001This is short. All right. >> You're good. >> We'll go ahead and call the uh this meeting of the board uh 437 board of education to order. Um opening items. Roll call. Everyone is present. Um in 1.02, 2 approval of the agenda. >> So moved. >> Second. >> It's been a motion, a second. All those in favor. Motion passes six to zero. And then we'll move on to 2.01. Our only item for tonight's uh superintendent search planning. So Mike and Frank, we'll let you take it away. >> All right. Well, first of all, thank you so much for the opportunity. Uh it's great to be back here under the official capacity of of leading your search. So, we certainly appreciate that and uh we're excited to be back. Uh tonight, the purpose of tonight is
002to simply walk you through the entire search process. Um probably looking at about an hour and a half, hour to hour and a half tonight, uh to go through everything. Uh please ask questions and we're going to kind of break this up. I think you have the planning meeting agenda in front of you. So, I'm just going to kind of kick things off here. Um, as I mentioned in the presentation, everything goes into that Ford portal. That Ford portal becomes critical for your search process. So, I know Stacy, I believe, sent you an email link last earlier in the week. Big question is, can everyone get into the port? >> You have to use your school email. >> Good. >> I was unable to. >> I haven't tried yet. I will. If if you can't
003get in, just shoot me an email tomorrow or tonight and we will walk you through it. We'll get you. We'll make sure you get into the form. >> Yeah, I'm 404. The URL doesn't exist. >> And you're logged in with your school email, correct? >> I'm logged in with my school email and it just doesn't have a >> Okay. Okay. So, we will help you make sure you can get into the course. Um the other thing is the reason everything goes to the portal because we communicate with you all at the same time via the portal. However, we would like to have a contact person uh just in case we have to make a phone call or a quick question. Typically, it's the board president. Does not have to be the board president um if
004if we need to make a quick phone call or or reach out. Is that >> Yeah, that's fine. >> That's good. Okay. >> All right. Um, we do have all of your contact information. So, we're we're good with that. And, um, that's just for our, again, for our reference. So, we have all of that. Um, it's kind of going right in order to here. So, uh, number four. Okay. I want to echo what Mike said. Thank you for selecting us and we're very excited about being able to do this search and looking forward to it. Okay, you see our contact information and of course feel free to contact us at any time. You have our phone numbers as well as our email addresses. Okay, number four. One of the things you'll need to decide is
005whether you want an open or closed search. Okay. Uh first I'll talk about what a closed search looks like. So let's say we've already started the interview process. We presented X number of candidates for you and you decided, okay, we're going to interview six. Okay? And most of the time when superintendent apply, they don't necessarily tell their board. They may tell their board president, but it's confidential. They don't announce, hey, I'm applying for Auburn washroom position. Sometimes you're just wanting to put feelers out and just kind of seeing how they will compete. After you've interviewed the six, you may likely bring it down to three finalists. Okay. At that point is when a board has to decide, okay, do we do a close search and not announce those finalists or do we announce the finalist?
006Uh the Blue Valley board did a close search meaning they did not announce the finalist. Okay. They interviewed them the finalist and did not make an announcement until after they made their selection in open board meeting. Okay. So no one knew who the finalists were. Many did not know. Okay. that is kind of rare to do a search that would be that closed. Okay. What it would look like more in terms of an open search is when you've narrowed the candidates down to the finalist, which I said maybe three. Okay. And at that point, most of the candidates will have told their board members, I've been selected as a finalist for Auburn Washurn. Okay? So with the finalists, we typically set up what we call a day in the district where they will be brought
007in. Uh we can do all three the same day. They will have some time touring the buildings typically maybe an elementary, a middle, a high school. uh meet with uh community groups, meet with staff, meet with a group of students, uh have lunch, have dinner with the board, and then the board interviews and typing basis while one is with student, one may be with community and that sort of thing. So that's what we call an open search because those three finalist names would be announced to the public and to the community. One of the things that we like to do with an open search and we mentioned this in the presentation especially for the community is provide a QR code that will be on your website. Okay? And this QR code will allow folks who've
008come to the community meeting to provide input. Basically, we ask them two things. One, what do you see as the strengths of each candidate? And so they look at each particular candidate. This is what I see as the strengths why this person would be a good fit. And the second is concerns. Are there concerns that you would have if this person was selected as superintendent? And of course, as you all know, the decision is entirely up to this board. The community doesn't make the decision on who's going to be superintendent. Uh they don't vote. They don't have anything in terms of making that decision. But with this open search and the community involvement in terms of the QR code, it allows you as a board to be able to receive that feedback. >> Yes, Chanel.
009>> Um, I'm sorry we're not taking questions right now. Are we taking >> No, no, definitely take questions. Absolutely. >> Um, so I have two questions. The first one is do you guys see a lot of hesitancy from the candidates in relation to either closed or open searches? So, you know, are they hesitant to be a part of an open search? >> Not if they're a finalist, >> okay? >> But they don't want their name broadcasted before, >> right? And every state has different laws. In many states, uh Michigan, I'll use Michigan as an example. Uh everything is public. um discussion the first round all interviews all done in public uh other states as soon as they submit Texas Florida as soon as they submit their application it's public >> okay other states Kansas is
010fairly closed so you've got a lot of leeway with your search um we like to see what Frank just explained we like keeping it closed until you get down to your finalist and once you get down to your three finalist list. Your public has a vested interest and they really want to see who these three people are. We will even put their resumes on your website. Um we'll do the meet and greets. The feedback information you can get from the from the student group, from the staff, from the administrators, from the parents, from the community, from the business leaders. That all goes in real time into the board. So you're going to be able to see what your stakeholders said about each of the three finalists. So, we really like to see the the final
011three uh open, but it's again it's totally your call. You know your community and it's the the board's wish. >> And do you guys see a lot of engagement from the community in relation to the three finalists? >> Typically, we do. >> Yeah. But I really like the open search because it provides an opportunity for folks to have a say so just to be able to provide that input. And so when you make your selection, there'll be community members and of course your school district is a communityminded school district. They'll be able to say, "Oh yeah, I remember Dr. so and so. You know, I really liked, you know, when I was able to see them, we talked about this or we talked about that." And it actually makes it easier for the candidate that's
012selected because people already feel like they have a buy in. >> Your staff really appreciate it as well. >> Absolutely. >> To have an opportunity Yeah. >> after school for the meet and greet. >> And it's always interesting to hear from the students >> and what they have to say. And I'm sure you guys can't can't tell us, but what I'm curious why Blue Valley School District decided to do fully closed or if you're able to give us like a pro. >> Um, some districts do think that they'll get better quality applicants if it's completely closed because no names will get ever get released unless you get the job. So that's probably one of the reasons >> you know and also in the day of social media you know >> uh as soon as you
013announce people are going to start googling okay d >> so walk walk me through in a closed the engagement that the community So there's no in a closed there's zero engagement with student groups with community groups there's zero >> no there's zero engagement that they have with the candidate, >> right? >> But they had the engagement in terms of >> the process and all that stuff, but not with the actual >> candates. Yes. But they have zero engagement with the candidate. Yes. >> I don't I doubt we've ever done a close process here. I bet we've always announced I think we've done it similar to this where we've announced the three finalists. >> Yeah. And I think one reason why some people are kind of hesitant about how to say when people a name is
014out people start googling and if you don't have a platform for people to be able to provide some input which we do with the QR code then people will go to social media and say well you know did you hear this or did you see that and >> but that's going to filter out in the previous process. Hopefully we won't have three candidates that we're that worried about if somebody does a Google search. >> Yeah. Yeah. But again with the three >> and if you do the open people will feel like okay I had a chance to >> right >> contribute to and we are going to spend so much time vetting them not just with Google searches but with AI and other means that we have and if anything comes up we are going
015to share that with you when we present the slate. So if a community member finds something you're going to be able to say yep you were already. Yeah. >> Right. >> You said the community members don't vote on what candidate they like. So, what kind of feedback are they providing? >> Uh, what they're providing is what they see as strengths of the candidate and any areas which they may see as a concern >> from like a list of options. >> No, no, it's just open for their >> Yeah. And they don't even rank the candidates. Correct. They don't have any input in terms of that. It's just simply >> So, what you going to look for? um in that portal uh after the district. So when they complete that QR code, we don't know their
016name, we don't know their email. So that we can't see. But what we ask them to do is please check the box if you are a staff member, school employee, if you're a student, if you're a parent. That way when they submit their responses, you're going to be able to see what each group said. And what you're going to look for is common themes or what you know what what were the strength of this person by all stakeholder groups and what was the concerns if there were any by all stakeholder groups >> right so that's how they're giving you feedback >> right there any trends >> y I'm comfortable with an open process as they described myself >> so with the with the day in the district is it so they all come spend a
017day and then when would would they interview with the board again that night or what's that kind of process >> question. >> So, we used to do three separate days and that just got to be long. Some some surgeries are still three separate days, one person each day and you interview that night. The problem with three separate days is your community, your staff, your students, your administrative team would basically have to commit to three days to be able to get involved. So, about five or six years ago, we switched. Most of the associates switched. We do one full day now. All three come together one full day. So 8 9:00 in the morning, we would meet in a room like this. We would go through the day in the district schedule with each of the
018candidate. Yes, they're going to see each other. They're very professional. They they spend all day together. And so then the morning would consist of tours where we would get him into at least one elementary school, one middle school, and the high school. Now they would go separately. So, so when one would be in the elementary, the other would be in the middle school and the other would be in the high school. So, what we would need then is we would need and we arrange all of this with our contact person or someone like Chelsea or with Jessica. So, we would need like three drivers to be with them basically taking them from school to school to school. The whole morning consists of building tours, walking through the buildings. Typically, the principles of that building will
019lead that tour and they that's a great one-on-one as an interview as well when they're walking them through the building. Then there would be a lunch and then in the afternoon there would be like three different rotations. One would for sure be a student group, one might be the cabinet administrative team. Another group could be you might business leaders or again three rotations and then there'll be a break and then after school whatever I'm not sure what time your last dismissal time is but whatever time dismissal time is we would go to a large space and any staff member any school employee that would like to go to that place would be able to meet the three finalists. what that looks like is and we coordinate that and we facilitate that. So each of the
020finalists is going to get two or three minutes just to introduce him or herself and then why they want this position. Once they do that, we will split the staff up into three different groups and they'll go to either three different rooms or they'll go to each corner of the room and then they'll rotate about 20 25 minutes with each candidate. Again, they're giving you that feedback as well. There's a short break for dinner and then in the evening there's a community group, a community forum and I always like to have at least two different groups. So we'll do like two rotations in the evening and one person will be on break while the other two are meeting and we'll just we'll rotate to try to do the board interview that night. It's too long
021of a day. It's they're exhausted. And so the next day then, and we'll see this in the planning schedule, that the next day, the next evening would be the the final board interview. And that works out really nice, especially if someone has to fly in or is traveling a long way because they're they're going to be here. And the board is not really involved in the day in the district unless there's a lunch if you want to, you know, sometimes a couple board members are at lunch or whatever or you're more than welcome to attend a community um forums in the evening just to witness how the candidates do interact with the community. Um but that day is a long day for the three candidates. That's what it looks like. I think I'm comfortable with
022that process. Any other questions or >> concerns there? >> So, we have a kind of consensus on an open >> Yeah. >> Good. So, when we get down to the finalist, names will be disclosed to the public. >> One one question. If if there are candidates that are opposed to that and we get late in the process, is that something we can change or we we want to decide now and do it that way? >> We really can't change it because you can't have two candidates go through the day in the district or the meet and greets with the community and have someone not. >> But they'll know that up front. >> Yeah. >> So, they're going to know from day one. The two questions we get are every every search from from the the
023better candidates are are there any internal candidates and then when does my name become public? So they will know as soon as we post this job that their name becomes public once we get down to three finalists. >> Yeah. And only if they become correct. >> Yeah. I'm assuming from your guys's opinion, professional opinion, as I sit here, I'm not thinking that there's really that different much of a different standard between the candidate you're going to get between a closed search and an open search. I I just don't >> that's in your really massive large large districts. I'm talking two 300,000 kids. >> Yeah. >> That makes a big difference in those districts. >> Yeah. Yeah, I imagine, you know, one con potentially for having it open is if the community has like a favorite
024and then the board does not choose that person like the board isn't in tune with the community or something like that, >> but I'm an auditor so I always think of all the risks. >> Absolutely. >> But again, we're very clear and we do facilitate that evening with the community. We're very clear with them that the board really wants your input, but this is a board position. >> Absolutely. >> And you've elected the board members to represent you. >> Okay. Uh next, schedule interviews with board members. As part of the whole process, we're going to have an individual interview with each one of the board members. and uh probably about 30 minutes or so by Zoom and the question B will ask her what do you see as the strengths of the Auburn Washurn district?
025Uh what are challenges you see now and can you identify challenges you may see that will happen in the future? What are the characteristics or traits that you want in your next superintendent, your next leader? And then if there's anything else that you feel like it's important for us to know. And then finally, we ask if you have any recommendations for candidates. Okay. So, we're going to try to start getting those scheduled next week after uh Thanksgiving is over and be able to get that ball rolling. So typically that's a Zoom >> um meeting and then the two new board members will be included as well. >> Right. We wanted to be able to study nine too as well. >> All right. Number six, job posting. You have a very rough draft job posting um
026in your packet. So we still have some blanks to fill in and typically so I've been working I would work with Chelsea on this and Jessica on this and then get any input tonight. I don't know have a chance to go through it as a board to look at it. Um but this is a typical job posting that we do. So all the information in top couple paragraphs did come from your website. Um and then uh we listed your mission, your vision um along with uh on page two in the middle there. Um that was from the survey that was done in October of 2025. Those were the 10 uh most valued leadership qualities that stakeholders were looking for. And then you can see um preferred qualifications. So that's something we should spend a little
027bit of time on. Um there the preferred qualifications. Again, it's typical from a search. This is not these are not your qualifications by any means. These are preferred qualifications for other searches that we've used. So, we need to go through these and just if you like them, don't like them, you don't want anything in there, we'll talk about that. Um, and then you can see what each candidate has to do to be able to apply for the job. And then on the last page, that box once we get the dates, we'll put the actual dates in there. So, from day one, anyone that applies knows exactly what that schedule is going to be. They really appreciate that. And then the other big thing we should do is uh again some states you must list a
028salary range other states you do not have to. Can this is one way you do not have to list the um salary range. Uh we like listing the salary range. The board is comfortable with that. And again, it it will save a lot of time at the end because if someone's going to apply, they know what the salary expectations are from day one. If they don't see that, they might anticipate that the range is going to be quite higher. If they're a finalist and then you can't negotiate a contract, you just lost one of your finalist. So, that's why we like putting that range. So big things with the posting is we need to iron it out salary range and talk about those preferred qualifications and then questions you have and what we put together
029and we don't post anything until someone from the district gives us the green light. So where do you want to start the range on page one up in top? Any thoughts on the salary range? We have some data pulled together. What was that, Mike? About >> a year or two ago, two years ago that Mike that we pulled and looked around the area that there's a memo put together on a Chelsea. You ever saw that? But um >> I thought Chelsea. >> Yeah. And then we got what you put together, too. So >> Yep. Um, so based on some local more local comparison data than anything else, um, with some key school districts around us, I know we're public session, so I won't say much, but I have current this year's data and I think
030a range from 200 to 240 would be best and competitive. Um, but that's a good place to start in terms of um the current salary that we have on the books and uh what you're hoping to attract and you know kind of what you're budgeted for. >> Frankly, we may need some from you guys too. You know, I mean um I don't know that we are going to tell you that we we would want some advice on it, you know, >> before we post something. >> Yeah. Typically what we'll see is we'll see a little bit below what the current superintendent is making, a little bit above what the superintendent's making. And the biggest I think um miscommunication out there or the a lot of boards think that the salary is based on experience. What
031we see every single day is based on market value. It's not a lot. I mean, yeah, experience can play into it, but it's really about the market value because the last thing you want to do is lowball someone um when they're hired and then within the first year or two years they're looking to go somewhere to make to make more money if your neighboring district has a much higher salary, for example. Um so, it's it's about that market value for your area, the size district, your region. Um and I think Chelsea would probably know it best every day. um looking at what you know what that range would be. >> Well, that's one of the things in my mind that I'm looking for for you guys help us define is I agree with you because
032that I've always looked at this as it takes a certain skill set to run a school district this size. It takes a different skill set to to do run a differentiz school district. And I can tell you I don't have the skill set to run any school district, right? doesn't matter how long I've been in my profession. You know, it it there there's so many moving parts, you know, there's the bus part and the lunchroom part and the student part, the parent part and the elementary part which is different than middle school and high school part and then there's sports part, you know, and there's all these different teachers and and so that's the part when I even when I look at the letter, everybody wants a skilled, energetic, you know, whatever. There's also that
033part that's hard to put into words. Of course, as you guys look at candidates and put them through the paces, hopefully that skill set will come to the surface for you guys because I look at it like you could have a whole bunch of experience as a X, whatever it is. And you might not have the skill set to operate all the pieces and parts at the district level with several thousand kids and 600. >> Yep. >> So, And I look at it like to me there's where the salary arrangement too. What what is that what's that skill set demand not how many years is that? >> Well yeah and I'll say this I think you know we the board member who led the effort that we really looked at a few years ago is
034no longer on the board but as I recall we really kind of tried to adjust at that time Scott's salary Dr. Mc Williams salary uh you know and so my thought is knowing where we currently are at which is more in the 250 to 255 range um I would probably go just a little bit higher than Chelsea's recommendation and just in terms of you know my thought is more of a 225 to 275 range because I kind of agree with Mike in that maybe a little below and a little above but give you some range um in case you do have that candidate that you want to go a little bit higher. Who knows? But um >> I agree with you, Mike, on that. >> That's kind of what I'm thinking in terms of where,
035you know, what my thought process was in terms of where we would maybe go with it. But >> yeah, I think that we should be transparent with the salary range. I mean, I just Google search and you can just find out what the salary range is right now. So, >> um So, I'm all for transparency with I don't know if Kansas is I don't think it's required in Kansas, but maybe >> I agree. I think we should be transparent and list the range. And even where I work, the number of times we run into great candidates that at the end we can't close a deal because we didn't display either the correct range or the accurate range or any range at all is um a lot. So, I think I agree. I think we should
036do that and I agree with you with salary range. >> Yeah, I like having a lot of upside because it gives you the negotiation potential. >> Is that typically the range you guys kind of recommend is around 50 >> give or take? >> I think for this region it's you're right in the ballpark >> and for a district this size. >> Yeah. >> Okay. Any discussion on salary range? And so I'll clean up the I'll find out the number of employees, the overall budgets, there's a couple other highlights in there. Um what about the preferred qualifications? Anything you want gone? You want you want that section in there? Um you don't need to have it in there if you don't want it. Um, >> so there's not a like a required qualification section and then
037a preferred. It's just this, right? >> No, we like to say preferred because for example, you're if you say doc doctorate degree required, but your number one candidate does not have one or maybe they're working on it. You don't want to eliminate that person. So we we like to prefer when we're done with that report and those characteristics that really comes into play for your three finalists because that'll be published by then and so you'll get a lot of information in that report about what what the stakeholders are looking for what each of those subgroups are looking for what those characteristics are and that's where you can look at the best fit for that final candidate. Yeah, it's not really the doctoral degree more like we have responsive and accountable and to me that's not
038really preferred. It's like required. >> I mean, I think we keep it in there. I like I like everything that's on that that's on that list personally. I don't know if anybody else has thoughts. >> The only I guess it comes under really district level administrative experience is having led a a staff of a certain size. I don't know if that matters to us or not. So it's probably covered under district level administrative experience. I feel like something we heard often in our communication was about having led a school district of a similar size um or of a specific size whether that's you know we want somebody that has been a part of a 6A or 5A. So I don't know if you guys typically see those kind of things qualifications. We do. >> I
039can add that. >> I think it's just something our community kind of expressed is something they'd like to see. >> And again, that's one of the reasons the people prefer >> because you might have again a rock star that was small. >> Yeah. >> I don't think I think we're okay with that. What we Mike and I both been concerned about is somebody who's been a principal and now wants to be a superintendent of 6A school district that might be a bigger step up than >> I mean I'm not saying that wouldn't say no but I don't know three or 4 A I mean and you go like you said if you really got somebody who's just just happen to have been their path but they're a rock star then >> I wouldn't bother you
040but coming from being elementary principal to then >> I'd be like okay that might be a pretty heavy step up that you might not escape just thinking out loud >> yeah most time you don't see That's a pretty big jump, right? >> Going from elementary principal to a teach at a six day school. Okay, I will uh clean up the job posting and then um who is going to is that something that Chelsea Jessica who who gets the final the wording is okay. It looks good. Yeah, go ahead and post it. So, I think I'm not sure with the timing of posting it, but I think what we would draft up, which I think we could take a look at it, Jessica and I have some good language and some adjustments to the early childhood
041piece and some things like that because we're growing. Um, but I think we'll put it on a consent agenda for December 1st anyway. So, we'll take a look at it together after we revise it a bit more. >> Okay. get it cleaned up and then it'll be on your agenda. >> So the plan there would be they would have it Monday. >> Yes. >> Yep. We can do that. >> And you'll look at the the third paragraph some of that language there. Okay. >> Again that is on your website. So if you clean it up there you might >> clean up our own website >> website as well. >> Okay. Good. All right. Very good. Focus groups. As you know, we're going to receive input from as many focus groups as we possibly can. And
042this is a list that we put together. Kind of want to go through this list with you all to see if there's any that you feel like should not be there or if there's ones that you want to add. And with these focus groups, again, we go through those questions, strengths, challenges, characteristics, traits of the new superintendent. Anything else that you have for us in any recommendation? Same question that we would do with the board members. So, um, 9th and 10th grade students want to include those. >> I think so. Yeah. >> 11th and 12th graders, certified staff. We didn't know how many groups we would need, but we listed two. just >> the only thing I was wondering was should there be three elementary, middle, and high school. >> Okay, >> that's the only
043thing I was wondering. Or would you would you combine middle and high school together and just if you do two? >> Uh it doesn't have to be. It's however you guys want to do it. You know, we can do two, we can do three. >> Typically, what we would what we can do is if we did two or three, we would do on different days. And it it doesn't matter if you're in the elementary uh staff member. You could certainly get >> you could come to any of them, >> right? Okay. >> You want to give them like maybe three different days, three different locations. >> Well, I don't if it doesn't matter by grade level, I'd probably be okay with two. >> Yeah. >> Now, who would be our contact person? Would it be
044you, Chelsea, or >> Yeah, happy to do that. Yeah. >> Okay. >> So, yeah. Again, good good point. So, for tonight, we're not going to get locked in the dates, the times, the location. We'll work with Chelsea on that. We just want to get tonight is what groups, >> right? >> Okay. Certified or support staff. We've got perhaps two groups. >> Okay. >> That's the hardest group to to do because their hours are all over the board. >> Um from probably 5:00 a.m. to midnight. So um teachers are easy because school is out and everyone's pretty much available. Um but the support staff it's it can be a little bit tricky. So we we get we need to get a little creative with the support staff. >> Okay. Uh principles. Okay. District level administrators. Uh
045directors. That would be perhaps those that are not what you'd call district office administrators but directors. So, we have some job descriptions that start with the director title on the learning services side and the operations side of the house. Um, I might just work with you on kind of how to so that people know where they go, where they >> Yeah, we'll work on that. >> Right. It doesn't matter to us so much, but just so we get everybody included however they >> um business leaders from the community. >> What are your thoughts there? >> I think that's going to be important for for our community. I think there'd be some in this district that would come to a meeting >> if they were invited. >> Yeah. >> Okay. >> Uh civic groups, nonprofits, any
046of those? >> I mean I Boys and Girls Club interface with our district. >> I mean, I could see if some civic groups being interested in it. Okay. District office staff, parents and community members could be like through site council, PTO's or others. Okay. How about governmental leadership, city, town, county, mission, township folks? What about that? >> I don't think it hurts to invite people. >> It might instead of be separate meetings, maybe it would be a meeting of business leaders, civic groups, governmental. >> Yeah, I think you can combine some of them. Combine all three of those. >> Okay. >> I have a note to offer there. Um, talked to Dr. Mc Williams about how he engages with certain groups um when he does his strategic planning. So he mentioned that he would meet
047with the board of regents um KSD they're in our backyard and close partners with us and then um the chamber of commerce. >> Okay. And then since I I'm speaking, the Washurn University and Washurn Tech group, they tend to meet together and give feedback and we're close partners with them, especially with our high school, right? >> Um, doing course work over there. Yeah. >> Okay. >> And what about your union leadership in terms of your teaching? >> I would definitely do that one. And what about any other groups that we could do virtually or other groups that we haven't talked about or mentioned? >> Frank, one thing when you when we do government officials, don't forget we have the city of Auburn in our district, too. So, we want to make sure we include some
048folks from that part of the county. >> Yeah. That's very good. Yeah, that would be good to include with those other >> government. Yeah, absolutely. >> Any others? Who we missed? >> Okay. All right. Very good. So, we'll work with you, Chelsea, in terms of getting all those set up and >> titles and dates and all of that. just works so much better by just finalizing the list and then looking at dates and times and locations. So at where you see virtual other we'll throw a couple of virtuals in there, we'll just say open to anybody. Um that way whoever if you they missed because they forgot or they just something came up, they will still get an opportunity to to attend a virtual one that anyone can attend um survey for the engagement piece.
049So this is I know you did you did a survey I believe it was October of 2025 you did the stakeholder survey. So the question is a do you want to do another survey or do you think you get enough information from the survey that went out in October and it doesn't look like the response was real high with that survey. Um but you did get some good information. So, do you want a survey included with the engagement phase? And then if the answer is yes, there's two types of surveys that we can do. The Google survey comes with the fee. There's no extra cost. You can get a lot of good information. We can tweak it however we want for the district. Um, a lot of districts will just use that. Then we've got
050the HYA survey which is more of the researchbased uh survey. Um and there is a cost if you use the HYA survey. So survey or no survey, Google survey or HYA survey. So first let's start with do you want a survey? Do you need a survey? I don't I think it'd be kind of confusing to our people if they got another survey. >> So, >> we can use the information from the previous. >> Yeah, that's what >> there's some useful information there. And I >> Yeah, I think our committee has a good sense of of its purpose here, too. I mean, I think the board price that >> my my sense would be with the survey that was already done plus all these >> groups that you're going to have meetings with, >> you're going
051to get the input you need. I think >> yeah, I agree with that. >> All right, moving on. A number of slated candidates one. Let me ask a question of Chelsea. I don't know if before we go, but from away from the survey, but >> on the surveys, do you know the folks that filled out the survey at all? Like, because to me, those would be people that would be likely people that would want to engage in the process. So, I didn't know if we had some way you could identify them to make sure they're actually invited to some of these engagement meetings. >> We made it anonymous so we didn't collect emails. >> That's what I figured. >> The one thing we can do is we can the chamber as well. They should have
052all the emails for all the businesses. >> Um the parents are easy because you've got their emails. So we can send an email to the parents, the staff, students. >> Um but the chamber or you know >> well and the business office will be able to get you business leaders who have engaged with us on our capital campaign >> or on our buildings and stuff. >> So >> and trust forgive me if I just missed it. So this um kind of analysis they provided, do we have something similar to this with our own results from the survey that we could >> we do? Yeah, we didn't put it forward because we were moving with a partner so wanted to hold off but um we can now that we know what we want it to look
053like we can produce something. >> Yeah, I think I think this is a really good analysis. So I'd love to do this with our data. >> Okay. Okay, very good. Okay, moving on to number nine. Number of slated candidates. These are the number of candidates that you as a board decide to interview. We really recommend that you stay around maybe six. Um that's kind of been for boards that have been most successful being able to identify their top six. I mean six What are your thoughts on that? >> I know you told us before that the board portal were able to see the applicants. >> You will have all of the applicants in the board portal. That's exactly correct. >> Okay. So, this is six that you guys kind of put in that tier one
054or two that you suggest to us or is that six that we say we like these? >> At the end of the day, you will have the final say to what six you'd like to interview. So, you'll see all the applications in the portal. You're also going to see our tier documents. We're going to have them tier one, tier two, tier three. I can't remember if I told you in the presentation. So, just because they start in tier one, they could end up in tier two. Um, or they could be in tier two tier one. So, you want to focus on tier one and tier two. Uh, tier three is going to be the least qualified. So, as you read through the application, focus on top two tiers. And then when we present the slate,
055we're going to walk you through every single applicant. And then we're going to you're gonna ask lots of questions about who those top six should be. So, >> and of course it'll be your decision of who you decide for your interview, >> but uh we try to make it easier for you to >> Sorry. >> No, just based on your guys' experience, how many applicants would you kind of think in terms of this search we'll re we'll see we'll receive? Hopefully 20. >> I'm going to say probably 27. >> Yeah, 25 would be nice. >> Yep. The end of the day, we want three very, very strong finals. That's what we want. I don't care if we have 50 or 100 that apply. We want three really strong applicants at the end of the day,
056>> right? And those three, we want them to be in the position where any one of any one of them could take the role and be successful. We want to be that good. >> So in the six candidates when we name that that we're still not to the final phase. So that would still be closed process through I I like the idea of six then if it's closed phase through that because that gives us >> we're selecting half of the candidates that we brought in which gives us we can really evaluate each candidate against each other. So >> I like six. I don't know. >> Yeah. I mean similar to Joe's question or question earlier I mean we say six now but then we have seven that we really have. >> That's fine. Yeah. It's
057just good to have some idea of what you're shooting for now. Absolutely. And you may decide that there are four that are head and shoulders above everybody else. It's like we only want to interview these four. These are really good fors and that's fine as well. >> Okay. Okay. Internal candidates. I don't know if you will have any internal candidates or not. Uh sometimes districts have different positions on internal candidates. Uh what we would like to do and what we recommend is that internal candidates are treated just as any of the other candidates. Simply because one is internal we would still screen them uh tier them if they're level one, two or three just as any other candidate. I agree with that. I do too. >> Very good. And again, I don't know if you'll
058have any internal candidates or not, but it's good to know ahead of time. Some districts feel they're like, "Okay, because someone's internal, then you need to do them differently." But our preference is to do them the same. Very good. Okay. Candidate expenses. Do you consider reimbursement for first round interviews? Very, very few districts do that. That is rare. If someone is coming in for a first round interview, they're on their own dime. Okay. Um districts then typically will pay for the expenses for the final system. So in your experience, is there a negative to not reverse? >> We just talked with >> I mean because you do you do you feel like you've ever lost some that maybe >> one I lost one uh because he was very upset because that is a very large
059district search but they were not going to pay anything for first round and he back he declined. He backed out um and a very good candidate but but that's the only time it's happened. It could be as simple as just saying it's $500 per candidate. I mean, we didn't even have to say we're doing everything. If we were thinking about it, we could just send an amount and then at least they knew they were getting. >> And you don't have to decide tonight because when we present the slate, >> you're going to know where those six or seven people are from. >> Okay? >> At that time, you can say, you know, we got three people that are six hours away or two people have to fly. let's agree to reimburse them up to $500
060to just kind of help. And you can do that when we present the slate as well. >> I I would want to consider I'd be open to seeing where we're getting our candidate, >> you know, >> because I my goal ultimately is to find the best candidate and and if they stay here 10 years, >> right, $500 is a is a >> not much of an investment. You know what I mean? It's not >> Yeah, I agree with that. I mean, I would hate to lose a candidate over reimbursement >> just a few dollars. Yes. >> I can make the other argument though. They're really good and they're really interested. They shouldn't have to worry about, you know, they should come. >> Yeah. >> I get to do that for Brian being attorney both sides.
061>> Yeah. >> You've never seen a side. I couldn't argue. >> So these first round interviews are in person though. That's absolutely in person. >> The six that were >> Yeah. And we get the schedule. We'll talk more about was it a close session because it's confidential board only or whoever else you want in there. >> Um but yeah, >> so the top three they'll come here they'll travel twice. >> Correct. >> Yes. >> Yep. And then the second time they'll have an overnight stay for sure because that day in the district followed by >> board interview the next day. >> And I assume the second round it's customary the district picks up >> correct. full cost of >> All right, I'm on number 12 advertising options. Um, so with within the fee that our
062base fee, you do you get quite a bit of advertising with that and our website is uh and social media uh really does get the word out well, but we always recommend posting within your own state. So, we will post a couple places in Kansas, but the bigger question is, do you want this posted in some of the neighboring states? So, looking at, you know, like Colorado, Nebraska, Iowa, Texas, or, you know, to name a few. Typically, it's be less than $500 typically per state posting. It just depends on the state. Some are free, some are 200, some are 500. Um, it just again it's a it's a question for the board. How far do you want to go with the postings? Um, this may be a general question. Can you explain to me when
063you say posting on those websites? Is that do does each state have a specific website that they use for these kind of agencies? >> They they do. Usually it's the administrative group assoc the state association of that state. Most schoolboard associations have a a place you can go to their website to post jobs. However, some of the school boards say you can't post on our website unless the schoolboard association is doing that search. Um but but some are open to posting all searches, but I our HYA website is is the place where a lot of people will go to find and we're going to recruit. We're going to be sending out emails. We're going to be making phone calls. So, we're going to recruit heavily in addition to the posting. Some district, I know you
064just had one that I don't think even posted anywhere. They just did the HYA and then they did the recruitment. >> So, you know, we offer a big national package and you don't need to do that >> because I think what we're going to do um is going to be sufficient because it's going to draw a lot of candidates. But I do see some districts um doing those neighboring states just and Frank would probably have a better idea of those those neighboring states within the Kansas region as far as any Colorado, Nebraska, Iowa, Texas. Any of those you think it might be worth it? >> We could probably do all of those. >> You wanted to skipped over Oklahoma and Missouri. >> This is just an idea. I thought maybe there was a reason. >>
065No, there's not. >> I think it would be worth posting at those since they're neighboring states are close enough to >> I mean, >> yeah, >> it's not like you're coming from the beach to Kansas. Like you're coming from someplace in the Midwest with similar cost of living and like I feel like we want to make sure some of those >> We offer great Midwest values. >> We do. >> We will add Missouri. >> I don't care. Okay. >> Oh, I didn't >> background checks. >> Again, this is not until we get down to your three finalists. You don't have to type anything that I we offer a very very comprehensive background check. And given uh in light of what has happened in De Moines um where if if you don't take that final background
066check on your at least your loan finalist, we're going to make you sign a waiver to sign off on that you was offered but you did not. Um but again, we don't have to cross that bridge until you get down to your finalist. So what some boards will do is they'll do that background check on the loan finalists. some districts and now more and more because of what happened are doing that background check in all three of the finalists. Um it's again it's very very comprehensive. So we'll have that discussion will come once we get down to your to your finalist. I just want to bring that to your attention right now. >> Okay. Number 14, transition services. As we mentioned in our presentation, we offer a $4,500 transition academy free of charge to your
067district. And in this academy, we recommend that school board member president or someone else join your new superintendent. And it's a six-month academy. And during that six month, they will complete a 100 day plan. They will look at KPIs, key performance indicators to guide the district, an agreed upon evaluation, and also assessment of the district strategic plan. Now, there's a link for some other transition services with pricing. Uh obviously you don't need to make a decision on that tonight and you may not really honestly need those but we do have that 4500 transition academy package that will be at no cost to you just to make you aware of the other services. Okay, now the fun part calendar. All right, I'm on page five. Um, so Frank already mentioned that we're going to uh contact
068board members to set up that uh interview interview with us about a 30 minute interview or so, no more than 30 minutes. Um, I'm going to cross off the surveys because we said no to the surveys. So the stakeholder focus groups uh meetings forums um looking at our schedule looking at the holiday season uh we thought somewhere around that January 12 13 14th somewhere in there might be a good time but again we'll work with Chelsea on those dates once we get those groups uh finalized and the advantage of Frank being so close is we can spread that out even over few more days because he's 20 minutes away. >> Yeah. Um, so it'll be very easy to get even some additional days if we need them, especially with the staff because the hot time
069for the staff is after school. So that and I'm sure you have different dismissals. So we'll work on, you know, what what that looks like with those staff after school meetings. We're going to post the position uh beginning as soon as the posting is ready, we'll we'll put it on the HY website, but then as far as the other advertising with the associations, um probably posted somewhere around January or December 15th. We did want to get it posted before the holiday season because some people might have some downtime to be able to um work on an application or, you know, get that out as well. Um and then we'll screen them and vet them as as they come in the um presentation of the district leadership profile report that we do an open session of
070a board meeting. It looks like you have a board meeting on January 20th. Is that correct? So that would actually I think yeah you got two where you at that board meeting. So January 20th, if we could have about 15 minutes or so, no more than 20, probably 15 minutes to go through that report, we would do that open session on the 20th. That'll save you a meeting. >> Yeah, that's the Tuesday after Martin Luther King Day. >> Yeah. >> Okay. >> Right. >> Yeah. >> Good with that. >> Yeah. >> Can Mike, can I ask one question just because I'm curious on the schedule? So, does the application process stay open for almost two months? Is that what I'm reading here? >> Yeah, it does stay open till February 9th. Um, again, with the
071holiday season in there, it's just it's just so hard to schedule anything. And so, um, typically we like to post things for about eight weeks typically. >> Wow. It just seems like a long period to me, but >> I was thinking more, you know, all of January, but not I mean that's nine days >> in February >> into February, but it's whatever. I I just didn't know if that was customary. >> So, the issue the bigger issue is with those focus groups because you don't want to do those until they're back in school in January. You want things to kind of >> kick off after the after the new year. We need about a week or so or maybe even longer to be able to write the report after the focus groups are done. Now,
072without doing surveys, we'll be able to take up a little bit of time on the end. So, we could possibly bump that down a little bit if you wanted to. >> I I just it doesn't really matter to me that much. I just thought that seemed like the only thing I'm thinking when I looked at the calendar was you know my thought always was and maybe when you think mid-Marchch for you approved and announced is that before spring break. So I just didn't know I and maybe having February 9th probably doesn't impact any of those dates all that much if you changed it. you're not ready. >> You'd pick up a week probably because you'll you'll see once we start the interview process, it's >> one week after. It's quick. It goes quick. >> Yeah.
073>> So, looking at the schedule then, so January 20th, we'll present the slate. And the other nice thing is I'm I'm sorry, we'll present the report. The other nice thing by keeping it open the 20th, your candidates that are really serious, they're going to have from January 20th through the 9th to be able to really go through that report and see if they think they're a good fit for the district. >> Okay. >> So then we would pres it closes on the 9th and then on the 16th you have another board meeting. We would present the slate at the February 16th board meeting. That would be done in closed session. Again, the names are confidential. So, that takes anywhere from 30 to 45 minutes up to an hour, but we should be able to do
074it in 30 to 45 minutes, provided you read through all the applications as they come in and you, you know, go through them and you look at the tier document and you're ready to go on 16th. But again, it works out really nice to keep the board meeting scheduled. Okay, first round interviews. Here's where we need your calendars. So, if everything is on schedule, then we present the slate on the 16th. We the first round interviews of the 6 or 7, whatever you have, we threw out a couple different options for you. So the 24th and 25th of February or the 25th and 26th of February or Saturday, February 28th. I'll kind of walk you through those. So if you're going to do six or seven and you do it during the week, you will
075definitely need two nights. Typically, you start about 5:00 and you're going to go till close to 9:00 or so. And then the second night when you're done, you're gonna deliberate and come up with your three finalists. So you'll need two nights to do that. Um or especially in January, February, March, and April, boards don't mind giving up a Saturday. If you did it on a Saturday, you could do it in one day. You would do three in the morning, take a lunch break, 3 in the afternoon. The advantage of a Saturday, well, the disadvantage of a Saturday is you're giving up a Saturday. You're giving up family time, you're giving up a Saturday. The advantage of a Saturday, it's one day, most of you work, so you're not going to have to come back after
076work to do two long evenings of long interviews. The candidates love it because they can travel on a Friday and they can spend some time in the district over the weekend and they can bring their significant other if they would like to. Um that way um if they can make it a weekend, they can really get to know the community. They don't have to take a vacation day. Um so there are advantages, but there's also the big disadvantage of it's it's your Saturday. So e first decision, two weeks or a Saturday. >> Having done this a I think we did a lot of interviews when we were starting the construction project. If you get them all done in one day, you can also get they're all fresh in your mind. You you've seen them all
077kind of in one package. Whereas if you have them, we have some of them broke up in some different days and they're trying to remember. Okay, that was that was that person that was I mean I don't mind giving them a Saturday. >> Brad's got to check the KU basketball schedule where they play that day. We're good. >> You guys pick the one weekend I don't have a volleyball tournament from February to April. So, it was destiny to pick that boy. >> I have a kid birthday on the 28th. >> Oh, no. >> But that's all right. I couldn't give up at that Saturday. Um, >> 28th. >> February. Yes. Excellent. >> Good. >> Awesome. So, then the final um the date in the district. So I I just put these dates to kind of
078coincide with the first round interview. So either March 9th or 10th, March 10th or 11th or March 11th and 12th. So I guess what day works best for that final interview with the board and then we'll obviously go backwards the day before for the day in the district. >> I do believe we I think we did look I think you are in session all those days. >> I think your spring break is fall the next week. >> Yeah. I can't do the 10th. That's the only one I can't do. >> Are these Is this a daytime or >> night? Typically, it's late afternoon, like four or five o'clock is when you would start. >> Say you couldn't do >> the 10th. >> Yeah, I'm in trial that day. So, the tent's out for me. >>
079So, it's either the 11th or the 12th is kind of >> It's two days, right? 12th. >> One day with the board. >> Well, which day should the board meet with them? >> I see. >> Because one day be a day in the district. There's always one go before the other. >> Yeah. Does a matter first and then they go >> one do the day in the district. >> Day in the districts first, right? >> Yeah. Because the first question is going to be you spent the full day in our district. Um what what what did you like? What did you see? Tell us about your day. >> Um 11th or 12th works. I guess >> we haven't asked our other work who will be part of it. >> We didn't know if we had
080permission to speak. >> Yeah, you do. >> I prefer the 11th and 12th as well because I have something on the 10th. Um, and if there's a community reception with the final three, I know that's optional today in the district for board members, but I'd probably want to attend that. Um, also I don't know anything about National History Day competition if parents go to that on the 28th of February or not. That's a VC usually. >> Yeah, that's >> the regional. >> Not that, >> but that's just board interviews on the 28th. >> Yeah, >> there's no public involved on the 28th, >> right? >> I do. I didn't think >> Oh, you you're saying you would be going potentially. I see. >> I have a kid birthday on the 28th, too. But she's she's
081happy I'm here. So I think she'll >> 11th to 12th for everybody in the library. >> Um for March I can do the 11th and 12th. That works. >> So 12th would be our >> 12th would be our day. >> Should we go ahead and hold that then? >> Yep. >> 11th and 12th. If everything goes well by mid-March, then you'll have your superintendent announced. Start on July one. Anything we missed? Anything you want to talk about? Any other questions you have? >> Oh, I do have a question about the advertising related to other states. Um if you don't specifically advertise in, you know, let's say California or Texas, um do you still see that you get candidates for >> We do. >> Yeah, we do. >> Yeah. Ha website is a national site. People
082do it from all over the country. It's one of the reasons we post all the jobs on the website, not just our jobs because people go to them. >> Anything else from anybody? >> And great job. We're hour and 10 minutes. That's very impressive. That's really impressive. Actually, >> we'll probably find that this works pretty well. I come on be the same way kind of the forward. >> Right. Anything else for us? >> That's it. >> I'm sorry. I do. >> Yeah, go ahead. >> Um I think somebody mentioned at some point during the RFP that um you know candidates will take a look at who the board is. Um >> is there anything you guys would suggest that we need to do to we need to update our profiles on website or anything like
083that? What they're going to do is they're going to watch your board meetings. >> Yeah. >> And yours are live stream, so it's easy for some districts that don't live stream, it's hard, it's harder for them to do a lot of homework. But yours, they have access to all your board meetings. So they are going to spend time and they're going to go through your board agendas, your board packets. They're going to go through your they're going to watch your board meetings. They're going to listen to the public comments. They're going to watch your behavior at the board meeting. Um, and that's how they're going to make the decision. Yep. So keep it under control. >> With that, we don't have any executive session tonight. I would take a motion to adjurnn. >> Motion to
084adjurnn. >> All right. There's been a motion to adjurnn in a second. All those in favor? Motion passes six to zero. We are adjourned. I say thank you