001of waves could be kind of nice I know right yeah yeah there is there is Wi-Fi connection at the pool but all right so I believe we are being recorded I think the recording we might be ready to go are we recording okay it's um I will uh call meeting order we have our meeting tonight excuse me to interview um thank you interview candidate firms um to do to help us with the search process um so we have scheduled hya at 3 15 to 4 15 and then gr recruiting from 4 15 to 5 15. okay and what I just wanted us to have a few minutes before the official interview starts to touch base with each other make sure we're all on board with you know the questions that we put together potential questions
002um that will you can monitor these as we go through the presentations and then if there are questions left unanswered then we have these to um to follow up with and quit being the process question make sure I understand so 3 15 to 415 that does include time for us to discuss before the next one starts yes okay um interviewed for 45.50 yes remember correctly Peggy correct me um 45 minutes for presentation I was trying to remember we had q a after that or q a is part of that they could have up to 15 minutes for a presentation but you you were going to require 15 minutes thank you up to 45 minutes for presentation yeah okay so okay so we'll want to make sure that we've questions throughout them absolutely um yeah okay
003because we do want a few minutes in between right yeah yeah okay great any questions or thoughts director Hayes before we launch in no I'm gonna see what I'm gonna need to do because I don't think I can have both the live stream audio and on phone so I will okay they have but go ahead and get started while I figure out what I'm doing here maybe you mute your computer you can just watch and yeah I think that's gonna make the most sense hopefully okay do we want to divide a question well that that's where I was going next I had asked that everybody come with having selected at least a couple that you think are really high priority um it could be that you know everything is answered except for couples yeah we
004also want to make sure we're you know addressing the same kinds of issues with both with both companies but that's going to depend on their presentation too um so what what I thought we could just go around in each of us you know during a q a period choose one if we think you know there's there's one that hasn't been answered um and then depending on how much time and how much further information we need we'll just keep going around okay yeah that sounds good and director Hayes we will want you to chime in also with uh with potential questions do you have a copy of the um I do I I think it actually it'll be it'll be clunky okay so I I will weigh in when it's just us but um I'm really
005that I think it makes more sense for you guys to ask the questions okay and you can always text a friend if you feel there's one that needs to be asked that I can do all on speed dial awesome it's a little frightening sometimes yes but that would be good oh there you are okay oh yeah that's not gonna work laughs so you were talking about us who just walked into your room okay um anything else before we jump in I'm sure um Dr McDuffie was here half an hour or more early so I'm sure she's ready to to launch in okay wait I'm waving at you guys oh sorry we missed it Sandy one last process question okay so then our goal of today obviously is to interview and get information as a board
006um how much far down the consensus making Journey do we need to do because if we know this will be on the agenda for the board meeting to actually vote on this election how far how much discussion and consensus building do we need to do today I think we probably shouldn't go too far okay on that road I want us to be able to have a Frank discussion and if there are any really positive things you know when one brought up or if there's some things that are not so great that you want to make sure we're on the same page about then we need to do that um but you know I we have it in the agenda as a regular action item so that we have the opportunity to discuss it on the
007dice and I thought that would be the most transparent thing to do so certainly some this afternoon make sure we we all touch base about different issues we think there may have been with one presentation or the other but then most of it on the dice okay very helpful for me thank you yeah yeah okay appreciate it anything else I don't think so looking forward to it yeah yeah definitely all right shall we uh we're 10 minutes early do we want to go ahead and start or kids hurt well we can if she's here if there wasn't anyone else coming for there's no one else coming there is someone who will be um virtual so to speak but I think just by via phone well actually they're probably ready to go well and having a
008few minutes to set up their Tech we have found is a helpful thing I think they were working on that for like half an hour I've already got it can yeah thank you thank you answer [Music] has definitely saved me a few times okay from h-y-a I hope you don't mind uh we we're done a little ahead of time if you would like to go ahead and get started for the uh the interview okay well I brought a handout just okay you know just to cover in case there's technology issues thank you and I'm gonna call my colleague and take your time because we are up early so okay don't feel rushed at all okay great I'll try to thank you quickly thank you foreign [Music] we're going to start a couple minutes early I
009think so you're good to go okay I'm gonna put down speaker phone and uh we'll hope for the best [Laughter] would it be helpful to do introduction great okay well we were going to do that soon but John do you want to chime in can you hear us yes can you all hear me okay yes fine yes all right well good evening uh are we at introductions well not quite yet but maybe we'll have the board do a go around if you don't mind so hold that thought John yes please so um if we'll start with directions bam Bob Swain on the scoreboard hello Mr bash my name is David kogan serving on the North Shore school board our vice president yeah I'm I'm president Jackie mcgurty and I'm Amy cast on the school board
010and director Hayes hello I'm director Hayes I'm also on the school board in Hawaii at the current time well there is that well it's so nice to meet all of you and again a heartfelt thank you for the invitation to come in and share a little bit more about our proposal and our firm and um and who we are and a little bit about why hya you've got some great uh firms to choose from and we wanted to share a little bit more about that but we will start with our team a little bit about us our local team and I'm Chris McDuffie as I mentioned um I would serve as the lead associate for the search and I have 40 plus years experience in public education in in the state of Washington on the
011west side of the mountains mostly and I served for 17 years as a superintendent in this area as well and in addition to that have worked for higher ed institutions mostly Western Washington University but also Seattle U and Su helping to train principals and superintendents which has just been so rewarding but um I would like to turn it over to John if you could share a little bit about your background John sure good evening and uh thank you for accommodating uh the conference call here for me I am in Arizona so uh enjoying some sunshine like you're calling in Hawaii I guess uh so my name is John bash uh like Christine I spent my 33-year career in Washington kind of the old-fashioned way began as a classroom teacher uh and was also a special
012education Behavior specialist at the secondary level uh have served as a school leader and spent about 15 years at the district level in just about every position on the operations side and the instructional side with the exception of Food Services I never had that responsibility but I think that's it kid Services superintendent in Tumwater Washington and I've worked in districts as small as Tenino and as large as North Thurston public schools which is nearing 20 000 students there and then in the search business for just over two years began on my own primarily with some smaller systems that have been with hya for two years um probably the district closest in size that I was part of recently was Highline Public Schools uh in the fall of last year um and so there are some
013similarities uh in terms of this search and um some of the market conditions for the search which I think we'll get into but um honored to be selected for an interview looking forward to sharing some information great and our third partner unfortunately could not be with us even on speakerphone she has a very ill family member and had to fly out of state but she really does um look forward to meeting you and sharing a little bit more and Dr Campbell recently retired as superintendent from Federal Way if you have had a chance to meet her she's doing a lot of training in the state on Equity work and a lot on strategic planning and just such a great team member for us so we were so sorry she couldn't join us at all today
014she sends her regards as well in addition to our our team we just wanted to share that we have a lot of additional support available to us to help with the search we have collaborators that can help for instance take notes at a forum or help with some reference checking so we have a large backbone of support along with the three of us here locally and the associates across the country I mean this firm has been in business a long time and we have over 100 Associates located in almost every state across the country and what we rely on them for is for using their networks to take a look at your leadership profile that we'd be asking you to adopt and using that as the filter for Recruitment and interviewing and selection and so
015they're using that to think about everyone out in their field and looking for great fits for North Shore so it's such a wonderful support network across the country and I have to give a shout out to our our home office we have an incredible home office team that provides all other support needed whether that's I.T or research or analytics it's just an incredible team they just added another member and it's over seven or eight full-time staff located in Chicago so a little bit more about our firm as I mentioned we've been in business over 35 years one of the longest standing large National search firms over 1500 searches Nationwide across the country and we are really known for comprehensive Community engagement and we can talk a little bit more about that shortly but ensuring that
016all of your stakeholders are engaged in the process and have an opportunity to be heard is critical a lot as I mentioned of research and analytics depending on to what degree for instance you would like to do a community survey and I'd like to talk about those options a little bit more shortly so we are also so committed to just regular open and honest communication with the school board we have established a process of a board portal or a Google site dedicated site where where we can deposit all notes all artifacts you have a One-Stop shop for all the resources associated with search and we are committed to meeting weekly depending on need or interest but we are committed to meeting weekly typically with again typically it would be the board president and maybe another
017board liaison so that we can just keep the process moving but we keep the rest of the board fully informed with notes from those meetings and you can access those through the board portal Etc so really really committed to that regular open honest communication throughout the process and this really is an awesome responsibility that you all have as elected officials one of the most important this decisions you'll make most people say it is the most important decision that you make and so we really do commend you for taking it seriously and looking for the best firm to help you with that process and we are there to walk alongside you and support you in this amazing decision ahead of you our process is a four stage process like most firms you know you've read all
018those proposals and there's a lot of similarity but I'd like to share especially sort of what sets us apart but first of all just an overview of the four you know we go from engagement where we really go deep and wide with all of your stakeholders so they are aware of what to expect on the steps of the process as well as how their voices can be heard to inform your decisions moving forward and we'll talk a little bit more the recruitment starts right away and that can last you can see the variations in the number of weeks we're really flexible it depends on your goal of when you would like this decision ideally made and we'll just back up from there what should be the closing date how many weeks do we need for
019this election Etc so really flexible but I can give you kind of a general idea of what we're thinking given you launching this within a couple weeks I understood the third phase the the select phase just talking about how we help support you in all of the logistics involved in a very complex decision-making process so we'll talk more about that and then certainly that important transition making sure that it's a successful transition for the new superintendent we'll talk a little bit more so in the engage phase I just wanted to share that We Begin by one-on-one meetings with each board member board director and really wanting a chance to get to know you your perspective your personal experiences um what you see as the successes and the challenges and what you're looking for in the
020next leader and those one-on-ones are just so beneficial we probably just need 45 minutes to as long as you want to take but but that's an important first step for us and then we launch all those other prongs which which would include one-on-one interviews with other key stakeholders we 'd be asking you in our meetings with you who else comes to mind that are just from your sphere of influence who are those really Key Community stakeholders that you would appreciate them getting a one-on-one and so we are more than happy to do that and we'll work with you and your Communications team to determine what that list looks like so we'll talk about about how many stakeholders typically is involved or not it really varies it really varies and we're going to ask you I
021mean it may be you know 100 or 300 people if for a community or size a district to your size and so then we need to be strategic we can't write 300 individual interviews but that's where we we really want to Fair it out which ones need one-on-one then we can move some to small groups that would be you know whether they're like roles or whether they're a neighborhood that wouldn't mind getting together with us we're very flexible so but we want to make sure that we've touched all 300 of those people that you bring to us for instance okay yeah and then the catch-all is that large community Forum one or if we need a couple again for your size of District um we're happy to do that it's where it's a come one
022come all if we missed you somewhere else along the journey or your calendar didn't work when we tried to reach out please know that you have this open Forum opportunity and that would be both in person and virtual so that we would need your amazing Tech Team to help with all of those Logistics but that works really well and then the Oakland when you were talking about forums so you talked which which part of the uh the Pentagon are we talking about there because yeah well the small groups the focus groups would be smaller groups maybe six or eight or twelve you know smaller groups and we just call those focus groups okay and then the forums would be like a town hall meeting or a large okay um a community Forum okay and this
023could be in person those could be both via Zoom yeah okay okay right and again the most important thing is to make sure we've provided an opportunity right for all and so we're really committed to that and then in addition to the community survey exactly I wanted to mention the survey uh because that would be the other prawn to these meetings whether they're one-on-ones or small group or large groups so those are the personal touches but we also think it's important to uh have a survey that the whole Community can weigh in on and provide their written comments but we don't have a one-size-fits all sure solution for you we really want to be mindful of you know where you are in your surveying and your strategic planning and we've certainly heard from communities about
024survey fatigue and we want to be respectful of that and we also think that a boilerplate survey um may also interfere at times with other strategic planning efforts you might have underway so we would need to um here in which you would prefer because the simple version John and I have done many times is is simply a Google form short survey we have three questions and it can be just very succinct and hopefully not be offensive if your community is suffering from surveying fatigue as well or the other end of the spectrum is a full comprehensive you may have seen in our proposal that is an option to add that is a research-based it goes beyond the superintendent search it gets at other priorities your community might have and and that may be beneficial to
025inform goal setting next year or strategic planning for instance so we would want to just provide you with a range of options but we do think a survey is beneficial regardless am I do you have the um potential for multiple languages yes definitely we we do provide that comprehensive survey in English and Spanish and we can we can provide up to you know we know you have quite a few we had 137 in my last District before I left and so very complex and um yet how do we find the right you know level of opportunity for families so we're committed to exploring that with you and adding whatever number you think is appropriate do you do the survey design and collection as an in-house or do you use another uh vendor to do that
026or we have it in-house because our parent organization and I'm not sure if you saw that anywhere is called the ecrat group it's ecra and it is a research firm that does incredible analytics and does just really impressive data dashboards um and they work primarily they're on the strategic planning arm of the company but they're the point the parent organization so they do it and that's how they can customize also if you have like for instance 10 additional questions that you would really like to just use this opportunity to seek out we can customize a very comprehensive survey for me thank you great question so again as I mentioned your staff your students your families your community you know are they feeling like they've had multiple opportunities to be heard so they can own in
027this decision and help with a successful Fresh Start for you Chris just a moment John sure oh do you want John to go go ahead John oh I was just gonna add to the customization part here that um with the North Shore Community um we would want to make sure that we're fully understanding to your context in terms of the neighborhoods you serve and the contextual expectations your stakeholders have for involvement and often that means we're not only Consulting with you as a board but as Chris mentioned your Communications team not only for The Who but for the how that what we've learned coming out of the pandemic where most things were remote is that each district has a different experience in terms of particular Outreach strategies that have been more effective than others and
028so we have found that there are no two searches that have the same engagement set of strategies and so that's one thing we pride ourselves on is making sure uh we're listening uh to your folks and to you around what what has worked best in the recent past at eliciting maximum participation and then I wanted to mention student engagement because it's such an important voice and in any process in public schools but especially the selection of your next leader and so we have done a variety of things again in collaboration with each district we work with we've done focus groups with kids we've involved students in for example the Riverview search in Duval there was a panel of student leaders interviewing each of the three finalists in that process so a variety of ways to
029engage your students in the search as well in this engaged phase and then finally I would say that we want to be as inclusive as we can so it may seem like wow we've got a certain finite time frame to work with him but we have so many people we want to include we are used to that challenge and we just bring a variety of strategies with large groups small group individual sessions public forums online forums and the survey to accommodate as many as possible and then as Chris mentioned we will stretch and or contract the time frame for each of these phases based on your needs um so I'll leave it there thank you Jihan director so thank you Dr McDuffie Mr Bash that's exactly what I was wondering about that you expounded on
030and that is using our best practices to get the word out to community groups underrepresented Community groups students um just thinking about kind of maybe all of our best ideas but also maybe some of the experiences you guys have seen that were Innovative and worked and were successful because I think that's the big challenge with a lot of this is how do you get Broad and you know participation right no we would rely heavily on what you already have in place I'm assuming you have a key Communicator database that's a mile long already and that's awesome um and then we just probably ask you to think beyond that are there many others individuals That You Don't See on this list that you really want us to reach out to but yeah great great point and
031along that line also our communications director has already been asking about you know how when to okay be able to coordinate and facilitate right you know and assist with with the application yes well the people we would rely heavily on in addition to your Communications team is certainly Peggy oh yeah and she's over there going oh we all overlay and then of course your great Tech Team so those are the three main players to to really help guide and support this work and we've just appreciated everyone we've worked with on this so again this is just a sample of a one page from that comprehensive search excuse me Community survey that we could certainly share a lot more detail with you so the next phase is the recruit phase and again that is overlapping the
032engage phase we're not waiting to start recruiting we're immediately uh immediately starting to recruit and actually already have some people in mind um and are hearing about we'll talk a little bit more about our our sense of your candidate pool but we're very confident you're going to attract you know just incredibly well qualified individuals for this but we we would post the job of course right away on Wausau and they've been so responsive they've been getting those up within a day it's just great and then we also posted on our hya website and I'm not sure if you've had a chance to visit our site but you would see that we post all the open positions of superintendent positions across the country not only the ones that hya facilitates it has just over the years
033grown to be a go-to resource kind of the One-Stop shop for anybody looking for a superintendent position so we we just host all of them we start with hyas of course that that's the first order and they will list all the others our uh our company analytics shows that that website gets over 25 000 visits a month so it's got a lot of traffic and that's really important you know from an exposure standpoint making sure that you know that and then we do have as as our proposal mentioned a few other sites across the country that that have a fee associated with them and if you so choose if you think it would be beneficial we would be happy to to help facilitate that and we can talk further but some districts choose to some
034don't think it's necessary because people who are looking are primarily looking at these sites in particular so and then we were chuckling about the difference between advertising and recruiting you know you're obviously actively recruiting this is not a passive process you know posted and they shall come we also want to make sure that we're reaching out to people that may not have been even thinking about looking but we could Envision a great match after you've developed your leadership profile um and that that there would be a great move for them for instance so we're out tapping these people um all the time and making those calls and we're connecting with our Network in Washington and across the country to again as we said line up your your needs and desires and and see who fits
035and what else we're doing at this phase is certainly helping the candidates we want them to know everything we can about the position about you about the status of the district and about Washington if they're coming from across the country you certainly don't want any surprises we think it's wonderful if a candidate is making a major move and they've never been out here but if they can come out and visit with family and make sure that this would be a good fit and a good move you don't wait until they're a finalist to visit the district if it's a major move so we're helping to guide them through all of that making sure we've answered all their questions Etc we're doing pre-screaming interviews John and I um and Tammy may help us as well but
036we we also do a what has been a very beneficial step of a pre-screening just to make a connection personal connection with them answering any questions they might have running through some of your top priorities with them and just getting a gut feel for how it was their experience level in these areas and so that all feeds into this com comprehensive spreadsheet that we would be sharing with you at the end of this phase we're doing background checks reference checks all of that simultaneously so it's it's just concurrent um but as I mentioned we summarize this into a very comprehensive spreadsheet that we would share with you at a meeting to review the candidates qualifications so it's executive session and we are able to talk openly confidentially about what we've discovered and we have a
037form that in our estimation and our experience would have a certain number rise to a tier one candidate and then there's some tier twos they may meet the qualifications but there might be just a question mark somewhere and then tier threes are either don't mean qualifications or have major red flags that we've discovered and that really helps but we want you to see all completed applications some some firms bring you just their top 11 or 15. they've done all the vetting and they're just going to bring you those but we really do want you to see the full list of completed applications then with our overlay based on our research and leg work does that make sense great so then we're going to just assist you in you know winnowing that down to hopefully six
038or eight that you would want to invite to a first round interview I did want to take a moment to talk about this critically important topic as well we are deeply committed to diversity equity and inclusion and not just as a company this drew me to this company as well it just really spoke loudly to me about their values and that they walk their talk and so as a company as well as each of us individually as Associates our own Journeys our own learning really does really weigh into who we are as leaders and how we would be of help to you but I wanted to mention I believe you know that really needs to start with us deeply understanding and valuing where you are on this journey there are no two districts alike in
039this work as there are no two individuals um alike so uh the initial work we've you know done to to review the materials at least available on your website the reputation you have in the region believe me I've been following you for 40 plus years but this recent Equity work is really impressive you've you've come a long way and we would want to fold that in to everything we do in the process and the conversations that we have with candidates this is a huge topic and they really want to know where is the district in this work how can I help influence that build upon it but again not a boilerplate honoring the work that has come before and just helping to inform the New Direction and then we added just a couple notations to
040give you a snapshot I don't think we have any data in The Proposal about it might have been in an appendix but we we just want to point out a couple facts about recent searches and how diversity shows up in our candidate pools so really quickly just our firm completed a review of Just a five-year span just to take a look at the largest districts we've served across the country and you know your former superintendent went to a very large District large in Washington is North Shore Edmond Seattle you know um large across the country is and we've done 200 plus thousand kids but we wanted to share that just a snapshot of 133 candidates 53 of them were women and men of color and then to take a look at who was selected in
041a two years span the last couple of years of those 16 searches in large districts nine male seven female seven Caucasian but nine women and men of color so to just to give you a couple data points of how that looks in the actual searches so we took a run at this but please know there's question marks here John made sure I put extra question marks so as I mentioned we we absolutely are confident you are going to attract an excellent candidate pool it has everything to do with you know your reputation this is a highly desirable position highly desirable location the size again your your reputation and stability over decades speaks volumes to potential candidates and and the quality of work that's so evident just by visiting your website looking in the newspapers you
042know how does a candidate from across the country research you and and how does that look um is so important but we we again just know that that you have been held up as a Flagship District certainly in the state of Washington and I think broader than that too so we we really I think are lowballing this but just to give you a really rough idea because the market is tight yeah either people are just retiring wholeheartedly or are choosing not to move in these uncertain times so it is a tight Market we want to be very honest with you but again you've got just this wonderful attractive nature to you that we are confident 20 to 30 plus fully you know completed applications with that align with your qualifications your desired qualifications and just
043a really rough guess that you're going to attract experienced superintendents because again whether it's a move across the country or whether it's someone in state that just would like a larger District in a very desirable location that's going to help if you're interested in experience so Chris yes John yeah I'll just throw in an example because I mentioned Highline earlier yes nearby our Outreach and advertising yielded 61 prospective candidates of those 61 roughly half were underrepresented candidates which we were proud of and that was part of their board's expectation in terms of our recruiting of those 6126 completed applications and of those 26 roughly half were experienced superintendents and nearly all of the others were experienced at the district level in some capacity and so I would anticipate given your size and your location and
044the current health of the district to be somewhere in that neighborhood despite the challenges that Chris mentioned which are true and the other thing I'd like to call out is that in the Highline search they started at nearly at the exact same time in the year as you are and so you're clearly in the first phase that is huge right now in the market regardless of the firm you choose because you're going to have the largest and most talented pool throughout the season to look at um so for what that's worth no helpful John thank you so yeah we typically you know think about maybe three waves of superintendent positions being posted and you are absolutely um front end of the first wave which is really great you probably have seen maybe in your heat
045clippings uh right now there's just three on there but we know of maybe six seven across the state right now but not too many and so you're really coming in at a great time the second phase you know will probably launch uh in the next month or two and then of course the third phase they're usually talking about uh interims to get them through another year so that they'd have you know the most um you know opportune time yes I could ask a kind of related to that about what time of year would you could we really anticipate that say a sitting superintendent might actually start thinking seriously about looking into a different position what time of year yeah probably the prior the prior winter and then they know you know obviously I'm too late
046to do anything this year so I will I will think about how best what's the best timing to announce to my board that I'm leaving give them the most you know time to to launch a process so you know typically it's right around now the last month or so okay and so I think we're going to start seeing many many more roll out real soon okay but you're just in a really great place so the select phase the third of the the four phases this is where we you know really assist you with all these technical components the first is to take that first round interviews so from that spreadsheet we gave you and we looked at tier one tier two we would encourage you to stay away from tier threes how many would you
047like to bring forward in the first round so again typically six or eight and the process is confidential up through this phase and I really want to re-emphasize that just because if you want to attract the highly qualified candidates you're not going to get sitting superintendents most likely who are willing to put their current position you know at Jeopardy and and cause any upheaval in their own districts unless they're a finalists all bets are off when you become a finalist but so we keep it confidential after that six or eight interviews and those are usually an hour hour and a half you might want to extend that to just really get to know the person we'll work with you on that helping you to narrow it down to how many do you really want to
048invite we've had boards say I can't cut it to three we're going to have to bring in four I mean you know so you just don't know until you're in the heat of the discussion so is it is it three or four I mean typically you wouldn't want to go with two in case someone pulls out or they're a finalist somewhere else but you know typically it'd be three or four ish around the finalist phase and that's when you bring them in for the full Marathon and that's all part of the test isn't it how do they hold up for the 16-hour day no John and I and Tammy would work with you on what you would like to see and again I could say typically um certainly been our experience that if you can
049bring them in on a separate day so that they get the full experience and it exposes them to as many stakeholders as possible this is a chance to really engage your community again and this is at the critical stage you want to hear from them meet the people even if it's by Zoom because we we would talk with you about all the kinds of schedules we could put together for a day and all the ways in which they could travel around the district and sit with different groups and provide their feedback but you know an opportunity at the end of the day for come one come all again be a zoom or in person share your comments via a Google form for instance we'll get a a ton of feedback that you'll now have to
050sort through and we've we've facilitate that with you so let's say at the end of the third day and it's and if you only brought in three having an executive session to to Really sift through all of the data that you've had before you including the the last feedback forms that are coming in still coming in as we're talking it's just a way for us to help you look at every word everyone's written and inform your decision so we'll help facilitate that final selection so that's the that's the fun part is certainly getting to a unanimous I would emphasize really important and we know that you're all individuals and duly elected but for a decision like this we would really work hard to get to a unanimous vote but hopefully make it hard for you
051because the final result that's our goal right John there is a background check option that goes kind of to a level two background check and we do use a independent third party and it's not very expensive and it may be worth it to you to do the very comprehensive search of someone's especially for a position like this but it does take you know seven to ten days sometimes to get those reports so we'd want to time that uh accordingly so it might be right at the point of selecting three and just do it on all three then you're covered that's just a one strategy to not hold up your decision okay and then we can help with contract negotiations we certainly are very familiar with the current um contract language what the market is bearing
052right now um what the data is showing for districts of similar size and region if you need help but we also really encourage you to work with your legal counsel obviously and wazda could be of help too but a lot of resources to help you get through that final hurdle with the person that you've selected certainly don't want it to get to that phase and fall apart so we would do everything we could to help ahead of that and then finally just obviously putting everything forward to have a successful transition we as a part of our proposal and it's been very well received and appreciated is a workshop that we can help facilitate that is between the selected superintendent and the school board it's just a nice way to have a third party facilitate the
053let's get to know each other let's maybe talk about some initial priorities and goal setting and a little bit for you to inform the new superintendent's transition plan for instance what should be the top priorities in the next three months five months and so oftentimes you know like John and Tammy and I could could help with that um in a half day workshop for instance that would be we think beneficial for all parties and happy to do that but we would not force that on you it would be an option and then the other services that we offer and we know that you are uh you know well along in your own work and training that you may not need any additional help we just want to make sure you know that it's there we
054can provide help with you know governance and with strategic planning and if you need a third party to do some research for you on on you know superintendent evaluation for instance lots of resources and options along those lines I have a question do you have um specific Focus for policy governance districts the things you just mentioned um don't quite align with the work that we do so I didn't know if you had done a lot of work with policy governance districts and and have specific um products that work with those districts yeah that's a great question and I haven't personally I mean I'm very well familiar with policy governance and used to teach it in the superintendent program but I have not um as a superintendent or a search consultant work directly John have you
055oh I'm just going to cut to the chase with a high performing board like yours we typically do not get these requests um the work that I've done in that regard has been with brand new school boards who are just trying to find their way around what it means to be a school board member some of the same kinds of things I would say wasda provides outside their policy governance work for new board members so that's been my experience just to be honest yeah but great question so we're we're just here to meet your needs whatever those might be thank you what recognize we may need more than we're aware of so it doesn't appear that way from The Observer um timeline you know begin yesterday we would want to hit the ground running um
056in both engage and recruit and again looking at what's your goal for selection and then we back up the closing date and go from there so if you select us we would want to do a planning meeting with you like ASAP and that's usually just a few hours just a couple hours to really get all the logistics nailed down we have a comprehensive calendar with all the dates listed all the times we're going to meet in an open meeting we're happy to come to any of your board meetings I think it's important even though if you know that the information it's nice to share it at the public meetings so the community sees the transparency and we're happy to come to any of those meetings and again we're local and uh easy to drive up
057here from Marysville so happy to do that and again recruiting is happening simultaneously and we'll work with you on that selection date and then hopefully it might be late February or early March as a selection date I'm not sure if that's about what you were thinking but that's a really opportune time to allow the new superintendent to be in the district before the end of the school year so important to meet and interact with and visit all the schools and you know attend some of the community meetings because you really want to smooth that transition to have a great start to the 23-24 school year our fees we mentioned in the proposal again we are really Frugal we are going to limit any additional expenses and and travel Etc to only what's necessary you could
058see we don't charge for meals we we have to eat anyway and we wanted to just spell out again the what's included and then what's optional because again it's not a boilerplate no two districts are alike and what would you desire for the add-ons if any and then we're good with that then that becomes the fixed rate and and we are going to honor that so Dr McDuffie really quickly so to to the optional items if you can I know it might be a little um Project Specific so yeah I'm not expecting accepting expecting a specific price but for the survey um as well as the you know advertising we we know that there are some um you know bipoc school education leadership organizations that right it can be helpful to post on just kind
059of wondering if you can help us get a feel for what those optional fees might be yeah that's a great question and again um it would take me a minute to go to the actual proposal because I think we did give some very really specifics yeah John if you have yours handy for instance additional days and and we may need additional days on site but we would be very um Mindful and Frugal about how we use those days and and we are able to divide those up I mean that just means like a typical eight or ten hour day is a day but we may be here you know multiple times Beyond four so whatever that works but if you needed additional full days of one or more of us I believe we had two
060thousand dollars per day per associate and we would just be flexible about do you need just one of us or all three of us um we can slice that a lot of different ways so that's that one okay the survey I believe was thousand okay one thousand and then the additional languages yeah uh beyond that and that's working with our parent company and then those additional sites that we would want to post on it's not a huge fee you know a few hundred dollars for each of them not not huge at all and it may be worth it I think Ed week is one of the most expensive oh really and isn't that funny yeah um so we want to just talk with you about any of those that might be beneficial yes the Latino
061and black America yeah we've got all the sites listed that we may want to consider but hundreds of dollars not thousands and thousands of dollars so that may be beneficial and then that due diligence report um 800 John do you have it handy um it's trying to boo here but uh use the images great great yeah we recommend if you're gonna do it yeah yeah so per candidate though right if you wanted to do all three just because of a time right and with respect to the associate on-site days yes it makes me wonder how things like how you would coordinate things like um Town Halls yes and individual focus group meetings I mean certainly a lot of those could be virtual I suppose right how would you you know sort of I guess parse
062out you know only four days I know with all of the the community groups that I could Envision you know yeah to have some input well it is a logistic Challenge and again looking at Peggy to help with and your Communications team excuse me Webb how to really meet people where they are for instance Business Leaders maybe we can capture that focus group with one attending a chamber meeting for instance or maybe the faith-based leaders get together once a month like we've seen in a lot of communities and we can just attend their meetings so it's not having to bring everyone in and find a new time slot but we would we would just kind of keep track of that we are not we are not punching a Time Clock we are just doing what
063it's going to take to do the job and we would be really mindful about adding requesting any additional days but we really think we can accomplish a lot with generally that time frame and doing a combination of zoom and in person yeah I would just clarify that if we are able to do Zoom uh for some of the engagement work which we find there are still stakeholders that prefer that mode um we none of that time is part of that four it's that's strictly the the on-site time and then that's in pieces and parts typically because we show up there at one o'clock in the afternoon and we stay through until eight or nine PM for a forum it's just how many hours and typically it's an eight-hour day but we're offering often stretching those
064days and um you know we don't earn search business by nickel diming districts over things like that and so we we really work not to come to you ask me for additional days if there's a way to schedule and accommodate all the voices that you want us to engage with and that's really where a lot of time is spent in the engagement phase um and we would expect that in North Shore team that's right thank you thank you anything else I guess just for clarification we talked about maybe one or two executive sessions you know and I assume that would be in person yeah and then also uh first round second round interview days you're probably here in person as well so that's three to four days right out of the bat so that's why
065I was just kind of wondering no I appreciate you bringing that up and again as John mentioned we we are just not in the business of nickel and diming um we we have really often put the meetings in a separate bucket even and this is mostly for engagement Community yes okay and and that's what it's going to take especially with the size industry yeah and well your large stakeholder group so we're flexible and our meetings with you are are critical and it just helps us to do our job better and so we don't want to take away but but we want to be fair and and um so we would just have to play that by ear but yeah we kind of put that in a separate book does that make sense I mean these
066are just the kind of things we're trying to think through oh it's great it's gonna work out it's a it's section so important Yeah Yeah Chris oh I was just going to say and in even the meetings um that I mentioned that we would you know drive here and present to your community uh we wouldn't be counting that against the days as well wanting that to just be part of you know our other duties as assigned go ahead judge yeah I'm just going to clarify that um you know for the kind of routine updates for example we would schedule that Weekly check-in meeting with whoever is designated as liaison or Liaisons for the board um occasionally that might just be one of us and often those are zoomed just for convenience with everyone involved but
067the higher Stakes conversations around you know looking at a slate of candidates and choosing those who want to interview that would involve both of us and then interviews themselves we typically like the team to be there at the very least assisting with hosting and then guiding the board during deliberation so that typically is outside that four day allotment because that's really intended to be focused on engagement yeah I think we'll want to clarify that the future so you know we really are going to work hard to exceed your expectations um we are um just still very enthused Educators if you haven't noticed we may have retired from the superintendency but got to continue to contribute and make a difference and this is this important decision uh we're just really honored to be able to help
068School boards so exceeding your expectations is what we're after so again why hya I know you're interviewing another firm shortly and I better get out of here before they get here um they are friends of mine and [Music] um and so a lot of firms have you know very similar components to offer it's a matter of you know what what feels right and sounds sounds good to you moving forward but again just wanted to reiterate our our company's long history and our local roots though and and John and Tammy and I and our own connections we've built over all these years and in the field has really paid off so we're excited to um see if we may be a good fit for you moving forward and we're just so honored that you invited us
069to talk with you today and we appreciate your time and great questions is there any anything else other questions no not that I have it was a very thorough presentation you know um you know I I would imagine um you know talking about stakeholder groups yes and thinking about the administrator staff Educators yes you know typically you meet with the leadership of the of any stakeholder group but have you do you have recommendations or have you had other districts approach that differently on how do you how do you get more input from just teachers at the ground level and building admins and you go you recommend that there's focus groups or interviews you know we do the critical voices right in your decision and so I know John and I have probably sliced this a
070little differently depending on the district and what your experience has been but we it rather than just meet with the leadership for instance of your unions we want to broaden that I mean you know so that all voices are heard and not just through a survey so we may for instance host Zoom would be or both in person slash Zoom for all teaching staff you know come one come all I mean you've got a lot of teachers but how many would you really expect to show up I mean many my zoom or and then weigh in on a form so there's a lot of ways to do it but I know it's just critical that person asks yeah and they're not just relying on their Union leadership to speak for them um so we would
071work with you in your Communications Department to think about you know all of those all of those groups just like the student group that John was mentioning to uh you know we don't want to just go speak to leadership class that's just such a small slice of your student body how do we get more voices in the process and we would go the extra mile to ensure that we're reaching the very diverse student body that you have so yeah so staff beyond their leadership we really want to um hear from personally yeah thank you appreciate that director Hayes any further questions nope I'm good thanks we could make a joke about a little distracted put the glass down a little distracted no thank you all so much very focused we appreciate you the the only
072other thing that popped into my head was is there a difference in your approach with respect to considering external versus internal candidates for a position like this ah well we recommend um and we've heard from internal candidates that the the preference to treat them all the same and you know we've heard from candidates and their history of being just appointed through the ranks or or given a shortened application process for instance because they're internal um that's your decision and we would honor whatever you decide and I would be interested to know how many internal candidates you might have but there's something to be said for them really going through all the hurdles and earning the position and so that's where we would lean in our recommendation yeah Chris if I could add to that I
073say that Eternal candidates so we also uh provide as just part of our search Danny internal candidate let's say you advance somebody but they don't make it through to the finalist phase well we will take time with any internal candidate to provide them feedback and coaching on uh things they did very well in the interview process the application process and things they might consider um working on and we enjoy that work and that's a service we provide to any internal candidate as a way of kind of being your agent of caring and wanting to help them on their journey of you know leadership Improvement and their leadership goals okay thank you yeah that sounds good okay thank you all thank you so much thank you thank you appreciate it thank you John thank you take
074a little break get the whole pass trying to help us effortlessly [Laughter] which is good okay Amy can share with you while you're waiting The View I'm looking at as I watched she really did text a photo I was trying not to that guy that's just cruel isn't that really cruel oh that's really quite cool I think that's a closer yeah oh beautiful right sorry Peggy oh no worries you're giving us a chance to stand up here yeah we relatively already set to go with the gr that we just need to bring in we'll be here in order to help him this is okay okay so maybe wait until about 20 after we'll get the Dr Swain back in here and chat for a couple minutes oh to bring them in yeah thank you [Music]
075you wait for Bob to get back right yeah I thought that was a good presentation it was a good message Hi how are you I'm with technology okay thank you I am Brandon Brandon oh Brandon nice to meet you so yeah when the next crew comes in we'll just need help setting up their their laptop I'm presuming they'll have a PowerPoint to present so all right thank you I think as soon as you unplug it oh sure okay well ladies and gentlemen we have uh about five minutes and gr will come in to make their presentation um do we have any thoughts any it was I found it they covered most of our questions they did yeah I thought that was very impressive I thought their um submission was also very thorough you know that
076you know details obviously we needed to right to get further discussion um yeah so I think all of the questions were were covered I don't know if there was anything else we've completed anything in particular we want to think about with respect to gr is there yes they're coming in thanks so much it'll just be it's interesting to compare and contrast yeah yeah right yeah director Hayes any thoughts I um I'm excited I think we're gonna have two really good choices yeah absolutely okay well if we're good then we'll have uh Peggy bring uh grn let me go and uh so it's great escort escort foreign funny um we had the microphone in here okay John wanted to look for you I think um it is six degrees I'm sorry okay thank you very much
077hi good afternoon welcome if you sit across me you can't kick me he's got that too long you're looking after your best interests so what do you need from us here do you want to meet my computer and you just need a yeah Renee has gone to get the speaker and she will be back and she'll set you up right over here we can set you up probably here would be the best because the boards are right here she is so do you also have you have a PowerPoint um [Music] like it wasn't that long ago that we met with you yes I think we've finished that process and then just kind of merged right on into the next one you haven't been busy in the interim at all right this is out playing around
078Hawaii she's director Hayes yes I'm on phone oh sorry sir caught me did you she's on a paddle board with her cell phone what a wonderful way to influence the decision makers she's been teasing us by sending us pictures of what her view is [Music] because we are live currently we have gr recruiting Representatives Rob McKenna and Jim Hager here to make our next presentation and you all know us [Music] so we'll also be joined by our Associates via Zoom if that works out good good okay uh oops does that work it won't work give us a few minutes okay I mean if you would no I thought we'd have to have that hooked up but we can really work off just what you have in front of you yeah we have director Hayes watching
079us from Hawaii also so that we would like for her to be able to see the presentation too are you going to be on that screen or no but there's a camera there she's the media is being live streamed making use of that yeah so she'll be able to see this machine [Applause] it's all cold out there yes it is [Music] we still have piles of hail at my house from last night and watching the weather it's going to be sunny this weekend so let's all get outside and enjoy it 'll be cold yeah um okay now are we going to try to get Carla in or I don't know how to do that okay okay if I have a minute I'm on your Wi-Fi so there you go we should be able to do
080this we've got plenty of time so yeah and we can Flex a little bit at the end I don't know David that's the second time you said we've got plenty of time yeah I have other things four fifths of us have plenty of time you're missing your uh your son's time um and I just texted uh president mcgurty this I um the sound is great and I've been able to hear everything that everybody said don't stress too much about the screen because there's actually a lag time between the live streaming and the phone so just don't don't put a ton of energy for me is my point okay sorry I had my phone on silent so that I wouldn't be interrupted but I forgot that you need to drop me okay yeah who should I
081take texting me is fine I've got my phone in front of me okay all right who's hosting this meeting the setup I do I am that could be a problem let's just go with it okay okay let's just go and talk to Carla the last time sorry Carly all right well good afternoon and thank you for inviting us here to present our proposal my name is Rob McGregor uh I think you introduced me as McKinnon that's that's another proud Scottish Highland name if you would have said Campbell yeah yeah um anyway we're happy to be here again uh so soon and um slide do we have up there just so I had the wrong slide in front of me anyway uh we've told you that Carla would be here and she was on the team
082but she won't be here tonight and that's all right um a little bit later we'll give a little bit uh more in-depth introduction of ourselves but the important thing is that the takeaways for tonight are that you'll leave and we'll leave and you'll have a clear understanding of our process and how we'll work with you how we'll work with the community and why we think our firm is the firm for the job so ask questions along the way this is not that formal and we'll have plenty of times for questions and answers at the end so next slide Jim even though we're on paper a relatively new company our Associates have and and our Founders have vast experience doing this work Nationwide and so we draw upon those years to really add quality to the
083work that we're doing so next slide please and as you saw in the last slide we're a nationwide company our our firm will not only provide excuse me assistance with the search process but we'll also support Provide support for um transition if if desired ongoing support for the superintendent if desired as well we're flexible with the use of technology in terms of meeting with different groups and individuals postcode and all that so next slide please participate that's great so again um our our Associates have experienced both as superintendents and District leaders and board members and because of that vast experience have networks that are deep that we can draw upon across across the country okay next slide so we hear the term equity and EI diversity and inclusion used quite a lot but for us
084what that means some specific things one is in terms of our outcomes that we can bring a slate of candidates that represent a diverse diverse backgrounds in ethnicities number one we really take an equity approach in the work that we do when we think about the groups that we want to meet with the voices that we want to hear and the questions that we ask in our interview so it's it's more than just a slogan add anything along the way all right okay Jim's going to talk a little bit about who we are and a little bit more about the class again I just want to Echo what Rob said I'm really delighted we're here we have a really close Affinity but my best claim to fame right at this point is I I live
08510 minutes from this office which makes it easy to get here but more importantly I have two grandkids that go to the school here and my daughter and son-in-law all lived in Woodinville area and where I live I know I'm in this North Shore because I have to follow the buses home every every day so it's it's it's nice and so kind of an honor for me to be a part of at least putting our name in here and hopefully be very highly considered I'm going to take just a few minutes and talk about who we are and I'll turn it over to rava I'll speak a little bit about Carla she was going to do that but we just didn't get the connections up right on it but Gary Ray is the founder owner
086he's been in this business for 43 years in executive searches uh five years ago he sold his first company Ray and Associates to another person um and he's like me he failed retirement and so he decided he started gr recruiting and he asked me actually when they were doing the Seattle job if I might join his his new firm and and I said yes and I I have been doing that and trying to step back a little bit I've had some some personal issues in our family that has caused me to spend quite a bit of time with with my with my family more so than I have in a previous years probably and and so Rob has he likes this work and so we're trying to work this together and work it in harmony
087with one another but Gary's given us kind of full lead I keep saying I'm going to retire from this business and Gary says well you just do one more will you just do one more so I keep thinking but Gary's behind us he's a very very good owner operator of gr recruiting and we're really good to have him behind us Ryan some I think one of you Brian was in the search two searches ago and Ryan is probably The Heir Apparent to Gary when he does really retire and he's available to us either in person or virtually as as we go along so he's one of our our individuals that we work with you yeah so so uh my past experiences I've been a teacher and a school counselor and a principal I was an
088assistant superintendent in Renton prior to that I was at ospi as a super assistant superintendent there served as a superintendent at Kelso school district and then went to the University of Washington where I co-directed their doctoral program and a lot of the uh in fact I supervised a an intern here that did her superintendent internship under Michelle I think it was Shannon I can't remember her last name special ed Department and the legs she went to Lake Washington nmp so it's it's a it's been rewarding to see a lot of the my former students now take leadership positions in in the region um but after that I I went to the University of Washington Tacoma to head up their principal preparation program and that's where I met Jim um and so he called me up
089I retired two years ago about a year and a half ago I have 12 grandchildren and I wanted to spend more time with them and I'm doing that but I still have time to do this work which I'm grateful to to Jim for reaching out to me about it because it's pretty important work as you know Landing a leader for the school district is a Paramount importance and uh and so it's work that we take seriously just an honor to do it and then in absencia is Carla santorno Carla and I go back a long way she one of the commonalities that we that we have is we were both in the Boulder Valley School District I as the superintendent she was a regional Superintendent at that time and then she moves Westward and goes
090to Seattle and was in an assistant superintendent in Seattle and that becomes a superintendent in Tacoma and has just done a superb job and she too retired she wasn't retired she's in her first retirement right now and but she really likes this work we think we've got a really good on-site team that would be very helpful knowing that knowing the communities and knowing Carla has an extensive background with aasa and working with educators of color particularly superintendents of color and so we feel we've got a really good Network both from a local perspective Regional and National and so Carla will will be be available sometimes virtually sometimes on site so we've I think with with that team work with the three of us we'll give you great coverage of processing skills but also knowing lots
091of people in in the area and I might say we made this a little more formal when Peggy told me we had a 40-minute presentation I said oh we better put something together so we uh put put together what you're saying here so we didn't mean to make it as normal as it probably has been 40 minutes we thought well let's tell you what we do okay so um and then there's me uh I've been given the fancy title of Northwest Regional director of gr recruiting and my career is very very similar to to Rob's except I just had maybe 15 20 years on to that experience Factor but I've been a biology chemistry teacher I was a principal director of secondary education Deputy superintendent in in the Lake Washington District as a principal at
092Juanita High School I think some of you are a graduate go go Rebels even though they don't use that word anymore um and then I was Deputy superintendent in in Lake Washington and then got wonderlust and became a superintendent and was in Boulder moved back to the West Coast into Beaverton and then spent my last seven years in Washington as a superintendent in Kent Washington first retirement second retirement then I moved I got talked into going to Reno Nevada as super of Washoe County School District and so I was there for five years second retirement got talked into running the professorial director of superintendent executive leadership at UNLV and I did that for seven years and then moved back here and got involved with Tacoma the University of Washington Tacoma because they had just started
093a new executive doctor program with for nurses superintendents and hire Ed and I was hired to handle the superintendent component and then Rob and I met that through that way and so we've maintained that friendship and now now I'm able to work as as we go through so I'm going to continue on on this spread thread for a little bit here Ellen a little bit of what you've heard before but to kind of give you the steps we we have a very rigid structure that within the structure it's very loose and very flexible to meet whatever customizable needs you have so we feel that there's certain protocols that need to be followed in the process and we've refined those over the years and so I'm going to kind of take you quickly through this visual
094um and to show you that and then we'll we'll dive deeper into these and like drops if you'd like to ask us questions along the way don't don't hesitate to do that I know sometimes people want to hear the presentation and we'll ask ask questions later but where whatever way that would be comfortable for you you look at the the the circle there's there's really we're at the presentation stage here but look if we're fortunate enough to be selected we immediately would start the first process right at the beginning called the board input we will interview each one of you uh requests that we get an interview with each one of you for about an hour and to talk about a series of questions that that we do have and help us kind of decide
095what process or how you want to proceed from there so there's a lot of board input we'll again talk a little more about that as we go along then we want to talk the second piece is what are you looking for in a superintendent and what are what are the characteristics you're looking for what are the skills what are the experiences we don't drive that we we help you facilitate you and take you through a number of operatives but this is your show this is your your decision making that you have to do once we have that affirmed by you that this is the profile and this is what you're looking for we go into the recruitment stage and none of this is linear uh well if we were fortunate enough to get get the
096position the day afterward we're on the phone calling people that say hey here's a good deal this you need to take a look at this and we we go out and start soliciting that I process you go down to the bottom stage there you start to look at the board selects again you've heard me say this before but it's your fiduciary responsibility to select and appoint the superintendent nobody else has the authority in your District to do that you get all kinds of input but the ultimate fiduciary responsibility is is with you and you will know more about the candidates that that any other person in in the district would be it a staff member or Community member so so we want to make sure that we're back very clear running's with you on what
097those are you collaborate and then you find lives that the search as we go through the processes as we go and then we have the Strategic superintendent support that's a little different than some firms use but we guarantee that as long as your superintendent is here we we are available to give strategic advice to give advice and counsel to do a board superintendent workshop with you to help you learn what you want to do and not do together and so so that's kind of our big circle that we that we look at so again we are rigid on that format but we're working with with us as an experienced team but then we're once we meet in the first meeting we have you'll start to see the flexibility and whether you call it being customized
098to meet your needs or personalized to meet your needs whatever whatever you like it is it's your show and so the flexible search and we customize that as as we go forward we took the liberty after we were invited to present to you um we looked at your calendar on your superintendent search which is already in your candle calendar you had some kind of key dates and so we took the liberty of going through and we I won't detail all of this yet uh but but I I want you I do want you to know that when we did this we we started make your decision up here in Vigil board member interviews we we would say we'd start that immediately late like the 16th through the 18th and get those going um we we
099would hope to have a meeting with the board this particular time of 11 21 in in that and we looked at your board and we we need to let you know that even though you're very outlined on what your board agenda is with this new development of a superintendent search you may have to be a little flexible and you may have to have a few extra meetings that that come along as you proceed but we took this all the way down through to to the points of uh when this survey again assuming that you would agree that you would do our K-12 Insight survey to get that additional data we would do focus groups and and and work we'd work through all of those things when we get to the when we when we would
100meet with you as a group but the whole idea oops is not to do that um we would bring it all down and I just want to say we believe that given this time frame we could probably have your first interviews around February 14th and 15th and then the last you would that by no later than the first week in March you could interview and complete your cycle now the reason that's a little sooner than what we saw on your I want to tell you this will be a very this is a beautiful District there's no question about it it will be a very coveted position but I want to tell you that there are so many superintendencies open Nationwide that the sooner you can get out there and in front and get going on
101those candidates and saying we can wrap this up right after aasa you're you're going to it's going to be to your benefit in our opinions do you all know what aasa the National Conference for Superman thank you okay cool question for you so uh we've talked about before internally so our one concern about pushing too hard is making sure we have enough time for our community outreach and that being in you know holiday season in December and all that any I mean it's all doable of course but any any concerns or thoughts on that well again I we don't want to be too premature here and uh but since you asked a question we we looked at your account as we looked at your your school district calendar and when you've got uh holidays and
102when when the Wasa meetings occur and so we've tried to weave all of those in and this is this is not a an absolute this this is just an example that what we can do to get going quickly and you may say look we want to have alarm we took we think we took in the holiday seasons and said look we're going to wrap around those and we can do a lot before and and then even giving enough time for the people a lot of candidates if we can have this if we can have this out this was our thinking on this calendar develop if we could have this out and active uh individuals that are seated superintendents or are Deputy superintendents depending on how you want to go with those they would take some
103of that downtime during the holidays to write their letter of an introduction and apply for the job so so we've got to accommodate the candidates a little bit but but I think we addressed that a little bit and just chunked off a little bit of time you don't want to spread it out too long and we've also discovered I think you've still got the highest rating on the interim superintendent with the I think there were over 2 000 participants on the survey that we did uh we're finding that people even prefer the virtual focus groups um because they can do it from home they don't have to have other people around here what they've got to say and and we we find that to be really a good process but we can do both it's
104your your choice to do both on-site and focus groups and again I didn't mean to get hung up on that calendar but I want to show you that we could get that done pretty easily a question about um the presenting top candidates to the board after all of the application materials are in there so do you go through an initial sort of screening for us and then present you know a smaller number than presumably the total do we still have access to the materials of all of the applicants absolutely yeah let me if I if I might just take you through that question a little bit that um the the pivotal piece for us is the interviews that we have with you we ask you very simply you know one of the characteristics you're looking
105for in a superintendent uh on on the K-12 Insight survey that's they get a list of 23 characteristics and we ask them to select their top eight and most people I can't do take well it's like taking vitamin C you can take a thousand milligrams or 500 only 500 work anyway the rest are slept on the out of your system but at least that's not a doctor and so we would we would take that profile that you've identified and you as a board have approved I I kind of use it as a hopper symbol that we've got all of these stringers in this Hopper that's a profile profile profile and we start to shape the candidates through there and those that come um out towards the bottom of this those would be the people that
106we'd present to you it could be eight people it could be ten people it could be 12 people even though you you say well so and so isn't in there we can say well they either didn't apply or they didn't in our opinion did not make it through our screening process and you could say we want to look at them anyway and so we'll do that okay in addition to that that Hopper business we do an associate takes them through an extensive first preliminary interview that's part of our analysis into a variety of things and then we also do a video interview with them that you would get along with all of the materials on the application their letters of reference and their letter of introduction and and then you'd get that video on top
107of that and that would all be given to you prior to us coming in and meeting with you to process the candidates so those are some of those three and four hour sessions and and I I'd be wouldn't be quite complete if I didn't say we're also very sensitive about the confidentiality of the candidates they this this is again we're finding that a lot of supernats even when we reach out to them they're saying hey I think I'm going to stay right where I am I kind of know what what's what and uh so you don't want to upset that equilibrium root too soon does that answer your question yeah yeah and I and I have more questions about the process but are we going to chat about it in later slides I don't mean
108to yeah not the calendar for Save but now the calendar is the same but the process absolutely absolutely yeah so this is the board input that we that that's up in that first entry Circle and these are some of the things real quickly and if you have questions again please uh but we'll meet with the individual board members in person or virtual whatever you you choose so close I kind of enjoy the personal Rob's got a little further drive but uh we'll do whatever whatever way you like um you'll determine the stakeholders for us uh we'll recommend some uh that that we would like to to do and and more than what we did in in what the interim superintendent so you would tell us who those are what those groups are you would help
109us contact those Peggy would be instrumental in helping schedule all of those because getting an invitation for for this focus group for example coming out of the superintendent's office is much different than we on our in inviting somebody that they don't even know who who's doing Temptation so that's that's a collaborative between your offices and us to do that um and we would set those and we have time for example I was just gonna say are there any limitations to the number of stakeholder groups or not if you use a bunch of the virtual uh we we tend to find that in fact we find that the longer you go the fewer people start to occur we've even had some occasion where we said we were going to we would we would meet with them
110and they'd come back says we think we can give more information quickly to you if if we do it through uh through a virtual so we've got some evidence of that really but we can at least we set aside about three to four days to do those those so we can we can do with within reason and within the contract and uh the the amount of time to do that but it is a couple hundred people within reason understanding the scope yeah because that's a large District our our key communication list has come along oh yeah yeah oh yeah that's it that's good you know in a with a current job that we're doing uh we you know we set out to do this many groups and then we'd hear from one group oh you
111should talk to this group and so it kind of okay yeah but the reaches of point though that the cutoff time because we've got to analyze all that put it into a report for you and then the same thing we try to do this simultaneously to the survey so while the electronic survey is going we're also and our our work is all anecdotal and we tell everybody right up front we're not keeping count but we are talking about this is this is the voice these are student voices that we're hearing this these are employee voices we're hearing and all the other associations and affiliations you have in the district so that's all anecdotal and basically what it helps us do is either affirm or go against what the survey says which is very analytical I
112mean we'll have disaggregated data in almost any any shape that you would like to see that as as we go through um so so the stakeholder determination and that's why that first meeting with you uh is a couple hours long and that's a really important one because all of these things that we're kind of showing you need to be done we'd like to get those done up front uh so we can start putting all the other structures together it's kind of like a domino effect we get this one going and then all the others kind of fall fall into places we go along so determine the stakeholders set the timeline and finalizes uh yeah we we gave you an idea that we can do it within a shorter time frame but if you want to
113keep it up that longer way we can do that and taking your comments very seriously about maybe maybe you're pushing it too close here and we can talk about those things so this wasn't to say this is it that's how we would sit with you and say Here's the calendar you take a look at it and see if we can get it determined on whatever this this date we haven't been meeting them with you if I lie as the profile which we've already talked a little bit about and the key themes that of interest that if it's if it's Equity inclusion and excellent or a bomb issue is coming up or this whatever there may be some credit you know we ask a question what are the critical issues this person's going to face when
114they come in some of those may be things that we would ask people or look for people that have those kind of characteristics as we go through while we will put the advertisements in for you we work really closely with your team and they did a great job some of those we can probably spin off and have those all ready to go pretty quickly but but it's not us we just say here's one we think you should go get and get advertising in like napsi and aasa and some of the others and you'll see another slide a minute on that but you provide the promotional strategies you haven't we have a conversation on compensation again it's not an absolute but that's going to be one of the first questions a candidate will ask but small
115what what's the compensation or at least the base salary to go so you would do that and then we would have regular board at that first meeting we would have with you we would say who's your board connector who who do we do we talk with the president or is she assigning that task on to one of you that you're the you're our contact that we've end up being regularly contacting with one another identify who on the staff is is the primary contact we work all of those out and so that regular board communication we don't believe in surprises you'll see that on another slide later on but but the last piece just very quickly this is your process not ours we just have the structure and we'll help fill in from our experiences what
116might be there these are some things I already talked about so I'll just go real quickly there's the on-site the virtual stakeholder we've talked a little bit about those the online survey we've we've talked about we we do partner with K-12 insight got 15 open-ended questions and your team really did a nice job when we met with your Equity team and we got we corrected some language and and made it really reflective we will go through that same process if there's a need to do any upgrade on that we do have the 28 value trades of great leaders and instruction we asked for eight uh which is a little difficult for some people to do these are the languages and and these are these were the ones we used previously but these are the primary
117languages we we learn by trial and error we can't go into dialects because the dialects are so difficult to get it get an appropriate translation in but these are the key ones that we look at and the last part of that is nothing more than to just say this is what that survey does it's research based it provides a lot of analytical data and that's what drives what you select as as a profile this is the profile you're looking and that profile actually takes the place of the job description on on all of our applications and things that that job descriptions part of the contract in a sense when you get to that particular piece but the whole idea that once we we get all of the input from all the focus groups and the
118interviews that we do is a little bit of these kinds of activities and things that people say about them from leadership to changes and so on you can you can see all of that for yourself once you you've done that and that's all in turn when that's been the first couple of rungs of that Circle that you saw and once we have that data then we become active extremely active not behind the scenes now we're in front of the scenes we're putting the advertisements out there and and Rob I think you're going to talk about the candidate pool um actually I wasn't sure I was going to except that um so what we will do it again a lot of this will depend on what you're talking you're looking for superintendent experienced only you would
119be willing to take a look at a highly effective Deputy superintendent or executive uh associate superintendent uh do you want them to to what characteristics do you want them to have and so we would we would look at that but knowing what we read on your your website and the equity emphasis that you have we will bring you very diverse people for for the for the search we'll ask you as a board a question are you interested in looking at a hybrid type superintendent or you or a non-conventional or do they need to have gone through the conventional we will ask you all of those kinds of things so once again we're not just putting what what we think would mean this is what we we say you would look at that but I must
120tell you we in our experiences we have about 50 Associates around the country they they have been board members but then attorneys they've been superintendents they've been College professors we've got several that are in former board members and they we put out a blast to all of them and saying here's here's a great opportunity we give them the information and they will help us recruit on top of the adverse and the the advertisements are necessary but there's nothing like a Rob McGregor calling somebody said hey you know this is really a good job I've been thinking a lot about you and this job there's a good match we'd like you to apply for this and we'll invite them or we may have somebody in our interviews that says you know do you know so and
121so well I know somebody who does if we don't uh would you like us to invite them and so there's a lot beyond the formalities that we get going on there Jim do you have a feeling for how large of a candidate pool you might be hoping to expect this year yeah it used to be we'd say we'll have 50 to 60 probably somewhere between 26 and 30. okay yeah there will be a lot more of them will apply but we you'll weed out um I mean there are people that look at this and look and say man that's a good salary I think I'll then and they have a high school diploma and I don't I'm not making that up that people will see that as an opportunity so there's always a number that
122will apply but I'd say legitimately there's probably 26 to 30 maybe we'll get more but given given all of the competition and also other what we're what we're discovering is people aren't quite as willing to move they're pretty comfortable where they are and with all of the issues that are going on in the country right now the divisiveness are saying you know Nest here for a little more longer and and see how things carry out here in the next couple of years so so you'll get a little that but I would say somewhere between 26 and 30 will be a good number hopefully get more but that's a good number for us thank you very good question um anyway the the we we have a really good mechanism for getting that information out again we
123would go into detail with this piece with you this is how we we reach out to highly diverse we would recommend that you put advertisements in napsi all locks the American Association School administrators councils great City Schools I don't believe you're a member of Council of great City Schools I'm not eligible uh but but we still go there because they have great candidates that work there and and maybe larger school districts really a kind of a good venue for Deputy superintendents that have great have really good experience if you choose to say we'd look at a deputy superintendent in that category um we we advertise in Wasa wasda and we and and we also put it out through social media and we'll do it through your website we'll do it through into your recruiting's website
124so so we do a lot of those things and and we also make this I don't know why we put it in here but we do anyway but we make a commitment not to recruiting any placed candidate for a period of five years so we won't put somebody that process somebody through that you select and then two years later say you know why don't you come over here now or that was a nice stepping stone for you we're not we don't do that so we we think that we'll bring you a really large this goes back to the question that that you mentioned just a few minutes ago how do we do that we screen the candidates initially ourselves we look at their applications um you know some people can write really well some can
125speak really well some can't and so we try to we try to screen all of those that may have good credentials but there are things that that may need to go along and so we do a really first step of what we call a soft screen and that's where you start to see we do background internet investigations on all the browsers of Google Wahoo all of those students search out the individuals as we're looking at them we look at their Facebook LinkedIn Instagram we see their blogs the politicians this year I see are using Tick Tock so maybe we better start looking to see a superintendent candidates or are using Tick Tock or or anything that might might be going on and so that's kind of assault what we call a soft the soft look
126at how they're they've been doing well look at if they've got streaming and board meetings we'll look at board meetings and so we we do a really thorough preliminary and then we present that top slate that comes out as as we were talking about in addition to that the application video interview we've talked about once you get down to the last finalists whether that's two finalists or three or whatever you whatever it comes out to be those individuals and we go through a hard dive we contract with a private company called C4 and they do this very intense we they have to get permission from the candidates to do this because it's a fiscal invest review that they look at every kind of litigation that can that could be possible they look for DUIs they
127go through all of the databases and it comes out to be about a 30 page document on each candidate and that is only shared or only has been shared by and large by one of us and and the president of the board we there's a lot of stuff in there that we just don't feel comfortable that it should be shared other than to guarantee to you that we've done that and you you see that evidence and so it's it's pretty expensive extensive and so it uh no surprises sometimes there's a surprise cut that does come up but but we're pretty sure that we're in pretty good shape on that um again you've already seen this aboard selects the candidates through the process and the application you deliberate on that we have a matrix that we
128love to do with you on that each board member will do a force field on each of the candidates and then come together and talk about that that's not the it's not a vote it's just this is how I see these candidates and it becomes a good discussion point that we do that and we have that you'll select the candidates we'll help you with the interview questions again those are your questions we'll give you samples we'll give you different ones with look fors that you can have or you may say to us thanks Jim but we'll do that all ourselves okay uh and we have board members our boards that do that we'll help organize and there's there will be talking this will be the first meeting do you want to do first round interviews
129virtually or do you want to bring the candidates in and so there's a variety of things that you do those are things that we would have to and then we will help you if you want we'll help you assist with with the contract and some people use that others have their attorneys or their HR people but I for one have done a lot of the of those contracts with individual candidates and the board but that's your choice but we're and that's all incorporated into our our base fee okay we guarantee a two-year contract if if the superintendent for some reason does not work with within a two-year period either that you're choosing or that candidate's choosing or superintendent will redo it's a two-year guarantee that you'll be satisfied with that uh and here's the advising
130program and then we provide building and supporting evidence for for the leadership team and that's really the information coming off the K-12 inside survey because there's verbatim comments made by those that take the survey that can be used in kind of helping set the onboarding of the new superintendent or his his or her entry plan whatever it might be and then case that doesn't say and I won't go into this you you know a little bit about K-12 Insight but it's a very reputable company that does communication skills and techniques and it it also does surveys of All Sorts for companies and we've been fortunate enough to be partnered with them as we go through them now the big question is this Jim before before we move on Amy did that answer your process question
131actually I do have one more process question I just want to um uh how the information was going to be laid out so in terms of the finalists the process and for interviewing with finalists you know are um that would be a key part of community engagement with us to have Community focused finalist interviews yeah and okay I'm sorry I missed that piece there if you you have a choice you can either do one area or two two interviews most people do two interviews and I think that would be probably the most logical one for North Shore just knowing your involvements Styles but in the first interview it's uh board members have typically done that confidentially that was just the two we have some boards that want observers and we have a process that if
132you wanted to have observers sent in on your semi-finalists we we can work that out they have to sign a confidential agreement we don't do confidentials because you have an oath of confidentiality but if you have like a student representative or you have a union representative and you can have five ten observers if you want we don't Advocate or not advocate for that that's that's a personal choice and some we've had two districts in this in my experiences in Washington that I have done that and and you've each board member says here's here's my nominee or two nominees you work that out so that that's for the for the for the first round second round is it's a very elaborate let's say you have three candidates that's probably a two-day process okay full day 12
133hour day for a candidate and so they will be brought in to the district again if you would agree with what we recommend okay on it but you bring them in their spouse or significant other would be asked to come along with them because we think that's very very critical but you would then while you would have an hour or 90 minute interview with each of those candidates the whole day would be devoted to either Town Hall meetings meet and greets and you have impression forms for communities that would be involved with them and you would get those impression sheets before you made your final decision so it's a very extensive they we take them we we host one of Rob's First experiences in this he hosted in an uh he hosted one of the
134candidates and drove the person to schools where the person met with the students met with staff what we go to lunch it was an all-day event and so you'll get all kinds of feedback the biggest dilemma is that turnaround by the time you get through and to hear all of those things but we can get those to you pretty quickly because we we can digitize the the impression sheets and and we can get that data to you pretty quickly so does that answer your question yeah so the the two days in the schedule would be that right that public facing process for the finals yeah long days for you and the candidates yeah okay and we we really kind of advise you not to be involved with the candidates those days other than the interviews
135that you have because you want the candidate we've we've seen some places where board members sit and those focus groups and it it reached we think it restricts some of the people asking that candidate a question they want to ask okay so is that yeah that was helpful okay thank you um our fee as you've seen in The Proposal is at a base fee of 27 500. the others are all very uh to it okay there are estimates because one is what our costs would be for our but our vets that's probably high for us because we don't have a lot of travel uh of any sort that go that goes on uh the advertising we we actually reduced by 500 and what was in The Proposal if you got your proposal we believe that
136for two thousand dollars you can get 60 days of advertisements out of Ed week and Nancy and our loss and Chris Wilson are all all free so we think that that would be a very very uh easy to keep it within that 2000 or or below for a total of uh 31 500 with the only fixed costs that that one at the top parenthetically though it does not include candidate expenses so if you decide that you want the semi-finalists to come in that will be a an accrual of expenses that the district would assume and the same thing is true at the finals issue any questions on expense on the um on the base fee does that include any of the any travel I mean is there or is that no anytime you come out
137then for a day it's well Rob could for me there's no cost at all okay okay I'm right here you know why uh sometimes my car needs to exercise so you have to get some place but no no but but for Rob I mean he's got a trap but it would be like what is it how many miles from your place to here uh I don't know 30 miles 60 miles so so it would be it would be just remember whatever whatever the going rate if it's 51 cents a mile whatever that is you know yeah so it's it's in inconsequential okay in our opinion okay okay gotcha any other questions on okay I'm just going to summarize now and punctuate a couple points um Jim aptly described the process as rigid yet flexible so
138flexible rigidity is so Freedom within structure to we definitely want to tailor this to meet your needs but but also I think it's important to understand it's a very comprehensive process built on a lot of experience for what works and that sort of thing so we're confident that we can deliver that we can customize go ahead and go to the next slide Jim that it's important to know that we do offer support um Beyond just placing the superintendent or providing you with the slated candidates that aren't very very qualified and so that that's something just to keep in mind and the two-year guarantee of course is something that's um that's not not everybody stands behind so that's that's I mean that's our presentation next slide Jim I think again we're confident that we can deliver
139and we have lots of time for questions or I think we do I do [Applause] go around the table and Hawaii for if there are further questions that anyone wants to ask um well I asked mine Dr Swain all right um just your opinion and approach on making sure we hear opinions from teachers administrators other staff outside of just an online survey do you have any particular approaches so we can dive deeper than um you know leadership of using leadership or you know going to the region of buildings and so I don't know if you had any ideas behind that or things you've done well we can do we can do but drop kick in on this too but there's one thing that we would do we would want to do we would again this
140all would go together when we have that first meeting in response to your question we would like to personally interview your central office cabinet executing so one-on-ones we would do Rob and I and Carla would do one on Mars just like the one-on-one we want to do with you we would do that we would also like to do those one-on-ones with the Union presidents not because those become what the union president may say and what what their platform is not all of their followers may have the same experience that needs to be done so we would do that we could hold some focus groups where we could even say in regions I know you've got the regional Circle we can say we're going to hold a regional focus group for elementary at this time over
141this and we can do them both I mean we can do hybrids or we can do total virtual or total on site so we can we can work on all of those those kinds of things so that the biggest thing is uh I think you'll get more just knowing the North Shore School District you'll probably get more uh involvement and a lot of people but we we do extensive opportunities but if we we may not have a lot of people participate but we never want to have anybody come back on us as a as a team a company says well you didn't give us very many opportunities we said look we did we did 62 of these plus the virtual so you did have opportunities at different times and so on so we will do
142that at that piece the most important piece for those are kind of Givens that we do but where we're really going to need your your input is what are the groups you know like is there an equity at the rhetorical question I'm going to ask you but but an equity Council that you have in the district or the PTSA is at a group in there or is there friends of of North Shore that do that that are are the bond issue kinds of people that help with that are those people you want us to talk to or do you want us to talk to the the leaders of some of the the communities that are served by that so there's all you want us to meet with uh if there's a council of churches in
143synagogue so we we would go through uh Peggy gets the extra work of having to help a vital those people or somebody's going to be assigned out of the office anyway to do that but we we want to get everybody's opinion that you you feel is very important but some is some are given that I just said but then you have to tell us about these yeah and that's where I think we're adapting in that you know we may leave that meeting with you with a plan but then when we hear from certain groups and they say Hey you ought to really listen to this group over here that's when we say Peggy can you get some evening so yeah okay that's where flexibility as opposed to Richard so thank you well and and just
144just to add a little bit on to that uh we spent we used to spend all of our time on on-site meetings but we didn't have this K-12 Insight partnership which I I just think is probably one of the best things we've ever done and it is it has information be on your profile setting that I think can influence your strategic initiatives it there's just all kinds of good analytical data because people are autonomously telling you these are some concerns I have or here's some things I really like uh and and so I think it's really advantageous but there's still that issue people want to put a name and a phase together and so we we will put all those those functions together okay thanks thank you yeah I want to follow up again about
145the stakeholder focus groups and I guess my wondering is is I know that the K-12 survey is very scientific and you know you get really great information from that it seems like the um the focus groups are maybe more um amoebic and just kind of so I'm just wondering like what's the approach when you get a group together you're asking open-ended questions you're asking the same questions you're just asking people for comments how do you solicit yeah you said anecdotal voices yeah like it is standardized and we ask the same questions of each group it's just that what what do we do with that information afterwards and it's identifying those themes and those common themes we we do right up front at the beginning of an interview or focus group say all your responses will
146be treated confidentially but there are there we may attribute them to a particular group or something like that and so and it's just a it's a matter of writing a report and kind of comparing it to the results of the K-12 survey okay yeah yeah it's it it is being a real biology teacher but but it is it gives the voice a little a little bit more it's not some people get over enthused with analytics and say well that's just you know but this we we sit through some very interesting uh meetings but it does give some life and flavor what it doesn't do it doesn't give you an analytic data it gives you this is what a bunch of people and they they generate off of one another and oh yeah and you know
147this happened down the street here ways and we try as best we can to triangulate all the data there will be because in the end and some of the they'll they'll call out somebody that if you know you've got to get rid of so-and-so you know kind of thing so we we don't try to judge those we may live leave the stem but we'll we'll redact the name because we just don't have a triangulation that that's really true or and it's not our job to determine whether it's true necessarily um but but it does so but that is all um what we do is we we basically it's a pretty lengthy report that we would provide you um and we try very diligently that if they say the identical thing for example uh if one
148of the questions we ask is what are some of the personal traits and characteristics you would like to see in your new superintendent if somebody says uh empathy if there's a bunch of others that say that we'll just tick that off off that one and say you know this is a number of people that but if they say they're empathetic with children we'll keep that separately so because we don't want somebody look at that say well that's not the way I said that so we're really pretty careful of that the other thing I wanted to share to spin off on on what Rob said we do standardize the questions and we're very insistent that we ask all the questions because people talk and they say and all of a sudden they said well we did
149they asked us to rate the school board on how effective they were and some groups says well they didn't ask us that question why was that so we we stayed true to form uh on the questions with them thank you for that clarification I had a couple things one of them is a kind of minor with respect to being on site to engage in focus groups and and get input let's say we have you know you know 20 different groups who really want to meet in person on site with you moderating if we you know go over that three to four days do you have a defined um cost of extra extra time extra you know on-site work we don't but I mean we'll do as many as we can but if it gets to
150that point I I'd be I would come to Raw would come to you directly and say you know we've really this has been what our high normal is yeah and to do that this is if you want a few more days there could be but how do I say that I wouldn't worry about that okay too much but it it just I know your input and and uh and and the desire to do that but I think we've got it the biggest part of that is the the time of the day uh when that's being done you know if I mean if we can devote two days up here all of that it you you've sat through all of these uh listening is tiring and if I can put it that way and but we
151could we could accommodate that if that would occur okay good to know thank you yeah could I just add one that would be a discussion we would have on that first board work session with you if we could because we could go through that pretty intensely uh to say okay this if this is what you want us to do it may take us a few more days and particularly if you want them on site okay uh and it's not just the meeting but to take that data or information the anecdotal and put that into a legible way that uh you know we could give it to you just as it comes out but we want to at least put it in some structure that makes sense for you my other question is to do with
152your recruiting efforts versus the advertising um I had the impression that while you'll start recruiting and reaching out immediately the advertisements into the different papers and organizations wouldn't happen until after a profile has been put together after all of the the engagement and input from the community is that correct yes that's correct okay uh we've had some exceptions you happen to have been one of those exceptions uh when we did the interim superintendent and we put the advertisement out but that time frame was much shorter so we we put it out with with with the advertisement uh and so you truncated that a bit I wouldn't advise that necessarily we can do a lot of uh recruiting behind the scenes but to put it out globally and that's a question we'll ask you if we're
153selected at that day do you we're a national firm but we can I keep telling the company you know I'll help you but I'm not going east of the Mississippi River but there may be you know you may say look we'd like to just go let's go Regional or we really want somebody from the Pacific Northwest you know and we'll we'll discuss that with you the pros and cons of each concept on that but that may be helpful but that those are without trying to jump ahead of our you know our wishful thinking of partnering with you those if we are fortunate to be selected those would be the first line conversations with you on that first work session okay thank you Dr Hayes any questions yeah I'll just ask the same one I asked
154uh the previous firm um so some of the services you mentioned you provide at are they do you have services that are specific to policy governance that is new to us since we did this for our last permanent search um just curious uh we do um we we know that you're into policy governance and we've been doing a lot of the work and policy governance in our our other careers uh of working either as superintendents or training people in policy governance uh whether you're using uh one form we tend not to use a title to to a governance we don't use the Carver when we do some of the work the Carver model but there's a whole host of others but it's basically how that relationship between the board and superintendent on how they're going
155to cut the policy govern and manage govern and how does that all work together so we do have experts on our Associates list that can do that kind of work or we have access to people that know have that's all they do uh so I don't know if that's answering your question or not but we're very sensitive to to that style of governance leadership within School in some school districts around the country and so I think we we have some very valued experiences with that great thank you quick question how long have you been a policy government assistant a couple years about five years so we I think if you recall we when we reviewed your review there for the interim superintendent that that's what I think that's a really good piece on policy governance
156and I think we spoke a little bit about that and I would say uh it's not our role to talk about what your style is but once you have decided that we we do have people the same thing with Equity you've got a lot of equity going on in our proposal I didn't present it here but in our proposal that was one of the things when when Gary started the company some four or five years ago now we had to say what's what makes us stand apart and I raised a a comment that a all right back as kid from Snoqualmie Valley when we were doing that search we were doing a student voice input and so this kid said to me he says you know we do a lot in equity what is your
157company how does your company look what do they look like uh what do your employees look like what do you do in the for Equity related and excellence and inclusion and uh I knew we did a lot but I didn't I couldn't answer the question so that became one of the things that we've developed and we have Gary put together a majority of our Associates of color brought them together and and they developed an equity policy for the company and also how we might be able to do if a district is at some stage of entry into Equity or want to review of equity we we do have some really good people that are associated with us that do that kind of work is because we're we're not employees of gr recruiting we're Associates we're
158we're a Hired Hand to do that so all 50 of those individuals that I said around the country are independent contractors and but they kind of put a pledge on when we do this we're specialists in this area great thank you other questions any other questions Dr Hayes I'm good okay all right all right well thank you thank you very much what what's your if it might be I want to say what's your turnaround time now to decide and tell ask to whatever we will be voting on this on at Monday's board meeting okay and if you need it immediately and if you need anything if we miss something or something comes up feel free to call either Rob or my side I mean myself will you be happy to answer any question might come
159up with maybe wasn't clear enough okay thank you thank you very much enjoy Hawaii thank you see I don't have a long day okay yeah a couple different things yeah a couple different things this morning [Music] one that's left after this detected I was one of these good thing taking pictures wanted to give us just a few minutes to chat before we uh call it a day thank you McKenna knows sorry [Laughter] there was a superintendent fights his name was for Canada and I mean I used to see each other at the Highland Games yeah [Music] Rob Rob on the first meeting well he works killed Magpie that's that's an extra charge anything to give a job oh I don't go there well I mentioned that I was a superintendent in Kelso when I had
160my day with the community and everybody was one of the people in the community and apparently so they're the Kelso Highlanders and they had a tradition they have a tradition that it's their homecoming football game the cheerleaders they asked the Highland fling and they would do it to a recording of bagpipes and so the um the Community member says so if they hire you [Laughter] [Music] thank you all very much foreign okay team I thought we'd take just a few minutes to uh wrap up if there's any thoughts we'll have time on the dice on Monday to to discuss further and then propose a one firm to offer the contract to any particular thoughts on one or the other or the experience no not well what do you all think at this point after a
161couple hours yeah listening to presentations I think they're both really strong um yeah I think I I need some time to go back through my notes um see if I can tease out something that would say yes this firm would be would I mean they'll both do a great job for us I think pretty sophisticated search so I'm glad we're taking the time to relate to that options because this will this will be a busy couple months yeah yeah that's right we're both National firms and they um even it's compared to some of the other ones were reviewed you know their experienced people and the processes there's a process that they've done over the years but it's obviously they want to do what we would like them to do and certain you know certain parameters
162and talking to certain people and they'll design the program the way we want it I did appreciate I do appreciate Jim's strategic strategic thinking he's got a good sense of um providing you know this flexible structure and at the same time providing some guidance you know I like to comment about thinking about the pool the competition and being thoughtful on our dates um I just appreciate the advice you know that comes out and then you know I think they did a good job for us before too so it's just a little experience with them not not quite this extensive of a project though but right yeah but they're both very strong companies I felt yeah I would concur I feel like we would have a great experience and a great outcome with either company so
163that feels like a good political position to be in yeah I'm happy we're here um I'll just add in case it's appropriate I did get a chance to speak with somebody that was on the reference list yeah um and that was a reference from the school board present that they would work with hya and they said that Dan and Stellar experience and that they're using them a second time for a second search and that when they called and spoke to references and esds they also got nothing but uh very positive outcomes so it just speaks to um the quality of the the companies that we're working with or talking with so that was great I do thank you yeah I did have an opportunity to call a reference for h1a as well and got similar
164feedback great okay either of you speak to references for GR I mean we are a reference for GR but I talked to two board members one in Virginia and they were very happy with gr I was you know they've used different people because it's a national farm and they're on the other coast but they had a great experience um that superintendent I was trying to remember the shoreline not superintendent actually starts like in December they had like a short fuse but they had 20 they had a they had a lot of applicants and there was 25 and then to six um and then they had I asked about now the diversity Outreach and they said that was a very thorough pool of diverse candidates because that was one of the requirements um even though they
165had the board members of that kind of a divided Ward um they were very positive about it and then spoke to um board member over uh Sue over at uh Shoreline um similar good diversity selection very thorough betting um great Community input um the process they thought went really very well I asked the other person too the community process that they were really happy with it so yeah all positive so those were both gr those were built both hya and I did have an opportunity to speak to a couple of board directors at our training session a couple weeks just there are a lot of people doing doing searches or having just uh finished them in both gr and hya for for some of those who are you know people spoke very highly of them
166so I think we're we'll do well um so what I'm hearing is that we do not need to continue interviewing recruiter firms we are recruiting firms we are comfortable making a decision between these two on Monday yes absolutely okay director Hayes yeah I'm excited um I will I will just add that these were two firms that did not come through at the in the first go around so once again thank you to staff who supported us in going out again I think we've we're gonna have to uh either one will do a excellent job agree okay yeah I agree too so it might be a hard decision on Monday but I think it'll be a good one whoever whichever where we go um okay um one one question something that struck me with hya um
167was their approach to giving us a summary of all of the candidates who had applied and helping us to win it down as opposed to um gr which takes all the candidates and windows it down for us but of course we we have access to all of the materials um I guess being the rather detail-oriented person I like to get as much information about you know all the possibilities so I I kind of lean toward the way that hya was presenting it but I think we could Garner the same material from from gr if we so desires and I think they did say that they would be able to offer up all the information all the applications so we could if we could still go through okay um and I I heard both uh firm
168say that they feel confident that we'll get about 30. that will keep us fun be busy I mean it'd be nice but really what happens is you fight right yeah yeah I think we'll be good yeah like bedtime reading for the next couple months okay any other thoughts or questions before we uh adjourn no good no all right for sure that I called the meeting adjourned thank you all thank you and director Hayes enjoy the rest of your time and thank your family for us being so patient okay bye-bye bye oops I'm always doing that all right oh foreign