001Oh this superintendent workshop to order it's Friday October 25th 2019 and we are in the Joe in idle at teacher education center located at 6500 57th Street and we are televising this and we invite the public to always come and attend our meetings in person at this time I am gonna turn the meeting over to dr. Moxley and she can introduce the purpose of the workshop good morning board members thank you for being here this morning and happy Friday to you I want to call your attention to the agenda that we have today originally this workshop was set up to review and revise a strategic plan we obviously will not complete that task and whatever time we have and I will talk to you a little bit about that as we go through that project
002ID tie up topic I'm having a hard time talking on it it's not Saturday yet it is still Friday but you'll see item B says placeholder if you'll recall Tuesday night at the board meeting we did agree to place the second item would be the discussion of the topic that mrs. Farren were brought up about the framing question for the I don't know whether it was a visioning framing question about superintendent and it was a philosophical framing question I guess is how I would describe it so I do think we need to make sure mrs. s1 that the agenda reflects that item D is that topic from the board meeting on Tuesday night that was a discussion item because we'll be covering that today as well so that will be the overview of our workshop
003this morning we're here so board members we're gonna go ahead and jump right into the strategic planning process you have a notebook in front of you and before we get started let me walk you through what is in your notebook because you'll probably want to flip back and forth and we did put online in board Docs many of these items in fact I didn't copy everything of every other school district strategic plan we did cut and paste some samples for you but they are online so with your computers if you want to go back in and pull up the full one so tab one you have a copy of our strategic plan okay that's just the current one for reference tab two you have some pages in there the guiding principles that I brought as
004superintendent for reference and then pages two three all the way through seven you have samples of the values or beliefs statements no I just pulled them from different strategic planes from other school boards which you have referenced a lot of times you talk about Pinellas you talk about Osceola you talk about Hillsborough OCPs has some and then I just pulled some I had some samples from Knox County and Tennessee and different places so I pulled those and we'll look at those tab three I took and there are four pages in tab three the first two pages is the combined information that board members if you chose to send to us so I tried to categorize them so you'll see as we go down through here if it really was a logistic structural or something you
005wanted to see as a requirement I put it in that section and I did put initials after it so I you know you know who sent that then I took things and broke it down into the buckets or the circles in categories so you'll see those and then at the end you'll see that the web addresses for the full plans for Pinellas Osceola in Hillsborough they're in the last two pages in that section pages three and four that's what I lifted from your email it is exact as the board member sent it it's just there and it's just the pure list it's not categorized tab number four is some of the work that the team that you have mrs. Dan Pierre dr. McMahon and mr. Taylor that they have worked we were brainstorming and we
006had some ideas and we wanted to kind of walk you through that I do have a page from Knox County Schools that we tended to like their structure because it was very user friendly and we were looking at it from the eyes of the public a parent a community member a retiree our retired educators that type of thing and then tab five you have Pinellas County's full strategic plan I didn't print it in color but you have it there that's one example I do have Knox County's full strategic plan I didn't copy it because it's you know 40 pages I did not copy Osseo Osceola's for you because it's very much green and when you copy it you can't read it so I we can reference by clicking but I can play around with it
007we just kind of lost time on that so that's what's in your notebooks there for reference so what I would like to do is to start in Tab 2 and have you look at our current strategic plan so if you look at our currency and you can take that out it's tab 1 is our current strategic plan but we have a vision and a mission statement and I'd like you to start there so if you look at page 3 of our current strategic plan you will see our vision and our mission and today I don't want to get hung up on what our brochure is gonna look like let's look at the meat and so my thinking is let's start with our vision of mission then talk about belief statements if that's all the further
008we get today that's a that's a good accomplishment then we kind of had some thinking I'd like to introduce kind of what our thinking is if you don't like it then that's great we'll go a different direction we didn't want to do any more work on it if it was a if it was an Avenue you didn't want so we're gonna really talk about vision mission beliefs and then get into you know what do we want those big categories to look like that's where I'd like to get to today and maybe what our key performance indicators are and then I'll tell you kind of my thinking of some structure but I that's a lot to cover here this morning so let's start with vision the vision statement is to educate and inspire every student to
009be successful and then the mission statement is to serve all students with excellence and you know that can continue but as a new board and as a new collective board if you wanted to do editing or do any further research or review of that now would be the time to think about that so it may be if it's if you want to keep those that not revise them then we'll move forward if you want to do some revision on it if you talk to us what you'd like to see then we won't spend our time together doing all that word smithing we'll take it back we'll kind of put it in some draft language and bring it back to you so let's let's start with the vision and mission statement if that's anything you want
010to maybe educate and inspire every student to be successful something along those lines interesting point and what it I have no idea how to word this but something that succinctly characterizes kind of like successful in whatever path they choose whatever whatever success represents to them and I don't know how to say that right now I think it's not just about learning it's actually about choosing a path and being excellent and successful within it whatever that is and I don't know how to say one of the expressions that I've heard used before that I always felt was really important was unfolding the full potential of every child because it takes whatever that may be that could be a good mission to the vision because that's an actual action that sounds like that would be how do
011we get our children to the vision so whereas our current mission is to serve all students with excellence what mrs. justice it can you reward that this is justice I'm holding the full potential you could just add it on to serve all students with excellence I mean that's one way of doing it somewhere like however we wordsmith it you know we'll get caught in something right now what we're doing is we're just throwing out some ideas and then we'll look at how we can incorporate that I think what it says is that we're willing to innovate I know that mrs. Dampier and I have discussed that before you know not every student's education is gonna look and feel the same way and we're okay with that you know I think that's a sorry this berenberg
012just because I looked it up the difference between a mission and a vision statement and I know vision statements you want really succinct statements so that people can think about them and remember them not just let's put this on paper and forget about it a mission statement describes what a company wants to do now or in our case the school district wants to do now a vision statement says what do we want to be in the future so if we can keep that in mind I think I like the futuristic idea for the vision but you want it distinct and you want everybody to know it so when you walk around I remember when we were training we used to have to ask our teachers what's our vision what's our mission and so we needed
013to know that um I don't think you have to memorize that but I think it's good thing to everybody be on the same page with the same same statement so if you can make them sustained and something that we all believe in I think that's the best thing what I like about surfacing the vision statement is that the vision is a state that exists in the future it's not something towards which we are going because then we are always in the state of going there we are never the vision is the thing we look towards having achieved so educate and inspire is is like acting now what I hear and what you're saying is it's not to educate and inspire it's that every student again I don't know how to word this but you know
014every student has been educated and inspired to be successful the end state is we have achieved this not we are continually working towards it maybe we can take that kind of text I said she unfold the full potential of every child but I think the create you can put together create lifelong learners by unfolding the full potential of every child this might be to create lifelong learners by unfolding the full potential of every student child [Music] okay so here they have a vision mission in core values where currently we don't have the core values but if you look at that it really and I think what they've done is they and then their mission is what we're going what we're doing educate and prepare each student for college career and life and then in their
015core values is really where they explain that their beliefs and what they value and what they hold to be those things that get to your vision and your mission I would be fine with using the vision that vision and mission to be honest with you I I don't know it can be improved upon but then in the core values you would say the unfolding the full potential or defined success by you know you could give it what you you feel your definition of successes creating lifelong learners you said something though that I really liked which was you mentioned innovate an innovation and I like somewhere in this there could be a core value well maybe I'm not sure again because it's hard these are these are important and deeper things to think about then often
016as we have to do in this format but innovation if I think that's hugely important as we we want always to be innovative in what we do we want to be ahead of the curve we want to be adapting to new developments new like all of that and I really like the idea of elevating that notion one of the things that I've come to respect from mrs. Dampier and her team so much over my time in working with them has been the willingness to push teachers to differentiate instruction in the classroom and nodded and just at an elementary level where we were seeing it more not in every classroom but more but in middle school in high school too and so that differentiation that innovation to be willing to say we need you to reach
017every student at the level where they are and bring them to where you feel that they can be successful I think it sounds I mean it's such a complicated thing to do in a classroom but it's truly at the core of how we reach every student right so if we could work that in somehow that that's that's the mindset the mindset that we have is we're willing to differentiate instruction to unfold the full potential of every child and I think that falls in your core values if you know when I look at analysis mission it is very similar to what our vision statement is and and I so let me just throw this out to you you know if you wanted to use the vision 100% Student Success which you would then explain down below
018or or whatever you could take for the mission statement because I like the word that you have inspire in addition rather than they have educate and prepare we have educate and inspire but you could do the educating and inspire every student to be successful lifelong learners by unfolding the potential of every student that may be too long but it does capture what all of you have said but you're flipping those two we're gonna educate we're gonna inspire what we want them to be successful and we're going to do it to be lifelong learners and hold their potential I was saying that as a mission a mission mission and then if you wanted the vision to be one I don't nobody want to use I mean I heard like that I don't know what you do
019I'm not yeah III and I also don't like the idea but I that's why I said when I looked at I thought our statements so much better in what you just talked about student success here if I said student success to someone on the street and Brian and Chris come to deal with this all the time with like testing and accountability and data analysis right what does success mean it's very difficult to measure what success is right because some people might tell you that when we had the perfect score FSA that was success but then as you know for Chris I know and for the team the learning gains you know and now that that's success to write you know not are you proficient but are you working so so it's proficiency success is it
020so yeah I'm not I don't disagree with you that success is such a you know the person on this street makes a success is an a well is that how we define success you know and I I like what you said because I think that's best the measure is when we hear it are we inspired by that statement are we proud of that statement and does it communicate do we it as representing the district would we be lit up to say that thing is like that's our vision like I want to be lit up you know if I'm lit up I want it to light other people up to me that's a gauge like a hundred percent student success okay I'm not really lit up by that state you're not wrong but but just to
021be fair I am NOT above copping somebody else's good info always need to remake the wheel counties and they've had this one for years because I knew it by heart to be the top producer of successful students in the nation that was there that could light could write I don't like the idea of producing students so that means that we're not an actor you know that maybe not the wording you wanna make that's where the down loss is getting out 100 percent student success 100 percent students have profitting a proficiency and above 100 per student you know percent of students being to graduate 100% of our students are coming in kindergarten ready 100 percent of our students are on grade a third grade every one of your key performance indicator is 100 percent students that's
022what in Knox County there's a our vision excellence for every child it's very short yep Hillsboro County is preparing students for life why would it vision be inspiring lifelong learners to inspire the vision is to inspire lifelong learners yes and I would say yes but it's incomplete you just have to just we need a buzzer system on the end oh yeah never know just you know okay um you know I'm a kids at Hope person and kids at Hope says all children are capable of success no exceptions and that's the part that I really like about their statement is no exceptions and so that gets at that hundred percent success but it seemed the same thing that we're including all children and I think that's what we're getting around it is inclusion as we want
023all kids to be success it's successful and what does that look like for one child it might be that they created a piece of art and no other child can create again say it sorry no what can you repeat it again for all children are capable of success no exceptions that's part of their statement so look at the bottom of page 7 of our go to the very the last two lines this is a synthesis statement from our vision and mission but the third line half way and it says we do you know everything we do ensure our students are successfully prepared for college the workforce and life all of our students yeah ensure all students this is we're still we're still on the topic of Miss division right this is our vision we're talking
024about this as our vision well this one kind of gets to a mission part something we're doing for the next time we do this this this is a conversational thing that we're trying to do as a board this could it could not possibly less be less conducive to conversation yeah can we turn this can we turn the table sure i mean ii you know penny moving to the table journey 59 we're back to order and we've got ourself situated where we can actually see each other so we have been talking about vision and mission vision remember and thank you mrs. berenberg for bringing that vision is what we aspire to be meaning the outcome in the future okay mission is what we're doing what we're going to do now to get there so we've had
025a couple different suggestions by our own book on page 7 we could ensure all students are successfully prepared for college the workforce and life that sounds like a mission statement but it you know maybe you all you know want to massage it as a vision I don't I don't know we had we also had educate and inspire every student to be successful life long learners unfolding the potential of every student that's impossible that's taking our vision statement now I'm King turning it into a mission statement perhaps we could combine or compile all of these different things I know usually this isn't the only time that we'll meet about it and you could send it out to us and that way we can look at it on paper and then kind of well next time we
026meet maybe we could come back and be a little bit more clear about do you know what I mean I kind of I'm happy to do that are there any other comments you want us and then we'll go through and put some draft visions and some draft missions based on on any other feedback on this how about us a vision just a suggestion how about to educate and inspire all learners to reach their highest potential as lifelong learners in my personal opinion again just be magnets another I prefer to have a vision statement that that that reflects a current state not something we're moving towards I prefer to see a vision statement you know like that a hundred percent student success I don't want that one but that one says this is the end state
027this is this is how we know what it looks like when we've achieved it so to move towards something is a constant state of moving forward I would prefer an a vision statement something it's a goal that really lights me up as an end state like if we achieved this make you happy we would be happy we would have accomplished we would not still be in process some kind of verbiage to kind of because I hear what you're saying I mean you're giving me a philosophy very helical words that would go to that because I'm trying to undo an end state this is all gonna be just off the top of my head and all students all students are all students thrive all all students thrive using their full potential as I can't I'm sorry
028I can't get there like you know on the clock you know I understand I feel like if we compile these and we see them back and I'm a bit I like to see things written down could I suggest this because you're gonna take your notebooks with you we'll we'll kind of go back and put words of what we think we heard you say I will say dr. Schiff I'm having a struggle putting words to your I can hear just like if like you are thinking about it the next couple of days any of you send us things and we'll add them to the list that work okay looking up one from another organization that would be great if you can switch examples to help so next steps on vision and mission I'm sorry I'm don't
029mean to change things a bit but the top banner on this page here as this community I'm on page 7 it says a community partnership toward educational excellence how about our vision just simply state educate and inspire every student toward educational excellence and then the lifelong learner and the unfolding potential could be our mission educate and inspire every student toward educational excellence personally again I don't I don't want to move towards something I want to have accomplished something okay so educate and inspire every student in educational excellence I'm just these are we can kind of like compile them because I know for me in this moment I'm pretty clear I won't get to that end thing in this so the more we compile we can think about and wordsmith would would be helpful to have
030we got into the graphic yet because I'd like to talk about the graphic okay just kind of bring closer if we're all good if you have any other ideas of wordsmithing that you come up with and you'd like if you will send them to me and Nancy and I will compile vision what we'll kind of if you label them as vision we'll put them there but if you don't label them as anything we'll try and figure out where we think using the definition that mrs. Baran bore cuz that's the definition I would note as well yeah and then descend and that next steps we will compile a list and bring that to you and then the next time you can say we want this we want this we want this okay all right so going
031to the graphic now thank you so I have all the respect for home school parents and ho and and and and Guardians who homeschool I personally don't believe I have the patience to do it so Godspeed because no seriously III but but this this homeschool community I don't know how many people have said to me like homeschool community are you a homeschool like because there is a homeschooling community and that's what it's literally called a car so I've never liked it I've always thought it was a weird like when people say it it sounds funny I think it's confusing and then all of a sudden like I know Jackie had talked about at one point like how it can be changed our graphic or incorporate this more I never loved it so I was like
032how about that cuz it gets really small but then I always really liked the house and that it was very simple like I like really simple graphics but that home school community is just confusing the word the wording home school community because when you say it right I've had a number of people talk to me about it you're talking about the reading around the wording around the house so that is our district logo it is not the strategic planning so it's not our district logo it is our dish came out of the strategic planning process oh well that's the district logo when you house it is a home school around okay like the chimney is the house of the little school bell okay but isn't that our district logo cuz it's on our letter I
033love - how about the words okay okay I'm with you now houses have been around forever frapp we want to get rid of the words I just it's not that I have a problem with any of the words on their own when we put them together we're not a home school community it sounds like it's like people will say to you like Oh or like if Jackie said oh I homeschool I could say to her like oh are you part of the home school community schooling community like got it so what if we just I told you I want the wealth I wanted the welding Department to weld a really cool metal to do the logo in metal okay do we I have consensus to change and make the school district of Indian River so
034then it becomes like Garcia I mean I know what this is justice is talking about with regard to this because once before I've brought this up before you came on joined us here right I brought this forward because because I am a strong believer in the strategic plan driving every decision and just a little background for you my my purpose for bringing it forward I think it was in January and February I'm not sure was to talk about how can we utilize this entire logo more so that we're not just creating a document and putting it on the side so that it is a reminder of all of our goals within our district the strategic plan logo itself holistically I kind of like it Kristen said that oftentimes when you take this logo and you
035shrink it or put it on the letterhead I put it on my business cards you don't you can't read student success as legibly as you can when it's this big right so I get it I understand but I wanted it on my business cards because I think it's important when I give it to someone I want them to know that these are our main goals this formatting here with the circles are kind of nice too if we were to think about for the future because if we are ever going to let's say we decide in the future that we are no longer going to have communication and engage we can very easily just remove that and just replace it with something else or if we were going to add a sixth component for example we
036can just rearrange the circles and add a sixth one there if that was the case it's not a very complicated logo in that it can be edited for our future goal overarching goals that's really my point but that's really a follow up to what mrs. justice is saying when she said that I brought this forward in the past that's where it was coming from our recommendation was to keep the graphic now what we'll do is change the wording and then we'll decide what these circles are and how many yeah I mean then you're not doing a total 100% right you know with that okay all right if you go to tab to the next question and I have is that do you want to include guiding principles so some some strategic plans will have guiding
037principles and they'll have core values some will have core values others will have guiding principles and beliefs as I was looking through I have to readily admit that I kind of liked the Pinellas County and their core core values that's just giving you my opinion they did not have guiding principles they just went into their their core values and then they put them in different categories right order and and that way it's all related like it's different because the the area is to five area strategic plan areas are outlined later in the strategic plan and and there's a lot of information about them I think the core values I mean what I like about Pinellas is the fact that it's an outline form you know that's I'm saying but if you look at theirs it's
038circles but I like the fact that like if you look at cultural competence by saying it's a core value it's an overarching goal there are some things that are going to be core values no matter where you are in any of these things right but rather than have each of these areas and then state something like underneath each area I like the fact that what you say with the core value is all of these things we come at every area here with all of these things in mind as a guiding principle and I and I kind of like guiding principles because it will record values I don't really care it's a web yeah right I understand um so one of the things that when we were doing the strategic plan and that we've we tried
039to do but I think we fell short was Shawn frost had said that equity needed to be woven through the entire plan and if you go back and watch the strategic planning process he did say that and the intention was there but it didn't happen it didn't it didn't right so by saying something like cultural competence it speaking about that are speaking about equity in your core values what you're saying is is that oh there's a lot of other stuff in here but unless you read that core value page that's that's the those are the directions for how you know which way we're heading do you know what I mean like what are we gonna do with this once we prove produce this paper when are we gonna go back to it and say this
040is important are we gonna go back to it when we're talking about negotiations are we gonna go back to it when we're talking about when when Mara talks about what lights you up core values like Mia right that idea that you know you there are some things that to me I'd love the core value page to be like when I'm you know when you're a board member sometimes you find yourself in places where we start to question your judgment or you know people come at you from all different directions the core value should be somewhere where you can come back and center yourself on what your belief system is and how you're gonna approach every situation that's all I have to say about it so while I understand what you're saying I just feel like
041I want this to be like a centering I see the core values kind of like when you're building a house that's your foundation you can remodel the house as much as you want and I see our strategic goals as the remodeling of the house as as you go along but the core values to me is the foundation that will never change in in the work that I sometimes do outside of here in in in restorative work we start from values we always build up from values and it informs everything so the first thing you do in a restorative and count well it's the second or third thing but you always start from a place of identifying the values I could see frankly us doing something like having gotten clear and succinct in the values we
042say them every time we're up there we say them at the beginning of every meeting they become so engrained into the work that we do and the way we interact with ourselves and others that that it becomes so clear people are almost tired of hearing them because at a certain point they're so they're so exactly they're so woven into what we do like every time we start a meeting we have an invocation you know we have an indication why wouldn't we say and these are our core values with you know I think they should be that informs everything we do and everything we interact and enters into every space where we interact with each other or with the public so if you look at the guiding principles where's the guiding principles page that we have
043so if you go in tab - I've given you some samples so let me just tell you what you have we pulled from other things the guiding principles that's what I put out a superintendent you can pull any of that then I just pulled samples here and gave you a list this is page two of tab two and you could go through and highlight I'm going to tell you tab three and I'm gonna disclose where I got this from because we were at a visioning session with a Learning Alliance on early childhood this is the draft of there and they they knew I was sharing this with you but it's an example of and they did a good job writing their values that's just plenty of information you have pinellas in page four look at
044pages five six and seven though no I mean you can and so you know Orange County and Hillsborough their values are just words you know high integrity I tend to like more of a statement because a value to me like what you're talking about not only is that what you're saying you're living by but you're actually living by that that that you're communicating that's the expectation that when they see the school board working they see any employee in our district they're working and they're walking the walk in addition to talking the talk at the beginning of the meeting saying you know we want to remind everyone of the guiding principles of the school district leading with integrity we are you not at imperfect and we are committed to excellence but now we'll call this board
045meeting too you know or whatever I don't it gets that's pretty clear reminds me students are number one priority I would even just say students no I like acknowledging the fact that our district includes students and adults who support those students and that when we when when we dichotomize students from the adults it communicates something competitive or something out of her cereal and I don't want to do that I'm just going to disagree there it is the purpose is to educate sleeping - yeah but how we do that we we care we care about the adults in our district - but here's the thing but did I have to say this because this way I'm leaving I was saying something safe before sorry I was saying something I tend to do I would disagree with
046you on that point staff members and teachers are incredibly important faculty and staff are incredibly important we without them we would never be able to educate our students but even they are in it for the students even they are working for the education of our children so putting our children first really ought to be the very essence of what education is it's for the children it doesn't negate it does not negate the fact that we honor our faculty and staff at all I don't believe that if we did not include faculty and staff or teachers in our core values that that might intend to mean to someone that they're less important to us or that we don't honor or respect the work that they do I just think that when we're doing our core values
047it really is the place of thinking ahead of what is the main purpose and reason why we are here you know anyone's values are what is number one I mean it would be number one or number two in this case we're doing a few of them of what means the most to us not that teachers don't but students are the purpose why we're here to educate obviously to inspire obviously and to to teach them so that they can grow up to be functioning citizens in this world to give them options of choice so that they can choose what is best for them so in this instance I would slightly disagree with you know what you were just saying and I hear what you're saying and I was criticized I've been criticized I've seen a little
048criticism of social media in the past my husband I have four children there are a lot of things that we could do in our house that would make our lives easier for us but we make certain decisions because it's what's best for the kids and all adults need to do that all adults teachers staff members and I think they do it every day everyone in this district office you put sure you put the children first you know it'd be it'd be nice if my kids went to bed at 7:00 because then I could go and take a shower and go to bed too but they don't go to bed at 7:00 I've got a you know a teenager up at 9:30 doing homework so I've got to be up and with her so I know
049I'm oversimplifying but what I mean is I when I say things that impasse or whatever and it becomes misconstrued that I somehow don't value teachers or value I absolutely do value the adults the kids need the adults but if we're always putting kids first that should be what's best for adults always putting kids first everybody's and I think I'm a teacher that's my goal can I make a suggestion to add to this because we have we have employees we have a student but I really think that we need to add something in here and I we can wordsmith it as much as we want but we strive to include parents and caregivers as participants in children's education partners said that again what did you just like we strive to include parents and caregivers as partners
050in their in their children's education I feel like you add that in as a volume as a fourth is the statement you're having the most trouble with is just the one that's underlined here the other bullet points are no I don't actually have a problem though oh oh I don't have a problem with that I have so an analogy I used once at a at a conference that kind of gained some traction was the notion of when you're on a plane and they say to you if the plane loses pressure put your mask on first before you can help you know the child thanks to you and I don't want to forget I don't want to not acknowledge the oxygen we need to give to everybody and and I and so what I'm what I'm
051aiming I don't I don't I'm not disagreeing what I'm trying to avoid doing is dichotomizing that by supporting one where somehow not supporting the other or by suggesting we take care of students it somehow says everything else is seconded to that because it's not it's part of a whole environment within which we sit and if we don't also acknowledge you know you talked about your husband and your kids I have a different experience but it's to the same point you know it's weird in a public space but in order to take care of my child I had to make certain concessions in the relationship I have with his other parent in doing that I was supporting me I was supporting his other parent in service of my son certainly but it wasn't it wasn't it
052couldn't be to the detriment of what I needed to do in order to create a whole environment that worked a holistic environment were at all works not just privatizing prioritizing one element of that environment so can you give us some wording that would add to this yes maybe not at this moment okay every employee at every level in every department works the same individual I mean that's about as good as it gets to me everybody again I'm not saying that these are not but not I hear you saying something's missing here that addresses yes adults that addresses so the like it's it you know in in permaculture for example you don't fertilize the tree at the expense of the grass you put things next to each other that support each other so and that's what
053I'm trying to add you in the next couple days or week put wording so I'm gonna put down here that you're gonna give me some wording about the adults that we could then bring for yes would that work yes okay great great great great I just wanted to go to the second I have two comments the second bullet reads we're all on the same team every employee at every level in every department works toward the same mission to provide every student and it with individual opportunities to excel with the inclusion here of every employee would would would what miss it with with what dr. Schiff is going to suggest to fit in this second bullet could be or would it be something to replace the description of this second bullet both well it depends on
054what she has for wording I think because Matthew it yeah so we already have it it would either be a fifth bullet okay or it might something that connects edited in there about our school family we are committed to supporting every member of our school family at every level in every department I like the family / something like I don't know that that's the wording yet but that's the intention you know one doesn't thrive without the I understand that you know you're right so I think if you could get one more bullet that captures that family adult well I actually think that the second bullet instead of saying we're on the same team that is the United and purpose so rather than the what is underlined as we are on the same team it would
055state instead we're all united in one purpose or we're all united in purpose and then in the description explained we are on the same team we include family of whatever is we could add a sentence or two maybe that that is where our united and purpose really I mean I think it ought to be we can get an add a sentence or two in that description and keep it to the eye I did have my second comment was on the third bullet I'm having issue with the word results here everything else ok so we are committed to excellence we embrace innovation monitor progress focus on results and make every day and every effort better than the last that word results gives me this test focused you know teaching to the test kind of change into
056the feeling okay but I was actually thinking instead that we focus on and I'm taking this in part from Miami Dade's values under their equity they have a value here under equity so it's kind of in part so we embrace innovation monitor progress focus on fostering an environment that serves all students as our number one priority focusing would you read that again focusing that we focus on fostering an environment that serves all students as our number one priority potential you could do that but she might put that in our mission right but if you don't you could put that on we're right that's exactly right that serves all students could you read the rest of that for me fostering an environment that serves all students as our number one priority okay thank you but mrs.
057Justice is right if we don't choose the mission statement that we were talking about earlier yeah wait I'll wait that for you too no I got it if we don't select the mission statement that includes unfolding that's unfolding the potential of the lifelong learner we can actually put that in this place instead this was great okay all right so we can either call it core values we can call it guiding principle with that one page and get do you what do you think about core values versus guiding principles do you have any preference on what that would be called or how that would think core value speaks to you as a person whereas guiding principles speaks more to the organization so I might have a core value that defines Who I am but that really
058doesn't have a place necessarily for this I do but it's I mean honestly like that's I just highlighted to find the - what about core beliefs what we believe you know well what is your what is your what is your feedback on that just not that we're gonna go there but I just wanna I think core values core beliefs I think that an education there are a couple opinions and it could be your core value but that might not necessarily play out in what the organization but I again word thesaurus er a little bit and it's a no but I just wanted your opinion on it I think I thought the definite your your separation of the two made sense I think so too but it also makes me think because you know we are
059an institution made up of individuals right and we bring that what if we have guiding principles and our guiding principles are informed by our core values I really do like the idea of having values in this what I'm not entirely comfortable with is you know the five six seven of us deciding the core values for the 2,000 people in the district and I don't know that we have the time or the luxury of having a more inclusive process around that but holder you agree with you but that's why we're elected officials in this position to drive the policy to drive the vision and to drive the district in this capacity and I'm not I'm not disagreeing with that but there are certain values values are very personal mm-hmm right and values are personable to every
060individual who looks at them and who to me values are an inclusive process I don't know that we have the time or the luxury of doing that right now but I can't tell Terri what her values are I can't tell Chris what his values are I can only say you know what mine are in this and and so I so at so moving forward in that process I'd like to see it as kind of an iterative process but I like the idea of maybe having guiding principles inform by value yeah I was agreeing with as far as the guiding principle it says this is what it says well this is what we're believe in as an organization but it's it means to me more personable these are our principles this is what we believe in
061without actually saying the belief where you can get into people saying what you're telling me that's really not what I believe it's a little different if you use guided principles the word guiding principles it takes that it says my question to you would be if you were interviewing someone and they let's just say we're interviewing the superintendent right these are our guiding principles we agree with what the guiding principles are if we interviewed somebody and we said how do you feel about these guiding principles for the district and they had a problem with leading with integrity everybody being on the same team or being committed to excellence we'd say have a nice day so it's okay to have a threshold and in like it or not we're kinda in the place where we're the ones
062who have to you know I just think when you're doing this if you put if you keep in mind relationships first I agree with you I think but I think those statements right there are really important relationships first and positive and supportive culture those are things that when we ran for election we heard over and over again and we know that that's something that we're improving on or trying to improve on I will will take and inform that yeah please do because when you think about the relationship first aspect I mean I think that's a guiding principle we believe in relationships we believe in putting relationships first I mean we know that nothing no learning happens in the classroom without that relationship so if we can put those two yes thank you and and I
063think one of the things we want to think about is what you as a board are doing is you're setting this the pace of the expectation what all of us how we're all going to our way of work if you will our way of professionally acting where the expectation is how we're gonna do our way of work we're gonna do it with integrity we're gonna do it building relationships we're gonna do it with respect to all students in all individuals all individuals I was asked a question when someone said what's your meeting about today I said we're doing we're going over the strategic plan and someone said why are you doing that when you have a new superintendent that's gonna be coming in don't you want to do that with the new superintendent I said
064well I said work can't stop I saw a board stop doing some work because they wanted to wait for a new board to come in and I never felt comfortable with that I know we struggled with that a bit what's your opinion about I've thought about this because we could put it off and then you'd be in january/february and you're not gonna do this in a day or two you're gonna we are going to be very very lucky if come January you have a finished product to be honest because it's gonna take us you know because you you've got you you're not here for we're not doing a three-day and you don't do it in three days but you do it in sections along the way so my thinking was for me is to put
065get a framework together just start building it so you have a draft it will help you during the interview process for you to have this discussion because it frames what you're going to talk about next this morning but then out of respect to whom every year new superintendent is is allowed them to come in and review and give you some one of the things that from a past experience that we looked at collectively as a group is because after every two years you have an election that the one of the school boards that I was working with they they had a policy that January every January after an election it was mandatory by the board by policy to come back and review the strategic plan because it honored whomever was elected to the board if
066there was no change they still did it they still looked at it and said okay are we still good with us moving forward if there was a change whether it was one person two or three people they came back in the new board had an opportunity to look at it so that was that was how they did a systemic kind of way of work to keep things moving with her face has changed if a superintendent changed it was automatic whatever time period the superintendent there was a window of time that that strategic plan had to come back I think it makes sense I think one of the things that struggled with this we went through the strategic planning process it was interesting there were things I liked about it there were things I didn't like
067to like about it but I think one of the things I struggled with as a board member was the fact that you know we were here for two years we worked on this some of our voices in it some of it is in our voice but we had kind of a toxic environment where there's some good things about this there was a lot of work a lot of district staff that worked on this quite a bit and so this idea that you have a new board you come in and you change everything the toxicity of the past has cult has unfortunately tainted the document do you know what I mean so when you guys came on you really shoot your clinics I'm working it's not working it's it's broken you know we're not we don't
068have smart goals we don't I think it's important to remember and you'll see what if you have new board members that come on but the work that you do needs to be valued and respected right because people come in with new ideas but we're in an interesting place right now with three new board members and a new superintendent that's about as green as a would you agree that's about it gives different perspectives it's good if you could shake up the snow globe we shook it up as much as we could you know as we move forward I hope there's some things that are good that we get to keep and you're you're doing a revision you're not doing complete overhaul if you're doing a complete overhaul then there's a whole major process that you should
069be having community town halls and is you're doing a whole I guess my point was we have a new superintendent that's gonna be coming in and working with them I just want to make sure that we leave the space for them to be able to feel that it's theirs too I don't not value the work that was done the only criticism I had was the smart goal and that's a tweak that's an addition criticism of that that work wasn't done it was this can be improved and me document this created can be improved progressive we improve things so I don't think we're not value we need the work that was done because I can't imagine starting this from scratch I'm sure that was a lot of work they know you know honestly I don't take
070it as criticism because I know when we we both started this there wasn't anything and you know and even though it wasn't to perfection at least it was a starting point for us to look at improve and and for me I knew this was something that was going to constantly need tweaked and so that's that's perfectly and I think also we found areas no I know I've submitted two of them that maybe weren't included here that I felt really I felt oh I see something that maybe they didn't consider so I think as we move forward I think that's the way we need to look at it is that we can just improve a document that's here if we could you know maybe we reframe this as the strategic plan is a living document it's
071not something that is stagnant in time and if we look at it as a stagnant document then we're not actually doing our job the point is that this is a document that lives that evolves that breathes with changes in it it honors the ancestry of the document but it also honors sort of the the youth and moving forward it's a five-year strategic plan I want superintendents driving the ship right or steering the ship I just want to make sure that they feel ownership over because I'd like someone to be here for and I think yeah and with a superintendent coming in to whatever what is the configuration of the board at that time the superintendent also needs to be able to work within the construct that they've got if this is the strategic plan that
072they've got that's that's his or her job sure and but but this document has to be a moving breathing document it has to be continually subject to changes in the time the environment the people and if we don't think of it that way I think we do ourselves a disservice okay we probably have about seven minutes left of our time before we need to move to the next topic that is on the agenda I I think I want to ask I'm gonna ask you two questions or one question and kind of give two options and then if you reject either one of them then we'll come back to another and that's okay if you do so you have the current format of this and if you're thinking is that we're only going to tweak a
073few of these and maybe add a few that's fine then this probably would be keep this format the staff we talked about and that's what's behind Tab 4 let me just walk through what you have in Tab 4 and then this will end with let me tell you what's there let me tell you what our thinking is and then we're gonna send you with the homework to think about this so when we come back we know or you can give me individual feedback so as it as a team we kind of went back and said you know we really saw that we needed to honor the work of the equity committee and the equity plan and that achievement gap that disparity in discipline and those kinds of things so we came together and so on
074page 2 which is this this was our attempt of our thinking just we just were sharing that with you and in this particular one we identified and I will be honest with you when they brought to me my first week here that 12 or 14 page spreadsheet that was this long I will tell you that yet even though I was a business major I went on significant overload and to this day I still can't wrap arms around all the statistics in it to get so it was just it was too much and I'm thinking if I'm having a hard time with that what would it be for a community member who doesn't live and breathe education everyday when they want to know do I have employees to go to work did you did did they
075get a high school diploma did they were they did they master to proficiency or above proficiency did they get into college did they get you know so those kinds of things so we went back with a key performance indicator mindset of seeing if if the public what could make this most user-friendly well this is a representation of what our thinking was and you may not like it and that's ok we'll do it however you want to but I'm just food for thought so we started with this this arrow not anything to to but other than it's an arrow like moving forward moving ahead moving into the future everybody moving forward and Student Success is the main thing but the green arrow is kind of the the encompassing that strategic partnerships and equity touches everything it
076touches adults it touches the hiring it touches professional development touches should touch our finances everything encompasses there and that's where we put the achievement gap that would be any and not just the african-american achievement plan but closing the achievement gap for all groups poverty students with disabilities Hispanic and the african-american achievement and you may have several plans that that follow up under there and the discipline disparity if those were priorities again could be anything you want but in within that because we have strategic partners across the board then we have the Student Success circle we have a high quality workforce circle we added in excellence in business and innovation because I kept hearing innovation innovation innovation and we kept hearing that we've got to do something to be strategic about our finances and linking the
077strategic plan to the finances in the budget and so we have that there and then we grouped culture climate and communication together so again we stayed with five buckets if you will we could easily make it six and then what we did is we looked and said okay if I were the average public person what were the key performance indicators and you'll see those in the little boxes and and again they can be anything you want we just went at it from that framework and again we need to identify if you want the bubbles by the bubbles to say the same we tweaked them a little bit and this page in your packet is what we tweaked it to just so you can compare and I know I'm passing for some more information before you
078stop and pause and also in this section we really looked at Knox County and here's a page and if you look at it they'll have their first goal focus on every student is theirs they have why is this important so there it's like Simon cynics begin with the why we're telling everybody why is this important to us why is it so important that we're addressing this and we have a snippet there for that and how will we do this well these are the things you will see being done these are your objectives strategies tasks whatever you want to call them and obviously then at the left side you'll see the performance targets there they are and so with that Brian being the creative one he is he attempted to start to put a template together
079and so the next document you'll see and it will not be my picture there but then he started to put a template together that okay if we were doing this you know we would start to build it out and then the meat would go into it so that was just our thinking there and then the last page here is that you know that 14 long page we would take the 18 key performance indicators and we would build okay here's what the indicator is here's the definition and descriptor and then over here here's current state here's your target state maybe you would have your aspirational target you know which obviously with students would be a hundred percent but then you would have set multiple years to measure so you would get trend data and I can
080wrap my arms around the page or two pages but that was our best thinking and this was looking at it from a macro and then my vision would be each department along with each school would then have a sheet that each takes each one of these circles and they would put their SMART goals that is for their department because if finance they should be they should have a SMART goal for Student Success absolutely you know maybe it's turnaround time for processing purchase orders to get equipment in the hands of teachers and students maybe that's what it is bus drivers a transportation you know maybe it's 98 percent on-time arrival and we're measuring it against that you know whatever it might be but that but if they that's how they're that's how they're supporting student success
081because they're impacting academic learning time so those are just thinking but that's a training and a process but that was our thinking just for a point of conversation so when do we say yay or nay or is this the time well I know that you know I want to make sure that we respect the second agenda item and I know you're going to have lots of conversation on that that if I wanted to introduce it if you wanted to think about it if you want if there were if you wanted to say five minutes have comments about it and then we come back and we schedule another time if you want to just tweet and then we have okay so I think it's right in general overall love the suggestion I think it's great I
082think it's readable I think it's clear I think it's user friendly so yes there are things that I would tweak as we move forward and I know we have to do that but the one thing that I because I know we'll we'll tweak some of the the specific goals we haven't gotten to that part of the conversation yet right one thing though I really like the notion of this arrow and I liked the way you explained it I don't know that that's immediately obvious so I think about how we create that immediately obvious and the other thing is I almost want like outside of the green arrow I want the relationship thing like it all sits inside the relationships or or I want within the green arrow something that highlights the relationships first which I
083had mentioned on my notes are you so I but but in general as just a statement of do I like the format do I like the intention absolutely think it's terrific and and I think it it improves considerably in communicating broadly with you know what are our goals and intentions so we're on a team yes I I love the format I love the suggestion I love the the work that you put in I don't Brian you put the work in what it might look like just a quick this is not really my major comment but when we change the wording inside of this logo here if it sits next to school district we're just gonna have a duplicating or what are we doing okay so whenever there is the wording we're not gonna have it
084duplicated twice it's just really just a question no that's good so we'll basically have just then to house locals one alone and then one with the school district okay my question about the key performance indicators here right on this arrow is though I love how this was created I I don't see is this for us or is this going to be included in the document it would be included in the doc so is it included in the document in this format with the arrow going up because if that's as someone's turning the page do they read and then turn going up I see it going across landscape I'm just I'm just saying that because yeah we have to envision it now in in terms of when someone opens up the booklet right now we're changing
085the entire format well if we do if someone turns the I'm just curious as to its that's something that we so if I could clarify then just rotate the verb the words going up just a dot we could do that the other thing is student success all of these are key indicators for student success academically but I don't see the social and emotional components there are other indicators of student success so are we only going it might not be a question for people but are we only going to include only no test indicators essentially or do you see what I do okay I do I just didn't want to interrupt that's okay you were saying for it what we saw along the top there those were the gatekeepers to efficiency on the academic side of
086the house okay not to exclude your social emotional and you may have in your document an objective that you will put that and you may it's not that we're not me there's so much more we're gonna measure we're gonna measure everything that's on those fourteen pages it's just that when we're communicating to the public and you're putting that district report card these are these are the gatekeepers if you will like kindergarten readiness that's the gatekeeper of how you measure your early learning all right you know early BPK all those programs coming in that's a gatekeeper and you want to close that gap you know third grade is a gatekeeper you know so those are these are more of what goes into the student or the school grade and the district rate if you will you
087think about that the social-emotional is also in the culture class culture and education as well as the strategic partnerships the discipline disparity I see that I just want to make sure that our that I understand yeah that these are the academic components correct because it's a student what we have here a student six and I know this is a work in progress this is our first meeting but when we see students success me as an educator I know there are many so you and we may need to clarify that those are academics to academic success and even gatekeeper to academic proficiency I mean gatekeepers Jack I mean I like that wording to it's very unique and yet it means exactly the same thing so with high quality workforce you have retention rate diversity of staff
088investment in staff investment in staff is very open for me I don't know if we are talking there about leadership opportunities training professional development might we be able to you would build that's these are this is a category well so remember you're starting macro and now you're kind of coming down actually it would be like this I guess you know if you think about it because now you're gonna build investment and staff would be that could be your leadership that could be true or training it could be your professional development yeah anytime you're doing to develop people that's yeah and so really we didn't go any deeper yeah but it's one of these buckets you'll have objectives people sometimes call them strategies action steps there's a variety of words you might use but underneath each
089one of these that will build the medes I mean that's actually where you're gonna get to when you look what you normally get up and you see the individual this yeah it's all this meat so under climate culture and communication there's student attendance five star school status it says student and parent survey without question I would add a fourth and include the faculty and staff surveys concern of major survey but I definitely don't want to exclude I mean you'll you'll get them separately but it'll be in that bucket and would student attendance fall in this category and not in which category in the culture climate and communication as opposed to the other student success actually I think that's where it is now it that's where it resides now so that's right we put it there
090for a point of discussion I don't think it should go in culture and climate I think it should be in the other category of student success there was something that we had always looked at culture and climate we looked at employee attendance because when you had a high level absence from employees that signified the culture and alignment was mean that's fine I yes and I'd say here I think with the staff I understand that I think that felt in the every tension I think but I'll double check I'm gonna make a note about that yes it does I think that's where we we ran into that's why your your document became 14 pages because the same statistic that kept appearing because it fell in different places notable buckets and my last comment on this arrow
091is I love the equity piece on here and I love the achievement gap in the discipline disparity but I think that's strategic because we have so many important strategic partnerships I would like to see that separate somewhere so separate separate from equity ok that's my opinion I don't know how the board members feel I just think that they are so unique our partnerships in this district are so we should they all be I do I just don't know if we should put show it because as we're describing here strategic partnerships I'm not sure what we may do because we talked about this is the green arrow is your strategic partnerships and then you add a sixth bubble that is equity I'm gonna challenge them to maybe look at this from a different perspective other than
092the era just just an idea I don't really see when we look at strategic partnerships in equity I'm gonna agree with Jackie we have strategic partnerships that support our students in many different ways and not just the achievement gap in discipline disparity and I want to see myself in my family as being represented in this strategic plan too we have a lot of families that are very actively involved in their children's education we have a lot of students that are performing very very well in our schools but may not be doing AP or dual enrollment and sometimes they make choices to do different things they go to private school or they go to magnet schools or they go to they don't I choose public school in a very philosophical manner for my children because I
093believe it's the best learning environment for them to learn how to grow the lifelong learners who are able to give back in our world it's an intentional choice right I just want to make sure that we are representative of every of all of our families and so I don't really I don't achieve my cap in discipline disparity are incredibly important and we recognize it is a glaring problem in our district that we have to address head-on and we have to make some changes but I want to also recognize the importance of fostering enrichment opportunities for our students and I'm not really seeing that here what I'm seeing is I see my kids are passing some tests are my kids passing tests yeah my kids gonna pass EOC you know but where is the where's the
094enrichment of does that make sense absolutely that was the social and emotional component part and the other student successes that I was referring to before it's just I think what we could do and part of that we wanted to catch in the innovation piece but I think what we could do is separate those two out have one for equity that dealt with that because that is a big priority and then have one strategic partnerships and enrichment all right you know I can see where it weaves throughout this whole thing but when it gets down to it you don't want a 48 page document you want something that you can work right so I think we need to designate where things go right do I think you know it's great to say that it goes in
095everywhere but you know then it becomes very great black and white document I like the stakeholders survey because I think that's important that we're I don't see anywhere in here with a status and I hate to bring up that big bad thing what do you what you said school great Oh school greater a district oh oh oh eh eh things we're doing to get there I know those are the things that are going to get us there no no no but good point going back to what Laura said about foundation if we were gonna change this in some way because we do have the logo of the houses is there something we could do about using the house idea as the structure for the building blocks just if we didn't want to do a narrow
096area looks like the roof of a house right so if you flipped it and get a wider base and made it look like the schoolhouse which is our responsibility the schoolhouse then could you a you know top of the air the point of the arrow becomes the egg oh the rest of this though the the template that Brian came up with I think is fantastic it is thank you I mean I know you cover you took it from the other one but I like it a lot what I like also about um just piggyback me I'm sorry what I like also about template here is the inclusion on the key performance indicators the achievement gap that I see that for each part of them the indicators for that part are included in there so I
097under culture climate and are you how many of us just since we're on this topic Kristen Kristen answer how many of our schools graduation start school status Austria so we're telling our principals then that this is a priority two points I'd like to make and then I'll just email you going back to what mrs. justice was talking about well we're in this is there a place for our family and for me our family where our strategic plan really was key and may helping us be successful is the communication and engagement as a parent you know coming in on the board communication wasn't there but now I feel like we're at a level that it's just getting better and better and also the engagement part is very important to me because you know I need to
098know that the doors are open in my in my kids classroom for me to come in and you know take part and get to know the teachers and and be engaged that way so for me I really do like like communication engagement aspect to it because it's so important well that's my at my opinion dance but also I was looking at and I like the concept of the biz excellence in business and it and innovation but when I was reading that the first couple of times I'm I'm reading it and I'm thinking excellence and student innovation are we gonna be teaching business classes so as I'm reading it I'm it was the same thing one of the things that we talked about are we a business you know why can't school be run like a
099business we're not here to make a profit we're giving money and we're giving that money to do the best job possible and to keep the district healthy but we're not here to make money or to save money I mean we're here to save money on we're not here to stockpile it it's the brain I get when I say that I like to save money nobody email me somehow I feel like that I get the concept not like it I think it's something that we need to make a priority but I'm not really use of taxpayer dollars or community and that's fine because I think now that you're we're adding that strategic partners an excellent or in an enrichment that innovation would more naturally fall there and let that just focus on your fists somewhere in
100our strategic plan we never mentioned those are just mix again again not we're not living in anything but those like I said those were the three things that you had the most eliciting about about you know in the finance area your fun Val yeah your business ratings and audits you know those were the three things that maybe kind of in the Williams for this document I think you could probably do it in a more overarching way these were just your key performance indicators and maybe those aren't the right key performance indicators you've got culture and climate and I'm looking over John pesky gun hmm you know where's the safety in here it's in it's in the fist it's in the business because that's your operations that's you that's your five-year capital plan that is your
101safety and security plans that's why that's why you may want to say business and operations I don't know the reason why I bring this up is because I think when we're all done I'm in your shoes I'm gonna look at it okay where the where's the clear vision for me and I see that clear vision now in here so I want to make sure you and I just want to add on to that because again again this is just me and my philosophy and and you know I'm just somebody else may have a different opinion but when I look at this and I'm in and I'm gonna use mr. Teske as an example his division his division they should have a metric in their division that supports student success mr. TV absolutely all the way
102around all of those so even though they're gonna have more in the operations piece but they should they should have something that attaches that they're working with the high quality workforce they should have something that has to do with climate culture and their community when to make is I want to see safety in yeah 18 yeah I agree with the safety part I would like to see something on that I think we should talk through the degree to which that's also part of culture and climate and how we make safety and security in addition to John's mr. Teske x' roll around target hardening but that's also part of climate and culture and security but that there be a specific piece on safety and security I agree with secondly this the strategic partnerships and equity that
103we now are talking about strategic partnerships and enrichment enrichment but we then break out I would like to see equity and I'd like it to see a separate category called diversity equity and inclusion and potentially diversity equity inclusion and accessibility those are terms that are commonly used now that we could get aligned with and in front of as a district can I get to make sure I diversity equity and accessibility de I or de ia is commonly being used now and I'd like to see that as its own right event right I I will I said split out equity but I've overlooked title it's what you did further to Terry's point I was interested to see who you had at the table today I like I've said before I've like been on committees before sometimes
104you know people start talking like we you know some of us have education backgrounds some of us have business backgrounds none of us can do anyone else's job right here right now I was curious too you had around the table I almost like to see your cabinet at the table only at strategic planning because I'd like I think that Ben brings some things that would be interesting to hear I think John has experience as a district leader in this in this school system as an administrator in the school system I think he brings some interesting ideas mr. Fagin you feel about no I just think without question I'd like to have them here so that if they have something they want to add I want to hear I don't want you guys to feel like
105you don't you I want you to jump in and tell us stuff I mean it's not that many more people will add them to the table that's not a problem I think we I think it's just in general just for a new superintendent coming in to know that it's not just that one leader but it we know that it's that it's your cabinet that you work together absolutely this is great thank you doctor we're closing this topic we are calling exact order at 11:28 and dr. Moxley yes um this particular item was added as a result of our discussion at Tuesday night at the board meeting and mrs. Baran board brought this up and you have a copy of the framing question that she referenced and I'm not sure how you want to proceed with
106this question can I how you went to answer can I make a statement um there I guess the reason why I brought this up is because I know when we have hya here our time is very valuable with them and we only have so much time that we have budgeted for with them and to keep that succinct I think it would be important for us that you know we get into these philosophical conversations about you know how we feel and there's five of us that have probably differing opinions about what we're looking for but I think it's good to err kind of some conversation before they come not that we want to make decisions before they come I think it's more of a you know there are two thoughts in mind I had about let's
107have a discussion about and and maybe if we can just keep to these two thoughts so that when they're here we already have that talked about and that is how do we come to consensus on this decision as a team and then how are we going to consider all the stakeholders because you know we have all these different groups and partnerships and kids to think about teachers to think about employees to think about that we want to make sure that you know we're making the best decision so with the framing question is basically you know how can we select the best superintendent so that we have those two thoughts in mind and sometimes we get off on a tangent and have these long discussions about you know philosophical beliefs about these things and I can
108see that this could happen I just want to make sure when hya is here that we're sticking to that point in because it's it could be I saw the last time how it went and I'm just afraid that we're not going to get everything we need to get done so I think these two things would be great to hash out we do that so what we're gonna do is we're gonna go around and have each person speak briefly and then let's just try to get around and not let's just try to get a nice that time a little bit more equitable so how do we come to consensus I thought it was interesting the last time we were a much more disjointed board but we did actually come to consensus fairly well and I didn't
109feel it was has organized the process so that I would like had at that point but we have we did okay yeah we did great okay but but so but I think that's important I liked the SWOT idea that you brought up I really thought that that was an interesting way to look at it especially because to be honest with you I've given this a lot of thought I don't know I don't necessarily know what I'm looking for I'm hoping that and I'm and I'm hopeful that we may get somebody that I didn't even expect does that mean so I have a really open mind to the candidates that's what I want to hear right so I have a really open mind to the candidates there are a few things that I have recognized that
110I see have been valuable in other leaders that we've had in general like being a principal at some point this is an example for me I've seen dr. Moxley draw on that experience I've seen dr. Randall draw on that experience and it seems to have been a it's an interesting foundational piece that I might look for might be attracted to but just in general I'm pretty open-minded I like the SWOT idea because the SWOT idea to me allows for that open-mindedness that you know it's a very it's a very technical way to go about analyzing and it would put everybody kind of in the same it would allow you to get some snapshots of the individuals but again I come at this very as far as how do we consider stakeholders I hope that HIA
111brings that information but I come at it from a very the very open mind to candidates into being to be to considering someone that maybe we didn't even hmm I agree at the same time as I have an open mind I'm also clear that if I don't see somebody who vows me and who I feel like Wow's enough of the board I'm willing I'm willing to say no actually I am I am really unwilling to not get the right person I know that was a double negative it's beyond settling it's it's like I don't have the luxury of not getting somebody really excellent for this position and I'm not willing to compromise on I think that's happened in the past anyway well that doesn't matter the for me I am heartened but excuse me by
112the way in which we did that process when we got dr. Moxley I think we did it we did a good job and I think it was one of the first examples of us coming together effectively as a board so I'm heartened and encouraged by that and and believe that we can do that again for me the and I know what I'm I I personally know what I'm looking for we can discuss that you know I I don't know when what framework do you want to discuss that and if we want to come to consensus on that I'm looking for somebody with leadership experience I'm looking for somebody who has a strong track record of building culture and climate and relationships I'm looking for somebody who has been a leader in a district either comparable
113to ours or larger than ours ideally but not exclusively I want superintendent experience but when I say superintendent experience I want a district that either looks like ours or I'm not I don't want a superintendent in some of the small districts where it's one high school in one middle school I want something comparable to what we know to be a superintendent I'm looking for somebody who interacts with me with integrity truthfully and respectfully and I will see that both in public spaces and haven't finished discussing whether we'll have private meetings for me having those private meetings is not about taking something out of the public eye it's I want to be very clear going in how somebody interacts with me in front of the cameras and not in front of the cameras that's not a
114mistake I'm willing to make after the decision is done I want somebody who demonstrates attention to issues that are important to me I want somebody with experience and attention to equity issues I want somebody with experience and attention to broadly framed security questions and not safety and security and not just target hardening but understand how the whole context of culture and climate feeds into that I want to see their experience and how they've built that in the past I want to when we get that far I want to hear from other people who have worked with them how that process is gone not just the people they tell me to check with but I want us to have clear agreement and consensus about how and when in the process we're gonna do that should I
115keep going I should I keep going but I mean yet neither and I wasn't going to but but I'm not unclear about this and maybe because I'm not unclear about it as an individual is different than how that is as a group moving forward in consensus but I feel like our process with dr. Moxley the process with dr. Moxley taught me a lot the experience over the last however many months it's been with dr. Moxley has taught me a lot due in no small measure to dr. moxley's leadership that has helped me have a much clearer sense of what I'm looking for and I and I'm grateful for her help in this process because I think she has an eye towards things in ways that we have not yet experienced as a board so for
116me to be honest I'm not worried about our consensus on a superintendent I'm more what I would like us to be clear about is the process and the agreements about how we're gonna do that moving forward what we all agreed to in what we will and won't do in that process and how we will present ourselves publicly and with any potential candidate okay that's what's the story I think I just kind of lost track of what we were talking about are we talking now about creating or framing question or are we just what are we looking for in a superintendent what are we talking about I gave you one just to start the topic so we're just starting the topic on what the two points that I brought up which is how to come to
117consensus and you made a good point about what we agreed to in the process I like that and also considering all stakeholders second I agree with that and what I think would be helpful either we either we have to create a time to do that together or we have to do it individually and create a time to come back and talk about it both things are valuable in different ways I also think it's important like we did with dr. Moxley F SBA gave us a sheet but we you know some of us used it some it didn't some of us didn't I created my own spreadsheet which at that which I didn't share with others but would have before it was filled out I think we have to have consensus on how we're going to
118evaluate somebody coming in thank you because that's exactly what my point is is I think we need to look at the factors that we want to consider and I think that's something that I am looking for hya to bring to us is what and dr. Moxley and I talked about this what are the frameworks that they've used for that in the past and we will either use those or we'll create our own and that's what I part of what I anticipate coming out of our decision when we meet together but I know for me I've been through hiring process these a number of times and if I don't like there is I'm gonna create my own spreadsheet with what I think is important matters to me moving forward for a superintendent you were sleeping before
119now you're awake that's funny I believe so I I I know what I want to say but before I say what I want to say I need a little bit of reminder and feedback on the SWAT I I know in my head what I'm thinking but what are what are you thinking when we're talking this SWAT idea what are we talking about see what what it looks like is you basically create four parts like this and you've got strengths weaknesses opportunities and threats and in each category you write what do you think are and and we can make a decision about what do we worry either talk about this from the perspective of an individual candidate but more specifically in this I think it's about the district what are the strengths of the district what
120are the weaknesses of the district what are the opportunities what are the threats and how do those things potentially help us decide who bets fit best fits for our district given these considerations okay I think as a group collectively that can be used in analyzing candidates to move to the finalist level there's something I also use called a grid yeah right wait till I get to the post of the guy a grid analysis and I I do that sometimes for in personal decision-making but I identify what are the characteristics that are let's say for example I I did this when I was choosing a school for my son and I looked at I listed what are the things that are important to me about a school and then I gave them a ranking of say
121one to five how much does this matter to me and then I added it all up and something would come out it would come out with a score sometimes the score surprised me I realized in doing the score that it didn't actually reflect how I felt and that I had either overweighted or underweighted something or weighted things equally that we're not equal in my mind that type of analysis has also helped me that could be valuable in something like this so I think based on the last experience with our last hour only experience with FS BA in choosing in selecting dr. Moxley excuse me their spreadsheet was incredibly helpful their Excel spreadsheet where we checked off for me it was incredibly helpful yes because basically I did not use that solely of course I read
122every single resume that came in and every single cover letter that came in but of those that I kind of teared down I was able to just categorize who had these qualities and who had these qualities and who had these qualities um so it was helpful for me in terms of organizing all of these resumes that came in in addition to reading the resume and in the cover letter and then of course doing research on them so I'm not discounting that along the process I'm just saying that helped it helped me especially since it was my first time selecting a superintendent it also with that in mind I've never used the SWOT I've used other forms of that kind of strategy for hiring but I'm certainly open to that if the question is do we
123want something of that sort absolutely why not if it helps us to wrap our head around how are we going to identify for ourselves our own strengths and then look for a candidate who can also fit within whatever we need for our strengths and our weaknesses and address these opportunities and so on and so forth as far as a candidate is concerned as far as a framing question or something along those lines because I'm looking at the question that Terry wrote I'm assuming Terry wrote this how can we select the best superintendent for Indian River in such a way that the decision is reached and consists in consensus with the board members I think that we should definitely look at one of these two or both or any I'm open to here if there is
124anything else out there I don't I don't know I've never gone through the superintendent selection process so I'll I'll be as open to say that this is as novice even if it's my second time it's still a novice process for me I've hired and let go of several people in my in my career in my professional career but I was the supervisor a and I was hiring either a coordinator or a teacher it wasn't a superintendent so when I say novice I mean novice and in terms of hiring or superintendent what I'm looking for in a superintendent is dr. Moxley I've said that before and I know that she's incredibly humble but all of the qualities and characteristics that dr. Moxley brings to the table are exactly what we need here in this district it's
125I respect dr. moxley's choice and decision because she had has I guess her own you know life outside of the district it's unfortunate that she won't be able to stay with us I would love for her to be with us forever because she is truly the perfect match for us but she is also chosen for a time such as this to be the person to help us heal in some of the ways that we need before a new superintendent came in I was gonna say a real superintendent but that wasn't right and so dr. Moxley is not a band-aid fix dr. Moxley is has chosen this position to help us in this transition and to get us on the right track starting for example with the strategic plan that we did today the question that
126was asked earlier you know that some might might say mrs. justice mentioned it you know I've been asked you you know why not wait for the new superintendent but this is way long overdue and this needed to be done even dr. Rendell mentioned that we needed to get started with this at the beginning of last summer this summer that just passed so irregardless it is what it is and we need to get started on it so I am looking as I mentioned for a person with the humble characteristics and experience in education someone with leadership experience someone with financial fiscal responsibility someone who has the ability to communicate but more than just a communicator I want to listener I want someone who's going to take the time to hear the stakeholders that will sit before
127them and to consider what is being said because we can have a leader who will listen and do nothing about it we need someone who's willing to be a to roll up their sleeves and get their hands dirty I don't want a paper pusher I don't want someone to to delegate although that is very important that it's not something that needs to be dismissed but I want someone who's also willing to do the work it takes as a team when we talk about team the superintendent is the head of that team needs to be the example for those they are leading so a perfect description of a leader is when someone can look behind you if a leader looks behind them who's following that's how you know that there is leadership qualities in a leader
128that is worth if you are a leader and there is no one following you willing to follow you and willing to buy into the vision and the mission that we have already created and that we're creating now then that's not a leader that we need for for our district I also believe that someone who comes into this position needs to come in as a problem solver as well as an innovator so that person does not need to solve all of our problems but when we sit I don't know how it works with you all but when I sit with dr. Moxley and there's a concern of mine almost immediately all the time almost all the time dr. Moxley says ok this is what I hear this is what I think and here here are some
129almost immediate opportunities for us to start looking at these these ways of solving these problems right or this problem that we're talking about and that kind of quality is going to be very very difficult for us to maybe pinpoint in an interview I mean we only have a few hours with the person so I think that moving into the process we did talk in addition to all of these other things we did talk about the opportunity of having one-on-one I think that should be a part of the equation in selecting because there is a different persona and different information that we gather as a group but there certainly imperative information that you can get from a person one-on-one eye contact communication obviously verbage body language all other kinds of things can be collected when you're
130in one-on-one so I think that ought to play a part in this I also want someone with equity obviously we keep talking about equity and the attention to details but I want someone also who's going to grab hold of our strategic plan and I'd like for this to be one of our questions at some point somewhere along the line what are you going to do with our strategic plan to encourage and to teach model and express to all of our stakeholders principals assistant principals parents department managers how are you going to use this document as a guide to everyone or express to everyone that this ought to be the guide that drives our vision in our mission so I think overarching that needs to be if we're gonna come up with a framing question this
131document that we are creating is supposed to encompass and summarize all of our values our goals obviously our strategic plan so how can our superintendent take this and essentially run with it I think I kind of answered some of the questions may be in part in places but I hope I did okay so I do a grid as well analysis by candidate and their strengths weaknesses and all that the reason why I wanted to talk about this is to kind of get this out so that when when we're to the nitty-gritty we can really concentrate on what you know we all kind of have in mind I agree principal leadership opportunities that person has to have been in that seat I think not just for their reason but for the people that are following them
132you know if I'm a principal I'm gonna look at that leader and say you know have you been where I've been I do you know what I'm dealing with do you understand what what's going on at my school so I think that's important so that track record is important respectful in front of and behind cameras I thought was a really good point they have to be a great commuter that communicator that is genuine you know there's a person that can speak and and you know you've seen politicians that know how to communicate and everything but you know again you're appointed dr. Moxley yes I know when she's telling me she's real honest and and and I think that's a really good key indicator for me is as a communicator that's honest and genuine and that's
133hard to get in a quick interview so you've really got to do your research the equity awareness of our issues I think is extremely important but along with that is a person that can solve their problems through in the word I keep bringing up to is innovator that person has to come up with some new and ideas or ideas that are creative and done elsewhere that have been proven proven track-record this works not just let's try this let's throw it at the wall but you know I've done this somewhere else I know it works I think we it can work here I want somebody that's creative with finances that says this is where the money is and we need to do this this is where I think it can be and and working with us
134to think about ways that you can use your buckets of money because I've been there when you're in a school and you're trying to solve a problem and you're sitting there going you know what should i do what should I do well sometimes you know should I should I get people or should I get things you know that's what it comes down to so I think that that that's a person that I think we need a look at that is how creative they are with their finances and then you mentioned that they they get in there I think it's a person that gets in the trenches they're in the schools that people know them they're not just a figurehead wait castle I've heard that comment when I got to school oh they're just in the
135White Castle so I think you know that's important that they know that that's a person that when they're come through they can actually speak to and will speak to them when they walk down the hall there they're friendly they they know what's going on handi and that's it that's a tough thing for this person to be all that but I think that they'll develop that part um but again having that personality with genuine and honest that'll come along with it I think what we agree to in the process is extremely important and that's the point at which I was trying to bring with us is it and I wrote it down like this and I know it sounds funny but we agreed to agree to what we decided with hya ie calling references if we
136agree with HRA that these are the things we're going to do we all have to agree that those are the things we're going to do and we have to stick to that and to me if we all are getting this out now and we're all saying you know I agree with you I agree with you on these points I understand where you're coming from I get what you're saying I'm going to keep that in mind that when I do this I'm gonna agree that if they say okay we should do this yeah we all agree we're gonna do that I'm gonna follow that and if we shouldn't do that I'm gonna agree with that I'm not gonna do that I think it was a miracle honestly that we came we wanted to go from this
137just because there were so many candidates and it was so wide open and when I reflect back to the three different people that we could have chosen analyzed them you know I think we got very very lucky gut plays a big part in decision-making instinct right and meeting someone hand and that one-on-one can help with that when I say open-minded and you ask the question how do we come to consensus we recognize in the past that together we don't always agree on everything but my open-mindedness my is is how and I think if we're all open-minded in that is how we will come to consensus is listening to your concern you listening to my concern if there's a certain concern with I'll give a specific example so I can not be so broad when we
138were interviewing for interim Janelle came from st. Lucy and I recognized that even though I thought she would be capable of doing the job she had some baggage with having worked with mark rondell before and I thought that would be a threat right that was a threat to her ability to be successful do I think she could have done the job I do I think she's very competent would have done a good job and but but that was a threat so that kind of took her out of the running for me when we did injury so I recognize that even though I wouldn't necessarily have a problem with that because I reckon they've worked together well and I had respect for Mark and the work that he did not everyone felt the same way so
139that open-mindedness will help us to come to consensus I think and I think I feel fairly good coming into it I appreciate you weren't helping to streamline us I'd feel pretty good coming into it cuz I think we're all kind of on the same page with we recognize each of us have some areas where we have some concerns or we have some focus and I think it's gonna be an interesting experience I think what I'd ask him to fellow board members she said everyone comes into it as open-minded you know and kind of willing to you know to be honest and respectful of each other's feelings but you know I hope they it's going to be an interesting experience it's brief I think it's really critically important that when we get to that point that
140we're not split that we're really clear that we can agree on whoever that person is I think it is a detriment to the district to that person and to us as a board if we're a three to split in that decision and if we can't get to that point then it's not the right person for us and I think we need to be cognizant of that that's why I framed the question way I did yeah and I and I don't consensus I don't that doesn't mean that we have to compromise on what matters to us or our values or integrity the process but I do think it matters that it be someone moving forward who comes in - who does not come into a house divided it matters for their leadership moving forward I just
141that to me is a very big concern and I don't know I don't think you've proposed it this way but I just want to make sure I understand so and in speaking you had mentioned us taking what hazard young recommends and then we do what hazard young no okay what I'm saying is what we agree to uh-huh what they recommend and then we agree to in that meeting we don't agree do it okay because I know I just wanted to clarify that because I know there's been some times that we haven't all agreed to everything that they've suggested and I don't want to just nothing we need all their suggestion but specifically when they said something about their recruiting front they would candidates all the time and they've been doing a lot of work behind
142the scenes I hope and I hope we will see in recruiting candidates targeting and recruiting candidates and then bringing candidates to us that they feel I think this comes into that how do you consider stakeholders the purpose of what they went through the exercise they went through in the week of meeting with stakeholders was so that they could inform their decision making process so they brought people right I think that one of the examples would be and I if I remember correctly they spoke a little bit about this is about references specifically and they said it kind of turns people off if you do this here rather than here or it's something that we don't necessarily recommend doing I just want to make sure we listen to that because while we've not recruited for superintendent's
143before they certainly have and and so I hope through that process that is that what you mean that's exactly what I'm talking about okay so let me not had any time Toby sorry let me speak I'm I'm trying to give everyone their time but in the process I'm gonna just highlight some things that I did like about when we had the search during the interim I I did like and I'm expecting hazard young to help us be very organized because that's why we hired them is for their professionalism I did like how we had the candidate interview questions and we we went around and each person had an area and then they they got to choose what questions to ask from that I felt that was very organized I liked in the and I want
144to know why you guys didn't like this because for me I thought it was very fair and efficient but I'm here and now that to to didn't like it and I want to know why because I want to see the other side to this yeah I just thought it was a crapshoot I thought there was a chance that could have gone really really if not everyone I didn't really know everyone as well as I do now but in any type of a time if you came together with a group of people that you really don't know that well and you're doing that there's a chance that we didn't even interview miss Susan because it could have been that she was one vote shy of a just an easy way to miss good people sometimes especially
145with as many resumes that we looked at and the varying levels of experience of looking at resumes and what you're looking for so that to me was why I had a concern with it I go around here because I really like this I felt that it was very fair and I think the results of it when I look at number 35 got all five five of us yeah but we were but there were some that were like delivery drivers for Pizza Hut on there well we didn't usually those kind of fall and dealing with your top I mean I thought it was very fair because what what I felt with it was I'm gonna put my selection down and I'm not gonna have any bias to what you know missus Rosario who she liked or
146well and that's why after we asked her after so I thought it was a very fair and organized in it I felt like it really got us through the process really quick do you not think that hya is gonna have some type of a I think I will find out I just have not been able to connect with them and that was on my list it's this afternoon to follow up I know that they're gonna bring to us there are five recommendations I want to hear who there are five recommendations are but I also want are our recommendations are just as valid I respect the work that hya does it is that this is the recruiting is their work we hire them for that but their recommendations are only recommendations I do not want us
147to forfeit our right to sort through candidates in our way for our district at the end of the day when all of this is over hya goes home we're the ones who live with the decision that we make the decision for superintendent is ours not a choice they will narrow down based on the characteristics that we have thus far given them but once they come in with those resumes it's our decision I don't just because they've had the experience in the process doesn't mean they get to tell who they think should be our superintendent I think we need to remember that the final decision is ours we accept and we understand that they have done this for a long time but they don't live with us day in and day out they don't know our
148demographic they don't know our population they don't really know our strengths our weaknesses our opportunities and our threats they don't they have an idea but they don't live it out on a daily basis we do and I just want us to be able to say that thank you very much we're gonna look at the 20 candidates that you give us or however many it will be but now it's our turn I do not want to be swayed by their opinion of what they think and I certainly do not want us to hand them the baton and say who do you think should be our superintendent no I want us to be able I know I'm just I'm just making a point because I'm busting at the seams wanting to say that the superintendent selection is
149the ultimate decision of the board members that are sitting at this at this round table right or whatever this is right now at some point later on before we end if we can just talk about when we're gonna talk salary I don't know when that happens to determine that beyond for this conversation but yeah just through that's when you get into negotiating with regard to the chart it may not be it was an option for us from FS ba f SP ba did not say go ahead and do this all of you it was a suggested tool to help us through it if it you're not comfortable with it by all means don't do it but I found it incredibly helpful and then once you get through that chart thing then we can talk about
150well these were my highest top three like we did with FST these are my highest top five or my highest top ten now let's talk in detail about each candidate that are our highest because we've come to consensus about who we all said you know dr. Moxley is all of our highest candidates so you this is how we got there again I'm open but I certainly believe that that was a helpful tool um as far as this chart goes I felt like it was a little limiting for me because I felt like oh we're only gonna go with the popularity because we all start certain ones those only ones we talked about whereas there might have been one over here that I found something out about that none of the others didn't I don't know
151if they knew about and that I would have liked to have shared but we didn't have the time to discuss it at that point so I think that be careful with that because we might limit ourselves and I to agree that a candidate I was the only one check box who you know in those type of situations I think we need to be sure we probably looked at that same candidate I'm not sure which one but I probably looked at that same candidate and did more research and found something you might not have known that bothers me so actually you know what I think that candidate it was you and I that had yeah but my point is that's why I can't limit to that right because yes you might have found out something that
152was outstanding about this person or I might have found that something that oh you know I had reservations about and again we have to be very careful about what we read that's out there that's my calling reference is this important I agree with that but I also want us to stick to the rules on that because I think we could get ourselves in big trouble if we don't there are rules to that what are they let's talk about it this is a great opportunity I think when hya is with us still they'll let us know that these are things you really should do and these are really things things you shouldn't do and I think at that point we can discuss it and we can say I agree we shouldn't do this do we all
153agree to that and I think maybe have them call the references ya know they might not ask the questions that we know to ask we're gonna ask those questions in our interview know of the references you ask very different questions of references than you do to the candidate I'm gonna pay with being careful I accept that I'm just saying those are very different and then as you're talking with a reference if you've ever gone through that hiring process you know you ask one question and then it chars another question then you get so just to talk about the references as part of their recruitment process when they come with their slate and that is just a talking point for you it's not you have to do this they will have checked a certain level of
154references on everybody so I want you to know they will have done a certain level of that and remember in part of your process you did say you wanted to do that full scope of background referencing on either the candidate or the top two candidate I don't know that you narrowed it to one or the top two that's a point of discussion but you did we did budget for that and they have that checked off that we're gonna do that real deep dive now if you're gonna do additional on your own that's another point but they will do some of it to a certain level just so you know that on that sheet when you refer to that sheet I didn't have a problem with that she did think it was helpful I thought you
155were talking about something different which was there was a sheet prior to that on ranking characteristics they had a sheet on that that I had mixed feelings about I did my own I'm used to when I've done these kinds of decisions in the past having a spreadsheet on all of the things that are important to me having the list of candidates and then checking off if they have those characteristics we did that what I'm hearing [Music] right and so in so that kind of sheet whether we have one that we all agree to use or we make up our own that is the conversation we haven't had that is not it they had a whole sheet they had a whole thing and it was characteristics I didn't love theirs because there were things that were
156important to me that we're not on theirs and I will do that again for myself here I'm happy to share what I do or if there's a time for us to have a conversation so that there's a sheet we all agree with or I'm happy to do that give it to dr. Moxley for her to tweak and share with everybody and you're just gonna have to wait that one and yes okay see I can't I can't even read that didn't have it and I and it wasn't helpful to have it in this format I needed it in a spreadsheet you used to you have the characteristics down here you have the number of the applicants here and you can go I could have yeah I did a little different that's kind of mood at this
157point but the degree to which those character I think part of what I hear Terry asking for is some not only consensus on those characteristics because we may vary but some general characters on those characteristics the other thing about that that that I wasn't against that but what it didn't allow was for ranking because when you just check off the one two three four or five they're all weighted equally unless we're assigning them weights right like somebody may be on my top but they're actually number four they're not number one and they shouldn't have the weight of a number one and we may want to consider that just because five of us put somebody on our list doesn't mean that we think equally of them it just means they're in the south that is a
158very good point so we should come prepared and have a spreadsheet and put the numbers and then we add a map and then that will help us what I think would be helpful is if we see what HIA is going to bring what I'm hearing I'm gonna call this afternoon but two could date maybe send it to us ahead of time yes I'm gonna ask for that to missus like look beginning the Penida everybody's on on yes we hired them because of their experience in the process and yes we want to honor that one of the things that FSB a did exceptionally well was they didn't actually they didn't tout their experience they worked with they were masterful at at working wit to bring us together as they were impeccable about this they brought it
159was the first decision that we did really well in consensus as a board that was not by accident that was because of how they shepherded us through the process okay but but what they did was they worked they interacted and worked with us in ways that helped us get there that's what I'm looking for for hy I'm not to missus Rosario's point I'm not looking for them to tell me what to do because they know and I don't I'm looking for them to support the five of us six if we include dr. Moxley in how we get to that point and I do believe that it is my job to to question that to have consideration about that to come at them and say I don't understand could you explain or I disagree with this
160have a conversation with me about why you think your way and I think my way I I want engagement and interaction I want to trust their expertise but I but I also want to honor what Mrs Rosario said is we live in this community this is not the easiest community I think we all know and have experienced that and and so we live with that decision and I want us to be I know that we are responsible for that but I think that's that's a dance we play with that that neither they nor we abdicate responsibility and how that dance goes so okay who's the leader in the dance I'm just curious there is no leader no leader we dance together I felt like the way that they entered into the way they enter into
161it I was on I was uncomfortable with some of the way they handled things I was uncomfortable with I think doctor Moxley was a happy accident I think she was on there I do I think she was on that's just my personal opinion it's the reason why I didn't want to work with FSB again I feel like they Inspector Gadget 'add which is what we'd say in my family their way to where we ended up because they could have gone in a totally different direction I think dr. Moxley has been a healer has brought us to this place I do feel it was our decision as a board I don't know how much of a part in either they were geniuses or they really were really played very little part and how it ended up
162I don't know how much I can say it was an accident I understand that would that would play to a foregone conclusion so which which isn't good either but but that's neither here nor there I think what I'm saying is is that we have not worked with H way before I have worked in the world of recruiting I was a recruiter I was trained as a recruiter I have looked at a lot of resumes and I have been in on both sides of sales and in recruiting in this industry so I'm curious to see what evaluative tools they bring to the table I would imagine that they will be bringing some evaluative tools will we love them maybe we'll think they're fantastic maybe you'll still do your own I was not saying that they should
163make the decision for us however I did not think it was in the best interest of this board you have collected the resumes and reviewed the resumes in the way that we did last time I thought it was counterproductive to consensus to have 40-plus resumes I just it's not how I've seen things work in the past when you're hiring for a high-level executive we would bring candidates we would bring a structured vetted pool of candidates that we had either recruited specifically for the position or that we had advertised and embedded that candidate through referencing and and interviews and and that's what you pay for so I just want to be cognizant of the fact that we have paid for a service that we should take advantage of and and hopefully on the 6th my hope
164is that it's just a very and this is the last thing I'll say I hope it is a very structured process and I have faith that dr. mrs. zorek as the chair of the board is going to help to structure that process I think you've done a good job thus far I think today was a positive productive day and I'm I'm optimistic and I'm open-minded so I just wanted to say two things one so this is a pressure testing comment you talked about ranking and I suspect although I don't know in hya being the professionals experts that we've hired they may come and don't be surprised if they tell you they don't want you to rank and let me tell you why you and your mind are going to know here's my top five they
165may not want you to identify the top five in a ranked order because technically when you come to the interview process if you choose to interview five people for example when that day starts the morning of the 14th all five should come to the table on equal footing yes to have the same consideration of their interview but if you publicly because you have to do it publicly in part of this meeting on November 6 you've said well this was my first and I put more weight here or you know I get you know which is normally what we would normally do in other circumstances I think this is a little different at the end of the day you will then narrow down and say for final interviews we want to bring back these two or
166these three again they may caution you from not ranking there either because what who you might think as your first may end up not your first and it's just it's you do that self-fulfilling prophecy kind of thing so I just caution you in this situation wouldn't do that in every situation but that's just something to think about the second thing is is that I will I will before I leave today I will make sure that I can get in touch with them we just have kind of not had the same schedules but to get whatever their ranking 2 is we can certainly create one but come next Friday when you get get either the electronic because as Florida sunshine you're gonna get let's say there's 40 you're getting 40 but when you go down through
167it at the end of the day there is a certain percentage of them that are the you know delivery person or someone that doesn't even begin to have the credentials but they've just clicked on everything you know those you don't spend time with those those get set over here you've looked at them they don't meet the criteria but then you've narrowed down your scope and let's say you have this this set of 10 that's when you're really honing in and you do you're here are the characteristics and those kinds of things that's just my thinking I believe this is justice you are correct they will come having done all that background check preliminary background checks whatever without going that deep deep check but the preliminary and they will come and in their expert opinion they'll
168say here are the top 10 that we have and we've vetted we've done reference checks we've tried done all those things that we've done and they'll come but they don't want to limit you from saying because it's ultimately your decision in missus rosary you're right on the money so if they come with a people it the list that ends up may have three that's on their list but you may have said know if we're gonna agree to five candidates on that or six then here they are it's your consensus list some will be on their list some may not you know at that point in time and me and you go from there but I one thing I do want to have before we leave the last question is I did kind of hear consensus
169on one-on-ones because I'll start to kind of put a schedule together I would encourage you to do that Friday correct I think that would be on Friday if I'm really because if you remember if you think about it in an average of an hour interview on the first step fourteenth I mean if you interview five people that's five hours right there you would not want to do one-on-ones the rest of that day so I think those would be on Friday I would like from my point of view I would like if we have the three finalists in between the times that were we're interviewing one-on-one I would like to have our assistant superintendent taken like the candidates around our district and just showing them yes it's around the district but I think it would be
170appropriate I'm not sure if I'm gonna say this right but if at that point we've identified our top candidates which we will we have done it will we will have done after that first day we'll have our top candidates who we're bringing back on that Saturday that on that Friday they meet with or some key people in the district I mean I think it's appropriate they meet can they do that they meet with assistant superintendents assistant superintendents they I agree with you on that for what purpose I'm not saying no I'm just asking what I'm thinking about and the process and and dr. Moxley pointed this out really well I've used to ranking but you're exactly right I forgot I haven't done this in the sunshine you know in front of cameras before I I
171don't know if for how we can you're right if for how we can get that feedback but I think it's you somehow like I would like to know how those people interact with art with key leaders in the district I would like to know how let's say for example an assistant superintendent you know took them to three schools how did that go what did you pick up like you know what did you hear I don't know how we if or how we can do that I mean you did have to share it publicly share it all one on one and then they can't sure publicly I got a bad vibe when we were at this school and they interacted with this person because if we ended up hiring that person then they probably said I
172mean that situation I was just thinking I'm gonna flip side of that though as a candidate meeting with yeah I want to know who you meet as a candidate meeting with the leadership or the cabinet members in this case if that were the case the candidate might in fact say mmm this really isn't the place for me by the next day you know we're getting a withdrawal who knows and that look that brings us down to instead of three we have two candidates on the flip side we may not get feedback but it gives the candidate feedback so though we might want to know what our cabinet members are thinking maybe in the reverse maybe we don't worry about what our cabinets are thinking in terms of what they're receiving because we're doing the one-on-ones
173however it gives the candidate enough information to say this is exactly where I want to be is exactly where what my goal is you know I want to be in this district because I want to work with you know with with this cabinet I think we're selling ourselves as much as exactly and I think that I think we're putting our employees in a very difficult position if we're asking them to give us some feedback so I don't think we should do that but I do think they should help us sell our district I mean they're gonna see each other they're gonna be the final candidates are all gonna be around each other what about doing right right yes and I actually went you know you try not to reinvent the wheel but I went to
174Volusia County to see what they were doing you know with their structure and you know they they did they're doing the tours so they haven't so they meet and whoever the host is you know whoever their staff is I don't know ours would be an assistant superintendent they have a designated time an hour and a half whatever for the tour and then they did have a lunch built in they did a reception now they did a different thing where they they they eliminated around they just went right - a what - they're only doing a one tiered interview process then you're not doing a two-day interview process so they have on that day where they're all interviewed they have the tour throughout the day they have the interviews with the board they have one-on-ones on
175the second day and then between the first and the second day they have a reception or something so I would imagine one of our strategic partners might be willing to sponsor a lunch you know and not one of the educational partners but perhaps one of the ones that we use for the bank you know the the credit union or something like that that's a little bit more right you know so it's not just like Edie Foundation or Learning Alliance sponsoring things but they might sponsor a reception or something where you could have district leadership and I don't know if you'd invite board members or not but you could have some type of a luncheon where at least they could get a feel for the environment and then if it's enough people they can split off
176a little bit and ask some questions if they want to it's just to me it's is that appropriate for us to be uh I don't know I'm asking yeah so I don't mean to interrupt I don't want keep going I just have an appointment all right we need to continue this conversation because we really need to hammer out some details but let's let's see where it goes after as a conversation with hazard young to see their tool with their tools and what they're playing on is for the for those days and then after we have that maybe we can do you need another meeting like this before the six I'd like to see the tool I think yeah let's gather all that information well thank you all because I felt like we needed to kind
177of vet this information first I just know that we like to talk and I like to um kind of air it out and I think it's important that we do that before we have them here with that huge right also just throw out then if we're gonna do this next week the first is Friday there is a because I've been concerned about the layout and organization dr. Moxley has set up an appointment for me to talk to talk through it with them and that's on the first actually yours first okay go we can skip we can do it on the first that's not a problem I just for me wanting to make sure that structurally I could get logistics down pat I didn't want to walk in here like we did that I did not
178want to last meeting so I was doing a conversation ahead of time so on Friday the first I have a nine o'clock with them to talk about the agenda so I could help guide Nancy to get the agenda right for the six and then we set something up with the chair so that she could understand the flow of the meeting and it was just structural I guess my question to you is you're gonna get that all the applicants and all the resumes on the morning of the first do so you then you have the weekend and Monday and Tuesday before you come in here Wednesday to do the picking you know putting your slate together because that's the first thing do you need another meeting next week can we meet after you talk to hya
179to go over the evaluation tools and then you can show yeah so what it would be what day next week okay yeah III haven't set up her now I'm talking to them at nine o'clock at the beginning of next week so we'd have next week to go over it and then we'll talk and then that'll give you a good opportunity to following week to talk to them about and give them some feedback from what we had discussed as a board you know I know you had some concerns about us airing this out and in the public and no anywhere this conversation didn't go anywhere the way I thought okay and but I think kudos to those people that do the research that's who I want I want somebody that's gonna take the time to watch
180these painful meetings and and know what we want and not just play - what we want but understand because you can't you're you're who you are you can't change that but I also think it's important to know kind of what the board is discussing under first at 10:30 it's okay for you yeah okay the the portal for applications closes today is that right at midnight tonight at midnight tonight so they're gonna take a week to sift through is that so my understanding it'll close tonight at midnight and then of course they you know the weekends there so on Monday they'll start and they'll gather everything up they'll go through you know where's everyone you know is everything there that needs to be there and then they'll bundle those and so to Nancy and Nancy's been
181in communication with them and they're going to number them just like you had before so they'll you know there will be a name but it will be number one number two number three so we're varies in reference we're gonna start getting that information early next week is that right you're going to get it probably mid to the end I think we're you're gonna get it the morning of the first anyone who's submitting their application today hyi knows who they are they may not admit but each way I had spoken with them they would know who they are I will I will see I'm sorry no I just I will see if we can get it earlier I mean we my request to them was that she got it on sometime Thursday afternoon so she could
182make whatever copies whoever wanted print you're all gonna get it electronically but some may want a print of something you know for me my concern is not including the weekend that leaves us two days until we meet with them you know to put our all our information together I'm not available all like all of those two days that's a push because I have other commitments the sooner I can get that information the more helpful it is to need to be able to do that thoroughly and responsibly if for some reason we can get the download all of that by Wednesday I don't know you know I don't know what they do if you could get it Wednesday or Thursday do you still want to leave the meeting on Friday I mean I want to have
183enough time to look through to do my own and mundane just right ready um we're gonna call this meeting to order at 12:35 thank you thank you