001when we start again. Okay. Got it. >> All right. We will call to order the uh Tango Parish School Board Superintendent Search Process Committee of the Whole for June 16th, 2026, 7:00 p.m. >> Miss Amanda, can we get a roll call for this one, too? >> Amanda. >> Oh, I'm sorry. >> I'm sorry. I'm rushing you. You good? Can we go ahead and get a roll call? This is for the 7:00 meeting for the superintendent search process committee. >> Mr. Anthony, >> yes. >> Mr. West Milan, >> Miss Abrams, >> here. >> Miss Dominguez, >> Mr. Duncan, Mr. Moore, >> here. >> Mr. Piaza >> here, >> Miss Richards, >> and Mr. Toller, >> yes. [clears throat] >> All right. So, we have item 2 a, the superintendent search firm progress review and next steps.
002U, I believe we have Mr. Hickeyi here from Top Talent Management Group, and I'm going to ask him to come up and just kind of, uh, give us a breakdown on the next steps, and we'll have an opportunity to ask questions and things like that afterwards. Thank you, sir. >> Thank you, uh, President Anthony, rest of the board. Uh, appreciate the opportunity to serve the district extremely well. Uh it's not often that we get to come into the south and do some work. Uh my firm is based out of California, but I'm from Tennessee, so I'm a southern boy. And uh the majority of my team is is is from the south. And so we were very very fortunate uh to to look at this uh response uh for proposals. And in April, at the
003April board meeting, Mr. Duncan spoke. He stated of the he gave some clues on the experience that that the board had in 2018. In his comments conveyed that while there was some assistance, he was not quite sure if the district received the services that the district had hoped for. Uh we're not looking for that to be a repeat. Uh top talent management group is about excellence. We do not broke our resumes. Resumes is history. We do not focus on interviewing. Interviewing is just is just storytelling. We are the first executive evaluation authority and we evaluate. So beyond the resumes, beyond the the interviewing, it's uh we ascertain performance and how executive is going to perform. We also recognize this is your decision to make. So we're here to help facilitate the process. What I have
004already made available to the board uh is the uh job announcements and you can see that the job announcement is much more detailed, much more thorough than what you may have previously uh published in the prior search. We believe that when you start to screen applicants at this level, it starts with the job announcements, how detailed it is. When you don't have few details, there are a lot of people who may believe that they're qualified. Once you put all the details in there, the job looks the way that it should. And so when I there's one question I want to initiate from the board, right? And anyone can respond. Why is the superintendent position at Tangapo school parish school system the most challenging job in the district? What what would your response be? >> The
005most important job. >> Yeah, >> it's the most important. But why is it the most challenging? >> Scrutiny, the the long hours. >> Well, in our situation, a DA case has been over our head in six for 60 years. >> Yeah. >> The hard decisions, the impact it makes on our community. >> That's [clears throat] what's at stake, too. Children's lives at our children. That's a good one. >> It's all of those things. But what's the most challenging is the only position in the district that has nine bosses. Everyone else has one boss they report to. Superintendent reports to nine individuals. And we take that kind of serious, don't we? You have to choose the right person that can un understand the challenge of the job is that that he or she reports to nine
006individuals. It's nine different individuals. in the surveys that I received in return. And thank you for the four board members who uh had the time and I hope that the other five will will find the time because the surveys are are important because it tells me it helps frame the narrative of what you're truly looking for. because my goal is to help this board of nine find the person that you're looking for to serve the district. >> So, that was the first step. >> Yeah. And >> we need to explain >> explain that because my my opinion on that survey and the other five that didn't fill it out, >> um our our opinion is we just need to find somebody that's qualified and we can do the investigating of what that person is. >>
007a group discussion. We don't need someone to find to tell us or ask questions about um what their main objectives are, what their this is, what because you may be leaving somebody out there on the pond that we might have wanted to look at. >> So, we don't feel I don't feel like that is your y'all's job. I feel that's our job. All we need you to do is tell us if they've been an assistant superintendent, a superintendent, and have the qualifications with the certificates that meet all of that requirements and and if they're going to live in Tancho Parish or not. That's about the only four things that we really need your company to get for us. Make sure of that and then we can do the rest. And that's that's why I didn't
008fill out the the survey that you sent. I just felt that there was just too much information that you all were asking that was going to get that was going to put all of our ducks in your in your basket and you were going to tell us okay I weeded out all these people I don't think they meet your qualifications but when true in fact they may have met our qualifications of what we wanted >> accurate we don't weed out anyone everyone everyone who applies will get a ranking that they will all be presented to the board every single person. >> Okay. >> And to your point, it's not our job to weed out anyone. Everyone everyone is presented. >> Okay. that and and that that's was the confusing part of it and that's why
009you I'm sure that even some that you may have received were incomplete and that was because we were confused on your role and what it was that you're so we were all talking back and forth and was like okay >> why do we because from our understanding it was just like you was going to do background check and and making sure that they qualify and that and then it was coming to the board. So, so we apologize that you received um Mr. >> Not no and that's one of the reasons why we're here, correct? To have this initial conversation. >> So, I was going to just kind of respond to these guys. So, I was very careful. You and I have had a conversation on the phone and a couple email conversations. So, what I
010felt my role would be um how I could best serve y'all was to listen to him tonight. And one of the things Mr. Hickeyi asked me to do was, "Hey, y'all fill these out." So, you're here today. Some of them don't have said they don't want to. And and you're starting to hear kind of what their perspective is. And that's exactly kind of what I wanted. There's some things I haven't even emailed out to y'all yet because I wanted to have this first because these guys are in charge. I'm trying to facilitate what it is that they want, which is why we have this meeting tonight. So, just wanted to make that kind of clear real quick. But go ahead. >> Absolutely. And that was my expectation. But, uh, Miss Richards, that's how we typically
011do it. Now it's it's also up to this body as well. Uh our job is not to screen to tell you this this person not someone you want to look at. We screen to give them a ranking. >> And so in our ranking process outside of the resumeumés and the interviewing we have what's called the privly index is 125 questionnaire. They randomly have to answer 25. Then we have what's called the executive combine. It is compared to the NFL combine. We put them under pressure and then we have a proprietary algorithm that ranks everyone and we we provide a profile of that individual from their resumes, interviews, all those rankings. If you have 25 applicants, you would get all 25 and they they would be ranked one through 25 based on a third party opinion.
012And then we give those 25 opinions to you. Then the board tells me how many you want to actual interview. And it's not it's not even you have to interview the first top top five. You just have the list. You you tell us who to communicate or who you want to interview. Then we help facilitate that interview. And so you're correct. Our job is not to uh tell you who you do not want. We present everybody. Well, just one question on that and understanding the concept of what we're looking for >> and I know there's different levels of of getting HR help, you know, what we're looking for. What I'm worried about is like with with you ranking or with your firm ranking or using third party or using AI or whoever does the ranking,
013it sets us up for the public to say, "Why didn't you interview number three? Why didn't you interview number two?" Because we could look at it and we could look at something entirely different and come up with a top five that may not match your rankings. And I I just see I think back to what Robin is saying. I think from my perspective, I'm looking for an outside agency to collect resumes, to collect all the data, make sure that those resumes and that those candidates meet our qual our qualifications. And if they meet those qualifications, if you give us five, if you give us 50, if you give us a hundred from across the state or across the world, whatever, and said, look, hey, Tanchville Parish, these based on your guidelines, these are the qualifications.
014these people meet the qualifications and then let us rank and let us go through them and decipher. I know that's more work on us and less work on y'all, [clears throat] but I'd hate to get into the ranking business from an outside agency and take away our job as far as going through these applications if that makes sense. And I may be the only one. I don't know. >> That's what I'm thinking. No, it does make sense what what you stated, but imagine in the NFL when 199 athletes are ranked one through 199. Uh the next franchise up is not forced to take number one or number two. >> Yes. But you're not talking about tango. You're not talking about politics. So you're talking You get what I'm saying? You're not talking about a small
015tenfo parish that people have us under a microscope. >> Okay? If if you put it down one through 20, you rank >> it like this >> and and they see this report that because it's got to be public information and they see this this reports one through 20, they're going to say, "Oh, Mr. John Doe was um number one, but they didn't even interview him." >> You get what I'm saying? That's just how small >> I do. And and those are the politics that that you have to accommodate. And so if if that particular part of what we normally do is not gonna work for you, >> right? >> Then then we will forego that. >> And I mean, y'all probably do an amazing job >> in other places, >> but not in a small
016local little parish like this. You go to a county somewhere, it probably will work, but not here. We're going to be under a microscope. >> Okay. >> Mr. Hickey, >> I'm sorry. >> Okay. Um, I know you said so you put out the advertisement, you collect the information, then y'all kind of put them under a different radar as well. How long of a process does that take for that particular candidate? Because what I also don't want is for these professionals to come in, put in their job application, and they're being just drugged through it for two or three days before they even get onto a sheet. That's my only concern is I mean, these people are usually professionals to the most part. or if they meet the criteria. You don't want them drugged through for
017two or three weeks before you even give them a particular score or present them to the board. What how long is your process take when you get a candidate? >> The initial evaluation is two hours and the second evaluation is one hours. And so the three hours it's a total of three hours uh uh speaking with our evaluators. >> But I my point is their point same thing. I don't feel like you need to interview them. They're that's our job to interview them. We want you to get the applications, make sure they meet the qualification standards, make sure they have a good background check and those type things. And then why would you have to call all these people and do an interview before we do it? I don't I don't feel like we need
018to do that. >> Is it exactly [clears throat] what >> Well, he just said they would interview them all. >> Is he interviewing for for the job or to make sure that they have the the criteria? They should, he should be able to look at their application. Did they send in the two resumes, letters we wanted? Did do they have the certification with the state? Do they have the the real things they have to have? >> Not ask them, are you a good leader or did you have a good financial background or did you would ever work in human resources? That's our job. I don't know that we need him to do that. >> Like y'all just said that and I'm repeating it, but >> you're correct, Mr. Anthony. It's it's not that type of
019a interviewing. Résumés are done by AI right now. So, everyone's putting it down the same thing. And so, we have to find out if what they put in the resume is actually accurate. And so, so the interview process is going through the resumes and the in their background. There are some qu questions you can answer. They may say they're qualified on paper, but with a few basic questions, you can determine if a person's really really meets the qualification and not just something they have put down on the resume. And so, that's the type of interviewing that that we do. It's not interview question that you would answer or you you would ask, but I did provide to uh Mr. Anthony was 25 typical superintendent questions that was for the board to consider. But the interviewing
020that we do is to determine for one if the person is actually qualified and that takes more than just looking at resumeumés that are done by uh AI and interviewing techniques that are taught by AI. And so we teach questions that AI is not we ask questions that AI is not going to ask them. >> Um something is very important for me and I don't know about my fellow board members but in the world we live in now is verification. Meaning that and you kind of hit on a little bit that what they say they have done they've done and their background checks are done. And so and the reason why I say this I remember not too long ago there was a board that hired a superintendent that said that they were doing X
021Y and Z. come to find out they'd never done X, Y, and Z and they had a criminal background that was through the ranking. I don't want that for this board. So, does your firm do that as well? And how extensive is that done as far as the physical background of that individual? >> Yes, we do that. And that's part of the interview process. We get in in our questioning, we get into those details. And so, we take what they put on paper and we verify it initially with them. Then we verify through background checks, speaking with people who they put down, but we we don't we move beyond the three or four that they they list. We go into that background and and we make phone calls outside of the numbers because in reality,
022if someone puts down five or six names for for reference, that reference is prepared to give them a positive reference. Correct. Right. >> Right. So we we move beyond those five and get more detail because of that infamous case, we all should be concerned. Correct. >> Yeah. And so that's part of my interviewing process. >> All right. I have a question now, too. How many um I mean this is a a parish population of approximately 140,000. Um and I know you don't you're being from California and from Tennessee, maybe you have experience in both, but how many uh vetted applications would you expect us to receive in a superintendent uh for a superintendent role in a parish this size, 140,000 people? Keeping in mind we have two metro areas uh within an hour of here
023both Baton Rouge and New Orleans. Um just what would be your guess how many vetted and approved applicants? >> I would say the numbers you can look at is is somewhere between 40 and 60. >> Okay. >> I would expect it to be quite a bit. >> Okay. >> Especially when the uh state of Louisiana requires that posting to be out for uh 90 uh 30 days. >> Okay. So if we if we end up with this called easy number 50 50 vetted applicants >> um >> do I know that we can't spend 50 hours in this room. I mean, we maybe we have to maybe we have to and if that's the case, that's what we have to do. But if um is there anything that and I should know the answer to this
024having read the proposal, but is there anything that y'all can do to assist us in that interview process or is that something that we're expected to do as a board? What you can ask me to do is is do a second level of screening and you can ask top talent management group. You can ask for a specific number. I said we only want to see 20 or we only want to see 10. And so you can establish that number as well. And that's also part of that screening. And that's one of the reasons why we have a ranking system that goes beyond resume bias because if one person looks at a resume and another person look looks at a resume, different information is is gleaned from from those two evaluations. So with the evaluation process
025with the ply index and in the executive combine that we do it's more of what are the leadership skills and then we we create a profile based on those leadership skills and based on what some of you have reported you know in your survey responses then you can look to see if those that profile matches some of the the needs that you have identified and and then you report back to us that we out of that 40 to 60 you you only want to see 20. >> Okay. >> Right. Gotcha. All right. >> But we hand over the whole file to you and we just make a recommendation on those 20 that the file that has the other 40 to 30 in it. You still have the option to bring forward whoever you choose to.
026>> Okay? >> Because six, you know, 40 applicants is is is quite a bit especially in a time frame in which uh you have communicated that the board wishes to bring on the new superintendent which is prior to the start of the new school year. looking at that many applicants is is challenging in that short period of time. >> But I think if we get 50 applicants, >> we all need to sit together, look through them, and we need to say, "Okay, this one is way too far and doesn't have the um the qualifications that we're looking for. Get rid of that one." We could weed through them before we even start. And that's what they did the last time. >> That's what we did the last time. And we didn't have near that many.
027>> They didn't have near that many to look at. >> 20 25 maybe. >> Yeah. So, I mean, I don't think we're going to be sitting here for 50 hours in in each individual person. We're going to weed them out before we even start interviewing. It's going to be like American Idol. They put them all down. They listen to them sing one time and they look at those and they say, "No, weed this one out. Weed this one out." And we get down to the top 20 that we want and then we start interviewing. Well, I feel like with the survey, I filled out my survey, but I I did put um this has already been answered in the top question and then I didn't even answer one of the questions because I put the
028same thing. This is already my responses have already been in the top. I felt like it was very very repetitive the the questionnaire like it was the same question just asked in a different manner down below. So, I I don't know if you would do that with these people because like it took me a long time, but I know most of these guys, they got a full-time job. They ain't have time to do it. That's why they didn't do it probably. >> But it's it's a lot. I thought it was a lot uh of repetitive questions. So, I would hate to see that happen with the the people that were, you know, expected to apply >> and and then while we're just I don't know why I'm on the got the floor. I don't feel
029like we need to this very extensive job description for the advertisement. I'm not a big fan of that. I I think the version that we had prior to maybe with a little bit of addition to it, >> but this was like that's like a whole job description of everything we expect somebody to do. I think that was a lot and I'm really like [clears throat] that. And the application had a lot of questions on it that I guess really didn't pertain to us. So I guess that was a sample, right? Of I mean because that application had a lot of >> It was a sample, but that job description application is what the state of state of Louisiana uses. No, no, it's a lot of questions on there that really didn't pertain to the state
030of Louisiana. Are you a good leader or did you have finance or did you ever do human resources or all of those questions in your application just didn't really >> I mean I I felt like that was a lot of questions in the sample that he sent us. >> The reason why those questions are in there is that when you look at the job description that the state of Louisiana published for superintendent finance and those those aspects are within the job description. So that's why that question was in there. But part of this meeting is for the board to determine what do they want those documents to look like. >> What I did was cast a large net >> for this board to decide exactly what it is you do want to to publish. You
031can go with the one pager that you did last time. It just in my opinion that uh when you do the one pager, you're probably going to get more applications from the one pager than you would from something that's a little bit more detailed. It really explains what the explains what the job is. It helps with the screening process if you're trying to minimize u uh the numbers that you're trying to get. >> There's a lot of things listed that I mean I don't know that's a lot >> in typ in typical surveys national surveys is done from some psychological perspective questions are often answered asked twice in different ways. What you're looking for is is consistency. >> Yeah. But it it was took a long time. I just >> it did. That's why I
032put that statement in the bottom. It's going to take 20 to 30 minutes. >> Yeah, it took a lot I think it longer than that. But >> but you know, Mr. Mingz, these superintendents stay in these positions for a long time, too. >> I know. But all of this putting all of this stuff in here. I mean, I don't even know if if some of this stuff would minimum qualifications, like, [clears throat] you know, it's just a lot of things I don't think is necessary in a job advertisement. >> Yeah. The uh the minimum qualifications I took directly from uh Louisiana Department of Education's website. >> Well, I mean, it's up to The Louisiana state website doesn't say you have to have a minimum of 10 years to pro progressively responsible education leadership experience. Experience
033must be verified. Minimum five years. I mean, I could just read it. It was like forever long. A lot of stuff that that's a lot of stuff for a job advertisement. >> But you could but you get to define it. >> Yeah. That's correct. >> That's going to be our role is to our role needs to be to come up with what requirements do we want them to search for. >> Yeah. >> That's bottom line. not in this job description. >> If we want this if if we want the advertisement to go out, which seemed to be the the opinion of the board, that's something we need to work on >> the next. >> Well, that's why I sent you what we did before. >> So it, >> you know, as a basis, >> yeah,
034>> to go on. But what he's got here is a fivepage document, which to me that's not necessary in an advertisement for a job. >> That's a lot. No, I I think it's I think it's extensive, but considering what it is that we're searching for, we're search we're searching for someone to lead us to lead our our school system. And I I don't think that should be an easy process. I think it should be complicated enough to filter out, you know, anyone who doesn't want to do it, anyone who has a problem filling it out, you know. Um, overall I think that it increases our capacity to get the best person. >> Yeah. >> All right. I'm going to um also let me ask you this, Mr. Hickey. Did Did we interrupt you for did
035you have a more to say to us? It sounds like um you may have had more to say before we started asking you questions. So, did I did we cut you off? Is there anything else you want to share with us before we keep talking to you? >> Yes, sir. >> To also consider the timeline. uh the conversation we had it needs to be about a 60-day timeline which is aggressive but it's doable >> and and the board needs to look at that timeline because as Miss Dominguez you know stated everyone is busy you have full-time jobs so within that 60 days there will have to be a schedule on which the board could come together to to make decisions you know and uh provide approvals for different decisions that we're going to make. So
036you have to look at that timeline. While it's doable, does it work for the majority of the board to be present for meetings so that you can make uh the decisions that you you need to make? And uh we need to establish a date when announcement actually goes out publicly because then the 30 days start to uh uh that ticket starts to run. That determines when we can and we don't have to wait for the 30 days for top talent management group to present to present applications to you but it tells that's the 30 days where the application process stops and we can actually start you can start the interview process. >> Yeah. >> Okay. All right. >> Do you have to wait um and open them all at the same time? >> No. >>
037Okay. I I can I can hand them to you as they come. >> There's no there's no rule that says you have to wait. >> There's no rule other than um >> but but in terms of looking at the application, making a decision, the board will have to be assembled uh uh to do that and you folks already know that. >> So, do we need to make a decision that he can go ahead and advertise now the way he has it advertised and so we can start this process? >> It's a fivepage thing. Did you read it? It's five pages >> advertisement. That's like a whole two newspaper pages. >> Let me ask you this question. If does the advertisement in the newspaper have to match the advertisement that goes out online nationwide? >> The
038n the the newspaper advertisement is a is a policy that we have in our policies. I think I sent that to you. I'm not sure if that's a nationwide or a statewide policy. Nevertheless, it is here for this district. So, you may not know the answer to this, but I would assume that y'all do a lot of online advertising for this role. Correct. In fact, I know you do because it's in your proposal. >> Yes. >> So, the newspaper ad, if we were to put a five page, I mean, uh, job [clears throat] advertisement in that newspaper, unless you're saying what, it would take up probably a whole page of a newspaper. Um, does that do they have to match the one that we run in the paper here and the one that you run
039online? No, you can you can see contact the district, contact this website uh for the job for the full job description. You you just you just need a short notification that there's a vacancy and and to receive the full job description or the application, you can you can refer them to your >> to the website. >> Can we send them to your firm >> and that's and that's what we would do. >> Correct. >> Got it. >> So, can we do that? Can we just say let's do the basic and the two newspapers that we have to advertise in and then let him do his major one that he has to push out by email. He can do that himself, you know, on online. >> Um I think so. Yeah. So Rose, how does that
040sound to you? The one that >> we're gonna have to pay for this in the newspaper page thing [laughter] >> instead of the five thing instead of the five page. It says basically it's an advertisement for this position. Um it's pretty it's thorough but it points him to see his firm for the full job. >> This is >> and also to make it clear that job announcements that job description was not it's not the job announcement >> it says notice of vacancy like this is what you're going to put out. >> That's what we we will put out on social media and other devices. But the actual advertisement that goes in the newspaper >> but that's that's what I've been talking about. We know what's going to be in the newspaper. That just needs to
041be a normal short paragraph announcing the job vacancy referring to another link to act to to see the full job description >> QR code or something >> or QR code >> because that's what I >> the way it's presented to us five pages is going to be the announcement of advertisement. >> No, >> that's what it how it was presented to us. >> Just a job description. Yeah. >> Learn more about what they're applying for. That's the document they >> correct. I was going to u make a point to say this too. So like I said uh before the meeting today I've been kind of reluctant to share everything you've sent I've sent most of it but just I didn't know how how far I should be um you know establishing this introduction now going
042forward um I think that every anything that Amanda and I receive can now start going to the whole crew. Okay. So, can we set that up with him just, you know, say, "Hey, this is a this is now the board member um I guess email chain at this point." And so, anything you feel like you need to send to one of us can go to the whole crew now. And I'll kind of um go back to my role as being the one of nine at that point instead of the facilitator. My my main goal was to get him here today to get the process moving and rolling and I think we've got that done now. So, uh yeah, that's kind >> I'm glad to have you help. >> Yeah. Thank you, Mr. Toller. But also,
043you know, I need to know what your expectations are as well. >> And and uh Miss Richards made a comment that some of the documentation that was received did not have the benefit of this discussion. So, it could be taken a variety of ways. >> Yeah. >> And that's why I was hoping that we could also, you know, make sure when we walked away today, everyone was clear, primarily me and my team, what do you expect from us? Because again, my goal is to help you choose the superintendent that you want to choose. And so I can only do that if I know what your expectations are. You know, the the length of the job description. Uh in our spirit of excellence with with my team, we're very thorough. you have the the ability to
044narrow it down based on what you feel works best for for your parish, you know, and so some districts love that long uh job description because it does help with the screening process, right? It also says, do you really want this job? Because it is it is very challenging. And so we put everything in there and so we can do it. It's just text and the text can be modified anyway. Yeah. Any way this team wants the text modified. >> I think Rose is actually >> Rose the only one that really mentioned the length of the job description and having found out that that's not actually the advertisement that's now off the table. >> Yeah. I'm just that's why we're here to clarify everything today so we can you know make sure we get over
045the hump. Otherwise, um I think >> so we have to give the dates um that we want to uh put, you know, you got to have received your your uh application by a certain date. I mean, we have to give him that so he can put it in there. >> He's got a timeline that he can he can send to y'all as well. I I received that at one point. You had a projected timeline. >> Yes, >> we can you can now >> I'll resend that out. >> Yeah, we can just share it with all them now. >> Okay. And um I think that unless there's anything uh really specific that if if somebody added something very specific in their in their survey that didn't match what anybody else said, then we may have to
046go back and do some ground work either via executive session or a vote in public to make sure that we're on the same page. But otherwise, I haven't heard anything that I think we're all on the same page currently, >> if that makes sense. the the four surveys that I received are almost identical. Those four individuals see the needs almost identical. >> Top three was uh academic improvement facilities needs and also the need for open communication. Um and that that staff there was a uh uh staff morale uh is has taken a hit and you're looking to have an impact there. That was consistent with with all of the uh with the four surveys that I I did receive and return. Uh there was a focus on open communication uh collaboration. Almost everyone said the
047same thing just to set it in their own terms. So there was consistency >> in your rankings that you provide. How does experience get ranked compared to title? >> Is that does that play a role in your rankings? Because I'm a big believer in experience. Like in my experience, somebody who's got eight years of doing a particular job sometimes does the job better than somebody who's fresh out of college with a degree of doing that job. I just want to make sure when we get these rankings that the person with the experience gets the same equal opportunity as somebody who just might have the job descript title that they can check a box. I just want to make sure when those rankings come in that they're not weighed to just title only. >> I'm with
048you, Miss Piaza. And and that's one of the reasons why we came up with this ranking system because as as as a former assistant superintendent and public uh education myself and the superintendents I have on my team, that's one of the struggles we had over the years is people were coming to us because their resume was strong. But on the but we learned quickly on the job that it was a hiring misfire because they could not perform based on what the resume suggested that they could. And we realized that bringing someone in for 30 minutes and asking them 10 questions, we were failing the system. So we needed to come up with another process on how we bring executives to the market. And so executives should be evaluated in our process because while the titles
049may look good, you and I can apply for the same job, different backgrounds, but we can put down the same title. And and so how do we differentiate between who's gonna who's going to come in on day one and be a franchise player, an elite top tier executive and someone who needs development. Now you can you you can choose either one, but if you choose the one who needs development, at least you know that that person needs development. Correct. >> Yeah. Right. >> I said that was just my main concern. Again, I don't know if they're going to choose the rankings or not, but if you did, because I think that's kind of another major concern of what I'm hearing is nobody wants to be excluded. We don't want to exclude anyone and we don't
050want to take a hit of saying, "Oh, well, they ran this third party ranked them as a a 105 when we could have picked one through four. >> Who gets the rankings?" We do, not the public, >> right? And that was my thing is we get the rankings, not the public. And and at the end of the day, the law states our decision >> public knowledge. A superintendent search has to be public knowledge. Everything we do >> is that is that your understanding? >> That's [clears throat] I wouldn't think it would be. I mean, a principal applicant is not public knowledge. >> Personnel actions are private, >> right? >> Yeah. But this is not this is this is a we're picking that's the only job we have is to hire and fire the superintendent. >>
051There's no hire. I mean I think we can list at the end of the day list of names to the public we can send we only need to know how many we are getting and then when we narrow it down to the top whatever then we can announce that when we've come up with our top tier you don't have to list one if we get 50 a we don't have to list the whole list of 50 >> right you're not obligated you're not obligated to announce your process to the public >> no so I mean if you get a ranking and we say hey we want number 10 number five number 18 >> somebody to help us with this process I think we're getting in the weeds tonight on a bunch of topics >> and
052we're just kind of chasing our tail around. The bottom line is we need a firm to help us >> advertise to get this the process started. I think the only input that he really needs to know from us is the the requirements is his suggested requirements meet our suggested requirements. We can put in there and say they they must own a dog, whatever. He needs to know what our intent is. Otherwise, it's time for us to advertise for this job. >> Yeah. Yes. Speaking of which, yeah. So, >> if we can if we can get that ball rolling and and perhaps that that advertisement out as soon as Monday or so, you think that's doable? If you have if you start having email conversations with us, we have to be careful. We can't vote outside
053of this public setting, >> right? >> So, you can't say who wants it this way and who wants it this way and we respond to you. We can't do that. But I I feel like if he if he emails us either in in individually and we say this is what we think and and this is what I think rather and he takes th those from the nine of us and says all right I got it. you know the um so we're in that case we're not voting we're just telling you what our opinion is >> keep in mind >> individually >> the ranking is going to be based on right now and correct me if I'm wrong on his requirements because we haven't really given him any requirements you know so if he comes back
054with the rankings and we decide at that point that >> that that >> that we say you know what a bachelor's degree is not needed for this job whatever if we come back change the rules on that. His rankings would change, but we can still modify what we want. That's not going to change. >> Absolutely. >> He's not going to change what he's doing as far as searching. He's still going to search. He's still going to get all the applicants he can. He's still going to give us the information. We can at that point say, you know what, if they don't like dogs, we're not hiring them. And we can change our mind at that point. So, and that was kind of the thing I was going to ask to is could we as a
055board have a group email saying what we are specifically looking [clears throat] for prior to us receiving >> those things so we know >> get into the discussion of of the job requirements. That's what he's his specialty is. It's not mine. You know, it's not y'alls. If we start getting into a discussion of the job requirements particulars, we're we're we're hindering his work of finding the best applicants. In my opinion, that's his job. Let him do his job. Let him go do the search. If y'all see something that's glaring in there, and I the first thing I looked at was doctor degree. Doctor degree is preferred. And I like the word preferred because that gives us wiggle room. That gives us some wiggle room. In this five-page document, it says minimum qualifications is you got
056to have a doctorate. Well, I don't agree with that either. >> That says preferred. >> No. Oh, it says >> no, it doesn't say. >> Well, that that probably could be working, >> but that's why put in the survey. Do you want it preferred? That's that's why I needed the response from the survey. >> People go back and fix this. Absolutely. >> Based on only the four people who filled it out, right? >> Absolutely. >> My recommendation is to let them [laughter] do their search based on the criteria that they come up with. Unless y'all see something glaring in the job requirements that we as a board need to meet and discuss and vote it down. Otherwise, if Joey gives him 10 things and Trent gives him 10 things and I give him 10 things,
057this man is never going to get it advertised. >> Yeah. Well, that's why the survey that was for the survey. So, this is a sample and you're going to fix this fivepage thing to take off some of this stuff that we didn't put in our >> We get a copy before it is published. Absolutely. This is a This is not going to be advertised. This is going to be >> QR code. Get it. >> We already paid for this meeting. >> You just do not You do not like those five pages, do you? >> I just think it's absolutely insane that it I was led to believe that this was going to be the advertisement in the newspaper, which is crazy. >> Miss Dominguez, I would like for you to hear this if you don't
058remember anything I say tonight. Our goal is to help you not make a hiring misfire. >> Yeah. >> The recovery from a misfire is tremendous. >> The risk is huge. And if a five-page document prevents the wrong individual from sneaking sneaking into that pool and we miss something we because people are getting slicker and slicker out there. So, we want you to be satisfied with this superintendent and never consider if if if we made a mistake. >> Well, this is like you said, this is just a posting and not the true advertisement, >> then I get it. But like you said, some of the stuff in here, >> like it does say doctorate degree and some a few things that >> well, I didn't put in my survey. >> What are we asking tonight for
059give him permission to go forward with >> Miss Anthony? Yeah, >> if you could vote tonight to have the district advertise the job announcement. Once you make that vote, HR uh can publish it and I can work with H HR around how how it reads, but HR just needs the approval from you to publish the job announcement. And it's and it's only going to be maybe a paragraph. >> HR. >> Yes, your HR. >> Okay. I didn't realize RHR had to do a so RHR has to do a public announcement. It's for the US news. >> They do the advertisement to the to the you know the local papers our official journal probably the star as well and then they'll send I would assume that in the past we've sent it to LSBA you send
060it to your you know your well Cosba now and probably your superintendent principles websites all of those all of those places. that that's that's what the man that's what >> that's what we do. >> Okay. >> We'll send it out >> all of those sites or whatever. >> Yeah. >> But Louisiana requires you to advertise it for 30 days. >> Okay. >> And then we can send it out through social media nationally >> uh and really focus on a a a local um search. And one of the things for the board to consider, I liken the I liking the announcement that the salary is not listed. It just says it's negotiable based on experience. But it will come up in the process. >> Yeah. Because what you do not want to do is get someone
061to a final and then they then the the salary is not enough and then we have kind of >> we have to take a step back because we have wasted our time moving a person forward when the salary was not something >> and that may have when you did not get a few no last in 2018 the salary was posted as 152. >> Yeah. I wouldn't I wouldn't post a salary, but so in the interview process, it comes up and let them know what the salary is before you get get to that final list. >> Well, and depending on the contract, the contract benefits, you know, car, phone, whatever. >> So, can we all agree he's going to go ahead come Monday and try to get this out? Is that what we're agreeing on? >>
062Yeah, but we have he just said our human resources has to do that. >> Okay. So, we did not put an action item on this. Can we vote on anything today? >> If we do have superintendent search firm progress review and next steps, >> call for consider approval. Can we? >> We can. >> It's not listed. >> I thought we already voted a couple of meetings ago. >> I thought we already voted a couple of meetings ago to do an advertisement for superintendent. >> We uh >> did we not do that? >> Definitely did to do an advertisement for a search firm. >> Yes. but not for not to open the position. >> So, but I I would suggest that we call a special meeting and do that just on one item agenda >> long
063as we have a quorum. >> We can do that like right now. >> No, I can't you if you have 100% 100% addition to the agenda. >> Can you do that, Glenn? >> Say that again. >> 100 If a 100% vote to add that >> weigh the rules. >> That's tricky to advertise. You can. Technically, you can, but we open up a whole can of worms. The fact that we're hiring a superintendent based on waving the rules, >> I think we're bringing ourselves in for for [clears throat] >> probably be better not to do that. >> I would I would tell you to do a special >> bet is to do a special meeting. Call special meeting and vote to advertise to start the process on our end. Kicks him in gear to start doing
064his work. >> And it gives the other members some time. >> Don't wait till July 7th. >> No, let's do it. We need to do it because some of us are leaving to for a conference. >> Okay. And and I've already started, Miss Miss Taller. I'm just waiting to fully do what I need to. But uh >> Yeah, but we need to start the clock on the advertising. >> Correct. >> Yeah. >> And that clock needs to start. So, >> we'll work on on figuring out a time that works for a quarter. >> If it's this week, it's got to be Thursday or Friday because you got have 24-hour notice. >> Yeah. >> Okay. We'll work on on trying to identify a time we can all meet in the next few days. And then meanwhile,
065would the um the job advertisement that that we're going to use here on the district level, you want us to come up with that ourselves or is that something you want to to give to us that then we can give to our HR? >> I can give it to you. >> Okay. Perfect. >> Okay. >> All right. Also, in the meantime, he's going to um I guess you can start sending us groups, I mean information as a whole and individually if you want. Um that way if you have any specific questions for Mr. Mingz, you can ask Mr. Mingz and same for me or whoever. >> Just change on that five page like putting a five page maybe four >> four and a half. >> Okay. >> Four and a half >> smaller font on
066it. What did he say? >> Use smaller font. You know, >> smaller font so it takes up less space. [laughter] >> All right. >> Typical lawyer response right there, buddy. >> Do y'all have any other questions or comments for Mr. Hickey? I think we all got our >> Send us the potential job applica or job posting before our next special meeting so we could review it and >> Oh, absolutely. Absolutely. >> Like tomorrow would be great. >> Like tomorrow would be [laughter] great. I want I want to just tell you how impressed I was. Just real quick, Mr. Hickeyi, I asked him to um to send me some information. We talked on an afternoon and at 2 a.m. I was receiving everything you asked for me at our time. Probably midnight your time. Anyway, that
067was impressive. I thought it was it was >> you from California. >> He was on >> top of it. I live in California. I'm from Tennessee. >> That's why I said he's still awake. He's still asleep. Yeah. >> You know. >> No, 2 a.m. is when I do all my work. So, you'll get So, you you folks will get those emails early every morning. Gotcha. Sounds good. >> But but I would like to give the board one thing to consider since you do have this aggressive timeline. The actual interview process now give an idea how we have done it before that you may want to consider. It's a one-day process. You you determine the number that you want to actually bring in for the interviews. Let's let's use a number of seven. You interview those
068seven from morning to afternoon and you bring in the finalists that evening and it's and it's a one- day process, right? And if you do it on a Saturday because a lot of these superintendents may have full-time jobs and and they're trying to be confidential. So Saturday works for everyone. Uh you bring it you do that one day process and one day that requires a really good screening process to get it down to seven. interview those seven bring two finalists later that evening. It's a long day but but but you've you've completed the process you know do not extend it and a lot of times a lot of times we do interviews wait three or four days and set up the interviews later you can do it all in one day. Yeah, but I think
069I did the last time y'all brought the last two. >> Well, we started last time we did by Zoom or by teams. Yeah. And we did all of them, even those that were local. We did them all the same >> to keep the process and then got down to the final two or final three and then brought them in. So, >> but didn't y'all do the final two? Y'all brought them because I remember sitting in here listening to it. Yeah. >> Y'all brought the final two in here and they spoke to the public. >> Yes. >> It was at a public meeting. >> It was in a public meeting. >> Yes. That's what I thought. And we ask the same question to each [clears throat] one. >> Yes. >> Now, do you want to do
070it by Zoom this time or you want to do do it in person? >> Just that's just what we did before. >> I know I know that's during co or close to it. >> No, it was before co before co but we did it back here in the Jake Bailey room and >> Okay. >> That way it kept everybody equal. Even locals or somebody from California had the same audience, the same questions, the same conversation. >> And then um >> look, if they're from California, they can fly in like I did. >> Yeah. if they want a job. >> Yeah. >> But uh and that and that's something I would need to know so I could tell the applicants, you know, what what that final process would have been so they can prepare for >>
071face to face. But >> I just know that some people if if they're interviewing and they're coming in from out of town that the first screening may be beneficial to me, you know, >> and I guess we uh you know, we can make that decision once we know what the applicant pool looks like. >> Absolutely. >> Yeah. I wanted you just think about it. what you think that final uh process would be. >> Okay. >> All right. Anything else to add for us? >> Whatever you need from me. Uh you already have the evidence yourself. I'm I'm going to bring it to you fast. Very thorough. Uh it may be four or five pages, Miss Dominguez, but we can't shorten it, you know, you know, you know, based on these. >> I think it needs
072to be six. >> Six for sure. >> Uh uh we're very accommodating. Again, our goal is to make sure that you there's no hiring misfire here, right? The students cannot afford it. The community cannot afford it. We want to help you get it right the first time, >> too. >> Yeah. >> All right. I don't believe we had any public comment on this matter either. Is that correct, Manda? >> Agree. [clears throat] >> All right, Mr. Hickey. Thank you very much again, and we're going to go ahead and call this meeting ajourned if anybody wants to ask any questions on the way out. >> Thank you. Are you are you staying?