001The board's already met me. Let the recording kick in here. Um, board's already met me. Uh, but for screeners, uh, I'm the consultant you get to work with. So, the first task that I have to do, and I almost forgot, is to take role because I have to account for everybody. So, I'm going to start at the bottom of the list. And, uh, looks like the first first person or the last person on my list is Shane Klein Schmidt. Yes. you Shane? Yeah, he's here. Yes. Awesome. Thank you. I couldn't hear you. Why am I not There we go. How about Kate Heinland? I'm here. All right. And then Stephanie Brendan. She's not here. She's not She'll be on Zoom. She's not here yet. I'll text her. Okay. And then Tracy Strandberg, that's me right
002here. Awesome. Thank you. Lacy Davis right here. Thank you. Brienne Simpson here. Thank you. Uh Erica Gordon. Oh, there you are. Uh oh, Christie Bracken Reed. I'm here. Thank you. Sherry Reedman, I'm here. Awesome. And Teresa Concincaid, she's not here. Not here. Andrea, you're here. And Mark Brendan, I am. There you are. And did you missed I did you call Irene Novashian? I saw Irene on the on the call, so I already got her. Okay. All right. Well, thanks for making time uh to do this. So, this is uh we're finally to the fun part of of the search process. We've been waiting around uh while people have applied, and boy, have they applied for your position. So, um I believe the count on when we closed, there's Stephanie. Hold on. was 19 applicants which
003for small districts um even midsize districts uh these days post pandemic that is a remarkable turnout. I will also say that hands down um this is the most I've gotten engagement from candidates. I fielded many calls from candidates who are interested in the pos position. So, uh, congratulations to you and your team and your community, uh, for creating, uh, a positive environment that people want to participate in and that's really exciting. So, um, and it's a great applicant pool. And for those of you who are going to be with us, uh, you'll get a sneak preview at that list that you'll, uh, folks that you'll be screening. So, the purpose of tonight is to, uh, it's a, we're just doing a screening training. It's how do you look at these applications? Um, how do we
004think about our own bias? Um, you should have received emails uh from my colleague Reggie Glenn. Uh, can I get a thumbs up? I see Irene nodding her head. Yes. Good. So, Reggie Reggie sent all the materials. We're just going to review. I'm just going to hit the high points of those materials. Um, and then we'll talk about um uh talk about looking at applications. Show of hands. How many people have been on a hiring committee or have done hiring in the past? A bunch of people. Good. So, wisdom's in the room. So, if you have a a piece of wisdom that you want to share with the group, uh please do. Um I'm not the end- all beall expert in this work. Actually, as a screener, I'm not very good at it. I'm great
005at facilitating these processes, not good participating in them. So, uh, with that, uh, let me go ahead and bring my PowerPoint up because yes, it's death by a PowerPoint. I'm sorry. If I just started talking, then I would just ramble and you don't want me to do that. Okay. And I want to share screen two. Should be coming through right about now. Can I get a thumbs up that it's coming through for you? Awesome. Wonderful. So, you should see a title slide. I'm going to move you guys so I can see you. Pin that image. Good. Okay. So, title slide. We're not interested in this. Okay. So, what are we going to go over? We're just going to go over electronic fire. How did we get these applications? Well, we're going to touch base on
006the search calendar. Uh, congratulations. Everybody turned in their confidentiality agreements. Good job, team. uh makes my life a lot easier and allows us to just move move on to with what we're doing. Particularly at the end of this meeting, we're going to go into executive session and look at your candidates. Uh we're going to talk a little bit of dos and don'ts for this work. Uh when we're doing our screening at this stage uh of the process um and then we'll go through some sample application uh materials. They're a little dated, but uh just to illustrate some some uh concepts as we go through these materials, what to be looking for and what and what to uh how to interpret that. Then we're going to get into the nuts and bolts of how we actually
007do the screening. So, we'll look at the rating sheet and then we'll flip over and I will live demonstrate Rella, which is our online portal where we receive applications and where you're going to be screening them and how to get through that. Okay? and we'll talk and we'll spend I will touch on the top 10 ranking p bit a few times because it's important. So keep that in mind. Uh you are welcome to to take notes um if you'd like if you need to but you already have um this content already. It was sent to you in that email. I want to pause here because I always get rolling and and then I don't pause for questions. Does anybody have any questions at this point? Irene is good to go. All right. I'm not hearing
008any. Um I'm an I'm a recovering extension agent. So every every talk I do is a workshop. So if at any point you have a question or a comment, feel free to just interject and we can we can work through that. Okay. So one there how did we get all these applicants? Uh two ways. one uh we created a position announcement uh in collaboration with your district team and with the board. So the board identified qualities and qualifications with the assistance of uh with the community. We put out a community survey identify qualities and qualifications for the superintendent that that they're looking for. And then we also uh ask your district information from your district team to create a high quality high impact position announcement. um you can just put the you know regular position
009and you know we're looking for a superintendent but really what we're trying to do is we're trying to entice people to apply and give them a sense of what your community is like and what type of education leadership that you're looking for and we were really successful in doing that. So that's just it's essentially just a web page is all it is. Um and then we went ahead and shared that um in a few different ways. One, we posted it um in a variety of different locations on our own website, of course, KOSA, and a number of others where uh folks that are looking for administrative leadership and education um are looking for those. Um but that's I mean that's kind of the the run-of-the-mill sort of stuff. We also have a an email list
010of over 40,000 email addresses that we send across the country. Um, and so we maintained that list and so we marketed this. This was a national search. Um, and then we also took that information, handed it to our communications team and they developed a social media marketing program for that. And so that's where we got those 19 applicants though is uh is by just advertising this thing all over the place. Okay. So uh search calendar. So, just checking in, uh, it is April 7th and here we are. We're attending our our screening panel training and so we're going to talk about how to screen applicants. Um, we're going to get to review that list of candidates and um, I'm supposed to remind the board to think about contract parameters, but it sound I if I
011remember correctly, they were already well on their way to having that figured out. From the 8th to the 21st of this month, you're going to have an op opportunity to screen go through these applications. And thankfully, we have plenty of time to do that. Sometimes we don't we don't always have that much time in a search process to do that work. But because you have so many applications, we're going to need some extra time for this one. We are going to come back um on I'm sorry, the 21st. No, you're only going to get until the 17th. That's a misprint on my part. I am sorry. Uh you're only going to get until the 17th and uh we're going to come back. Um and you are going to report to the board. So screeners, I'm
012talking to you. You're going to give a report to the board. So, and you're going to do that in two ways. One, you're going to provide rankings as you screen these applicants, and I'll tell you how to do that here in a little bit. But also, you're going to give uh verbal feedback. And the way we'll do that is we'll go through each and every applicant and we'll I'll have you talk about the things where the applicant was strong in their materials and anything that gave you pause and we'll go through all of them that way. Um it's very detailed. It is a little lengthy in in process but it provides the board with a lot of information um and helps them uh come to a decision on who they want to go ahead and
013interview. uh they'll make that decision on the on the 17th. Um we on on that night we'll also develop the interview schedule and I'll show you the date range that we'll be looking at at where we'll be able to uh do those interviews and then I'll u develop interview questions with them offline. Again, I'll remind them about contract parameters. Now you you don't need to worry about internet and social media checks. That's the board. They'll be doing that. But I really want to talk about uh this April 23rd through the 26th. Um so you know you're a you're screening the applications. You'll also have an opportunity to sit in on the interviews as screeners and so you'll be there. Uh these will be virtual interviews. So you'll be camera off and you'll be muted. um
014you can observe and then at at the end of each interview session we'll go ahead and debrief you similarly to when you did the ranking report. Okay, taking a breath. Any questions at this point? How many are we trying to How many do we whittle it down to through this process? Um, you're talking about how many how many will the board interview? Yeah. Of the 19. Uh, that really that is up to the board. Um, I've had as few as, you know, two or three up to six. It really varies. It depends on on it depends, you know, where the board ends up and also what you as screeners where you guys land. Um, as you're going through these applicants, you know, you're going to you'll you'll be influencing that process. So, I I really
015can't can't say how who how many we're going to interview. Good question, though. But it's usually somewhere around four to six people. Any other questions? Okay, we'll keep moving. If you have any, just go ahead and blurt them out. Okay, confidentiality agreements. This is my prompt to check in on that, but everybody's done theirs. So, uh, this is important because this is a semicloed search process. um and which means is that we keep the identity of the applicants uh confidential until the finalist process. So once the once the board um has gone through the first round of interviews and they've se they've made a decision on who they're actually going to bring into the district uh to continue continue in the process as finalists. um that's when we'll go public with names. And the reason
016for that is because we have people that are applying who are um in positions um all over and we don't want to endanger that employment. We don't want to um uh cause any u difficulty with those relationships that they have in their home districts. So um sometimes um you know we can do a fully closed process where it's kept secret until the very end. Um but the the board has opted for a semic-closed process. Um and so confidentiality is important. So I would I'm asking that anything that we discuss in an executive session uh can't we don't share that. Um I mean it's against the law but also we want to protect our our candidates uh from any difficulty. Any questions about that? Great. Okay. Screening dos and don'ts. Well, I mean, these are kind
017of obvious, but do read every application carefully. I would I would recommend budgeting between a half an hour to an hour. Um, some of these um applications are you're going to get a sense that this person is not going to be a good fit. They're not meeting criteria. Um, and those you're not going to want to spend uh very much time on. Um, and then reallocate that time to those uh to those applications where actually in the middle and some of these are really going to shine. And really you want to spend the most of your time, they're in the middle because those are the ones that are the hardest uh where you're screen in or you screen out, you know. So, uh, the really really the really highf flyers, those are easy ones to
018to screen. And the ones that are really struggling, um, you know, those are pretty easy to screen as well. It's the ones in the middle that are the most difficult. Keep an open mind. You have people from all different walks of life in different stages in their career that have applied for your position. Um, so keep an open mind. I mean, you there's going to be folks that are going to be late career. There are going to be folks that are, you know, uh this will be their first superintendency. Um and so it's great if you can find a diamond in the rough and it's always great if you can get someone really experienced. So, uh just uh yeah, don't prejudge. Let the application materials speak for themselves. Of course, we are uh screening these
019uh these uh applicants uh based on the qualities and qualifications that the board has determined. Um and so it's not something that we've made up or I have made up. Um it's uh you'll have a screening uh uh sheet that gives those qualities and qualifications and that's what we're looking for in these application materials. So, um it's not some arbitrary um set of criteria. It's something that the the board has identified. And the last one here is do look for current letters of reference. Um we'd love to see uh letters that are written specifically for this position. It's not always realistic that we're going to get those, but anything over 2 or 3 years old is probably a little getting a little stale. Um and so um you'll notice that that you know some candidates
020are um replicating their application materials over and over. Um you'll have generic letters of reference um and there will be generic applications and so we'll need to be on the lookout lookout for those. Um the big don't is we don't get to discriminate um um based on any of these social factors. Uh they're listed here. They're also listed in your materials and we just simply cannot do that. They can't be part of our screening process. They can't be uh we aren't able to surface those when we do our report and we can't ask about that when we do interviews. Uh it's just these are we just don't discriminate based on these factors. Um and you'll have people like I said from all different walks of life um applying. So, if you have any questions about
021that, you're always welcome to to pick up the phone and give me a call. Um, which is a good prompt for myself. Uh, I know board members already have my phone number for but uh screeners, now is the time to get a pen and something to write on. So my phone number is 971-446 0904. If at any time that you're screening u or have any questions um getting into Rella, anything about this search that you have a question or you have a need um you're always welcome to call me. Um, even if you're screening at 11 o'clock at night, and some of you will be doing that, um, you're welcome to pick up the phone and call me. I may not answer at 11 o'clock at night, but you can call me. Um, sometimes I
022do. So, but so this is my you you guys are front and center and in my effort right now, particularly at this point because screening is a crucially important stage. Okay, screening dos and don'ts. Oh, more don'ts. Okay, so Oh, this is my this first one is my is my advice. I told you I'm a bad screener and this is where I always like all the candidates and I always want, you know, and so don't make excuses for people who don't meet the requirements uh the board has established. I always like to screen in applicants and I and so I'm not as critical as I should be. Um, don't eliminate candidates just because they have more qual qualifications than you expected. That's a gift. Oh my goodness, those real high-f flyers. I mean, it's would
023be wonderful if you could get a few years uh from someone who's highly talented. So, um, then that goes right along with this next one. Don't dismiss someone who's upwardly mobile. Um, someone who, you know, that is is moving quickly up the achievement ladder. Um, that's a motivated and energetic person. So, they might be a really good fit. They might be able to do some amazing work for your district. Um, this is a good one and a good one in Oregon, too. Don't dismiss someone who who's more mature than you might expect. You know, it takes time to gain the skills and experience and skills that you want. Um, there are septtogenarians in superintendencies doing amazing work in the state. So, don't rule anybody out just because they're they're a little older than you might
024expect. Um, please don't. Those are highly skilled, highly experienced people who have seen it all at at that point. Um, don't turn to candidates that are from out of state. And my goodness, Oregon seems to be that we seem to have a bugaboo about school finance. Um that we think that folks from out of state just can't figure out school uh school funding in Oregon. Um and I'm here to tell you they can. These are really smart people, uh highly trained. Um and if you find someone who is a really good fit that's from out of state, then then you should seriously consider them. And of course, don't nitpick over little things. Real people do make mistakes. I'm sure that there will be uh one or two in this applicant pool that will have some
025things that don't look quite right in their applications. Um that doesn't necessarily disqualify them. Um so, uh we want to definitely look at them and weigh them against uh against those criteria that the board has provided for us. the one that's highlighted here, do not contact candidates or references. Um, and you may uh know some of these people. I mean, Oregon is a small state. I know we're geographically large, but there's only what, four and a half, a little over four and a half million people in the whole state. So, it's and we're talking about education. So it's likely that you have had contact uh may have had contact with uh some of the folks here or some of the folks that are references. Uh please do not reach out to them. Um that would
026violate the confidential nature of this search. It also would bias you. So um just u at this stage all we're doing is we're looking at the application materials and that you can access online and so we'll get a closer look at these candidates um when the board decides to bring folks in in an interview and they'll also be doing reference checks and all those steps. So we'll get to all that information. So just focus your attention on the application materials only. Please don't talk to any candidates or references. And of course and what I just uh what I just um reiterated was that this is a confidential process. Okay, I'm going to pause. I'll grab my other other cup. Any questions? If you guys don't ask questions, this is going to go really, really fast.
027Okay, implicit bias. I'm just going to hit this head on. So, um, implicit bias. U, we need to get good with it because we all have it. Um, there we have based on the way that we grew up, uh, we all have our own biases and it's baked into the way our brains work. Our brains are designed to function with this shorthand in the running in the background. And uh so you know I uh was some years ago I did the the Harvard bias test. It's it tests a bias across a variety of different uh factors. Some of them social, some political. Um I just found out that they're doing them about alcohol and marijuana and different types of food. Um so they they've have it across a lot of different dimensions and which is
028to say we all definitely have um certain biases or or predilictions or just this hard wiring. Now um I mean if I was in the room I could do the Ford or Chevrolet bias test in some and it works best with guys because they seem to care a lot about that. Uh but if I said think of a food and then when I say peanut butter you say and of course the word that came into your mind was jelly right peanut butter and jelly sandwich it's the best thing but if I was in Southeast Asia I might not have that association with peanuts and peanut butter okay and that's because culturally people there grow up with a different relationship with peanuts and peanut butter but here in the states we we do peanut butter and
029jelly It's the same thing with people. Um, you know, men versus women, people of different races. So, when I did that Harvard test, I found out that I have an implicit bias against people of color. And I, you know, at the time I felt like I had cancer, but, you know, I've moved on past it and realized that I have that implicit bias, and it's something that I that I work on. So, the key here is to realize that we have these biases and that's okay. Um, and just to try to be as objective as we can. Um, I wish that our system allowed us to pull names off of the off of applications. That would be really nice, but unfortunately, Revelus doesn't allow us to do that. It does allow us to remove things
030like birth dates and things like that. And that has been redacted out. We do ask that information, but you don't get to see it because we want to help you be objective with regards to age. Now, you could probably figure it out by looking at their work history and their education. You can figure out how old these people are approximately, but try to be objective as much as you can and focus your attention on the qualities and and the criteria that the board has provided us and using that we can be objective. I want to pause there. Any questions or comments? Is there any wisdom in the room? Uh folks, most of the people on this call have done some hiring before. How do you uh try to deal with bias in your hiring processes?
031You just pay attention to the facts of their history, their work history, and not them as a person. I would I would add I think that's where like our rubrics come in really handy and making sure to stick with the process and not like I think or you know I believe or I you know the anecdotal stories of you know those personal connections come in but sticking to um like Christy said um the facts and the rubrics and um you know the process really ends up vetting itself out especially when you have a team approach. Wait, any other thoughts there? And you will have a rubric. Well, it's not it's a qualification matrix. It's not strictly speaking a rubric, but absolutely using those frameworks to help us cognitively isolate and be objective. Good job. Okay.
032So, let's talk about some application materials and things to look for. Now, don't laugh at my old résés and letters of reference. But, so you're going to get résumés that look like this. Actually, you'll get résumés that look a heck of a lot better than this. Résumés have gotten really, really snazzy in recent years. Um, so yeah, you're going to get something. You'll have some sort of statement, objective, or something like that. Education and professional experience. A lot of these will be chronological in nature. Uh that's a pretty typical with superintendent uh uh resumes. Um so people in education tend to follow a fairly typical uh career path. um they often will start um as a teacher and work their way up into administration and then they you know they'll be a principal and then
033they'll end up at a district office and then all of a sudden oh they're applying to be a superintendent or they've been a superintendent. So that's a pretty typical uh career trajectory, but not everybody follows that in this situation. And this is a real uh resume by the way. It's old, you know, it's from an old surge, but it's real. And so this person was a superintendent um and then they went on to be they were superintendent principal then they were an elementary principal and then they went into private into a private consulting practice and then came back or I'm sorry I'm reading that differently. They were in they were superintendent no HR superintendent went into consulting came back as a principal and then a superintendent principal. So there was this excursion into private practice.
034Now, that's not necessarily wrong, but it's a little bit different and that's something that we might want to ask them about. Uh we we can develop a interview question. So, just be on the lookout for um you know, anomalies, I'd say, or something I don't want to say irregularities, but thing, you know, uh look at their work history and see if they're following a traditional trajectory or if there were some changes, letters of interest. And so this is um this is a place it's hard in the materials that we get to get a real sense of whether a person has done their homework and has really stepped back and thought about seeing themselves in the position in your district and in your community. And so letters of interest are crucially important um in the search
035process. So, one of the things is that you want them to demonstrate why they're applying and their ability to lead. What are they going to bring to you to your um to your district? It's the really the underlying why. Why are they why are they coming? And so, the highlighted um language here is that it's just not very illustrative. In my most recent position as superintendent principal at the Spray School District, the school went from receiving a low rating to on the statewide report card to satisfactory. Yeah. Okay. But what did you do to make that happen? How did your leadership, you know, cause that to happen? How did you lead that team to get, you know, get that achievement? So, this a letter with a passage like that leaves us wanting a little bit.
036So, you want to you want people that you want to be able to see why they're applying and the the quality of leadership that they're going to be bringing to your district. So, um so some revised language here in this next one. You know, they they say the district also met annual yearly progress for the first time capacity. I was able to accomplish this through strong leadership and a focused and dedicated staff. So, there's some little bit of leadership there. I wouldn't say that that would be a stellar passage in a in a a cover letter, but it deletes better than the other. Now, I want you to be also on the lookout for boilerplate language. language that sounds really nice but is generic in nature that you could put any district name in the
037in the language and then it sounds great and this this passage here which is from a real letter uh co real cover letter um is just like just like that I'm very familiar with your community and know the strong support and value of education as well as creativity innovation entrepreneurial spirit and livability that exists in Sample, Oregon. Working as an educational leader for the sample community would be a wonderful marriage of opportunity and good fortune in that I would be able to live, work, and participate in the advancement of a community I would enjoy. H sounds great, but it didn't say a darn thing. Does not illustrate to me why they want to be there. Uh, what is unique about Mount Mount Angel and the Mount Angel School District? What is it about your school
038district that is so remarkable that I'm going to uproot myself and my family and come come to work for you? So, that's what you're looking for. Look for their why and be on the lookout for boilerplate language. Any wisdom on this? Um, I know that some a lot of folks have looked at cover letters. wisdom about cover letters. There there is a prevalence of um use of generative AI when creating cover letters. And what happens is the candidate will just input the job description into chat GPT. It will spit out a lovely cover letter and so um my recent experience I've seen specific phrases uses structure being exactly the same cover letter over cover letter. What do you have to um what's a principle or guidance you have for that? We want them to be
039unique. We want them to be reflective of that person's experience. Is there anything else that you would add on the AI stuff? I'm not necessarily anti-AII here. I mean, I'm not saying Yeah. Yeah. But I definitely be reading with that critical ear. I mean, so I mean, we're getting to the point now where we can almost, you know, tell when when generative AI is being is being used. So, be on the lookout for it. I don't know if I want to recommend putting it into an AI detector or anything like that. I don't know how much value I think the jury is still out on whether those are really effective. I think the key here is does the letter actually explain why this individual is want is applying. Exactly. And and I would just say
040that as we're reading through the cover letters, it may become obvious when someone didn't when they just went with what the AI tool said and they didn't use it as a starting point to really make it their own. So, just wanted I've been seeing that a lot lately in some of the recruitments I've been working on. So, thank you for that. Yeah, I don't have any all the time. So, I'm not opposed to it either. Yeah. I don't know. I'll flip the question back. How do you handle it? Well, when I see specific phrases repeated over a number of cover letters, I'll go back and say, "Oh, they didn't they didn't do enough to make it their own. It's not truly reflective of their specific experience, so I will not uh hold them as high
041in my scoring. Yeah. And I mean, I'm most familiar with chat GPT and it seems to love to head off with a nice topic sentence. It uses standard essay structure really well. And so it'll start with a nice topic sentence and it always ends with this nice round sumitive statement that seems a little banal. And so I mean usually you can detect them uh just by the way they sound. Yeah. I don't know. That's I guess we're all growing together. So, um I guess when we do the screening report, if you notice just if you know if you get a whiff that you think that generative AI was used, just make a note and then we can take a look at it. Yeah. And like you said, I'm not opposed to people using it to
042help, but to create the work product without, you know, heavy lifting on their side. could be red flag. Yeah. And I mean, in their defense, if they use generative AI frequently, it knows them. It knows their values. It knows what they care about, and it knows how they work. Um, and so it would weave that into that letter. So, I mean, I'm not nec, like I said, I'm not anti- AI necessarily. Good line of questioning, though. uh sample letters of oh um letters of reference. So when we're reading letters of reference, we're looking for we're looking for strong praise. Um we want to be on the lookout for faint praise. And so this one, I mean, I think you have this example in the in the in the uh packet, and you could read through
043all this highlighted language, but I I love this this ending. Again, this is a real letter of reference. Um, and I love this last sentence here. I cannot think of a person who would be a better candidate for any superintendency. I mean, you could just get rid of the rest of the of the of the letter. Just send me that. That's enough right there. That's like, okay, that's I mean, that's the level that we're looking for. Be on the lookout for faint praise. And I think this next one, yeah, this is the one that's um reading between the lines. So yeah, this is to who have made concerns. I worked with uh Mr. Smith for the past three years. Um Mr. Smith worked with the school to address overcrowding issues by bringing in modular buildings
044and by adding staff. Oh, okay. We've brought in modulars. Is that something? Okay. uh he provided assistance to me as I worked as a teacher through a plan of improvement process. So for those of you those who are not in an education, a plan of improvement is uh a tool used to bring a teacher or a principal up to up to speed. So there's a power dynamic. This is a person who took their subordinate that was on a plan of improvement and had them write a letter of reference for them. So that's not a good situation to hear. Um, our district continues to work. Uh, put the sample of school district in the right position retaining adequate yearly progress. Whoopdedoo. And then they finish with saying if you have any further questions, call me and
045here's my phone number. Now, there will be letters of reference where they give their phone number and they're like, "Yeah, please. I would love to talk to you more about this amazing person." Um, so the the phone number thing flips both ways, but if you see a letter like this that's faint praise, um, and may have a power dynamic issue in it and they say, "Oh, please call me. I want to give you my unvarnished opinion of this individual." Um, that's a red flag. So, this is a red flag letter. But if you have one that's over the top that says that's the other way, I can't think of a better person who could be a better c or wouldn't be a better candidate for any superintendency and then they gave their phone number and
046says please call me. I would love to say more good things about this person. Th those are fine. Anything about letters of reference, wisdom in the room? Okay. Okay. Then we'll move on to the rating sheet. So, we talked about the So, we use a rating sheet. It's kind of like a rubric. Um, but it will take you stepwise through the application. And so, you'll do one of these for each person, each candidate. I'm sorry, there's 19 candidates. It's going to be a lot of work, but um some of these will go quick um and some will take a little bit longer. Um so you'll of course it takes you through name, candidate, all that stuff, their education, uh their lensure that will be in the application materials, whether they have uh professional um professional
047lensure or if they're eligible for it. Um it will also have their experience and all of that. That's not the exciting part. And this is the the qualities and qualifications. Now this is an example. This is not yours. Uh but it will your yours will be populated with the qualities and qualifications that the board has identified. And so you'll work through these and what you'll be doing is you'll be rating these. And if I were you, I might make a note where you found the evidence for that quality and qualification in here as well. So you can refer back to it. um making notes throughout um keeping in mind that when you we do the ranking report screeners, I'm going to be asking you where did this candidate really shine? Where didn't this candidates, you
048know, in their application materials, what gave you pause? What where do you have your reservations? So, you'll want to make notes in here because you'll be referring back to them. And you if you want to work on a legal pad or something like that, you're welcome to do that. The big thing though is that all materials that you generate, these rating sheets, any notes you create on these at the end of this process need to go back to Jill Holland, board secretary, and she will gather all these documents and they need to be retained. Okay? So any notes you any paper products, anything like that, you have to retain. you shouldn't be downloading any documents which is that reminds me there are documents like their the resume um their cover letter there are other documents
049that you'll be able to download please don't uh because then you would be stuck with having to destroy those or delete those permanently delete those documents and we don't want to do that just view them online generate any notes that you need to and use these rating sheets Vince, are the rating sheets digital or paper? Paper. Yeah, these are hard copy. We'll send you a digital version. In fact, you probably already have it. Reggie is amazingly diligent and I'm I would be surprised if you didn't already have it. I was going to say, is it the one that he emailed? He sent a bunch of documents in the email he sent. Yeah, they came in that original email. You can print it and then make apparently 19 copies. Yep. I'm sorry that you have to
050make a bunch of copies. So, yes. So, you're going to make a hard copy and then make notes all over it. Okay. Last page on that rating sheet. Uh recommendations. Uh letters of reference. You'll find letters of reference. Go through that. Uh recommendations. Um yeah, these are all the letters of recommendation, awards, comments. Um we don't really use this recommend candidate for an interview one way or the other. We just give we give that decision to the board. Um it's it's an anacronism from when we did do that. Um, if you feel strongly, you can say that when you report out. Any questions about the rating sheet? I was going to say, um, if someone's a non-district employee, if they want us to make copies in the district office, I can print them for everyone
051and you guys can come if you want. As far as doing them digitally too, I mean I would need to print them out eventually anyways to put them in a cardboard box in the archive. So it's printed eventually anyways, but I can print I can have copies for you guys for that. Okay, thank you for doing that. Yeah. Okay. Reading sheets. If when you're going through your first few applications, if anything seems if you're not sure about something, just pick up the phone and give me a call. All right, Rallis. So, let's get in. We're almost to the executive session part of our of our meeting here. So, we'll go over some nuts and bolts with Revelis. Just some little stuff. Oh, no. We're going into executive session now. So, um Andrea, you can go
052ahead and take us into executive session. Yes, we're going to be now entering executive session for the screening.