001I call to order the December 8th, 2025 special meeting of the new board of education of Hinsdale Township High School District 86. We are meeting in the district administrative center. The time is 6:15 p.m. W please call roll. >> Member Greenspot >> here. >> Member Fischer >> here. >> Member Myth >> here. >> Member Acris. Member Leak >> here. >> Member Satchel here. >> Member Waters >> here. Uh, please stand if you are able and join me in reciting the pledge of allegiance. I pledge algiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. >> The board will now hear audience comments for up to a total of 45 minutes. Speakers will have three minutes to
002address the board. Board meetings are meetings of the board held in public, not open form town hall meetings. Board members will not engage the public. Thank you. During public comment, the board will keep this in mind as we conduct our meetings, allowing the public to provide input at the time allotted on the agenda to ensure that the multiple voices of the community inform board deliberations. When the board deliberates, it will be a time for the board to listen and learn from each other, taking the public input into consideration, not a time to re-engage with the public. The board will consistently abide by our formal processes relating to this issue so that all persons are treated fairly and equally. Our first speaker is Kim Noaro. >> Good evening. I just want to say to all of
003you, I don't think that the survey responses are representative of the community. I heard very little negative about the board in the public sessions with community members. I think we have gotten a lot of bad press and it's not fair to you guys. Um, you have done an incredible job representing our community and our students and they the community has a lot to be thankful for. So, I am going to go on to the BWP part of this is that when we get a superintendent, I hope that it's somebody who likes us. We've had a superintendent who didn't like us. I hope that we get a superintendent that chooses public school over private school. We've got a lot of administrators that don't use public school systems. It would be awesome if the person sent their
004kids to public school. Even better, sent them to our public school um live in our community. I mean, if we have somebody coming from outside of state, can we push for them to live here? because that's truly a vote of confidence in our community and our schools is to actually give us your own children. Um I just think it's it's hard to listen to an administrator who chooses private um when they're making choices for our kids that are not the choices that would be made for theirs. So as you're looking at people, I don't care as much about the fact that they've been administrators and all of those things. I care about them caring about our community. Um, you guys said it really clearly at one of the meetings is you represent the community and
005the board and even if your viewpoints are different, you have to represent our community and what we believe in. And I think that that's that's so very important. So, as you look at these people, can they represent our community? Do they have the ability to go from community to community and understand the differences and the strengths? And will they be able to celebrate both schools and not get us into a um they've got this, we've got that, you know, a a war. I mean, it isn't. We're we're siblings. Cat said it really beautifully during the campaign. They're twins, fraternal, not identical. You do what's right for each and that's something that we really need. Thank you. >> Fraternal identical. >> Um, our next speaker is Lindberg. [laughter] >> BWP, when you cast an aspersion on
006our board, you are illinformed about this community. We do talk about our board. Some people harshly criticize the board. A lot of that recently has been highly irresponsible and unfair. But talking about the board is part of our culture. Criticizing and disagreeing with the board is part of our culture. But you would be very much mistaken if you think that we are not equally opposed to administration overreach. You would be very much mistaken if you think we want a board to passively accept administration overreach. May is the time that the community has appreciated the board for standing up to fattish, unpiloted, and unsound approaches to curriculum. Just recently on November 25th, board member Bobby Fiser delivered a blistering rebuke to the homework optional movement in the district, otherwise known as all or mostly summitive grading.
007And [clears throat] the board is wisely resisting and calling for a better balance between so-called formative and so-called summitive. This is one of many examples when the board saved the community from um ideas from an administration that were not right for the community. I if you think the community is ready to submit to any and all ideas from a superintendent, that's we're just as fierce and opposing administration when their co their ideas are not right for the district. We need a superintendent above all who expects to work in respectful dialogue with the community and the elected board. The Just because a community trashes the board sometimes doesn't mean they want a superintendent to be a dictator. Um, also as a community we've had really bad experience with flaky unpiloted and uh um ideas that were
008attempted to be imposed wholesale. Also in one of the center districts we K through eight we had such an experience. I think the super should not have a grandiose plan for radical curricular overhaul. They're not popular here. Innovation should be cautious and it should be piloted. But above all, what um we really want as a community is respectful dialogue between a much admired superintendent and the community and the board. And please don't mistake um harsh critique of the board for um a desire for a passive rubber stamping board. It is not. Thank you. >> Thank you. Now moving on to the 2026 uh superintendent search 3.1 superintendent applicant data. Representatives from BWP and Associates have joined the board tonight to provide an update on the superintendent search including a general summary of applicant data. Maggie,
009Bob, and Steve. >> Thank you. >> Thanks a lot. >> Thank you very much. Um >> excellent. We have some information to share with you. It's in written form and so we have uh two um three and I'll do the rest. Um two pieces that we're going to give. One is a summary of the search and the other one is some sample questions that you may want to consider as you think about the questions you need to ask um to tease out what skills and experiences and personal qualities um candidates bring and how they can help your school district. Okay. You got one? >> No, I don't. Thank you. Uh >> oh. What? >> We feel like that's getting called into the principal's office as the final report. >> Final report. [laughter] >> Well, it's
010our final report, but the job isn't done until uh ink is dry on a on a contract with a new superintendent. >> Um what we'd like to do is is the first I'm going to review it with you briefly. Uh and there's plenty of the information there for you to read. The first part really talks about a summary of the search and it goes through it begins by talking about where we when we started which was uh you selected us on September 30th and um now we're here on uh December 8th um right in the middle of it. So, I've put out the timeline that we've worked on and we feel like we have gotten to know lots of parts of the community, but once again, and I think it was pointed out in comments
011earlier, this is these are your schools. This is your community. And and right now, what we're trying to do is present the information that we have. And so, um, you had active participation in engagement with over 200 stakeholders talking to us over two days. you had over 600 members of the community um and I say community that would include your staff and your students as well participate in the survey and from that um was developed a leadership profile which we shared with you um in November on the 20th um 34 applic a good number and and and you have to understand >> say the number 34 >> 34 34. >> You have to understand that that yours is a unique um district around the country. Um and even in Illinois, there aren't as many high
012school districts as there are elementary school districts. And across the country, um most of the school districts are unit school districts. And so you need a a person who not only understands teaching and learning and board governance and those pieces, but you also need someone who understands high schools because that's who you serve. that's what you're trying to >> and so um we interviewed and looked through the applicants and we interviewed 11 of the top so roughly a third of the applicants for the position and we completed their applications and looked through their backgrounds and um I want to tell you a little bit about um what you had. So the next part is an applicant gives you some applicant data. The majority of people came from Illinois. Um, seven were seated superintendents. Um, eight
013were assistant superintendents. And you can see how it did the distribution there. Um, the second largest group of applicants for the position were from the state of Indiana. And um I got to give credit to >> Maggie [laughter] >> to to Maggie for for doing a really good job of of finding not just okay people but really great people there um for us. >> Thanks. Thanks. >> Um and so >> yeah. [laughter] >> So that's that's the first part of it. Are there any questions that you have about that part of the report? I just want to say I'm really pleased with these numbers and I'm pleased with this breakdown. Seeing it here to know that we have folks who are primarily very experienced, interested in this role is excellent and clearly reflects that you
014knew what we were looking for right out of the gate and you targeted that someone who had that level of experience. So, thank you for making that happen. So, one of the statements you can make is you had a national search um because there were there were candidates from states outside of Illinois and people who are interested in this district. >> The last search had how many candidates? I thought it was 20 >> 21 22 something like that. >> We don't know for certain but it was in the upper 20s. >> Okay. the I I based on just um one of the um programs we went to at is the triple conference, they said 22 is typically the accurate the typical number for advocates for superintendent based on that that consultant group. So I'm pleased
015with this number. Yeah, it's it's very and it's a different market also if you're an elementary district, you know, just like there's a million ele there's, you know, of the 850 school districts in Illinois, the vast majority of those are elementary school districts. So, um more likely than the people with those kinds of experiences. The next pages in your packet really talk about um um how you interview. And there's some guidelines that we have there for um effective interviews. And I'm not going to go through those because you're going to read them. >> But there's a couple things that I want to um to really stress. One is um you want to get to know the people you possibly have and and you're going to meet and and so the kind of relaxed atmosphere that
016we've enjoyed with you is something that you can bring there. Uh the questions need to be intense and your focus will be intense. >> But we walk in a room here and you're welcoming us. Now I got dessert before dinner. [laughter] Um, and we have conversations with you and and and and that goes a long way to helping people feel comfortable because you want people to feel their best so you can understand who they are, what they're about. And they also you have to understand there's a second side of that. They're looking and seeing who you are because if they're in a job that they're not, you know, none of the people that we're going to talk with you later in the evening is out looking for a job. they've already got jobs and so
017they're looking for the next job and they're looking for what what will excite them in that new work. What are the challenges and who are the great people to get to work with? And so use that opportunity to let them know those things. And so when we talk about preparing the interview, it's there's a lot of kind of hygiene things that that your administrative team and and um your chief of staff over here will help you through and navigate those things. Um the second thing that I want to let you know is that um when you're conducting the interview um we think in that first round you need to ask the same questions of everybody. >> Um and know that you know um you most candidates explain to them how many questions you have, how
018much time you're going to have so that they can self-monitor themselves. If you can't monitor yourself on the interview, that's a problem in my mind. Um, but you know, if someone you sometimes we use timers, but sometimes it you need 15 seconds more and they the next question only takes them half the time. And so I think it's I think it's one of those skills because it allows them to read the audience in front of it. >> And so I, you know, I've seen it where we've seen people with timers and just like you have in your regular meetings with public comment. I don't think you're going to need that here. Um, in general, unless [clears throat] something's unclear in that interview, um, those initial interviews, um, you don't you you don't necessarily need elaborate
019follow-up questions. Um, that allows the rest of the audience, uh, the rest of the board members to ask questions. So, you there's plenty of guidelines there um, that we'll talk about. And then what we think about is that the hardest part is to process the interviews because you're going to have to talk about people that we think are really good and really qualified for this position with great experiences and great interest and enthusiasm in um D86. That's who they are. Um [clears throat] and um what you're going to need to do is say, how do we have conversations with each other about candidates? And so, um, the one thing we suggest is that you look at it and you think really hard and deep about what kinds of evidence do they present in the interview,
020um, that you can talk about because if if if Bob and I are talking about it and I say, I just like Maggie, you know, I just get a good feeling for her. Can anybody argue with me on that one? You really can't. >> Not with Maggie. >> Yeah. you said it, >> but but you can't, you know, because that's that's a feeling. That's an impression. But if if we talk about and say, okay, what is it that about Maggie that really impressed you about it? And Bob may say, Bob may say, well, you know, I like her calm demeanor. I like the specificity of her answers. When she talked about, you know, the the fraternal twins at at the district, she understood what that meant and how they looked differently. um when she talked
021about how the community is involved in the schools and how they've made decisions in the past, they're knowledgeable about that. Okay, we can say that and maybe I didn't see that. So, I find that when boards have those conversations, when groups have those conversations about candidates, you sus out the things that really matter >> and you can actually have those conversations. So, we've given you some tips on how to process that. And the last um it's not there, we'll get it later. And then um what your goal is in the first round is to identify who you want to talk to more. >> Mhm. Um, what I always suggest to to people in an interview is that if there's something you don't if they say something and you don't understand it or it's not clear,
022that's a good follow-up time because you don't want to I find sometimes that you sit in the parking lot afterwards and you say, "What do they mean by that?" >> And we can all interpret what we think they mean, but that's not what helps you to make a better decision. So ask those follow-up questions when something's unclear. Um and so your goal in the first round is to interview the candidates and identify we hope two. Okay. Now I will tell you that that sometimes works and sometimes doesn't. I've seen boards come back say we only like one and I say okay let's make sure we get them. Uh, but I also have seen boards say we're really stuck and we need more information. I say too, and and one of the things I don't want
023to do, and I don't think we want to do is put pressure on you to make a decision about someone or something before you're ready to make that decision. So, if you say, you know, I can't tell who I like better, Bob, Maggie, or Steve, well, then maybe you need to bring us all back because you like us all so much. We'd like it to be that difficult. Okay, that's a that's a good problem to have. The problem that you have, we don't like any of them. That's a different problem. So, we'd like you to say, you know, while I say two, I understand that this is we're turning this over to you and you have to make an important decision for your community, and that's what you were elected to do. The last thing
024I want to remind you is that, you know, the the this this is confidential. They're counting on it. Um, and if you have any questions about them and you need us to follow up on something, we'll be happy to do that. We put the legal reminders. Um, and Bob and I were talking about this. We know this is a sophisticated group of people, but there's some things you should ask them about. And um so you know we believe this is a point of just pointing it out to you and reminding you that there are some things that are not um important to doing the work of superintendent in D86. And the state has really specific laws that go um pretty deep here in Illinois about protecting those kind of uh those people from those kinds
025of potentially discriminatory questions. So, in round one, you'll meet with candidates and you'll um talk to them and then there'll be a final round that later on. We have for you a list of of and I'm going to move from this one to the other set of pages of proposed interview questions. These are >> would be 3.2 in uh superintendent interview workshop. >> Thank you very much. >> Yes. Oh, really quick. BWP will conduct a brief interview workshop at the board covering topics including organiz organizing an effective interview tools for covering or collecting data from candidate responses and strategies for coming to consensus about candidates. We just have to verbalize the agenda for all purposes. >> No problem. We have a list of proposed questions. Um, some of these are related to your leadership profile.
026These are specific to E86. Okay. Um I write these and we've written them for every board we've ever worked with and sometimes they use them and sometimes they don't. But we like to think that it provides you with kind of a stem to choose what you want to do and they're related to the topics that you want to that then that that uh Buick said was important to the next leader. The other one has a list of interview questions on traditional categories. You know, HR, fiscal management, district management, curriculum instruction. Um, these are these are real valid things to talk about because that's the work that they do as well. And so, um, we suggest that you use this as a starting place. And, you know, you don't have a lot of time to to
027to do this. You're going to start talking to people the end of the week. And so I want you to be to know that, you know, we're here to help you with this. And I one of the things that I always say and m maybe and and Bob can chime in. Whenever I've interviewed people for jobs, I've written my questions out and I've always tried to think of number one, how would I answer it? And then the second thing is what are the look fors in that answer? Mhm. >> Um because um otherwise every answer sounds great and then it's about delivery. And so, you know, if you're looking for someone um who is going to talk to you about uh anything on the leadership profile, they're going to sound pretty good about it. But
028what are you looking for for them to say in terms of you know their experiences and what they can bring to the table and how those jive with what jive with what you guys want here in the district. >> And you might notice you know one thing to chime in that whether you use the leadership profile as your anchor or just generalizable you know areas that superintendents have to keep off keep all those plates spinning. One thing that usually really helps is if each board member is sort of the holder of a category, >> right? You know, Mary's got an experienced leader, if you use that, or a collaborative leader. And whether you use the questions that that we generated from your leadership profile or some traditional questions, you're going to operate in that area
029and kind of be the owner of of that area. It helps keep you organized >> um and sort of helps give a tempo to um the interview too so that each one of you are interacting with with the candidate. Right. Regarding the questions, is it possibility to take the traditional questions, submit it to the candidates beforehand and have them submit a written response and then we can ask in person these questions and any followup these questions that we may have? >> Um, how many questions you you there because there are there are 50 traditional questions there. Uh, so probably you want to narrow down quite a bit. My sense is for probably because we're interviewing starting on Friday, we probably can't ask questions too much prior to that, but I think for our finalist round,
030we could ask for specific responses by then because we have more there's more lead time >> or you might have a specific task in your sometimes the task you might say, well, we actually want these candidates to do some kind of presentation or some kind of task. Sometimes that comes out of your interview, >> right? when you interview the candidates and sort of information and you it strikes you that this would be a discernment if we could just get a presentation or a slide deck or something like that that comes out organically. I'd also say like Steve said you you you want your candidates coming in at their best. So these candidates right now are preparing. They're looking at the leadership profile, what's on the website. They're really thinking about the the interview they had
031with us, right? And doing like Steve said, their job, right? The the job that they current they currently have. You know, if giving them quite a bit to write on, that's where their energy will go, right? Their energy go into the written document, not so much the preparation to sit with you. So, you know, I just ask you how how what do you want them to be prepared for? A verbal answer or an oral, you know, answer of whether engaging with you. That's, you know, something I would think about. >> So, the leadership profile has six categories. We have seven board members. So, maybe six board members. Each one can take one of the leadership profile categories and choose a singular question from that. And then maybe one can can ask like a >> Yeah,
032I think we broke this Katherine into like eight areas with that in mind. >> Yeah. >> So we took the leadership we took the kind of key words and sort of broke them apart a little bit. >> So you can think about it that way. >> We we worked on the key words more than any any anything else >> just a for that exact you know issue. Yeah, I can I can I mean if if you are you all are amendable to it, I'm happy to work on a structure and unless anyone has a specific you know fair's like I want to do an experienced leader that's my jam then okay sure but otherwise I'm happy to assign to folks and we can you can take your questions in advance just let me know I
033can do the organization on the back end >> that would be great thank you chair >> ma >> thank you what what typically happens is tonight you'll leave with an assignment. Um you'll you'll share each of you will send your your proposed questions to Liz. Um she'll she'll organize those questions. Um and then because you do and you'll only email them to her, not to other people on the board because there's lots of rules about that. Um and then she'll prepare those those questions and um and then you'll have figure out an assignment for how they'll be distributed around the room so that you know we don't start with Osma here for for the first two questions then Mary you know that you kind of get a chance because you know you then you're thinking
034when's my turn when's my turn but no but really what you do is you know it helps you to stay focused when you're when you're ready for your question and so um I don't think we need to go through too much of that you probably know how to do that. >> Do you have these in electronic format >> so that Liz can have them so it'll be easier? >> We can send those to >> everything is um we also have created what we call a rubric. There's there's no genius in any of this stuff. It simply took the categories in the leadership profile and provided you with some of places to keep your notes. And then um the last part it does is and so we're looking for evidence um and um examples of why
035you believe they hit the target, where they hit it, and probably where they didn't. And then at the end, we suggest that you use a scoring rubric of 1 to four to decide how well they hit the target you guys were you were looking for. This is done individually. This isn't done as a group. Um, and and this is where you're thinking now after you and I and I suggest that you do it individually during the interview, but you don't talk about it till you've interviewed all of the candidates. >> Okay. >> Yes. Yes. >> Give every see it all. And then um as you and so now the next part is how do you use it? Well, we always say that the first thing you need to talk is is talk about the candidates.
036And we often say if if you've got 11 candidates, all 11 aren't going to hit the target really well. And sometimes the total helps you to figure out where they are. >> Um and um and so we always suggest if you can eliminate candidates first, then it allows you to focus your conversations on those and people that that you're most interested in. Um, I will tell you that um, the one thing that often trips up boards is that they have a leadership profile, but you're seven individuals and you have seven different thoughts about what in that leadership profile is the most important thing in the district or the three that are most important and you may not have had that conversation or agreed on that. And so I would suggest that you when you find
037yourself getting stuck, but that would be a place to go. So begin by seeing are there any candidates you can eliminate right off the bat because you know um they didn't match as well as you want or the things you heard, the evidence didn't support moving on and then focusing on the other people. We hope this conversation is hard because that means we did a good job. Um and um and so know that that'll be the hardest thing to do and we and suggest that you don't have that conversation till the end of the interviews with all of the candidates. So coming out of that you'll have finalists and we talked a little bit about what that meant and these are the people you're come back and and really want to narrow in and focus
038on. [cough] [clears throat] Um the second round of interviews, the finalist interviews, we've already talked about a schedule for that day. Um and um it takes on a little different focus because you already met these people and now what you need to do is you know you want to tease out what what are those questions you had? What would you like to learn more about? Um what and it's more of a conversational kinds of piece. But we also know that at some point your superintendents have to not only address you in this small room but address a community and that might be um 500 people in an auditorium or it might be at a board meeting where they're presenting an idea. So sometimes boards like to have and assign um a topic for them to
039do seven or eight slides about you know the slide deck as Bob likes to call it about a topic of your choice. And what happens is often that then becomes a conversation center of conversation for the next half hour of it because you want to follow up. You want to understand. So it clearly is something that interests you. Bless you. >> Thank you. >> Um and so um those are kind of important. We also know that um that you have some other stakeholder meetings that'll go on during that day and we've provided you some ideas and some guidance there. um you know we um think that the the clear piece that we think everyone needs to understand and um and I don't I don't I want to make sure that you feel this way too
040is that while you're looking and have involved people in gathering input from the community through uh meetings and through um the community the surveys and you involve a selected group of stakeholders that you've already chosen the only people in the state of Illinois by statute that can hire a superintendent were the elected members of the board. And we always say that publicly, but we repeat it again and again because um as much as everyone wants you help you to get it right. Um you've been elected to get it right. U and most of you were elected with more than five votes, right? >> I was on oppose. I didn't get any votes. [laughter] Are you Oh, we'll give you a hug later. >> You got all the votes. >> No, I got all the vote.
041Yeah, >> you got all the votes, >> but I couldn't lose. >> Yeah. [laughter] >> Well, congratulations. They You must have intimidated. >> Yes, of course. >> Yeah. [laughter] >> Linda and Kim were rallying for me to discourage others from running. I'm kidding. [laughter] >> Wow. Got to maybe move a little further away from just in case you say something they don't like. Um and then um so we remind participants that the their comments are advisory. We've talked already have um some ways in which they can share their input with the board um before you meet with candidates. Um once you settle on a preferred candidate, okay, you got one on the hook. Now it's you set the hook and you want to reel them in. Um we will help you in any way we
042can. We work with you and for you, not for candidates. So we're not negotiating contracts on behalf of candidates, but we'll help you to make sure that you get the candidate you want as best we possibly can support you and let them know um answer qu they what we want to do is make sure that they are um they understand and they don't get um hear different things and so we'll keep them focused if we have to but it's it's your job and the board will negotiate on that with [snorts] them. Um, and then how you and then we'll work with you if you need help and I don't think you do, but um at any point in time um for how you introduce a candidate to the community once you make a decision and
043then what steps you might want to take between January and um June 30th to make sure that they can hit the ground running um that everyone knows who they are, that they understand the transition, the transition from your current superintendent your next superintendent is a smooth one. >> One one little finishing thing. I already had triple eye. I can't remember who referred to Chad Watkins as Chad GPT. >> I thought that was funny. >> Well, you know, I got Chad's um elbow. He's a Northwestern um and said, "Hey, we're really going to need you for this Hinsdale search in the in in the middle of January." Right? you know, I'd advise you to check in with your legal counsel too, right? You know, if all things go well, right? Because um you'll be going to
044your legal counsel >> who generally in the state of Illinois, 98% of us use IASA and use Chad. >> So, you know, I said like, "Hey, here's our timeline. You know, take a look. you're probably going to be having somebody call you unless they use a a private attorney because that can be an an issue if if your attorney Chad's not available. It can, you know, just just, you know, something to be thoughtful about. Whoever kind of alerts your attorney that we we hope we have a candidate that we're negotiating with at this time. The other thing I really [cough] invite you to do um just you know sometimes with hiring committees I'll do a whole thing on confirmation bias but a a little short thing that you can really do this week I think
045that's helpful before Friday is just ask yourself a simple question it could be a superintendent but it might just be in your lives a really inspirational leader and really summon who comes to mind for me super easy if Katherine asked me who are two, you know, most inspirational leaders for me in my career. I would without a second say Kathy Briquette, Karen Sullivan. There are two superintendents I had when I was a principal. They immediately when you ask me great superintendent, they appear in my head. But I have to be really careful because there are some very very distinct characteristics about both of them, right? Um they're both women. They're both from this area, right? Um they both came up through Indian Prairie where I was a superintendent, right? Um they both had very direct
046styles, you know, they were straight shooters, right? So I have to just be careful that I don't use that image of what was so inspirational to me and put that on other people because somebody else who maybe isn't a woman, maybe, you know, isn't isn't a Karen Sullivan or a Kathy Bat. So, I would just really ask you to work on that because it gets it gets baked into your consciousness more than you think, >> right? Um, and you know, just I think it helps see these folks in an open way. >> It's really good suggestion, very good feedback. >> Um, that's what we wanted to say. >> Great. um about this. Um and we want to at this point ask if there are any questions that pertain to these documents in open session before
047we um go into talk to you about actual candidates in close session. >> No. >> Okay. So we uh we just have one action item. >> Okay. Uh action item 4.1, update Dale's board representative for 25 school year 2526. At the November 13, 2025 special meeting, the board discussed making a change in representation on the DEOS board is part of an effort to defer certain curriculum managers to allow for the new superintendent, assistant superintendent of curriculum instruction and assessment, and chief information officer to be engaged. May I have a motion to approve resolution number 26.07 appointing principal Bill Walsh as the board's representative to Deos for the remainder of the 2526 organizational year. May I have a motion? >> So move. >> Motion Waters >> Second Satchel. Is there any discussion? >> Bill's interested in
048this? >> Yes. >> Okay. >> Good discussion. Please call [laughter] roll. Member Fischer >> I. Member Mitha. >> Hi. >> Member Aris. >> Hi. >> Member Lea. >> Hi. >> Member Satcha. >> Member Waters. >> I. >> Member Greenspun. >> I. Motion carries 70. Uh may I have a motion to adjourn to close session for discussion under 5CS 122C1 the appointment employment compensation discipline performance or dismissal of specific employees specific individuals who serve as independent contractors in a park recreational or educational setting or specific volunteers of the public body or legal counsel for the public body including hearing testimony on a complaint lodged against an employee a specific individual who cares independent contractor in a park, recreational or educational setting or a volunteer of a public body or against legal counsel for the public body
049to determine its validity. However, a meeting to consider an increase in compensation to the specific employee of the public body that is subject to the local government wage increase transparency act may not be closed and shall be open to the public and posted in accordance with this act and 5c122C9 student disciplinary cases. May I have a motion? So move Fisher >> motion Fisher. Is there a second? >> Second. >> Iris. Is there any discussion? >> Please call roll. >> Member Myth. >> Hi. >> Member Eris. >> I. >> Member Lea. >> I. >> Member Satchwell. >> Hi. >> Member Waters. >> Hi. >> Member Greenspun. >> Hi. >> Member Fischer. >> I. >> Motion carries 70. The board will adjourn to close session. The board may take action following the close session as detailed on
050our agenda. Thank you for joining us. >> The time is 8:52 p.m. and the board now reconvening the open session of December 8, 2025 special meeting. May I have a motion to appoint Steve Ladeninski and Olesen Murphy Frasier and McGrath to serve as board of education hearing officer upon request for the remainder of the 2526 operational year. >> So move second >> second water. No, I think no sac was the >> Why don't you go tweet something? [laughter] >> Jeff, come on. Jeff, >> sorry. >> I'm sorry. >> Second. Acris. Is there any discussion? >> Please call the >> member Fischer. >> I. >> Member Ma. >> I. >> Member. >> Hi. >> Member Leak. >> Hi. >> Member Setwell. Hi. >> Member Waters. >> Hi. >> Member Greenspun. >> I. Motion carries 70. With
051no further discussion, the December 8th, 2025 special meeting is adjourned at 853 p.m. Thank you. >> Thank you. Tweet tweet guys.