Almont Board of Education Special Meeting May 11th 2026

001All right. Thank you and welcome to the Elmont Community Schools Board of Education special meeting for May 11th, 2026. We'll call this meeting to order at 6:30 p.m. Please rise for the pledge. >> I aliance to the flag of the United States of America and to the republic for it stands one nation indivisible with all. Uh, thank you. Mr. Burrow, will you do roll call, please? >> Mr. Wade, >> here. >> Mr. Burns >> here. >> Mr. Rotarius. >> Mr. Burrow here. Miss Ankley >> here. >> Mr. Eert >> here. >> Miss Smith >> here. >> You have all seven members present. >> Thank you. Um, adoption of the agenda. There are no additions, deletions, or amendments. That will take us to new business. And for communications, we are going to be working with um

002on our MASB superintendent search. And I am going to turn the meeting over to Mr. Scott Morurell from >> MSB. That's when we start number have that right. accepted. I'll step out and call and see if they'll accept and at that point you'll be able to announce who are >> Scott. Do we um announce all of them at one time or you announce them each after each call? >> No, no, we'll announce them all at the same time because we make we get three. I'll come back in and you may want to say, well, you know, let's call that one on the C. Let's go ahead and call them. Just for some background, three of your candidates are in So you'll be able to but then we're lost questions first and then >> um what's

003like what's the intention? We're going to pick like the top five. >> I'm gonna ask well you're going to decide how many you want to interview by where to go. >> Okay. >> Usually we say five to six. It depends where that water falls. You know, if you get four or five that are way ahead of everybody else and then there's a big drop off the six, then are we just accepting it just to get to the 61 say no five is what we want with the five that's why we're start we got to decide two out of kind of thing. That's the one you have in discussion ones that everybody had. We don't have to do a discussion. You've already announced >> Can you share I mean is it pertinent to share the three

004that are also applying elsewhere? >> Does that matter with names? >> Well, numbers. >> Well, I can give you numbers. Sorry. I'm sorry 7 and 14 and 52. >> Okay. Thank you. >> That are search and I do have color code in some other kind of things. If you hear me say you got better found something just but we can't say the person say here's why there are always some grave you might have not been renewed or you know negotiated kind of thing. Those are the concern especially if it's repetitive then that's what gets me nervous. They've done it two or three times. Each job starts and then within 18 months, two years they're negotiating a boarding usually one step. Those are things you don't want to embrace those because you're just they've already told

005you what they're showing you what their background. Therefore, they're showing you this is what your future look like and that's the last thing you want to do. It wasn't very much background. No one online could hear >> like it that way. >> All right, I'll stay trapped over here for a minute. Um, there wasn't really any in your search that had real big flags. Um, the most the flags are are people who are in repetitive searches and never get an opportunity to interview. And that's always a concern for us because some another board before you looked at that application like you are and they haven't taken a chance. So when it happens three, four, five times, there's usually something in the background or something in in you know that's just not sparked interest with anybody.

006And we're not talking just a you know rural could be urban, suburban, you know, it doesn't matter. There all kinds of districts. Okay. Any other questions? Okay. So, what I'm going to do is go around. You're going to give me your your numbers and we'll tag them by their note. Score them up here so we know how many who's got what. Okay. So, as we go around, we'll start over here with James. Just you're going to read off the four whichever ones you are putting up there. >> Uh, seven. 21 89. >> All right. >> Yep. 89 >> and seven sorry I know it's >> a numerical >> Justin >> whoever that guy over there >> I'm actually the same as Katie 89 or you can if you wanted for 714 uh 72 75 89.

007>> Um I had 89 14 72 and 7. >> Uh seven 75 and 89. >> 89 >> 12 >> 45 >> 485 >> you see there's some tape back here. >> Yeah, sorry about that. We'll make it work. So, as you can see what I was talking about how some boil right up. You know, if we look at it, you know, you're saying seven and 89ers are totally for sure. Almost everybody or everybody did. Now you got 147275 all had four votes. So your decision is do we you want to take all three of those or do you need to have a discussion? >> Can we we can pull their stuff up and >> Yep. Okay. Definitely. And I do have a copy of the resume with me >> if we need to look at

008it. doing good so far. Your choices. So, is there one you want to talk about? Get in information. Somebody want to talk about one of them. I guess I'll start okay >> the conversation for us. So it just go in order here. Um so number 14. >> Yep. >> Um I liked the experience >> even though there was a lack of soup experience which was something we were looking for. Um, my only reason why they weren't in my top four was because the reference letters given were like 8 years old, 10 years old. They didn't have anything. They didn't look like they did anything current like for this job position. >> Okay. >> Um whereas some of the other um candidates chose to write specifically to Elmont Community Schools. They seem to do a little

009bit of research and so that was why I knocked that person out of my >> Nope. And that's the kind of thing I need to know. So if somebody doesn't get picked Yeah. >> and they call me and say, "What did I do?" I can Yeah. >> say, "Hey, here's part of why you didn't get." >> Yeah. I think one of the reference letters was like from 2015. So like >> Yeah. >> considering how big the role is. I kind of felt like, "Wow, wouldn't you like call a few people you know right now and have them write a letter?" >> I had what, seven weeks? >> Yeah. Okay. >> I had similar concerns. I kept that person in to make five because I didn't really >> right >> pick any of the others. Uh

010so but similar concern. >> Okay. >> We talk about anybody or does it have to be those guys? >> You can call talk about anybody up there. >> You're trying to figure out You got two candidates so far that you all unanimously picked. So we got two. We got to figure out You got to figure out the other. I I think it would be wise to just stay on if we're going to like move one number to the next. So, let's figure out 14 and then we can >> move to the next number. >> The only reason I didn't pick um 14 or 72 is because of the experience we I thought we were looking for something um some prior superintendent experience. So, like those that did pick 14, >> what are your thoughts? One

011second. >> Three didn't pick 14. >> So, >> it was the three of us here. >> Oh, okay. >> I had of the five that would have been my last. I I could have stuck with four and just not had 14 in there to be quite honest. >> Okay. >> And I had chosen I had chosen 14 even though the the references were older. The experience that he had with being in the districts that had bond success and and uh facility success um is one of the that put them above the the 72 and the 75. Anything else about 14? >> I like that he had uh they had kind of longevity in their um positions they held. There were some people that seemed like they were bouncing quite often. That that's part of why

012you'll see they don't make my top tier. That's the first thing I look at. >> If they're two year and done, that's the last thing you guys need right now. There's a two-year and out person. So, that's why it wouldn't make the top tier. >> I I would say I'm willing to interview 14. It would just that would have been my number six. >> Okay. >> I agree with you on that. >> Yeah. Okay. >> I can agree with you on that. >> Okay. Se let's talk about 72. We'll circle back after you've talked about them all. 72. >> Same thing. They had four. >> So 72 for me, the note I had without pulling it all back up was um uh and they were in my top four. uh no no soup experience, but

013the reference letters were unbelievable um for the people that took the time. So um they were really good reference letters and that was why I put that person up that high. >> They were in my top four and I did like those reference letters as well. So it made the top four on my side. >> I like the um Elmont entry plan that together. I felt like they took time to figure out what barriers were facing the district and you know >> rather than waiting for that first 90 days you know here like they kind of gave us snapshot of what they're thinking. >> Yeah. >> I like that a little bit pro on the proactive side is kind of what I got from that. Yeah. with that >> 72 was in my top five,

014but it again it came down to the involvement, the superintendent experience and the budget bond facilities. Anybody else want to share pluses or minus or share 72 and four say yes and three said no. What kind of pulled you towards them and what pulled you away from them? >> Um, the questionnaire was concerning and one of the questionnaire answers, >> the application question. >> Yeah, >> which question? >> Oh, okay. >> I'm just looking at that as well. I had notified you. >> Okay. Y >> but I wondered if there was further information. >> I would just >> Okay. So you do have that information. >> I have the whole >> Okay. >> So that is something we can look at. I have all the candidates. I bring I bring them all. >> So just

015for this reason you're not. >> Okay. I'll just peek at it after sharing. >> It's under the application question. Yeah. Sometimes they put something in a line >> like you're saying. >> Oh, okay. Like a clerical error. You're saying? Yeah. >> Okay. >> For me, the That's why >> next. >> Okay. My main concern with that one, aside maybe from this, was that I didn't feel in the positions that were completed uh not a lot of financial oversight. >> I felt like there's potential with that candidate. I'm just um there's just the lack of the like the financial stuff and experience. But I thought some of the stuff um in their packet I thought was um promising you. I just I'm not sure. >> Yeah, that was the note I wrote was um maybe but

016working towards experience. >> Yeah. Oh, while we got Scott doing that. Um, what we got? We got 12 and 21 up there. Uh, for 21, the the note I had was um lives very close by and had had the experience. I just was nervous with their um work history if they would be here longer than two, three years. But >> that's why >> they were a maybe for me they were in my that was one of my other six top I had for the the experience that I know that had in the in the area invested in the area what you had said was was the other the other side of that I was considering. >> And for 12, uh, for the two people that put 12 up on the board, um, what you guys

017got for that one, uh, because that one is, uh, currently an out ofstate person. >> I did not put 12 on there. >> I picked 12. Um, >> I did, >> uh, currently out of state, but if you look at the previous employment, it's all Michigan. Um, and I just love the extensive uh her work history was um extensive. >> Yeah, >> a lot. She was a DP. >> Yeah. >> Um I felt like she bring a lot to the table. They would bring a lot to the table. >> It's going off memory. There was like 20 years of super experience there. >> Yeah. Yeah. >> There was a lot of >> what number? >> Number 12. Well, and they had a successful a big high dollar bond that had passed and so >> experience

018that type of campaigning and running the you know financial aspect of that and managing other dayto-day jobs. So, um those are some of the things that I was drawn to. Can I ask why number 12 wasn't in the top strongest? >> What made you education now? So it's like what you super tire in business out >> that was gonna be one of my questions answer to this first one you asked for is Oh, so that was a clerical >> error. >> I guess like going back to this number 12 and the burnout if that was the case. I feel like there's a lot of that in today's like education. So maybe it's not. Maybe they're going to come back with a new spirit. >> Yeah, they could. >> I don't know. I just >> benefit

019of the doubt I guess part of the mind. I I my thing I was concerned about though is I'm I feel this is my own opinion that our district needs um the long vision. >> Yeah. Agreed. >> We need somebody who was going to be here 10 years. >> Yeah. >> The other reason she started her career was in 86. She being 40ome years into her career. >> One of the things you guys said right now. >> Okay. >> It does say she retired though. >> Yeah. >> That's usually what happens. But again, started in 86. That puts her in years of education. How many years you have left that's always a concern you may share with me that's how I come up with the top is who mostly matches you >> talked about 75

020>> we did yeah >> that was the one you step Yes, we talked about 21. >> Well, I guess going back to 75, are we since that got corrected, are the people that didn't pick 75 good with 75? No, >> they were in my tax. Yeah, >> she was in my asking the three people who didn't pick 75 the first goound. Yeah. >> Wanting to put 75 up there >> knowing that that >> answer being change corrected, >> right? >> Change correct. >> She was on mine. So I don't >> see why not of mine of the ones that don't have superintendent experience. She would be of those. Okay. But we're talking about an interview. >> What are your thoughts? Sherry. >> She's on a the ones without supervisor um superintendent experience. She would be

021my last pick on that. >> Okay. So like she they would she would make your top six if >> she would be she would be seven. >> Seven. >> Now remember what I shared with you guys about where super new superintendents come from? Remember the breakdown? >> What is it? >> Assistant superintendent central office and then administrative of large high school buildings. >> Right. A third of them come out of building level administration. Third come out of central office. A third come out of superintendencies. So I know where you're coming from where you but don't make that the tipping point for you know missing a good candidate. And I'm not any of them. I just I know where people come and they I want this. And that may not always be because they might have

022bad habits already from where they've been or if you bring somebody new in, you're all working collaboratively to make that happen. So that that's why we tell you it's a third a third and a third. >> Does anybody object to having an interview with 75? So that would be number three that we're okay with. Do you want to talk about 12 and 45? Is there >> something >> we didn't talk? >> Grab those. >> We just talked about 12. >> I'm sorry. 12. >> We talked about 12 while you were out. >> 45. >> Not 45 yet. I didn't have >> Oh, okay. So, sorry. It was 12 and no then or >> sorry for everybody. >> I think we're still in discussion. Yeah. >> Well, if we >> 21 >> I thought we were

023going to discuss 45. >> We discuss 45. >> Yeah, >> I was I was nervous about 45 because they didn't have any public school experience. I that's the only reason why I didn't have them on the list for this. >> I was concerned about some of the um application question. >> Oh, you're saying Oh, okay. Yeah, >> there's three questions in particular. That's what I was worried about like the funding and all that like for finance would be a big leap I think. >> I Hey Scott, is that a is that a fair assumption that like uh private school sector would they would need training on all the funding for Yeah. >> Yeah. Their funding's different. Um the reporting's different. Okay. the requirements because they don't private schools don't have to do special ed. >>

024There's a lot of transition that has to happen from that. I mean, there's another one in here that did it and but he's an inminous district. >> Okay. >> But he's only been there six months and it's situation where they were just they had to have a body in there while they searched. There was issues going on. But normally we don't see many come over from without somewhere in their career having some depth of public education. >> Okay. >> Nothing against them personally, >> right? Yeah. No, for sure. >> You want somebody who's totally green and you have to start from square one. You want to have at least a little >> Right. Okay. So we agree 45 is a no then >> then I think we agreed that 21 even though I live close

025by was a no you because it was on >> me and Mr. I was just talking about. >> Yeah. >> So, what about 72? I mean, that's >> 72 and 14, I think, is where we need to make sure we want to >> 72. You said, Justin. >> Yeah. Just >> principal at a larger district. >> Yeah, that was that was the reason why I was uh I I put that person in my top four is because their high school has more kids than our entire district. So, they at least have experience with that volume of of uh students. Granted, it it's just high school experience, but I thought it would >> they also have middle school >> in big school district. >> He's been in administration since 2012. I mean for anybody that didn't

026is there reasons >> they were five and six I just did pick them because of the superintendent um previous experience >> five you say they are five and six 72 or you see Oh, >> so they they're still in your top six and Mr. Wade's top six. So yeah, I like I mean that means at least six of us have it in the top six. I don't know who the last person was. >> Are we all good to interview? >> Has anybody totally >> Yeah. >> strongly opinionated that you don't want to interview? >> No. >> Okay. So SE 72. Yeah. >> 14 and 14. >> 72 and 14. >> And 14. >> Yes. >> Okay. >> Are there any others you want to talk about? You want to ask any questions about >> for

027me personally? That would complete the list. >> Huh? >> Which one? Oh, the Indian or I'm sorry, out of state. So I I think that the remainder of the discussion needs to focus on 12 and if the majority of the board wants to also interview 12. >> So if anybody if you want to take the time we'll come over. >> The assumption is they'd be traveling for the interview quite significant. I will change that as having >> that stuff was a very strong candidate. I mean work history, education history. >> Yeah. Yeah. Absolutely. I agree. >> I I think I am concerned about the long >> our district can't I don't think they could sustain you know if somebody comes in and then they're going to be dying in two years like three or five

028years be a very big blow again. >> Yeah. >> At that point though they'd have to relocate and reestablish and here. So maybe that is part of them staying >> or getting over here. >> If you look at the history, there hasn't been staying. There's been >> or getting here and realizing this was not a good fit. And I see that all too often in real estate relocations. It's not always what it's cracked up to be. >> And if you're not all that familiar with our community, it could be it could come as a shock. I mean that She does have the Michigan cert certification. So >> I saw that. Yeah. >> At least check that one off. >> The question is forget the other five. >> Could you see this person being your superintendent?

029Don't interview somebody just because you got to have a sixth person or you know if you don't think as a board that you can picture this person being your superintendent, then that tells you what you what you need to know. If you let the other five off the board, this was the person. Could this be your superintendent or would you be telling me to reopen the search? I'm a no, but I'm open to >> I just don't see like I don't know they didn't catch like a lot of extens other than the last one but the ones before like three four years three four years like I don't know I concerned I think >> my answer is no. If everyone else is open to it I'll go with consensus but my answer is no. also

030know >> I I don't think it fits into what we've we've said we we are looking for in terms of the long long term based on on history that's there and I just think it's it would be I think we're good with that those five >> am I hearing that you've pretty much come to a conclusion what you >> I'm happy with the five and if I mean I was okay with that one as number six too but it That's fine. That's fine. She was my number two. >> I think there's a lot of experience with that. Canada >> on our list. >> Yeah. >> But what's nice is we're getting a first crack at getting them scheduled. They don't want to have they may interview a day ahead of you with them, but they're

031not their decision till Tuesday. And most candidates, if they're in two searches that close, they'll go through both. They'll continue through even if they're called back for finalist till they know what's going on. They're not going to have your if they're a week apart might be different. We're talking one interviews Monday, Tuesday, and yours is Tuesday, Wednesday. It's not going to affect whether they interview with you or not. >> Um, can I ask a question? I don't know if it's appropriate. So tell me to stop whenever you want. Um, >> worries today. Get the gamble out. >> Get the gamble out. >> Turn his mic off. Turn his mic off. >> So we are in competition obviously as a business with um >> larger school districts, Romeo, Arda. >> Y >> um do you frequently

032see where somebody may come here as a stepping stone to an Arda 2 or Romeo 2? That's always a chance you take by the size your district. It's really what the candidates's looking for in their career. Some people don't want to go to that big district. They enjoy being close because think about it. If you're in Udica as an assistant superintendent, superintendent, you're five layers away from the classroom. You get all these other intermediary people. If you're in Arma, there's no one between you and the classroom. If you think about it, there's no assistance in area superintendent and this superintendent, that superintendent. So, some people really enjoy being right on the ground and in in the buildings and being able to get to know the kids and you know, you're in a district that's got

033twice as many kids as you. You don't get to know the kids. You don't get to know the families. And so a lot of times, you know, and that's a question for the second round is, you know, what drew you to this, you know, kind of thing. Now, remember, second round isn't going to be scripted like the first round. First round, everybody gets the same questions. Second round is wide open. One candidate might get a question, the other one might not get that one, but something different by what you hear in the first round of interviews. So, it's a lot more give and take and probing. And so those are the kind of questions you can ask. I'll just make sure you don't ask the ones that get us in trouble. So if we have

034a a woman, you can't ask her if she's getting pregnant anytime soon. And you can't ask if they're going to move in your district, but you can ask them what's their plan to be visible and active in your district. Now, that'll that'll tell them, you know, they understand if they're going to be three hours away, but they may say, "Hey, I'm going to get an apartment in the area and, you know, be here during the week kind of thing." But at least you're getting flavor of the same thing you're trying to get to, >> but just doing it in a in a more legal question. And that's where my job is to help you not navigate into that holes. The reason I guess I ask is one of those candidates in particular that we chose

035has got a history of popping places very frequently. They're on the strong side of our list, but I just wanted to make sure >> and it's unfortunate. I mean, they can come in and sell you a song and dance, say, "I'm here forever." And and then somebody comes knocking with, you know, with the next perfect job for them. And especially you guys are in that middle room. You're not small, but you're not a Richmond, you know, bigger. So, you you kind of do get some of the stepping stones. So, are we good with those five then? >> Yes. >> Good with those five. >> Yes. >> Okay. I'm going to step out and call them. >> In the meantime, in your folders that I gave you, there's sheet of questions. These are the 18 to

03619 questions. What I need to do 19 never been to it. So I need to know these now which be careful talking about we don't have a lot of people no one's videaping us they're not going to show this for a while so you can talk about the question people I mean the questions. >> Why don't we just um number them just talk about the number? >> Yeah, that's fair. >> Just go ahead and number >> however you want to do it. >> We'll start at one. Mr. Wade, >> Russell, can you read us the question? >> Just because I don't get to read the resolution today. Yeah, >> you have a good voice. Go ahead. >> I don't know if we should read this. No, we're not going to read the questions. No. Uh,

037six. So, I've got 28 questions. He said we have to get down to 16. >> So, that means it's not chop off three, it's chop off 12. >> I got 32 questions. 28. Just kidding. >> Just kidding. >> Which district did you take math in this? Everybody got their stuff numbered? Okay. Well, why don't we take a minute, read them, and then circle back. >> Sound good? >> You want to pick our top ones, like our top five or >> Well, we just have How many? He wants us to get down to what? >> 16. Okay. >> Yeah. >> Take a minute, read through them. Yeah, maybe like leadership we can cut down to a couple instead of four. >> Yeah, we can probably use a whiteboard. Mr. Burrow, you're the secretary. You could It's

038my beautiful my beautiful handwriting that's going to carry the day. >> Well, you just have to put a number and then the ticker mark. >> Yeah, that's what I'll do. You just need to decide. What do we want to do? 10 10 questions each that we're in favor of. Well, we can remove or just say that we're going to keep them. However you want, whichever whichever way you guys want to do it. I'm just pulling up my >> I think pick your top 10. >> 10. Yeah, I I gave Scott I gave Scott 10 originally to >> I did too. >> Yeah. Well, read your document, Mr. is not going to make it. I like more than five. >> We said 10. You can pick 10. You Yeah, 10. >> I thought Sherry said five.

039>> Man, these numbers What' you say? >> 10. >> Okay. So, what I'm going to do is I'm going to walk up there and I'm just going to check mark my 10 and then as you guys finish your top 10, just go up there and check them and then we'll see which ones have the most. >> Great idea. >> Go from there. >> This is why you're the secretary. >> You might say, I'll come up with a beat. >> If it works, thank you, Mr. W. I go first. >> I thought >> I don't think he wants to do that. >> Viewers in the audience online are excited to watch Anybody else done? >> I am. >> All right. What do you got, Mr. >> Uh, question four, question five, question six, question 10, question

04014, question 19, question 22, question 24, 26, and 27. >> 11. instruction. >> Sorry, I couldn't decide. >> I know. >> Does she give me 11? Did you really give me 11? >> I give you 10. >> Two 5 10 14. >> Um, two, three, four, five. 8 9 21 and 22. Uh 3 5 21 22 27. Are you picking the one you want? >> Just a Come on, Jamie. >> A lot of pressure. >> Those are real, right? You're so Wow. >> Perfect. >> 28. >> Oh, I'll compare it to my newest list. >> Okay. There you go. That's our votes for >> That's perfect. >> That'll narrow it down enough for me >> because I've already narrowed it down by >> what you chose. Um Adam, no, I got yours. Justin, I didn't

041get yours. >> Sen. >> I got your last week's >> I didn't get the second round. Okay. >> I'll send you a fresh one so you can tell me. >> Yeah, I'll make sure. I don't know why, but I can I can send that over to you. >> Oh, I I understand. Not a problem. But we'll get your So you can we'll get it to you >> so you have it tomorrow and you can give me your time so I can finish that up. So, what I'll be doing is then writing a script for the whole process. And what'll happen is you need to read all the questions. So, you don't know what order they're going to be in yet. I will do all that. And basically, it'll start with Jana and then it'll just

042work around twice around in the circle and you'll have the topic and your question. Okay? And then we'll go through the 14. they're they're done early, then they're done early. If they don't get them all done, then we don't get them all done. And those are all things that you need to think about. You know, if they can't get 14 questions in 45 minutes, then you know what's the depth of their question answers and stuff. So that's all part of what you're looking at. So if you pull out the PowerPoint, I have First up, there may who are you guys? longm all going to get the same questions. So it's not always that answer that we do how they answer a lot of cultural white noise. There are a lot of education buzzwords kind of

043that's what you're looking for. They make eye contact with it greets you all things you're looking for in the first round. page five. So they're just sitting there and they haven't really answered question. Don't go back and what about this second round this round? It's them need to answer. If it goes too long, then we just go to the next person and you mark down any kind of thing. Don't Be careful not real hard. You want to stay neutral to your candidates. You're not favoring one or the other. You don't have to write five interviews tonight. Not going to remember everything. So we want you to take that time to you can go back and say this interesting tell me specific time if they totally blow your question up go back for an answer to

044something but not my question. Okay, you know I I understand I appreciate that but in this situation how did you remember most questions are behavioral what did you do not necessarily what is your thought about this it's okay you're listening noises nods pauses casual remarks you're looking for essentially conversation they should be conversing with through the process. See how they are. You want to see how they make eye contact with they maintain eye contact when they're talking with you. Hey, look at your notepad. I had a candidate in this church who would literally write the whole question down 35 30 to 45 seconds for answer and then answer. It was the weirdest timing to gorgeous 45 seconds of she answer all the questions. So, but if that's their normal something on a regular basis and

045you know she was interviewing was like nice person but you know that kind of cadence you give us an example of white Is there like political answers? I don't see any >> political answers, educational, buzzwords, >> cell phone use, you know, your questions about building facilities and they're answering. Well, cell phone policy says this state law that if they try to redirect you, that's usually one of the biggest ways. They don't want to answer your question. they're going to look for for another or they'll do they'll throw out you know used no child left behind you know all those kind of but it would be so you guys might understand it community staff would most community in general not understand and that was like look at me I'm better than you terminology fundamentals. Just make

046your notes as you go. Remember something this is for event situation. You want to make sure you're working to answer our question even as it still didn't answer it. That's what you're looking for. What you're going to do second You're going to choose those two people who you think you're looking for second round. You'll send me your questions ahead of time, the starting questions, so I can prove them. But then we'll come in and they'll be there won't be going around the circle. They will be you know question you could do a follow and you don't sh you don't like something that candidate said or you weren't sure hey can I ask a followup question that you can jump right in it's not like the first round question you heard first round interviews and are

047specific to that you're thinking if there was something that you didn't hear of it might be a question that you had followup question I have that I need to make sure you use okay questions many questions that >> we do. Well, they'll send me three each. We'll start with those three and see where it takes us. We'll ask we we allow use time. So, depending upon you might get five questions of the original questions because you start having dialogue back and forth and that's fine. They have that time period. We're pro. We're really getting the person that we'll start with a minute power uh multidia not say poweroint multidia presentation to you on their 100 day plan we'll see what they bring to you hopefully bring you a binder with some information maybe a poweroint

048whatever they want to bring to you is another chance for them to present to you like a board So we'll have you get a flavor and you can ask questions because it's part of the interview. Second one's a little bit more out there. If you're really trying to get second, say this is our person. And usually you get to a point where one of them starts we start talking about it always posit what did you like about a candidate not that they didn't have to remember these people have jobs in other districts and the last thing we want to do is keep What did you hear that you don't want to hurt taking time out of your time especially this time of year to come interview community will have feedback forms and question cards in

049the first two the first two nights questions are question questions that will that I'll share with you guys that can be questions you use in the second round. So you have those in community the feedback forms will get you copied after each interview. You'll have those each night pretty quickly. I've worked with Jill and we're working on probably me being able to go in there and just make copies for you. But we'll bunch you'll have all the along with your data. So that's why we want community and staff to be here because we need their feedback. Republican kind of all that and 605 and I'll send you specific usually it's 45 to 50 minutes then a 10 minute break that gives you a chance to write a couple notes out return whatever you need to

050take care of yourself come back in the best of us we try to sit there go through five >> so we have set three nights aside like next Tuesday Thursday initially. So would it be like what's the best hand do two one and then deliverate or three >> three two >> okay >> what's nice usually we do three three two it's not going to be 10 when you're starting to deliver who you want to bring back for second round you figure six to 7 7 to 8 o'clock you'll be looking at all feedback forms from that night and then we'll talk about the same we'll tell us tonight two people came right out. That one's out. That one's out. But yeah, I would stay up two night >> Tuesday would be three >> the first

051night and then deliberation for who would be for at the end of the second night. So that keeps you guys having a third night that week. All the other end of year school stuff we can get our work done. >> I'm in favor of that. >> I'm just saying I'm in favor of that. The two nights away from you're already, you know, end of the school year, a lot of stuff going on. >> We have regular meeting Monday, too. So, >> yeah. >> Right. So, we'll do two nights and then the second round is one night and what we'll do on that night on that day is candidates will come in between two and three. We'll have a couple staff members be their host around the district, show them the buildings, introduce them to Then

0524:30 to 5:30 we'll do the meet and greet. >> We're going to do the high school cafeteria >> cafeteria. So both candidates be in there. It's not you guys. You don't go in there. It's for staff and community feedback. We'll ask them to feed back again what they felt. You know, again, it's the person making eye contact one district and one of the candidates actually got down on her knees at the eye level. It really gave feedback when they saw that and that gets to you guys. >> We don't not staff's opportunity to to introduce them, have a discussion. Usually we'll get either some master teachers, union leadership to be their hosts and that give them opportunity to really get to know that candidate working. And that's the Tuesday after Memorial Day, correct? Yes. >>

053Round two. Okay. and we make a decision that night. >> Normal. >> Okay. >> I think normally it >> most times I've never had a gold instrument. Usually one candidate will get ahead of the other one. And so last mile we're looking for consensus when we get consensual contract negotiation >> and that deliberation is done in open session. All right. >> One question you have guys need to start thinking about is who's going to negotiate your contract? Usually it's the board officers who do it, but you have to negotiate the contract. It all goes it all goes through your school attorneys. Once you get it, they'll counter it. Their attorney make their need. Your attorney's already looking at it. We're covered on our side. That's something you want to do because you want to get

054that done. They're not your superintendent until we get a signed contract from them and you until that happens. You got a candidate. You got a superintendent waiting. The last thing you want to do is have something go way out there. They know the salary range. They know the benefit. So it's no surprise to them what they're doing. When I get to contract before the second round, I'll send that to them. So they'll have the boiler plate so they know at least the framework of what's going to be in there. So again, I'll ask them, is there a reason that you could find a way to work within this cont? I want you to interview somebody. They're going to blow it right up and not be able to do contract. I'll send you both finalists here.

055This is a plan that they disapprove for you to realend got to last year. We got to come back out the fore when I say got better. I don't want to steer you towards candidates that we know >> question Mr. efforts on working with the attorney on getting the contract ready. Um, we'll be getting that to Scott. I think we should decide tonight who's going to do that negotiation. I don't know if you guys wanted to have Adam and I do it or if we want to have Mr. Wade and I do it because Jamie is part of finance and so some of that comes into salary stuff. Um, but I think we should make that decision tonight. Or if you want >> I like that my name didn't come up until just now. I

056just said Russ might want to do it. I don't know. got like this general one and just kind of went through it to like update it and stuff like that. So I just I was just thinking was that some of it being salary stuff we >> situated tonight the better. >> Yeah. >> The the contract we came up with so far is pretty boiler play. We've taken some stuff out, >> right? >> Um to make it more generic so they can negotiate back into it. >> Yep. You want to leave some legal room for them to, you know, benefits. You don't put how many days per se. Those are negotiable because they may come in and have insurance already. So they don't need your insurance, but they may say give me an money towards my

057annuity or that kind of thing. And you have to determine as a super board is this within the realm of what we want to do. And that's where you guys are going to have to talk to your board on a regular basis to get your feedback. You just can't be voting outside the room. decision has to be made here in the room, but they can call and update each of you individually and get your feedback and take that back. As long as we're not saying, "Well, Scott said this, Paul said that, Steve said that, that's going to get us in a world problem." >> Out of the four officers, do any of us have experiences negotiating contract? >> Every day in real estate, I won't have the I do in real estate. Yeah. >> What's

058our What's the time frame of dates? That may be >> well whatever the whenever the second night is after that it's so it's a week from >> Tuesday. So two weeks to to tomorrow. >> Yeah. Two weeks from tomorrow is when you decide that negotiations would happen whenever the three people can get together. Usually it's done telephonically because they're in another district and try to get over and meet with you here. So, a lot of times it's done um on a call, conference call or email back and forth because of the logistics of trying to get three of you in the same room >> more than one. Is that put us probably Wednesday or Thursday of that week? I'm available. Uh >> you're not available? >> I'm available those days, but once we get to

059Friday, I'm not. Friday and Saturday preferably. I don't know what Adams >> negotiating on the weekends. >> Mostly usually it only takes a couple of back and forth. They know what they're coming in. They know what the standard is. They know what you paid Kim to what Kim's contract look like. It's public. So, they got a flavor of what you guys do for sick time and vacation and all that. >> Yeah. >> It's not going to be like you give 20 days and they come in, they want 80 days. They're not going to come in. They're going to come in. It's usually the financials more than anything because remember we set a range. So you have to decide in that range or if you you know and you still can go outside that range. I

060wouldn't go lower because you won't get a contract. They will balance. But you can go higher if you feel that that's the person you really want. But again, it's the benefits. It's the insurance. All those kind of things are really the discussion. It's kind of like your teacher contracts. It's not the language as much as >> Mr. Are you okay with Mr. >> Does that work for you? >> Okay. >> Who's doing it? >> Jamie and I will do it. >> Okay. So, we have that decided. >> Is there anything else we can get done tonight in preparation? I uh I need a I think we should have the motion written out on a sheet like Jill does for all of our motions so that we read it correctly. >> Okay. >> For for when

061we ex at the end when we're going to motion to >> do a contract >> you're going to have that written out so that way we read that correctly. >> Question I'll have one for t next Wednesday. >> Okay. >> For you know how you're going to name your two finalists. >> Okay. you know take these are our two finalists and then we'll write motions for offering contracts again >> okay >> per you know you enter contract negotiations upon successful >> okay >> so you get a contract signed by them and you Okay, >> cool. >> We're trying to make it as turn. You can come in next week. The binders will be done and copied. I already know the binders are done. I just got to build the script now for your questions. Send

062over to her. She'll copy and put them in all the binders. So, those will be ready to go. So, when you walk in, they'll be at your place. Be ready to go. Okay. The only thing you guys most or like I don't know how you are you able to dress casual are you going to address more business casual that's it sounds silly but again your member they're in the room you at the same time >> I think we should probably dress better than what we should do >> I think what I have seen over the years is that our work session is a little bit more like radual Um, anytime any of you that I've interviewed are appointed to the board, um, I've always dressed tried to dress more professionally. So, >> yeah, >> I

063think you're interviewing somebody for >> I'm not saying suit. >> Yeah. >> But I'm saying no, not logo wearing blue jeans kind of thing. Again, they're interviewing you. So, you don't want to come across like you're just like, you know, coming in, do your thing, and leave. They're not going to accept a contract with >> they don't like what they're hearing. >> Yeah. And I think we can just be true to how we normally are anyway, but >> dress professional, but >> you said if we're all coming in suits and ties and everything, that's not how we >> nor you won't see me in a suit and tie. Some of our consultants do. >> You'll see me publisher. >> Yeah. authentic dress. I won't because again I don't want be way out there >> trying

064to stay authentic and >> will we get the final questions before that? >> Yep. We'll get them this weekend. You'll get the final set of questions and I'll actually send you the script electronically so you'll know which questions are yours so you can read your you can read them all and make any notes you want but you want to make sure you read yours through a few times so that when it's your turn to speak >> are we asking the same question to each >> all five times. >> Okay. So that whatever your two questions are, you're asking the same two questions because the script is one script. So again, we start with Tana and however, let's just say you're sitting in this, it would go to Russell and then Sherry and then it come

065with James and Katie and then to you and Adam and then we go around a second time. So she would start it and the start is them introducing themselves, what drew you to Helmont, give us a little background and then at the end in the middle she'll ask one question. At the end she'll then ask them for a closing statement. >> Um Scott, if they're not through all the questions, do we give them time to do their closing statement? >> Yes. I'm going to be in the back >> with timers. I if I say this, >> right, >> that tells you you got whatever question you're on is it and that gives enough time for the candidate to have a closing debate. >> Okay. >> So, if we're on 10 10th question and we're at

06645 minutes, you're going to get the we're cutting it off. We want to hold >> you have a big hook that you bring in. >> Yeah. >> The shepherd's game. >> That'd be great. >> Turn all the microphones off. >> Did Did we decide the interview layout? Like, is there going to be a table there? >> Oh, God. I talked about that when I got here. We are going to be over at the high school and the media center and we're going to have the candidate table kind of on the side so that they can speak to us and to the guests and audience and then we'll kind of be a little bit like a kind of not a complete horseshoe but a little bit rounded. So it's like there's a conversation going on. >>

067You want the wings to be able like you do tonight. You want to be able to see each other and the candidate needs to see you, but we don't want the candidate to be totally back to the community >> because there's times where if they turn to interact with the community and that's fine. It's something that you want to feel engaged >> high school. Okay. If you have any questions this week, email me or call me. We'll get through it. You're doing fine. You're answering questions, answering my stuff on time. You're getting your work done. You got candidates picked pretty quickly tonight. I have two yeses and three voicemails. anybody called me back. But if that's the case, then we can't announce them. Nope. I don't think that's one. Just for your just for your

068knowledge, 75 and 89 are yeses. Let me step out and see if we're going to be in the the media center at the high school. >> Uh yeah. And this this equipment is traveling with us now. >> Yes. >> Okay. >> Yep. Yeah. So, we got real quick. So, tomorrow night we have our work session um that'll be in here at 6:00 p.m. >> And then on Friday for those that are attending the student and staff engagement day. We'll be meeting in the superintendent conference room in the morning and then we'll tour the district, meet with students. Um one of my favorite days of the year. I love that day. So, if you can attend, I hope you do. Um and then 18th, we have our regular meeting at 6:30 p.m. in the high school

069auditorium. Then on the 19th and 20th, we'll be in the media center at the high school at 6:00 p.m. And we won't need the 21st anymore. So, we're going to take that date off of the calendar. And then depending, not depending, but then on the 26th, we have the district tours for the final two candidates. And then we have the meet from like 4:45 to 5:30. And then at 6 PM in the high school auditorium, we would do the final interview. >> So that's going to be in the auditorium, not the media center. >> The auditorium, we thought that um when Scott and I spoke about it, we thought that was a better setting in case it was a larger audience so that it could accommodate more guests and make it easier to see and

070stuff like that. And um if they're doing a presentation, we got the big screen in there. Hal will be on site. help with any of the it >> do we have the auditorium laid out how we're going to lay it out >> um for that night? >> Yeah, >> not yet. I haven't got to that point yet. >> We talked about everything for >> Gota. Okay. >> And we're going to stream or we're going to record the all the interviews and then upload them at once. >> K's not going to release them until he is given the okay from me. So, I told them when we're everything's all said and done. them. But yeah, we are going to stream them because I did have um a couple people in the community ask, you know, if

071I can't attend, but I want to see how the interview went and whatot, which I think is great for people to see. That way they can see everything firsthand. We just don't want to be streaming them during we want to get through everything and then we'll do that. >> Okay. Thank you. >> And then we also have the wax museum if anybody's able to attend that. That's on the 29th and that is in the middle school circle. That's from 9 to 10. So that's a very fun event if you're able to do that as well. And that night we have Balorat. That's at 7 o'clock in the high school auditorium if you're able to attend that. And then on the 31st we have our senior graduation ceremony which I needed to know who is going

072to attend that or not. Mattending. I'll be there. >> You said that was the 31st of May. >> 31st. >> The 31st. >> 31st of May. >> Yes. >> You can let me know. >> Okay. Just let me know because I have to let Miss Brown know she sets up the stage and stuff like that. >> Okay. So, um, would everybody >> Yeah, it would be awesome to fight against and I don't think did you want to be on the stage? I know Mr. Wade knows a lot of the graduates. You're pretty much okay with Mr. being on stage again. >> He's a local hero. >> Garbage guy this time. >> You got a lot of candy last year. And I had the one student who ate his licorice in in the uh procession in

073my class this fall. You ate my licorice, dude. >> All right. So, Mr. Wade and I will hand out the double. Um we are doing um we have two seniors who parents were on the school board who will be um we're going to use um our new policy that we approved. So they will be joining at the time their student is called up. They will walk from the other side of the stage to give their student their diploma and then walk off the stage with them. >> Okay. >> We were very excited. >> That's really cool. >> Yeah. A nice thing. >> It's awesome. >> Glad we did that. We want normally we can hear it out. But again, until they say yes, >> we can't use their name. We don't want to give >>

074we want them all out at the same time. So there's no one comes back and says, "Well, you gave them an advantage by 24 hours ahead start." So, so hopefully we'll hear back from them pretty quick. Soon as I do hear from him, I will shoot you an email as a group and say, "Okay, you can announce it and we'll get something put out to the staff and the media um right away." >> I have some of the verbage ready. I got to finish that up tonight and I spoke with representative from the paper by one tomorrow. So, we can put that there and our Facebook page. Correct. We talked la the other day so he he got some stuff from me. So >> I have one question too. You had told us uh just

075to go by candidate number and not to do any research on the candidate. At what point in time should we >> Second round is when we really dive in. >> Okay. >> What we'll do is after the first round when we after we make the decision I've got a sheet that we can use to divvy up who's going to do what so we're not all calling the same references or the same people. And you can then you're free to research, talk to whoever you want. If you find something, you got to let me know right away. Okay? Usually what I do is have the board president call the two board president. I usually have somebody call the union leadership in the districts. Um those kind of things. Some call a business in the community to

076see what they know about the school district, especially if they're a superintendent or central office kind of candidate. Those kind of things. and we'll divvy that up after the second once we know the two who the candidates are and how much digging you think you need to do. Um, we don't do I don't do site visits because it's a dog and pony show. They only bring who they want you to talk to. So, you're going to get 10 people who love that person or want that person gone. So, they're just going to sell it to get them out of there kind of thing. And I've been on both sides of that equation. So, um, would rather not do that. So it doesn't that's why the tour the district is good feedback and then the meet

077and greet is a much stronger feedback that we get than going to their district because they're not going to show you the dirty halls and they're going to find the most clean rooms and prettiest areas as you know good. It's a waste of your time. So >> you want them during the tour you want them to see every building? We I think they need to at least see three buildings. >> Okay? >> You know, if we do it two 230, that gives them two hours. They should be able to walk all three buildings in two hours. >> They may not have to may not walk the whole building, but they need to see the layouts and >> and do they walk together? >> Yeah. The Yeah, the hosts stay with the candidates. >> Okay. I

078didn't know if you had like if each candidate was with >> No, no. one coast goes, another one goes another direction. >> You don't want them together. >> Okay, that's what I thought. >> Because that person, that candidate may ask them a question that the other candidate shouldn't hear because it's a question they've come up with and they don't want to sell what they're what or share what they're thinking. So, usually it's, you know, this one's over at the same >> area. >> Yeah. Okay. One's over there, one's here, and then, you know, we just don't want them walking together. I mean, they may end up in the same building. We just tell your host. >> I think I I I have a plan of how we can find out. >> Yeah. But otherwise, the

079host just make sure we avoid each other and then we get made host make sure we get them back to the high school for 4:30 for the meet and greet. >> Y >> and I and the candidates will all know all this stuff from me afterwards. They'll get a whole once I get all the yeses tonight or tomorrow, they'll get a whole logistics letter about what we're going to do, how we're going to do it, what they got to prepare for, all that before um next week they'll get a invitation to go on and sign up for a interview slot. We don't assign it. I tell them at 3:00 I'm sending you an email. At three o'clock, whoever's the first one gets it gets the first slot. Now, the only time we change is if

080one of those candidates is interviewing at the other district and there's a conflict like they're interviewing Tuesday, then they have to interview on Wednesday here. Unless they want to try to I think it's a little too far to try to do both in the same night. So, I will, you know, once in a while somebody will say, "Hey, I can't for whatever reason." I'll make that adjustment. But I don't like assigning slots because again I don't want it to feel like we're putting somebody above somebody else. They've choose. They're slow to get in. They get what they get. Some like early, some like the last. So as soon as we have that schedule, I'll get that out to you guys, too. That'll be if I get yeses by tomorrow, that schedule will be done by

081tomorrow afternoon. so that we can get we got to get this out in the community and staff because everybody's like, "Okay, what did the board do tonight? Who are these people?" But think about what you did tonight. You five candidates that boiled up to the top pretty quick means you have five very viable candidates to be your next superintendent. That's a good place to be. When you look at Kingston who also in the same time They only had nine applicants and four of them are repeats and two of them are from this one or three from this one but a couple other ones are in every search we see them. So they don't even have he's like I might they might go straight to final round. They may not have to, you know, because they

082only find one or two. So you're in a much better shape. I don't worry about numbers. I worry about how many quality numbers to be. And I think the five you picked will all serve you well long term. So at least it's a good place to be and not we're taking the worst of the best or the best of the worst. You know, we don't want you to >> we don't want you to settle. It's the second night and you guys can't come to a decision and we're back and forth. We'll table it for a couple of days and come back. Or if you just can't do it, you're just not satisfied. this is your candidate and you're going to tell me and we're gonna go back and we'll have to get an interim. We'll

083work to get an inrum and we'll go back and do another search. We'll reopen it, repost it, and start the process again. That's always on the table. We don't want you to feel like you just have to settle what's there. I don't think it's going to be a problem. I think you're going to find one that you're gonna all connect with and get and be able to bring on. >> Okay, questions for me. 8 o'clock. Not bad. >> Thank you, Scott. Thank you guys. >> We appreciate it. >> Yep. >> Uh questions and comments from the board. I just like to extend my thank you to Mr. Eert. He's been a big help with he helped with the IT equipment. Also, that goes to Mr. Marklin and Mr. Colin Allen. Um, so we are hoping

084these will help a little bit with uh some verbal clarity to our audience and um so thank you Adam for all the help with that and thank you to Mr. Moral for all the effort and time that you've been putting into this. We really really appreciate it. >> No problem. The form has all the candidates on it. That's confidential. Okay. >> Okay. Um, any questions or comments from the audience? >> No. >> Okay. There have to be something. >> It's a comment, not a question. If you're going to ask the audience to have to fill out form, >> they will have tables. >> Um, there will be a couple tables, but we can make sure that there's like enough Everybody sitting question I know what the your question is because I was just watching Richmond

085over there watching your question. It's just a lot easier question or days just to re to familiarize with all the questions read the two that are assigned to them >> whatever they know >> they can just keep repeating till they feel >> just to get it out so it's not like you know you don't act like that's the first time >> oh no >> any other question thank you for coming >> thank you for that >> yeah thank you >> okay future agenda item Miss Smith, >> Mr. Burrow, >> I move uh we end the adjourn the special meeting May 11th, 2026 at 8:10 p.m. >> Support. >> Motion in support. Any discussion? All in favor? >> I. Any opposed? Motion carries. Thank