001discussed about our superintendent search and Vince Adams from voicep is joining us tonight to get this started we're excited I'm excited too yeah I actually came a little early it's unbelievable I have lived in Oregon all my life and I've traveled all over the place I used to work for the extension service and this is the first time I've actually driven through an angel it's just I'm kind of amazed I thought i' had been everywhere but haven't been everywhere and you have a lovely Community I'm really impressed with the schools and the district it was just it was lovely and I actually snuck out behind the ball field and snapped a couple pictures of the Sun going out it's a really good place so thank you for having me um so we have a bit
002to get done today because we're compressing the first part of the search process into one meeting um so the first thing it sounds like you've already declared the vacancy awesome I already put a check mark there so done with that the next thing that you need to do is to hold a hearing on the qualities and qualifications of the superintendent um this is one of four uh criteria that you need to satisfy under law to meet an executive session during the search process um I'll say that it's pretty typical that members of the public don't engage because you have had a survey out we got a lot of good input we'll talk about that here in just a little bit so I'll let you open the hear open the hearing and is anybody logged in
003no okay I guess I didn't give you language for that I you just have to formally formally open the hearing and then uh seeing that there is no one here you close it that's all there is to it I'm formally opening the hearing and there's nobody nobody's here and nobody online so I'm going to close it great and then we record it in the minutes and we've met that criteria awesome next one is I get to present the qualities and qualifications report so we put a survey out it up hold on do some technology here yes the meeting is being recorded going to share screen going to share now application windows and on the screen thank you okay here we go and I'm coming through going to shrink this okay so uh this is a
004document you'll uh get a copy of this um this is the qualiity and qualifications report for the survey um this is um um the demographics of the uh respondents so and this is very typical uh most of them are are parents uh you got quite a few students that was nice and then we have some staff um and coming up to 120 you also deployed a survey in Spanish and got five respondents two of those were parents two were classified staff and one student um so the qualties modifications that I'm going to show you are an integration of the input from both surveys okay so that's that piece next is the qualities and qualifications and I thought I had changed the formatting on this to allow more room but um and these are also in
005rank order of frequency um So based on what came up in the survey how many people recorded these qualities the the ones with the most bubble up to the top um so the one that came up the most was a high degree of integrity and honesty strong core values culture Comm and respectful of all groups uh those are all themes that popped out and were important uh to the community uh next one was effective communication and listening skills put a period behind that next one was putting kids first uh committed to serving all all children um that was also important and as we get down in here inspirational motivate motivating leader that can collaborate and work with all others uh this inspirational well then that was actually the top response in the Spanish survey I
006found that really interesting um and then on the English only side it was you know about in the middle so I popped it up a little bit higher so but yeah definitely on the Spanish side they were looking for an inspirational motivating leader um and also one that can collaborate and work with others um personal and approachable while keeping an open mind and a good sense of humor that's all that one is always somewhere right in the middle of the responses um demonstrate sound fiscal management and strong budgeting skills interestingly this bub up in the middle uh I most typically that kind of sits lower in the responses most typically uh coming from Community uh and then proven ability to make tough decisions when necessary and effectively communicate reasons demonstrating transparency um um yeah that
007one um I don't know they this one bounces around is consistent in being highly visible in community and schools this I would say is uh typically ranks higher with most with most communities and it wasn't that high here certainly was in there was definitely you know probably about 30% people citing this but it wasn't as high as I would say that typically came out um and then background in teaching and building Administration preferably in small rural areas um instructional leader with strong academic credentials proven ability to build strong teaching teams and then the the last one here is the abild ability to build and sustain strong effective uh family community business Partnerships that impact Student Success so that's the report this is what we what we got from Community But ultimately it's the board's job
008to craft these into the copy that will be put in the position announcement so and that's why I have this up in a Word document so we can Wordsmith it and I would say that there I never recommend for a school board to Wordsmith a document in a meeting but this is the one exception that I make otherwise it's a painful process so we're going to work uh uh stepwise through these bullets and so we'll start with the first one um High degree of integrity and honesty with core uh strong core values culturally competent and respectful of all groups how is that sitting with the board and what changes would you like to see I'm wondering about sorry that I arrived late apology NE I wonder about two separate bullets so after the first semicolon
009maybe the second culturally competent and respectful of all groups I like separating those but one opinion yeah yeah I'm seeing NS let's do it and that's how it works we're a team okay and that's exactly what I'm looking for uh so and does this capture does this culturally Comm respectful of all groups is that sufficient for your expectations the word welcoming and inclusive those two phrases might fit here but I don't know I don't want to do all talking but um because I think the superintendent can really pay play a a key role in creating a culture within our campus that feels welcoming and inclusive and respectful um for everyone who engages with us but I don't know if that's too much of a stretch the person in HR I look you know I mean
010yeah um I get I get the like you said the welcoming part because not only for our students but the staff as well and the parents too a welcoming yeah cultivates a welcoming environment I mean that could just be yeah I can see an interview question coming out of that I like it and I like I like highlighting it because I think that's one of the key uh energy Setters for our superintendent is to really value that and really work diligently to make that happen great I don't know yeah I like it okay okay so moving on here effective communication and listening skills I've seen dods anybody want to add anything I think we that needs to be expanded a bit because Rachel has done such a good job of communication that's been a big
011piece of her tenure that has been um welcomed and really kind of to a certain extent now it's kind of expected because she's done such a good job yeah right so I don't know how we can expand on yeah on those six words but yeah I I'm I'm with you Mark I think effective is it's not my favorite exemplary proactive and exemplary would be good too um but I think one of one of the things that we've gotten spoiled with with Rachel is that you you are proactive this is a a prior so but yeah I think exemplary or yeah I think maybe exemplary I don't know and do we want to say anything about transparency with your communication because that's been a big piece of Rachel's yeah communication is always very trans especially when
012it goes to community in leading to yeah we have this language down here that touches on that proven ability to make tough decisions when necessarily in effectively communicate reasons transparency is that adequate or do you would you like and I would see that one more as like you're making decisions and why but I think that's where are we at the second bullet point no third thir uh is really more about Communication in general okay at the general communication and bring this concept of transparency up there sure I I guess that's just my proactive exemplary and and transparent communication yeah o there we go sorry guys thank you oh you think it's a lot larger thank you for doing that I could make it bigger I mean I go bigger there we go here you go
013yeah okay proactive comma exemplary and trans and maybe lead with exemplary sorry yeah yeah no that's yeah and then yeah here we go I'm just going to go e active you guys are watching me type so I know always Exemplar proactive and transparent communication and listening [Music] skills okay I rank these by frequency but it always feels weird to me when we say put kids first in a list of bullets and it's not the first thing yeah I think it should well but you know know the the superintendent isn't a teacher they're not in the classroom they are directing the entirety of the district so while putting kids first is important it may not always be at the top there may be other priorities like put kids first disagree because your your client is the
014kids the only reason we're the only reason we say I don't disagree I would say that every decision that we make as a district needs to say while making decisions all of the work I I I would like to see it t but because it really is the number one lens that we use for everything we do because all the other things support that you know when we're yeah transparent when we're showing Integrity honesty it's all in support of the kids are we okay doing this mhm okay good again I'm just looking at the about all stud students students okay and we're okay with that statement we want to word Smith that anymore hey would you say that any differently little eloquently no yeah I think I mean it's very straightforward and it it says
015what you wanted to say I like it simple okay coming back to what this is the fifth bullet an inspirational and motivating leader that can collaborate and work with others maybe that's redundant can cber collaborate yeah we could just can see me go good is it okay if I to strike all of that make a little more sucin yeah should it be who can collaborate yeah thank you English teacher well I did teach sixth grade so you okay how about this one is personable approachable while keeping an open open mind and a good sense of humor I guess I should cont contextualize this this is you can think of this as ADD copy so as people when they click on the link in their Instagram feed and they taken to the position announcement this is
016the language they're going to see and then we want them to see themselves stepping into that position as as much as a good sense of humor is important I don't know if that's something you put in there I mean it's not a bad thing but I don't know I don't gu I've never seen that in qualifications humor is really important ler with strong emotional intelligence that's one respect I I'm not opposed to it it just like I said I've never seen it in yeah I've never seen a successful superintendent without a s yeah that makes sense Jill how do you feel about having a supervisor with Good Humor I wouldn't view that point is necessary I don't know the whole the whole thing stri the whole thing I mean personable and approachable I feel like
017that kind of falls under the good communication I don't know I I see this too two different things though because you can have good communication in email but if a parent walks into the office and the mood is not I like the approachable an open mind of humor I don't know if you need those four I don't know if you need that in a job I think we're looking at almost potentially the good sense of humor applies more I think daily with staff and and I think that's important to include um another way to think about this is you're communicating to applicants yeah so what is what is the staying that you're looking for a good sense of humor communicate to them and does that truly reflect your board and your District I'm not saying
018it's right or wrong if we strike that I I mean no judgment every we probably sense it a humor bone or two during that yeah oh yeah selection process yeah I'm good either way don't care to get rid of it doesn't matter like Sher said you're G to pick up on this in minut I've never seen that in a job posting of any sort doesn't feel right to have right but I feel like you get you've been if you've been in interviews before you get a sense of kind of who they are yeah if you're not comfortable with it let's get rid of it AR what do you think oh I think you can skip it personally well if you're involved in education you just can't without a sens get some days yeah but are
019you well okay how about this nuts and bolts one demonstrate sound fiscal management and strong budgeting skills as well I would just like I would leave that yes I this is where I don't know that the well organized belongs with the sound fiscal and strong budgeting skills true I I disagree because I think well organized applies to I think that's almost a separate well I think but I want you to be very well organized basically all the schools that are having struggles right now some of them if you kind of do a little insight research you know they're blaming it on the business manager but your suit better be better know that budget better be that better be the second business manager and know what's going on yeah which I think that that's so you
020have to be pretty well organized but I well organized in all areas BEP a separate bullet but I don't want to Le well organized out of something as it own bullet it own bullet it's good okay so what if we pulled well organized down here to well organized with a background in teaching building Administration blah blah blah how does that feel I don't know if you here we can move it and see how how that feels are we ranking these bullets kind of where we want it because I think that background and teaching building Administration instructional leader with strong academic credentialist needs to go higher up I know for us I personally would like to get through the list and then to go back and rerank it and rerank it that's I CU yeah I
021agree yeah I think it I think it belongs there I think it that feels broader I I think it yeah okay then let's go back to our finance one uh where is it oh demonstrate sound fiscal management and strong budgeting skills yes yes yes yes is strong enough yes impeccable I don't know be really Becky okay how about this proven ability to make tough decisions when necessarily and effectively communicate the reasons is consistent in being highly visible in the community in schools be engaged okay and we just talked about this one um and is it or organized and does It capture everything correctly well organized with a background in teaching and building Administration preferably and do you guys consider yourselves rural yes yes okay quite a farming Community an instructional leader with strong academic credentials
022proven ability to build strong teaching teams I'll die on the hill on that last sentence there I PL for that one do we want just plain instructional leader or do we need a adjective in building well you want teaching build in small instructional leer an instructional leader what did you say an instruction leader or do we want to put an adjective in front of that I think it's fine I'm just I'm wondering this is me I I see strong twice yeah yeah I wouldn't put strong but um yeah like strong instead of strong academic credentials like deep or something what's the because I like to build strong teaching teams I think strong works really well there I wonder if we can play with that would you say extensive extensive academic credentials yeah something yeah just
023synonymous with strong but yeah yeah that feel okay okay and I think this is the last one ability to build and sustain strong effective family community and business Partnerships that impact Student Success I like that one do you need strong in there or just to stay effective what do you think sure yeah yeah good point effective is good okay okay so now I'm going to zoom out a little bit because we want to order this and teaching so I have a question on the last one I'm wondering ability to build and sustain effective family community business Partnerships that impact Student Success positively to positively or that positively impact Student Success I think I think yeah you you took the word out of my M I think we need a little was reading your mind yeah
024because we definitely want it positively not absolutely weirdly yeah because we certainly know that those Partnerships can negative okay so this one we wanted to move up where do we want to move it to the beginning yeah I mean in a way it's the core yeah of what a superintendent so we say two when you see the beginning contr X and drop it here that you're talking about or kids first I mean second like put kids first that's fine and then well organized with a background in teaching and building per yeah I could certainly see it there sorry I want to back to the word extensive okay academic credentials are we looking for a laundry list of what they did or are we looking for what they have done is good solid because when you
025say extensive I'm thinking like a bullet point list of all the academic credentials that they have or are we looking for the ones they do have are good and strong because when you say extensive that means I'm looking for a big list of things quantity yes quantity not necessarily quality we're looking for quity we took out the strong how about robust there you go I like that show on the these are qualifications right but we on the posting it's showing as qualifications do they show as preferred that's a good question how they show required or just qualification well there are there are requirements there are hard requirements to be a superintendent and so those are definitely required no this is a list this is more of these technically preferred they're not labeled as preferred okay
026but it's certainly communicating what the board is looking for and superintendants know this is what's going to be in the screening Matrix this is what your screeners are going to be when you look at the application materials these are the criteria that we're looking at can we go to the um an inspirational and motivated leader who can collaborate can we just say an inspir collaborative and motivating leader like that yeah I like that b that's better yeah thank you yeah and you're not an Oxford comma guy huh I I love Oxford commas where am I missing one after collaborative collaborative see my brain I catch all those details no I am an Oxford just right on Sher can we get rid of all the slashes is personable and approachable while keeping yeah I can you
027yeah I like that there's like three in that last B yeah just thanks forec family comma yeah no problem I'm sorry I can't get this all on one I'm going to back it out yeah there we go that's about do we want to move any I don't know fiscal management and strong budgeting skills should it be up higher if we're kind of to I mean we've had this is our want list I mean a a potential candidate looking at this they're going to look at all of them kind of equally as opposed to like the top one's the biggest one starting with our most importantes makes sense um one thing on the demonstrate sound fiscal management and strong Ving skills I'm going to riff out loud process out loud someone with knowledge of public budgeting
028I mean because public sector budgeting is different than any other budgeting and I don't know if that's a place to call that out um because we do say demonstrate sound fiscal management and strong budgeting skills in the public sector yeah I think calling out public sector is important I mean obvious but yeah maybe not no I think it's reasonable yeah public okay is it public f is it public you want the public sector I can do the public sect it's the yeah one thing that the survey didn't touch on I'm just thinking out loud is what Rachel had to jump into with Bond work you there's nothing in this that identifies having to finish a bond and we have more work to be doneit absolutely so you are you won a bond last year did
029I hear that uh is it almost two years yeah but you're still executing executing and then there's a seismic uh Brant also coming on top of that yeah we need that there we absolutely need that in there okay demonstra with strong budgeting skills experience with uh Capital Improvements capital projects cap that's like capital um Improvement projects yeah I like that does that capture Rachel do you think or does that fall somewhere else in the job listing because that was a question I answered on that Google form like are we do we have a bond what's the amount when did we because I answered it in that so I didn't know if it fall somewhere else in that posting no we should call it out here okay we should definitely call it out here and then
030will say that you have a bond that you're that you're executing on and so that those two things will go together and focus up those skills will come out focus on that that's an important filter anything else that you have going on that big projects where you need specialized skill because you want to hire you need to hire the superintendent that you need you know now now and and you know superintendents come in all different with different skill sets um you know some are fixers some are system Builders some are maintainers um there's lots of different types of superintendant so Rachel how much do you have to keep doing the math adoption going forward and then our my prediction is there will be a pause for a couple of years due to financial shortfalls again
031okay yeah and um like Union negotiations I mean that's that's a nice to have but I don't know to call out here but but there are some folks that are good at doing that and navigating that space and this and what I'm seeing here is kind of our our we we won't go extensive and include everything but these are some of the key points that we like the perfect candidate will hit all of these and we're not gonna we're not going to get that so if we list again during the interview selection process the rubric will be pointing these things out so is that important enough to um put on there the the leading the district with Union I mean maintaining a strong relationship with the um unions or something like that I don't know
032is that is that worth bullet I feel like you could consider putting in the word trust somewhere and that would cover a lot of things including Labor Relations but that's just what thought for your consideration on with strong core values inte track record of cult cultivating Trust just cultivating trust I like that yeah how about that does that c yeah thanks yeah because I think that that does flow with integrity and building trust and being trusted so yes that's super important I just want you to just think of considering in that well organized with background in teaching I somehow was thinking of the adoptions and stuff would it be okay to put teaching and learning because that's where you're looking at is you're looking at your math you're looking at your reading you're looking you
033could be a good it's teach it's learning is the teaching learning and building right learning it was just because you could be a good teacher but if you're an administrator you got to figure out the kids are learning or not I was just because you could be a really you know and therefore that where Rachel took us with the new adoptions and you know looking at all the skill I'm just wondering we don't have to but I I like it a lot you're absolutely correct know I was a teacher but a lot yeah um another area is a visioning and strategic planning thinking is that work that you guys are going to need to do in two years two years well it's it's continuing I think we're always doing I agree with I agree with
034you because um when Rachel came in we really didn't have a functioning strategic plan it was just a notebook and on file and it is a living and breathing document and she created a strategic plan um so and it's not just sitting on a shelf it's it's it's every single month and it's really working so you don't you know I don't know if it's Visionary leadership or you know strategic place where we could put that you know something with strategic you know something that would yeah hold on that would be something I will be asking in the you know question or not you know what's their experience with because that goes with teaming also and that goes with you know you've brought teams together Rachel you created a strategic plan that's like one of your
035high strength it's strategy it's Vision strategy and priorities and and sticking with it sticking with it this yeah there you go experience leading planning processes I like that and it bookends that sentence nicely it operationalizes the the inspirational collaborative motivational leader yeah I like that this is a really rare treat normally boards do not go to this level of detail oh really good and move on ahead yeah there's a little bit of word smithing but usually they move on they get tired of it pretty quick but this is great I really appreciate this the attention and detail that you guys are going to this is really and I want someone and this is who's comfortable and knowledgeable with data driven decisions um and that comes with the putting kids first and making I mean right
036but I don't know if we need to list that we can we can yeah yeah but yeah yeah evidence-based decision making I me we yeah we could do with experience leading planning processes and evidence-based decisionmaking you want yeah yeah yeah yeah it's the evidence based that I think we got strategic planning we got a bond going there was and there were some uh open some comments in there um that alluded to some political division in the community I don't know that maybe a purple Community oh yeah we're know how purple we are well yeah yeah I Haven I haven't sensed it room if it's not issue I was just something that kind of it's probably something that'll show up during the Forum Forum yes it always does oh my goodness first question so how are
037we feeling about these are we feeling close to uh can we just go through it and read it out loud yeah I'd be happy to read it out loud put kids first is committed to serving all students well organized with with a background see this is why you read it out loud with a background in teaching learning and building Administration preferably in small areas in rural areas sorry an instructional leader with robust academic credentials proven ability to build strong teaching teams High degree of integrity and honesty with strong core values proven track record of cultivating trust culturally competent and respectful of all groups cultivates a welcoming environment in the district exemplary proactive and transparent communication and listening skills an inspirational collaborative and motivational leader with experience leading planning processes and evidence-based decisionmaking you have motivating
038with motivational sound better or does it matter he said motivational when oh did I yeah I so I'm wondering if that sounds better motivating leader or motivational [Music] leader you say motivational I think motivational speaker and it's just like I know it doesn't okay then just motiv motivating is personable and approachable while keeping an open mind demonstrate sound public sector fiscal management and strong budgeting skills experience with capital Improvement projects proven ability to make tough decisions when necessary and effectively communicating the reasons is consistent and being highly visible in the community and schools an ability to build and sustain effective family community and business Partnerships that positively impact Student Success I like it I'm like having my pleasure sensors in my brain are going up just reading it it's not it's not like uh too
039descriptive it's very straightforward and detailed enough I like it good okay so the next step here is that the Board needs to approve this and I will change the name on this file from draft to approved okay formal formal we approve Theif qualifications qualities and qualifications as listed I second okay I got move in second any discussion okay see any another discussion all in favor passes awesome thank you very much okay I can't see my tab so I have to stop my sh oh now I can't see okay done we did the report we finalized we approved okay let's talk money so we did a salary analysis this is going to be hard because I I can't make it bigger I wish I could I wish I could hide my r somehow anyway I will
040just share screen and we'll muddle through the best we can so I'm sharing screen and then I'm popping back over here okay good okay so the way that we do this is um we take your admw or your enrollment that's reported to OD and then we go plus and minus 30% to get a sample of comparator districts um and I need to go look over here and show you all comparators because that is relevant because I adjusted a little bit we don't want to match Riverdale well I mean if I I'm sure I'm sure that would broaden and deepen the um wow oh wow boy that if you could they would come out of the woodwork um yeah private it's no Riverdale is the highest sces in I believe in the state of Oregon at
041this time correct is not part of Portland publico it is it is beautiful it is beautiful it it makes lakeo look not as wealthy small small very small it's very exclusive wow so um zooming in here uh in with the with the full sample um so I used to do statistics I that's what I did at Oregan State University and so I pull I was pull a standard deviation and over 10% just didn't feel really good it just felt a little Broad and then so I was like hm what's going on and then I was like oh there's Riverdale which you spotted immediately and the other one was was Napa over here which is um it's just it's a bit bit lower than the others and so I recalculated it I pulled those out and
042that dropped us down to 8.25 you know with a you know a standard deviation of you know just under 13,000 which felt felt tighter more compact a little more accurate yeah um and so the average of that grouping is 154,000 I didn't round these um you know median is 149 we often see a little skewness upward um and then of course you can see the mints and Maxes and all that stuff we have we have we have a you or our superintendent un usual District do well that's I'm glad I like working with spreadsheets good so so then what is your salary scale what would did you do you have a salary range already in mind well I didn't look at it but I know we have it because I remember we work we had
043that looked at with Rachel yeah oh great it's a but if it's four years old is it well it's but it's updated with the coll yeah okay yeah so uh do we have it somewhere is badly mousing to try and get there okay you just want that bottom and top yeah I mean I'll send it to you can you share your screen I'm going send it to you and it's it's going to be a public document I mean we have we have to say it out loud do you want me to share or you want me toil it to you and you can U you can share it you can tell me the numbers if you want here I'll stop me share let me get on the zoom real quick yeah that was one of
044the I remember it was was oh not very many districts have it of what not very many districts have their superintendent in a on a salary schedule salary schedule yeah I like the predictability of it that's nice that's a very nice yeah anything to reduce surprises is a good thing I would [Music] say yeah we'll see where this lands with youres well in so as we're thinking about this um it sets the floor the B the the number that you can't go below uh you can always exceed your range if you want to um but um the upper range is kind of the the bait in the Trap it's what gets people interested so so the higher you can afford to go the the better it would broadens and deepens your your outc pool did
045I do oh reception uh superintendent okay I'm right in there I mean yeah I think we're in there and when you bring You' be bringing them in at step one exper 12 depends on experience 617 to then do we know what the col is GNA this is 2425 though that do we know what the cola is for it's for next year you know you think I would remember going to be 725 I don't have so I don't have next year I don't have 25 26 admin salary from christe yet 58 she does that year by year so we need that this is this year's something like a little more than I know in my organization it's be 2.8% but I don't for 25 26 is 4.5 next year's so we we reflect the non reps
046with and just to keep things transparent actually you can stop me share you're sure I'll just do the math so add 4.5% I'll do the math so we're going to have 128 617 Mark how are you feeling yeah yesterday every I was happy that you were here proba 135 this this times should be able to go yeah that's yeah great okay so then that takes it 130 here oh wait share screen then you can see what I'm doing here hold on your screen I want to share the screen yes good um and then I'll zoom in to make this as big as a house so this was your this is your step one so I'll put that step step one and this is I believe step8 oh wait St no so the that's the actual
047values and this is with oh yeah right okay yeah with Cola so 134 to 165 that's great and within our um 154 right in there other administrators uh salaries I can't remember but we need just need to monitor for you know make sure there's not compression and things where they're at yeah is it all right if I simplify this to 134 to [Music] uh 165 yeah say 1344 and 165 yeah but it's all good I think either way done well great Strang we don't have to vot on that okay it's okay good that's acceler range done okay the last thing is oh I here maybe thank you for doing those comparisons it's always a good idea to do little little market studies to see where we're at yeah thank you to all the board secretaries
048in Oregon who send us that data it I mean the math is easy but getting all that um is challenging okay so this is a tactical conversation so I you can see that good so I move this up I thought you could put the controls for zoom on the side but apparently you can't okay I'm going to zoom in so you can see this okay so you have two options um I have a calendar with a six we application window our typical one is eight which seems really big um six is I think more more than ample um um and that has us I'm just going to fast forward down here we're here at February 27th I'm just going to go ZIP down here to the bottom to where where it matters um and that
049is here when we do the finalist Forum when we bring people into the district that would be happening towards the end of May that pushes a vote you have to negotiate and you'd have to vote vote to hire right at the end of May that only allows a month transition that's a tight [Music] turnaround um so it can be done we could do this it allow it allows the month um if it was any less than that I'd really start stamping my feet and making noise so we could do that I created a a 4-week calendar as well and so what this gets us is I'm going to go ZIP down here okay so this is I'm going to show you how it benefits us and then I'm I'll make my ask it puts us
050bringing candidates in at the beginning of May and has the board voting to hire on the 12th which I think is a regular meeting for you yeah um what's your experience with the four versus 6 versus 8 I think that this time of year a four-week application window is totally viable that's what I particularly for a desirable District like this I mean if I was talking to somebody in eastern Oregon up in the mountains that would be a different conversation but I think for you guys you're close to the metro area both metros I don't think you're going to have a problem okay people already know that you're that you're going out so I I think a four-week window is reasonable and anybody looking and they're they're looking looking and they have let their District
051know that they are looking to apply or you know they're candidate so yeah so it's going to be a short yeah okay so here's my ask and it's a big ask it means this is uh I believe April 17th is a Thursday and you have a meeting that Monday so it means two school school board meetings in one week which is for this fine with me that's that's good for me and it's a long big ass for me and this is a Holy Thursday if anybody just oh it's like okay it's holy so is that school board meeting or is that a meeting with parents and stuff no this is would be no community meeting this will be your your screening panel and you that's it because if it is because the question I asked
052about that is because there's a lot of church people that go so anything involved that you know I just don't want to interfere with when we and I think when we um recruit for our committee um we can highlight dates we stopped call we've stopped calling them at a committee because it's not technically not a committee and it confus we call it a panel yeah when we recruit for the panel yeah there's a story there and maybe I'll tell you about it sometime people who are going to share their perspectives with us we that screeners yes yes yeah we will be having a meeting on Holy Thursday yeah okay yeah it's fine I'm good I just want I'm okay okay great that's amazing I think that's really going to make the the into the process
053much much better less stressful less intense it's not going to affect my you can share the all this is going to be shared with you yeah this is when are you g the first through the 12th of April but it it fits oh first it doesn't well and let's walk the let's walk this let's walk the calendar to make sure this is going to work okay here we are February 27th with a whole bunch of things to get done um so in the next two weeks um we're going to be developing marketing materials we're going to accelerate that by getting the position announcement out we can turn that around in a week and then we'll do the social media marketing campaign after that so there'll be a little bit lag on social media marketing all
054the digital marketing so all the emails and social media that's a nationwide distribution so you're going to be pulling from all over the place don't be surprised surpris if there are folks from Texas in your applicant pool we're getting lots of people from Texas's going Texas huh what's going on in Texas over fine there's a lot going on in Texas a lot going on in Texas yes um so then uh on March 10th that's a regular meeting for you which is just can you believe it's March it's like you have screening committee up there you might want to change oh you're right screening just it was this season that we had the trauma that resulted in that screening panel members space yeah so you're going to select those screening panel members um I would not
055go too big um I don't know 8 12 on the outside I was thinking 6 to 10 um we did six that works for me with with that yeah four years ago there were six we interviewed six candidates yeah I screening screen I don't remember but it wasn't well most of the administrators were on it yeah yeah 10 12 it may have 10 to 12 still manable we have the document from a few years ago to then put that out to the community who are interested I have I have an application I have an application I'll send it to Jill and she can send that out and then you'll get applications and you get to choose the folks that you want uh that decision needs to be made on March 10th um okay and then
056our application that's our four-week application window um on April 7th we'll have a screening panel training so we te how we teach people how to screen applications Sher it sounds like you can lead that training for us and I think during that training emphasizing confidentiality confiden which I know you know and so it's still happens so the board the board and the screeners will all be under confidentiality agreement and that means you cannot disclose to anyone nothing I mean and and you know we're a small community people like to talk yeah it's going to happen we'll emphasize it a lot but it's something's yes your next column has committee on there too oh thank you I need to change the template for this so it has all that changed okay so then they'll screen uh
057screen applications and submit rankings 8 to the 21st that okay that gives me time that's a lot of time and I wanted to ensure there would be U plenty of time because there's probably going to be a few applicants I have a clarifying question so those get sent to us and then we screen at home we have an online platform okay so you don't have to download anything you can review it all there you'll have your screening sheets and you'll take notes so your screeners um but then you'll make you you'll do your rankings on on the it's called Rellis on Rellis put in your R we had 27 applicants you're so kind Sher no it was I I thought it worked really well so we don't have we don't get sent anything it's all
058it's all great in their confidential platform and it's nice for for candidates they just upload their materials and they're done yeah yeah you're just gonna have to do find and replace for committee in there yeah I am just gonna have to everywhere it's everywhere um this is this is your dead week here where you're going to have to do some business on Monday and then you're going to come back and you know we have to hear from all the screeners so it's going to be it's a long night um and then you'll decide who you want to interview VI what do you mean by established contract param uh that's a that's a reminder um it sounds like you guys have a pretty good idea what your contract parameters are already but not every board is
059in that situation so these are reminders for me to nudge people to say send your superintendent contract for out for legal review make sure that you know what your budget constraint is and do all as far as like moving expenses and things like that is that it be that but it's more about what is your compensation package going to look like or what are you what are you what are you prepared to to pay perfect yeah I [Music] think um let's see you will conduct uh internet and social media check so you're going to go cyber stock your applicants um we'll debrief that we'll do interviews um depending on how many we get and you select uh we can have as many as 3 days of interviews um then uh you'll select finalist at the
060end of that process we'll Dive Right into reference checks I'm going to ask are those interviews going to be Zoom or in person so you know I started doing this work with obba uh during the pandemic and then we did it all virtual and since then everybody's done their first round interviews virtual first round virtual to me makes the that's yeah and it was fine when we did it before but that was during Co time so I would say it's 2025 I mean uh a chief exective we're gonna have folks from Texas we don't want to honestly we might yeah yeah or from other or elsewhere in the country but so yeah it it just makes it you a lot more Nimble and they need to be able to communicate effectively online it's just accepted
061Norm okay um reference checks and this is um you will be doing the reference checks and that's by Design I know it's a burden for the board but we feel it's important that you have those conversations with those folks not me or one of my colleagues we did because we had this conversation I remember it's it's a big lift it is but it's also very insightful it's very and that's why we have you guys do them because those conversations are so rich um and then we do hold U you know this uh finalist Forum or day in the community whatever you want to call it I'll help you schedule that and do all the bells and whistles uh but we do uh of course Community tour um you know tour buildings meet with Rachel you
062know all you know lots of stuff you can meet with staff we can do a forum with just staff we can have I'm doing we're setting up one for a small rural community where they're going to throw an assembly which I think is going to be a lot of fun so having kids asking questions of the candidates which is I I really look forward to that um and then of course we do a community Forum where we bring our you know our parents and and uh staff can come to that as well when we do those uh uh it's not a town hall we we have them write their questions on on the 3x5 card and then and then I ask the questions of the of the candidates and we have sheets where we collect
063their feedback and we process all those at that point your brains will hurt so much you know but uh you'll be bring full of information you will know the candidates better than they know themselves um and we'll do the final interviews and all that so we that's way down the road although not that far it's May and that's right around the corner um hopefully we will be able to finish early enough that night that whoever you designate to to negotiate can pick up the phone and call your top pick and lock them in and start negotiating not that night but set up time FYI when we hired Rachel we did not reach a decision that night we we all knew that we needed to sleep on it come back and continue deliberations the second night
064and then and then we landed on and that was the best choice at that time based on everything that we hearing and so yes no I would just say it could be that everything falls really well into place that we can land on our top candidate that night and it's Jill was there Teresa was there it was exciting anyway um yeah okay and if that's the way it happens that's fine too you got yeah um negotiations and then uh yeah May 12th you'll do the vote to hire to ratify the contract you'll have an in contract by that point um I want to back up once you have I want to back up to he when you select your finalists this it's set up as a semi closed um search process in that we're confidential
065about everybody all the candidates up to this point when you select finalists then we go public and let people know and let them know about that we're going to be bringing them in and I'm seeing nding heads and that's what your expectation is um and I remember partnering with OSB at that point to um advertise a community forum and like local newspapers and things and that was really nice yeah um the other not all school districts choose to do that though no uh some districts will do a fully closed search where they are confident all the way through and what is the what is the reasoning behind because what do they feel as the benefit of that you will pull candidates that have uh solid relationships with their districts that are looking for a new
066opportunity um and they don't want to disrupt their their relationship with their current District even if they're finalist that would be for me personally if we were looking to hire an interim superintendent and knowing that it was just for a year to get us through then that closed search would make more sense but we're looking to hire someone for the for the duration and we need that Community involved yeah process I i% age but I just kind wondering I know some keep it close why they do that larger districts tend to do it um this is a desirable Community but it's not a very large District so I don't know it's I don't know how much of an effect it have on your applicant pool yeah and then after that then we go in so
067after the end you vote to hire new superintendent comes in then we set up the transition plan um you hire obba so that comes with six hours of training uh with new superintendent and board to just do the level set set up communication protocols and operating agreements um and if you want to do more training we're happy to to keep walking with you okay that's the calendar I want to be mindful of the board's time it's uh 20 to 8 but um I if we're good we're good with the four-week plan I'll go ahead and forward that to chill is something we have to pass or okay I just need I'm good with it and thumbs ups and we're good yeah I know that this is gonna come up as the as the process moves
068forward we're gonna be we're going to hear from a lot of people especially Community Forum time and you know this and that those of us in this room are going to know everything about the candidates and the references and and everything no one else is privy to all the information and so people are going to be mythed and we're just going to have to be okay with that just because they're on the selection panel doesn't mean that they are doing the hiring and sele correct we are doing the hiring and selecting so that's just got to be emphasized when they're in the training and yeah yeah even community members who go to The Forum want you know want to make sure that we hire the one of course they do that's anyway they definitely do
069it sounds like you you know the rodeo um so you know that you need to select screeners I will send Jill the application um and you'll want a broad selection of you'll want primarily Educators staff members if you want to include some folks from the community that makes sense but you need to think about what did that composition who are those people that you want to inform you about um looking at these candidates I think with I think everyone that applied last time and I think we started with wanting 10 and then once everybody like we were thinking oh we'll have about 10 but then we ended up having 12 and it worked up great so what does it look like though if we get like 20 and need to make some cut is that
070run during you know that school board meeting you have an open discussion about this no we work stepwise so we do we for each candidate we go where was this candidate you know where where were there so doing applications where where did their application really stand out to you and what gave you pause we go through stepwise through each screener I think she's talking about the panel panelen yeah that is so so do you when you when you're in the meeting you say applicant number one where does this person and then I start calling on screeners and we go systematically through all the screeners so that everybody is called on and has an opportunity speak up and if they say I you know I don't have anything to add we can skip over them and
071I think we asked a question it might be in your application for the we added a question or it was already in there about um what about your specific experience will add value to this process or something I mean we we did ask a specific question so that it could ground us but I don't remember how it was worded and I think that was at my encouragement last time you think you can that yeah is talking sure I'll have to I've seen it and now I need I'm not as quick as Sher with my memory oring things but I know what's in here and I'll look too I think I might have it a couple weeks ago just a little one but it seems like we did add that additional question just so we could
072really get why and what do they bring in case we did get a lot it would be a nice I can't remember the question but I remember adding something but I can't remember I don't remember how in the meeting though when we go screener for screener and like their application and then what do we we don't make do we make a decision in the meeting on who no we'll excuse the screeners after that and then the board will deliberate and choose but it's still a public meeting no that's all an executive session yeah that's then that is on that is on calendar it'll say special meeting in executive yeah anytime we're talking we're talking about candidates it'll be an executive session yeah once we have the panel and then we're going through applications do they
073still do the same thing is like you will we rank them and then you're going to tell us this is how you rank them yeah so we have the ranking report you'll be able to see the screener rankings you'll be able to see your own rankings and then you'll see the combined yeah okay yeah to help you process that yeah and yeah and everybody's lens is looking for something different so yeah it's really fun it is and the process resulted in Rachel so I had confidence yes okay I think that's that's all my check check boxes for that out moving on to public forum I don't see anybody here anybody online Joe okay online Perfect all right nobody has anything else then the meeting ised thank you everybody thank you thank you