CCUSD Governing Board Mtg. 08/03/2020

001to order this special meeting of the governing board of the cave creek unified school district number 93 today's monday august 3rd 2020 is 502 pm um roll call we have all five members of the governing board present item 1.3 formal adoption of the agenda i would like to make a motion that we amend the agenda to go um to move item 2.1 after item 3.5 so we would do after the pledge three one three two three three three four three five and then two point one so that is my motion second um we have a motion in a second to approve uh as amended remember brown aye busby aye hatcher remember hatcher did you vote on the agenda sorry i was muted i okay um i'm an i member rich aye you would join me

002in the pledge of allegiance i pledge allegiance to the flag of the united states of america america and to the republic and one nation [Music] 3.1 approval a search agreement between the district and the arizona school board association presented by myself and mr hyland i have to scroll you see the governing board we're going to review discuss and may consider approval of the search agreement between the district and asba we're in the search for new superintendent um we've got exhibits a and b so we're going to discuss all that um the discussion is going to give their fill in the blanks for timelines that we're going to need to do if approved agreement will be put in final form for me to sign and the first five pages have been approved by the board's attorney

003so mr hyland i know you wanted to have some discussion before a motion just because of the nature of the items so if you'd like to take over please yes ma'am thank you and good afternoon everyone i hope you're doing well it doesn't seem like we've been that far removed since we last had a chance to talk i hope you find this an exciting opportunity because of obviously the internet is looking for the superintendent but there's a lot of work ahead of us this first agenda item provides for you to uh have a review of the search agreement itself as your president mentioned the document particularly the first five or six pages the boilerplate has all been reviewed by your attorney and approved but with that i'd like to point out a couple of things

004on please do stop me at any time that um you need to for questions uh first off this disappointment uh is uh simply a matter of uh allowing us to help you it does not provide any opportunity for us to wreck it to be a representative for you we are not a member of the district and so we do the work that we're uh asked to do and we do that with your blessing and privilege the term of the agreement has not been established yet because well you haven't approved the document but if you approve the document then the term of the agreement will begin today and generally what i put in will be the last day of the fiscal year which would be june uh 30th 2021 that would be as far as it

005would go obviously our intent would be it would uh end sooner than that um the district may terminate this agreement you may terminate it for cause or you may terminate it for purposes that are not based on cause cause would be uh breaking the agreement in some term for instance confidentiality or open meeting law violations on our part and we can do the same on the second page there's a limit of authority again i somewhat address that but we don't have any authority other than to fulfill your needs uh changes to the agreement may occur along the way and if we agree together that something in the agreement needs to change we'll write that up and we'll um make it part of an amendment to the agreement also um asb is not title entitled any

006workers comp i know that's always a potential concern when you have a vendor working for you we have our own workers comp there'd be no reason for us to ask to use your workers comp in this process the outside services we may use uh that we don't have it's item 13 i want to verify that you understand the only outside service that we plan on using at this point is universal background checks they would do a final criminal background check and such on finalists for us and indemnification simply and we've never had to go to this which simply means that we're going to hold you harmless and you're going to hold us harmless to the extent that the law permits we've never had to use indemnification during this process um on page three this represents

007the complete agreement uh there's nothing more to it than what you've been presented uh the laws and venues that apply here the state of arizona maricopa county and asb may not nor will we assign any aspect of this to another group for instance there are other search agents we're not going to farm this out it's going to be our search mediation if something does occur where we come to a disagreement uh the terms of the agreement established that we will mediate again in the last seven years that i've been involved in this we've never had a case for mediation on page four confidentiality there's a number of aspects of confidentiality that will be maintained uh one is obviously has to do with open meeting law has to do with going into executive session also there

008are trade secrets and there are things that we utilize that are our intellectual property that cannot be passed on there's ever any question about that the district needs to ask me in terms of a particular item or a thought that you'd like to pass on and i'll tell you if it's our intellectual property and we may obtain confidentiality with it conflict of interest there is a potential for some day in the next three years for someone from asba or someone from your school district governing board uh to work for the other party in which case there is a degree of conflict of interest that occurs and we would have to have a discussion related to that at the time again that's one of those things that's never occurred e-verification we take care of ours and

009you take care of yours um and if you have any questions about your e-verification that needs to go to your hr director of what your process is and how you address that process on the last page of the boilerplate you've got non-discrimination obviously you are a right-wing right-to-work state there's no union involved in that in a right-to-work state you also when you make decisions you do not discriminate against race creed color religion sex national origin or disabilities that's a quick review of the first five pages i know you've had this document possibly you have questions that you'd like to ask so i'll stop there for the moment before we continue answering questions that you might have steve on page two for fiscal agent um other than processing billing what financial duties would you all be

010doing that's it just processing okay thank you [Music] any other questions okay let's keep going okay thank you all right uh if you would turn to page six that's the exhibit scope of work uh this is our boilerplate also this is what we call a a comprehensive search uh scope of work uh there's 16 items i'm not going to read them all but i do want to mention a couple of things to you because a couple of things are optional um item three in particular conduct uh conduct an online community survey that's the e-survey we've talked before we have a chance to talk about that on the future agenda item this evening but that is certainly something that uh the board either decides to do or not to do uh item seven's important answering inquiries

011uh corresponding with applicants that needs to remain with with us and and the reason for that is as board members in particular you don't want to get into conversations with potential uh candidates or potential applicants that can be seen as an unfair business practice and it could be seen as somebody receiving information related to the search related to the board or the board's thoughts or even a particular board member's thoughts that would give them a unfair advantage in a particular situation whether it was unfair or not it could still be challenged so one of the things that is important is that we become your your conduit between the candidates and any applicants and the process number 10 conducting community meeting uh that again is something we'll talk about uh in a little bit but there

012is an opportunity to do that now this as i mentioned at the last the last time we met the community meeting may take a different form depending on where we are with the current health conditions in the state uh in the nation so we'll have to judge that as we get to it but we'll certainly have come more conversation about that later this evening uh media inquiries number 15 again we think it's best if the media inquiries come to me the reason being again so you don't get back to an accord into a corner in regards to a comment you've made or something that could be misconstrued by the media or the public and in projecting confidentiality i mentioned that earlier we'll be talking about that as we go through the process that's our basic

013scope of work um we represent you we will lead you through this whole process but as i've mentioned at the first meeting you will answer the questions you'll make the decisions we will do the work uh duties of the cape creek provider provide me with all the information i need to make this uh successful search um being president at the meetings is so important if you miss a meeting and miss out on something that is an aspect of let's say the screening process um that catapults into the next meeting the next meeting and you're never quite up to speed so do try i know there's instances where somebody might not be able to illness other issues but try to be uh president each meeting the predicting protecting the confidentially confidentiality item for again just as

014important for the board um the referring of communications item five i've mentioned and then posting those search meetings that's up to your administrative assistant to ensure that all these meetings are posted appropriately and they're not challenged and then item eight determining the extent of the community involvement again i mentioned that more than once already item nine work directly with the board's attorney when it comes time to develop a contract and negotiate that contract with the board again item 11 i9 forms that's up to your h hr department and in adhering this is maybe as important as anything else we have on this document and that is adhering to all conditions of the agency handbook it's prepared by the office of the attorney general related to arizona open meeting law and i will tell you i

015um because part of my part of my responsibilities is open meeting law when it comes to policy and such and helping districts with that i am a real stickler when it comes to that so um that is the scope of work for both parties that has been presented uh i'll stand for any questions that you might have so any questions on the exhibit a okay let's go on to exhibit b exhibit b is the timeline now this is a fluid document at this point this agenda item gives you a chance to approve this document but we're going to need to approve it without the timeline because the timeline is something we'll develop in a later uh agenda item today 3.4 i believe it is but what we'll do is i want to go through this

016and just to kind of explain what the timeline is how it works again it's fluid because what we decide today may not be what looks good a month from now or a month and a half from now for different reasons we may have to move something but we want to make sure that we've got a basic plan and the basic plan if you approve the e-survey um about a second header down we'll have an opening date we'll have a closing date we'll want to make that at least two to three weeks at least two weekends minimum because we want to give staff an opportunity to end community an opportunity to fill this out and then we'll need to report that back later on we need to talk about when that report's going to be because

017that information needs to come to the board an open board meeting we believe then and also the report needs to be posted on your website so everybody can see it um if you have distr if you have a community meeting or any other meetings we'll need to decide what timing those are going to when they're going to take place planning meetings well we're doing that tonight and the search agreement we're addressing that tonight so those that last half of that first page are things that we're already in the process of doing working with your attorney will be at your determination on the second page page nine community and staff notices i know that i've already talked to your administrative assistant julia and she already has some things in place if the board decides to go

018out with an e-survey and other things she will be able to communicate with your community one of the most important aspects of the calendar that we'll talk about later is the date of the search when it opens and when it closes again it's always good to have this open at least three weeks and three weekends is excellent uh for the process because the people that are going to be applying already have jobs and we want to make sure that they have time on weekends to get the process the application uh taken care of it's a very lengthy application we'll talk about it in another agenda item but it's not something a person can sit down and do in 30 minutes it takes quite a bit of work to not only fulfill the obligation of what

019they need to write on the on the application but also all the documents that they need to turn in uh applicant screening applicant screening is when you have an opportunity to look at the applicants so that comes obviously after the search closes the time difference between the time the search closes and the screen usually is about 10 days can be a little longer it's hard to make it shorter because there's a quite a bit of work that i need to do in the meantime because as i mentioned earlier we'll have universal do the background checks for criminal cert in all searches and such but i will be doing other background checks on my own calling references talking to people uh looking these folks up that apply and find out who they are what they've been

020doing where they've been see if there's anything i need to report back to the board that may be a concern once we do that you'll identify uh people you want to interview that comes under the first round of interviews uh something important to remember is when you choose who the first round interviews are going to be with we do not announce those names we don't announce those names because uh two reasons first off if we put it that early in the process you will deter some people from applying because they already have jobs in different districts in many instances and unless they're finalists they really don't want it to be known that they're out there looking for another job and the attorney general has ruled in the past that you only have to provide names

021to the public once you determine who the finalists are and then we have our finalists meeting and along with that comes the community meeting if you choose to do that and then the board and then page 10 obviously has to do their work with the uh attorney and to come up with a contract to name the superintendent and then you have a date due somewhere at this point around the first monday in january but that's to be determined by contract and then there is a post hire uh training that you can receive from asba that you would work with our trainers on and we just requested that's done within six months of the time the person takes their position as the new superintendent so we don't have that is a review of the timeline we

022actually have another agenda item where we will talk about the timeline plug in pertinent dates when the board is going to need to have meetings and be available to do the screening do the interviews community meetings and any other activity that you so choose to be appropriate do you have any questions about the purpose or the content of the timeline i do uh in the e-survey are those questions formatted such that the person can only respond once yeah i've had that question many times and i can't tell you that there's a way to get around the system but people get around systems we've never seen a case where um we have had any concern that somebody has gone in and filled out multiple applications i'm not going to tell you it's impossible to do okay

023thank you any other questions about exhibit b the timeline okay let's go to exhibit c exhibit c is simply the compensation schedule and we reviewed that uh briefly at the last meeting uh it is 9 400 inclusive of all expenses that we incur the only thing that may be an addition is if you had an additional meeting and i i know there was question about what that means at the last meeting that we had and i will tell you but if i get a phone call that you'd like me to be involved in a 15-minute conversation on a forum phone at a board meeting for one purpose or another that's not a meeting a meeting is when i physically have to be present have the work the type of work i have completed for this

024evening ready and have those types of discussions we're not talking about a all of a sudden i'm needed for 15 minutes or 30 minutes or an hour so that is the completion now of the entire agreement what this agenda item does is gives you the board an opportunity to discuss it and then uh approve if you so choose the agreement and give authority to your um word president to sign the agreement on behalf of the governing board madam president okay so the recommendation is that the governing board approve asba search agreement as the board search agent for a new district superintendent i have a motion i moved second rich who is the motion i'm sorry i was looking down hatcher discussion um i do have a question up in the contract portion on number six

025it says contractor standards aspa represents warrants that the scope of work shall meet or exceed industry standards and that all work shall be done in the manner of a professional advisor who provides such services we never had the opportunity to see any other presentations what other competing type of entities can present so how are we supposed to be able to say yes in fact work that is being presented to us meets or exceeds industry standards that's the guarantee asba is giving us uh well we can't but for us to discuss we already agreed we discussed last meeting we cannot talk about the fact that we didn't have well no i have a question about what's in the contract i'm trying to get an understanding here this is a contract that i'm being asked to vote

026on now it's saying that asba is going to meet or exceed how are we supposed to know that they're meeting or exceeding we don't have anything to compare it to what you would expect the industry standards to be well what do we expect the industry standards to be steve do you have a comment on industry standards i think the industry standards that we would present you would be in part what you see in the scope of work that we're going to [Music] do things like we're going to maintain the confidentiality we're going to make sure that we represent you uh as you present yourselves to us uh responding to the questions and directions that you provide us we're going to ensure that the communication we have that goes out to staff media whoever asks those

027questions stakeholders i get questions from that fairly represents the district we're going to represent ourselves to the candidates in the same fashion in a professional manner that does not jeopardize any aspect of what the district stands for or does we're going to ensure that we fulfill all the obligations of the scope of work in terms of making sure that when we say we're going to advertise uh we're going to absolutely do that we're going to be available we're going to make sure that those things are done any information we provide you for instance later on you're going to be provided with information related to the salary we're going to that would be an average of what the districts like yours are paying we're gonna do that in a fair and appropriate fashion we're gonna do

028it based on data we're not gonna uh just give you numbers so in in brief that's what we're gonna do we're going to follow your direction we're going to follow our own scope of work we're going to follow the guidelines presented in the agreement and we're going to make sure that we represent ourselves to your community and all applicants in a fair and appropriate professional manner i i appreciate everything that you've said and thank you i'm still trying struggling here with the piece that says you will meet or exceed how do we know you're exceeding industry standards all you've told us is this is what your scope of work is you haven't we don't have anything to tell us what the industry standard is the industry standards i think based on the things that i

029mentioned and how would you judge that uh you'll judge you'll judge our work and my work uh every time we get together um if if we're not meeting your standard and part of that is really where you think we should be as a as a board um you're going to tell me and you're going to tell uh asp either want to continue with us or as i mentioned class meeting whether i'm doing the job for you or not so in part that's going to be your evaluation of us there is no quote checklist of things more greater than what i mentioned but you determine whether we're doing the job um thank you president hill i think maybe i would like to make a motion then to table this agenda item 3.1 at this time second

030okay we have a motion to table remember brown uh there is uh no you can't yes you have to if you're motioning to table then we have to take a motion a table and vote on it for our policy there's no vote required for that yes there is i'm looking at our board policy right now we have to vote to table it one person can't table it we have to vote to table our our policy is very specific policy b e d d dash e a vote required is a majority to table it that's in rules under b one on eight b e d d dash e to table you don't debate it you don't amend it but you do have to require a majority vote um i i don't know what you're looking at

031but that's not how i mean that's not how our policy is it absolutely is under emotion one there's a motion and a table indefinite or definite neither are debatable neither are amendable but both require a majority vote no no no you cannot have one person table in a minute you cannot do that scroll down to work look down where it says table and go across no debatable no amendable no vote required yes it does it says majority i am looking at it right here no you're not you're incorrect you're not reading across the line properly yes i am you cannot table emotion without a vote you cannot do that independently it has to be voted upon the the all it says is table every time we have tabled anything in this district even recently we

032tabled an item several a month or so ago you have to vote to table the motion in one person cannot table a motion it cannot be done are these two different policies you [Music] you cannot table something independently we have to vote upon it you no no yes we do i'm not incorrect mr hyland have you ever dealt with a table before in any meeting can you help me with this i don't think yeah he can give an opinion he doesn't have the authority at this he can give me an opinion do you want me to call dr burdick or our lawyer uh if we would table this and no we are not tabling it without a vote a reply from from our board attorney that would be that would work okay i'm calling for

033the question i am going to call for the question because what you're doing is inappropriate i'm calling for the question actually um i'm sorry we need to we need to place this on hold for a minute everyone uses not their video i'll be [Music] back our attorney says that to table an item we have to take a vote are you wanting to take a vote on tabling the item yes okay we cannot discuss it the most that we have to table and then based on that we'll move forward the motion is the table and i would also like her opinion in writing sent the email to all the board members okay we have to have a motion to table we have a second to table the vote a vote i is to table a vote

034no is to not table remember brown i busby hi hatcher no hill is a no rich no okay we're going to continue our discussion do we have anything else to discuss can i make a comment sure um regardless of what wherever someone stands on this okay but janet it can only be about the item we're talking about are you talking about what i i have been talked down i am keeping to you because we have to obey open meeting law does this i understand that all i'm asking is for a conduct i'm making a a a a request for how we conduct ourselves in this meeting okay and if that's inappropriate i'm sorry but you know there is no reason for people to get angry and have uh attitudes pop toward one another we're here

035for the greater good of this school district and to move forward to do a thorough search to find a superintendent getting getting heated tempers and and attitudes and getting nasty with other people serves nothing to move us forward so all i'm asking is that that gets put aside and we conduct ourselves in a manner appropriate for the task at hand are you asking a member brown be sanctioned somehow no i'm just making a comment for all parties involved here it would be nice okay then we need to do that moving forward do we have any other discussion or questions about item 3.1 steve is this a fairly standard uh agreement for the search for superintendent across the industry well it is i can't tell you that it's standard across the industry in all uh forms

036but it is pretty standard yes and it is definitely standard for us um how we award this other contractors may give you a little different format but it won't be substantially different is this the contract oh sorry is this basically the same con contract that you use with other districts that use your services yes thank you you're welcome um steve you had mentioned under scope of work these items that are all listed these 16. you somewhat alluded to the fact that these are pick and choose for us or are did i misunderstand that let me turn to that page and explain it when we when we uh send this out and we send basically the same document to everyone unless i've been pre-advised or something someone wants it's different but these are the things we

037list this is what we call a comprehensive search um there are times when a district will say you know we do some of this ourselves we're going to have our hr department do some of this work um if this work is determined that it's going to be done by your uh hr department then certainly we would uh you know have to reorganize for instance advertising the vacancy um if you want to advertise the vacancy and don't want asb to do it we'd take that out and we'd put that under yours now how would that occur i've never had that one occur but it would dramatically change what we do and dramatically change your responsibility in this effort so um this more simple example is conducting the e-survey or and any other aspect of community involvement

038if if you don't want to do that then it comes off our document and if you do want to do it then it stays on our document so that's the the pick and choose so to speak but i think the the key is you know a thought by the board do you want asb doing asb doing the full comprehensive search or do you as a board and then with your administrative current administration want to take on any of these responsibilities so in improving this we would be approving using you like doing the survey through you not creating our own i'm sorry would you do that again say that again please i make sure oh so like with number sorry oh uh community survey number three that would be you would be doing the survey for

039us that's saying we're gonna have you do it instead of us creating and disseminating our own yeah that would that would is something we talked about a little later you've received a copy of the survey as we presented we would be responsible for putting that online we would be responsible for getting that link to that survey to the district posted on your website you would have to do the communication with the community uh that it was uh there but then all the information would come in it'd be uh report and our report would then be our responsibility to bring to you um to re so you had an opportunity to see what the community was saying uh the the two other options is we have no responsibility for the community survey you as a district

040do it all on your own or you don't do it at all um in this scope of work what what exactly is the scope of how the advertising will take place the advertising takes place in uh we would look at that in a separate agenda item where we will talk about how you want to represent the district under another uh variety of fashions uh once we put that advertising document together and that has to do with what we're saying about the district what we're saying about the community salary um district prior position profile those types items then that advertising uh goes out to um we have about over 60 closer to 80 contacts with universities and colleges around the country they receive it the state department of ed receives it the all our in-state universities

041receive it uh asbo for instance um receives it so we we canvass it uh pretty wide uh also other state organizations like ours they received the information i received i think four uh search notifications from other states today and then we post those on our website we hope that as we put these out they do like uh for us so it goes out to a variety of um of different sources we also of course post it on our own website and we do have a cadre of folks that have shown interest in the past and we make sure that we touch base with those folks also if i know somebody who has been talking to me about a job whether it's whether they're out of state or in-state and are looking for something that's like

042your district size-wise location-wise then i make notification of them that the position is open thank you welcome any other questions okay we have a motion in a second to approve as presented remember brown no river busby i hatcher i i'm in i rich all right had a 3.2 stakeholder involvement uh presented uh by myself and mr highland but mostly by mr hyland um let me get to it oh my gosh this this is a question and i that you've asked and i've alluded to a little bit uh what i've done is i have attached our normal e-survey you can see if you've had a chance i hope you have to look at that it has a variety of different questions they come in a series for instance leadership skills background in terms of business skills

043and such academic programs and such uh what a what your community has an opportunity to do and when i speak of community i'm talking about the whole community staff students board stakeholders i have an opportunity to go through and answer these questions and identify things that they feel are important under each question they also have an opportunity to make a comment uh sometimes those comments are very supportive understand sometimes those comments are rather critical um could be critical of the board could be critical of the district any comment that is made that is not appropriate uh either poor language or as an attack on someone uh i would take out i would report to the board that that occurred but i would take that out often no i probably had to do that with in

044the last seven years or so i probably had to do that maybe three or four times as all the last two questions i think are important and we get a lot of feedback here uh one question being what do you consider to be the two or three most significant strengths of the district what do you consider to be the two more strengths challenges of the district so in in in filling out this document your community has an opportunity to express their thoughts and uh converse with you in regards to it even though it says are you a student or you a parent or your staff member the response is we do not trace back we do not know where they came from we just know that x amount of people from the staff filled out

045the response x amount of students filled out the response but it is not identifiable and you won't have any information related to who said what uh in regards to their comments once we collect all the information is collected and that is done all electronically of course then then we receive a report that report i would forward to the board for review and then as i mentioned earlier it's important to have an agenda item on an open agenda meeting to go over the report um my responsibility there would be to give you a overview from my perspective your responsibility would have discussion and comment related to the report the purpose of doing this is well two-fold you get a chance to see what your community's thinking it's a trend it's an issue of transparency and also

046gives you a means but we should start formulating ideas about questions and the type of person you're looking for the timing on this should be that this is done and received and we have had that conversation our apartment you've had that conversation related to the report prior to the screening some boards have chosen to do it the same night of the screening other boards have chosen to do it a week or so ahead of time uh so that they have a little bit mindset so when they do the training they have these things in their mind what they're looking for that maybe the community has pointed out so i guess you should go ahead and with the recommendation is approve the e-survey attached as part of the new district superintendent search second may i interrupt

047for just a moment please okay uh that is one aspect of it the survey the other aspect of it is i mentioned earlier the fact that you could put together a community forum to uh introduce kindness to the candidates uh mention that that's a normal process but it may not be possible other than electronically depending on health conditions and what we you feel and your community feels appropriate at the time so that would also be a portion of this motion if you wanted to have that as a consideration we wouldn't plan that tonight but it would be something we would start planning at the screening meeting okay well since mr hyland said that um do um remember hatcher are you open to amending it to also having the potential of a uh in-person um community

048forum as part of our approval is this survey in addition to the survey yes in addition we'd have both hopefully and in person with questions in addition to the survey who facilitates that madam president miss hatchery members of the board that would be mean uh the normal process is we schedule for about two hours uh let's say you have three finalists uh we'd want to do it in a formal type setting uh auditorium gymnasium somewhere where we've got plenty of seating plenty of microphones uh and what we would ask community members to do is when they come in we have con we have question cards they can fill out a question card uh they come to me they present the uh i present the questions to the finalists they respond uh at done about an

049hour worth of question and answer um then generally i think it's a good idea to have an open forum type of thing in the lobby or wherever convenient where the community can mingle with the applicants talk to them shake hands talk about as they said talk about things that are on the mind of the community and then also there's a ticket out the door the ticket out the door is the opportunity for any community member to then uh make a statement to you what they're thinking of the candidates that you presented to them sometimes it's very direct sometimes it's you need to hire that lady that's got the red sweater on or you're making a mistake uh sometimes it's a little more generic something like wow you've got three good conditions to choose from good

050luck with it hope you get the best one um again it's transparency but also for the community also gives you as a board an opportunity to see how they present themselves in front of a group uh they're on stage they've got the opportunity to spend time introducing them so they've got an opportunity to spend time answering questions you get to hear what they how they answered a question what if you know somebody may ask a question related to special needs students and the person's uh experiencing special needs students you can hear what they say you get to hear if they make connections also the um the purpose of having the mingle time not only is again transparency but as a board you're there as observers and you get to see how they handle themselves in

051a in that type of setting or people gravitating to them are they are they speaking easily and openly with with the community and the community will pick up on these things and they'll they'll tell you in their ticket out the door what they believe in terms of not only how they answer the question but are they a good fit are they making a connection with your community thank you any other questions um you had asked member hatcher if she was going to amend the motion and she asked for clarification but nothing ever came from that so remember are you amenable to amending that yes yes so the motion be we approve the e survey as attached as president of district superintendent search and also um pursue an in-person community forum at a later date okay

052all right any discussion on that um a couple of questions how are stakeholders defined stakeholders uh our definition is anyone who has an interest in the district uh your your community members are stakeholders the uh staff whether they live in the district or not are stakeholders you are stakeholders uh we use the broad sense that anyone that has an interest and um uh i think that that allows you to canvas the entire uh district again the real key is that the district gets the word out to the broadest degree of representation of your community they possibly can so that you get as many people responding as possible now with whatever advertising or promotion or spreading the word that you're doing do you have a mechanism to assist us with a way to reach out to

053people who are in the community but are not don't have students in the school district our communication director and i have had a conversation about it just recently and yes she would help uh the district with that uh her name is heidi heidi vega and she uh uh very interested in working with districts in any fashion will help promote more interest in this process are the survey results going to be made public these survey results are public once you receive it it becomes a public document once you present it at the board table it becomes a public document that's why we say you should or at least we recommend that you should publish it on your website so that anyone who can go in and see what the community was thinking thank you any other

054questions okay we have a motion and a second to approve is amended uh member rich i'm an i member hatcher i remember busby i remember brown aye item 3.3 advertising uh presented nominally by myself but it's presented by mr hyland sorry can you scroll um so this is a little different because we're going to discuss before we have a motion because as you saw below there are various versions available so we're going to in our discussion as you're looking at the background discuss approving asp to construct and publish an advertising document related to the position so this is going to be basically we're going to um have a starting place to talk about what we want in our advertisement so uh there is some information we'll have to give to asba basically mr hyland is

055going to give us examples and then we're going to discuss what we want our advertisement to look like um mr hyland if you could present thank you thank you uh we we keep the format it's consistent uh well when we do these but the information obviously is not uh i took the opportunity to present to you at least some thoughts in regards to the document and i think what we should do is go through this one section at a time the first section being capri unified school district profile i went through and looked at things that are on your web i took a look at things that i thought were important and i i wrote a about a page there that i thought represented you now that's just my thought your thoughts obviously on this

056are much better than mine but um i thought it was a starting place let's i think it'd be good to break it down into these components and talk about the district profile first question would be is this an output profile is it does it represent you well uh do you want to change this add to it subtract from it start over on it that's your discussion to have it's not quite i don't think it's quite accurate at the moment um because the numbers have changed on students and do we want to include rio verde as part of the boundaries uh we now have eight schools with the e-school so there are just some things like that what would we call this in an academy of excellence so it'd be one high school or one e-school

057i guess yeah that's probably more so we did we did men at least that too one high school one middle school five elementary schools and one e-school is that what you're wanting to add to at least at least that one sentence beth yeah and i would defer to uh miss lynch uh to get the most accurate terminology for that maybe it's not e-school but whatever the district prefers to call themselves i'd be happy to get that updated thank you um if we're going to add rio verde to the towns that service the school district we should add north scottsdale rio verde and i believe there's a very small section of what's classified as phoenix as part of phoenix in there but yeah we need to add scottsdale that's actually a fairly sizable at least land

058area and we might want to put in that our district covers 175 roughly 175 square miles so in order to give them perspective of how big a physical size exactly is did you say 175 or 125 75 thank you yeah and scott still is a big besides-wise there is a good chunk of scottsdale steve will you verify uh will you verify the district size or is that are we supposed to do that for you and the uh final numbers on college scholarship the verification of numbers you're speaking about the 5400 the 5400 the the district size i will verify that i will verify that sixteen thousand three hundred uh thousand sixteen million three hundred thousand dollars came off your district website so verify that okay thank you could we possibly i didn't realize we were

059going to the next paragraph already but if we're gonna update the scholarship amount would it be possible to use numbers for 2020 since that's a little more current if you have them yes and also when we have a wide variety of rigorous programs ranging from foreign language there's no mention of evid oh yeah we need to add that and i don't know if it's something that we don't have uh dual enrollment on there either or any mention of special ed [Music] you mentioned sped uh what was the dual enrollment so even dual enrollment and sped added to that the programs is that correct well those are all programs that that are part of who we are i know but it was those three yes yes so right now we're looking at adding scottsdale rio verde

060to and then our square foot our square mileage confirming our student population adding the eighth school but the terminology needs to be confirmed by hr and then adding evit dual enrollment and special ed and then also changing the scholarships from class of 2020 to the correct information for our scott from 2019 to 2020 correct yes okay then i then i'm going to add one thing if you're going to put sped in there uh i think we need to add gifted because it's a form of special education just a different form gifted instruction yeah madam president with those things in mind um does the district um work with a specific j-ted we are with evitt east valley you're with eva with east family would you like that mission yeah that's i think remember busby mentioned that

061uh eve it's what we want to add we are we're with them so it'd be evit dual enrollment special ed and gifted instruction added to um the programs if this is going out on a national basis is there is putting the acronym evit uh truly descriptive of what it what the program is for someone who may possibly be living in wisconsin that's going to apply for this would you want it well that that's a question that i'm asking do we need to have it more explained in a different way yes written down defined you're absolutely correct and if i when i write this out i'll make sure that that occurs so it a different state someone from district state knows what that is because you are correct different terminology different states and do we want

062to mention anything about the arts since our performing arts is kind of a big deal for us and our sports teams are well right i mean we're talking about academic stuff right now um so i just i not to cut you off jim on that academic vein is that something that's worth mentioning well maybe keep it just like i mean because we're kind of going from like the stuff we listed is like like while fine arts is big and some of it's in class some of it isn't so maybe we just stick to like the like the school school you know what i'm saying unless you feel like fine arts needs to be in there in the well i don't know i'm i'm asking because i know that like the performing arts you know theater

063is a big deal with cactus shadows and um to have a a superintendent that has a good understanding a very good cross-section of understanding of a multitude of programs including you know fine arts or performing arts is would always serve to be a good thing why would you do that i prefer fine arts because if you do performing then you might have like oh sure i mean it's i'm something referencing the fine arts i'm fine with fine arts being add fine arts yeah i would maybe break this up into a couple of different sentences so that it reads and so if we have one run long on run along on sentences yes we would not get good grades in an english class for a run-on sentence before district we better make sure our english is

064good well so for the profile are we good with knowing that we're going to have everything verified for like scholarship number square mileage students how do we feel about the additions we've made to the profile are we good with that um we don't know i need a verbal like yeah like that if you want to add off of the uh off of dr burdick's monthly letter she had in the uh june letter 11 million 500 000 in college scholarships and i believe i that that june letter was was her um presentation that was also given at the graduation ceremony so i would assume that's pretty close eleven five eleven five yeah okay so what do we think about that is our profile adding those items are we good with that is that somewhere comfortable i'm

065good with that but going back to the english grade we did on this at the end of 2019 we need a period and not a comma there's a couple of typos in there throughout all of these documents they're dated they're stale dated that survey is 2018 and then as you read through this the dates aren't current and i just want assurance that all of this is going to have correct dates because if we are sending out a survey or an advertisement or something and it has 2018 or 2016 on it that doesn't serve to put us in a very good light two things regarding that uh the in the the documents i sent you yes are boilerplate yes like for instance 2019 as mentioned all of that will be updated the other thing is once

066uh once this is uh typed out my part then it also will be edited by others to make sure like the commas are in the right place and the periods are in the right place one thing i would like to ask um especially that you mentioned uh you know the run-on sentences and such some districts have asked me simply to uh do bullet points since there's so many items to bullet point these and uh make note of it that way because then it's easier to see easier to track is that something you think would be advantageous for your district just to have it that way that's actually something i was going to suggest so thank you for reading my mind no i like that because it's easier to read and it shows we have a

067lot and then it takes out the run-on sentence no i agree i think the bull point's a better way to go you don't lose you don't regret about bullet points no it's just backing up for a little bit of clarification the actual enrollment we're gonna get that number corrected for where it's kind of approximately well yeah i don't expect to say 52 000 yeah i've got it written down they're going to clarify like if we're closer to 5 500 it's 5 500 not exactly okay i'll check that out with your uh central office okay steve in the first sentence um okay it should i believe it should be cave creek unified school district instead of number 893 do i have that incorrect it's not 93 it's well i've got eight on mine wait what pretty

068of eight where where are you i'm i'm i'm in the very the very top sentence i have 93 i have 93. okay i have 93. all right i printed these documents off when you first sent them to me so sorry about that thank you we're not it's number 93 madrick your attention to the bottom half of this paid governing board vision uh governing board beliefs and such that i took right off the website is is it absolutely correct i can look on the website okay you're talking about the vision yes okay all those statements you believe are correct and again we'll run it by uh the central office to make sure they agree too okay okay all right um dad i've got a lot of information here that i've taken notes on but i think

069it's pretty easy uh the additional schools edition of scottsdale rio verde the e-school will clarify the name 175 square miles we'll verify the student count will verify 2020 um current uh scholarship uh as uh mr brown said maybe it's more like 11 million 500 we will bullet point all those things like fine arts performing arts sports dual enrollments fed gifted and even j ted and we'll make sure it's definitive so people understand that okay that sounds good to me how does that sound can i see some nods yes or no or okey dokey okay let's move on to the next item are we looking at the the district community which basically is like our yeah i wanted a selling point i didn't have a as much to work on there as i was hoping so

070i made it pretty brief um and i was looking to you for information you thought should be included uh in that area of district community well in addition to cape creek and carefree we need to refer back up to the district profile where we added rio verdes uh north scottsdale phoenix but in in addition to what is written here our school district i believe is reaps a huge benefit from the involvement of the community and parents and you know when we're looking for a superintendent we need to have a superintendent who is comfortable working with the community at large and is comfortable with a lot of parent involvement because there are many school districts out there that have next to no parent involvement and to bring in a superintendent who comes from a district with

071low parent participation it would be somewhat of a culture shock i would believe to come into a district where there is a lot of support from parents and community well could we say something like we encourage and cultivate parent and community support within our school community either that or something to the effect of community and parents involvement or support is you know a big part of who we are it helps define you know us it adds to the scope of what we do in the school district something something to um create the understanding so they're gonna get they gotta work with parents and community exactly because we don't want someone to come into this role and not uh and be blindsided not that it's a bad thing but you know if we're being honest about

072who our district is and i think it's awesome that we have so much participation but what about the big shock if someone's coming from a district where they're not exactly experiencing contact we're all here and we're all very very much woven into the fabric of this community and we're all we all know that there's a lot of parent participation but this is kind of unique to what a lot of school districts experience it's easily stated i can make that a part of the write-up okay are there other other other aspects of the community that you think need to be mentioned i'm just kind of curious about something um you you mentioned in there it's 90 minute drive to the mountains are you referred like flagstaff yeah wow how long is it yeah yeah i like

073adding the parent and community involvement any other additions to that section that look good to everybody um you know that's easy to do i can't make that happen with where you mention local activities you know there are a lot of activities here that are desert based like hiking for instance horseback riding and of course those are activities that don't appeal to everyone but um there is a certain draw to like hiking for instance i don't know how you would put that in but having a school district situated in the center of the snoring desert puts us in a very unique setting yeah well i i just where i'm going with this is from an aesthetic point perspective where where we are situated is it's we're in a breathtaking area i mean we've got these mountains

074we have phenomenal sunrises sunsets we've got the desert we have all of that that that's something that we should capitalize on well do you want sonoran desert mentioned in there because that might be something that if you say sonoran desert they kind of anyone from out of state would may not know what it is just something no i'm saying would you want to add that because when people i think we should we should if we're going to be descriptive of the cave creek school district community this desert is part of our community and you know some and it's actually used as a teaching tool for some of the elementary schools and to bring that in i think adds to to the quality of what we're trying to promote here the spirit of the west is

075still alive here thank you thank you no we don't have people riding the school on their horse and you know hitching up out front but um we that we embrace the spirit of the west with a modern day flair i like that i also like your term breathtaking i'll work that in also okay how's that sound everybody yes good okay okay um district operational information that's stuff that you're going to have to get from you're going to be getting that from um our uh a final draft before it's sent out or is this the draft that gets tweaked and we approve the draft with edits and that's that and then it gets made into a final i'm going to we our last one of our later agenda items has to do with the timeline and

076we do have a floating date in there i believe don't quote me but i believe it's around the 17th of august middle august um my suggestion is going to be because there are a number of changes you want me to make my suggestion is going to be that at that meeting this comes back to you in final draft form for either retweeting or approval as written um and then you would send it back to me uh julia would send back to me with your comments and your changes and then we would have it published right after that now the the format that you would bring it back to us is that the final format it would be in or is this just sort of a word document and then you have some other format that

077it would go into once it's you know like to be made ready to be sent out for a national search yeah it would be it would be initially a word doc for me and then uh katie katie link in my office is my assistant she will actually load it into the electronic format that would be published is there a way that we can actually get a look at what the electronic format would look like i think it would be nice to be able to see a sample of what you're going to produce on our behalf so we know what's going out there i can send that i can have katie send that up to julia it won't be your district uh i can have her send that up in the next couple of days you

078can see what the norm looks like now okay um okay so we're going to give you all of our suggestions and tweaks and then we'll need to a later date come back and then we'll see the final and then that would be uploaded to a digital format that's what it then would be uploaded to the digital format right but i'll send you a like digital formatter i'll have katie do it ahead of time so that can go out so you can kind of get a flavor for what it looks like that's a good question you can see what the final looks like after that we've got this is probably the biggest question and that is the position requirements um just want to make a couple comments about that before you start your discussion the one

079thing you definitely and i tell all boards the same thing don't back yourself into a corner um i do think i mentioned at the first meeting and i'll remind you that if you say that you want a person who's the superintendent's got 10 15 years experience in a like situation in arizona and a like-sized district that has a a phd has experience as a special ed director as a principal as a teacher for 10 years you're not you're going to back yourself in the corner you're not going to have that person i equate this process as a funnel at the top end of the funnel you you've got a big opening and although you want to compress it to a definitive point you don't want to go so far that it narrows the scope to

080the point where you don't get a lot of applicants you want to get as many eye implicants as you can the process will let you narrow that down enter and suppose you mentioned it already twice i wish i could remember your exact examples but you said twice along the way here tonight you'd like to see a principal one of them was community you'd like to see a superintendent not a principal you'd like to see a superintendent who's going to mingle with the community get involved in community be part of the community and be part of that activist take an activist role in the community want your exact words and that's important and that's part of that process is as you move through this you're going to start saying things and thinking about things that you

081haven't thought about before like like those two items you define those tonight as something you're looking for other board members are going to do the same thing so my point is i would leave the focus a little wide to begin with and let the process narrow down who that last candidate is but that's just a suggestion um i've got a draft here that gives you an idea what i think it should look like um and it's relatively definitive without being overly definitive and then i gave you some suggestions uh in example form on later pages that show you some things that uh you other districts have and that you could use so i think it's up to the board now to have that discussion of what you want the final product to look like now

082on this um you know where you've got the cave creek school district profile and then the community profile you have an area for notes for additional information is that for our purposes for this discussion or is that something that's included in the final document well those those are the notes i took and you took based on the conversation okay now i'm i'm assuming that since this was put together in a word document the final will be formatted differently than what we're seeing well it will go into like i say go into the uh katie will put it in the electronic uh format okay will the structure be the same yes okay because you have like district operational information and you have one two five five items and then the sixth one is on a separate

083page is on a different page and so those kinds of formatting things i'm assuming are going to be cleaned up okay yeah that'll that'll get cleaned up and keep in mind uh when i speak to your cfo uh maybe other that's just a kind of a shopping list there may be other things that your cfo thinks are important to your district that need to be in there for instance as it says the last one other financial information um bonding capacity things like that may be important so we'll leave it we'll leave it up your cfo to say what's appropriate and yes we will katie's job is to make it look as nice as she can very good thank you um on the as we start to discuss the position requirements you have um like the

084bullet points of requirements you know like the degrees and um experience and then if you scroll down you had um is that different than um the examples of position qualifications or are we looking at the same thing in two different places well it's kind of the same thing only different okay and here's what it amounts to the the first paragraph is just the first couple paragraphs just basically intro uh then position requirements that those are the things that maybe you absolutely have to see and what i've listed there is you have to see a master's degree or higher you have to see five years successful teaching experience you have to see a minimum of three years experience as a principal and or other public school level administrator those are absolutes the way it's written those

085things have to be in place if you don't have those things in place you're not a qualified candidate then i put down experiences public school superintendent but i put prefer that answers the question that i mentioned earlier and i put down holes in arizona's superintendent's certificate and i put prefer but that's just what i put you can make all of those six five bullets absolutely required or you can make them all preferred i could say position requirements and then put preferred behind that and they're all preferred how far do you want to open the funnel is the question the items then below that are more characteristic of a person demonstrates excellence interpersonal skills you have to judge that when you interview them you have to judge that from the things they send you in terms

086of answering questions you have to judge that how they represent themselves at the community meeting so those items are more representative of things you're going to glean from an interview and glean from references and things that have been written about these folks on the next page must be a leader with passionate vision of education for the future well you can't just you know get a document that says that you have to figure that out as you work so that's the difference between the two uh groupings um one is what's absolutely required or preferred and what are those characteristics you're looking for okay when so in looking at those if you scroll past so you go through the salary contract timeline additional information what is the difference between the qualifications that we just went over and

087then um we have examples one two three and four and five is that also variations on what you're talking about like example one is you know requirements and then we have preferred in a separate set of bullet points there's another example that has you know you yeah those are just other examples of what other districts have done for instance if you look if you look at example one uh the district that wanted to present that fashion they just wanted it short sweet and to the point they wanted to keep the funnel pretty wide open so they said that's what they wanted okay excuse me representations of what different boards have projected in the past and i wanted you to see what because again you haven't done this before so you need to have a variation

088i thought to make a decision what you want okay so our job is to narrow this down right now well like you did like you did with those first couple items uh you need to tell me what you want if if the first representation i gave you is adequate that's fine if you would rather take a form one where it's a little less definitive a little more direct that's fine too if you make the first representation i gave you but don't like all the bullet points want to take some out or add some up to you you're doing oh i'm sorry beth go ahead um i like five uh i would i would tweak a couple things but but that is the one that i favor the most i think uh are you saying example

089five i'm sorry beth is that what you're yes example i'm wondering maybe do we want to go around the horn and each person like talk about what example they like and then maybe we're gonna need to come back and just kind of nail down like what we're going to require because all five of us need to be in agreement on the requirement like we have to you know so do you want to start with um we could start with beth and then we could reset to alphabetical since you started just maybe go through and tell us what like beth for you what you liked example five yeah so what i can do is i'll i'll tell you which one i like and which one i absolutely don't like and the reason why okay my preference

090is five i would eliminate number three because it's uh it's narrative i like being like three within the preferred the example three i would oh okay you like five but you don't like example three you're not talking about i like scenario example five i like example five okay i would eliminate example three um example one to me is pretty darn short okay so that's kind of where i am as an overall picture but i have more to say when we get into the specifics okay um remember brown did you have an example you particularly liked or didn't like just not for like specifics but like just the way it's set up i was pretty flexible on those i think if we need to funnel our information into one of those examples format is there a

091style i think i'm like like was there a style of an example that you preferred over another i think i like number five it seemed to work especially with the bullet points that we have on the on the pages before uh where we list underneath position requirements and then probably just a comment um underneath that position requirements that fifth bullet point that says hold a current arizona superintendent certificate and then it's preferred in parentheses i think if we're sending this out nationwide do we want to say you know preferred but not required because i think we're gonna get to that in a minute this is more just like the style that you like and then i think we're gonna have to each bullet point on what item okay so as far as style you like

092number five yeah i like number five i think that works good for us yeah i think if you're looking at style we're not saying we're gonna go with everything under there because if you look under number five under the the seeks there may be some stuff i think we're just looking more right now we're talking about like style of how it's written so you like five five works okay remember busby no i five is good i i prefer something that has bullets for many reasons um but for the person reading this bullets seem to be a better a better grasp or a better way to grasp someone's attention okay um so all of these are workable one would probably be my least um favorite okay um i like one because it's short but um i

093like five i think the bullet thing is just i like that you can look at individual things i think the only thing style-wise i like the preferred position or you know if we have the required and preferred um when we start looking at the part where it says the governing board seeks the superintendent i don't know if we need that many like when we start getting to the nuts and bolts i want some but not a lot because i think you know if you see that many you're just gonna you're not gonna i'd like to narrow it down i think five works as long as we have you know we're looking for this these are our preferred requirements because we're not we don't want to box ourselves in um or we can tweak it on

094that but yeah five works for me i like shorter rather than i like shorter and more direct rather than flowy could we create a hybrid from all of these i'm sure we could i think it's more just like what kind of styles we like and we don't like it's like you like number five if we can get it all on one page yes please well because you know and i think all of us know if we get to where you have too many pages of stuff the important thing gets lost and then you start getting bogged down into tiny details and that might actually you know where you don't have too many requirements that narrow down a person if we start saying we also want a person who can do this and has a really

095great golf handicap and also plays the violin that's just as narrowing as you need to have three years here and two years here and you know so i like the idea five i just want to make sure we don't make that so when you have that many things it's so broad i mean it's nearly superhero level so we might as well go well i can't provide you all that i'd love to but i have no golf handicap and now i i don't feel like i can be your superintendent so i like five just maybe not quite so verbose but i also like short stuff but i can i'm easy i just like kind of yeah one page would be good you go past more than one page i think people just aren't they're gonna look

096at it but they're gonna start not paying as much attention uh remember rich you have an opinion on style yeah similar to yours i like one and five i prefer brevity but yeah number five if we could do it on one page okay so we like the style of five um and i like how in the example it talks about the best fit because it's not gonna be a perfect fit because that doesn't exist so i like that phrasing um do we need to start like nailing down with the five of us do we want to in five it says preferred position requirements um in the one that was initially with ours if you scroll up to we have requirements and then we have preferred in parentheses do we want to delineate do we want

097everything to just be preferred or do we have some things that are nuts and bolts you have to have this this is a requirement and then do with maybe something else as scott said is have something and have it as preferred in a parenthesis yeah everything should just be preferred or do we want to nail down so we absolutely have to have this to be our superintendent if we're doing a national search it's quite possible that there's someone who is otherwise qualified to apply but they don't have an arizona superintendent's certificate so what is the process to obtain an arizona superintendent's certificate if you're already have that certification in another state generally there's reciprocity between arizona and most other states and it's become actually easier than it was ten years ago or so because the

098the uh there isn't as many people looking at this time as there was 10 12 years ago so if i if i'm in georgia and i've got a superintendent certificate generally speaking and come to arizona i can present that and the state will accommodate me now i said generally speaking we don't control it only the state controls it the state has uh the authority to make the determination who qualifies and who doesn't but generally risk property works one of the things that often occurs at least has in the past is to have an arizona certificate you need to have a couple of courses in arizona history government and now they've done that online just take a test and do a quick uh do it that way so sometimes that person's first certificate shows a deficiency

099in those areas so they give it to them for two to four years or something like that the intent that they fulfill that obligation um the the reason you might want to leave it preferred is that you do open that door that you were talking about you have a highly qualified person and maybe you want them to work toward that certificate even if they don't have the reciprocity but you also don't want to back yourself into the corner of saying and i had a district recently that we didn't work with that i talked to that had done this what they put in their document was um has a has a current arizona certificate or has the ability to get one well what does that mean it really doesn't mean anything yeah anybody you know i

100shouldn't say anybody but a lot of folks have the ability but will they so you keep it at least so it doesn't back you into a corner either want it you don't want it or it's kind of preferred could we sort of wordsmith it to um they the person holds a current superintendent's certificate arizona is preferred because if we're if we're doing a national surge if we make an arizona superintendent's certificate um like a must-have we've we've delineated it down to that small group we've eliminated a lot of people and initially it's my understanding this process is to make the pool as big as possible so that there's more to pick from and if we get super specific we're going to eliminate candidates you know john doe that lives in bangor maine may be you

101know the superstars superintendent but he doesn't have an arizona certificate so all of the sudden he's not going to apply well could we say current superintendent certificate re required and then in parentheses arizona superintendent certificate preferred uh i believe that's what was asked and the answer is yes is is there um [Music] is it appropriate to say um you know the expect you know preferred or the expectation that the certificate is obtained in whatever the period of time is that has to it has to i see i don't know what the the nitty-gritty is of the process so i'm sort of fumbling with this question because i don't know the process it's an excellent question and it's what i mentioned earlier what this district that i was talking about that we didn't work with um

102but i found out later what they've done and i happen to know the one of the board members and i said you know the problem you got yourself into and what they did is they said you know has arizona's certificate either in place or has the ability to get one well okay so i asked this board member i said okay so how long did you give them to get it well we didn't define it well who's checking to make sure they do get it well we didn't define that either i said so what if they don't get it then what are you going to do and she just kind of looked at him and said i don't know and i said that's why we would never asp would never recommend that you either say they

103have to have it or you say it's preferred and then it works itself out because you want the best candidate you can get and you don't want to lose the best candidate just as you said because you said has to have that arizona certificate in place right now if that's what you want that's fine but they may also not be your best candidate you may have that person like you mentioned from north dakota or whoever that um really is your best candidate but they don't have a certificate so your your point is well taken and i think the key there recommendation wise would be set on either prefer or no don't say anything at all about it well well you say they want arizona and then you know in the one you suggested like the

104one you wrote if you go up from all the examples um under the first par position requirements the one that you had where it did say hold a current super arizona superintendent certificate preferred that sounds like so basically we're saying it's not required but we prefer it you're saying that's probably the safest bet to do with something like that so we don't box ourselves into a it gives you the board the most room to work once you look at your applicants so north dakota is great that's not taking about the running but we are saying we would like for you to have it without being so it's better to say arizona preferred as opposed to hold the current superintendent's certificate arizona preferred either direction it's fine either either way fine you're not you're not closing

105the door too tight in either way okay i would i would my my vote would be to just say hold the superintendent certificate with the understanding this is going to be a national search and for a potential candidate to see it written out arizona superintendent's certificate preferred that could immediately make someone feel like they would not qualify why should i go through the time to fill out this application so if it just says superintendent certificate in parentheses arizona preferred that i sort of feel like is a little bit broader definition of the exact same thing that we're looking at and we can we say that um they they need to hold a superintendent's certificate but they're eligible for i think that's what he just said we don't sorry about we don't want to get into

106the whole eligibility thing like just say you need to be a superintendent and in parentheses we'd prefer we prefer arizona well by eligibility i mean they've got the qualifications to go for an arizona certification the problem with that is i cannot tell you that they do and you cannot tell me that they do only the state department does so you put yourself in a position and saying okay we think you will go forth and get your certificate and for some reason the state says no [Music] don't put yourself in that position to test it but that's also something when you do the employment contract that we can have written in that if we need to put a time frame if they're coming from out of state that they need to have a valid superintendent certificate

107issued by the state of arizona absolutely and then you give them a time frame and then you give them a time frame and then write that into the employment contract and then you're then you've got a deadline that has to be met well it's absolutely appropriate but by the time someone shows up for as a candidate as one of the finalists you know one of say three people that are being interviewed for the position by the time the candidate gets to that stage of the process would we have communicated to out of out of state superintendent that in the event that you you are hired you would be required to get this certification within x amount of time i always tell uh those folks then unless i have other instruction from the board people from

108out of state will call me and i say what's the first thing i need to do i said well even before you apply for the position apply for your certificate get that in place see that's where i was going with this is the person from out of state who is proactive and does their homework ahead of time already knows that they need to get the certification and you know i'm interested in that person who's already done their homework and knows what needs to be done i don't think having to spoon feed oh by the way person you need to go do this they should already if they're that interested they should be taking the appropriate stuff yeah they should know if they want to be a superintendent here they've gotta say the phrasing be that

109we want that is opening it up to out of state but you know reminding them is there a cost involved in transferring a superintendent's certificate oh yeah the state the state charges i can't remember i don't recall what it is cost relations but when you need a certificate it's relatively minimal it's not okay it's not like five dollars but it's not like five thousand exactly okay okay all right it's closer to five than it is five thousand okay okay i don't know the exact numbers well so charge you for each certificate so if you want my superintendent principal and teacher it's you know it's like forty dollars forty dollars for it don't quote me on forty dollars but that's how they do it sure no i understand knowing where we're trying to go with this

110do you have a phrasing that doesn't sound clunky or boxes us into a corner that meets what we're what we're saying yeah let me let me um can i back up a second though we focused on that one thing um you i'm hearing that example five is kind of where you're headed nothing like that right okay and i've also heard you want to keep it short but not too short keep it to a page okay so my suggestion would be if we look at the first paragraph we do keep it simple the the unified school district governing board seeks a exceptional leader with high standards personal integrity and good moral character period the governing board understands the candidates and they and don't fill in anymore because if you fill in more you make it longer

111the governing board understands the candidate will likely possess and that's fine and where it says preferred let's start right there with that word five points i think a master's degree is absolute they're not gonna get a certificate without one anymore oh yeah does anyone or did any of the five of us disagree with that at all i mean i think that's a no-brainer but that's my scott's shaking no janet's even have a problem with the masters or higher i don't think i think some of these things need to be not in the preferred category but in the requirements just without requirements and that would be one of them that's kind of where i'm taking you on this so it looks more like the first example but so master's degree is an absolute three-year successful teaching

112experience that's very important to your teaching staff that they know this person's been a teacher um everyone see me see head nuts i'm seeing scott nod are we good with the minimum of three yeah okay and then the same thing is true minimum of three years successful experiences your principals like to see that now we take the word preferred off position requirements as a header like we did in the first example and leave those as absolutes those are three things they have to have so when you do your screening those are three things you're looking for actually ahead of time candidate a meets the basic requirements candidate b doesn't i'll tell you and then the next two experiences of superintendent district level in new york public school and holds an arizona certificate of the time

113application would you like to put the first three as absolute and the last two preferred and change the last one to hold that holds a super certificate arizona certificate preferred and i would work on the language what makes sense does that work for you to do it that way i would prefer that language you know preferred arizona yeah okay i i like the first day being required the second two preferred and then we we tweak like you just said okay now on here where it says preferred position requirements these are kind of givens these are the non-negotiable requirements am i understanding this correct yes and if you if you what was just said the first three would be non-negotiable okay well if they're non-negotiable we can't call them preferred we've got to just comes off

114okay okay it says but now it says position requirements the first three are the position requirements absolute the next two are preferred position requirements okay whoa we don't we're not going to make it a requirement that the person has had superintendent experience that's okay i mean you might have someone that hasn't been a lot of people coming into superintendent i mean do we want to take out the possibility that we have someone that's been an assistant superintendent but never been a superintendent yeah i wouldn't want to lock that in um okay that it's a superintendent preferred that's one thing maybe like putting it down to two people and they are really really equal but one has been a superintendent one hasn't that that could be something like okay that's our tipping point that you're totally

115equal people but you do have this you have this one extra nugget of experience that isn't required but we prefer it and you have it you see where i'm going with that yeah yeah just put the word preferred in parentheses after that were like we had in the uh the pages before easily done what do you all think about though uh the district level administrator do we want to leave that as preferred or required because otherwise a principal can jump jump to a superintendent's position i'm fine with preferred i mean we've seen principals jump to superintendents i would rather keep a preferred and required but i mean that's also something where you know i'd like to have the option that if we have a person that came in that hasn't been superintendent or district level

116but it's this amazing principle that has certification and we're like my gosh they can take us somewhere new i'd like to have that option but you know i'd like to see someone with district experience but i don't want to i don't want to require that are you saying take it out all together i mean i'd like to see it i also i'm not saying take it out at all i'm saying um i'm suggesting that it be required that they've been a district level administrator i think that might take out more people than i'm concerned that could take out some because that would eliminate your assistance superintendents because if you if you keep that then that opens that all up that would include the assistant superintendents because that's a district level administrator so that would actually

117include um somebody just said that they wanted to take that out i thought no no i i don't want to require it i just want to keep it as a preferred yes but that's my vote i mean we need to come to an agreement on best wanting to make it required i'm not so we need the five of us need to decide or at least come to a vote on how what that if we're making that required or preferred i i like that as preferred okay beth you like it is required i'll i'll defer to the group on that because it's what you just said a minute ago catherine when we get down to the uh looking at um the applications that could be a tipping point also i think i just you never know

118i mean it could not be we could have someone walk in that is a past superintendent that's done it for 10 years you're like wow you meet everything you never know if you're going to get i don't want us to be the districts like you can't come to us unless you've been because there are school districts that won't even look at people if they've never been higher level and that's keeping out some really great younger innovative leaders that are principals and they're you know giving a chance i mean that may not be the direction we go but i'd like to have that opportunity if someone comes in and blows us away having not been a district administrator but has all the key has all the necessary tools has all the requirements but can handle that

119i'd like to keep that open as you know we keep that person in mind to what everybody thinks okay um jim do you have an opinion on that keep the funnel wide janet make it as broad as possible so put it as preferred so keep those last two preferred and then tweak like we said about the certificate yes on that certificate point is it just easy to say hold or able to attain an arizona superintendent certificate mr brown the reason you don't want to be able to is because that isn't anything you can really stand behind because how are you going to judge that yeah because then we have then i think that's when it gets into that whole thing about you're getting into contract negotiations and then it gets lawyery are there certain things

120you can narrow that in that are required for a super i'm assuming there's certain qualifications that are required to get a superintendent's certificate there are certain requirements for a superintendent certificate absolutely um but are they uniform from state to state no they're not every state's a little different that's why sometimes when a person comes in with a certificate they'll give them a temporary that's good for a couple of years uh they're getting away from that more and more because we need to get more superintendent certified folks in here uh i think just just as a as a focus point i think i think you're having a great discussion doing a very good job of discussing this but i think that what you've come up with is is probably a nice settling point and that is

121the first three absolute the next two are preferred with the caveat that the current superintendent certificate and then arizona preferred means something too it's kind of like miss buffy said a person went out of their way to get a certificate in the state they were at they showed that they had the the inclination and the will and the energy to do it that proves a point to begin with now when you that counts it once you get into the negotiation part of this is you've got two years we want you to have that certificate within two years in place i think that's fine okay are we good okay yes i think it's very yeah it's to the point that gives us okay on the next part do we want that's where my that's an awful

122lot of stuff what i'm going to do is lead you through that little exercise and it's going to be what i'm going to call it is what don't you want because you what you do want is you want it concise enough to fit on one page you got about 15 bullet points so i'm going to go down through it and ask you to kind of talk through each one of these and tell me what you don't want don't tell me what you do want just tell me what you don't first one is has experience working with the diverse population multicultural multi-language uh second language learning environment does that fit your district i will tell you the district that used that use this particular information was a reservation district our diversity numbers are very very low

123yeah like like extremely yeah like 19 maybe so yeah i think that's not it's great but it's not something that's going to be yeah that's a leakage delay on that is everyone okay with not number one yeah both two then student-centered programs committed to growth every child important yeah yeah i like that that's what it's all about well i think that also goes we talk about programs and activities that covers what we talked about up earlier because we are a district that has lots of sports lots of fine arts lots of culture we need a superintendent that's going to encourage that in our kids because that's what we expect that's what our that's what our community is we want someone that that wants to push our kids to grow in many different ways so i

124i like number two the third bullet the third road is kind of like the second bullet restated in a different way about being student centered and academic success is bullet three necessary no i mean i would hope it would be understood they want the kids to do it well this person is is an educator is currently a superintendent or an edu an educator to whatever capacity if they're applying for a job for a superintendent there is some amount of assumption you've got to make that this person does have a commitment to furthering the education and building up the student and so to restate that is well it's somewhat redundant to the second one and to restate it again i mean to me that should be a given i i shouldn't have to ask the person

125that's applying is this who you are that they that skill should already be there it should be should be the innate skill and if they're not a student-centered person that's something that comes out in an interview yeah well and i think if they if they do any digging on our district they'll see the expectations for academic success are i mean they're already there so we don't want someone yeah i think it's kind of redundant yeah i would take out number three any do we agree on that can i see some knots if you think yeah i don't want to push i mean janet and i are yelling so if the other three of you if you're like no no you have to keep it just i i hope you're not really serious that i'm yelling

126no i'm saying we're popping in going we like this we like it i'm just like do i have head nods so okay so we're ditching three the fourth bullet is uh having to do with curriculum planning and instruction absolutely yes yeah i think we're seeing right now yeah we need someone that's been around with some of this yeah that's could we re um wordsmith this a little bit and maybe where it says dedicated to the implementation of programs has maybe we could make that demonstrated success with implementing programs or enhancing student learning demonstrated success in the implementation of programs how's that oh yeah i can make that work and that makes it shorter so that goes with my shorter bullet points but are you going to include the curriculum planning and instruction piece that's not

127coming out right oh i assume that was going to stay there and then at after after the comma demonstrated experience yeah or success whatever it was that i said demonstrated is a better word and it also leads you to a question that you can ask at an interview i'll have you demonstrate it yeah your experience um scott and jim how do you guys feel about that yeah that's good sounds good uh number five yeah the knowledge of current arizona state standard state assessment protocol and core standards well is it gonna hurt us with any out of state exactly if we're if we're doing an out-of-state search that's we've this is a question that's going to eliminate a candidate and let's be honest man our assessment protocol in the state changes every year so well there's

128no way uh one person is going to know 12 years of standards yeah that's just impossible they should have a general overview of maybe what standards are you would think they would know that but that this is impossible for one single person to even know this but by the time someone comes by the time someone comes to a final interview or is in the pool of a final candidate one would hope that that candidate would have done their homework and sort of investigated just exactly what standards are in arizona because during an interview that would make for a very interesting conversation oh you're from florida so tell me what are the standards for your fourth grade math or whatever it is and then it from that you can um get an idea of where innovation

129and creativity are coming from because that standard in another state is probably not exactly like ours yeah i'm fine with i think that's off yeah that's a very specific i mean it's almost like a requirement yeah i agree you're gonna find out in your questions real quick how do you feel about ditching them doing their homework yeah that's a cut because like remember hatcher said that's impossible for anybody to know and we don't even know it and we're in arizona i mean it changes so quickly that who who knows jim you okay with ditching that okay i i rarely i rarely take exception with a board member for good reason but i will tell you beth it is possible and i live with one for 46 years so she can tell she likes to be

130here in any grade you want to know that is very impressive i never argue with her on standards um models high expectations holds others accountable for the same standard of accountability honesty and integrity [Music] i think that's important it goes to uh yeah because it is it's important but look at this from another perspective this is not a quantifiable type of thing that we're putting on here okay so your definition of um integrity accessibility etc may be different from the candidates okay this is um there are other ways to ask like as we go through here there's other things in this list that speak to some of these things and the only reason i'm bringing up a different perspective on this is try to whittle down the list a little bit so that it fits

131on one list this it is very important but it works into some other areas on this list i'm just saying i'm good in or out i i like it because um the this person is the leader of the entire district and um to me my saying is the tree shakes from the top and you know for a teacher the principal the principal's character and characteristics are it tends to be how the rest of the staff follows so the to me the same thing is and many of these things are quantifiable uh curriculum planning so forth isn't necessarily quantifiable so i i actually like that one and i would i would uh prefer to leave it in is there a way to take this one about high high expectations the next one um sensitivity for diverse

132views and then the one below that that's management style that deals with complex problems is there a way to um sort of massage all of that to make it one those are three different things to me they're three discreet descriptors one has to do do with uh one's character kind of thing how they how they are as a role model um the the second one um it is what it is they're very discreet for management style what what are like the non-negotiables for a management style i mean could we say though that i mean well like i feel like the model's high expectations while the others are discreet it does cover the other stuff because then i you go after that like high expectations is this very broad i mean accountability is a broad topic

133honesty not but you know but then we start getting into like certain management styles and things like that i feel like we're almost getting it's getting too [Music] yeah they're gonna they're going to set the example mm-hmm i think we leave those three in because that also gives us some questions that we can ask during the interview process what's your management style i know on the first one the involvement and commitment to school and community that we could ask the candidates to give us some specific examples and then i think after those questions coming out i think we'll begin to see what kind of a management style they have but then if we can also follow up with that you know with an open-ended question of you know tell us how your management style solved

134xyz and then that gives us a chance to discuss a little bit with the candidate like a question like how do you define accessibility involvement and commitment to a school and community yeah like that kind of question like push it back on them that this is what we want how do you define what we're looking for yes okay you know i know that number three i don't i think number three was the one that was not a fan favorite am i correct number three was the exam example number three oh yeah okay did you find something well yeah one of the um statements that's on here a visionary leader who seeks and transforms ideas into reality celebrates innovation focuses on success accepts risk and builds a culture of growth and problem solving through continuous improvement

135i like that because innovation is really important when it comes to education and this this statement encompasses a lot of things that are are very relevant to our classrooms our district and especially right now given this the environment that all schools are in being able to be a visionary to see beyond where covid19 has placed us and to have a plan to take us to whatever the next level is is important so would you put that in in the place of some of these i would i would take that statement and put it in i would the the high expectations someone who is in a superintendent's position i already expect them to have high expectations otherwise how did they get to that job you can't achieve the role of the top person in the school

136district with low expectations and in that bullet point though that includes a lot of other things but it does it does and what i'm saying is we can wordsmith some of this you know i look at this as sort of a starting ground and how can we massage these ideas into what is really who we are as a district you know just because it's here on this sheet of paper i'm not taking that as well since it's on example number five we have to go with that one that's a suggestion and how do we take that and make it our own well if you take that thing from number three that encompasses like the very last one of the one we're looking at the leader with the passionate vision that actually is in three along

137with some other stuff so it could be something that we take that and we could kind of knock out some of these others like you know working with people and things like that follows into that broader point under example three that covers several of the bullet points that we're looking at right now i mean with just so i'm not getting off into the weeds here for these these attributes are we looking for broad or very specific i'd like fraud i mean because i think scott's right you give them abroad and then you're able to go in and question okay this is what we gave you what do you see as you know i'd like to know like when we talk about um diversities and opinions how does a superintendent what do they think diverse for

138use and opinions are because it could be different like they go this is what i think a diversity is and i'm like wow that's that's you know depending on where an individual comes from is going to dictate what they see is diverse because the verse in cave creek is probably going to be a lot different than diverse in l.a so i think maybe if we make it broader then we open it up if we get less specific like some of these are very very specific further down the broader topic it gives us more of a conversation in the interview rather than just like you know do you know this accounting procedure or something like that so you know like beth from your perspective what what are like three really important attributes that we really need

139to go after that we really need to make sure that this person has student-centered is one communication ability to communicate is the second one and experience in not only educational activities but uh also the peripheral activities of budget and finance those are the four biggies in my mind okay see that's much more succinct than some of these i mean i like that better than the has experience and knowledge in school law finance fiscal planning federal programs grant writing and credit a lot because see a lot of the stuff that's in there the stuff that's that would come out in an interview like the grant writing for instance that that's something that more than likely will will come out in an interview yeah their experience yeah exactly and so some of this stuff and there's a

140lot of things on this list that are extremely important but are you know we're going to make this list so big that we're going to shoot ourselves in the foot and you know eventually we're going to get somewhere between 5 and 1 on here and we're going to have like 1.375 or something right now we've only agreed upon two though right yeah so oh yeah well we've dumped three so i mean you know so we yeah so we have two that we've agreed on and if we add those four somehow we craft statements revolving around the four skills that a superintendent should have we would be up to six how many how many bullet points do we want to have in this category five i mean definitely definitely not more than ten i mean five

141five i would i would say five or six why would mine because like i like what steve said and the one that really sticks out to me that is something that we've but then also we cover it somewhere else like the willingness to become an active and contributing member of the district and community we've emphasized that multiple places we don't need to i don't think we need to so maybe the four that steve gave us covers those items that knocks us down to like six and so there are bullet points that are descriptive but we're not just like and we'd like this and we'd like to do this and we'd like to be able to be able to do this on the weekend and i mean i like i like we're seeking someone but i'd

142like it to be succinct because it is going to be you know if we're getting into the weeds just even discussing this the person looking at it well that's my point do the same thing that that's my point and they're going to guys are going to glaze over they're going to be like i can't possibly meet all your expectations it's almost like i would do a round robin and everybody give two or three attributes that's really important and out of all of that there's going to be some duplication and then number five is is it clearly has too many yeah well so what are those four that you gave us that we hadn't really like you said something about finance however you articulated finance i really liked because it was pretty you need to know

143it but you know it was pretty to the point what was what did you say about that i said you asked me for what are the uh what are the primary areas and i said the student centered was one i said communication was another good communicator uh experience in the educational realm uh is another one you know gram and instruction and then budget and finance to me those are the four before biggies all of the others in some way shape or fashion can can almost fit under those four depending on your word and it's been mentioned by more than one of you that when you get into the question and answer process uh you're going to very quickly glean what they know what they don't know so if you wanted me to take and scrap

144all of these basically [Music] and write four that are specific to that those items i mentioned i can easily do that plus um if i went back to example three item two visionary leader who seeks to transform ideas in reality celebrates uh innovation i started with that that's kind of the broad scheme you know and then and then came up with those other core student-centered communication budget finance and education if i put those four you'd have five bullet points that were pretty solid well i like that because you'd have the broad over topic and then like even because the two we've agreed on are actually two of the ones you mentioned we agreed on student centered and we agreed on curriculum and i mean i know we're going to agree on finance because that's a

145necessity so i like the idea of doing that broader from from number three and then doing the four underneath because those are i mean we need communication finance curriculum and student-centered i think that's and that's five and if you're someone looking at that that's kind of a like visually five bullet points is just kind of a nice and and keep going going to look at this on the 17th i think it is you can always at that time look at it sounded good but let's add one more okay you can always make some adjustments when you when you've approved what we're going to put out how do you guys feel about that yeah with that broader thing from number three and then having steve kind of massage those other four that we've already kind of

146mentioned some wouldn't he would bring back oh yeah we'd look at that again a draft okay well i think what we do is you know when we get to is we would approve approve this item as a first draft knowing that it's going to come back as a second approve of for draft having a final reading later so we would approve this as a draft as a first if if it's going to come back with modifications to it then i'm a little confused why we're approving something if it's coming back changed and not just put it back on the agenda because we kind of approved dc even do the changes let me let me chime in if i may um what we've done is we've you've done an excellent job of discussing this i mean

147it was really good to hear all the things and you all stayed very focused and i think you've come up with some good things i think the the motion can be to direct aspa to take them take the input from the board and really re-uh draft this and send it back to you for consideration i think that's what they want me to do i can make a motion to do that exactly what you said okay you can say so moved if you'd like go moved second do we have any discussion are we we good with that do we want to do that as our vote as the redraft okay um so the motion is what steve suggested that janet moved and um jim seconded uh sorry so steve's gonna take it and redraft it and

148come back with some new model yeah okay so that's what we have uh member brown i busby hatcher i i'm an i rich hi okay item 3.4 district specific questions for the application presented by mr catherine before we go on can we take like a five minute break yeah we've been on here for two minutes so let's it's 7 20. let's um make sure you guys mute and kick off your video and then come back by 7 25. okay thank you so okay i think we're just talking janet and then we can we'll start up again oh okay okay catherine before before you get started we kind of skipped the last page of that uh of that document when we went to position requirements and it went and then went to the examples to work

149it out there's still another page there that's got salary timeline and additional information oh you're right okay guys so janet are we okay you're right scott we need we didn't cover that whole thing are we okay with going back knowing that that with that other stuff we talked about mr hyland is gonna tweak it and come back but we do need to go through that other stuff are we okay with revisiting that you're right we skipped that whole part are we okay i'm good i'm good yeah beth yep thank you scott okay um mr hyland can we go back to yeah because we we skip through whatever we're seeking and then we need to actually go back to the page where it's like salary contact timeline i think the additional info is kinda but we

150need to talk about the salary contact and timeline oh you're you're muted yeah what i was what i was saying is if you didn't approve the document you just screw me to go back so now clarification wise i can go back to it now that we've gone recess and i'll just say under salary and um contract um the salary that i put down is 155 to 175. where did i get those numbers we every year we do a salary survey and that salary survey goes out to all the districts and we usually get a good representation back i'm looking at the document right now in terms of maricopa county and we do this by size of districts in maricopa county with the district your size you're right on the border line here because we do

1512500 to 5 000 and then we do 5 000 to 7 500 students if we look at 2500 to 500 to 5 000 the low point is one third and the high point is 150. if we look at 7000 the low point is 150 and the high point is 180. so you're kind of in the middle of that because you are higher than 5 000 but not that much which are smaller than the 7 500. so i i took those and i weighed those numbers and i looked at the averages and in maricopa county the average for a district between five thousand and seventy five hundred is a hundred and fifty thousand dollars that was last year now um 2020 we haven't we'll be doing the 2021 here in a couple months um and then

152the the 2500 to 5000 was 135 to 150 with the 130. i don't know what your current superintendent makes that's a factor also uh catherine do you know what your superintendent makes yes um with the increase from the two percent um for the fiscal year 21 because we did a two percent raise um for all our administration that base would be um the regular year salary would be 158 340. 158 okay so uh so 155 maybe a little high for you then i don't know if you want to start somebody that close to where you you're losing and it's been there for a lot of years um but you still want to be competitive i would maybe start somewhere between maybe 135 to 140 ish as a low point and i go up from there

153to maybe 1 65 maybe maybe 170 but you know as you were saying steve you know we we have a superintendent with a lot of years of experience here and if we're doing the search and come across somebody that's got three years of experience as a superintendent i wouldn't want to place that person in a position with the salary that's pretty close to what a seasoned superintendent has been getting i think based on what you i just learned about where your current superintendent is i think if you picked a number of 140 and went 140 to you're probably in the ballpark for a um a new person coming in and the 160 would be an exceptional candidate um do you i don't know what the assistant superintendents make in our district but i would think

154that would be a consideration too that a superintendent would come in definitely higher and i don't know what kind of what percentage higher they would come in at but i don't know what they'd make as i said well could we do 140 to 165 because if we've got a superintendent with a lot of years coming in i mean if we get someone with convertible i mean if we if we get someone that's a 20-year superintendent that's just decide they're tired of living in chicago and want to live somewhere sunny and they're fantastic i mean you don't have to give that but it might like i agree with dropping the minimum i'm just not 160 just feels nothing why don't we do 163 i like five oh good with the 140 to 160. yeah okay you

155undo 160 beth steve does that seem reasonable i mean does that sound like we would get a good amount of candidates interesting i think so let me tell you what what when i say you have to be competitive i think that makes you competitive but i will tell you that there are districts out that are really stretching to the stars i had a district that i worked with last year about a thousand students they went up to 170. now that's out of the norm and there's always somebody there i don't think you need to complain but understand that some districts do that i want to you know just so you know but 140 to 160 looking at the numbers um i think is still competitive because like i said if you were 5 000 to

1567 500 students the mid-range is 150 right now well 140 to 160 puts you actually in the mid-range of the next group higher the and you are technically in that group with barely 5 000 to 7 500 so that's competitive um okay so janet's was 140 to 160. um scott how do you feel about that range yeah i'm good with that 140 to 160. well let me ask you one more question steve um has it been your experience that um if a candidate is interested in the location really wants to move to arizona really likes this location uh would they come back to you but has a problem with this range would they come back to you and say i really am interested um and they're super qualified do they ever come back and say

157will you go back to the board and see if they'll give me you know whatever or is that just strictly salary negotiation time well first off once you set the range you need to stick with it okay the benefits are what are negotiable because you're sticking with a range of 140 to 160 then you've got a negotiable benefits that's where you can play with it a little bit because you could talk about a 401k you can talk about performance pay you can talk about you know they get a district vehicle to use that that's your that's your playground but once you set the salary you need to stick with it have i had somebody come back and do that yeah and i had a i had a board very interested in a person until i

158said well let me just go back and make sure that this person is solid uh with what you um you know what we've got here and i i we took a recess and i went back to the call first and i said look they're interested uh are you still interested and that person said yes but i won't do it for less than 165 and the board the board had um i think set a high range of 145. well right then that was it i went back to the board and i said yes but and the board said next and we moved on we've had it happened once it is not good practice for a candidate to do that that is very poor practice okay steve do you have any idea of how many other openings

159there are in the state right now yeah it's limited right now i you're the only one i'm working with right now other stuff i've seen several over the last few days come in but i haven't seen anybody else in arizona at this point okay what one of the things to keep in mind like with dr burdick part part of her compensation also includes we're paying for her medical her retire well you know we paid her retirement but she's also got um car allowances and you know so when you add up all of the the benefits that 158 000 actually adds up to a lot more than and as steve was saying that's part of the negotiation because originally dr burdick's um car allowance was much different than it is now and that was it was

160changed several years ago to um [Music] sort of add to the bottom line for her so i think that if you do receive somebody that you're interested in from out of state they're likely to ask you for some compensation for moving expenses that's all negotiable also yeah and see those are all things that are gonna that play into the cost of the employee because the cost of an employee is more than just the salary you know what's in the paycheck and yes you know as an employee you're concerned with what's in that paycheck but all of these other things are are they impact the employee and they're important to us for our bottom line that we need to be cognizant of jim what are your thoughts i think right now we've got um if i'm

161right just not if i'm right i've got janet suggested and scott has agreed what is your thought on the 140 or did you also agree to the 140 to 160 i already agreed to okay beth what was your yup okay okay what i'm going to do then is i'm going to change this to 140 to 160. keep in mind you haven't voted on it back is the draft you'll take care of it then the other part of that page is just to be filled in under the search timeline that's a discussion in a later agenda item i just put those things down as placeholders so ignore those for now once we get to the last agenda items then we'll talk about the timeline and then actually we go back and i'll fill that in uh

162on the on this document and also on the search agreement other than that the rest of it's just up to us to fill in the blanks uh district website and such so i think we've covered it now and i already have my instruction can we take that from coconino county yeah maricopa under additional information says coconito county and um oh my it should be maricopa maricopa yeah that's where my editor has to help me america absolutely now do you do you at all i know a couple of districts uh up in your area have you go into your do you have a pie north of you at all no it's all it's all in maricopa okay yes okay okay okay good now we're ready to move on man okay thanks scott for catching that yep

163thank you now can we back up a second as far as i i maybe i wasn't listening correctly as far as timeline are we we're going to cover that in a later item and then he'll backtrack and put it okay okay because we've got to approve those later so that'll get filled in with the tweaking um sorry okay so item 3.4 district specific questions for the application so this is specific questions are specific to us that we would want to add to the questions the applicants are going to see so this isn't from the advertising this is from when they choose to apply with us this is what they're going to see so mr hyland would you like to that is correct the nine pages you see there are our that's the blanket uh application

164and we stick exactly with that because of fair labor practices make sure we ask all the right questions the opportunity you have if you'll go to page nine of nine there's an example there and here's the um here's really where you need to make a decision and you're not going to write the question tonight we don't you know what you need to do is tell me what you want me to write and then i'll take care of it um but you need to look at your district in terms of what is maybe one of the biggest issues you've got right now and then tell me what it is and let me formulate a question and if you've got two or three that's fine i'll give you an example and if i've told you this before

165i apologize but it's it's the example that sticks out in my head there was a district i worked with in southern part arizona surrounded by two other districts did i have mentioned this to you before uh i don't believe the news this district was smaller than the others well they didn't have the high school programs in particular that the smaller district did so what happened open enrollment took third of their high school students away so the question that they wanted to ask they only had the one and that is as our new superintendent what are you going to do to ensure that we keep our students here in our district and we get back as many as we can that have left under open enrollment now that's not your question but there's got to be

166a question or more that is really on your mind as a board that you really think ought to be asked on this application so we can embed it in the application and we can ask them in 300 or 350 words or less answer this question and then it's important for you to read those very specifically because it's going to give you some tremendous insight of who who these folks are so i would ask you to open it up for discussion topic wise what is the one two or three questions that you're just burning to ask these folks when they apply well your first question that you have on this page nine of nine the second half of the first question what do you feel you offer the district that separates you from other applicants that's

167pretty open-ended question and it will draw out a lot of information because from how that person answers the question you will be able to determine where this person's passion lies and it's this question is designed to bring out a lot of different traits would you like that more as a like a narrative question where it's more you know would you like that to be the bigger question rather than just part of a smaller section up above it that it doesn't really matter it's just i think it's an important question oh no absolutely i just didn't know if you wanted it somewhere different or just maybe i mean as long as it's on the application it's there so it really does that that stays where it's at oh that's part of the fair labor one that's

168kind of normal it's part of the whole big picture of our application that one stays where it's at so yeah and yes that is correct that does open a lot of doors to a lot of you know responses but with that first question i would eliminate the first part why are you applying for this position i would i would take that off and just use the second half because if this person how this person answers the question will lead to either why they're leaving their current position or it will open the door for very good questions at an interview was that part well i guess yeah that with the questions to answer not the narrative questions but those above is that part of the ones that we don't tweak because it's fair labor or are

169those the ones we can okay let me what i'm going to tell you is this the whole picture of the nine pages addresses in part and parcel the fair labor laws that particular question is not specific to fair labor it's just an open-minded question that we always have on our applications now are you wanting us to look at specifically at page nine of nine or it's the narrative part no i what i'm asking and i think it's best leave the questions as they are the way they are give me additional questions yes that you want me to include and that one under where it says narrative question 250 words or less is just an example so the rest of it should stay just like it is and then from that and then when you when

170you look at what you want to add tell me what you want to add and it will embed it in the uh application as a narrative question or questions so is there a topic um is enrollment a topic is is uh student achievement because budget and finance a topic where where's your hot buttons on things that you just want to know right now about that person when they apply i'd like to ask them how they uh participated in their current school district's reaction to the pandemic because that'll give us an idea of how they operate in a crisis management mode wow how proactive and and how efficient they are at organizing um the individuals that work for them yeah that's a good one that's excellent yeah and i think it also covers some finance because

171this whole thing with the pandemic isn't just structure it's you know particularly in our district finances are always an issue and that has been a big part of that so yeah i think i think the reaction how you handled and how you how you made it work in your district or where you were in your district now i think that's a good yeah i can see that as a practitioner i can see that being covering a lot of things it's like how are you handling the academics how are you handling the teachers how are you handling the cost how are you abiding by the state laws and the federal laws that may or may not apply to this i think you could wrap up i think what you could do is actually say have me

172write it so that there are um all of those components that you're asking them to address and just say you've got you know 500 words yeah how did you handle it i have a lot with that one topic yes to include those those various components um that you just mentioned and uh you know going from that going forward from the pandemic as i look ahead to the next year or two my prediction in the education world is it's going to be uh rough uh i think teachers are going to leave they already have i think more will leave districts may have a tough time finding teachers um so you've got that with the state funding from the state because a lot of people are going to be going to them for money to cover the

173pandemic that's just in the education world the business world is going to be the same they're going to be going to the state for money to recoup money from as a result is pandemic so school funding to me uh is going to be even worse than it is now well do we want to put that in there though like you're saying because i got to make sure we don't go too off topic because we're just talking about the questions like what you're saying where how did you handle it and do you have a plan going forward understanding that there are going to be finance and staffing ramifications from what we from the pandemic we've experienced because that would also cover the finance going forward the staffing going forward because it's going to be it's going

174to affect us for years so we only are can we only ask just one question because i actually have two that i would add to what jim jim said we could we can ask more than one question um i don't want more than three because that's i mean then you're getting into like college application like yeah if you to write too many essay questions is asking a lot but to kind of maybe wordsmith your question because i liked your question beth but to maybe ask it in a sense of on the back side of this pandemic what do you how do you see education you know what what is this person seeing as the aftermath of the pandemic are they seeing it you know we're back to business are they seeing it as you know

175we're going to be now more digital learners whatever it is and how are they going to adapt the district to a new environment they're stepping into uncharted territory so how are you going to be able to adapt in these different areas of of staffing and curriculum and finance adapt to the challenges and opportunities yeah because it's it's an environment that nobody has any idea of what to expect i mean we can all speculate and yes there's going to be teachers leaving we already have a teacher shortage but is the classroom really going to be the way we've known it up to march of 2020 or is the classroom going to become more of a distance learning hybrid kind of a thing nobody knows what really a year from now education is going to look like

176and so you know it's important for whoever we hired to be able to be somewhat of a visionary to be able to look to the future and have ideas of of some place to go and not be a reactionary person and in the process you know be be grounded in in you know bringing in issues that will pertain to financing from the state staffing issues because staffing is going to be a whole different bird and curriculum and the delivery of it is going to be possibly very different than what we've all experienced to this point and this person no doubt will will be no matter what capacity they're in right now they'll be um involved in that at the moment with wherever they are too oh of course and you know but with that i'll

177go under james's thing like we're just you know in my mind how did you handle it and how are you how do you see the challenges and opportunities going forward you know what do you see is how you're going to have to adjust i see school financing is separate because the school finance i mean it is clearly with the pandemic we've already had we've always had a problem with school financing in the state for years because of our government and so in my mind that is a separate issue to include overrides and bonds if necessary so i would like to know how comfortable an incoming superintendent would be um in all those capacities dealing with the state government with finances uh and uh in passing bonds and overrides because that is existing constantly like that's

178some of that stuff is more of like the interview questions yeah i'm wondering if maybe we just like like the narrative is if you look at like that example i mean that doesn't apply to us but if you look at it's more of a like a big picture type thing because i want like i understand the bonds and overrides and that stuff's important but i'm wondering if that's more when we start getting into the finalists do you see what i'm saying like we're hoping you know how to do it i do i do and i and i get what you're saying as long as we can include those kinds of things and and this you know where we had all the questions yeah i would i would totally go for that because i think the

179narrative i think what jim has is like it shows how creative are you how have you handled unbelievable stress you know have you handled we kind of get an idea of that person and then if we have it kind of that one broad topic when we get to the interview stage that's when we go into the nitty gritty and plot well what do you think is going to happen with finance what do you think is going to happen how do you see the classroom of the future after this so maybe keep the narrative a really broad that hits with this and then maybe then at the interview levels where we start getting into the really because if we started into specifics we could ask you know 40 questions oh we could have how many narrative

180questions do we have to have well i'd like i think the one and maybe that also gives us a hint of their personality well like it was a super bad struggle we're like oh great but i think that jim's question is very timely and very relevant and you know when you're applying for a job you know you're looking at the application and it's the same sort of questions you know from employer to employer to ask us you know questions that are rooted in our current environment it makes it very relevant and it is it conveys the message that we've taken the time and we've tweaked this to make it absolutely relevant to where we are in time we haven't pulled an application off the shelf and said here go fill this out and it speaks

181to a lot of the things that i think you all are very interested in having in the superintendent and so i'm good having that one and then bringing in the quite other questions in other areas through this process how do you guys feel about that because i think it nails it's a one it is new it's not like something you could have pulled out from you know so and that opens us up to when we get into the interview process we can dig into more of how they adapted and that gives us so this is an idea of the person are we good with like the one you know has that jim presented and just having the one because it's a big one how do you guys feel about that i i will agree with

182all of you um but i somewhere in this interview process i really do want to dig into not what his vision is but what are they prepared to do in terms of bond override dealing with the state uh how willing are they to be aggressive in those ways because i think that's something we do in like the interview interview and as long as violent would you agree that that's as long as that's one of our questions to ask directly uh yeah i'm i'm would go with one question in the narrative what do you think about jim's i'm i'm fine with that i think that's i think that's a very timely question and we will probably see lots of good replies and we'll probably see some replies and and say oh nuts how come we didn't

183think that um and then i think for the interview process the more specific questions that uh member hatcher is asking about i think is where that comes into play because you know we need to have enough questions for i think steve said a 60 to 75 minute interview so there'll be plenty of time to ask questions um and then you can always i know we've got that handout that was sent to us with possible interview questions so just make your notes on that document and then make sure we circle back around to catch all your concerns so i can take uh jim's initial thought and the thoughts that you've all presented and establish a pretty good question out of that uh one of the one of the characteristics of asking or one of the criterion

184of asking the question is you don't answer it for them so i open a door for them to address a lot of different things and then we'll see if they do address those things you know if they only address the here and now they're not thinking to the future so i'll i'll write the question so it gives them an open door but again doesn't answer the question and you'll see how thoughtful they are if you have somebody that answers that question that jim presented in uh in a hundred words thinking ahead is that so that that's a dissertation for any any of these these non-fill in the blank kind of questions the the subjective questions how they answer it not you know in addition to the content but how they answer it speaks a lot

185to who this person is and it's things that it's subtle things that you can pick up on which say a lot more than what someone could say in an interview sometimes did i hear we were gonna and make that 500 words or less i think 500 considering what we're asking i think we should up it to 500 to let them because we're wanting some i mean that's a big well so steve do we need to do the same thing where the motion needs to be similar to 3.3 if you want to word smith that motion because it's going to be something that you bring back to us at a future to just i will do that and then um we'll talk about the timings of it so just on the next agenda item so just

186same same basic motion that you instruct asb to come back with a specific question related to uh response to the pandemic uh that we will embed in the application as presented somebody wants to say so move that's that's enough so moved second okay now going back to the nine of nine uh further up on the above where it says questions to answer are these all questions that are they're going to be on the application yes sort of they're etched in stone so we don't modify those at all right everything up to that point is in stone you've modified by your one question okay because that first question is really two questions and it's asking a lot and it really should be broken up into two separate questions so why are you applying for this and

187then what separates you from other from others uh applicants those are two totally separate questions it can be yeah yeah you you know i could write i could write it either way if i was an applicant uh both aspects so i think are important why are you implying is it just because you could or do you have a real reason and why are you and so what separates you why do we want to put you why do we want to put time and effort into bringing you in for an interview i mean if that's if we need to leave them the way they're written is that are you i mean but that's that's not really a negotiable i i would like to but if the if the the board nod if you as a board

188nod your head and say janet's right then i'll change it i but the content is going to remain the same though well i'm just saying the question it's the same two questions it's just separated into two questions instead of run together as one you're gonna get you're gonna get just you know multiple answers instead of just one answer and if you separate it into two questions you open the door to get possibly some more information as opposed to okay i'm i'm reading this question why am i applying for this job and what separates me okay all right let me just answer this as you know what makes me such an amazing candidate for this and the piece about why are you leaving well you know maybe our district was going bankrupt or something who knows

189um it could possibly leave out some other details that could add to the integrity of the application you're just saying just go like have first one why are you applying for this position insert your response next question what do you feel you offered this district exactly exactly i'm fine with that do we have nods thoughts on that where we're not eliminating we're just making it two separate answers yes that's all i'm asking jim yes beth yes that's i i mean that's okay we didn't do that okay all right so we have a motion that um has been a first in a second that covers the um specific question question related to the pandemic that we embedded as well as changing um that one question from one question to two so that's the motion we have

190and we have a first and a second so um remember rich hi i'm in i remember hatcher i busby hi brown i just for clarification my understanding is that what you approved is that you've asked me to change that which i'll do i don't have to send that back to you but i will send back that question for approval once i get that exact approval the way i've written the question or you rewrite it then i embed it and then we move forward correct yeah because the other one's just moving yeah got it okay item 3.5 addition of work study special meetings to the 2020 22 on governing board calendar that's presented by me um i'm proposing i'm actually going to add one more after the discussion we've had tonight that we would have um

191august 17th um we come back with those items that we need to see again um because we've sent them to be reworked but we would do the final approval there so we need to have a meeting then and then october third would be the screenings that's going to be long that's going to include lunch we're going to be there a while simply because we need to be there all day and and that's i've looked at other districts there they generally do saturday screenings um week off october 12th would be the interview that'd be the first round of interviews the week october 26th would be final interviews and mister we were going to discuss um in that week of october 26 um adding a um oh gosh what is the word for it at the community

192event the community forum potentially wednesday october 28th and then having interviews after that so we've been able to disseminate from there so right now we would have august 17th so it's going to be a minute august 17th october 3rd week of the 12th for interviews week of the 26th for final interviews and the um community forum and final interviews so my motion or i would suggest we approve the addition of the special meetings to the 2020 2021 governing board calendar as i presented with that edition of august 17th second um any discussion on that yeah catherine i can't the 17th it poses august 17th that poses a huge conflict for me i'm already committed to something that i cannot get out of that monday yep are you available tuesday uh hold on let me check

193oh yes okay can i then suggest and remember rich you can tell me can i suggest that it becomes the august 18th or third the 12th and 26th would that be something you're okay with me adjusting that by day on yes okay and remember buzzfeed you're still second on that with the tweet yes yes okay any discussion um now back on one of these other items we had a search timeline right is this where this is coming back in life hey mr hanlon do we need to go over the the search timeline and add that into uh i will have that on the um on the uh application and you can look at that point what i need to do is take those dates and work backwards to give myself time to prep and have

194everything ready for the board so uh we will close we'll actually close the search about 10 days prior to october 12th we'll close it around the first of october i don't go with that specific date but i once i look at my calendar i'll work backwards and i'll include those opening dates and closing dates to be consistent with your board meetings what about the vacancy announcement is that is that affected by the fact that we're having you come back on the the 17th or the 18th or do we just is that just saying there is a vacancy and keep your eyes peeled is that what that is what i will do is we will we will post either tomorrow or the next day that on our website that this position is uh going to be

195opening soon to open is the way we put it and then um we'll have all of our work prepped uh if you give us the information back on the 18th as long as you don't make huge substantial uh changes that's a tuesday we'll have it posted by thursday at five o'clock so we would open it thursday at five o'clock uh that'd be 1920. if you give us more then i would suspect you would it could take us another day and then we'll keep it open at least until around the october 1st and i'll i'll delineate that on on the uh application that i send back to you so you see it so you would tweak the deadline for applications and screening dates as well yeah i'll have all of that in there okay see that

196on the 18th or is that well because we need to have that before we so we're going to see that on the 18th and after we approve that that's when we can post the job correct i say that again so when you come back with these numbers on the 18th we approve those dates will be adjusted and then that would be when we're able to to after we approve that i'll have i'll have that all for you so you can see it on the 18th yes so for those dates that's still something that's going to be adjusted later so should we table this until the 18th so that we know where we're going from there because right now we've got to wait till the 18th for information to come back and depending on you have

197the we have to have the dates on there at least to well and we won't have definite dates because based on what happens on august 18th will dictate going forward if we have to modify or edit or make any kind of modifications it can throw this timeline off so until the 18th we don't really have anything that we can say this is actually what it is because that date is going to dictate how we go forward like that's what i've understood from throwing it off by what a day or two let me let me let me clarify um the 18th will not affect the 12th or 26th unless you don't approve anything at all on the 18th if you just if you prove a few little quests or tweaks to the documents that's easy katie

198can put that together and it'll be online if you don't approve on the 18 it could have could change the 12th and 26th i don't suggest that that'll occur and keep in mind these are fluid anyway uh so we can always change it as we move forward so i wouldn't be i wouldn't be good question but i wouldn't be worried about it at this point now some summon jobs are posted as open until filled is that not something that we can do with this you can because yeah i don't know talk about that right i mean do we need to talk about that when he brings everything back because this is just dates we're not talking about that the problem that occurs with open until filled is what you have is you're interviewing at the

199same time you have the position open and that leads to a lot of confusion because when are you going to decide then to interview and then you still have people applying at the same time it it's kind of cumbersome but i've seen districts want to do it that way we don't yes that's right but the the thing that is concerning to me this is kind of off season for doing a superintendent search danny we can't talk about that though we can only talk about the dates we've already approved the search right now i understand that i i am talking about the dates but if you don't want me to say anything i won't no i don't see we approve that we've been given a timeline this fits in the timeline i don't know why we're

200trying to to make it more open-ended than it needs to be let me let me i have a conflict with the week of october 12th the entire week i've gone out of state from the 15th to the 20th and that that that trip is probably still going to happen well then we could at least keep it to the 12th through the 14th okay just just to let you know yeah so definitely 15th you're out so i mean we wouldn't do that yeah that's absolutely 15 20th and that's just good knowing going forward so yeah that's not an issue so i'm going to call the question so we have a motion it would be august 18th october 3rd the week of the 12th um knowing scott's limitations starting the 15th so that's definitely not going to

201be an issue in the week of the 26th so we have a motion and a second to approve member brown can i just make a statement on that real quick but i've called the question so i'm gonna allow one statement but then we're gonna vote on those weeks of the 12th and the 26th we already have board meetings scheduled for those mondays so we're going to work interviews around our scheduled board meeting yeah we are it'll work may i may i jump in here um am i hearing right that you have a board meeting on the 12th no i don't that's the second monday yes it's on the website the 12th end of 26th we have already scheduled board meetings well then we could do it on tuesday or wednesday yeah i don't suggest you

202do a board meeting and interviews the same thing well no we wouldn't do it on the same day but that gives us flexibility the 12th we have the 13th and 14th we can make that work and then the weekend weekend on sunday scott what days were you out of town 15 to the 20th well can't we do it like the 22nd couldn't we change it to like the 22nd why would we want to do that because that's a week we don't have a board meeting nope we can't there are um we are out we've got something a board meeting shouldn't affect it yeah so right now the meeting the week of the 22nd that's a thursday make a wednesday the 20th i know but i'm saying or the 19th well no scott's gone he's gone

203until the 20th so the 21st a two-hour board meeting shouldn't impact now the motion we have is what we have so i'm gonna call the vote and vote as you wish remember brown i remember busby which states are we voting on we are voting on the night the 18th the third the 13th or the 14th and then the week of october 26 but not the 26th so just that's just the week of that's not the day those are the dates we're voting on so remember brown isn't i remember busby i hatcher i i'm an i rich hi okay we have no old business do i have a motion to adjourn no you've got to go back to item two oh my gosh you're so right i'm sorry for being quick sorry um next superintendent search

204meeting overview um and that is presented by mr hyland and and i apologize for being so abrupt but i if you motioned i know you're right we couldn't have done this um we have we have now two items three items or so that we need to address we're going to on the 18th okay you're going to have an agenda item that will address the um approval of the question to be on the application and the approval of the draft position document then on the 3rd of october we have a that's a saturday by the way if you didn't recognize they have a very lengthy agenda we will talk about initially [Music] information related to how to search how to do the screening that won't take us too long 15 minutes maybe but then you will

205motion to go into executive session if you choose to go into executive session and you'll have an executive session whereupon i will have files of all the people that applied and we'll have to have you go through all of those now i am really hoping that we can do that one in person because it become very cumbersome if we don't but we'll have to see where we're at statewide and what guidance we have and how comfortable you are we'll have to find a way to to to do that whether it's remote or hopefully together so you screen applicants depending on how many applicants you screen that process alone could take four or five hours if you've got 10 applicants it won't take that long if you've got 30 it'll take longer and then you come

206out of executive session and you discuss who you're going to uh bring back or who you're going to invite for a uh interview and you're going to then at that point instruct me to invite candidates one 8 and 15 or whatever with that then we need to once that's finalized and we need to talk about the interview process there's a number of ways to do an interview it's not just a matter of necessarily asking a question getting an answer and saying thank you there's other ways to do that um once we have talked about that then we have to talk about the questions now this is always an interesting issue because state law does not allow you to define questions related to an interview in executive session and if you define the question exactly in

207the open session then you've already given it away and somebody who is got maybe a local person in industry personally i don't know the questions so i will present a couple of different ways to do that that we don't have that occur and then we'll discuss also at that time the community forum and by then we'll have an idea whether we can do it in person or whether we're going to have to do it remotely we'll discuss that and then i will like i'm doing tonight i'll explain what the next agenda item will be during interviews and also as part of that piece on i should have said this earlier on part of that piece about the process of community forum at that point district staff and i'm not sure who that would be is

208going to have to talk to you about what they can do to get the word out for the forum and give you a little idea of what they think uh how they can spread the word and then you need to give them input about specific things you want done uh at the community forum to get as many people there as possible so that is uh kind of a very quick version of a six to eight hour meeting next time we get together for when we get together for the screening do anyone have any questions about that screening meeting which day is that that's october 3rd okay [Music] i i i just have a general question what what is the rush to get all of this done in october what if it gets pushed out until

209november i mean if our timeline would be pushed out to november what is the problem with that well all the dates are flexible well that's not quite the message that i've been getting and i i that's why it's all like the week of you know it's just there's a flexibility built in is my understanding well that that's kind of not the message that i've been getting it's like it's got to get done in october it's got to get done now and this is just the discussion of the overview it's not the timing we've already approved it the only thing we're talking about now is what he is going to go on in the meeting on october 3rd that's all we that is the only agenda item that we can discuss that's what is up for

210discussion not the timing all we can discuss is what's going to be on the next meeting agenda on october 3rd so do we have any questions about that how large how large of a facility or i mean it's just going to be the governing board and and immediate staff right so we can do this in the governing board room if we're allowed to are you talking about the screening meeting yes the october 3rd meeting generally the screening meeting is just the board in maine i think the only thing like what we would have to temporarily turn it on because we're briefly in public session we'd have to have that video briefly but then once we go into executive session keeping in mind what we've got going on we would need to turn that off so

211we could stay in the bigger room generally our executive sessions are in a small room but that's probably not going to be advisable but you would need to have because we're in we're in we're in a public meeting briefly at the beginning and correct you are and then after executive session you go into a public meeting which means you will have to have somebody taking minutes for the public meeting but you you know as long as your administrative assistant is there for the public part and then i don't know how you do your minutes for uh your executive session whether a board member does that i do that the vice president does that are you saying if we could stay in the governing board for that so you're you're covered then well if it's a

212public meeting wouldn't that be possibly open to the public no we would have to they could be in for the beginning and then they would need to leave because we need to stay at this point in time we would need to stay spread apart they would have to leave for the part when we're in the executive session and then they could come back later okay but they would not be able to be in the building if we're staying in the big part of the and that's the logistical thing but they would not be able to be in there while we're in executive session now right okay it could come back [Music] and you might think about where you're going to do this do you have the best accessibility to space to keep people spread out

213so that's a local decision what best facility you want to do this in well we have plenty of room in our governing board meeting room it's just a matter of if we're able to use it okay we should be able to socially distance there okay do we have any other questions about the agenda okay so now do i have a motion to adjourn so moved okay member brown i busby hi and i would like to say steve thank you for your time and your efforts catherine thank you for your leadership we're getting there hey it's all good we're collectively we work together we'll get there okay so you did a good job tonight wait we haven't we haven't escaped hatcher i i'm and i rich all right okay all right and we we did not

214go the full five hours so or four hours so congratulations guys um congratulations so make sure you click out and turn off