001evening it is seven o'clock and i am going to call the meeting to order um first order of business is we will uh stand for the pledge of allegiance i pledge allegiance to the flag of the united states of america and to the republic for which it stands one nation under god indivisible with okay so um i have uh oh i need to let everyone know that uh this meeting is being recorded and live streamed by hw cam um and for the members here uh hwcam has reminded us to please speak clearly into the microphones so that we can be heard um okay uh we have uh dorothy presser is joining us this evening and i think we're ready to get started with our first order of business and our plan tonight is or our
002goal tonight is to select those those interim superintendent candidates that we would like to bring forward for an interview which will be next week dorothy would you be willing to share with us um just to review the names of the candidates that we got applications from sure so there were a total of eight applications that were received um and i'll just go through the names in alphabetical order um the first was mr dylan ferrara who is currently an administrator in fall river and has a background mostly in special education the second is mr jared fulgoni most recently the superintendent in amesbury and currently a educational consultant in i think new hampshire the third is dr daniel hannikin he has had a number of positions as a principal mostly at the elementary level and was most
003recently in somerset next is dr matthew joseph he's a central office administrator and lester leicester and is his the uh area of emphasis as an assistant superintendent is in curriculum assessment and instruction uh mr william william caldiff is the next candidate he is a retired superintendent who has had a number of success or a number of interim superintendencies most recently in marblehead dr earl metzler has been a superintendent in new hampshire in what's the equivalency of a regional district up in new hampshire he's currently serving as a consultant to a former district in that region as the regions are separating into just municipal districts dr frank thiano has most is most recently been the superintendent in uxbridge massachusetts and i don't believe that mr eric tracy needs much of an introduction to any of you
004so those are the the candidates that we received thank you dorothy i appreciate it um so again our um our task this evening is um pretty straightforward which is to i should mention we have um uh that we do have feedback from anna czech who is not here she did provide us with feedback um i don't know i hope we have our other member come is it in an exhibit i didn't see it uh anna's feedback no it's not okay um but um so my goal is um or i guess you know it may just be as simple at this point um of going around if people are willing and i'm willing to entertain other ideas but if people are willing and sharing with the group those candidates that you see as you really wanting
005to see them to come to an interview do people feel comfortable doing that one of the things um just to share with the group one of the things that i see this group i i never have any concerns that this group is going to come prepared and have done their homework and um so i feel like it it may just be you know it may be okay to just go around and do that and we'll see where we go from there um okay uh i don't want to put anyone's on the spot but um thank you michelle um because i had already sent my feedback to dorothy anyway so um mr mcauliffe or mcduff he was our finalist candidate in the last um go around and we actually he was snagged right out from under
006us by marblehead when he went to marblehead they were in a very difficult position with their superintendent and their like finance person well their finance person was under investigation for misallocation of funds um i don't know what became of that it was sort of an accounting thing but um so i was impressed with him then so i would definitely want to see him again um i also uh feel is it mr t tiano he's got an interesting background i liked what he said about his ideas about public school and um i also think you know i've been concerned that we haven't um promoted within in our district or we haven't grown leaders in our district so it would be a good idea for us to interview eric tracy okay so just so uh mr mcauliffe
007mr tiano and mr tracy yeah i mean some of the other ones if we were looking at a superintendent okay long term would be okay but okay i don't want to spend all night interviewing people so all right well and and really my goal is to see you know everyone i know has spent a lot of time with these resumes and and you know if we have consensus then it may be as you know straightforward as that michelle well right off the bat if a candidate did not have any experience in the role of superintendent that that was a that was a flag to me to say we don't need an inexperienced person in the role however talking about eric tracy i feel that for the last nine years he came here in 2013 he
008has sat at the right shoulder in a leadership position of three superintendents and he has seen what has worked and what has not worked and is a key party to our success and continue with success so he would be uh i'd like to see him be put forward um as michelle said uh miguel diff mcauldiff mcauldi right yes um yes he has experience and he's a troubleshooter and can come in i don't know if that's what we need right now um because i so just for clarity though would you like to interview i think we should interview him i mean we interviewed him before and he was a strong candidate before um i don't think we need a troubleshooter um or but that but i i think he we need to look at and like
009michelle tiano because he has um i like that he had good relations with the union um had some good characteristics that i thought would fit well with the district okay thank you um david i'm going to give you a moment but just uh basically we're just going around and at this point really just asking who from the candidates presented would you like to see come to an interview that's the whole that's the whole question okay uh julia uh so i actually agree with michelle michelle um definitely we would need to see eric tracy i would love to have him be seriously considered um he does the endorsement of the hamilton one of instructional leaders and he has long-serving um service to the district and i actually i like doctor what dr tiana have been pronouncing
010that correctly i do like his cover letter i love his philosophy and i think it was it kind of set him apart from everyone else's kind of form cover letter it seemed like he's more forward thinking um and looking at his resume he obviously has the criteria that we're looking at and doctor and mr mcauldiff as well has a criteria was a finalist i think that we should we should definitely bring him back i do want to say though i was intrigued by jared falgoni um and dr matthew joseph um just their experience with dei you know jared falgone won the award from the anti-defamation league matthew joseph was the director of digital learning i.t and innovation i think those are intriguing characteristics and interesting experiences but i just don't feel like they have the
011experience okay so that we need so i'm hearing the three that's the same three that were the same okay thank you very much sure jen um i was i guess fourth uh doctor mcalduff and eric tracy i my third candidate was actually earl messler he's been a long-term superintendent in play style and i think he would be a very good fit here okay thank you uh david uh eric tracy that's all i put okay all right um and i just wanna i know what it says but i know what anna says but i want to just make sure i read it properly so that i uh um okay uh anna says uh three candidates uh macauldroph tianu and tracy all right which is all right um and uh i uh also uh i'm not sure
012what number we're on but i fifth i will fourth the same three mikaldo tianu and tracy um okay so um so i guess uh we were looking for some consensus it feels like we have that i would like to uh if we feel like we need to call it to a vote i guess i would be looking to um i guess david and jen whether you feel like there needs to be my concern with tiano is so i'm actually i'm i'm actually going to ask you the question is um because you actually put forth another person yes so i'm wondering if you feel like you'd like to put that to a vote or to to ask about the earl metzler i mean i don't feel comfortable voting for tiana as a finalist based on what
013i've read about what happened in chelmsford okay so you would like to rather than um okay so i don't i would like if we are going to vote on it i want to do it individually because okay thank you that's helpful okay so that's the that was getting to so that you'd like to vote individually okay great thank you um all right and that might solve um that might solve the problem right that there yeah david did you have anything else you want to add nope okay dorothy does that sound just you've done this a lot of times and we have you as you're consulted does it sound reasonable to vote individually on whether we move each person forward sure and i'm only obviously going to be putting forward the names that we have put
014forward everyone feel comfortable with that okay um okay i will start with um mr mccolduff and the question is uh shall we move mr mcholdoff i guess we maybe need a motion um to uh invite mr kamikalda for an interview can i have a motion to that effect i move that we bring william mcgalduff in for a finalist interview at the hamilton one for the hamilton wyoming superintendent position interim interim superintendent position second okay all those in favor okay and that is uh five yes all those opposed one opposed okay and the motion passes um and now we'll need a similar motion for mr dr frank tiano i move that we invite frank tiano for a finalist interview for the interim hamilton wenham school superintendent position second all those in favor okay and that is
015four all those opposed okay and that's two opposed and the motion passes and uh and now we'll need one for eric tracy i move that we invite eric tracy in as a finalist for the interim superintendent position at hamilton wenham second all those in favor and that is unanimous and the motion passes um and can i have a motion for earl metzler i'm move that we bring earl messler in to interview as a finalist for the hamilton wenham interim superintendent position second all those in favor one in favor all those opposed five opposed and the motion fails okay any other comments or questions right i think we have uh the three people that we would like to move forward for the interview which is uh william mccaldiff franciano and eric tracy um thank you all
016for really the work i know that you did to work through all of those all that documentation and interview i mean and resumes i appreciate it um dorothy can you what is in other words as our consultant what is our next step are you going to contact those people for us well once i know what times to ask them that's what we're going to do next yes i contact them and set do the logistics of getting things set up excellent um i actually have a question on that because if we invite them in one at a time and we have that published in hw cam aren't we giving the ladder to candidates a boost because they can look at the video and watch the and know what the questions are essentially we're putting whoever goes
017first at a disadvantage so we've dealt with that before so okay so all that's a great question and it's part of exactly what i want to talk about now is exactly the logistics of how this is going to work and that is one of several concerns um but let's start with that as a question and then we can sort of walk through this but i'm hearing from people that are more experienced that they've dealt with that in the past and we just didn't live broadcast it we just delayed it we recorded it and delayed it okay all right that was wise okay um okay so um i see it as um so one problem that seems like assault dorothy is that a typical thing that people do is just to delay the broadcast okay um
018we have a meeting scheduled next week we now have three interview candidates um i have through watching previous interviews um and my consultations with dorothy i think we're going to need to give each candidate an hour unless i hear from this group that that is that you're looking for something different that being said i think that there's a few things we need to talk about one is that would make for a minimum of a three-hour meeting right now we've said we'll start that meeting at seven o'clock i think there's a logistics concern there about that would mean asking one candidate to come in at nine o'clock at night for an interview how do we feel about starting the meeting earlier or do other people have other suggestions do you think we could give them each
01945 minutes no no no you have to do an hour it's weird like she was just talking about if it runs a little long to have the next person because you when you come to an interview you try to arrive a little bit that's a little weird so well there'll be a person here then when the other person had them in the uh room across from the office last time right yeah which sounds like a good it's like essentially being in the waiting room and yeah you're talking about seven people that's not really so i was just gonna say so i someone from masc will be here to sort of be the vanna white of moving you know greeting the candidate keeping them off to the until we're you know until you are ready to
020talk to them so it's not like they're going to walk in and sit down and listen to the candidate who's being interviewed but if we only allocate 45 minutes the first person comes on time and the next person comes and we're behind by 30 minutes it doesn't really have to be so while i i want to just speak to that while i feel like an hour is probably really the respectful amount of time i will say to you michelle that that um that's on me is to make sure that we don't do that run out of time right is that that's going to be my i agree goal is to move things along so um while i see value in having an hour if this group voted to say we only want to see 45
021minutes that would be my job is to make sure that we're done in 45 minutes with that well the last interview we had we had a dozen questions i believe so that would be five minutes a question yeah and so the next thing we want to talk about is that list of questions and how many are reasonable and um and it doesn't seems like a lot um for you know for an hour can we talk about yeah i still think we need to start early even if you ask somebody to come in at 8 30 for an interview that is so let's can we does i mean in other words maybe how do people what what are people's schedules this summer is is everyone's schedules open enough that we could even move it up to
022like five well i know that anna is the one that usually has a scheduling conflict coming in so i think we need to to check with her i'm the worst one to ask because i work at home she's not here right now and while i do respect that i think if she ended up missing one i can text her and she can you know and personally i kind of have conflicts with things going late so we should have some equal weight in that and also we should be thinking about the candidate i mean with the group that we have here um i heard david saying that he'd be willing to start as early as five o'clock on that day what day is that again this is 18th it's the 18th it's a week from today
023can that's probably experience can i just ask dorothy what um is five o'clock too early in your past practices or well for the candidates no but i mean you also i mean you're you're trying to balance two things here right the candidate schedules and your own schedules knowing that you have someone you know who has a constraint that you're also trying to make sure you balance yeah for town things it's usually on a saturday should we move to a vote to see if yeah i mean it does some well let's put it this way does someone have a motion that they'd like to make about the start time of next week's meeting i thought you were missing one of these this is it i'd like to make a motion that we start next week's meeting
024at five o'clock do i have a second second okay oh so the motion is to start at five o'clock next week on the 18th for the interviews all in favor okay that is five yes and opposed and one opposed okay um so the motion passes um [Music] and dorothy does that work you think for you in terms of scheduling candidates at five o'clock candidates will make it work that can i also suggest particularly because you're starting early sometimes you do leave like 10 or 15 minutes between the interviews to you know if you run over a few minutes it's okay or you give yourself a stretch and a break before you dive into the next one that's typically what we do is yeah i think that i mean it certainly gives us the flexibility to
025have yeah to do that and still end the meeting at a fairly reasonable time so that would be i mean we'd be looking at five to six and then 6 15 to 7 15. 7 30 to 8 30. that is that what you're suggesting yeah um okay um all right so at that meeting um we will have the three candidates um i i think that generally they would come in and give a brief um opening statement we'd ask them basically to introduce themselves to speak briefly and then we need to decide how we're going to go about questions how many questions i have some different thoughts one of the initial in our initial conversation i think we talked in a meeting about that we were going to craft the questions here i'm okay with doing
026that if that's what we choose to do i'm going to listen to the wisdom of the committee i think to jen's point about a little bit of concern regarding if we craft the questions here tonight i have a little bit of concern that we are going to get very scripted answers because i imagine that all three of these candidates are going to be carefully doing their homework and they're going to likely know what the questions are i don't know whether other people share that concern or whether that's you know or whether um i have some thoughts and put that out there is there any discussion about that what did we do just historically with the last interim position so because i asked dorothy that question and we had uh we came up with subject matter
027for the questions and we assigned each um committee member one of the subjects that come to phrase the question however they wanted to and then we finalized them at this meeting we had done that ahead of time as is right okay so but you finalized them my understanding was that you guys finalized this i mean the reality is if they did their homework good exactly if they come in and they don't know an answer i really it's like dude it was on the internet so i see no problem sort of in having the uh the questions ready ahead of time i mean it's not like we're going to come up with some question that's going to stop them right now it's an interim position it's really pretty yeah pretty straightforward and if i things are
028coming back to me and i think some of the questions led to different answers which led to different questions so it was more open-ended i mean there was a there was a set question but then because of their answers there was some follow-up questions whoever asked the question whoever asked the question so it added different flavor to it and how was it structured do you know whether it was that you know that you structured a certain amount of time for each question or well that was the thing it's like if you're going to come up with if you have an hour you have to be cognizant of the time i think that's more important is setting up what the goal we want to achieve at the end of each interview what do we want to
029know there can only be two questions that you can get the answers you're looking for that's very true so it does it doesn't really matter i want to say one of the interim i think carrie read them all and it was only like five you were like it was actually there was that was the first that was the first first round remember that because we had like four or five mm-hmm then we invited him to come back to a second round okay do you want to limit how long their statement is because brief right can mean anything from five to twenty minutes but but i think that's telling yeah it is dorothy so generally when i have whether it's an interim or of regular i tell the candidate when they're coming in you have x
030amount of time there are x number of questions keep your eye on the clock right and then if they're getting way off then the chair says you know we have 10 questions and gosh we're 45 minutes in and you're on question two yeah i mean that's an exaggeration right so so it's so they they take some responsibility for making sure the other thing is my memory is that you finished crafting the questions directly before the interview started last time in executive session no you can't do it in executive session but that you know that that finalizing of what exactly we're going to ask that carrie asked them that you did that immediately in before the candidates yeah i mean i think it was there was just some word smithing yeah yeah which you may or
031may not need to do yeah right does to does it make sense to maybe slow this conversation down a little bit and do what i heard sort of this side of the room say which is maybe what we really need to do is just brainstorm right now what are the major topics that we want to make sure get covered keeping in mind that it's not my understanding right dorothy is that there's no in other words to david's point if you know if one candidate we don't get through all of the questions there's it's okay right there's no we're not required to make sure that every every candidate if they talk it's okay i thought because the way we did it is that masc has a list of questions broken up by category so i thought
032we were going to get those prior to this meeting to go through but we didn't but that's how we made the questions well that that list is is really for not for interim candidates yeah but it helps us though okay but i so i think where i feel confident that this group is going to be able to generate an appropriate an appropriate set of questions i really i do yeah i mean i've got some old questions here i'm just gonna say can we pull up so before we do the questions can we what i was gonna say you know is when we're going through this it's it's you you've seen the resumes these people you don't need to ask if they've developed a budget before yeah you know and so you can really sort of
033while it seems like a pertinent question at this point if they made it you know this far you you know you can really get if there's something specific budget related that you want you know think about the think about a question that way i think what the the way this role is sort of going to be rolling out with the transition in october you know october to june um you know the budget process it's kind of coming in right sort of at the beginning of our budget process but it will be underway already um and you know it is it's for the you know most likely going to be like more of a treading water type of deal so it's not like something that you need to necessarily go into more in depth like i
034said i think you know thinking about the goals we have as a district and as a board you want i think you know those are way probably the that would be my suggestion the way we want to sort of answer those you know uh where we want to be developing and concentrating on um you know uh diversity and inclusion this year uh questions geared more towards that and um you know and trying to sort of i want to say right a ship but you know there's been a lot of transition lately and how can we sort of how how do they sort of intend to navigate the uh that process uh because i think in this role those are probably the more important things that we need to be looking for okay so i from
035i wrote down the two topics you were looking for there was uh a dei uh vision and navigating the transition um for the whole district not their transition specifically but the whole is that sound accurate okay other people with topics so we're just trying to come up with the general buckets i think so at this point yeah right i would like to know why there was an eight hundred thousand dollar budget gap in chelmsford that's a big number and we have to do our diligence on that so if if there was a specific budget gap i won and that's a big number eight hundred thousand we have to ask about that right but then but we can't ask that question of all three of them no right but like but we don't have to ask
036questions so there's not a requirement that you ask exactly the same question to every candidate if there is a candidate who's there's something in their resume that you want to know more about or something in their background that you want to know about more about it's fair game right and and just even more general than that i mean the three candidates that we have one is an internal candidate one is a retired superintendent and one um you know and one is a current superintendent so they're they are different on the surface it may be that to dorothy's point that their question might need to be tailored or twerked a little bit tweaked a little bit so that we can you know adjust it for the candidate and we don't have to ask it exactly the
037same way okay but budget is a concern yeah i'm julia it's okay for me i i think a big question and it just seems pretty pretty obvious is how to navigate all of the different stakeholder groups and do they have experience in unifying the groups what is their experience bringing together community members parents um and how to really just i don't know how to really like dave said right the ship but how to calm the calm the waters of all these and every you know it's only we thought it was all it was going to be calm but i think the fall is shaping up to be just as fraught with opinions so how how do they sort of go through that how do they do that how do they incorporate different opinions how do
038they handle conflict okay great all right right so i wrote uh community engagement and bringing specifically bringing the community together in times of conflict or yes so i'm looking more for specific examples i mean everyone's going to say i listen to everyone and i take everyone's opinions into account but for me maybe more specific so your question you're wanting a question that says something about tell us about a time when you and then maybe ask them how they handled covid in the district that they were previously superintendent of or if they weren't a superintendent how they would have handled it great question great okay thank you um michelle yeah i think we have both michelle's need to still go capitalizing or continuing what david and julia said i'd like to see difference between way forward
039versus troubleshooting staying afloat so that for me the key is you know how to push that way forward because we have been adrift for two years so i because i don't want to put words into your mouth is that a concern about uh is this stagnation or is that a concern about vision vision okay vision okay and would that be a similar thing to what julia just said that you'd be looking for an example of them being providing visioning or is it more um [Music] i i don't know if i'd want an example i i i think that's it's hard uh are you looking for them to speak to the hamilton oneham specific situation in that well could obviously eric would be able to because he's on the inside um but maybe the other past
040superintendents could you know bill could speak mr doctor mr mcauliffe could speak to that you know what happened at marblehead you know they were in turmoil in crisis and he was able to pull them out of it um but was there a way forward there it was stabilization but was did he leave the did dr tiana also did they leave the district in a better position and and to then than when he came in okay so vision and implementing the vision yeah just wait the skin way forward okay way forward i like it okay michelle uh so when i left the last meeting i had heard that our task was to email dorothy our ideas of questions and she was going to prepare something for us to look at so that's what i did okay
041um i wrote the hamilton windham regional school district has had a new superintendent every year for three years as the interim superintendent how will you enter the district to prepare for the next superintendent to have a long-term successful superintendency how do you work with your school committee to build a working relationship that sets boundaries while maintaining a collaborative environment what do you see as the role of the school committee in decisions about staff culture and curriculum give an example of a time that you made the right decision but faced heavy opposition how did you handle the opinions of the dissenting viewpoints and how do you set up your decision to be successful and in a district that is predominantly homogeneous how do you build a culture that affirms all students and staff michelle can you
042email me those i can't write best so yeah so yeah please that we can and i know i don't i think this is we jen and i worked to get this um set up and i believe it technically is set up so that yeah for the art room though yeah and i yeah i think we got our signal i think this one is two but i wasn't quite sure on that so we will have it set up for next time because jen and i did talk about that it's going to be useful sometimes to be able to throw things up on the screen to brainstorm um oh yeah you just need the code with the apple play yeah turn it on right it would it was yeah but there was some confusion on and on
043my end i wasn't clear i can take a look and see if i can have um so just just because you know what you say i said not now because i have the electricity from the board but um some of the some of the things that michelle just read definitely fit into some of the topics that we talked about and i certainly heard which is a topic that i had which one of your questions addressed which was talking about creating staff culture and that was a topic that i had and then i also had a topic around um making decisions in the face of i think you used the words heavy opposition which was probably better than what i had in terms of my but um you know basically being able to create agreements um
044in complicated and nuanced situations um so [Music] from i have the questions from the last so it's it feels like to me that the group would like to craft the specific what sorry yeah i was just asking i was asking david if he had the questions from the last time because sidebar sitting sitting here wordsmithing these is going to take a long time it's much easier to say yeah that's the question we want no that's not the question okay so we'll also want to i'm sorry but i think the question is do we want to announce all the questions ahead of time okay and are we saying that we do or we don't that's well and maybe that to get to that one of the things i heard david saying is that one thing we
045could do is to give each person a topic and have them create a question was that david am i was i reading your suggestion correctly sorry i i thought that what you were saying was one potential suggestion was that if we agree on giving each person a topic and having them create a question on that topic and to yeah like i said i think it's more important right now that we come out of here knowing what we want to know at the end of the interview right well i guess because i again i personally feel very confident that if we asked any member of this group to say please uh write a question that really gets to you know creating staff culture i feel like we're going to someone's going to they're going to do
046that um craft their questions so when you say you want to make sure that you know what you need to know what would communication is is having these topics that or again i you know i don't think we need to you know ask them all how they develop a budget you know and so but there might be a relevant budget question for one candidate um which is fine but you know for the most part like i said i think we look at our goal what our goals are make sure that the questions we're asking are in line with our district goals and our committee goals which should we ever finalize committee goals so but you know at least in line with the district goals to make sure that you know we're going to be because
047that's what we're getting someone in here for to try and get us to meet those goals it might be interesting to see if they suggest any changes to the district goals so well i don't want someone coming in here changing district goals i agree but that's if they have an opinion on but if they have a p an opinion on it so that's something we need to they'll be working somewhere they're not going to come in yeah so our districts are here i hear concerns about wordsmithing um i would you know dorothy if you have a suggestion on how many committees do this i have thoughts but i also would defer to you if you have any thoughts on what you'd like you know david's david's figure out the topics assign the topics let people
048craft the questions and you know just trust that any you know if the question doesn't quite hit what someone wants to hear they can ask a follow-up yeah i just i you know i don't [Music] i think you can trust each other to craft good questions on the topics you want to hear about and also remember you advertise for the position with some qualifications listed correct so you may want to think about what did you know what were we looking for that's right in that that document that can also be a guide to the questions that you want to ask the job description itself yes which i have right here um okay um but to david's point like for example one of the qualifications that we have is knowledge of school finance state and federal
049funding sources ability to assume responsibility for developing preparing and implementing the annual budget there might be a question there but to david's point the question is not do you know about budgets right the question is is going to be a deeper question than that said okay maybe have them talk about budget priorities so thank you i'm i'm just getting my thoughts together about how we want to organize this next step of the conversation so i guess the reason i went through the topics was because what i wanted to do so for example i think we have the first topic i have listed here is a dei goal um do we want to try to craft a question or do we want to assign the dei goal question to somebody else or do we need to
050do something to get clear about what it is that we want to know well that's the thing we might all want to know different things that's the problem i for me i would just want to know experience and i'm very into like i don't know experience examples thoughts and almost tying in everything that michelle horgan said as well like what is your vision for going forward but i i do think that we are all going to want to know individually different things but if we can agree like you said that each committee member handles a topic and then maybe there can be like one follow-up question unless there's something completely egregious okay because i could i could see a scenario where there will be five follow-up questions on one topic you mean right but that
051we would need to move on is what you're saying yeah you know um okay that's probably not helpful at all no i just i guess i'm trying to get a hold of what people really want to do in terms of um i'm really struggling to move forward what i dana may i yeah so sometimes what committees do is send the questions to me mm-hmm and then i can send them out to everyone so here's the other thing people can think is there more i want to know and think about what the following so this is this is my question is that i would very much like to do that is to send and have dorothy compile and but i guess this gets to my point of do we feel comfortable then because everyone is not
052going to get to ask every question that they wrote no but you you can't get into the weeds here you have an hour to interview you know a person and you need to get the general consensus of what they're going for right so that's why you need to figure out what that goal is and how they're going to get you to that goal so what do you see as is it you know is it um how do you expect to in your six months here to completely revamp um you know hamilton's diversity and inclusion but it's how would you go about on-ramping there's going to be this going on and how are you going to be starting the process right because they're actually only going to be overseeing the process they're not going to be
053involved in the actual day-to-day of doing that anyway do they have experience doing it like these are the answers that's going to come out or not right in in in so we're sort of going there so right so we're looking high level and then seeing if they what they fill in here and every single person on this uh you know committee is going to be saying like okay they hit the thing i want to hear they hit the thing i want to hear you know and then i'd say you know maybe for each question does anyone have a follow-up and if there's a follow-up but i mean at that point i would only keep to keep it to about six seven questions tops yeah i mean to be honest that's sort of my i really
054envisioned about seven ish questions with a possible follow-up here and there um because you want them to be able to really talk about in detail about so to that point when you can i'm going to put you on the spot and say what do you see in let's take dei what is it that you want what's your goal what do you want to know i want to see if they've been involved in uh a you know district audit or an audit of any sort um you know what their ideas are i i think i um kind of like the way from what i heard i was i will admit i was only paying about 75 attention uh but to michelle's question i thought she really um did a good job of sort of bringing that
055up the fact that we are this homogenous community and it's something that is important to us you know up and down the district um but we sort of need to figure out how to get there and you know capable of leading us there thank you michelle would you be willing to read us your dei question again yep let me find it so i'm shooting your emails too because i can't open my i'm looking for a document we're looking for the old questions and we can't send up everything just going through the questions that i have written down it seems like at the moment we have four topics diversity equity inclusion communication with various stakeholders in the district tough decision making and the role of the school committee does anybody think there's a like a fifth
056or sixth topic that i miss yeah you you have to wake forward versus stability and troubleshooting wait what way forward yeah and i i might i mean i have a lot of questions that i would see as um possibly way forward or visioning i mean but they're very much leadership just questions about their view of leadership um but that may come through in other questions right that may you know um michelle would you be willing to read that dei question for us um well i'm not sure which one you consider to be a deity homogeneous one michelle in a district that is predominantly homogeneous how do you build a culture that affirms all students and staff that is like how you didn't recognize that is like such a great dei question well i feel like
057this though it's the the one above it has a dei question so i i mean i all of those are through that lens that's actually a fantastically phrased question well thank you can you repeat though the one before it two give an example of a time that you have made the right decision but faced happy heavy opposition how did you handle the opinions of the dissenting viewpoints and how do you set up your decision to be successful it seems like you've done this before written a lot of interview questions and particularly this summer i've had a lot of interviewing experience well i really like michelle's questions we're looking for an easy way forward well i mean and i think maybe and honestly i think that you will be able to tell if someone has scripted
058something but like you but to your point um david is that i was i was kind of siding on the side of not wanting to have them have the questions but now i feel like every these interviews are pretty standard like i feel like they will know what they're going to be asked they've if they have done their homework and watched any committee meetings they know where we stand what we talk about so i'm not as opposed anymore to having the questions i mean i feel good about it should be a question did you watch committee meeting anytime and you still applied what's wrong with you right that's true did you sure you watched them all i do i mean this person is going to be here through the preparation and approval of the budget
059we also have fairly complex financial things going on with all of these grants and how to apply them i think that's an important question and i also think the fact we've allocated money for a strategic plan that needs to move forward and we need to ask them what experience they have with working on preparing strategic plans and you know and also how do they [Music] put it together so that it's not necessarily their strategic plan but our strategic plan because this person might not be the one implementing it yeah um i mean i think you know i i think you know you're touching on and i think we most of us probably have some written questions and some of them they're little pieces of everything at least coming up in my questions do we um
060there seems to be some consensus that michelle wrote some good questions would we like to i wish that we now i wish that we were able to throw it up on the board because i do um does the group want to hear michelle's questions one more time because i think we like them is it possible for us to see it can dorothy send us the questions in the email yeah sometimes it's can you send them you've already has them michelle can probably do it michelle can probably do it faster because she has faster access to all your email addresses which questions are remain sent i think it's coming to you but do you want to see you guys get them i'm not like sharing it i guess my email is not coming through my email
061i can't even i can text it to you maybe yeah my email is not not cooperating for some reason okay it just came through to me so from my computer to my computer it just came in did you get it so i will um text it to you on my so michelle i put your four questions under diversity equity and inclusion tough decision-making way forward versus troubleshooting and the role of the school committee in terms of just topics all right well i'm sort of flying in the dark here because my is not i do not have it in front of me um i could take a picture of it i just sent you another copy but let me see if i can text it do you want to look at them yeah i just for
062some reason won't it won't i have to look at jen's thank you dorothy okay um so if if is everyone looking at these four questions do people feel like all four of these questions are questions we want to ask it sounded to me like we're pretty clear that we wanted to ask the second two i like all four of them yeah because i think they don't go too much into the weeds and they don't they're not too specific and they're not too technical and they're also not talking about what is your 10-year plan for the district because that's not something that we want to get into it's very much how are you going to make things go much smoother right now yeah we should look at this i'd like to add if we could add
063a question from our goals so absolutely i definitely i mean these are only four questions so i think we definitely are going to ask so my first question is just are because i want to make sure i don't want to do i want to make sure this group feels comfortable with these four questions i think they're good questions i'm comfortable i want to make sure the rest of the group feels that way i'm fine with them i think they were written um i wanted i don't know how many other people have lists of questions that they would like to read or offer it sounds like michelle you would like to offer a question i do also have questions from anna while i'm going to try to read they do line up fairly closely with these
064so i may try to read them and make sure and no other people have but for the moment michelle maybe uh do you have another question that you want to craft or you're proposing that we need to craft one regarding the goals um [Music] yes and yes so i i'll do you want my ingredients first well no i i mean i wrote a question which is not perhaps not exactly what you're looking for for the goals but i wanted to addre and mine is not as sort of polished maybe as michelle's at this moment but mine says that hamilton has this year developed district goals and our leadership team is already working hard to achieve them how will you support this progress process and i think that's your way forward question right that um i
065like that question too i i would say though is that the district goals we want to be talking about or the fact that we actually already have um it's like more of a well we had started that process of you know like a five-year plan like blueprint you know and maybe that's actually a lot bigger than just the district goals and maybe that's exactly maybe you say maybe the question is something is already developed district goals for the year and is embarking on a strategic plan um and i you know we can work on that if we feel like that's an important that's one of the goals yeah you also need those on the facilities one you need a question about that that talks about how have you uh partnered with community entities to um
066okay this is where i'm going to jump in with anna that's perfect she has a question for that hamilton are small towns with heavy reliance on layperson governments governance describe your experience working with elected officials and community members who use an open town meeting form of government as opposed to a representative town meeting or city government so it may not exist i'm going to be to be tweaked but that's it no i'm eyes with town meetings i want to get to something about what is your experience with building facilities or or getting ready to submit to the msc or working with the msc and the earl or not the msc the ms m what is that msba um you know maybe describe the largest project that you would have been involved in and what your
067role what was it in it this trick-related project because we're not there yet we're not to go we're like ha the question has to be what has been your experience getting to go so right because the reality is they're in interim they're probably not even going to be involved and they're going to sign their name to the and they might be here when we get the decision right yeah if if we were to get a yes this fall then there would be some work to be done and we need to know that they can if we're not going to get a yes which we probably aren't because we haven't finished the study but we need we need to be working to get to the point where the next superintendent is ready to go so i
068don't know but isn't that taken into account in your superintendent every three years question no well yes but it but it's not specific to the goal yeah yes but it's not specific to the goal so if you want something around the goal of facilities you should probably call it out if it's not important enough to bring up then well i mean it was important enough to make a goal is it is it something where we can ask it in a very broad way and sort of you know in other words we have a current facilities goal and maybe the question is something you know around sort of what is their experience with that kind of i don't know that's fine yeah or what would you do to move the district goals forward yeah yep well
069i mean i i think where michelle's coming from is uh up having trying to bring on a partner for the msba you know and the turf committee right and it's it's arguable how involved they're really going to be from october to june yeah um but at the same time you know so like this might be a little too in the weeds but like so if they don't have experience it doesn't necessarily matter but if they do have some sort of experience like hey you know what we've actually put this before and i found that um you know we applied four times uh but then the fifth time we actually decided to add this to the um you know to the um offer letter and you know then we got chosen um there but i i
070i that's not a question i wouldn't necessarily as important as facilities is to me as a board member as a goal this role doesn't make her does it make her break that you know i think we're really the leaders on that right okay i'm gonna let michelle horgan talk she's yeah i'm just saying how how would you facilitate three three huge things uh building uh issues um what's what i'm looking for facility um upgrades because we're at a breaking point right now we're gonna be facing a financial crisis with the community um so much of what anna was saying how would you deal with an open um meeting process that's a financial yeah and then there's also the the two years of us going for a little bit coming back going forward a little bit
071coming back which also then delves into the mtss structure that we're putting in that's part of our goal that's huge and that that's that's something that's that's going to be front and center moving forward so there's three things that that this person needs to facilitate and make sure again way forward um just that we're there that we're not just going in circles or just staying afloat i like your idea but they're a facilitator of things like tom gear is kind of in charge of this thing down here right and so and we had those people here that everybody was taking on a role so it's like how are you going to facilitate these goal teams to mm-hmm yeah and manage consultants because there's like 10 different consultants so that goes into excuse me community project
072management community skills so is there one question there which is um how would you facilitate teams four goals to help to or something like that enact district goals instead of and have that sign there so that they know what they are and let them know that we have teams that are set up so we have set up teams to act on each of our four goals how will you help facilitate and equip and empower those teams to meet their goals their intended outcomes okay let's try to say that okay so we have give me two seconds you think i got it is that a team okay jen's got it james two successfully it was it was a facilitate equip and empower yeah are the teams in place to successfully do we want to say move
073forward on the district goals or complete the district goals oh no i don't think we'll complete them so move forward move forward and the way forward michelle wants the internet michelle wants to be sure we use the words way forward way forward um okay like way finding way i know i knew that was your thing so all right what i have all right let hold on let's hear what jen has what would you do to facilitate equip and empower the teams in place to successfully move forward on each of the district's goals perfect i i like that question and i'm a little i i'm a little hesitant that they would be able to answer like about each like that's a lot to answer like are we asking them to speak to each individual goal well
074if they have expertise that they can help with equipping if not they can talk about how do you empower people to do things that you actually have no expertise maybe the lead into the question is something like you know we have these this year we've established these four district goals and each goal has a team in place a strong leadership team in place um how would you in the role of intern superintendent um facilitate these so maybe we have to have a little bit of a lead in since it's not really looking for them but i mean i think that it's even the way you're phrasing it right is this year the committee has decided to renew our um our focus on goal setting you know towards these four goals what would you do to
075facilitate i like that i like that this year the progress yeah facilitate progress yes so what would you do this year yes there are annual goals okay [Music] did anna have a budget question um let me see did anna have a budget question yeah i'm gonna look hold on she um any questions that are totally not no i mean i think i can read them to you i mean i know if other people want to read their questions we can do that too um i think they're um i mean they're certainly not exactly the same but they do fall into similar which feels good that we're all falling into some similar spaces um why is dei thinking important in public education and how will you help a district like hamilton one of them diversify its
076operations staff and curriculum how would you help to foster a culture of inclusion um which to me i feel michelle's question covers that second one exactly and i would i would think that if he if the person does not answer it adequately we can pull out more specifics because i think culture of inclusion is a little bit different but yeah yeah i think we can do that with the we can do that and follow-up question um so this is how do you define cultural competence competency and can you provide two to three examples of your work and understanding in this area i like that question i'm just trying to see whether we feel like that's it you know it depends on how they answer the question whether maybe that could have been touched on already
077or not and i feel like it i mean michelle's question well that's not that's this is a more personal question more of a leadership question it's less of a community creating community question i think it's a very it's a different question are there any on there about budget no uh not no i mean except for the one i already read you which is not really specific it's more about working with the towns um and then we have and then the final one she has is describe your experience leading community driven strategic planning initiatives that would be covered which i think we're getting um let me see if i have so we need a budget question because one of our candidates we want to have information about that but don't we assume they all have information
078they all have budget experience well the question is needs to i think it's not we're not just saying do you have budget experience we want to ask a question about how they've navigated complicated budgets or where they or what their process is or i mean we need to ask something more specific than just do you have budget experience budget is a value statement written in numbers right so we want to know how have they made difficult decisions around budgeting or how have they gathered you know the input and made the decisions around that because ultimately you know there will be a big list of needs and there's never enough resources so you you want to understand is that like what is their approach in that what you know i mean the moment i fell in
079love with julie kuckenberger is when she told me that there was a spreadsheet i never saw the spreadsheet i would like to point out but she told me that there would be a spreadsheet with color coding with you know decision making and so pretty so you know it would help to know what is that process going to look like so how do you present and sell a budget like how how do you present a budget and then sell it basically like how do you well and before you present it how do you approach it how do you approach deciding what goes into the budget i i think the the huge question especially when there's competence competing right i think that that's the key is what you just said about that it's a you know budget
080is a is a statement about i mean we could say that a budget is a statement about values and there are always competing interests how have you made what has been your experience or your process in making those really difficult decisions right with benefiting the students with with keeping the students in mind and well so that's step one and then what julie said and then how have you communicated the importance of the budget forward to the voters in your towns because it's not enough to be it's not enough to know you made the right decision you need to be able to convince other people that you made the right decision okay okay do you have a vision they have the power you have a question there i think so i think uh the question i
081have incorporates everything how have you made difficult decisions around budgeting incorporating feedback from the school community community stakeholders and community governments and how have you communicated the budget forward with members of the community prior to approval yeah but it's not communicated it is it is not a communication it is a it's marketing and sales but you don't want to say marketing sales could we even start with what michelle and dana said that um a budget is a value statement written in numbers i mean that's that's right out of the gate that's saying okay this is where we're coming this is what we believe yeah you can say i mean i'm not speaking for everybody but you could say we believe if we all want to say that yeah well i mean well we could just
082say ask them how they normally go about their rights because there's only so many ways you can do you you know you either incrementally take the budget from last year just add x you do a zero-based budgeting from the beginning or you can do a value you know just actually evaluating everything and going through year by year so i mean just asking how they actually attack that budget and then how they sell that budget to the community is really should be wrapping up most of that are we deciding on a set of ten questions i don't think we decided on a number no we're just doing a framework and then okay i really don't think we should have more than like six yeah i was gonna say seven i was gonna say seven so i
083think we're pretty sure ten but you may not get to all ten yeah you got six yeah yeah i yeah um i would love what do you like to ask the cultural competency question that anna asked okay hold on one second i hear you can i have that on paper so i can say bananas cultural competency questions yeah the other thing as you know if you read there is something that you need to do with like you know a regional district is different than a municipal district in that you have two dis in our district you have two distinct governments that ha sometimes have competing pri competing priorities and sometimes have unified priorities and the school committee is in the middle of those you know so we need something around um you know similar to
084you know how how how do you work with the political structure in two distinct governments so can i ask a question about what you're because i when i wrote a question i really had a much more general question about about you know sort of which i guess you got to already when you talked about facing heavy opposition but i i wrote just more about because i was thinking more broadly about the communities but also say collective bargaining or even you know just staff like when you're in a situation where there is you know diverse opinions or or in oppositional opinions when how have you gone about creating an issue in it so is it now this is about how do you work with outside entities putting pressure on us to do something that's you know
085how do you work with the government you know because it is the role of the superintendent to build trust and to communicate and i mean we don't see it but you know she meets with them regularly um so so is it simply a question around uh i mean you know is it an is it to julia's idea of liking to have an example like tell us about a time you worked with yeah well you know it you know worked to you know i don't know with government census to build consensus with outside groups we could put just add a sentence to the decision-making question give an example of a time that you made the right decision but face heavy opposition how did you handle the opinions of the descending viewpoints how do you set up
086your decision to be successful give us an example of how you worked with the community and a second example of how you worked with the community the government in the community okay can i just put a little caveat that if you think you have six or seven questions but they're multi-part questions you have more than six or so that's what i was going to say is i actually like that but it feels like more than one question to me um so we might we i mean do we feel like jen i don't i hate to put you on the spot whether you can read them to us because i wanna i would like us to listen to them with an ear for whether we feel like there is a topic area that is missing if
087there's right is there something missing you know is there something missing we can we can certainly hone the questions more but is there a broad area that we feel like is not getting covered i don't i would like to see a communication question because communication seemed to be such a large issue other than that that is the only topic that i had in my list of one two three four five six seven that does not have a question in it although they are gonna have to discuss communication with stakeholders as part of many other questions yeah so you're saying there's not a specific specific jen would you be would you be willing to read them and we'll all listen with the idea of communication in mind to feel like to see whether we feel like
088it gets tapped into and also to just sort of see whether there's any other area that you feel like is missing okay so from dei we have two questions in a district that is predominantly homogeneous how would you build a culture that affirms all students and staff and i don't know if we want to add to that how would you help foster a culture of inclusion to that we can keep that or take it out and then anna's question how do you define cultural competency and can you provide two to three examples of your work and understanding in this area i i i do not think those are the same questions i don't think there's no keep going give an example of a time that you made the right decision but face heavy opposition how
089did you handle the opinions of the dissenting viewpoints how did you set up your decision to be successful um the hamilton wentham regional school district has had a new superintendent every year for three years as the interim superintendent how will you enter the district to prepare for the next superintendent to have a long-term successful superintendency um said a word superintendency pretended see okay yeah sure it's like rain i don't think word likes it but yeah okay i was just getting all kinds of flags that's why we have established four district goals each of these goals has a strong team in place what would you do this year to facilitate equip and empower the teams in place to successfully move forward on each of the district goals how do you work with your school committee to
090build a working relationship that sets boundaries while maintaining a collaborative environment what do you see is the role of the school committee in making decisions about staff culture and curriculum and then we believe a budget is a value statement written in numbers have you made difficult decisions around budgeting or incorporating feedback from the school community community stakeholders and community governments how have you communicated the budget forward with members of the community prior to approval [Music] that's what we got awesome um [Music] so i well i had i well first is i have a couple just comments but does anyone have any topics that they thought were missing things that we really missed i agree with john yeah there's not communication there needs to be something there needs to be something about how do you get
091feedback from stakeholders and you know how do you communicate ideas and get feedback from stakeholders there has to be something around i think it's how do you process right because like you're going to get feedback how do you effectively process summarize process i think process summarize and incorporate feedback from the stakeholders in the district i think process is a better word but how do you ask for feedback like how do you react you don't need to ask your feedback they just give you feedback no you do of course because that's how you get feedback you get feedback on positive stuff by asking you get feedback on negative stuff but you have to be pro i i want someone that's proactive and not just reactive well i would i would say if anyone was an administrator
092of the past year would have some key um experiences to share about how they communicated perhaps so yeah so i mean yeah maybe because someone did want to sort of bring up covet yeah it's like you know we we had an influx in community involvement and you know um as a result of kovitt how do you how did you deal with it you know in your role at the time and you know how would you um harness that feedback harness to actually you know in moving forward which yeah to meet another goal right yep i think that was really good that was good that was very good yeah okay i didn't because i was typing something so it was something a lot you can try to do it it was can you say it again
093this past year we saw a heightened interest in the activities of the school committee how can you harness that public engagement to get how can you harness that public engagement period he asked where the further did you go how did you do your current role in your past role how did you handle the the because i'm sure every community experienced some level of heightened engagement yes i think that's the point you were trying to get at yes how did you handle and he had it here you probably had it where you were how did you deal with it how did you handle it and what can you harness from that experience moving forward right yeah so i got the what can you harness but what was the first part of your statement is that um
094there was you know an increase in community involvement as a result of covid you know how did you deal with um you know informing stakeholders and heeding their advice and you know how would you harness that involvement moving forward yeah i think he was he's trying to i think that he was trying to get at how what did you do and what would you do right going forward what did you do and what did you learn what did you learn from learn and how you go forward i love that question so i think we're do we feel like we've got okay so i have a couple of things i want to ask dorothy one is i'm what is your feedback for us on the how realistic this is for an hour because it feels like
095a little bit like a lot but i'm not sure how many questions um probably i'm like eight now one two three four five six seven eight i think you're okay okay i've seen i've seen more in an hour okay um i wanted to make one tiny is that i on the i think it might be our second dei question it was on the cultural competency i'm a little hesitant to ask for two to three examples or just tell us about it tell us about they might provide us with um but that i mean i don't know what other people feel about that and example what was that give us an example tell us about an exam or give us an example i mean if they want to provide more than one that's great but i
096just don't want them to feel obligated to have to tell three scenarios that might just be lengthy so david i want to make sure i summed up your question because i can't type as fast as people talk uh this past year we saw a heightened interest in the role of the school committee how did you deal with informing no i would it's not the school committee okay the school district yeah you know you've got you've gotten more involvement from the community heightened community engagement community and i would say i would just say yeah due to being locked up in their houses but i mean it's also every level of the community right it wasn't just right no parents it was right everyone every every level so how do you effective uh sorry wrong question this
097past year we saw heightened community engagement due to covid in the school district how did you deal with informing stakeholders and heeding their advice in the past year [Music] and how would you harness that engagement going forward do you want input i don't know if you would say heating yeah i don't know about heating the advice what was that dorothy just input rather than advice yeah input and not necessarily heating but i think right how did you how did you respond to that input and and how did you engage and process and how will you from that what did you learn so moving forward you can how did you engage and process that input engage with how did you or how would you how did you and how are you going to hide as a
098caveat like i'm sure you experienced this also in your role right well i think whatever whatever role they're coming from they will have experienced heightened community involvement yeah so i think we're safe to say yeah we could just say we was we assumed you experienced which was common in many yes yeah districts throughout the city i don't think you yeah throughout how did you process and what did we say that he is making so i'm gonna i'm gonna let i'm gonna respond process and respond process and respond okay okay so how did you process and respond to input from the community [Music] in the last year and how would you harness that engagement going forward so i think i'm going to give jen a moment to breathe assuming that we read through them and we
099feel at some point we feel comfortable with the questions what do we want our procedure to be we're going to have the person's going to come in they'll give a brief opening statement facilitate moving all the people around do we want each member of the committee to read a question do we feel do we all feel comfortable with that does everybody feel comfortable just getting a random question do people feel like they need to have a specific question i think random we're a board okay yep i'm just checking and it's chair you get to read two or maybe i read none and let them delegate delegate exactly well you'll be the one who says you know welcome to hamilton one um blah blah blah tell us a little bit about yourself exactly um at the
100end of the interview dorothy i would we i assume that we offered them a moment to say something how does that sound so it's most common to say you know do you have any questions for us give them a few minutes to ask if there you know any questions for us or any um you know final comments that you want to make what if is there a topic that we didn't ask about that you believe is important to the school right district that's always a good one but it depends on if you have enough time it's always good to say what didn't we ask that you felt that we should that's always a good question do you i mean do you i mean it depends to whether we have time to do that right right
101they definitely should have the opportunity to ask you know something oh absolutely yeah like why the heck if you had three superintendents in the last series what was that like why is this position open yet again it's like the fourth time i've applied here right yeah like i think i've been here before okay um so i'm feeling like we're pretty close you guys feel like we've are getting there yeah how comfortable do you guys feel if jen uh sends those in other words i guess my question is are you willing to let me consult with our masc representative dorothy send them out to everyone so we can get a quick read and we can get shoot you feedback but you get the general yes barring us seeing something i'm mostly just looking for you know
102like if we need to just you know smooth out a question or if it's words word smithing it um yeah i'm okay with that yep i'm okay with that okay um all right so jen will send us the list maybe we'll read it we'll we'll see if we feel good you're feeling good about it jen yeah assuming it can copy and paste yeah okay um and then everyone can send me feedback and i can consult with dorothy to make sure we're feeling like the questions are in good shape and can we ask that um janelle provide us with three copies of the questions you know the questions maybe are on two sheets of or dorothy provides us somebody's gonna need to provide us with so one yeah so typically i will when when i'm doing
103like i'll take all the questions i'll put them with like a text box for you to write notes underneath okay so once once you know they're set you can send them to me i'll format them okay if you want can we have that in a digital version i type much faster than i write yeah yeah yeah i'm not going to no i wasn't planning on giving it to you one day okay so you're not going to give it to us on paper i can you know what i can do both i can send them to you digitally and we can bring paper cut just so you know next wednesday it's going to be glenn coocher who's here um not me but so he'll be vanna white but um um yeah i think he'll be here
104to help people digitally and hard i mean we can print them if you send them digitally ahead of time because as long as we know we have to print them that's all yeah we can do both well i'll i'll make sure glenn brings some paper copies and both i think can can we set a deadline for our remarks to you on the questions can you check if you've got that yeah absolutely um and my my hope is i mean there shouldn't be anything just so we can keep the momentum going exactly i just you know and just i mean just for clarity like if we have big concerns about reworking a question we really need to do it here just so we can so today is wednesday i mean i don't yeah that was when
105i can't log into i don't know how long it's going to take you to prepare your document dorothy not long i wouldn't think not long once i once i have the questions and i know that they're set i can you know given when they come and what my schedule is i can turn around a couple hours yeah so what do you guys think how many how long do you need your networks you need the do you i guess the real question is do you need the weekend or not no i i would say friday friday okay so we say end of day friday yeah you know how you add it i'm going to be away this weekend so let's see them until as am i dorothy so um yeah just so just it's on us
106then to get everything if we have any questions monday morning to you yeah it can be done okay did the email go out to everybody did somebody get a copy of it my yeah my other email works in here just yeah well if you didn't it was a reply all to michelle's right i'm sure it's not i'm sure it's make sure the right address is in there yeah because i use school committee communication her address yeah i'm gonna send it text it to you all right no no no it'll be no because it'll get home all right i'll see you when i get home and we also have a meeting on the 19th do we want that to start at our regular time i believe that we have had consensus that the meeting on the
10719th would start at 6 30. okay yeah i didn't hear what i said that it was fine with me but i didn't oh well my apologies if i have not confirmed that but i did not hear opposition to that so yes the meeting on the 19th will start at 6 30. and we'll well i'll ask you offline okay okay so we can go it doesn't matter okay um all right anything else okay um i um we had on the agenda um an executive session but we do not have a need for an executive session this evening so that would be not necessary and i would be willing to entertain a motion to adjourn i moved to a tournament 8 36 my second second and five ten fastest ever all in favor i was gonna suggest
108adding this it is unanimous the next meeting too right it will be on the next video oh no yes oh no we need it on the next meeting yes yeah yes all right thank you all that was fantastic you guys are great you