OCPS | 2022-03-22 - School Board Work Session

001good morning everyone welcome to the orange county school board's work session which has been scheduled for today for the purpose of discussing the following school board policies b a b d d b d f b d g b g b g c the b policies this portion of the work session has was advertised to start at 10 after which we'll take a recess we're starting a few minutes late i apologize to anybody who might be tuning in we'll take a recess to break for lunch and then we're going to reconvene our work session at one o'clock to discuss the superintendent search the public will not have an opportunity to participate in this work session to provide public comment because one this is not a regularly scheduled board meeting and two no action will be taken

002and there will be no pre-agenda period in which the public would normally address the school board on germain topics that are related to the work of the board thank you so much for being here as a reminder masks are now optional for everyone indoors on school board property board members are attending either in person or telephonically so i will take a quick rule call member gallow madam chair good morning member lopez good morning love and chair good morning member lopez and congratulations on your decision and announcement although we will miss you terribly member covert good morning chair good good morning remember gould remember cool to you good morning good morning thank you for joining us remotely member felder is not here but we are expecting her any moment dr caster dental i do not believe

003is not going to be able to join us today vice chair byrd good morning chair and myself so we are all participating with the exception of member caster dental this morning i want to remind the public that the board members will not be engaging in outside electronic or digital communication during the meeting so we can focus on the meeting itself therefore if you're trying to reach us you can expect a delay until our meeting is done to my fellow board members district staff when speaking please remember to speak directly into the microphone and make sure the microphone is turned on so that our youtube viewers orange tv viewers can hear you clearly we're going to begin with a moment of silence followed by the pledge of allegiance and now for the pledge the flag of

004the united states of america and to the republic for which it stands one nation under god indivisible with liberty and justice for all and dr vazquez before i turn it over to you i do want to mention that it is unusual for us to not have heard remember felder i hear the door opening and back maybe that's her and so if i could ask unless that's her all right hold on i was going to ask to have yes okay thank you i'm we're good i was just going to have somebody reach out to you to make sure that you did not have car trouble or something else and yeah it can happen so anyway good to have you with us we are just now getting started so with that you're welcome with that dr vasquez

005you're recognized thank you madam chair miss envel will be presenting today what we are calling our rb policy so i'll turn it over to her thank you we are here to discuss six of our b policies this is your second set and we're trying to work through the oldest ones so that we make sure and these are this is different than what we normally do with our policies because these are actually the board governance policies and that's why we really need your input provided a couple suggestions suggested revisions here but i really need your input on moving forward with some of these we're going to start with policy ba which is titled school district operational goals wanted to let you know that since our last work session we had a work session on march 1st

006and then we're here today on the 22nd since our last work session staff reviewed the current policy language and found that the language is outdated in policy ba and would be benefit from a whole scale updating there are references in this particular policy to the florida commission on education reform and accountability which has been defunct for over 10 years so we last revised this policy in 2008 so it definitely needs a revision other phrases reference past practices as if they're required for all schools when in reality only a small subset is subject to specific revisions by the statute and rule and the specific authority down at the bottom now includes the florida department of education's rule for administrating school improvements and the section second section we're going to get down to that at the bottom

007i'll scroll down really quickly so you can see it was titled district plan it's no longer needed because the statutes referenced do not have strategic plan language and the language under district plan appears to be a remnant from when the statute required ocps to complete district improvement plan and submit the district's strategic plan so i'm going to go through just the changes i've tried to highlight like i did last time the red lines we did last time and then we made some additional changes i tried to highlight those in yellow the first change there is to that second sentence which now reads the system of school improvement and education accountability shall be consistent with and implemented through the district's continuing system of planning and budgeting as required by the relevant florida statutes we're making some

008statutory language changes before you had a whole slurry of different plan requirements but now since everything has changed your first section it'll say the system shall include but not be limited to the following components a school improvement plans b early warning systems c public disclosure and d school improvement funds so that's the change for that i do have some staff here if you would like to have if you have any questions about that particular recommended change and everything else is just simple i do have one question sure so attached to the email that i got from you were the policies i downloaded those and i went through those and i've made all my comments on those and that's not the same version right this one we staff we would just finish this one staff just

009looked at this one so this is the only one that has changed the other ones are okay okay this is okay because this is policy ba changed because we didn't have those references in the statute any longer the other ones will be fine they're the same ones they'll be the same as what i have in my notes all right thank you but there was a lot of in in policy ba you could see there was a lot of things that were in there that were in the statute that are no longer in the statute so that's why the recommend change is to make it more broad so we don't have to change the policy each time okay so i'm not looking at the technically i'm not looking at the wrong versions no this one this

010one was uploaded right okay right thank you all right we do want to stop here then for a minute so remember gala questions or comments suggestions thank you thank you madam chair so just school improvement plans i want to talk about this for a little bit because i know i think it was three years ago there was statutory language that changed that basically said that any school any a b or c school no longer had to submit school improvement plans to the department of education so does that change anything that we do within orange county i think i'll probably rely on ej to answer those questions because they deal with it regularly i think i know the answer but i'd rather her tell you for sure good morning good morning good morning the current status

011requires only a subset of schools to actually can you speak up just a little bit thank you to only submit a school improvement plan currently be because of essa and the subgroup performance schools that underperform on a given subgroup even if it's only one they can still be in a school but if they underperform in one of the subgroups through essa they are still required to submit a school improvement plan now as best practice in orange county public schools for the last several years we have asked all of our schools to submit a school improvement plan because we believe that having those specified areas of focus in alignment with the different district initiatives will also help on the continuous improvement processes as we demonstrated through our accreditation all right thank you and i think that's

012a great best practice because the school improvement plan is one of the major components of our sac committees and without a school improvement plan in all of our schools it would leave little or nothing for our stat committees to do and it's so important to have that parental input and community input into our school improvement plan so i'm glad to see that we continue that thank you thank you member gallo and i completely agree whether it's required statutorily or not i think there's great value in it all right back to you miss simba i'm gonna check with member gold to see if she has any questions i'm sorry thank you remember gold do you have any questions i do not okay thank you didn't want to forget no thank you mr simba thank you okay

013so we okay with policy ba okay moving forward with these we're going to decide when we're going to put them on for rural development workshop and final school board approval we don't have those on the calendar just yet just so you're aware moving on to policy bdd this one is titled board superintendent relations and when we went over it on january i'm sorry march 1st there weren't a lot of changes these are great only technical changes you had asked in section 3b to strike and avoidance of board prescribed means because it was just odd and awkward so that's i tried to highlight and yellow what was changed you also had asked me to revise section 5. so when i went back and look at the superintendent's contract the policy says each august the board will

014conduct a formal summative evaluation but her contract says october and it has said october for a long time so anyway i thought that maybe putting a month in probably wasn't the most prudent thing to do because you don't know what your next superintendent contract is going to say so i just added in accordance with the specific terms and conditions of the superintendent's employment agreement the world kentucky formal summative evaluation the superintendent that way it captures and we don't have to change the policy in case the new one says december or january or whatever and then you had asked me to add some language about reviewing it with school board members so i went back and reviewed the workshop from march 1st and i added and each each board member will review the evaluation individually with

015the superintendent a copy of the formal summative evaluation shall be shared with the board and available to the public now capture what your thoughts were i think miss number filter let me call on member felder with the question thank you and good morning i just want to get some clarification as i recall you probably said but i'm just not clear because we're trying we're in the process of getting a new superintendent we may or may not do some of the evaluative form you know evaluative evaluations that we normally do so i want to ask a question in terms of eye valuations when we would that include some of the things that we are in terms of relationship with the superintendent some of the things we are concerned with as to decisions whether or not we

016are in compliance sometimes we may not i mean people people are different and they have differences of opinion about decisions that are made because we're individuals but when i look at the evaluative form i want to make sure as a board member that i fully understand and there's full disclosure in terms of what are we evaluating are we evaluating performance are we evaluating how well our relationship in terms of how we understand our role in the superintendent's role as it relates to the district how well we are able to have some kind of relationships that i guess for lack of a better word that are good that are workable do we look at that do we look at ways that we can improve that and i don't want to sound like if it's not broke

017don't try to fix it but because we are in the process of getting a new superintendent i as a board member i want to be clear on what are we talking about when we say evaluation but because for the most part as far as i can see we have a very workable relationship with our superintendent so i just want to because we don't know who we're going to get but i just want to be clear that says a written evaluation document will be compiled by the board chairman or you kind of chairman's designate so summative has to do with what you've done over the past he looked at it across the way so i guess i need i want to talk about that in terms of what does that mean and what does that mean

018as it relates to me as a board member in terms of any kind of evaluation that i would give as a board member so i'm assemble if i can interject for a minute i think we have two things that we're looking at right here we're looking at the policy that sets forth when we will do an evaluation okay but the policy doesn't say specifically what would be included in the evaluation and that might be something that from time to time the board might want to change without going through a lengthy process so what i would suggest is rather than trying to today define what the evaluation tool is let's come back and have a work session on the evaluation tool and we haven't actually done that we when we come in as new board members

019we inherit this evaluation tool and then we use it and i've found it to be a good evaluation tool but for us to have a board discussion and then we can address because the next time you'll see it you'll be literally evaluating somebody so then we can have a conversation about whether or not that evaluation tool encumbrances encompasses what board members feel like it needs to does that make sense yeah it does and attorney invil and i think we're going to have a private session so that some of the questions at the last board meeting that i had and you said it might be better and she suggested it also that we meet so that i can get clarity on some things in terms of our role in our relationship with the superintendent so i

020just needed to have it go on record that i need clarity about that relationship and what does that mean so i'm hoping in our meeting amy some of those questions will probably be addressed and answered and so i recall there was something that you said at the last meeting and i'm trying to remember it made me think of one of our policies that spoke to the issue miss emblem do you know what i'm talking about i need a little more information it might have been on board superintendent relations relationship it was because yeah because when i said it i know exactly what i said you said that goes into board member and superintendent relationship and we handle that and i said yeah but i'm not clear with that and that's when you said we will

021meet so that i can have that time because you all have been on the board longer than i am so the questions that i may have some of you may not because you've already you know gone through that so we'll talk yes absolutely yeah but and let me clarify when i if i if i use the term we handled that i apologize what what happened during that conversation is you were saying some of these policies should come back to us and we should review them yeah and i mentioned that what you were talking about was something that was covered at our last work session doesn't mean it was covered the way you wanted it because okay okay and it doesn't mean and it doesn't mean it's if i said handled i apologize because it is

022not it's not over until we vote on it and then nothing's ever really over because we can always bring it back so when you brought that up i thought you know the time for us to have that conversation is when we're talking about this very matter so it's certainly appropriate if you want to talk about what the role and relationship is between the superintendent and the board for us to talk about that now i thought if you want to talk about the evaluation tool itself then we probably want to look at that evaluation i do and that and that and listening to what you just said that is going to take some time to be able to deal with that tool but and again i think perhaps after i meet with amy i think i

023will have some clarity but i agree disagree at least i'll be clear you know on what i am what i'm asking and what what i'm really understanding and what is the understanding i should have as it relates to that so the only reason for me interjecting again is it's certainly a great idea to meet with amy but we do have this time right now set aside for poor discussion and if you meet with amy and then you come away and you're not comfortable with where we're going we're going to come back and we're going to revisit this so if you want to to let us know what's on your mind it might believe it or not even though we all seem like we're in agreement and sometimes somebody brings something up and it's like yeah

024you know i hadn't thought about that or i'm glad you mentioned it so feel free to bring up what's on your mind okay i think right now this is kind of general so i'm understanding this part okay i think when we probably delve into some more specifics then i probably will okay have some questions because i certainly as other board members i'm sure when we start with our new superintendent we want to be clear on our roles and we want to be happy contented with our roles i mean you know what i'm saying okay so i think to just to help you member felder and the rest of the board members i think the language in these policies in this policy in particular in bdd governs board superintendent relations and it tracks the statutory language

025so basically it goes with your compliance section one is the board soul condition to organize operational organization is its achievements and conduct will be through the chief executive officer that's set forth in statute titled superintendent and then the other provisions that are going through there just kind of track the statutory language but i do think it's helpful i actually recently came across another training from fads i think who is fads it was one that really set forth the delineation between the statutory powers of the superintendent and the statutory powers of the board members and i'll be happy to forward that along to you i got it from brian moore last week so i think that would be helpful and that will be helpful for you to have as a reference not only electronically so you

026can click on the links and read the statutes but also just i'm a paper person still especially because we had our website down yesterday i referred to my paper copies i think that would be helpful follow-up i'm looking at 3a i can yeah you're right on this page explain what 3a give me an example this goes back to the superintendent governs all the operations and all of her employees you set forth the expectation and then she makes it happen so you tell her hey we need bus drivers we need teachers we need food nutrition services we need administrators she hires she recommends their hiring to the board the board says okay it's good so you approve the positions she actually approves who goes into those positions and chooses if that kind of makes sense so

027i think if you're looking at 3a it says the board will never give instructions or exert undue influence over persons who report directly or indirectly to the superintendent i think that means she doesn't want to have board members go directly to staff to say hey do this for me right because there is that whole i hate to use the phrase chain of command if that makes sense she's in charge of the operational and the everyday activities of staff and what goes on and so that's remember when we were talking about one of the other b policies and it said you know you talked about how she needs she wants to be copied on everything but that you can go to our area superintendents and you can go to our associate superintendents as long as she's

028aware because if you go directly to staff and start directing staff what to do then she doesn't know what's going on and staff doesn't know if they're supposed to report to their supervisor or their supervisor above them and it's just to make sure that board members don't exert undue influence and provide per to perhaps different direction or i mean it might be the same direction that the superintendent but it's just so she's aware because she's in charge of all operational aspects okay i'm glad you said that because i i just want to ask another question so in terms of approving we got a superintendent we told the superintendent that we trust their decisions on and how to operate this district so in saying that as a board member if we have observed or seen some

029things that are happening in our schools and we have some concerns because i have i have expressed my concerns to the superintendent and to the deputy superintendent and they have acquiesce i mean they have tried to you know do or see my concerns and that's important to me so i just want to make sure when this whole language of exert undue influence i wasn't trying to influence but clearly if you go out to a school and you see mayhem i mean schools may have mayhem fights happen but i mean you see extreme mayhem and there's no clear there's no indication there's control you go back to the deputy superintendent you may say something to the area superintendent then you copy the deputy you copy the superintendent and you make a suggestion to the superintendent it's

030always a suggestion that i think that the leadership here that it needs to be i think you need to reevaluate you need to look at because this is what i saw going on so now as a board member if this is continual in a particular situation certainly as a board member i do possess the right to express my concern or discontentment with what i have observed and then as a superintendent because i trust as a board member i'm going to trust the decisions of the superintendent even though we all sometimes may not agree but i need to know that's a thin line if you know what i'm saying it's an earth thin line as a board member because we are she has one of i'm one of eight bosses that she has we want to

031try to be compliant and agree but there's something that is just wearing on me that i'm seeing at my schools and i know that there needs to be change how is that handled so if i may yes i think you do bring it to your just like you said you bring to the superintendent deputy superintendent area associate whoever you need to and i think then you do the follow-up you know what was happened and i think we talked about that in our other policy that i think it goes back to reporting if if the superintendent or deputy superintendent or whoever don't know what's going on at the schools they don't it's right but they need to know what it is so that they can take measures to fix whatever is going on and if it

032still is a continuing problem then maybe they need to try another another avenue another strategy to fix whatever's going on but i think as board members your role is to let her know what's going on and bring forth your concerns and then she can address them through whatever channels she needs to address them and they might have to be addressed a couple times if it's not you know if it's a bigger problem so has it ever been a time fellow board members that any superintendent whether it was dr jenkins or ron ron blocker has it ever been a time when they have decided on to hire a person and there's been a problem that board members did not particularly want that hire to occur has that ever happened in the past have you i mean

033have you ever had a situation where there was a hire or and then some board members felt like that wasn't the right choice i mean is it ever any discussion i'm just trying to find out so let me i'm going to call member colbert but i have a couple of people dr vazquez had pressed her button to be recognized and i don't know if she wanted to on this or not i'm going to call him member covert in just a second i do want to clarify two things as we're talking about this a says the board will never not board member and i think we may want to we may want to discuss as a board whether we're talking about the board as a whole sitting here in a formal meeting does not have this

034ability or are we talking about individual board members theoretically going out to a school and starting to try to influence the principal or the teacher or something which certainly i think we all agree that's not the role you should right we shouldn't do that we bring that back to the superintendent yes right but is do we mean that the board sitting in this capacity cannot give instructions and i just think we need to make sure that we all agree that the board can't do this as a board as opposed to board members all right i'm not entirely sure yeah if it said individual board members i would be more comfortable frankly with that i struggled a little bit with this i think that even the way the language was i would say we are we

035do our influence on the superintendent to direct her to direct the staff to do something but i think this body does have the right to direct the superintendent to take actions in terms as a body okay now yes as absolutely as a body and i think one of the answers and so to the hiring we actually approve all these hirings so yeah so whether there's been a time when one's been challenged i was going to turn to member covert but i just did want to make sure it was clear on everybody that we do have the responsibility now mr pomeranian if he's over there he and i will have he's ready we will have a debate and the debate will be and let me preface the debate that the statute says that the superintendent essentially

036nominates and then we decide so we don't get to say no not this one we want that one but while that is technically true the reality is the board has a lot of authority in this area and if the superintendent puts forth somebody that the board rejects and puts forth another person that the board rejects and puts forth a fifth sixth and seventh person that the board rejects the reality at the end of the day is the board is gonna accept who the board's gonna accept so if there is a oh one candidate that stands above all others and is being for whatever reason rejected by the superintendent and not brought forward the board does have the about ability and i know that's as mayor because as mayor i could make my appointments but i

037knew if i didn't have the support the board could just turn down every single one of them and just slam it back in my face and it could become very awkward and i could look very ineffective until i put forward something that was agreeable to the board and so while mr pomerania is going to be absolutely technically right on his point of the process about the powers still rest enormous amount of power rests with the board and i'm going to say this i haven't said this very often but when you have the same set of laws for superintendents and boards whether you have an elected superintendent or an appointed superintendent i personally think that is very flawed i think there is a big difference between what the public expects out of a board when the

038superintendent is not elected the public expects this board to make sure that the superintendent is responsible to the constituents or that we are making sure that happens there's a much much greater responsibility on a board without an elected superintendent i'm not sure why the board did what it did when it did it and i guess maybe sometimes the grass always looks greener on the other side but i do see the downside of having a board that has limitations a lot of limitations on what it can do and it has to have also very strong control over what the superintendent is expected to do which is why those evaluations are extremely important that's why i asked the question because i wanted to be sure that as a board member that i really function right as a

039board member and i need that's why i'm asking some of the questions and everyone you know so far they have been tried to help me other board members have explained some things to me and helped me to understand of course those workshops we go to you know out of town are good but becau i think because i know that we're going to have to choose another superintendent and i'm so inclined because members of my constituency i get calls daily they want to you know what are y'all gonna do how you gonna i wanna make sure that we're transparent so far as far as i know unless something happens that we have been transparent and i'm going to do my best and i'm going to always ask these questions because i need to know where the

040power lies as a board and we have to be able to function in a district with a board and a superintendent and that's why i asked those questions was that has there ever been an occasion when the superintendent has decided on an employee employee and there was a problem you know what i'm saying or is that ever happened when the board wanted something in the superintendent because of his or hers ability and skill set knowing whether or not that person can actually perform that duty that they said no this person can't do it i just want to have all that clear remember cobert having the most history at the table sure so this is one of the reasons that the selection of the new superintendent is so important because that trust sense of trust and

041the relationship between the board member and superintendent when we talk about we are not operations and just to stay out of that lane that's very difficult sometimes because we act the individual district board members act as that those liaisons between the school communities and the district so i've never seen a nominee by a superintendent dr jenkins or mr blocker be rejected by the board in the way that i operate in the way i've seen most board members not only here but across the state operate i have gone to the superintendent where maybe there has been an issue with an administrator and let the superintendent know that here's the issue whether it's coming from the community or the faculty and staff right because it is my responsibility to act as that liaison but we don't make

042that decision also if there's an opening had this recently at one of my schools we had had some changeover in principle over you know several over the last five to seven years and so my conversations with the superintendent and the area superintendent is this community really needs stability here are the qualities that the community is looking for and i know that because i know my community but we don't make that decision so we can help to inform but that is solely the discretion of the superintendent the hiring because we are not human resources we are not the superintendent we are not operations our function is more that liaison and then and then the oversight and so that comes with that level of trust when we have that list of appointees by the superintendent for administrators

043that comes with a high level of trust so like i said it's hard sometimes staying in our lane but we are policy governance oversight budget and priorities we are not operations if that if that helps some help and i understand i appreciate i appreciate addressing that member covert but i do know it's it's it's hard sometimes to stay especially if you've made some direct observation and you know you see but here again you have to that's where relationship comes in with the superintendent and a board member that there should be honesty so that and not only honesty but there should be transparency and see that is what i detest and i've not had to deal with that yet by on the sport but i tell you i promise you if i meet it i'm not

044gonna be a happy camper i'm not and i'm sure many of you will feel the same way you know but i just want to as we i'm gingerly cautiously treading this journey that i'm on in assisting with choosing a superintendent so i'm trying to get all these questions asked and all these eyes dotted and t's crossed so thank you thank you and this is absolutely the time to be having the conversation definitely so let me let me go to dr vazquez and then i'm going to go to member gallow member bird okay so i was originally going to speak to the evaluation but i also want to make a comment about the hiring process so you are in the process of selecting a new superintendent typically when you negotiate contracts with your new superintendent it

045includes a section about the evaluation many times there's a work session or a retreat where the board and their new superintendent meet to talk about what are those things that you want to see on an evaluation instrument and so you would leave with a document that meets your needs as well as your incoming superintendent second the hiring process and i'm going to use the example of a principle so when we look at hiring a school-based principal there's a lot of community and employee input so we have a community meeting where individuals are invited as part of covid we also did virtual community meetings to get input on the qualities that they are looking for in their new principle that we also do that with the staff and engage them in a similar conversation what are

046the qualities that you are looking for then there is a committee that does the interview that's made up of both school employees and community members now there are some times when and i believe maybe all most of you have had a situation where we had an acting principle and based on the community feedback and the staff feedback it was going great they wanted to continue with that individual so there we forego the formal commun committee interview process so there's a lot of feedback when they're looking to select that individual additionally i believe that the superintendent when there are cabinet members that are being selected that you could engage with again conversations about what are you looking for any concerns that you may have had about the previous hire to make sure that there's alignment with

047what the board is looking for to be able to carry out the policies on all of your priorities and so you have had the benefit of a very collaborative relationship with your superintendent and that is something that you know you will hopefully continue to have with your future one remember gallo thank you thank you madam chair so i hear hear what you're saying member felder it's i agree in other districts they do do it a little differently in other districts the school board is brought in on sometimes the interviewing process we do as deputy superintendent dr fasquez mentioned there is a huge process that we go through when we're bringing in a new principle the process is a little bit differently if we're moving an existing principle over then it really just becomes the superintendent's

048decision and sometimes as board members we do know what the feel of our community is and sometimes it's represented and sometimes it's not i've been very fortunate i've had with the exception of one wonderful wonderful principle so i want to go out there and say that my kids schools i had fabulous principles i have fabulous principals at my children's school i would i would like to see a little bit more collaboration between the school board i know that when i first became school board member i had we were looking for a new a new principal at corner lake middle school and i thought well i'm going to attend i want to hear what the community input is i want to hear what they have to say i want to hear what they're looking for what

049attributes they want to see in a principle this community is important to me this is my middle school that wasn't taken very well i was kind of asked not to attend those meetings and i feel like as a school board meeting a school board member we should be allowed to attend those meetings we should be encouraged to attend those meetings and we should be able to provide input so i do think there's a little tweaking that needs to happen we definitely need to make sure that operation remains under under the authority of the superintendent because that's their role that's our policy we don't want to murky up the waters but i do think that as a school board member we have extremely good input into our community we're out in our community we're talking to

050our neighbors we're talking to our constituents and we know especially if those are schools that our children attended to that we're close to what that school needs probably as much if not better than anybody and so i do think we need to kind of look at a more inclusive process at least in the beginning i understand that the final decision should rest with the superintendent with guidance from the school board member but we should be we should be encouraged to be involved in the process thank you thank you member gallow member byrd thank you and i also hear you remember felder and i think what what i was kind of hearing from you was almost like and i think i kind of mentioned this the last time we were talking about this policy was you

051know we've been blessed with a good superintendent with great relationship but in the circumstance that we are not at some point or there may be a situation where a board member is seeing a situation that is not being addressed and she's brought it to a super to a superintendent's attention numerous times and not getting addressed what what actions can a board member take if they're besides the one-year yearly evaluation there i don't see anything in this policy or is that something that's maybe in the superintendent's contract okay that if a board member needs to have something addressed as far as them not being satisfied with the performance of the superintendent before the evaluation okay could you just clarify that a little bit so there is a provision in the contract of course that if you're

052unhappy with the superintendent's performance that you can remove them with or without cause if they've done something that if you just say you know what this is not working out and we think we need to go in a new direction you can remove them without cause if they've done something that violates i don't know the principles professional conduct or the statutory basis for firing them you can remove them with cause and fire them and not pay them out the remainder of the contract there's those are the avenues within the contract and i think there's a provision in the contract and it's been a long time since i've looked at it but talks about how how the board interacts with the superintendent and what kind of discussions they have as far as any disputes that you

053know or any issues that the board member has that's generally what you do of course as you talk with them talk with the superintendent first if that doesn't work then you have to escalate it a little bit further and maybe you bring it up in a public meeting and if that doesn't work then maybe you're at the point where you say you know i think it's time to that we look at removing the superintendent and whether it's with or without cause that would just be dependent on the circumstances okay and so we don't need to have anything in our policy necessarily that addresses that other than doing a yearly evaluation nothing is to stop a board member if there is a concern from bringing it up at a board meeting for a discussion so i

054think that's important to know that is a made that's a major function of accountability and it hasn't happened since we've been on this board and a really good superintendent is going to avoid that at all cost so i think that's dr jenkins is amazing about finding resolutions to issues to avoid them having to come to the board and i think we're looking for somebody who has that same ability to be responsive to the board's concerns when they're legitimate and i hope we always have a board like this because every this board is so reasonable so legitimate we might disagree on on things but there's no doubt about where everybody's heart is and what their motivations are so that's a that's a gift for a superintendent all right let's go to remember remember felder i'd think

055to the evaluation i don't know what i don't think we've done an evaluation of the superintendent since she's been on the board so i don't think she's had the opportunity to even see what that document looks like right so you need to see it yeah get a copy of it and look at it because i think that'll clarify for you what it is that really you should be obviously what you should be it's very detailed about exactly what is being evaluated at the superintendent and what your expectations are what ours are as a board so i think that would be helpful for you guys have been extremely helpful just right now in terms of so i think my meeting with amy will probably be even more progressive because of some of the questions but i

056did want to say it seems so harsh what you said john just get rid of the superintendent like it's there's not any it's not an in-between thing but i think when you finished your statement you did say you go back look at the evaluation then you there's some steps but it seemed like just get rid of right away i'm like dog it's still in between it's like right away but yes but when you went back when you continued your explanation and talked about the evaluation and those questions and of course maria was explaining to me that when we get ready to get a new superintendent we'll be looking at that again and be in that evacuate evaluation because again and i'm i'm only reiterating what i believe the rest of you feel we have to

057be transparent we have to make sure that members of our constituency know that it's not going to be business as usual people think that and people think don't think that anyway even we are transparent but still if the proof is in the pudding if they can see tangibly see how we're doing and what we're doing so that they'll see this as a collaborative effort with the board and the community but of course the decision will always lie with the board because they elected us to make these decisions but i just want to make sure that transparency and i'm not just saying that i mean that i really mean that it need we need to be transparent and so and i'm gonna do my best okay thank you thank you member felder let's go to member

058lopez thank you madam chair i just wanted to to echo the feedback from board member gallo i agree with her 100 i would like to see more collaboration and i and i also agree with board member byrd and linda we are very blessed to have dr jenkins as our superintendent because i know we have great relationship with her and she always listens to us privately publicly and she is very knowledgeable and also assertive in her decisions but sometimes i feel that we know a lot from our constituents teachers staff from schools and when we provide feedback i know that we cannot say you know make this operational decision but you know i don't know if you are experiencing the same things that i have experienced when you hear the same complaint over and over from

059staff members from parents from everybody and we don't see a change you know what else can we do you know we are the we are the board so why you know is there any way that we can arrange the 3a just to you know we can provide feedback recommendation facts we have a list of facts of complaints and we cannot make a change and the students are suffering because we cannot say anything in that operational you know way i don't know if i'm explaining my opinion right but i would like to know if we can be more flexible in the way we paraphrase the 3a because if we don't see any change how can we change when something we know is not happening based on data base and outcomes based in comments based in you

060know it's from other and i experience that situation and i'm you know the majority i don't have you know a lot of complaints but when we have something in one side what can we do a school board member so this is where the chair was saying i was going to get an explanation as to how florida law works and i just want to give you that explanation there's this great quote from this case that i'm going to read to you that shows the difficulty the school board may have under 10-12-27 the superintendent nominates employees to the school board the school board under 10-12-22 must appoint the person nominated unless there is good cause and the explanation it comes from a case called green versus hamilton county it's from 1984 and here's what it says we

061perceive the allocation of responsibilities and with respect to school district personnel matters outlined above i.e selection by the superintendent and appointment by the board was intended not only to remove political considerations from the process of selecting those persons responsible for the education of children but also to ensure that the superintendent will have sufficient control and authority over the employees of the school district to permit him slash her to carry out the responsibilities of managing the system an executive or administrator who cannot control his employees cannot function an essential element of control of employees is the ability to replace them or transfer them within the system when necessary so the statutes that set up as interpreted by the court say the superintendent has the day-to-day responsibility to manage staff and they need to be able to

062do that and they need to be able to do that free of pro political considerations i'm not saying that's what any of you are coming up to because what you're talking about is i've had complaints about the way this person treats people from various different you know types of groups or hey this school's performance hasn't raised up in the last three years that this person has been the principal at the school even though we've done a b c and d those are the things that necessarily you all will bring up in private meetings with the school or with the superintendent and say hey i've not seen any movement or hey this i'm getting complaints from multiple people about the interactions that this person eventually has ultimately the superintendent can say i hear the i hear

063it but i'm still going to nominate that person for that particular job so then you would have to reject for good cause and what does good cause me there's another case called von stevens this was back from the 70s but it's still good law and it says considerations of i want to make sure i got the language correct here it says basically suitability to the community and personality here it is appellate argued that if good cause is required legal grounds for rejection include failure to meet such subjective standards as suitability to the committee or the community and acceptable personality we cannot agree that is not good cause if your community doesn't like the person that's not good cause and so what is good cause basically they literally lack the minimum qualifications for the job so

064say if you have a principal if somebody if the superintendent nominated to you for a principal position somebody who never had any teaching experience i think under our job description you have to have at least three or five years of teaching experience that would be good cause they're not minimally qualified what else would be good cause they violated the principles of professional conduct it's the rules that says you got to maintain honesty in all professional dealings you can't abuse children those rules that would be good cause under the case law if you committed one of the just cause events for termination misconduct in office willful neglect of duty gross insubordination that would be good cause to reject the nomination but absent those good cause bases they lack minimum qualifications they've violated the principles professional conduct

065they've committed just cause to actually have their employment terminated the board doesn't have good cause to reject now what the statute does say is if you reject somebody if you reject three nominations by the superintendent for the same position the board can appoint somebody but if the candidate you rejected you didn't have good cause to do it they can sue us for the length of the contract and they could get the value of the contract that's that's the thing that's the penalty when we reject an employee without good cause all of this i say all of this to say these are this is a situation where where you affect it is with the superintendent you have to have that conversation and you have to be able to talk with the superintendent and say my community

066is hearing this i don't think that you can drive this school forward where you want to go with it if you continue this person in there and the superintendent this one the previous one mr blocker they have been very receptive when board members have come to them to make those statements but that's the place where you all need to do it or else you do it in a public meeting that becomes very ugly because now you're having an argument over the suitability of of a principal or some official in a public meeting and let's say you continue that person in the position then that person's been flogged in a public meeting that becomes very hard for them to be effective all and then if that doesn't work and you continue to be dissatisfied with superintendency

067i'm not leading off with it this time mrs felder going directly to termination but yes but but that's the progression that you go through and that's how you affect it's you know this is a question as you can see these cases are from the 80s and 70s so these are questions that boards have been asking since our constitution in 1968 set up this particular system it but it's the way it works especially with an appointed superintendent thank god you have that and in many districts in north florida you have an elected superintendent and they're there unless they get removed from office by the governor so most these cases come out of north florida where there's a lot of dysfunctional board superintendent relationships because they're both elected and they don't agree but you have an appointed

068superintendent where if you it got that bad and i don't ever see it getting that bad but if it got that bad you have the ability to remove them yes ma'am remember that answer your question i'm sorry remember lopez did that answer your question sorry remember gallo is up i'm sorry actually i need to take member gold who has been waiting on the phone so let me go to member gold and then i'll go to member gala and get back in order here remember gold welcome thank you thank you so this is this is great discussion and i understand the vantage points of the board members i think there is more input in our control just by the nature of our role as that elected official in the and the liaison and maybe if it

069doesn't violate statute we could even add something about that role our role in these discussions with the superintendent maybe under two in the case of the board members or committees requesting information or assistance or providing community feedback something like that allows it to be called out and then that can actually when we workshop the evaluation if we don't feel like that's adequately covered which i think it is pretty strongly covered in there but if we don't feel like that's adequately covered we could add it there so would language about our input and feedback to the superintendent for considerations violate the intention of the statutes i remember gould in my opinion the answer is no because you can give input and that would certainly be something that the superintendent can and should consider if this board

070makes it a policy decision to do so the only issues that i was talking about is once the superintendent makes a nomination that's when those legal prescriptions kick in that's when understood those rules kick in but before the superintendent makes a nomination that kind of input if that's what the board's policy desire is that would not violate statute in my opinion right so maybe there is another step we request in the nomination process that before they are going to get put onto the agenda or at the same time they are actually reviewed with us i know i'm notified but oftentimes those nominations not so much for new positions i know about those in advance typically on a new school but the positions where people are kind of getting shuffled around i may not know all

071of them in advance at the principal level so or i know them you know a day or two before but maybe there's a time span in there where we can have that review with our area superintendents and then go back to the superintendent for for that input if there is a nomination prior to it coming to the school board for approval that we have concerns about mr pomerania you want to comment on that no i i think you can lo there's nothing that in that suggestion that mr school or remember google made that would violate any statutory prohibitions that we're talking about that clearly is a policy decision that this board gets to make but it wouldn't violate law if it did so you know so maybe that would help to clear up the step

072of feeling like we don't have enough conversation and and input into the final lists not that we challenge enough and they're often very good choices but every once in a while so one one question i have being that i don't have a district and i hear what you all are saying but i wonder about the challenge for a superintendent of reassigning principles and are there ever situations where one district board member wants to hang on to a principle or set of principles they have and another district needs the experience that principal has gained in that school and i just as a parent this was one of the things i came to the superintendent about because like every three years we were getting a new principle and i was like could you just let our principal

073stay a little bit longer and they just they were constantly having a shortage of principles and trying to bring them up and that's what they needed to do so i know i was a pain in the neck as a citizen but i'm thinking if district if one district is saying to the superintendent don't move that person from my school and another district saying i need somebody stronger then are we going to have different board members putting pressure on the superintendent to do things that are good for one school at the expense of another school and that's that really tough walk that the superintendent that's that challenge the superintendent has to constantly look at is how to be equitable to all of our schools and how to make sure that we've strengthened this school now we

074can bring in a little a little bit weaker maybe an ap who's been learning and is growing and move that really strong principle someplace else but if we have a lot of input is that going to stifle the ability of that superintendent to make the best decisions overall remember galileo i'd like to answer that if go ahead and remember gold kind of response please yeah because it addresses kind of what i'm proposing i don't think it does and i'll tell you why because the superintendent in my experience has very strong reasons on why a move would be made just like you just outlined and at the end of the day we well we represent districts we have to think the good of the whole because we want the whole system to rise and lift and

075continue to evolve so i don't think that unless it's willy-nilly and i don't see any superintendent being willy-nilly about appointments that a discussion i mean let's face it if we have principals who are popular right now you get that feedback anyway and you pass it on but it doesn't necessarily change the outcome of making the move because it's really in the best interest of the district so that's that's my two cents yeah and remember good i want to clarify i wasn't arguing with your point about being able to provide input i'm just putting out on the table that there that the undue influence part we i think we want to avoid but i agree there's value in the board member who has most knowledge of that community being able to provide input i think there's

076that's highly valuable let's and you know i also we're talking about a new superintendent we're also going to have at least two new board members so as we talk about how things work we don't know how things will work in the future so it's important the the process we're going through of looking at our policies and defining this language is extremely important all the way around because a really good superintendent can struggle with a really dysfunctional board no matter how good the superintendent is a really strong board can struggle with a dysfunctional superintendent so we happen to have a very strong board and a very strong superintendent and that should be our goal but one of those two we have a choice over and the other we do not so i think we need to

077be mindful of some of the pitfalls we could find ourselves in that we don't find ourselves in today because this board is so strongly committed to equity and yeah i have watched you all you know over and over again like give up this because it will help that district and that district needs this strength more than my district needs the strength i've seen that over and over again and that sense of it's about all of our students equally not my students my school is highly commendable but may not always be the culture of the board as a whole so just food for thought member gallow thank you madam chair so a couple of things then i do have a question i agree with member gold i think there's a lot of times where i'm literally

078sitting at the dies and i get a text about a new ap or a new principal i understand when we're shifting things around those pieces are moving rather quickly but when it's a new principle being brought on it is a process there's usually three names that are submitted from the committee to the superintendent that superintendent then or the deputy superintendent interviews those three then decides on a candidate they usually know rather quickly probably a few days before the board meeting who that candidate is and yet as a school board member i'm usually not notified until right before the board meeting or maybe a day prior i'm kind of kept in the dark as as much as the community is and so with all due respect as a board member i should have access to who

079my next principal is going to be and a lot of times i don't and when we talk about undue influence it's kind of our job to influence the superintendent with with what we see in our community so just kind of giving our perspective of who would be a good fit or or what what our community looks like with the superintendent i don't think it violates a because we're doing it with with the one employee that we do have which would be the superintendent and i just think that's good practice i think it's just more transparent a lot of times the community will know before i even know who's at certain schools because i'll get text and they'll be like did you know and i'm like or i'll be on facebook and i'm like oh no

080i didn't know so clearly we have some work to do with the communication with the board members with board members input and what we need to see happen in the future and we have a great superintendent this is a huge district so i'm not trying to i'm i'm not trying i guess i am kind of complaining i'm not trying to complain i'm just trying to kind of point out some of the holes in the process that we have also on on a i'm a little confused i'm a little concerned about a not because i think that i should be given instructions to employees and there is an understanding with the board that we kind of go to cabinet level that the superintendent desires us to go the cabinet level and let them work it out

081which i think we all do but even when i'm talking to my area superintendent or i'm going to them with with an issue or a problem or there's a problem that's been brought to me by a student it is not uncommon for me to state my expectation like i expect this to be resolved in a timely manner or i expect the services the child to receive the services that they're due like i will a lot of times go to the deputy superintendent and go like i expect that this is going to be resolved or you state your expectations based on your community and the feedback that you're getting from the person that came to you or i may expect you know to please respond back to me so i could respond to the emails because

082while i understand that a lot of these duties fall under operations of the district were the faces of the district so anything that goes right goes wrong indifferent we're the ones that are going to get emails on it doesn't matter whose fault it is it's our fault to our constituents and we're held accountable through the elections that's why we're elected and that's how it should be so i that one just bothers me a little bit because i would think well then would i not be allowed to kind of state my expectations because it says never will never give instructions or undue influence over persons who report directly or and directly to the superintendent that would include cabinet and the cabinet is the level that we're asked to go to when we have issues and bring

083those issues to the cabinet so that they can resolve them so i have an issue with that and then my other i have a question we were talking about the contract we are and maybe this is something for one o'clock but we are getting ready to interview for a new superintendent and i believe right now i think it's number five when it talks about in august and we're changing that it needs to be annual like in any i would like there to be verbage in the in the policy that says annually we will evaluate the superintendent there will be a discussion at the dias on the superintendent and it will be available to the community because i think the current contract language we have now for dr jenkins doesn't exactly read that way i know

084she did her evaluation this year we all reviewed it we all saw it i'm sure it's it's it's the public can view it but there was not a discussion at the dias because it was tied to a bonus and the superintendent because of the pandemic and everything they're going through just wanted to to do her job and she's done it extremely well and because the language in the contract we didn't discuss it and i agreed with it at the time we were we had pandemic we had more important things that we need to decide as a board to do but i think that when we do that then we're kind of taken away from the community that discussion of us like we're having right now because some of these things might have come up during

085that and there's a lot of really good information that evaluation and i know remember felder hasn't seen it yet but a lot a lot of it is metrics on achievement gaps where are we where were we where do we need to be what and there's great information about the strides that we've taken what we've done in a district and how much we've accomplished over the past year that the public might not otherwise know about that we've done so much and we've as a district we've moved mountains during a pandemic so just i want to throw that out so remember gail let's take the two issues separately the first issue about the language of instruction and i hear what you're saying because i will often write something please let me you know please let me know

086the outcome and that could be an instruction i put the please like it'd be nice if you did but you don't have to but but i and then there's others that you might feel more strongly about so your thoughts about the language in here i think the language i get the never i think what you're saying you expect it to be handled and this is what your expectations are i think this language i read this is you will be giving this child 46 hours of compensatory education at their home by a private i think that's how i was reading it to be as not as opposed i think what you do is completely appropriate i expect this to be handled but i get the i get the never give instructions i mean you don't want

087to put yourself in a position where a board member is telling an employee what to do but the superintendent has told them not to do it that way because that negates her ability to manage her employees effectively so i think your one-on-ones are super important with the superintendent and that's where you would bring up your you know your concerns and just say hey i still don't feel this is resolved and you know if you have to bring up at a public meeting you do but i think this i think this section was intended to make sure that individual and i like the fact that it's individual board members not the board as a whole because you're never all going to go as a whole and go tell an employee to do something but i think

088it was intended that it doesn't we don't want you to negate that reporting structure and the superintendent's ability to direct your own staff as well let me suggest a minor change to that sentence instead of saying we'll never give instructions to or exert undue influence what if we change it to say never give instructions that exert undue influence yeah school individual board members shall not give instructions that in exert undue influence so your instruction to address this i don't think gives exerts undue influence but the way we have it any instruction is out and then there's exert undue influence so i think instruction to please address the concerns or please respond to this constituent or please keep me in the loop as to how this is resolved or all technically instructions but they're not exerting

089what i would consider undue influence on anyone because the superintendent expects her cabinet members to be responsive i like that okay that was one the second part so the first one was kind of addressing member goulds and just the necessity to make sure that we're not that we just have input with the superintendent on on new hirings when possible and that we're kind of notified in a more timely fashion and i don't know that needs to be in policy but it definitely needs to be addressed and then the other one was the contract and that there needs to be an annual evaluation that's held publicly i think yearly i think for transparency's sake for our community i think that's important this past two years during the pandemic we've all been keeping our head above water

090so we i believe that we acted appropriately in in doing the job of this board but moving forward as things i pray go back to a new normal that we'll go back and we really need to especially the new superintendent come in and assure the public that we will be doing this annually so that they can they have confidence in what's happening with the school district so and miss emval was going to change the language language so it didn't say august or didn't say october it said and but the one question the one point that you brought up is a sentence that was taken out in this draft and that is that it comes to the board at the board table for discussion and annually like i don't know if that would be appropriate here

091or in the contract with the new superintendent but i would really like to have a conversation at the board and i'd like it to be annually okay and we have you're actually your superintendent contract just says does say on an annual basis it says each october but we just didn't do it with with the pandemic so i added the word annual in here does that does that cover it yeah what doesn't happen is there it's on the consent agenda i think what this okay remember gallo is talking about is that there is almost a report of here is the annual review here are the metrics here is why the superintendent received a one or two or whatever the number might be which is more what i think well it's kind of what was in that

092last sentence except for it said executive session which nobody can figure out how that was supposed to be allowed so i think we need board input at this point on whether or not we think that the review of the bull of the superintendent's contract should be done individually the way we do it as a starting point and then reviewed publicly during a board meeting i believe so i just think for transparency that it and it would give the community also a chance to address the board as well so i'm all about transparency so i believe that it would be a good practice to take and i have actually heard from i've heard from some teachers from time to time on questions about how different scores came out so it's not as if the information isn't

093out there what's not out there is a discussion of of our why behind the scores so i support that i hear three board members but it's an important it's important enough issue that i don't want us to say let's change the language without knowing that the majority of the board is in support of that direction so i'm waiting for feedback so you're in support remember burn okay okay so remember lopez your thoughts on this okay okay remember gold i'm all set okay okay so we'll look to you to come up with some language that is similar similar to what that lasts but we're going to get rid of executive session during a publicly noticed meeting or during a regular yes if i may in in the past we have subsequently after we have written the

094superintendent's evaluation and reviewed with her privately at a public board meeting gone over and reviewed those scores that the chair would sort of read the scores and board members would make public comment as to why they gave a particular score in a particular area of the matrix so we have and member felder maybe dr williams can get you a copy of the last two evaluations it will be really helpful yeah absolutely remember felder you're recognized yes thank you a lot of what i was thinking about of course is being answered already but i did want to just i'm in so much in agreement with remember gallo about i didn't like that never it seemed like we were being reprimanded but i do understand because again it's a very thin line between our position as board

095members and the superintendent and then we have to remember this is the person that we chose so obviously we trust their decisions you know that they're going to make the best decision for the district i did wanted to get some clarification john when you said something about when you are if there's been a decision that the superintendent has made for a choice of of a cabinet member or principal or whatever you know and if it has to be neglect of duty so i need to just define in your opinion what is neglect of duty see if we feel the same way so there is a statute 10 12 33 that defines whether the just cause bases for terminating employment of teachers principals supervisors employees and the cases have said you may apply that statutory definition

096of misconduct in office willful neglect of duty gross insubordination immorality you know those definitions and those definitions are contained in state law i'll just give you an example misconduct in office is a violation of an adopted school board rule or violation of the principle's professional conduct willful neglect of duty is an intentional and reckless failure to carry out required duties that's what the statutory and rule definitions are those are contained in statute and in rule 6a 5056 and so that would be a basis the principles of professional conduct is applicable to all instructional personnel but it's also the courts have said is applicable to the superintendent so that's codified rule 6a-10.081 and if you buy if the superintendent will violate anything in that rule that would be a basis to say or if the employee

097has violated anything in that rule that would be a basis to say that is good cause to reject the nomination so those are that's what it is it these are all statutory and rule based and quite frankly if that were the case i would suspect that the superintendent would never nominate somebody who has those kind of violations to you in the first place yeah i would expect that too but sometimes as people live and grow they tend to become deviant in their behavior so it could occur so i would never think that they that would never happen because we listen to the news every day and we know that folk are doing things that are just unspeakable but okay so the other thing i just want to also and i think the chairperson has sort

098of done a around robin in terms of how we feel with remember gallows a suggestion about when we you know we always they'll send us a text let us know that a person is coming but it would be helpful i think if it was done probably an earlier date or something and in case we had some discussion you know again i think we as board members are your eyes for the entire district because you i mean this is a huge district and the superintendent the deputy superintendent the area superintendent they can't see everything and sometimes things happen we get calls that when we go home we're gonna probably by the time we get in our car who's somebody's watching it's gonna text us something i mean it just happens it just happens so again and

099i think we've already addressed that's what has just gone record saying that i'm in agreement with what board member gallows suggested thank you remember colbert just a quick recap because we're talking about a lot of things along here so i think we have to be really careful when when we were talking a little bit about moving principles and things like that you know during high growth time there's going to be more movement we have we do have to be careful not to go over the gray area there i've had complaints where maybe an ap was moved that a community loved but had to explain that this is an advancement for their career they want to have their own school therefore they need to have this next experience so you know there is nothing in our

100policy or in statutes that precludes us from giving input i give my input all the time she might like it she might not but i give my input because i am that liaison between the community and the district i really like the shall not language i think that's that's much more clear as far as notice on when we're having movement in our school you can remedy that with your rep your relationship with your area superintendent i'm going to give an example when dr vazquez was my area superintendent she was great about giving me information like that very far in advance so that i knew i was comfortable and then i could then act as the liaison with my community so when they would say you know why is this happening we love this person here's

101why it's happening she's being prepared to have her own school therefore this is a promotion and an advancement in her career and you can trust that they're going to look and i have talked to her about the qualities that we need at this school so having that you know relationship with your area superintendent and telling them your preference that's not you know instructing them but saying i really need to know earlier so that i can communicate with my community that's very helpful and the last thing is we already went over we have done that public review of the superintendent's evaluation and honestly it's just this murky grayness of the last two years that things have not been as as they had been before and that's got to be really hard you know for you coming

102in and nothing's as nothing's normal member filters so yeah but those those mechanisms mechanisms are there and there's nothing that precludes us from giving that input thank you thank you so much all right back to you miss embalm okay had some good good topics there i will send you i think i think now especially where since we're choosing a new superintendent i think it's very important that you take a look at the current superintendent contract which i believe has a copy of the evaluation attached to it so you can see what it looks like member filter i'll make sure you get i'll bring a copy with when we meet tomorrow but i think it's important that you as a board take a look at that and kind of see what provisions in the current contract

103you like you know what you might think needs to be changed because we're putting the cart for the horse a little bit but there has to be you have to make sure that you're ready as soon as the super new superintendent is chosen we still got contract negotiations to go through and there might be some things that are deal breakers and you know so i don't want that to happen but i think it's important if if you can all look at the contract now and provide me with individual feedback on what you like what you don't like what you think needs to be changed because i'm going to need something from which to start when you choose that new superintendent and i will tell you just having gone through this with a previous board the

104new superintendent search they look at the superintendent's contracts as a starting point they look at what knew like if there was a newly selected superintendent i think broward was the most recent one somebody there a new superintendent coming in is going to look at that and say oh are there provisions in there that we want to see and maybe those are provisions you want to look at as well so i'll see if i can get those for you as well because we're going to have to start the contract with dr jenkins was 2010-12 maybe i think we did an amendment in 2012 12 and seven yeah so things have changed since then and so i think it's really good to look at those so i'll see if i can get those to you all right

105making myself a note sorry all right so i think what i'm going to add here something something language that says just kind of generic a copy of the formal summative evaluation shall be shared with the board presented at a public meeting and available to the public because i don't want to i mean you can present it in a work session i mean we can do a work session you could put it on the consent agenda if i keep it generic and then you can work with we can work with internally the board chair can always put something on the agenda as well so yeah in terms of everything it's already available to the public it is so i don't want any i don't want confusion in that language i'm not anticipating this is a document

106that we're going to take public input on no no we're not that's what i was thinking a work session yeah okay i just wanted to i want to make sure that and available to the public did not get that language wasn't con fusing so think about how you word okay we'll do that and i think moving on to the second title in this particular policy board expectations for the superintendent the other thing that you have missed with kovid usually you had what you called a retreat it's not it's not a spa and that kind of thing but it's an opportunity for the board and the superintendent to sit down and work through annual expectations and you haven't had that opportunity to do so and to me this policy language right here says exactly and especially

107in section a or section one and those in the introductory paragraph there a clear statement of expectations prior to the beginning of each school year because you could say hey look we don't feel like we're getting enough notice of who's being appointed into administrative positions at our schools that's a perfect opportunity to bring those things for you i mean i'll be happy to keep a running list for you know and you bring it forward but i think you have missed that planning opportunity and that time with the superintendent to set forth your expectations i mean you set forth the expectations and then she implements it are he so i think i think you've missed that as well on top of the evaluation so any questions on that section i think that section's pretty i think

108it's still pretty good policy member gould has a question i'm sorry gold not so much a question but as a support of getting back to having that annual retreat discussion it was more than just a list of things that we accumulated throughout the year actually because we cover a lot of those in workshop but it was the time for us to really discuss what our dreams were as they relate to the strategic plan and what we would like to see moving forward some of which were pie in the sky but often there were elements that were found to be common goals between the board but we didn't know each other had those goals and were able to be implemented either partially or fully so you know now that we're coming out of covid i would

109love to see us come back with that and we always did it with the understanding of budget limitations so some were short-term and some were long-term thank you okay remember gallo sorry thank you thank you madam chair and i agree with member gould i'm wondering if it's because i don't see i don't see the word and i'm not trying to nitpick but i don't see like the word annual in here it would be nice if there was something that was in policy that dictated that annually we would have a retreat as a board because it's important not just for expectations we're going to have at least two new board members this coming session just to create the norms and the policies and kind of start the year out right and so it would probably wouldn't

110be done until after elections obviously but to have that annual kind of retreat so that we can list out our expectations the norms you know just when we talk about how meetings operate and robert's rules of order and parliamentary procedures stuff like that would be nice and i do think it should be annual so i don't know that if this is the appropriate place for that but i think we need to label it retreat or whatever we're going to call it and i think it we need to prescribe that it is done annually that's my only suggestion thank you i think in our in the first set of b policies we had the same discussion and i don't have it before me so i can't do it but i believe we didn't call it a

111retreat i think we called it a strategic plan annual strategic plan session i can't but we worked we worked through this language already so i think i think we did and we stayed away from retreat because the connotation does not match what we will actually be doing it was like a work session is really what it is it's a it's a time to discuss so i would your first set of b policies are coming up i think on the 29th we've already advertised them so i'll have i'll send them to you but i think it's already in there i'm good thank you thank you absolutely member bird so then let me just clarify with you then this the purpose of this being in here to have a clear statement of expectations might also be done

112at this work session but it's this is just dealing with the superintendent as opposed to like what member gallows said talking about how we run our meetings or that kind of thing that can also be covered at that work session but that's why that's in a different part of the policy probably okay that's what i would think because this specifically just governs the board expectations for the superintendent okay and then i just wanted to kind of give my two cents that i totally agree that i think we need to bring this back for sure and i know that we have we will be having new board members in november but i still think that it would be a great idea to talk about at the beginning of the school before the school year starts have

113some kind of like what this says you know talking with what we'd like to see happen for the school year but then possibly after the election of new school board members do it again we should do it again for sure when your new school superintendent comes on as well right and i think in the past if i recall remember gold member covert you can tell me i believe we had a lot of those we had a session over the summer that went through some of the expectations for the next school year and included the strategic plan retreat whatever you want to call it we had that and it happened over the summer but i think once covid hit we haven't had that yeah and then i was just going to say we probably need to

114get that on the calendar if we're going to do i think so too okay okay we always had a work session where we went over the strategic plan just to follow up on that right thank you member gold member cobert i was just going to agree with member byrd again the gray viscous of covid has really changed a lot but those we would have the annual retreats and that was part of the discussion that was a really good time for us to talk about those kinds of things especially priorities expectations things like that and you have those top leaders in the district in the room listening listening to that so that would be important excellent thank you back to you miss humble okay so moving on to policy bdf i did i don't think i

115made any extra i did i think i made some changes here so we you had asked before this is this let me go back this is the unitary status advisory and oversight committee policy bdf changed some technology stuff or technical changes before you had wondered why we had a two-term limit took that out because i think you have the ability to you want that institutional knowledge you want that history on there so took that out that's the highlighted in yellow the other thing that i changed after we talked was this last one the termination and cessation of the usaoc the usaoc may only be terminated upon a vote of the board period it is imperative that the district have the oversight of the usaoc to ensure the terms of the settlement agreement continue to be

116met i think that captures everything that you said and so our office we are going to start reaching out to current members because at this point because of covet and we haven't had those they were only appointed for two-year terms everybody's gonna have to be reappointed so we also have to then figure out if we're gonna stagger those reappointments you know is someone gonna be two years someone gonna be three years so that everybody's not up at the same time again so but it's kind of like you're initially starting it over again so we'll we'll work through those as well but i want to let you know that is in the in the plan any questions about that policy okay the next policy is policy bdg and i don't believe i think the only question

117that really came up was the settlement authority member gould i believe had asked about looking in to see if that needed to be increased we did check with our counterparts in other districts and it's still everything is still right at 50. so i don't think we're going to recommend a change for that at that time so that's there there weren't any changes to that in yellow and moving on to our policy policies we you have two currently bg we're starting with that one that one i believe i added oh member birds a vice chair bird had asked if we would go ahead and add a section of rules what a definition a definition for rule so i took the statutory definition from section 120.52 subsection 16 and added that to the top there i also

118added at the bottom of that sentence at the end of that sentence the board's rules are termed policies and the terms can be used interchangeably so that way it's clear they are rules under the statute but they are called policies for us is that okay all right i have one question on this policy under one a and it is the fourth to the last sentence or a line it starts with the word under and i'm not sure i understand why the word under is there oh i don't know why it is if one is i don't i don't know i think under shouldn't be there maybe there was more to it at one point probably my typing quickly i think i was going to put a statutory reference oh no oh no sorry i hit

119the power button instead of the delete button but anyway so we can strike the word right yeah i thought there was either more there that got deleted or we could delete the word under sorry i need to log back in no we can delete the word under i think i was going to put a statuary reference in there but i don't think it's needed because it's in the statutes already so and then there are no other i can just kind of keep us moving while you do that because we are running time oh you have a hard copy yes wonderful so there's no other changes that you've noted in this section which takes us to policy bg yes okay so we have the schedule for legal advertisements i didn't make any changes there what i

120did change was under policy maintenance thank you sorry teach me not use my own computer let me get rid of that word under thank you schedule for legal outside okay policy bg what i did add was remember we talked about the nepn nsba classification system i took that out specifically but i do think i think the way our policies are organized now make sense we have a section for students we have a section for personnel we have a section for operations changing policies and making them all numbers or whatever is going to take a long time so i just took out the reference to the ndpn sba policy classification system but i added the policies shall be organized grouped together in related categories entitled so the overall content of each policy is transparent and clear

121i think that's the policy policy that needs to be there i don't see any radical changes we did start with the website changes so i was going to give you a snapshot of that but with our outages yesterday to get a chance to snapshot that for you but i can send it to you so you can see it if that is okay with you all that gets us at least started and we can start the policy process i like i said like add safe schools is our bullying and harassment policy i would love for that to be titled our bullying and harassment policy instead of add so and then i'm sorry thank you madam chair i think i've already answered my own question but i had a question about the legal advertisements because there was

122there was a huge change that's going to the governor under legal advertisements but i think because we list the statute there no no matter what changes were made legislatively they'll be covered correct we won't have to revisit this okay and that's what we're trying to that's what i'm trying to do with your policies because if your policies are super specific like even when we do it like in text i would rather do a reference to a section or chapter 1001 or section 1001.49 because sometimes when they change subsection 16 and subsection whatever you know it does make it different but if we have a if we have a statutory reference in there if it changes then we automatically default to whatever the new statute says right thank you and then i believe then the this

123staff review of policies section was copied from bgc remember we're asking to combine those two together and that was the last change that we made from last time so any for the comments from board members if not then i think we are in a good place to recess we'll be back at the hour of one o'clock and we'll pick back up with our work session on the school board superintendent search do do so hmm hmm so do so so do this so so so do do so do so so my hmm so so so do do do me so do so do so yeah it is coming back to me all right starting at five all right welcome back everyone we are back in session we are going to pick up where we left off

124we had finished reviewing the b policies that were on our agenda and we are now going to have a conversation and a discussion around the superintendent search and let me introduce miss messina to lead lead the way thank you okay sure jacobs and board members and jeremy cena dr vogel and john record reichert held its first meeting on march 21st yesterday with the superintendent's search advisory committee they reviewed and discussed the superintendent's search survey they also selected a chair and vice chair chair vice admiral david brewer vice chair melanie williams president of orange county council of pta ptsa and now we'll turn the meeting over to andrea executive director florida school boards association thank you i want to start by complimenting you on your appointees to the citizens committee i got to tell you that

125group last night they were smart they were engaged they were committed to the school district they wanted to get it right they worked with each other and collaborated in very healthy ways it just was a really exciting group to work with so you guys home run on the people that you chose i also want to tell you that you the group chose as dr williams mentioned we they we didn't vote but they chose mr brewer and ms williams as your chair and vice chair so when the survey results come in and when the results from the forums come in mr brewer will chair that meeting moving forward i sort of ran the meeting last night but we went through the survey very meticulously we went through each of the categories we explained to them the

126purpose of the survey in in every category of the survey they made some changes in some cases we one person would make a change and then everyone agreed with it but then other times someone would offer a change and they didn't all agree so we had to get to a place where they could all agree the work product before you and that i have pulled up here is the final version of what they have done the one thing that i think is going to be most obvious to you is in the second category which is the student social and emotional well-being we had quite a conversation about social emotional learning sel and the citizens were they just did not know what it was and so they even though at the beginning the very first bullet

127we had put social emotional learning parenthetically s-e-l they said that because they were reading through it they kind of skipped over it and when they got down lower they still got confused so you'll notice we had to put social emotional learning sel social emotional learning sel in each of the bullets which we also thought would help reinforce the phraseology for the people reading the survey so that's the one that will most stick out to you but we also had some conversation on there were a few more terms that were sort of education ease or the vernacular of inside baseball so we changed a little bit of that there were some other phrases that they felt like parents maybe wouldn't identify with so we did some tweaking but every category has some changes and what you

128see in front of you is the final version that they all agreed to and we did everything by consensus we there were no objections so it all passed by acclimation in the end and i'm here to have you review it once you approve it and we'd like to have a formal vote madam chair then it will be able to be sent out for translation in essence the translators need if you're looking for three languages they need three days five languages five days so that's why we're here to try to get this quickly approved so we can get it out to translation so we can get it up and get it in and then once we finish this part of the meeting i'll have mr reichert come up talk with you about the timeline again and

129the forums that will begin tonight so i don't know if you all have had i know that you all have had some opportunity to review this i don't know if you have any changes that you felt were necessary before we can get it out but what you see before you is the work product from last night's very productive committee and by the way they did not try to get out easy we did not finish till what was it maybe 9 30 ish what time did the meeting start six okay so it was 8 30. it was it was over two and a half hours they and none of them were trying to leave early they were all committed to the cause so let me ask my fellow board members i am just seeing this at

130my desk for the first time now okay okay i wanted to check so was it your expectation that we would go through it on here together and sign off on it or take it home as a we would like you to go through it right now and sign off on it the sooner we can get it to translation the sooner we can get it out to meet our already agreed upon commitments within within the timeline all right so why don't we start with the first question the three qualifications you feel are most important for the selection new superintendent and why don't we all just read through those before we move on from there would you put me in queue please i'm sorry pam this is yes yes thank you thank you so now i see

131oh no that's right i was gonna say i see people turning to page two but page two is the conclusion of it so before we move on to page three we'll stop and take some input here gotcha okay well well let me start remember gold remember gold you're recognized thank you chair my question is more about the methodology of why three qualifications versus five or by ordering them in number of priority all right thank you so what we have found is that we're not asking them to order them we're asking them to select their top three but what you'll also find is in some categories people may only list one or two check one or two because they start to read and they find the ones they like or they read and they only checked

132one as they're going the idea is to try to find to try to give them enough choices that they can find some with which they agree but that we don't give them too many choices that then it's just all the answers come out with the same response rates so by choosing three of ten it will as the results come in we will be able to see some clear priorities in each of the areas that answer your question i mean that it does it makes sense the first one is a little difficult because of so many different lines of business so to speak that the superintendent has to lead and manage and i would find it hard to only have three there when others may have the same weight don't forget it didn't bother me as

133much but yeah and board member gold don't forget you have a great deal more knowledge of what the superintendent does and the function and role both of the superintendent and the school district the citizens the community the business people don't have that same depth of knowledge so they have key things that they will latch on to and there actually was some conversation about that last night from the committee okay all right well that answers my question and i think you know with the various points of input and certainly our knowledge and experience we can bring anything we think might be a little anemic in the priorities of the superintendent thank you miguella thank you madam chair as i'm reading through these i'm i'm always going to go with shorter is better because we just i

134have the attention span i don't want to say have a knack so i feel like it's a little bit longer than that but i mean you put something before me that's long in nature that requires two you know more than five minutes of my time i'm either going to put it off till later or i'm going to rush through it so with that in mind it seems like some of these we may be able to combine like the first the first bullet says demonstrate experience with improv improving student performance especially in closing achievement gap and opportunity gaps and then you go down to the fourth bullet and it says has experience with increasing student performance in low performing schools either as a school or district leader it seems like we're kind of asking the exact

135same thing and maybe we could put that into one bullet because it speaks to the same item and i didn't know if as my fellow board members are reading that if they noticed any other thing that we might be able to combine just to make it more succinct and not and not so long but if the committee had re i don't want to usurp what the committee was trying to do either because their their their attention to this is valuable i will say i think you probably saw the first version of this which was much much longer and we've truncated it since then we are seeking 10 bullets in each category so that they can choose three of ten and in some cases there is a slight nuance and one of the reasons that we

136would leave two in that might have slight nuances is because somebody may connect with one piece but not the other so some people will recognize low performing school different than closing achievement gap because you can have an achievement gap in a high performing school and that was that was a clear delineation that we had spoken about earlier okay all right that makes sense okay and i didn't realize because we're just on the first that ever so every single item will have ten for consistency and we ask you to pick three of the ten okay perfect i'm good then thank you all right remember lopez thank you madam chair i was thinking about the esc and english language learners and you know i can see that maybe it's behind the general descriptions and demonstrates understanding of

137curriculum standards that one or maybe supports enriching and diverse program but maybe if we can emphasize maybe in a parenthesis that we're looking also for that type of experience with english language learners and esc students in their in the last one on page one demonstrate experience leading district diversity maybe provide examples on diversity or something like that i don't know that the right way maybe in another in another bullet but i think that is very for me is very very important to see the experience of a superintendent with eso students with english language learners and also with the esc students as well i would love to know more you know on your recommendations and also more feedback on my fellows board members okay great great comment there i miss messina do you want to respond

138to whether or not that came up we do see it under number five i think it is but it could be spelled out more clearly yeah okay i can actually put the part that i just put in the sixth bullet that's highlighted up here demonstrates an understanding we'll we'll go from four taking language that i just put in five demonstrates understanding of curriculum standards and effective teaching method as it applies to all students including those with exceptional let's see including those with exceptional learning and do you want me to specifically use exceptional student education and english language learners as opposed to learning differences and diverse backgrounds what if not too long what if it had both with learning differences such as and then we more explicitly state them so it's not lost on people but

139i think that the english learning is we're going to have people that are coming from other areas that don't have this same challenge necessarily in their district and i think it really it's important to spell that out here so that our input is thinking about that as well our parents i'm trying to get it right for you here so we can capture this those diverse backgrounds doesn't necessarily translate in people's minds to you are coming to school not understanding what the teacher is saying that is a profound challenge that is different than you know i'm from chicago and you're from hawaii and we have different diverse backgrounds i don't know how's this demonstrates an understanding of curriculum standards and effective teaching methods as it applies to all students including those with learning differences parentheses such

140as exceptional education students or english language learners and students with diverse backgrounds and unique needs yeah that's that's that's good does that work yes okay remember lopez back to you thank you okay member felder yes i was looking at the last well the last one that page says demonstrates experience leading district diversity equity and inclusion initiatives but i also had a concern with what member lopez would be expelled out because you can be diverse but then that doesn't necessarily mean it's understood that you're an english language learner because diverse could be from paducah kentucky as opposed to being from miami you know a south beach or liberty city or washington shores where i'm from so i'm glad you put that in premise i think that clarifies it and i told bridget i just picked out

141like my top three that i liked i just want to tell you the ones i like i liked all of them but they said three so i looked at has experience with increasing student performance in low performing schools either as a school or district leader and i think that's probably maybe a challenge for any superintendent in any school district especially with the district is as urban as ours which means large that we will have that as a challenge and i'm hoping that's something that the new superintendent would pay close attention to demonstrates understanding of curriculum standards and effective teaching methods as it applies to our students including those with learning differences diverse backgrounds and unique needs hopefully if the person is a superintendent they've taught so that should be something unique in the innate in

142their their a part of their dna that they just come out understanding that but also the last one on the other page same page on the back develops and ensures career and technical education programs to meet the needs of local and regional employers and i guess because i'm looking at the part about local that's very important to me that our tech schools wherever they're located that they offer curriculum that's indigenous to the people that are in that commit that community that they too can have that sort of economic empowerment so the programs would be they will pay attention to programs at those tech schools within certain commit certain communities that they will be able to meet the needs of those persons in the community i think a superintendent should be sensitive to that and make

143sure those programs so i those i just tried to i like them all but you know if i had to choose out of those these are the ones that i highlighted and i'm so glad that board member lopez brought up that explanation of what diversity means what we're talking about so i just kind of wanted to share what i would have chosen but anyway thanks all right if we have any respective superintendents out there pay attention a little cheat there okay member gala back to you thank you keeping with the same bullet that member felder just mentioned i am having a problem with the way this is worded which one the last one develops and ensures career and technical education programs to meet the needs of local and regional employers it should say meeting okay

144is that what your is that what you want to change yeah well just yeah something to make it flow better than how it flows now develops ensures career and technical education programs to meeting either that or develops ensures that career and technical education programs meet the needs of local and regional employers it just needs to it needs it needs just to be tweaked a little bit all right develops and ensures that career and technical education programs meet the needs of local and regional employers yes okay got it and i will say just to remind you after the survey goes out and hopefully you'll have community you'll have internal external stakeholders everyone you'll see what's important to your community based on the results of this survey in each of these categories and then as we head

145into it that might be the areas you might focus on in a public interview that would be the things you would ask questions about so this will help guide you in what you're looking for moving forward so the one other thing i would add to that same bullet because we were talking about and it's probably fresh on my mind because of reading what was it i think it was statutory language oh no no i know what it was i went back and i watched the strategic plan update from dr stefanowitz and the focus on reimagining career and technical education in a way that's more meaningful to our students and she was also talking about some of the legislative initiatives that are really focusing on jobs that have 200 percent you call it poverty wage or

146above and rewards for those so anyway listening to her talk about the different ways they're trying to design programs internships etc is that the one thing missing here when we talk about cte programs to meet the needs of local and regional employers it should also be meeting the needs of our students or prospective students and by that not just the programs we're offering but how we offer them and because i think that was a major focus of is there are there other opportunities that we can do with cte whether it's scheduling or whether it's internships that are designed slightly differently so that they better meet the needs of the students by doing that we're meeting the needs of the employers as well but i just think putting students in there being a student-centric organization makes

147sense does this meet your needs i changed it to develops and ensures that career and technical education programs meet the needs of students and local slash regional employers yes okay needs of students thank you thank you yes thank you okay are we ready to move on to the qualifications most important for the new superintendent in the area of social emotional student social and emotional well-being wait one question okay i'm sorry that's all right so when we look at this last bullet you change develops and ensures that career and technical education ct programs meet the needs of students and local or regional employees are we also talking about those students within that area within a community because you do have tech we have tech schools all over the district and we have great programs i think

148in all of our tech schools so a superintendent that would be sense enough to know the demographics of the community where that tech school is located and if it if the students people which would be high school students or adults whoever is attending schools that they will be able to have programs within their reach so that they can have get the skill set that's needed so they can be viable employees or become an employer themselves like if it's an hvac program or a 3d animation program now they have their own business i'm just hoping that because we have such great cte programs across this district that if we could make sure that where people are located they have access i guess that's what i'm talking about access because the programs are here and we do

149want a superintendent to be cognizant of our programs and what they have to offer but also those programs that in certain communities remain if it's going to give those persons in that community the opportunity or access to learn these various skill sets rather than move stuff but just there to learn because i think as a district we need to always and i think we do a good job in orange county so far to make sure that there's ample access to our programs i mean i'm learning so much as a board member other than what i knew as a teacher in the district in terms of what this district offers in the term of learning and skills and the cte programs have really been eye-opening for me they have so i'm hoping when we say demonstrates

150develops and ensures that career and technical education cte programs meet the needs of students and local or regional employers also the people that are right there around those schools do you understand what i'm saying am i saying something different no i understand what you're saying i just want to clarify it's going to be your job and my job to make sure that the candidates who come here are able to demonstrate it this is really to have the community say oh yes career and technical is one of my top choices i gotcha so the nuance you're talking about i can say that when i talk to the individual superintendent yes very good thank you i just need good thank you i describe it as inside baseball that this is this is an outside baseball facing survey

151that's an inside baseball nuance okay thank you okay okay so we're starting on page three if everybody can take a minute to look through the qualities on page three for student social and emotional well-being hmm hmm all right i'm looking for visual clues here remember gallo you've already pressed a button to be recognized is that correct is everybody else comfortable with opening up for discussion remember gala thank you madam chair so i'm going to be honest i feel like we struggled to come up with 10 bullet items for social emotional based it's just a lot of this seems kind of vague and ambiguous in nature i know that we pulled these from our strategic plan because my first thought when i read it was student social emotional well-being being where's the teacher it should say

152teacher and student social emotional well-being and then i realized well our strategic plan says student social and emotional well-being with that being said i think i'm going to start at bullet three where it says identify and implement social emotional learning programs that are beneficial for all students i think we need to add ad employees i know that we're referencing students here but there's no other area or content in the survey and correct me if i'm wrong that really talks about the well-being of our employees i think this is the there actually is there is yeah let me find it would it be more appropriate and it's the high quality team i want to say right you do mention their well-being under high quality okay so then maybe we save that for for that okay i'm

153fine with that so do you not want me to put employees here no as long as we're addressing it in another area i'm fine with keeping it in the area i just want to make sure that at some point in time in our survey that we were addressing the well-being of our employees yes ma'am and i think then one two three four i'm going to be very honest i social emotional learning is such a valuable and important part of our education it's important to our teachers our staff are our students we're experiencing so much from the pandemic so many mental health issues from the pandemic that we need all the wraparound supports and our children and our employees need all the supports that we can provide with that being said social emotional learning is such

154a hot button within the political arena right now and so i at the very least we've got to add parental input to a lot of these bullets like it needs to be known that we're not doing anything that the parents wouldn't have direct knowledge of because i'm afraid people are going to look at this and go oh they're trying to raise their kids oh they're trying to look at look what they're trying to do and it's going to be misinterpreted and so like on i think it's one two three four five identify social emotional learning needs and connect students and families with the appropriate counselors and services with parental input like i want something in there that says that we engage the entire family for the mental well-bearing of our students is that important to

155you as we engage all of us is it important that we have an understanding of the needs of our students along with the parents so that we're not trying to usurp their responsibility to make sure that their kids okay we don't want it to appear that we're trying to take over for take over the mental health of their child which really isn't our role we're there to help to assist to make sure that child is well so that child can learn does that make sense am i am is so i just think that we need to and then there was the second to the last one it says implement pathways i'm i'm a little confused about pathways that doesn't resonate to me like i don't know what you would mean by pathways and then one

156two three four five identify social down social emotional learning needs and connect students and families with the appropriate counselors and services if we could just emphasize you know that families i don't know how we do that but well i will tell you the word families was added last night okay good because that this topic came up families wasn't there before and they put it in last night if you look at the first bullet provides a clear vision what if i added provides a clear vision and collaboration with parents for comprehensive social and emotional well-being throughout the system and then if you drop down to the one two three fourth from the bottom implements strategies to address student social emotional and other non-academic challenges in collaboration with parents yeah okay i like that does that help

157yes it does very much i just want i want everybody who's reading the center that we collaborate that we're we collaborate with parents okay all right i don't know why i'm having a problem with that but i'm having a problem with it so can we just slow down for a second sure so under the provides a clear vision for comprehensive social emotional learning throughout the district in collaboration with parents so who are how are we doing that with parents i understand so i'm just trying to think are we bringing all parents in are we opening up okay i see what's cause that's saying throughout throughout the district i in my mind what i'm thinking of is just as we do now if we have a child in crisis it's already in our policy the first

158thing we're going to do is pick up the phone and call that parent right one is not one is not counseling so okay so you would like to remember what i mean so incorporating in our curriculum okay understanding of emotions and feelings and is something we're already doing kind of like you were mentioning earlier that sometimes people are getting wrapped around the access over legislation that isn't really affecting anything that we're doing right in this particular case i think on the counseling absolutely if we're talking about counseling your child your child has a is in crisis does the parent should the parent be engaged should the parent be aware absolutely unless the parent is the problem and right now of course situations but yes but i think when we're just talking about social emotional learning

159throughout the district we're not talking about you we're talking about very high level high level yeah we're not we're not talking about suicide coach you know consultations or anything else we're talking about how do we make sure that our curriculum reflects the strategic plan or the yeah and so that it's part of what we teach without necessarily having a class on social emotional learning it's it's embarrassing i think it's embedded yeah and i and i don't want to drag i don't want this to become another critical race theory debate no in society you know because i don't think that bullet is speaking to that social support teachers and understanding advancing systems of schools through training and faith learning opportunities i think we would all agree with that yeah and i think the addition with that

160is right here in yellow in collaboration with parents is where it needs to be implement strategies to address student social emotional other non-academic challenges and collaboration with parents i think that's the appropriate place to which bullet was that is it's fourth from the bottom fourth from the bottom and then i added parents again in the bottom one moscalo partnership two programs initiatives and i think that's appropriate i think that's something that we would do right now we would work with parents in our community so i think the addition of those two in yellow i'm i'm good with i'll defer to the rest of the board for their opinion but this makes me more comfortable with this of questions yeah i follow you thank you member felder yes i'm glad chairperson jacobs you did have some

161more clarity because sometimes parents they don't possess the skill set sometimes they even understand what is going on but then at the same talking with mama gallo said we always want to include the parents you we have to find a way but again we have these people who are expert in what they do because they have trained and they know exactly what they're where they're doing so it is my hope i like i'm glad you i just wanted to just put my little touch in i'm glad you add added work with parents and community partnerships to support programs because we have to be very careful there's thin line you know because after all the person has studied and developed the skill set they know what they're doing you have to trust that they can make

162the right decisions so okay i'm glad that was clarified thanks all right no other feedback on that i think that was valuable feedback though let's go on to page four we're focused on quali qualifications for a dedicated and high quality team and board member gala i've highlighted the one that we were referencing before for you oh yeah i like that oh it's also the third one up from the bottom or did you was that the one you prioritize his employees physical and emotional well-being so okay let's do this when when you all are through just push your button doesn't mean you need you necessarily want to be recognized but then that's a way for me to know without shortchanging anyone madam chair i will say last night the conversation in on in this category there

163was extended conversation because one of the bullets originally said recruit select and retain and they wanted it in two separate recruiting is different than retaining so we made that two separate bullets all right any feedback on page four ambergallow thank you madam chair i mean if this is somewhere else within the survey i'm it doesn't need to be under this section but under the bullet one establishes positive staff morale and flexibility support and recognition i'd like to add the word transparency we hear transparency so much out in the community that we need to be more transparent we need to be more transparent so we need to get a gauge of is how how important is transparency of the new superintendent to our constituents and so if we address transparency in another you we do okay

164we put it under efficient operations we did have that conversation last night and it was about evaluating and revising things to improve efficiency and transparency that's where it came up and that's probably the best place for it thank you that's all member felder you have anything yeah you know what i you all i guess i wasn't paying attention i just wanted to make a comment i'm back on the dedicated high quality team just want to make a couple of points when you say it demonstrates successful experiences leading an organization with diverse cultures through an atmosphere of trust and mutual respect i just this how are we defining trust in this rel in this regard this is the person who takes the survey a parent of a student let's just say if this is important to

165them that an atmosphere of trust is there then they will define it in their own sort of context if if a lot of people say this is important this is important this is important then you know building a culture of trust is one of those issues that your community cares a lot about but then you all as a board are going to have to kind of quantify what that might mean to to the board the district the superintendent all of that okay so that persons who are working employees of the district if something comes up they should be able to express or at least share whatever is making them uncomfortable without any retaliation right is that decision that would be an assumption sure the reason why and i'm hoping that and i'm sure that the

166committee that we chose i'm sure all of that's probably going to be discussed greatly again i guess at some of these meetings but i think that's very important that the superintendent that we choose and i believe that we will choose someone that will make that known that when an employee has some concerns we're bored so we have concerns we're able to hash it out and rehash it out and agree or disagree and we can have lunch later on you know what i'm saying there's no i mean we're over it but i'm just i think that's so important that's why i talked about the trust what exactly does that mean and then that's very important to me because again as board members have already expressed about this transparency and not business as usual the other thing

167i looked at maintains open channels communication with stakeholders i think our superintendent presently has done a pretty good job of that because she has a board of students from various high schools that can come in and talk and share so i hope that is something that we take in consideration as we are choosing that who are our stakeholders who are the who who is this for you know and when we make that decision we have to be able to let them know that they can be open so i just kind of wanted to mention that again and remember gala's already already emphasized about prioritizing employees physically emotional well-being we just came off a pandemic people still might not be going through so we've already cleared that and that's so important but i was looking at

168that and i was then i realized it was on the other page i said no i need to say this but i just kind of wanted to reiterate that thank you thank you all right thank you any other comments all right then we are on page five choosing three qualifications that you feel are most important in the selection of a new superintendent in the area of positive climate and safe environment board member failed blur this one also has a statement in it related to what you just described which is the one i just highlighted there demonstrates a leadership style with an encouraging and positive outlook and there was a lot of talk about this one last night in the committee because what is an encouraging and positive outlook and how do we determine that and

169we actually had a conversation about there are some leaders who maybe are more reserved and who are more matter-of-fact and so we'll know whether or not the positive and encouraging positive outlook is important to people some people don't care about that they just want results but other people that's important too so we had a lot of conversation about this and it kind of speaks to what you were just referencing okay i have another question too thank you so much and the example we used for positive and encouraging outlook is your very own amy anval just so you know you weren't in the room she happened to be in the room right now i'm gonna let everybody finish and then i'll call on you i would just like to thank bridget for making this font so

170large that i don't need my reading glasses to read it i just want to go see on record it's large here it's large here no one has a squint thank you i thought it was a good idea because i was like no i can't see this stuff okay i got my glasses on jesus that's big fun yes david david third that's what i call him david third so okay remember felder yes thank you and thank you for the earlier clarification what they talked about i'm looking at take steps to ensure that all students staff and families understand how to identify the early warning signs of violence can you explain what how is that going to be done talk about the violence it says take steps to ensure that all students design a positive climate and

171safe environment take steps to ensure that all students staff and families understand how to identify the early warning signs of violence were we referencing like the situation happened at margaret marjory stone douglas i give you something when we talk about school safety recognizing early signs of violence is a precautionary measure that districts use as a gauge and so there is an emphasis on ensuring people know what those are in its parents because it may not be happening in school it might be happening at home so it's making sure that parents understand the early signs that sort of thing yes ma'am okay all right i was just i don't know where my mind was going but after i asked the question i said oh as you were speaking it came to you yeah i could tell

172okay thank you yeah thank you so much remember lopez it's okay thank you madam chair in the first one on establishes positive staff morale through flexibility support and recognition can we also include the culturally relevant trainings the what kind of training culturally relevant so you know i think that our schools are very diverse but sometimes you know the students the staff members needs to know more about our you know the culture that we have in our demographics so we can be more effective and more inclusive all right so here's what i added exactly what you requested establishes positive staff morale through flexibility support recognition and culturally relevant training is that wrong it sounds like you're not is there something i need to change anybody else john well we weren't expecting this john yeah sorry about

173that we just wanted to look up that last one the culturally relevant trainings because the legislature passed up the stop what that stop woke act i talked about training programs i want to make sure that we're not within the ambit of that statute don't know if it has been but i just we i've wanted to look at it just to make sure that we're not violating that by putting that in there good catch thank you yeah it gets signed so by including this are we falsely yeah so maybe i should take it back out yes now the only thing the only thing i would say on that and i'm going back to that there's been a lot a lot of misunderstanding about what language is actually in some of these bills and i don't know

174that us having culturally relevant responsive training is the same as what that bill is trying to keep the private sector or the public sector when this what we're intending here is not to try to create an environment where white students wake up in the morning feeling guilty and shameful that they were their great ancestors did bad things that's not what we're talking about with culturally relevant training so i don't know i know that we want to be really careful john and i think we need to be careful in how we implement these the bill does speak directly to diversity training even with private companies so it does talk to it does delve into it's not just about critical race theory it delves into you can't do really diversity training so the lawyers i mean our

175lawyer our lawyer look at it because there's a lot to be left up to interpretation yeah i know that disney and others are well i think i don't know i guess i don't know for sure are we'll have issues with it as well i think the issue is certainly going to be litigated but i wonder if in this survey it's important enough that we put it in here or would it serve for those people who are paying attention to that as some sort of a deterrent or trigger maybe there's a more positive way to say this how about and support of diverse cultures that's we're not training anybody we take out the word training recognition well and training through support for diverse cultures yeah all right that's what we'll do and we do have diversity

176multiple places throughout here right but establishes positive staff morale through flexibility support recognition and support for diverse cultures right if i think that meets everyone's needs yes and if there's if there's one thing that i think you said support twice you meant to say that no no oh it does say support up here yes establishes positive staff morale through flexibility support recognition and let's use a different word here i'm going to say acceptance of thank you see that's teamwork right there all right and john you are integral yes i'm sorry did you have something else over that no thank you thank you all right if we have nothing more on page five we'll go to page six page six area is efficient operations and this was the one member gallow that had the transparency in

177it right here i'm highlighting it as a reminder which by the way was added last night i think i said that right yeah oh i need to see them andrea is our comma missing in that first bullet after review was that you that's me yeah i didn't hear what you said is there a comma missing in that first bullet after review yes ma'am oh you know what they had been put together yeah and i put the space in there and didn't put that yes ma'am i just heard a voice from on high i couldn't tell if it was board member gould or i didn't know where it was coming from it up to have a typo on line one yeah we're gonna put a space after review did i already fix it up here good

178good comment review thank you yep anything anything else remember gallo thanks madam thank you madam chair this is more of a question and if nobody else feels as i do i'm fine with it but it's it's our capital budget is huge the funds that we use to build our building that department is a huge department and i'm not certain that we captured the essence of of that i know we mentioned infrastructure here so if the rest of the board feels like we've covered it for especially in orlando there's so much growth happening in in our county much more so than in other counties like having the knowledge of that side of it the capital side where we're building and we're managing and the construction and the facilities part of it is just so huge i

179didn't know if that we needed a little bit more teeth with that in within the efficient operations because i see infrastructure and i think i mentioned it was mentioned facilities was mentioned below it but other than that there's no real mention of is it important especially when it comes to transparency because that's the side we really have to be transparent about and that's a side that we tend to get the most complaints about so just transparency within our building operations within our infrastructure like it feels like that especially since our community partners will be reviewing the survey well i feel like there needs to be something in there but how about those people online pam knows pam would have good suggestions can you look at what i just highlighted in green demonstrates experience i can't

180see that andrea because you're behind let me see if i it pulls up yet yeah and the issue here also goes beyond just what we do it we have a very complicated intergovernmental relationship and agreement with our county and cities unlike anything else in the state so those relationships are also an important part of its transparency but it i don't know does adding the transparency here get closer to what you're looking for it does it does i'd be curious to see what other board members felt about just the capital projects and because we that is a big part of who ocps is just understand parents aren't going to know the word capital projects they don't know what that is true but but our stakeholders would our partners will our partners who are taking this parents

181are taking this too right what if you added at the end of that in a in a fast growing district because but our parents wouldn't pick it if they don't understand what i'm saying but chair jacobs in a fast growing district and then there's one other thing that comes to mind with that now that you brought it up is the referendum and the need for us to have somebody in who and we talk about communication skills was it on this page fiscal practices just the communication skills necessary to lead a another referendum for the sales tax is that captured in here let me think there was something that had chair i'd like to queue in when you go ahead pam please remember gold so i i do like most of this language i was actually

182asking the q in on this anyway i think when you talk about partners appropriately there's a lot more than like the playgrounds pools and fields in that especially when it comes to land appropriate place to put things getting an understanding of having all of our partners understand the priorities of ocps so i feel like there needs to be effective communication about building capital projects and the budget on the priorities i think that's where we get strung up a lot of times is that people who don't understand the priorities sometimes come in opposing and i don't think this addresses that strongly enough the onus on the superintendent and the superintendent's team to communicate that and i think that would be a comment feedback we would get not across the board from parents from partners from all

183locations there was there was one bullet in here let me try to find it that talks about makes difficult budget like clear for the public help me find that gentleman it talked about yeah it takes complicated financials yes something something like that where is there it is it's on the next one engaged community okay three from the bottom interprets and articulates complex educational and financial data to all stakeholders i saw that one already i've already circled that one okay so remember remember gold does that is that what you're describing interprets and articulates complex educational and financial data to all stakeholders no but that's part of it that is part of it but it's also taking that feedback and understanding where the community is it's the two-way communication component but also making sure there's understanding it's

184not just it's not just communicating it's making sure there's an understanding and that we aren't working with our municipalities our people driving growth our neighborhoods at cross purposes without that communication because sometimes that's the perception and i just feel like this particular area is going to open up a floodgate of comments if we don't i know that's going to be one of the things i'm listening for in a superintendent is how they work and partner truly partner and collaborate in the community so maybe the word collaboration needs to go in there where appropriate but it's it's more than you know posting it and holding a community meeting that's not enough what about this one can you can you see another screen that's up right now on let me see i gotta flip back to that

185because i've got the document open i have the youtube up no i see me right now give it a minute okay what i what i have is instead of the one you're referencing to with partners appropriately i'm rephrasing that into collaborates effectively with city county and community entities on construction projects and budgets i like that better personally yeah that's much does that work for you guys yes all right so that would be in lieu of the language about playgrounds pools and fields right correct good because frankly so much has changed with safety that collaborating on the use of playgrounds and pools and everything else is and i used construction budgets because i think people know construction more than capital no i agree i think that's a better layman's term okay all right now let me

186take the board members in the order they are remember gallo i i'm done okay member bird rest cheer bird well i think on that one that you just took out the playgrounds pools and fields i think i know in my community that's a big issue that is brought up a lot with feeling like the school district has not is not being a good partner with community assets because they consider field houses or the gyms or the playgrounds at schools community assets and so i would imagine that's where this may have come from if if they were sitting in the group listen i would imagine that's where the term the playgrounds pools and fields came from because i hear that a lot in my community so i don't know but then on the other hand when

187you say construction projects and construction projects could include that but i still think that's a little bit different but i don't know that you need to have playgrounds pools and fields but community assets maybe yeah maybe i didn't hear what miss cobert said she said community assets but maybe that's more of the engaged and invested community than it is efficient operations because i think this belongs more i think you're right with the operations being efficient and then as as far as member gallows said about the schools in our in our building program it is big i think that there does need to be maybe something relating to growth management and i know we did say looking for someone who has experience with a school district of similar size which kind of says it but it

188doesn't really say it with what we deal with in orange county so i think it would be my preference to somewhere say like demonstrate experience with leading supporting long-range long-range plans to build new and renovated schools and facilities addressing growth did you see what we had already added there is that not meet your needs no i didn't see that right the size isn't the important thing we could be a mammoth district if we were all right like miami is much bigger they're not struggling with this right it's the rate of growth and the lack of funding right does this language work for you in a fast growing district yeah that's fine madam chair someone had mentioned something about leading the tax referendum and we were talking about putting that possibly under engaged community okay i

189was thinking it goes here but the the board consensus seemed to be under community engagement which makes a lot of sense it just needs to go somewhere and it really doesn't matter if it goes any place because it's so important to this board in this district that we're going to be looking for that right well you're going to be looking for it that this is to determine what's important to the community that's important to you whether it's important to the community or not that's that's what i'm saying is whether it makes it through the community process or not where it's going to be so important to us that you all understand how and why that's important when not everyone else does yeah it might be a good way for us to find out if it's

190important to the community that's so true it might be a leading indicator for us yes yeah because as we improve our schools unfortunately as we improve our schools the number of people who see the need for it is shrinking and the area is shrinking it's still very important but it's shrinking numbers so could represent bigger challenge than we're anticipating next time around all right member felder i think it was a dress i just talked to dr williams about and you changed it from the capital wording to construction so that the community could understand because they probably would not but i also like what remember gallo said about the transparency with everybody when when improvement of schools and facilities are being occurring in the district that you know some people may wonder what are they going

191to do improving our dish we're going to get in more schools here are they going to improve this and prove that so i think when she mentioned about a transparency that we that the community can also be a part of that because they will have some questions i'm still getting questions about for instance our football field at jones you know some questions about that construction so i do believe that the transparency i'm in full agreement because as we build and we are constantly building in this district i don't know just building about to run out of room but we just build it but they have these questions answered and understand how that works so i am in agreement with that the transparency that should stay in thank you amber cobert i just want to circle

192back to the member birds comments on playgrounds pools and fields so this is a continuing conversation that we have in my community as well our swim teams use you know the community center pools or why mca pools a lot of like the peewee football leagues don't understand why they can't use our football fields or baseball fields are already existing why should a municipality have to go and build a new ball field when we have them existing when they could be used so it is a conversation that comes up a lot and there's got to be some solution there so if we might add into that last line community assets i think that would cover that so do you want me to change it to community assets no we're go down to the last yeah and

193it is on construction projects budgets and community assets something along those lines because that is an ongoing conversation and that is superintendent level collaborating with the municipalities and other government entities to come up with a solution board member covert would it be community assets or community facilities what do you think of the facilities common parlance would be i think facilities would be more clear okay i think we know what you mean by assets i just want to make sure that's a much better term okay thank you added right here okay remember cobra and i'm just trying to understand the question you were asking so are you talking about when they say she says community facilities that you said oftentimes in your communities they have concerns about the use of facilities why the pee wee team

194can't use now is this the same thing as like the pop water people using well they use john's heist feel i'm am i understanding that you people can't use boone's feel or what no not saying they can't use but you know there are there are fees involved i understand why there are fees involved security maintenance etc but it is it's a continuous conversation again why the they'll say why does why do we as taxpayers have to go and build additional say baseball fields when we have baseball fields at our 20 high schools those kinds of things there's got to be some way to work that out that we're charging sometimes if they're non-profits they say we as taxpayers are already paying so it's a conversation that continually comes up is not my decision that's the

195level that this is and that's where a superintendent you know those skills to have those conversations because i can see as member byrd pointed out like we were like why is playgrounds pools and fields in there it's because that comes up all the time okay yeah all right thanks thank you could narrow it down to recreational facilities from the standpoint of making it maybe more clear what we're talking about but it isn't necessarily just recreational facilities right because they might want to hold meetings sometimes they want to hold meetings or use an auditorium or things like that yeah okay elaborates effectively okay anything else on that no let's move on i have a suggested bullet at the bottom here that i added on behalf of your referenda discussion demonstrates an ability to build support for

196referenda in a community yes just to be clear and straight now the two green highlighted ones are similar enough that in order to add the referenda one we would want to remove one of the greens so i'm looking for a recommendation from someone on which one of these you might want to suggest that we remove since they're similar maybe there's a way to combine the two green ones and may highly visible and maintains leadership roles in i'm with you all right we'll do that combine these sentences and get what's most important all right let me get rid of the capital h on highly so that it doesn't look wrong okay all right everybody want to take a minute to look at number at the last one here engaged in invested communities yes she jumped ahead

197of us and added that because we've been talking about it just keeping us on track yes yes proactive because so oh yeah okay remember bird i'm just going to kind of disagree a little bit with the change only because i really think that keeping the last one that we had on there is highly visible and actively participates in school and community activities is a lot different than the leadership roles in education and community organizations i think that one actually could be combined more with the second one from the bottom demonstrates a commitment to the community by working with diverse organizations and community groups that's very very similar i believe to maintains leadership roles in educational education community organizations but i think both of those are totally different than is highly effect highly visible and actively

198participates in school and community activities i think there are a lot of people that's probably going to be a pretty big high priority if they see the superintendent out in schools okay so to familiarity public school actually they're going for two different things and and the reason i'll i'll explain that in just a second but let me board member bird what if i put demonstrates a commitment to the community by maintaining leadership roles in community organizations and working with diverse by by maintaining leadership roles and working with diverse organizations and community groups and then we could bring back the other one let's see demonstration by i want to put maintaining leader ship roles and working with diverse organizations and community groups does that solve it there and then i can bring back the is highly

199visible and actively participates in school and community activities ah that's crazy and board member gallo the reason i'm saying that the next bullet is slightly different there was a lot of discussion about that next bullet has familiarity with orange county public schools and the surrounding community because some people thought as we talked through it there was some discussion about so in some communities people say we want somebody who's worked their way through the system they have familiarity with the district we want that other communities that's not a priority and so this one would help to see whether or not that is important but they also extended it to the surrounding community like somebody from central florida who knows enough about the orlando area but as we talked through it we actually we actually explained to

200them that we had a candidate for superintendent in another county pretty large county that person had never worked in that county but what she did was she had gone probably four or five weekends in a row over to that county she took pictures of every school and the community around so she could learn the community she had you know a notebook with tabs on every single school so she had familiarity with the school and surrounding community in a different way and so we actually talked through some of all those nuances for that other bullet thank you are correct at the bottom remember gold demonstrates a commitment to the community thank you so i don't think that any of this language is actually strong enough for the kind of leader we're seeking we have the second

201largest employer in the county one of the most influential parts of our economic structure in the k-12 and in the certifications with technical colleges so what are what would you like us to oh remember this is to gauge what's important to the community this is not the qualifications that we're advertising for several years sorry i was just reminding you this is to to determine what's important to the community not what we're advertising for what you're advertising for is going to be that strong leader that i hear you describing right now this is what we need what this is trying to do is help determine what are the priorities of the community but which ones would you what what pieces here can we intensify i think it's just yeah i think that's what it is intensifying

202one of the lines what was the one that you just edited could you read that again we just added in demonstrates a commitment to the community by my maintaining leadership roles and working with diverse organizations and community groups so instead of leadership roles it's maybe key leader in the community and just flip it a little yep because maintaining is passive right leading is aggressive so now i have it demonstrates a commitment to the community by serving as a key leader and working with diverse organizations and community groups i like that is there another one we can intensify i think that is that covers it both internally and externally because key groups can be you know the sac committees it can be pta it can be the economic development it could be it can be either

203to me it leaves it broad enough to to be seen as that key leader i think what you're looking for and i agree i think you're trying to get to not only do you want an educational leader but you want a community leader and i think that's what that's something that will come out when you're starting to get further into the process but i think that's what you're talking about where you want someone at the table as a community leader as you as right but i think that's important to our parents and our community too because you know barbara strategically has been in the room for many community-wide decisions and ocps has been in the room as we're planning on attracting big businesses and educational components and you know just all of that planning and

204i think that is important to our community knowing that we're one of the largest school districts in the country anyone else all right next okay hang on hold on hold on i think i'm actually looking at the one that's the bullet that says works with government community governmental community and business leaders to enhance educational opportunities and economic development i think that's a place that you could add something like is this comfortable or something to the effect of it being a key a key a leader of being instrumental in working with government community business leaders for economic development that kind of thing instead of it just being kind of like if you look at what i just changed there i instead of i don't even remember was there before but i put leads as the key

205verb here leeds governmental community and business partners originally said business leaders so when i put leader to the front i changed it to partner so leads governmental community and business partners to enhance educational opportunities and economic development yeah much stronger better definitely thank you all right i think we have completed task one is there anything that we needed to do with regard to the back page there's one thing i wanted to point out to you on the end of the survey heretofore so if you had looked at the prior version it said was there a qualification or something that we didn't list and if so would you please list it and then which of the pillars did it come under the community group last night said that's just not a reasonable request so we excluded

206that part from the survey wanted to point that out to you to make sure you saw that change and then there were no other changes okay and the timeline that you provided for us today mr record yes yes chair jacobs we just wanted to kind of give a quick review as you know we're starting our forums this evening we have one tonight one tomorrow night next week i think we have four days of the forums along with the business community leaders group and then on april the 5th i think we're doing your student forum so we'll basically in two weeks be done with that very quickly after that then we'll have the survey closing out on april the 8th after it runs for basically 10 days the online survey then we'll compile all the forum

207input your survey input provide that to the committee your advisory committee and then the advisory committee will have basically two weeks to massage that data look at that data from the forums from the survey to come up with their recommendations to submit to the board relative to qualifications for the job description and qualities and characteristics that they pull from that survey in the forum input and then that brings that would bring us to the april 27 board work session where you will then receive that you would have received the advisory committee's input and then you start developing your advertisement identifying the minimum qualifications the preferred qualifications if any your salary the length of contract all the details that we need to put into the advertisement and then after that meeting we're ready to advertise from

208may 2nd through may 20th and then we move into a two-week period where the board will determine if you want to move right to finalists or semi-finalists but there's a two-week window there for us to do that depending on the direction the board gives so if the board has finished their work on the survey today you approve that survey by the vote that mr messina would request then we're on schedule our time frame is moving along and we're progressing well thank you very good thank you yes so at this time madam chair we actually would like official approval of the survey by the board so that we can then send it to your survey department to get it translated and distributed to your community excellent do i have a motion to approve the survey is

209drafted i'd like to move that we approve the survey as amended and drafted today thank you motion by member cobra is there a second second second by member felder all in favor please say aye aye opposed motion carries hi thank you member gould do you need a approval on the search timeline okay all right no we do not we're fine you've already done that and then i'm done i'm just going to save the file so i can get it appropriately to your team okay thank you thank you great job today folks thank you all the way around okay we're good then this meeting is adjourned have a good afternoon everybody thank you