we share those with the other board members for them to look at? Yes. very

027carefully. Um, you could certainly or I could even send it to all board members if you want or I just send it to one person or two people and they forward it. The one thing I would say is make sure that you uh BCC everybody so that people don't start replying to the emails with their thoughts on the candidates. You know, if you do um two and it goes to everybody, if someone replied and said, "Well, I really like Jim Johnson and Sue Jones." That's board business that you need to do at the board table and someone could request your emails through a data request and that could be a violation of the open meeting law. So you could share those one way for information only with a BCC so that if someone replies it

028only goes to the sender. You're not having one of those serial meetings discussions online. Be really careful of that. And then the only other thing I'd say is when you send it, make sure because people will probably look at it on their computer, be really careful where you're looking at it. Um, kitchen tables are out. If your family's walking around behind you because they could see a resume and you just broke the law. Um, be careful in coffee shops. Be careful in your office. Anyone that can look over your shoulder at your computer screen, you run risk, you risk um, breaking the data privacy laws in Minnesota. So yes, you can certainly share them. Board members, I know you're you're used to handling confidential data. This would just be one more thing that you'd have

029to be super careful with to ensure that nobody sees what you're looking at. But they could respond just to the sender with I like candidate number one and number three. Yes. Without names and stuff like that. Yes. Okay. And you could, if you wanted to be real careful, call them candidates 1 2 3 4 5 or ABCDE E. And when they reply to whoever sent it, I I'd love to talk to candidate B and D. And then you don't risk the emails, you know, sending it to the wrong person or something like that. So, yep. I think that's what we did last time. Okay. Thanks for the question. Yeah, we got it screwed up and Oh, yes. Yeah. So, I want to talk about lensure for a second. They must have a Minnesota license, a

030current Minnesota license. Um, we ran into an issue last year with a couple of retired folks that assumed their license was still current and it wasn't. and uh they had to scramble to get a variance from BOSA, the board of school administrators, and they had to start earning CEUs toward reactivating their license. So, we don't want to ever assume someone has a current license. You'd want them to confirm and give give you a copy of a current Minnesota license. Uh sometimes people from out of state are looking to retire in beautiful Minnesota and so they hear about openings especially in central and northern Minnesota and they are interested in the job. Um we do not have reciprocity and I think too many superintendents in our neighboring states think that we do that if they have

031a license in Iowa or Wisconsin that they could just get here you know show up and start working. That is not the case. Minnesota is one of the few states and maybe the only state that does not offer reciprocity for superintendent licenses. They're going to have to get a variance. They're going to have to jump through some hoops. So, if you have an out of state person who's interested, be really, really careful. They also have a disadvantage in that they don't understand um Minnesota's educational finance laws, which are pretty complex. They'd have to learn it and some people have the skills to learn very quickly. But our educational system here in terms of how it's financed and also the tiered licensing system can be a challenge for someone who has not been a Minnesota superintendent

032before. So if you want them to hit the ground running, your best bet is to hire someone who's been a Minnesota superintendent and in particular someone who's done it recently. Um, some of the retired folks that heard about your opening and are interested maybe have been out of education for a year or two or more. Um, doesn't mean they're not going to be a great interim superintendent and they've probably kept up on some of the changes coming out of the legislature. Um, people who've this past year or this current year been a superintendent are going to have working knowledge, you know, obviously more quickly than someone who has been out of the saddle for a year or two. I'm not telling you that you shouldn't talk to people who have been out of the superintendency

033for a year or two. They're probably still amazing people. Just that learning curve. You want to ask them about things like the Read Act and some of the things that have changed this last year, especially to make sure that they have that knowledge or could access that knowledge pretty quickly. Uh the only other thing I've got is contract options. You do need a contract with both an interim superintendent and a superintendent. Uh interim contracts generally are one year at a time. Um superintendent contracts usually are three years. We've seen some two-year contracts lately. Um but very few people would take an actual superintendent job with a one-year contract. They want a little bit more time to prove themselves. But the interims are expecting a one year. Now, we've had some people stay at their interim

034position for two or three years and just have consecutive one-year contracts. Um, we have someone that started as an interim superintendent and they've been there eight years. I think they moved to superintendent after the second or third contract and just finally said, "Just be our superintendent." So, it it could turn into a long-term relationship even if it's not intended to be that way. But, you do have to have a contract. Um, MSBA has the model contract for both superintendents and a model contract for interim superintendent. And if you want me to send that to someone, I'm happy to send one or both of those off. Uh, when you negotiate, they're going to have different needs. Also, keep in mind that people who are retired need to talk to their financial advisors so they don't lose

035their retirement benefits by working for you. and that's on their end to make sure they're not going to mess up whatever they're getting for retirement from their their work in school districts. Um, very often when they're retired, they don't need health insurance benefits either. Uh, sometimes they're looking for more flexibility. We have had interims and it's not always the retired folks. Sometimes a current superintendent is looking for maybe one day a week that they could work from home, work remotely. um kind of have to be creative with the contract negotiations when you find the right person. It's not one-sizefits-all anymore. So, just keep that in mind. Uh I had one more thing on contracts. Can't remember what it was, but I'll think of it. Interum superintendent contracts. Oh, well, it'll come to me. Uh, that

036is all I've got for you, but I want to answer your questions and talk more specifically about next steps for Royaltton. So, I'll stop talking. I've done a lot of talking, so I'll turn it back over to to whomever, Ryan or the other chair to um take it from here. Y what questions? I have a question. Y um Barb, have you ever worked with any districts that look at co-oping with a neighboring district or superintendent? Yes. Yes, it uh it does occur and it depends on the relationships between the district and the person that's serving both districts. Um, one of the most important things if you have a shared superintendent is that you're really, really clear about how much time you expect them to be in both districts. Um, some people try to do, you

037know, they say it's part-time in this district district and part-time in that district and they try to do it and it turns out being full-time in both districts. So, they got two full-time jobs. That doesn't work. Um, some people also also aren't great at balancing priorities. So, it has to be someone with the temperament to be able to serve really well in a part-time capacity to two very different um possibly school boards and districts. So, yeah, we do have some of those. And I have a um PowerPoint presentation that Gary Lee gave at the leadership conference about a shared superintendent. Um and I can forward that to people if you're interested as well. I would take that. Okay. Should I send that just to you or to everyone? Everyone. To everyone. Okay. So, the shared

038superintendent PowerPoint to everyone. Does um do you want uh contracts yet? Model contracts interim and both of them. Okay. Both contracts. Okay, got it. Yeah. So, that's a viable option. And sometimes, um, someone who's looking or district looking for an interim will approach a neighboring district, usually it's the the board chairs talking to one another about, um, could we maybe lean on your superintendent to get us through this coming year, even if that superintendent's full-time. And so they might buy one or two days a week from the other district. Obviously the superintendent has to be okay with that as well because they have a contract with the other district. But uh sometimes someone's willing to work for both districts just for one year. It can be less expensive for you, for example, to contract with

039a neighboring district for someone a day or two a week versus 5 days a week. um it can also be, you know, a cost savings for that district to try to cut their person down to part-time to save them a little money um over the course of the next year as well. So, again, if you're creative and you find someone interested in working with you on it, uh that can certainly be a route you could take, too. Thank you. You're welcome. Any other questions? I'm good. Lucas, I don't think so. I can't think of any at the moment. I'm good. I think that's that's it for questions from us. Okay. So, shall I log off? And if you need anything, you just shoot me a text or an email and I can log back on

040during your meeting if you need me to. I'm I'm going to be in the office for quite a while tonight doing some things. So, yeah, that sounds great. Okay. All right. Well, it's great to see everybody. Thank you again for the virtual option and um reach out to me tonight. I'll be here probably till at least 10:00. Uh if you have questions during the evening and then if someone could let me know um tomorrow, tonight or tomorrow, what you decided to do, I told the folks who have inquired about this that I'd get back to them with what your board decided to do, no matter what it is, even if it's to delay the decision for a couple of weeks. Um I told him I'd let him know what he chose. So that would be

041appreciated. I can send you that tonight whenever that was approved. Um, sounds great. Yeah, I think that should be good. I'll see you later. Take care, everyone. Thanks so much. All right. Bye. Bye. Uh, discussion. Do we want to do an interim? That's the way I'm leaning. But I would lean towards that or even doing that co-op, you know, like a time just I mean as we talked a little bit about our start to negotiations just to save that initial gut feeling. The hard part for me on that is that time, you know what I mean? like talking to three or four other superintendents and then talking to their board and then they would have to go to their board meeting and you know like they might that might not happen this month. That's the

042only thing I worry about because we have a lot going on at least financially for sure and negotiations and all that stuff. That's that's a lot of uh outside work. So that's why I'm leaning towards interim versus versus that because I'm all for looking at that. Um and that may be like a January December January conversation of what we want to do that point. That's just my opinion. Right. I don't know. That's the quirky thing about it. I wish you knew who the candidates swear to do something about him because you know the pool of candidates that she knows of is who you're going to get hit by. There might be a a liar in him. But I mean that that's that's right now where you're you know if you knew if you knew anything

043more about it the interim you know all that does is keep the wheels on the bus. all it does. I don't mind the idea of hiring for somebody who wants to I mean, as a board member, I I like the idea of a test drive with a superintendent, you know, without all the, you know, it's not like not like the TV shows where you you meet somebody, get married 30 days, you know, you get a year to to see what it's like. I don't know. I don't know. I'm not a I don't I don't do hiring and HR and all that stuff every day. So, for me to look through the stacks of paper, all I can do is measure them after I talk to them. That's all I can measure. So, I don't know.

044Um I'm not sure because I just was trying to absorb all the information. It's such a unique process for an interim in comparison to what I was imagining I guess. So the weird thing is I guess unique processes such a like you know it feels like a limited process you know. Um I thought the same thing because I learned that as we were talking on the phone. So yeah, like all of the rules that she was kind of insinuating we must swallow and I I was just I guess surprised by them all. So I'm just kind of wrapping my head around like the interim process. I think the interim process or the co-oping process is obviously much better than doing a full search at this moment. Um since it's not the right season for that.

045Uh yeah, I don't know. I'm still trying to figure out what that would look like. I guess you know what our what would our committee look like? Just the two chairs. Well, I won't be here for it because it's going to happen in the next two weeks. It's right there. You know what I mean? So like I can get the information, look it over and still respond and stuff like I I have the international plan so I can do all that stuff but um but really it'd be three of you guys getting together with that. We we don't have that policy 213, do we? No. So I would like to see multiple candidates. You know, she said that, oh, some will shy away if you bring in more than one. Well, that's part of the

046job. I'm sorry. If you want the job, interim or not, you got to compete with somebody. You don't just get it because I'm retired. I don't want to compete with anybody. So, I want to see multiple candidates and I want to see us advertising online. So, if there are any local superintendents or local people that are licensed superintendent that would like a stab at it, I think uh I think that's the way to go. I think we get as many candidates that we can and then uh put together a group of three of us and sit down and talk with them [Music] and see what they have to offer. But I don't think we limit ourselves to one person because they're retired. They don't want their name public and don't want to compete because they

047might lose. Well, I'm sorry. Then I guess don't put your name in the hat. Will it become public if all board members interview, right? That's not spoken, right? But you can you can get a group of candidates, three of you meet and then she because she had said that you could talk to them and get a feel for them. But I still want all board members involved. You know, I don't think then it becomes a public meeting, but it's not right. I don't know. Yeah. And I I like, you know, everyone gets a different feel. I agree. I'm afraid if we do put it public, we're going to also narrow up the people that we get. People will not put their hat in the ring or I've been there personally. You never want to put

048your name to a different position if you're not going to get it. Uh so I get both sides of it, but I do think we have to go the interim route or co-op route. I would hate to rush this and not get input from the community like to to go through the full process. I don't know what the best way about it is either because I also want to make sure we get the best interim candidate because if we get the best interim candidate, they could be our full-time potentially hate to make the wrong decision there, too. Well, you could make the wrong decision that way and be glad it's only one year. That's the other plus, I guess. Yeah, been there. I drove that bus once. That's a lot of fun. That's why I

049would like the larger group because the larger group are the ones that they want to be long term. So now you can take them, put them in the spot as an interim for a year and if we decide we like them, we may, you know, sign up a long-term contract with them without even going through a search. So it might save us time that way. I think if we're just going, let's just do interum right now and that's it. I think we may get some of those candidates that only want the one year and then maybe better candidates that are looking longterm, they, you know, won't miss out on them. It'd be interesting to ask her if if she told those five we want to do a intro with interviews, how many would still want

050their hat in the ringer because that might be down to zero all of a sudden because they're not comfortable putting their name out because they have current roles. So, it would be interesting to see what she would say if she has a feel for them. Yep. I think she does. I think she has a a good pulse on it. So, it would it be nice to to see her thoughts because I wouldn't be opposed to it if there was multiple willing to interview and have their name public. I do think you get a better read with a committee of people interviewing versus just one or two meeting with them. Everybody picks out such different things, characteristics that just mannerisms. It's it's it's a big decision, I guess. Yeah. That's why I'm so confused about the

051stifled process. You know, I was looking forward to the multiple perspectives uh and people gleaning what they see in each candidate. So, that was kind of a surprise for me to realize that the bulk of the decision would fall on the minority, two people or three maximum. Um that gives me reservation. Agreed. That's all. So, I'm just trying to understand the full process and see what other avenues we have to take. Maybe buy some time by maybe reaching out to a couple superintendents. I mean, we can do it in a couple days and somebody can say, "No, we're not doing it." Even to buy us time into July, you know what I mean? Yeah. And just somebody that can sign superintendent, you know what I mean? It would buy us some time if you have

052to have somebody with a license superintendent license, you know, with negotiations and finance. I mean, I be I think still she knows all that. She do it. Yeah, she do that, right? you you probably wouldn't depending on who you know I can't say for sure but it'd be pretty hard to do all the committee work when you're full-time someone else and it's negotiation time for everybody that's where shared can be challenging just those kinds of things but it's not impossible you don't need them a little bit if you just need the signer like just somebody to be your aisle where they sign the stuff that you need signed like get make sure people have access to stuff I can even do that doesn't matter but if you want more than that to just someone questioned.

053July would be your best time to have one of the super because once August hits you out on there is opening week all that get ready. I think that's main question is asked Barb who would be willing. Yeah. Right. Center. Okay. Um and I guess I'd like to see the the list that she has, you know, the list of candidates, who they are, where they're from, where they've been, what they're doing. Well, I I think we'll only get those once we decide what we're going to do. So, like if we say we're going to do an interim and we're going to uh have this committee meet with them and whittle it down from board members and then that committee talk to, you know, three or four or whatever it is they interview. We'll have to

054tell her that and then she'll give that out and then they'll apply or they sure. So, and she I this was a question I had and I forgot about it. She's mentioned something about um I just wrote down having to spend the money to conduct a full search. Do you have any idea of what that cost is? Uh last time it was about 10,000 something like that because they um so with that they do like they set up all the quizzes that that's the that's the purchase services cost also cost the district because there's a lot of meetings a lot of you know a lot of lot of hours and if we ask people to pay here for that it it so you're thinking a lot like me I so I like the idea of

055oh you could probably get somebody that's if you did a full superintendent search would apply for the job you're probably going to get somebody to apply for that maybe you could hire them without doing that full search and stuff and that my experience erience and what take it for what it's worth. But I think that's great, but we do have to make the best decision for the next year before we before we make that step. And if it happens to be that, that's what it happens to be. But we do have to make the best decision. And I don't I don't know what that means even. I just I don't want to get all caught up in thinking we're going to get something done and then find out, well, that was a bad decision. So

056I babbled said nothing. So I I think I interim or a co-op. I I'm not really all that interested in retired person coming in and stepping in for a year. I'm not terribly interested in that. So, I think that's where we say we're looking for interim possibly looking at fulltime, right? Well, either way, it's an inter. Yeah, I know. But you're going to want they're going to want to know which way you're leading. Correct. Yeah. Either way, it's an interim, but either way, it's a year or you can compete, you know, or it could be longer. Right. Right. So she said uh um two probably two would maybe go through it then. Yep. That's what she thinks anyway. You're really close. And that that's without putting it on our website though too. I think I

057think that is a good idea to put out there. Yeah. Well, and that hurt that wouldn't hurt anything through that either. Like I I'd like it on MSBA and on our website to put it out there even if it's for 10 days or whatever. Yep. Just to advertise like we're looking for an interim superintendent. Do you have to be clear in that policy? Like are we doing the interview process or do you just can they reach out to one person? Well, that's going to still make a difference. would still reach out to one person, but they'd meet with the committee first and you guys would figure that out before they would, you know, go into the pool of who we want to interview. So, tonight we need to decide what route we're taking and then

058probably who that committee is. That we don't have to, but I I think we can. We should. We're here. I agree. I think we got here. You want to start? Yeah, you got started. So, from what I'm hearing, we're going to look at an interim with competition like interview competition to do that posted on MSBA and the school website. Um, is there anything else? You're going to post both places, right? You can always fail the search if we don't like either. I assume Yeah, I was going to ask that question. What happens if you only get to Well, just make the assumption we get those two we don't like either. We just fail and then we have to figure out the next step that ability. Then I assume that those people that were probably ain't

059going to be working anyhow. So that you can probably fall back on that other draw back to that. Yeah. I don't think there's nine school districts or three superintendants, right? No, but there are districts looking for similar. Okay. Absolutely. And our actually post it very well. So what if we were to look out to look for a co-op option just to have a signer waiting in wings? We're not going to accomplish this. A co-op's different than a sign. Okay. Well, I'm kind of seeing, you know, like just reaching out to any other superintendent close by. Would are we just going to cast a net and do them all or are we are we going to specifically choose? If we need a signer, we just continue Christine not further. If you just want the signer, if

060we just want a signer, if we're looking for anything different, then that would I would agree would be a different conversation. But if we just need the signer, although now that I think about it, you'd probably have to talk to the current board of whomever that's even for a sign. So, I don't know if I can do that. I don't know. A co-op would have to definitely get Well, right. I think a sign, too. that talks about when you work outside of your contract, you have to have board approval. Is that language in there? Those are pretty consistent across every superintendent. So, you'd have to get board approval for that. Doesn't mean you want the board, right? It's just another step. That's why I'm asking, do we cast a wide net to all of the

061districts around and just hope someone has a board meeting coming in two weeks that they can get this, you know, I mean, that's really what it all depends upon is when their board meeting is going to land. It's going to land before July 1st or we have to have this position filled. So, what if you have no sign? That's a dumb question maybe, but what happens? They have to say that they're not going to fund you. Okay. Well, you can't run a high school without a superintendent. You can run anything without a principal, but you can't run without superintendent. So, I don't I don't know about the funding necessarily, but you wouldn't have a the individual with authority. Heidi's your backup. You know, business managers are generally your backup. So, like the superintendent was in

062a sudden car accident, couldn't do anything. That is a signer. But I just don't know the and so I think we asked Barb to come back on. she might be able to answer those questions for us and help us know exactly ramifications of this. You want me to ask you to pop back on? Hopefully we don't get to that point in that issue. Was good to ask. We don't have a lot of time. Yeah. Right. I guess I didn't realize I didn't realize it was a till the year started. I didn't realize we had three weeks or two and a half weeks. And then you throw the old meeting law in there, you know. So you have to have so many meetings and everyone has to be posted three days in advance and you know

063it starts to be a logistical. Thank you. Thank she'll be on a second. Thank you. Hello. Hi, Barb. Welcome back. Thank you. Um, we had a couple questions. So, what was the first one? Uh, what happens if July 1st we don't have a signer? What What are the ramifications of that in the Iowa? In theory or in reality? I'll probably tell you both. Um, in theory, you'd be violating statute because you're required to have a licensed superintendent if you have a classified secondary school, which you do. You have a high school. So, you would be in violation of statute. However, I'm going to tell you that the state of Minnesota has bigger issues right now than pursuing a district who's without a superintendent for a couple of weeks. Um, it happens sometimes. You think about

064a superintendent that um has a health crisis or gets in a an accident or passes away in the middle of the year. There are districts that don't have someone as a licensed signer for a little while. Um I think the main thing would be that you're making an effort to get one. And if you're making a good faith effort to find somebody and if anyone does say, "Hey, why don't you have a superintendent?" you can tell them what you're doing to get one. So, in reality, I don't think there's any ramifications unless you go months without a licensed superintendent, then I think someone's going to get pretty concerned. But the transition time, it can get messy. People are busy and like I said, they've got bigger fish to fry at the state than track down

065districts without a superintendent for a couple weeks. So, I personally think you'd be okay, but I'm not an attorney and don't quote me, but um I think you'd be fine. What was the other question? You wrote it down. I would know about the finance the the expense. You guys already answered that full search cost. Yeah. What So currently what does a full search cost? How many um students are enrolled at Royaltton approximately? A thousand preks through 12. a thousand. Yep. Okay. So, we have an enrollmentbased um fee structure. So, districts under a thousand, it's uh this year's fees, it might go up a little bit next year, but this year for under 1,000, it's 7,900. For 1,000 to 2,000 is 99,900. If you're close to a,000, we're going to do it for 7,900 this year.

066Now, again, if you do it next year, it might be $500 more because we always review our pricing every year. So it could be a little bit higher, but I think between seven and no between eight and 9,000 tops. If Do you count preschool or do you just do K12 enrollment? We should do prek12,000. Same kind of thing though is we don't we don't want to, you know, make our members, you know, debt their budget by trying to pay an extra 2,000 for a search. We'll do it for what you can afford. And if you're close to a,000, we round down so we can give you the lower price. We have 62 kids. [Laughter] Good questions. Um, any other ones at this point? Anybody else? Okay. Well, I'm here. If you need me, just text

067me again, Ryan, and I can hop back on if something comes up. Thank you so much. All right. Bye. Bye. Bye. It's nice to have them like that. Yeah, that's pretty good. So what do we think we want to do do the in interim with competition post on MSBA and on the school website? I I move that. I move that. I don't think we have enough time to do a full search. I agree with that. Yeah. Agreed. All right. So, Randy motion. Yeah. Okay. Is there a second? I'll second it. Right. Any other discussion? All right. All in favor say I. I. I. Oppos. All right. Motion carries. All right. Anything else to discuss on this night? We want to put a committee together. Yes. Thank you. I was waiting for that. There was something.

068All right. Uh, who would like to be on the committee? I would, Lucas. I think I wouldn't mind. Oh, yeah. Sure. Okay. Well, you're going to get most of the information. should you send it to us. So, um so we'll do that. Uh, I'll let her know that tonight and uh um we'll see if she comes back with with she tells everybody and and what that looks like. And then um I will ask her to contact Mandy and David and Christine about the language that what the posting should look like between MSBA like if we need to do anything or if they have that posting so we can match it on our website um to do that. And then when we get that stuff, so what are we looking at? About a week to open

069it up and close it to have that deadline. I'd like to see it open for a full week. Yeah. So in around 16th, right, of assuming it gets posted next to Yeah. Well, that Monday's I think Monday's 9th, right? Yeah. Posted tomorrow, right? Yep. But that would still give it a full week. A full Yeah. If we could do we get it posted by the end of this week, I would say 13 or 16. Or was it on the 16th? Okay. All right. In the meantime, she can send us when she's getting she can send it to Ellie the as she gets. Yep. Would they would they be applying through MSBA then? I assume. Nope. They would get sent here. They get sent like to Mandy. Okay. And then she would forward them to us.

070The applications they fill them out at MSBA. That's what he's saying. They they apply at MSBA and they forward them to you. Yes. Yes. That's what she's saying. You said it. So, so our language on our website is going to have that process on it. Just Yeah. to apply at MSBA, right? But then also I just just so we know. So she'll send them but everybody gets to view the application because you can do BCC and then a committee actually that means I'll take care of that or just send one individual. was going to say don't me what is that blind copy blind copy people and that way can't if that person replies it won't only go to the sender it doesn't go to everybody and you also then keep we one person I don't

071reply so I'm doing good if I get it right so what happens is Ryan would send it out to all of us but we would only see it as it came to us because we're VCC what's the committee for it because we're doing the interview process to put to even being a finalist. Yes. Because we may get 12 applicants. That's fair. You know what I mean? So, I just didn't know if we could all respond via email what we needed to committee for if we're all seeing it because you can't conduct an interview still or can you still meet with them if we're doing a full interview? So, that that's the three people are going to meet with them ahead of time. They can though. They can. Even when you're doing a full interview process,

072you better double check. I we we can always do screening ahead of time. I took it differently from her. I that's what I thought the difference was of the two. But if we can that that makes sense on why we have the committee. That's why I was confused. Yep. So the committee whether we're doing a full search or not that committee could meet those I just want to comment one thing that you can do because this is how a normal search is done. The entire board sees the entire candidate pool. It still is private data and then those the MSV puts forward who they so we get an example few times. So you might the this a particular board may want to see every single applicant. So MSBA will have let's say 10 applicants and

073they put forward their five. The board can review those five and their ABCDE. They're not names are not public. The board says I don't want E. I want G out of here. And they pull them and then they become finalists and get actually interviewed. That way you don't have a subcommittee of everybody seeing every application and then you decide if you want to go with MSBA because they'll give you if you had a lot of applicants they would give you a recommendation of who they think their five are because they got them first. They we get called or interviewed on the phone with MSBA like quite an extensive phone call and then it comes. So if you're going to go that route but they're they're not doing that with the interim certain shoot. They're not

074going to call references. They're not No. You know what I mean? They've already led. Well, they've had just people come talk to them. So, whoever applies, they're still not going to call the references. That's that committee is going to have to talk to them and call references because not paying them. But actually, true. But even when you get your finalist, you still call references. Yes. I'm saying like if we have those if we have 10 applicants and those that subcommittee takes it from you know takes the input from everybody and wants to meet with these six they can meet with those six ahead of time and then say we're going to pick three out of these six to come to the board for full interviews or they could say all five or all six right

075that was still I just know that it's your It's not my place. I'm just telling you what I've experienced in Eden. Yeah. But those have always been full searches, too, haven't they? They have. But I'm just saying if you're wanting to see everything, you know, to keep everybody having an opportunity to see everything that's done. That's how it's done in a full search. I wouldn't ask that. Yeah. You know what I mean? So every you don't have just three people seeing all five and putting forward two. You have everybody seeing all five. We'll all be seeing them, right? On paper. You won't be able to paper doesn't help. Well, actually though, that's all you get there, too, is seeing them on paper. Yeah. Either way, you're kind of stuck with paper. Either way, you are

076stuck with paper. Oh, yeah. Finalists. Yeah. Got it. That's why it's nice to have the committee because you can do that one extra step, get to know the person a little bit. That makes sense. And go that person's not going to fit in here, you know, or they will. And this would be great, right? Well, that's those three's perspective, but the other three may have completely different perspective. Yep. And that's why we do the full interview. That's where the full interview comes in. Yep. What I'm saying is unless I talk to the fourth though through that like in the three you don't get to you're trusting uh so with that do we want to schedule a meeting to document that right anyway? So Ryan, so the committee would meet on a full meeting to interview.

077So we would have to have a meeting to decide finalists and name finalists first. Correct. No, the committee I thought was putting forward that recommendation. But how do we announce that? How does that go public? Right. We should ask for because you can likely just I don't know that you need a meeting. I don't know. We should ask her to go also because you don't if you don't have to extend this any longer than the two-year-old. Yep. So, should we have her come back on and ask that question? Yep. Yeah, sure. You might as well get all the answers while we're here, right? And do it right because you don't want to break any law. No. Put yourself in a position when you get sued to interview somebody. So last time we did a super

078full search, I was the chairman that wasn't very good at my job because it was the middle of CO and everything was on computers and I was trying to figure out how to run them and we labeled them AB CDE E and then we mislabeled them or numbered them then I don't know. But so we were in the middle of a conversation and we were talking about different people and so try not to screw that up. I guess that's my only thing I don't. So I think Mandy, you can probably handle that, right? So as they come in and know you're getting ready to see one, this is a just put it on there. Next one B. Then when you send them all out, they'll be I can do that. There she is. Hello. All

079right. What was our question? How do we announce committee? Yeah. Oh, the committee. So, um, we're looking at right now looking at an interim but with competition. So there would be uh interviews for it. Uh we would like to post it on the MSBA and the school website. So I know we own some of that. So what we were talking about was as those as people apply, they would apply and send it we could have send it to man Mandy here, right? Yep. Okay. So once they do that, Mandy can letter them and uh and send them out to the entire board VCC the entire board and uh they so Ellie could ask for everybody's feedback and compile it right there. Um, with that we can have a subcommittee of three that could do interviews

080with or Q&A I should say maybe not interview but Q&A with any of those candidates to whittle it down from 6 to 3 or 10 to 5 something like that. Is that correct? Sure. Okay. So once they do that, then they can bring the recommendation back to the board and the next meeting we have will be these are the five finalists that we have that we're announcing and we're going to interview and we can interview that night. Is that correct? Yes. So you're saying that you would um name them the night that they're interviewed? Correct. Okay. Yeah, I think you could do that. Some some boards like the night that the subcommittee says we're going to recommend candidate A, B, and C, that that night because the board has decided to interview them, that that

081night the names go public so people know who's going to be interviewing on the night that you're going to interview. Yeah. Well, as soon as we have the agenda set, that they'll be on that. So, okay. You know, three or four days beforehand, they'll that'll be public. Okay. So, their names will be public a few days before they're actually interviewed. Yep. No, it doesn't have to be in an open meeting that that's announced. Um, the subcommittee. No, it it doesn't have to be because Yeah. So, the board would need to authorize the subcommittee to make the decision about who is going to be interviewed by the board. Usually, a board in a in a public meeting, thanks for asking about that. Usually a board in a public meeting will say, "We are going to interview

082candidates A, B, and C." and that MA motion is made, someone seconds that motion and then it passes and then after that motion passes with the ABC etc. then the names are read out loud of who's going to be interviewed. But if you don't have a board meeting in between there and you are authorizing your subcommittee to winnow it down to A, B, and C, um then the subcommittee can just decide who's going to be interviewed, tell the board, and it would be posted that way that these are the people we're interviewing. Great. Okay. Barb, is there anything is there do you have like what they can and cannot ask in that subcommittee meeting so they don't get themselves into any legal problem with asking a question that can't be asked. Yeah, that's that's a

083great point. How many how many kids you going to enro enroll in Royalty? Great. Um I do have a couple of pages from our full search interview training materials that I could send Um because you don't want to ask about protected classes. I that's what Christine is asking about. Um you also cannot require them to move to Royaltton. Residency is not something that you can base your decision on. They could live 3 hours away as long as they can still meet the requirements of the contract um and the job description. And if you expect them to be very visible and accessible in the community, for example, and that's something that you've told them you want and you expect, they can do it even if they don't live in Royaltton. They just have to be held

084to some kind of standard when it comes to that stuff. But please don't ask them if they're going to move there. Um because if you end up hiring someone who just said who told you they're going to move there and you didn't hire someone who said they weren't, then you could get slapped with a discrimination suit around residency. So, um, but I have the other protected classes obviously if they're married or not, have kids or not, how old they are, all that stuff you cannot ask about. So, I'll send you that. Do you want me also to send you a sample posting? The other thing would be veterans preference does not apply to a superintendent. Perfect. Veterans preference does not apply to a superintendent. Thanks for asking that. Uh, do you want me to send

085a sample posting? because usually because of the time crunch, it's a pretty simple posting. It's like very short paragraph. Okay. Yeah, I'll send that to everybody. Um and then the application itself, you said um Mandy's the point person for that. Yes. Can we tell them to Can we tell them to apply through MSBA and then when you get them, you forward them to Mandy? A one-stop No, they have to apply with us, right? for limited search. We're just sort of guiding you, but we're not actually stepping in and doing anything. So, we work through front line. This is where it gets a little You just do it just do it through front line, but make it a super simple application. You know, districts that just the application because the board doesn't have access to front

086line. So, just Mandy and then Mandy would forward it to the rest. Yes. I mean, you're probably a confidential employee though, also. Anyone who is a confidential employee of the board can see those, but we really I think it should be then it's almost going to have to be me. That's fine. We we've had sitting superintendents be the person who's gathering, you know, you're not weighing in on and telling the board who you'd recommend. You just you're a leazison. But um whoever has access to Appletra is the person that not double checked. I'm sure about the confidential employee. I think you are, but I just made double check. Then you can I just didn't want us to get in trouble with that either. Yeah. Be sure that it's a confident because it's HR data, but

087keep the application really really simple. Sometimes Applat Frontline, you know, can be really cumbersome. And keep in mind this is a one-year position. So don't make them jump through a thousand hoops. Really what you want from them is their resume license. Can you give us a s Can you give us a sample? Yeah, I'll send I'll send a couple to you right now. I'll um Yeah, it's just I'll send it to you. It also says we're looking for someone with finance background or strong communication skills. So, a little bit of what you're looking for, but keep the application itself so simple. She'll just sample. Not even a cover letter. I don't think you need a cover letter. I think if you have their their trans their license and their resume, that should be enough. And

088then I'm not actually sending you anything. I'll I'll tell these five or six people that they need to go to the district website to apply for the job, but I'll make sure they know that um you are going to be collecting them there at the district. If there's a deadline, you know, I wouldn't put the deadline very far out. I think you could put the deadline next week already. Don't give people very long. We were looking at the 16th. 16th. Yep. So 12 days. 12 days. I think that's more than enough time for your deadline. Unless there's a reason the board, the committee can't meet to start looking at it until after that. If we can get it posted right away, why not get eight days? Seven, eight days. I just like to see a

089week. So next Friday, the 13th. Yeah. And then we can read up, right? So, Barb, what about uh references? You can ask for that, too. Most of them are either the references are on their resume or they have a separate sheet of references. You certainly can ask for that. That's a great idea. One thing I did just do with a a district this afternoon is I pretty much know a lot of people who are applying for jobs right now. So, um, I just met with the subcommittee today via Zoom and they told me the 11 people who had applied and I sort of told them my perspective because every once in a while there's someone who is a really good candidate, but when you do a a social media sweep or a Google search, you

090find stuff and it's not necessarily true. So, I don't want you to overlook a really good candidate because their their Google search, you think it's a red flag, it probably isn't. But then there's also people that have no presence on social media and they're not strong candidates. So I'm happy to provide input if you want. I'm not not going to suggest that I do it, but it was helpful today because they almost interviewed someone that I know would be not a great candidate for some reasons they weren't aware of yet. So I can do that, but I don't say I'm gonna have to. Okay. School isn't a good candidate at every school, though. True. You know, we're all different. Oh, yep. Very true. So, I'm going to send a sample posting right now to everybody

091so you can talk about that during the meeting. It it'll be there in just a second. And um Christine, I'm not including you on these emails. Do you want me to include you on the sample posting? No. Well, yeah. Just maybe just the posting if they agree because we're the ones that got it posted. Maybe as well posting it. So, do you want Mandy on there, too? Yeah. And Christine. Yeah. Okay. Let me send that here in just a minute. Um, and you can just see what you want to say. The the best idea is to keep it simple. I'd also encourage you to post it that says um application deadline June something or however you say it or until filled. Uh we have a district right now that put their application deadline out two

092weeks, but they already found the person they want to hire. So luckily they had or until filled on the deadline so that it um people don't have to cry. Does that make sense? Yep. Okay. I will send you the sample posting right now and then I'll pull together the protected classes of things you cannot ask in that meeting with people. Um and I'll send that off. I probably won't get that done tonight, but I'll have that off to the full board um by tomorrow. Okay. Okay. I'm going to run do that, but I'm here. If you need me to hop back on again, please feel free. So, look for this in just a couple minutes. Okay. All right. Thanks, Barb. Thank you. All right. Bye-bye. Um so, it closes on the 13th. When do you

093guys want to meet after that? 16th, I would say. Well, you're going to have to meet with whoever is coming up here with the committee. What? Right. The 13th is when all the applications are going to come in. Yeah. Then you're going to need more than two days to read through all of the applications and then the subcommittee is going to still talk to some of them right before we meet and suggest and that's well I would say the subcommittee meets to go over the applications that we have and then we can come up with a time know at that time right or not. Yeah that's what I was thinking the subcommittee meets on the 16th. Okay. To go over still schedule your regular pressure now so you know. Oh yeah, but like after like

094not like the 18th, right? Yeah. Not same date, right? That's what I was worried about, but I was thinking board meeting. I'm like, no, sub committee meets 16th and then and then Yeah. When would be then a board meeting after that because we just have to know the board meetings so we can get to the paper and get it up on the website posted, right? So, Wednesday the 18th or do you want more time than that? Okay, let me ask this question. I don't need to feel it, but I'm just thinking about the paper. Wait, so we have to get when we have meetings, we have to get them to the paper the Tuesday before the meeting in order for it to be published published in the paper. So, I'm just asking maybe this Barb

095would answer if we're we don't have to worry about that on these kinds of special meetings. I'm not sure. But if that's the case, if we planned it like the 18th, are we okay to make sure that they know interviews will be scheduled that day? You know what I'm saying? Like I don't know that whole 3-day piece that you have to have before you schedule meeting and then the whole paper piece. How does that come into play? I wonder if we should ask her just to make sure we don't break any laws with that kind of thing. So it really is work better 19th. We can't. So maybe sorry. Yeah. But I mean could you do the 18th and just repost it? Well, so really the question is does it have to have names on

096it when we post them? I don't think so. I think it's just because otherwise we can post it right now. That's what I'm wondering. Can we just plan on out and then when you're talking to candidates? Last time we did it, Ryan, I think we posted in the paper that the names would be posted on the website. That's because we we're up against the same paper deadline if we were you could even post it then saying interviews to be scheduled June 18th or whatever. So the candidates even know ahead of time. I think that's what we did last time is what what we put in the newspaper was that the names would be the poster at the website. that work. So I just So interviews are So the next board meeting that we are scheduling

097is going to be interviews. Interviews. We're not just announcing we're going to be doing it, right? Yes. So it's going to be a long meeting, right? Depending on how many candidates you have, I suppose. And then you'll want to work with MSBA to get questions. Yep. She already said she'll send us the the sample questions. We have to figure those out ourselves. But the three of us would meet the and start if we have 12 candidates. We're going to say, "Okay, we're going to try and get it down to five." By Thursday, the 18th or Wednesday, by Wednesday, the 18th, all of us would meet for interviews. Yeah, you conduct interviews on June 18th. So on the 16th, are we allowed to call some of these candidates and talk to them? That's what you're going

098to do. I would think yeah that on the committee like you could ask them to come here and meet or you know do a zoom like this, right? I would suggest that you try to keep the the questions fairly generic and fairly similar from Canada to Canada. You have to use the same question because otherwise you get a sticky wicket. Yep. Okay. And I'm just doing this because we'll have to post it. So I just asking questions. It's not my business, but we have to do the work. So it's still going to be 6 PM on the 18th. Is that what you guys are planning? How do you want to run your interviews for 45 minutes? That's generally what you can do. So you can schedule one. So you'd have you'd have like three interview.

099Let's say you have three. You have one at six, one at six, one at uh seven, one at eight. You give yourself time in between. Um, one thing that's really important is that and Barbara would probably maybe be here and if she's not, somebody needs to be here to be that timekeeper because if you schedule 45 minutes, they cannot go over 45 minutes. So, if they don't get through all the qu and you usually have somebody given time like, hey, we're 20 minutes left. You have to do that because you can't allow them to have extra time. They don't want to stop sometimes. Right. That's what I'm saying. So, you have to you've got two minutes. I think you're done. Yeah. We've got four more questions. Y it was really easy on Zoom though because

100I was the administrator and I just hit end. So here's the other thing that has happened for boards is let's say you only interview two people and you start at six o'clock and they actually get done at 6:35 and the other candidates here. You can go out and have a candidate come and say, "Hey, we're done a little early. Would you mind coming in early?" They will. And then you can keep it moving and get done a lot quicker. You're going to want you're going to want to have somebody here who's greeting the candidates, who's having them in a holding area because they don't generally see each other um and brings them in and you know that kind of thing on the night which is probably going to be Mandy as your reader. He can

101hold them. Um because it's going to be open so anybody can be sitting here in the audience. They cannot ask questions. They cannot talk in this process. Right. They do not weigh in. They do not get public comment. Oh, yeah. You're talking to the public. Correct. Correct. But the other candidates aren't allowed to sit in here. No, they sit uh fair enough. Public what keeps them from sitting in here. I'm just saying it. I've never seen it done before. Okay. If they choose to, I don't know if you can stop them, but they don't want to. That's not their interest. Just like when you're deliberating and you're having your conversation in the public, they don't want to really hear that. You know, they're just they're going home waiting for the follow. Sure. Is there flexibility

102if you don't feel they answered one of the questions to ask a follow? No. or not. That's because if you ask something in slightly different then it's clear they're in the way of all you can ask them to clarify a specific part of the question. Okay. Yeah. Like so like if they breeze by and you said hey what do you know about finances and uh curriculum and they only talk about curriculum like hey can you talk a little bit about finances too please? Okay, that that's what you can't steer away from the exact question. The other thing you do is you have them sit at the hot seat and they need to have the questions in front of them because that way they in fact what they're they started doing now with MSBA is while

103they're waiting they have the question so they can make notes and it really is better for you because you don't have a surprise. You don't want somebody who just didn't have the surprise attack. You want somebody who can really sit down and think, "Oh yeah, this is what I've done and I can really demonstrate what I've done to answer that question." It's really good way to really understand who your candidate is versus, oh, I'm a really great interviewer on the spot, but doesn't mean I'm super because I've had that happen where I've interviewed somebody and they were a great interview and the doing the work wasn't. Why are we going to have a meeting to decide what the questions are? Right. Yeah. So, yeah, I was like wondering if the 16th and the 18th are

104two smashed together. That's all like what work needs to be done from the 16th to get to the 18th. Um yeah, the only thing is picking those because we can we could do interview questions tomorrow. You know what I mean? I don't think I can record that meeting either. Correct. You know, the interviews don't record those. Oh, the interview. No, those aren't recorded. But they they can be online, just not recorded. I would. It's It's weird. Last time we had to be online. So, yeah, I know a lot of boards have chosen not to do that online and just I don't think anything should be online. If people need to be your identity and sit here, just make sure that doesn't win. That's just important. The community can't weigh in. I I'd like to move

105that we authorize a committee of might as well call it the May superintendent 2025 committee or June. I guess we're in June. I'm a little behind. Sorry. Name name Ellie Lucas to it and give them the authorization to to narrow it down to whatever they feel the field should be. Are we going to be here on the 16th? Um I Howard going to do it as a conference call or I think we should do some sort of Zoom. Zoom. You want Mandy to set that up? I would assume like right a Google Meet. Yeah. I mean, I think that would be good for a kickoff, don't you? I mean, I would like Zoom to be able to see people's mannerisms and interactions versus just a phone call. I mean, that's the point. I mean, the

106point is to get a feel for the So, you think the three of us can just stay at home, not we want to meet together, I think, as a group. I would not meet at home if you have any family member there. Right. So, that's what I'm saying. I think we should be the three of us here so that we can between talking to them, we can talk among you don't have to worry about someone walking in on you by accident. Yep. I agree. What time on the 16th? So you guys are confident you can get them to come in or you're just going to call them out of the blue at six o'clock? No, they you'll set it up, right? So we're going to be able to schedule that from the 13th when we

107close Friday night or whatever we choose as the time by Monday. Well, you have all weekend to do it because all you're not talking to them to whittle them down. You're all you're doing is connecting with them and saying, but you're just taking all of them and connecting with them then or are we all going to get our feedback in? So, our feedback means nothing then the first round. It does. That doesn't mean they're not going to talk to, right? But if they have to schedule those already on Saturday, how am I going to get feedback to them and and even have a chance to say it? the the feedback doesn't matter for when they talk to. They're gonna get a little bit more um understanding of the person and then take what they have

108and everybody else's feedback and say, "Okay, so this is so they're talking to all of them no matter what." Yeah. Okay. I thought you guys were going to narrow it down before if we got 10 applicants, you weren't going to talk to them all. No, because I didn't know if you'd have the time to get them all in if you got this. So, got it. I would think your screening is not going to be nearly as long as a formal inter do that. So you might have Yeah. four or five questions, you know, get a feel for them and then move along. Let's be honest, we're going to talk. I would agree. Yeah. Correct. You're not talking to 10. I also think just make sure you know when you write down notes, those all get

109saved in a file and that can be public beta the minute the decisions made. The candidate can see their own. So if you don't hire someone, they can come in and see your notes about what you say about them. So I just say that to you all to make sure you don't say something else. I usually write unflattering things. So if they want to see it, but they get to read it. I've never known anyone ask for those notes, but what if I have a 60? Okay. Motion on the floor. Is there a second? A second. All right. Oh, it best to have one note taker then. No, I I take your own notes because you get your own appeal for the people unless you say don't write it in person. Just don't say what

110a jerk. You can give just instead of saying Yeah. What we did last time it was all on Zoom is we we were all supposed to bring our uh notes and had them into a folder and here when we got her out, you know, how many of them did stuff. It It was weird last time. But I can tell you for like myself when I interview I take notes more about some things they say that make them go highlight positive or maybe not so positive and just write it down just as we then you discuss you can say but they said this on question one we got it written down because I'm not great enough right so like a positive and negative oh we got to vote on this motion we're still in discussion so

111if you have like a positive and negative attribute list you're just taking notes can't write things like uh you can write question you can write whatever you want you can write person see it they could request the data everything is public that's what I'm saying y I do because I'm like I think people should be respectful you know even just being but you could definitely write that like struggled through that question didn't give me a clear answer those are things for you to remember Would you guys disl but it's just people don't always know that and say I didn't like their shoes. Um yeah right. No. Okay. I just wanted to know. I didn't know shoes had a candidate come in flip flops. I have no shoes. I did not write it down in my

112notes. You're able to express with the committee how that one's not a that's a remembering thing. You forget that. All right. Any other discussion on Ry's motion to uh have the June 2025 superintendent committee be Lucas, Maria, and Ellie? They're alterized to narrow down the field, which was seconded by John. Any other discussion? All in favor say I. I opposed. All right. Motion carries. Senator Vasma. So, you're going to decide on what questions the committee is going to ask, right? Is all are all of you going to participate on what those questions are or just the committee will decide? I think we should all submit in an Well, can we I'm going to give you example questions so you can use those. Yeah. Highlight your favorite. Yeah. How about something high value five or something?

113I can set Well, I mean, why can't we do that today? You get to sample questions. We can go over them right now. There's about 300 of them. Well, we can pay for the questions. Yeah. Maybe could you also share the posting if it came through because I think it'd be nice to see the example posting if she sent it yet. Yeah, I got it. I still like Could you pull it up or do I get my I can we might as well look at that while we're here too. I mean either way if there's 300 questions we're going to have to go through them at home or here anyways, right? Yeah. For the other, you know what I mean? Like what if we're only looking at four or five questions like what's your best

114attribute? Why do you think you'd be a good candidate? Yeah. You know what I mean? Like we come up with five questions here without seeing that. I agree. Let's just do it. Let's just come up with ones that we feel are good. You guys have been through this before. Three of you have. What were some questions you thought were good? Write it down. We agree on it. That way I've been through a couple of them and it's usually such a where the district is at. So, you know, if you were if we were looking at a fund balance, they're all shrinking. It would be a lot of monetary things. I don't know that any one line of question is good. You know, I'm sure you should have some fiscal questions and you probably should have

115some management theory kind of questions in it. You know, Brian probably just named two of them that are really good ones. So Brian interviews on a daily [Laughter] basis. I'd say the second one we can switch out the uh last seconds with the first one. I like the experience of school finance communication skills better than relationship building leader with experience actually if we want some kind of I think that's going to be the finance for sure is going to be the biggest thing that between understanding us and midstate and how all that's working together we're redoing that too. So I would say the finance and communication's always been a big thing on with this board. Like when we're talking Christine, hey, what are you thinking? Like what can we do about communication because this this

116and this, you know, needs some improvement. So I think communication has been big. Yeah. Well, as far as strategic plan too, right? And I would say finance is big. So really just take that last sentence because I think second one it talks about just going to the website to apply which is what we talked about, right? We don't want to call an Ellie. Do we or do we d the birth from the contract? Are they gonna email them to me? Yeah, they're going to right. He's talking about what the verbage says in that first example. We don't want that. We want to say that all interested candidates should contact. Okay. And this one will just say if you're interested, contact me because it has board chair HR. So you can use either one. Sure. that

117we can use the second one and just change out the bottom scent, right? Google is saying you guys want to do that second one. Switch that last sentence. Exchange it for and we'll just put Manny's contact information in there. Yeah, because they Well, actually, they're just that's all we're going to say is is apply through our website. Just put it in that. We don't have to. Yeah, the second one is perfect except the last sentence. department. Yeah. But if they if she said that they just need to send their resume, their license, and references, they could just email it to me directly instead of going through Frontline. If we're not asking any other information on Frontline and you don't have to worry about somebody else seeing it, not that they would, but if you accidentally

118gave permissions or whatever, they could do that. Well, and it's just one less, right? You know what I mean? Just email because Frontline isn't like the greatest website to be on if done simplified. Are you okay with that if it goes directly to Mandy? Not is Mandy okay with that? I'm the I'm I'm That's part of my job is being the board's secretary. So yeah. Um do you want them emailed to the group as they come in or wait until it's all done and send them all to you? I think as they come in. as they come in. Get a little more time to look. So, we really only have 48 hours. Yeah, as they come in. Yeah, your Saturday night shouldn't be spent doing and please label them like ABCD or I'm going to

119label them so good. I want to see like Mississippi like pick a different way to like Mississippi and Kitan River. She's a creative one. Don't me. All right. Check that off. Tell me Dave, we're going to have a a list of questions for the committee. Yep. And then a list of questions for for the group. Yeah. And I would recommend that you use her sample take her sample questions and look through those for the I agree. Okay. So, David, is that something you could do is just use a Google form and have it open-ended? Um, so have 10 questions on there because I'm assuming we're going to want about 10 questions for the full interview between seven and 10. Well, you want 10. You want 10 to 15. Yeah. I think last time it was

120like nine or 10. I think we didn't because they had about 10 minutes for each one of those and that was, you know, whatever it was. I think we did 10 last time and I think I think a couple of them had trouble getting through all 10 questions. Yep. That's on them for not knowing how to interview. To get to know what is it you want to know about this candidate and that's generally why you're in that ballpark of 12 questions and you want to give them an opportunity to ask you a question at the end. So, can you put a Google form together that's just 10 text boxes? you know, number one text box, you know, what's your first question that you want to ask? And then all of us can say, copy and

121paste them all in there, and then you can just roll it as a spreadsheet with all those in there and uh sort A to Z from each one of those. A Google form wouldn't work that way. We could maybe do a spreadsheet and then you each could have a tab at the bottom. I can't do that, right? That sounds really confusing to me, too. Okay. I don't know. Did we get a So you're email. Yes. The thing is if you do a Google form, you just click the link and then you can just type in I want this question, this question, this question. If everybody email either emails them to me, I'll compile them and then we can go from there. John said he wants to take care of that. That's fine. All right. Perfect.

122So send us questions. Yep. Do we want to come open to four or five for the committee or you guys want the committee to handle that? I think they all should know what they are. Yeah, I don't want to put that on. Just you guys. I agree. Plus, we'll make sure. Yeah, I think we come up with five questions that you guys What were the two you just had, Ryan? We'll start with those two. They were good. Um, one is just why do you want this job? And then the second one is uh like what is your background with finances and what are your best attributes handling finances? I like you could do it as one a two-part question. Yeah. What is your background in handling school finance and what is your best attribute? Yep.

123And I like the first one. I'm just asking why they want the position. Honestly opens the door. Excuse me. Get a lot out of here. What is your What are your strength? So financial background and your financial attribute or strength. Yep. Anything like that. So we we could do the Google form thing. We'll figure it out tomorrow. That's why if they don't that will complicate it, I think. Yeah. It's something to just send just let them just let them and I can send them back and we're going to have to decide. Obviously, we're not going to have the same 10 questions. But, I would think. Well, we're going to base these off of the MSBAs sheet, right? That's what our plan was is to pull them off the MSBA for the interview. Correct. Yeah. We'll

124be good. So, you need three more questions for the committee. You want something like uh what is your leadership style and how would subordinates describe you? Describe you. There you go. Not reach you. Is that something we want to talk about in this or not? In your in in one more field feel. Yes. because that's pretty open-ended. Well, it is and and we're going to talk about leadership a little bit more during the interview, I think. But just understanding like, hey, I'm a s I'm a servant leader or I, you know, I this is how I check in on my staff or, you know, whatever that looks like. Are we locked into these tonight? Because what if I have some huge epiphany at 5 in the morning when we arm rings? Email it at 7:30.

125Write it down. I I honestly don't care if we pick five and down. Yeah. Or you know, whatever. I I mean I'm saying like if I get like a grand revelation, can I present it to the board? You know, like hey, what about this question? Do you think this is better than so my you can only the open meeting law piece? Yeah, I know, right? So that's I guess I could present it to like the committee. Yeah, go to the committee with it. The committee choose change it if everybody think this question is better than or you know do you think we could word it this way versus that way or and we could fine-tune it. I guess that way you don't break anymore or have that serial meeting problem. Um, so do you typically

126I mean are these isn't a pretty standard interview question something to do with um greatest like strength, weakness, achievement, failure type or hardship or challenge type challenge and how you overcame I had written up challenged like within the last 12 months or something like that. Yeah. Right. I'd like to in your last condition. Yeah. What the challenge overcame in your last position and what did you learn from it? Like Ryan said to or you said to avoid co Yeah. If someone's been there that long so maybe it should be the last year. Yeah. Because you know that's what they're going to say. Yeah. I'd also I think you can get a good feel for somebody if you ask them what they see as a success in your career. I feel like you can get a

127feel for where their priority lies when they answer that question. Does it lie in staff? Does it lie in accolades? Does it lie in student success? Um community relationship, right? You know what what how do they define success? Because if their definition of success isn't how we want to see success, then we're going to be two trains passing in the night. Then do you want to do one with communication? Like what's your communication style? Yeah. Or something like that. Then now you're six and some of these are all two parts. So, I'm just saying you might want to save some of those for the big meeting. That's also what I'm wondering is, you know, are we going to ask some of these again in the big meeting or are we taking this chance to get

128questions out people? You know, like are we asking at least five and then not recycling because then we have 10 more pointed questions? Well, we So, we're talking about it here, right? both finance and communication. So, how would you describe your communication style? Yeah. Well, all I was thinking was we do those two. Should we take either success or challenge and just do one of those two questions and save the other one for the regular interview? Yeah, that's fine. I don't care. So, it's number four. We have a challenge, right? Yep. Name a challenge you had in the last year and how you overcame it. I'd rather hear that in the full interview. I think the challenge one. Yep. I'd rather hear their success because it'll be short synced with that committee. So success in

129the committee one. I think so. Just I'm just one sport. They're going to take that challenge away. Success. Right. Well, so that's how we understand how good of a communicator they are. Yeah. So it'll be better to do it. So four we want a success describe success your last question your last position. It's you're on the it's not but they superintendent resp caveat in there. What is your greatest success in your you say last position aside from co we all succeeded in surviving co I just want to eliminate co as an answer or safeguard us in some way. Well, I would hope they have a success since then as well. Otherwise, they have a little bit of an issue with you. A lot of questions do say that tell us in the most recent 12

130months that they give you a time. You could for sure. So, that's number four. We want five and we don't have that five. Uh I have written down why do you want this job? What's your background handling school finance school finances too? Best financial attribute is part two of that. What's your leadership style? How would your employees describe you? That's right. What's your greatest success? Your and then what's your communication style? Yeah, communication style certain communication. Describe your communication style. Yeah. Right. You still can ask again. Yeah. Yeah. You could use the same question because you might then say, well, he answered that differently the first time. You might want to say with all stakeholders and see what they do with it. Yeah. So, it could be parents, it could be students, could be staff,

131could be the communication style. Yeah, that's actually a good Say that again. How would you work? Uh, all stakeholders communication style with all stakeholders. So then you get a feel for parents, kids, the whole Then in your big group, one thing you could do is look at giving them a scenario or two. You have very upset parents who don't blah blah blah. And how would they know it? Reach. You can do 24 hours. See, five questions and you guys are going to do 15 minutes. They get three minutes a question. It can be whatever it is. All I was getting at is it's not going to be like an hour, right? But do these have to be set to standard time too for everybody or since this is it just it didn't all but do

132you have to set a timeline is all I'm asking or can somebody talk for 10 minutes about their greatest strength and then all a sudden you're 30 minutes into a call. Yeah, I was gonna say you don't want to just give him two minutes per question. Here you go. You got two minutes and then we'll put like a Jeopardy music on or something. So, what time are you wanting to be scheduled? Because we should probably I think you should wait until you figure out how long you actually have go through and then schedule it then. I mean, is it going to be evening? Is it going to be afternoon? What time window works for you guys? Like a like a day work that week. I work all day that day so I can switch from

133time to time. Ideal for me to work or ideal for me to be between that like late afternoon like 4 to 6 unless that's running into people's dinner hour after I'll make it work. Yeah, I can. So if something works best for you, just let us know for that Monday. Yeah, that like that 4 to 6 4 6:30 window would work good for me. Depends on how many people we have. If you want to start at 4 and you want them Zoom. Yeah. So, we can set those up here and then you guys can be in the conference room that'll be on Zoom on that room and then have that door shut, not have to worry about Are we going to have somebody here that's going to be able to set Mandy? She four o'clock.

134You want to start, right? That works for you. Florida, whatever. Had that company before and then you can kind of decide, well, you know, hey, there's only three candidates. We're going to talk for 45 minutes, right? Just kidding. I mean, we Yeah, I got to be able more time and we're going to do that in the conference room. Yeah, I think you're best to do it there. You have the most privacy, right? Is the bowl gonna be pulled down the mountains or not by the end? It can be. There's mints in there. All right. Does anybody have an issue with the posting? We're going with the bottom. Changing out the last sentence. Yep. Perfect. Okay. So, when we get back last two sentences, when we get back to we may have one question. So just

135there may be an email just so we don't mess up our part like make sure it's on the website make sure it's a newspaper you know what I'm saying like all those because you're still planning on the conducting interviews June 18th correct and at 6 pm. Is that what we should say? Yeah. Okay. Okay. Because we'll get that out on posting and make sure it gets where it needs to be newspaper and everything be terrible. And then we you'll email Barb example questions. We'll get those sent out to you. So for the big meeting on the 18th, you can peruse those and come up with your top whatever you want and email those to John. Those to John them and then we can go from there. Hopefully there's just some strong overflow. Last time there

136wasn't, but there was Well, there was because it's like, hey, here's 25 financial questions. Yeah. So it it was by category more so and then you could pick out like hey that is a better question than what I wanted to ask you. Yeah. You can probably narrow it down. Yep. Think so. So once that comes in you're going to send that email out to BCC everybody say respond back to me by this time with your 10 questions or 12 questions whatever. Yep. All right. So Mandy will get them from Dor from Barb Doran. Mandy will then give it to John. John will get it from BCC to everybody else. And then when you get those 10, you can give it to me in the sheet and get them typed up so everybody has them at

137the night of. I So the candidates get them before can have them beforehand. Unless you decide you don't want to do that. I would rather that I'd rather have them well respond to prepared and you don't like to see them squirm in front of you. They're gonna squ anyway. I know. I'm just kidding. And then we do that come in like a I agree. I kind of wish we discussed them a little on an easier question. Like I mean I don't I mean I don't want the AI giving us all our answers. Yeah. Well, well they only give them the night out once they show up. No, it's when they're sitting there right when they walk in. So I guess they could use their phone and Google some answers depending on how early they get.

138Yeah. GBT check. Really? I never thought of that. They could sit in and listen to it technically, too. So, yeah, missed the opportunity. Yeah, I didn't think about that. Yeah, I mean, the first one you right then, as long as you're not first, the second or third one could sit in here and listen to it anyways, and they come up with their answers. One question on 10 questions. How do you want me to narrow them down when I give 30 of them? I just make my best decision to pick 10. Could you give themes and then say in the finance category these three and then just get them to Mandy and then she'll or BCC everybody again. Yeah. How how much back and forth are you all? I'm fine with John picking them up and

139put them as I care. You agree to be fair. There you go. I'll be as fair as I can. There you go. And if I have a dilemma, I'll BCC everybody and send it. Yep. Perfect. And I'll give them to Mandy as soon as possible. And then if there's somebody says well this doesn't you don't like something let me know question your last question is what questions you have for us. Yes, agreed with that. Yeah. Yes, we are in right. And when we conduct that interview and they say, "What kind of question do you have for us?" And they ask a question. Is it a chair? Is that kind of anyone can answer? Are they okay? Often times like the what the candidates want is to hear from every one of you because they're interviewing

140you as much as you're interviewing them because it may be that they interview you and they hear something and they're like, I don't want to do that. it's not a fit for me. And so that is an opportunity for them to hear all your voices. The other thing it's it's also kind of a time to where it's a relationship building opportunity too because you're back and forth. It's a bit more casual and here's your question. You also have to decide do you want to go around and each one of you ask a question or do you want to assign one or two people to ask the questions and that's been done. I think everybody has to ask a question. Okay. So that's generally where you're either Ellie. Well, you won't be here. So, Ellie, you'll

141be in charge of running the interview. So, you'll start, you'll do the welcome. They go around and introduce yourselves, how long you've been on the board, that kind of thing or whatever, even if that. And then you'll start with question one explaining to them, oh, we'll go around and each of us will ask you a question. You have this amount of time. This person is monitoring your time to give you a warning when you're halfway through. And then you'll ask the first question. Everybody goes around and then whoever has what questions you have for us, then anybody can answer. Like I said, they like to hear from everybody. All label. Are you gonna be online, Ryan? What's that? Are you gonna be online? It's helpful. But it's then it's internet. I'll have it. I just

142I don't know. I was trying to figure that out and see like what's the time difference and that stuff. I'm like, that's So, what what I was going to ask though is um depending on how that goes um if we have to do a second round of interviews, can we wait until the 23rd to do that? I agree. Well, so I'm not going to try to throw a big kink in the spokes here, but do we have to keep it condensed from the 16th to the 18th or do we want to begin on the 23rd or is that too far? Is that too long of a gap? Too long. Too long of a gap. Basically, you're gonna interview. You might have to interview again and you have four days to hire. So, call them and

143do they unless we reach out and you have to unless you have somebody you got to negotiate a contract, too. So, we have time and not have to go that step to reach out to somebody if we keep we keep on it. I don't think you should need to go to a second because you are it is an interim. I think you should be able to do this in one mile round because you've already got your committee doing an initial vetting. I think you trust that so you can get it one meeting, get it done and get your negotiations going so that they can get the contract signed and you guys got to have a special meeting to vote on that contract so they can start July one three three days ahead the meeting. Yeah.

144Yeah. So I say I I just think you want that one committee doing their work. What happens? What happens on that deal if we don't make the paper? Is that allow Well, that's why I'm going to put that in now because you said that the length will be posted on the website. So, what I was thinking is we'll post the date next week so it hits the paper on Tuesday. So, it hits the it notifies at the July 8 June 18th date and that the candidates names will be posted on the website like you said and then we're good with the paper. Can we do contract negotiations that night? You could start for sure. Yeah, because when we did that, Terra called right afterwards and said this and then this is what we're thinking. Yeah.

145Well, she sends it to me. Yep. Could we decide when the contract meeting will be and just post it now or like send it to the paper? You'll just have Ellie. You'll be Well, you'll be back too. So, we could even do it together, but you guys will that doesn't have to be done. Well, you're the negotiations. The approval the approval are. I don't know how long it's going to take to get there. Do you have set parameters on what you want because you need to be thinking about your salary? We we have to go through the next closed negotiation strategies before we can talk through that and then figure out those who are doing that and figure that out. So June June 9th we have to put we have that it's already on. Yeah.

146So, you're going to talk about the superintendent negotiation? Not. No. Because we're going to talk about just standard negotiation and what we're going to do and then that committee can take that input from what the board says, what we want to do and we'll get that contract and figure out what they want to do. Right? Because all the committees are going to do basically the approval to bring back to the board that's within those parameters. Right. Oh. the superintendent committee would be responsible for that between have you done a comparison among superintendents in your area? I think that your candidates are all sitting superintendent or have been recent. So, you'll want to look at the salaries of the people around us in similar size districts. Make sure you're not too far away. Well, and the

147thing is it's an it's a personal thing, especially for an interim, right? I do need insurance. I don't need insurance. Well, that changes all kinds of stuff in the contract, you know, pay-wise. They could um or I care about my 403b or I don't want anything go there and I want it just to be straight up. I I think that has to form some and that all has to take place on the 18th. No, that happens once we pick a candidate and say yes, we're going to do this. We negotiate that and then before June 30th basically we have to approve it. So you have to have a special meeting to approve the contract but the committee will do the work between 18th and 30th. Yep. It shouldn't be too much. Well unless you have

148a problem how much it will be. So so tenatively we should just plan that special meeting. Is that be or before that? the approved like the approval of contract that what happens if we schedule one and don't have it. No, I'm just was asking people's calendars like oh like we don't we're saying we could schedule it but then what if we then we could cancel maybe we should get it scheduled so that it can so that we're following all the posting and all that stuff. Yeah. So when you want that, so we're going to discuss the superintendent contract negotiation. We're going to have a closed meeting for that on the 9th. No, we are having a negotiation strategy post session on the 9th. Okay. So we met with the teachers and heard from their ask.

149we can talk through some of that and what they're looking at and you know how we want to do it as a board and what we want to stay at and all that stuff. Yep. And then once we all agree on that then then we can start doing the rest of negotiations really for everybody else too but superintendent will be cover the 26th special meeting. Yep. Special meeting to approve the contract. All right. How So I'm supposed to be down at night. Is that a long meeting? Should be about five minutes. Yeah. You just need to because you'll all see it in board book that'll be uploaded in there. So you'll be able to read through it and whatever else. You know what I mean? But if you trust your community, right? You want to

150use it up. Maybe they can come earlier time instead of six. Nope. That's fine. So, it's going to be the 26th. It doesn't have to be the 26th. That'll just No, that works well for me. And it gives that time if they're well I don't know your application they're currently working someplace they got to put a reservation probably trying to use their days up so June 26 correct what time six that work for you Maria and we'll make sure that I didn't bring my phone, so I'm sure it open. I have something every other night that month of June is filling up, guys. Okay. Anything else? Questions. Authorization. Yep. We're going to come up with questions. I think we got our eyes crossed and our te's dotted right. Good. Yeah. Shall someone on the committee

151formalize these five questions we're going to ask and email out to the group or just we're going with what we noted and run? That's up to you guys. You should probably formalize it because then it's the exact same question for all the people because if you have different wording or read it differently, email it to Mandy. She can have printed for you to if you want to take notes on that and paper, you know, she got how many of her cabinets caption, which is great because then you can just leave it here and then you don't have to take it. Yeah. And you don't have to worry about it being out of somebody. Yeah. And you guys like don't do any of this communication or this stuff on your phones. use your skill computer because

152right if somebody wanted to wanted to ask how you communicated and you told them you're use your phone then they could be your phone so unless you're okay with that but I'm really not so I'm holding it yeah y email for that so do you want me to do that yes you idea it was actually a great idea that's the punishment Good to school board. We punish success. Yeah. Uh does anybody want to make a motion to adjurnn? I'll make a motion. I'll second that. This uh all in favor say I. I. I.