001okay all right then and you're and do I need to give any High signs or we just ready to go all right I'm going to call this school board meeting but February 7th a special school board meeting um related to the superintendent search um to order at 7:02 and um we have one thing on our agenda tonight well besides the approval of the agenda which is um one discussion item and that is again related to superintendent search discussion of interview training stakeholder report and interview questions and procedures presented by Barb Dorne so with that being said it is recommended that the school board approved the agenda for February 7 2024 as presented do I have a motion oh move by uh AB a and then second by Celia all right all those in favor say
002I I any opposed all right we pass it 70 so um as we said here we are at our one and only discussion item I'm going to largely turn this over to Bar who's with msba the firm that we have hired to do this superintendent search and as we we've been talking about all along tonight is dedicated to three key things here interview training so talking through how we go about doing interviews and um and uh the packet of information that was provided to us previously the stakeholder report which gives us a lot of detail about what we've heard from the community and we can have a discussion about that input and then um and if we think there needs to be anything additional and I think Barb's going to I don't want to take
003away all of her Thunder and um I'll let her kind of speak to all the different things that she's going to talk about with that and then interview questions and procedures so um with all that said I think I'm just going to turn it over to Barb and let her on the show from here so welcome Barb thank you very much thank you everyone it's nice to see you again very glad to be back with you to talk about continuing the superintendent search activities so a lot is going to feel like it's starting to happen there has been this bit of a lull uh since the stakeholder survey opened the position was posted all of those things happened and and uh this is really the start of when things get busy because your position does
004close tonight at midnight so 2 days from now you will have access to the applications and you can you can review those at your convenience we'll be reviewing them simultaneously and then we'll meet again to uh next identify your finalists and so and you'll be interviewing and so it'll feel like quite a bit happens in the next month or so this is the point in the search it gets real busy um but it's also a very exciting time for the district and we're looking forward to every step along the way with you so there are those three things we want to cover tonight we want to talk through the stakeholder survey report and then from that what decisions you might want to make relative to stakeholder input or interaction with candidates from that point forward
005then we're going to move into the interview training which I know you got the packet in advance there's a lot in there I'm just going to hit some of the highlights to make sure you're comfortable with every step of the process and what you need to do as you move forward and finally I've brought suggested interview questions I did email them to you and there's three different parts um we can certainly talk that through and that'll be the last thing that we cover tonight it's usually about two hours some boards it goes more quickly some boards takes longer if there's a lot of questions and a lot of discussion and I will stay as long as you'd like me to to make sure you're comfortable with what's going to happen next at each step of
006this process so with that the first thing I would like to do is review the stakeholder survey report so we have it up on the screen here uh you have copies in front of you and I am going to provide some highlights for the folks that are not here tonight or might be watching this and I'll read some things but I'm not going to read the whole 40 page report out out of course because there's a lot in here uh so I'm going to tab down right okay perfect so this is the stakeholder engagement survey report to this point in time and so a few things I want to point out that in addition to the stakeholder survey there were U multilanguage survey groups held with um Somali families and Latino families as well as
007student focus group and those that piece of information in here is as well between those efforts the survey and those groups you had 1,635 stakeholders participate in this process that is three times the number which we originally expected based upon the size of your District so clearly a high degree of interest and many many thanks to stakeholders who did put their thoughts through in the survey or in those focus groups and uh multilingual survey groups phenomenal response when you look at who responded we do ask people to self-identify Which hat are they wearing when they how is it not moving down see if we can okay we come back to that get you but as far as what you need to identify as we gave them choices ranging from um student business owner Community owner
008Community member uh parent caregiver Guardian Etc so when you look at this perfect I do with the mouse do okay two two fingers two fingers there we go there we go the majority of folks that replied students and I want to thank the people in the buildings that engage students in the survey opportunity this is terrific to see so much student voice so in addition to the people that were in the focus group about 45% of respondents were students followed closely by parent Guardian caregiver and then staff member other than the students being such a high percentage this is typically what we see more parent Guardian caregivers respond to the survey typically than staff but you do have representation from community members as well as business owners and District partners and other people may choose
009to say former board member grandparent taxpayer there's a lot of different ways to self-identify in that regards as well so that's real typical and again a very high turnout in terms of who Took the survey uh the conversation around race that we held several months ago did um result in these responses with 70% selecting white these were categories that there was a very robust discussion about and they were asked to identify which which of them and they could choose more than one and they could choose not to disclose so you'll see that 12% chose not to disclose the race in response to the survey followed then by uh let's see African American or black so these are the race categories we did not subdivide the results by um race or ethnicity we did it by
010staff student Community member Etc and we're going to go through those as well this um aligns fairly closely to the district information I got from Rachel in terms of percent of students and where they fit so 70% of the respondents selected white but 58% nearly of your student body is white um the I prefer not to disclose was not on that sheet because we don't quantify that but then the black or African-American your student bodies about 24% and of the total responses 12% selected that 7.7 Hispanic Latino student body is 7.8% very close Asian 6 .1 and your student body 6.1 so real close there as well American Indian or indigenous 1.8 to 2.5 so other than a higher ponse rate of white folks to the uh race question in this instance they align real
011closely with your student profile as well ethnicity was a little more difficult to track because there are so so many and I want to thank again the staff's help for selecting those which we would use here in St Louis Park so 41% % selected European other was nearly 25% and 17% I prefer not to disclose so those were the primary categories of responses relative to ethnicity and again with the survey comments and open-ended we did not track responses by these um identifications of ethnicity or race uh we did track it by the other self-identified characteristics as well any questions on that okay we're going to keep going so feel free to ask questions at any time this one simply points out that the um qualitative and quantitative data was not separated out by those categories
012also one question so do do these results show those other stakeholder groups this is just purely the form and not necessarily people who were attended the correct so these are the survey results yeah not the focus groups results because we pulled these electronically from the information that was in there so we could increase that with the students amilies and Latino family members as well okay thank you for asking Colin y okay um let's see the quantitative responses were really interesting I'm do two hands here got to keep track of both this is different okay areas of expertise so this is something that we ask people to say what's most important and everything on the survey was important we recognize that we just wanted help prioritizing it so in terms of areas expertise these were the
013top six U budget and finance collaborative leadership curriculum development and evaluation diversity equity and inclusion School Reform such as strategic planning Etc and cultural competence we're going to circle back to this when it comes time to talk about the interview questions because the leadership profile crafted by the school board back in the fall is in that vacancy brochure there are some things in here that Rose to the top for stakeholders that we should weave into interview questions to make sure we're addressing the interests and concerns that they had as well um specialized skills similarly and that would be this one right here okay this is the Apples to Apples comparison that the school board took from the hiring criteria the uh stakeholders un stakeholders could look at exactly where did we align and not align
014and the next page we've broken It Out by C by groups I'm going to talk about that in a moment um we did build a leadership profile which was that page of asking this is the kind of person we're looking for to lead our district came from your responses to this exact survey so we really appreciate when stakeholders take time to choose six out of like 25 choices because we're able to see if you align with them in terms of what bubbled up for them and you did it uh really reflected well so we'll talk about that in here just a moment you're also very close with previous experience nearly half of your respondents said yes previous experience is important and uh just over half said no it is not and you as a board
015selected to put preferred but you're not requiring it and so that also fit the expectations of your stakeholders and personal characteristics it's so difficult to describe someone when there's so many adjectives that could Define what an effective leader is these are the things that came to the top for the folks that filled out the survey honest and ethical effective Communicator Problem Solver confident transparent and consistent so then the next page is where we do start comparing and contrasting information that we gleaned from the survey with there we go the board okay I can't get the whole thing on the screen but that's okay so when you look at the top six areas of expertise for example and it is broken out um parents Guardians caregivers first then staff then Community member business owner and District
016partner other and students so a couple of interesting themes emerged from this when I looked at it um in all six categories including the school boards do you had diversity Equity inclusion in the top six that was Far and Away clear with everything curriculum develop M was in five of the six and again they had to choose these out of a list of approximately 25 so to see that kind of uh continuity in the thread weaving Beyond um each group the only group that didn't have it in their top six was business owner and District partner but curriculum development evaluation was very high budget develop and budget and finance was also in all six across the board in fact budget and finance I have my map here was in the top three um regardless of
017which category answered that so budget and finance that's why I think it's number one on the previous page and collaborative lead leadership is similar collaborative leadership is in the top three for every single one of the respondent categories so I would say based upon this that collaborative leadership and budget and finance came through loud and clear um as did curriculum development evaluation and diversity equity and inclusion can I ask just really quickly yep um what percentage of staff answered these questions so 185 I don't I am embarrassed that I don't know how many 690 okay so 690 staff correct so 185 divide by 690 I can't do mental math that fast 27% 27% all right thank you okay so there's the similarities and again I'm just going to stop if you have questions but there's
018a lot to cover and I know you have a lot to tonight so I'm going to move on personal characteristics on page five there were some themes here as well uh the effective Communicator all six categories want someone who can communicate well that's important to every group that responded to the survey um also honest and ethical was in five out of six I think that in some cases particularly perhaps for your business owners it's an expectation of course they're going to be honest and ethical so perhaps they look for other things creative came to the top for those folks and also creative showed up with your students uh that being in the top six was a little unusual U but there are themes there as well students identifying confident as one of as their number
019one personal characteristic was also of Interest I have to keep remembering to do this I'm sorry get down Problem Solver came up five times five out of six yes absolutely there we are this is the one we're talking about right now okay and I know this is something that uh you can look at and digest at a later time because it's a lot to absorb all at once um and then the previous superintendent experience right here you can see that generally speaking it's even across the board the ones who felt I wouldn't say the most strongly about it because it's still pretty close as your community members about 63 and a half% said no it is not um imperative and then a district business owner and District partner said yes uh 68% thought that that
020would be important okay the following page does break out data that is analyzed directly against the school board responses so if we go to that next page these are what the school board hiring criteria were so this is what translated into that leadership profile in your vacancy brochure all right so I took those things that you identified the six of you and seven seven I apologize and compared it to this next page okay so this is a long page I'm just going to go down for a moment here when you look at these results what I saw was a great deal of consistency um for example some of the um things that were identified you aligned 100% for example develops trust and works collaboratively with diverse groups of stakeholders every single respondent category and the
021board had that in their top six so that was 100% aligned so in addition to develop TR trust and works collaboratively um acts with honesty in an ethical manner with school board staff and Community all seven the school board and these six aligned there also develops and directs an effective leadership team was all seven so in three of these you were 100% aligned with what the stakeholders shared was most important in each of the individual stakeholder groups a couple of things that were a bit different uh in terms of has knowledge of and experience with Equity leadership and challenges and opportunities excuse me equity leadership challenges and opportunities was in the top six for the school board it did not show up in the top six of any of these individual groups doesn't mean it's
022not important to them it simply was not at the top in terms of prioritizing that very very long list and then uh being visible and accessible was important to the school board and one other group visible and accessible under other other there you go thank you very much and then the effectively mediates and accommodates different perspectives was consistent among three of the largest groups so the school board the parents and the staff members felt that effectively mediating and accommodating different perspectives and valuing teamwork was important so I think the fact that that be 500 about 800 people you did align with them on those as well on this chart when you have um six different categories of self-identifiers in the top six there are 36 um boxes here and the board aligned with the stakeholders
023in 21 of those 36 so over over half of the time in calling the list down from um 25 to 6 you were 21 out of 36 times in that same bracket so to us that shows a great deal of alignment between what the board has told us they are looking for and what your stakeholders have said they're looking for as well and I know data can be a little bit especially after a long day a little bit heavy but I thought that was really um a good thing if we do see a lot of differences between the board and stakeholders then of course we have to have some additional conversations but in this case you were very close on many many things now the open-ended questions are where we really start to get into
024Trends and patterns and people in this case did not have to respond to any of these they didn't have to fill out the whole survey they could just answer one or two questions but you still had almost 75% of people who took the survey took the time to also answer the open-ended questions that's highly unusual that is usually under 50% because once people take the quantitative stuff and it's to pick your top six they're out of here in your case 75% of the people uh 1,170 out of the 1 1572 survey takers again not the additional folks in those other groups did take time to do this so we think that is terrific now because there's a lot in here I'm going to do a high level overview and read some things out loud for
025the benefits of folks that aren't here and aren't looking at this immediately um I'm not going to go through the uh comments but there are representative comments under every single area we identified so the first question is what are some some of the good things taking place in St Lis Park Public Schools is it okay with the board if I read the summary out loud for folks that might be listening is that okay okay I have one thing to clarify just before you get into this too I think you were just saying this but that 75% of respondents they didn't that wasn't that answered all four questions people they could answer one question they would be grouped in here and stuff so some people might have picked and chose what L respond to okay thank
026you absolutely yep thanks for asking that column so in terms of the good things taking place in your school district uh the summary of all of the comments that came in that in that regards is that your schools stand out as an inclusive and Progressive educational environment the district is characterized by its deep commitment to fostering an enriching and welcoming environment for Learning and teachers in these schools are exceptionally dedicated contributing to a robust and positive learning experience for their students diversity equity and belonging are Central themes providing students with a sense of representation and value the importance of a well-rounded education is clear with a strong focus on comprehensive extracurricular activities and Equitable learning opportunities specialized programs and curricula which emphasize student engagement and inclusivity are a testament to the district's dedication to Preparing
027students for a diverse and evolving World in summary St Louis Park public schools are celebrated for their focus on quality education and the holistic development of students making them a model for an inclusive and integrated educational experience that's a compilation of a lot of comments and the raw data I printed it out and I spent some time with it is of almost 2 Ines thick of very small fun my eyes got really tired but there are a lot of people who said a lot of wonderful things about your school district it was just so rewarding to read that that being said there were four themes that did emerge from that and I'll just read those again not a lot of the quotes but um in terms of what's good uh you have a caring staff
028that are deeply committed to providing their students an excellent education and a positive learning environment and on the right side here you can see the 285 comments related to that particular area so the caring staff deeply committed positive environment was one of the trends another trend is that the district is committed to fostering an environment where every student's uniqueness is celebrated and where Equitable opportunities for growth and learning are provided now normally I would go through and just pick five or six quotes in each area and I can certainly do that I just know time is valuable and you can read these and have read these but I would encourage everybody stakeholders and board members to read all of these comments because we feel they do capture the essence of what was said and in
029some of the ones we're going to get to in a moment there is not uh necessarily agreement in those areas and those quotes are in there whether they were thinking this way or thinking this way because all the voices were heard at the same volume in this this effort I'm going to interrupt one thing too I just realized I'm not pressing the microphone button so hopefully I'll get in the habit of doing that is it making any difference or anything okay do it any okay we'll do it anyways but the other thing I was going to uh point out that that this stuff was uploaded into board book um I think on Monday or something so it is available online currently and if it's the board's desire we'll post it I think on our superintendent
030page our search page as well so people can look at exactly what we're looking at here right now so when you say you can take a look at this as it's publicly available now and people will continue to be it is thanks for clarifying that absolutely it is in boardbook we want people to see what the board is seeing and then depending upon what we end up with um you can also choose to put it on the district website which we always encourage cand are curious to see it stakeholders are curious to see it as well all right so I have to keep up with my themes here uh that was first theme again lots of comments lots of compliments about the district and we just talked about students uniqueness being celebrated and then the
031third Trend that emerged I'll get to it there we go uh the St Louis Park Community families and District collaborate to create a strong support Network that enhances the educational experience and well-being of their students you skip you skipped it did I skip it yeah collaborate to create a strong support network are we on the right okay third one did we Al really talk about fostering the environment I went pass oh that was my second one y okay yep okay good sorry all right and then the next largest Trend that emerged was this one the fact that you offer Innovative curricular programs which contribute to a dynamic and well-rounded educational experience for students and provide an enriching range of extracurricular activities that nurture students diverse talents interests and needs and again I would just encourage
032people to go down and read what some people said about this there's a lot in here we have some really great stuff going on it's exciting to see this all right then the next question we're getting into some of the challenges here what what challenges do you see for our district over the next 5 years and I'll read this summary statement too for people who might be watching in looking ahead St Louis Park public schools May face numerous challenges these could include an increasing need for Innovative educational approaches declining test scores and balancing equity and diversity efforts with academic rigor in addition families May opt for other schooling options due to academic and safety concerns leading to decreasing enrollment which will impact funding and the district's competitive standing budget constraints would be exacerbated by this
033trend with continued Community concerns focused on the allocation of funds towards direct educational needs Additionally the district May struggle with recruiting and retaining high quality staff addressing staff burnout and providing adequate support and resources to employees across the district other challenges could include include addressing staff and student mental health issues managing student behavior and enhancing student safety to ensure a secure and supportive educational environment and again in terms of challenges the district is going to be facing over 5 Years also did emerge uh four themes the first being that survey respondents believe St Louis Park public schools are likely to face significant challenges related to enrollment this will impact both funding and the district's long-standing reputation this trend is influenced by factors such as families opting for neighboring or private schools due to perceived higher
034academic standards and perceived fewer safety issues elsewhere and lots and lots of comments in that regards and the second Trend which came through in comments is like many districts you may face increasing budget constraints and funding challenges these could be affected by any decline in student enrollment the community has a growing concern over how funds are allocated emphasizing a desire to direct more funds to direct directly addressing students educational needs and a third Trend in terms of concerns over the next 5 Years also like many districts St Louis Park schools are encountering difficulties in retaining and recruiting high quality staff managing staff burnout and providing staff with adequate support and resources at the same time workload expectations may continue to increase leading to additional stress for District staff and then the fourth area and again
035I'd encourage people to read these quotes there's so much good information in here the fourth area is that you will continue to face challenges in addressing mental health for both Educators and students as well as managing student behavior and enhancing overall safety student safety to maintain a supportive and inclusive educational environment and when it comes to uh challenges what we always see is the board is not surprised by any of this because you have been hearing this from constituents I'm sure um for a long time and there are times where it is perceived to be differently than what reality might be but in this case when you ask people for what their thoughts are those are their reality whether its perception is accurate or not in some of the areas that I just addressed and
036I think you'll see some of that here in the next category as well so the third question in terms of qualitative data is there it was what does a new superintendent need to know about the history of the school district and community in order to be successful so the summary of this one is that to succeed the new superintendent of St Louis Park public schools must grasp the district's Legacy of prioritizing highquality academics as well as diversity and inclusivity they should be aware of the concerns regarding declining academic standards and the need for a balanced approach between equity initiatives and academic IC rigor recognizing the district's history as a progressive tight-knit Community the superintendent should be Adept at integrating various cultures in addressing changing demographics success will hinge on the superintendent's ability to listen lead
037with empathy maintain transparency and engage in effective communication they must be proficient in balancing diverse viewpoints prioritizing both equity and academic excellence and steadfastly uphold the district's core values and vision while ensuring the voices of students staff parents in the broader Community are heard and respected in decision-making processes so this is um a very large one and the key themes that emerged were again four this seemed to really be the theme of the day uh the first one being that the next superintendent needs to understand the district's historical commitment to academics diversity and inclusivity while recognizing a perceived relaxation of of academic standards the second area that emerged going all the way here to page 24 there we go to be successful the next superintendent must prioritize transparency effective communication and active listening to the
038needs and feedback of students staff parents and the community multiple voice should be included as decisions are being made and moving forward to the next theme the next superintendent must understand St Louis Park is a small tight-knit community with a history of progressive values and diversity but it is also facing challenges in integrating new cultures and adapting to the community's changing demographics so we heard that from folks as well and the last bucket of responses fell in this area to be successful the new superintendent should possess not only hard skills but also soft skills such as empathy transparency and collaboration as well as hold strengths in trust and relationship building they should also possess emotional intelligence and strong synergistic leadership skills all right and then the last open-ended question is always what else would you
039like to tell us so addition comments most people don't fill this out but in your case many did and there emerged one overriding theme for this one and that was when simply tell us what else we heard that the next superintendent should be transparent um and an effective communicator and leader who is committed to high academic standards ethical decision-making inclusivity and active engagement with stakeholders to foster a trusting diverse and Equitable educational environment for all students across the district and a lot of really great comments in that regards as well that is the survey information from those 1,572 people and then there were additionally these groups held so I'll cover those briefly can I can I interrupt for just one second absolutely so that we like talking about survey you've done survey for other districts
040and stuff and you were kind of speaking to that a little bit like we had High um turnout do do you have any sense of like done a number of these right kind of um maybe maybe this is a better question afterwards but I was still kind of I'm processing this question about sort of like um what's alike and what's different than what other districts you know what you see from other districts so terms of the survey I'll focus on that just for a moment I think there's a couple of things that's very very similar from surveys across other district is one the anonymity of the survey does allow people to be very candid they they aren't saying it in front of other people no one knows who's sharing what and so the authenticity of
041their comments sometimes goes very deep and very personal and very emotional so that I think is important and that's the same everywhere another thing that is very very similar is we hear from all Corners people who are happy people who are unhappy and so um opinions matter and perceptions matter and so the purpose of this is to really see if we're capturing all of the diverse opinions good bad and other um across districts and yours is no different in that regards I would say that some of the issues here seem to be more polarizing than in other districts um occasionally there's a district where it's just smooth sailing and everything is fine the challenges are not rising up to the top and you've had your fair share challenges you know in the last few years
042so some of those issues the the opinions and the perceptions that people have are more stri and um so we tried to weave those in without being disrespectful and some of the comments we won't include of course because they they can be when people are Anonymous and we want to ensure that we're also being respectful of people who are working in the district and doing their best to absolutely serve the interest of your students uh but other than that I think it it is similar the thing that's very different is the fact that there's three times the response number from what we typically see and that speaks really highly every students and the student engagement even without the um intentional effort of engaging students in the survey you still had far over the average if
043we even pulled student responses out you were still over what we expected for the total survey to be we were expecting about 580 on average and between the groups excluding the students I think you're up to 800 or or 900 or so which is significant that really is did that answer your question Colin yeah I think so I just wanted to get some general sense of that like how does this look and again like I said you've done this for a number districts for my understanding too so y yep great thank you so the community input sessions we held with the Somali parent group and I'm going to talk about them first this was on January 18th uh 15 Somali parents and Guardians came and shared their thoughts with us and the questions are similar
044to what was asked in the survey but just a little bit different so what are some of the good things about your students school or education and there were a lot of wonderful things said about their involvement in here um the equality the education its reputation uh they really appreciate how proactive you are being in terms of including their students in the education here at St Louis Park uh the approach to homework was noted as something that was appreciated by those families and overall the school is seen as pres providing a supportive and effective educational environment and that's very good to hear from those families uh what are some of the challenges about your students school or education uh some of the ones that Rose to the top in that conversation were transportation and communication
045again probably not a surprise for board members also there is some challenge around uh language support and I know you do have cultural aons to assisting with that uh perhaps they're looking for more to help bridge that Communications Gap and also disciplinary measures and conflict resolution are an area that those families said are concerning for them relative to their students education this question is real similar what personal characteris skills or expertise are important for the new leader to have and it echoes what we already heard through the survey as well that they are highly accessible that they be committed to engaging with parents and attentively listening we heard listening over and over and over again also in addition to these interpersonal skills things like fairness accountability sensitivity to cultural diversity and building and maintaining relationships
046and that speaks to those soft skills that came through in the survey as well are important to these families and then what do they need to understand about your family or community in order to be successful and this family these uh families were looking for someone who would have a deep understanding of the specific educational and cultural needs of the diverse community that they will serve uh there are some unique challenges with ESL here as I know also is not a surprise for you and someone who is aware of and sensitive to curriculum issues with these families and has a rich background in dealing with diverse communities so that is something that spoke loud and clear in your leadership profile as well so the board has from the beginning said that that's really important uh
047experience and understanding of diverse communities as well can I are we to the end of that can I just ask a few questions sure um so I'm just wondering how we brought and I apologize if I forgot um how did we bring these families together in what way did we reach out to them um clearly our cultural was there is that correct so how did we reach out to these folks how did we invite them how did we where did we bring them like what happened I think that's a great question for Rachel she did a tremendous job of coordinating all of this so do you want to join me here I don't have to press anything right no you do not have to press anything okay so we held um two um focus group
048engagement sessions one with Somali families and one with latino families so um what we heard loud and clear from our Multicultural Liaisons was that we couldn't just put this survey in front of our families without first doing some education with them helping them understand what is the role of the school board what is the role of a superintendent um and building some of that education and understanding first excuse me so part of this meeting was the education and then the second part of this meeting was um asking these four specific questions um so there was direct communication inviting families to the engagement sessions so this is all Latino families districtwide all Somali families districtwide getting a direct text message email and um voice recording from Carmen not from Carmen from another staff member Carmen was
049on vacation for a bit and um and from Travi we also discussed that sometimes just a message from the district isn't going to be sufficient enough to get families interested to come so what we talked about was almost like a like a typical like the tree communication thing where um our Multicultural leasons would uh call families and have a conversation about this this important aspect of the superintendent search and making more personalized invitations to the meetings um so it's kind of layered with direct communication from the district and then personalized invitations from Multicultural Liaisons in Spanish and smly speaking staff in the district and then at the meetings once we had families with us we did a tutorial of like how to use the magnets and the QR code so that we could help families
050stay engaged throughout this process one of the things I observed at the meetings was just some excitement to be invited to the table to be asked about the superintendent search about what they'd like to see in the next superintendent um qualities and expertise and all of that and a desire to stay engaged um throughout did you um I'm going to get there did you get a sense of the age um like the representation as far as were they predominantly parents um of elementary kids was it Middle School was it high school was it a nice combo did you get that kind of sense so at the Somali meeting I'm not sure I have a sense of that I think I could connect with tabi and get a sense of that um so I can't answer
051that question here but um as a Spanish speaker myself I was a little bit more involved in the Latino meeting and could understand a lot of the conversation and whatnot so um I would say that there was quite a span of Elementary in high school at least I can't think specifically of there being a middle school family there I would say across the spectrum of grade levels at the Latino meeting about how many families so there were 18 at the Latino and 15 at the Somali and I would say like I I think we expected the response rate from the survey to be low like we traditionally like haven't had strong participation in multilingual surveys for any of the surveys that we've done at least in the last year and a half that I've been
052here so this was like a a pullout supplemental strategy to say we're expecting low response rate here so what can we do to build in some additional engagement um specific you know multilingual stakeholders in our district it thank you you're welcome any other question questions for Rachel and thank you for all your help with that it was a lot of heavy lifting to get folks there so thank you so then the uh next part of the report addresses that Latino Group which was held on January 24th here we go again what are some good things about your students school or education uh they're saying that is positively regarded for proactive engagement with families particularly things like the bringing home program um they really do appreciate that and say it's very beneficial uh the leadership within
053the schools is appreciated for their active involvement and accessibility we heard about Hands-On approaches fairly often and overall um the district was praised for effective communication for safety measures extracurricular activities and the very supportive role of the cultural leasons they deeply appreciated that at the conversation with latino families as for challenges uh some of the challenges are similar there also quite multifaceted with this group they talked about safety they talk about communication and um logistical issues as well and I think that will not surprise the board either knowing that you're in touch with many of these things um system uh like power school that kind of like that kind of logistical safety communication okay um I wasn't at this one one so I don't know exactly it could perhaps tie to can you read it
054again was texting to Robbie okay um the challenges are multifaceted multifaceted including aspects of safety communication and logistical issues is that transportation and such I would believe okay yeah Transportation was a big topic so that would make sense MH yes okay thanks for asking uh let's see uh communication barriers can also present challenges and that is something that with as many languages are as are spoken in your District that's also to be expected um Reliance on email for communication can sometimes be ineffective because as you know your communicate your communities communicate differently and so that is something that um sometimes hinders participation in school meetings and the availability of interpreters can be a challenge here what characteristic skills or expertise are important for this person to have again we keep hearing about strong communication skills
055really important understanding diverse Community needs to appreciate and value diversity very important and additionally this was something that we heard in this group from uh the folks that were there they said uh these families felt the district your support and reinforce values such as kindness maners and respect which are taught at home and then ensuring the school and home environments are aligned in terms of those values and what do you need to understand about your family or Community to be successful what does a new superintendent need to understand uh they said that they would say they seek not only recognition but also meaningful inclusion in decision-mak processes and meaningful inclusion I think is the important phrase there is what does that look like uh what does that mean how does it occur and the desire
056to be more involved came through loud and clear from this group as well they are looking for representation and a voice in processes that directly affect their children's education so some very good conversation with them as well and then the student group was held on January 17th there we go 30 students participated in this with those same four open-ended questions there were um lots of comments about what is good happening in St Louis Park and they pointed to many things and there's a caveat here in just a moment so students talk the variety of um positive initiatives that are available to them and resources that are available to them they pointed out some different aspects of what the school offers to them what came through I think more clearly though is the uncertainty among students
057about whether their feedback is truly considered and actually acted upon and I think every group would like to think that I share my thoughts and concerns with you and you will do something with it students were very very direct about that if I'm going to take the time to tell you what I think yes you nod and you hear me will you do something about that now the caveat is you can't please everybody because there's so many different opinions not just among your student body but among your community about what is needed in the next superintendent but the idea of if you ask me please do take this seriously and the students were calling that out pretty often and I think that's that's terrific um they want to be heard Mental Health Resources are being
058pointed to as something very good from the students here in the district they appreciate that they appreciate the quality teaching staff they appreciate the T tutoring services and they say that this uh school district is Forward Thinking and student focused and I know you told me student focused from the very beginning so I was glad to hear that echoed by the students prioritizing both the academics and emotions um amongst your students I'm going to ask the same question about the students so how did we bring the students together what was the agth group did we reach out to middle school is it just sore you could just I would love to see just whiz right over on there okay so the student group is um so what we tried to do with I mean there
059was kind of a short window of time to pull together student stakeholder groups so um we looked at meetings that were already taking place at the high school um and really wanting to Target um SAR and the students that are part of the um youth data analysts group as well um which um a lot of them overlap so this was predominantly uh sore students that were uh invited to come to this specific student group um the the survey itself I mean that was disseminated at the high school and taken by students during their advisory period I think they don't call it advisory some other connection yes during their connections time thank you um so again this was you know making sure that we were getting represented voices of students um which for this group in
060sore which which was predominantly black and brown students making an additional effort to say we are SE specifically seeking racially in culturally diverse voices and so those are the student groups that we were targeting for in-person engagement um no there wasn't any specific effort at the middle school it's probably because of time some of the timing issues I'm assum yes okay timing capacity all right thank you Rachel so in terms of challenges what your student group shared is there are both social and academic challenges and socially they pointed to things such as bullying racism and islamophobia there academically they uh do see potentially a need for some more varied and effective teaching methods and math was called out as a challenge and perhaps different ways to teach math to the students uh transitioning to high
061school and the support that those nth graders need um was talked about as well and then uh the racial disparities and things such as the honors programs the IB and AP courses and that I'm I know you're aware of as well so the students additionally chair shared if what they're looking for from the next leader here is that they want an authentic listener listener came up again and again very inclusive very empathetic they are looking for someone creative that was something that uh was repeated Innovative outof the- boox thinking they want someone who is open honest fair and addresses tough questions about uh there we go and addresses tough questions about racial equity and does not shy away from those conversations EXC me there it is and as far as understanding about St Louis Park
062students what do they need to know to be successful here the rich diversity within the student body was what they said mostly you need to recognize and appreciate it and there's lots of different kinds of diversity students talked about race religion gender socioeconomics for example they're looking for someone who understands the need to have flexible curriculum and tailor it to individual needs and no cookie cutter no one- siiz all fits strategy and I really liked this um closing thought here as well that uh for the new superintendent it's important they will understand the challenges and hurdles within the school system because there's always challenges and hurdles um is very important and it enables students to be more aware and engaged in the educational landscape of their school district and Community these kids want to be
063engaged and they want to be um a voice not only in the district but within the community at least those that we were able to speak with and I want to thank them for their time because students schedules are also extraordinarily busy and for them to spend the time talking with us was really really appreciated that was a lot and I think it took me almost 25 minutes so there's more in here of course that we want the board to spend some time reading particularly I'd say go look at all of those comments see if you hear the voices of the people who are talking to you about the qualities you're looking for in the leader and the process and things like that and from this we need to move into discussions about what's next
064and so this this is just the foundation for I think a pretty good conversation that needs to lie ahead but any questions on that report to start with no okay so if I'm not going to screen share this anymore what should I do just leave it there the closing comment okay I'm going to leave it right there so what was sent to you in your packet is uh a couple of options for you to think about because we want to talk through the idea of um input and interaction between candidates and stakeholders so this is one method of collecting and analyzing stakeholder voices in the St L Park Public School Superintendent search okay this must be in here these are questions while you looking for that can I acknowledge that like like you said you
065had a lot of input and um you stayed on task to Get It All To Us by today too so just appreciate knowledge the work have taken to collect and and um report back this information to and do it time manner so appreciate that I don't want that to go on notice thank you thank you there was a lot to sift through we were really pleased with the turnout that we got in terms of the survey and so going through all of that um it it takes quite a bit of time so you have something in front of you uh relative to the gosh these are all stakeholders stuff um three options it says at the top three options for the next steps in terms of interview and input from stakeholders okay so I want
066to clarify real quickly that there's a difference between input from stakeholders during the round two interviews for example and interaction with your candidates and they are all on the table this is an option for you to consider As you move forward every step as we move forward has been okay here's where you are now here are your choices moving forward what best fits the district and what would you as a board like us to do next so this is the phase where seeing what is in here you can consider three options for the interviews so I want to talk about interviews first typically if stakeholders are involved in the interviews it's going to be in round two with your finalists typically two or three people and that's because it can take a lot of time
067to um commit if you do it during round one when there might be six candidates or seven candidates so for stakeholders to give you eight eight or nine hours of their day to listen to all of those and provide input has proven difficult for a lot of stakeholders so it typically has come down to the finalists not semi final finalist in round two so the options you would have would be to set up interview committees with represent ative groups to actually interview them separately from the school board interviews that's one option and we can talk through pros and cons of that um another option is to rely on the stakeholder report as the voice of the stakeholders and we would refer you back to this again and again during your deliberations remember they said that
068this was important remember they prioritized this and the third option is to think about having representative stakeholder groups watch the school board interviews and provide you feedback through an electronic form on the strengths and the opportunities for growth of each of those finalists and then you see those comments prior to your deliberations during round two deliberations if that makes sense so those are three sort of areas that I want you to think about and talk about and decide what's best for St Louis Park as far as the next step with input now I'm going to clarify real quick that interaction is another thing we're going to talk about too because that's something different so the formalization of input from stakeholders relative to the hiring decision usually follows one of those three things the interaction with
069candidates is another whole option where you can consider um tours of the buildings obviously candidates love to see your buildings meet your administrators talk to students potentially you could do informal meet and greets with candidates in round two or the day before that or whatever you like to do Saturdays whenever you need it you could also do um tell me more about the meet and greets those are informal and so the good thing about meet and greets is for instance you'd have coffee and water and cookies and something set up somewhere and people could drop in and drop out as fits their schedule a candidate might be in this room for 6 hours and just as people come in you can walk up and meet them and shake their hand and make small talk or
070whatever um it's very accessible yes anybody anybody could and the challenge with it is not everybody has a chance to talk to the candidates it's not real Equitable because sometimes someone will monopolize a conversation with a candidate because they're really interested in a topic and they love talking to the candidate about it and there might be s or eight people standing around hoping for a chance to talk to the candidate so it's not structured to allow for equal opportunities to meet the candidates it's just meet and greet come and go sort of opportunity and you can certainly do that because it works well in some districts there will be people who leave maybe feeling a little frustrated that they didn't get to do more than shake the hand and say hi and introduce themselves but
071they didn't have get to have a substantive conversation with someone and sometimes that's because there's lots of other people that got their first or just love to talk and are a little more long-winded with the candidates so it can work it's sometimes not the best but you can offer it and see who wants to show up and meet the candidates we would have different nights for different candidates you don't want all three in the same room mingling around and it's a little awkward so separate ones for those the other option for interaction would be more of a formalized Q&A session between stakeholders students staff community members anything like that where uh candidates are present and available to take questions from the audience we would suggest that it be relatively formalized in that questions are submitted
072through a moderator um msba would be there to collect questions on maybe cards like this or they'd send questions in advance via a Google doc or something and then anyone who shows up can also ask questions on a card we would ask those questions of the candidate so moderate that kind of conversation um there are sometimes questions that people want to ask and we don't want people shouting them from the audience because they could be two things they could be um potentially inappropriate you don't know and sometimes a candidate if they're Fielding questions from community members without any kind of a filter it can affect their interest in working within the district depending upon how the stakeholders that evening or that day are feeling about the questions they don't want to feel uh interrogated or
073challenged they want to feel so people want to get to know them and so so we will ask questions submitted by stakeholders and if there's one or two or a few that maybe get into the protected categories area which we're going to talk about during interview training we won't ask that one we won't ask questions about protected classes for example um sometimes it's the same question in five or six different variations and so we'll put all those into one question about something so that's an option um also you could do it the day before the Saturday before whatever you would like to do candidates would make the available to anyone and everyone who wants to come in and get to know them in a more formalized Q&A session so that's all different than the input
074during the interviews is that clear to everybody yeah but I guess I have a question of how that connects to input which is then right so is there a mechanism for anybody who came to whatever it was a Q&A a meet and greet or even if they watch interviews on YouTube or whatever to provide input even if they're not in let's say we did like a stakeholder groups under representative people who are outside of that group to provide in that's up to you you can certainly do that uh one of the things that can happen if it is um just an open call for anyone who has watched the Q&A session to provide input to board members it can sometimes be I'll just use an example of special interest groups could try to sway you
075because you are um just flooded with feedback from one particular part of the community with their opinion and they might have a favorite candidate and so they'll make sure you know that loud and clear and you might get 10 or 15 times the comments about this candidate favorably and they may not like this other candidate so they will spam you with very negative comments about that candidate as well so it's not regulated and it just means that you have to have a really good ear and eye for deciphering through the noise we want to continue to ensure somewhat of a level playing field for your candidates and there are sometimes people who for whatever reasons have a very strong opinion about this candidate or that candidate and it can feel overwhelming because you feel like
07680% of the comments are against this candidate and yet you as a board have had so much more access to so much more information what if you decide to hire that candidate over the noise from maybe 23 people I just picked a random number versus the 1 1700 or so I'm just trying to be careful that you're not setting yourself up to be influenced with people who have the opportunity to provide influence and it could be done in an unharnessed way where anyone and everyone who has that thought shares it with all of you and if you can decipher through that noise and still bring forth the best person for St Louis Park public schools then yes you could certainly do it when the anger really erupts is if they feel that they have a
077right to tell you who to hire because of what they've heard and if they feel empowered to do that and you make a different decision because you've seen application materials you've read letters of reference we've done vetting we've talked to references you've seen so much more the data points are significantly more for board members than stakeholders who might go to a Q&A or watch the interview that we want to be careful we're not setting people up to be upset expectations matter so much that we don't want people upset because you didn't hire their person and there might be a very good reason that you didn't hire their person but that can last for years if you ask me my opinion why didn't you listen to me and that is sometimes a risk school boards take
078when they open it up to everybody to tell us what you think and people who couldn't come to that or don't have access to provide you with that feedback you're not hearing them you're hearing the loudest voices that are used to being heard typically so it's just a cautionary tale for you to think through what might happen if you open it up to wide open feedback it's up to you if you want to do that so did you have aile uh no it looks like people do so that was a long answer too I'm sorry accident yeah thank you I have a I have several thoughts um about several of the things that you shared I think I one of the things I want to say first about the last thing that you shared is
079I definitely understand that and also I have a lot of trust in in this board and being able to I mean we get emails all the time right and there's nothing stopping anybody from emailing us after they watch the interviews um so I think you know we have to be able to understand who we're hearing from and in some ways you know if you can open it up so that we can hear from folks and we can get some demographic information or what are we hearing from students or families or what have you and do that in a more targeted way that that might feel helpful because quite frankly people have access to us and they should have access to us right this is a a critical decision um so I would tend to be
080in favor of um creating a space for folks to be able to provide feedback to us in one way or another um not just from a small select group of folks but more broadly um I also think I was sort of thinking back to what you were sharing about the I'm sorry I can't remember in not the input but the whatever the other thing form interview committees not the Committees but the other in forums okay yeah the the forums or what have you and I I heard you say about um about moderating and about sort of wanting to make sure that folks that our candidates are feeling um like they're being you know welcomed and we're approaching with curiosity which I support but I also think from from where I sit as a school board
081member our superintendent is going to be challenged right all the time and I I kind of want to have an opportunity for us to see and hear and and and engage with how do they react to that right because it's a critically important role so I guess I would encourage us to think about um if we're going to I first of all I think we we should do that we should have an opportunity for folks um to engage with our candidates our finalists and that we shouldn't be afraid of having them where I said we shouldn't be afraid of having them have to um respond to hard questions okay and actually my followup to Ann is related to that may I ask it sure and you m I just was your mic so in follow
082up to both um to what Ann was asking about the questionnaire or the question session for the finalist the if it comes down to the final two in relation to what um what Sarah said this is like out of curiosity and na so I'm not in just plain ignorance I guess is it during these question answers for the finalist I mean I feel like that would be an opportunity for us to be a part of that and watch that because if communication is such a clear personal trait of the person that you know that our Comm our stakeholders um all of our stakeholder groups valued that as we watch that question and answer period we could see their Communication in action or is that completely unfair no absolutely not you need to do what feels
083right for the school district so yes I don't want to do something that's unfair I'm sorry I I can imagine a world in which we would have these like Q&A sessions and we wouldn't or at least like we wouldn't be invited to well no use it as a part of our decision making well of course I don't know I'm just like genely asking I want to make sure that that I'm understanding um I just didn't want it to seem like we were trying to getch you we were trying to like a gotcha type thing and so I was just clarifying that my thinking was fair and Equitable um so I am also in favor going to hit the mic um of having an opportunity for the public to be able to um talk with a
084candidate and if if you probably don't but if you did recall that when we were going through our hopes and dreams about this process one of the the first thing that I shared and I was the first person to go because I was in that seat um was that in the in our previous experience hiring a superintendent I was able to go to a public forum and then in the hiring of our city manager there was also a public forum for the final two candidates and so I really feel strongly about having that opportunity for our finalist to get in front of um and I and I think as far as the input getting an interview committee is where I'm leaning simply because as a when I served on the interview committee for the superintendent
085of the district that I worked in I felt like staff was giving was able to give input to the board after watching those interviews and and I and maybe it's just simply because I was that staff member but I felt as though we at least had some staff representation on the board and it was the Committees were made up of um there was principles on it um classroom teachers uh folks from our business office community members and students on the interview committees and I just really felt like I could give like we could hear each other talking and I really valued that you don't have yeah I was just going to say I didn't really have anything in addition to what Sarah had already said I think I understand the the cautionary tale around the
086kind of Hest feedback and I I think to Sarah's point we're going to get some of that anyway um and I was just wondering if there's strategies to harness that feedback in a more productive way um through either a survey or or I don't know some sort of listenting session or form or whatever we can do um and then as far as like the stakeholder input I would be interested in either the interview committee or inviting stakeholder groups I think it's clear there's a lot of interest in this with the amount of response we've got and I think what I kept hearing repeated through a lot of this is that they want to be involved in the process so I think whatever we can do to to do that would be great so I think
087uh I mean I don't have experience of highing super attendant but I have experience of stakeholder inputs because I was uh about of uh city manager uh stakeholders and you know I wasn't the school board I was just member of the community and and and value the experience and see listening The Voice everybody voice so uh I think it's it's important all these things we doing is because we have to live in the community and their needs and to be Equitable you know we try in our P but you know we are not 100% fre of the community so I think it's it's good idea I would like to Sarah and my colleagues to give more opportunity for the stockholders and I you know uh school as a school board we have the final decisions
088but I think we my my opinion we can have so many options not only one options I know the timeline too but I am in favor of Stak holders and I think it's your job to to find how you connect with the community and to use those St holders so so like I don't know the numbers but there were a lot and it happened West NE to and all the candidates they come and we were seeing one by one and we were asking questions and the next person comes next person some come that's how that's how we make the deliberation mhm thank you excuse me I um I like the idea of the stakeholders um as well their input I would be I'm more Curious of how we would get that together and facilitate that
089and make sure we get um multiv voices heard also the interview committee like I like that idea as well how Virginia highlighted that we could use some of the principles other staff members or whatever so I do think those are two great rout I have a question for Rachel can you remind me um Rachel and I work together to hire a superintendent in another district and so can you remind me what the process was of the finalist input because I know we got input and I know there was sort of this like what we're kind of thinking about and and that process of even when you ask specific questions there's going to be like feedback that sort of needs to be filtered in a certain way so can you remind me like what came what
090the input is because I remember what the output was yeah so there were um so this was an intermediate District 287 so the layers of stakeholders are quite a bit different because you know there's 11 superintendents 11 school boards for all of the districts that that District was representing so in that case there was um two things one was stakeholder interviews where there were superintendent special education directors school board members from their school districts that came and participated in like the formal interview process and then another layer was the community interviews and that was more set up like a Q&A type of session they were open to anybody in the district families um a lot of staff showed up and so they were each candidate on on a different evening um throughout the day they
091went and visited a school met with some students in a more casual setting and then the feedback part was really anybody who came to that Q&A session there was facilitated or moderated Q&A and then there was um like a a QR code where they could go on their phone and take a survey with three or four questions um and then there was a short period of time um because the board was then doing their final interviews that night uh where the board could review that feedback um and and then like I think it was like an hour an hour and a half of time to review the stakeholder feedback and then went and engaged in their final interviews and discussion thank you I just wanted to make sure I remember was so I mean I
092think in terms of about managing um managing input I think that that was very useful to have a short survey where like we're asking the questions so that that we're getting answers to the same questions from from everybody otherwise then like you said it's it's if everyone's just giving you whatever input it can feel really unbalanced it's very easy but if you're asking everybody the same questions um and if we're also asking if we're putting that the same exact demographic questions I would suggest right that we did on our on this one then we can compare we know like are we getting you know representation again um like we did it with with with these so additional questions comments I have I have sry I have one other thing yeah I last I just I
093want other people to make sure that they get a too I can talk all day uh um I wonder if folks and like maybe an or anybody who's been through this process before could comment on the difference like from your perspective between using an interview committee where they have their own interview and they have to go through the training and all of that versus like basically the difference between two and three where where they come and observe the interviews that we're doing I I mean I understand the the Practical difference between the two but in terms of the put that you get um if folks have opinions on that I heard you say Virginia that you're leaning towards the interview committees and I'm I'm just trying to understand practically how those might we might get
094different feedback from well um so for participation wise for the superintendent it was an interview committee situation um for us so I haven't the um I haven't done a the number three where you're um observing the only thing that I would say is this in hiring other positions in our district I didn't like we we have this you get like a form am I Barb am I is it kind of similar to this where you get a form and then you kind of Mark when you hear things that they said it's not like that I don't know I the the reason why I'm leaning toward maybe I'm just just leaning towards an interview committee because it's what I know um but I I just felt valued I felt like my voice was valued when I
095was a part of an interview committee also just something I don't know if it's worthwhile to consider but um years ago I interviewed for the racial Equity position at City Hall and they had interview committees and so the three finalists we all interviewed with different departments in cityall all it was a it was really long process um and you but I appreciate it and there was four different areas or four different people that I interviewed with and I appreciated that process because they all ask different questions because you have to kind of know a lot about the city so I you know I I am in favor of interview committees because of the the different voices that help we um decision makers yeah can I follow up on that because my question is related to
096that one of my big questions is related to that aren't we setting up the questions that we're asking today primarily but Schoolboard interviews correct School Board interview not for any interview commit they' have to come up with their own and we need to meet with them and talk about process to select those questions as well but we don't in those situations um when I've been doing things uh particularly like at the county we don't deviate from the questions that we've identified to ask typ you can ask clarifying questions but if it if somebody had an aha moment in that meeting they still can't ask a question that isn't identified on that list they could clarify ask for a clarification or something like that but okay I just wanted to get clear on what is the
097possibility of question you know so so what's what's different between two and three that I'm seen is that one you would be more involved probably in that decision-making process for the questions and a third option you would be less involved you would be more of an observer and you could comment passively or whatever I don't know if that's passively but you could comment after the fact this is what I observed and this is what I'd like to share as feedback this answer did not seem to respond to this this this one I would have a concern about this and so that's what I'm seeing as being kind of the difference between the second and third does that seem fair correct and there's there's a lot of discussion so I just want to clarify a couple
098of things because this is exactly why we don't have a prescribe process that this is this is how it's going to happen because we want you to talk through what might work best here because not everything works for every District so the option of the interview committees you'll need to decide who gets invited to be on that we don't do that so that third page where it says stakeholder groups to consider you need to talk through and say we want to invite these groups to send a representative to be on the interview committee and you can choose do you want one Committee just of parents and one Committee just of staff and administrators these are decisions for the board they're not a decision for msba at all so who's going to be on that committee
099and we should tonight tonight because we'll need to get started recruiting people to be on those committees if you choose to do that then the decision that you'd need to make is what kind of formalized feedback do we want from those interview committees so you could do a couple of things you could ask them to as a group after the interview come up with an overview of we feel and so someone needs to be the chairperson of that group and collect feedback and have an agreed upon this is how we feel about this person strengths and weaknesses or um ratings and rankings whatever you'd like to do so they could do that as a group or you could ask if there's 10 people on the committee each person individually after their interview fills out a
100form and you have 10 pieces of information from this group and 10 from this group if you have third one that's 10 from them or you have one and one and one so it depends on who the the makeup of the group really is and you could ask for formalized feedback in terms of strengths and weaknesses that's typically what we use with with those audience input forums where they're watching your interview they're listening to the same things you are and they will be able to enter up to three strengths and up to three opportunities of growth for each of those finalists and they send that and we tabulate it and you see all of that raw data and again maybe 10 to 15 people but it's a lot for you to read so that's why
101you need a good hour hour and a half to read everything before you then deliberate after your interviews and it might be pretty late that night so we could take it to the next day if you need us to or you could ask people to rate the questions because what you'll be doing in your interviews is we have um a scale that you'll use for every question if you ask 10 questions every question board members are asked to say that exceeded my expectation or it met my expectation or I'm disappointed in that answer that's the thing the E the m and the D so that's a quantifiable one where this candidate got this many exceeds and on these questions this candidate got this many disappointed and it was on these questions so that's what you'll
102be doing as a board and you'll see that result that is one tool in your toolkit to decide where the board is leaning with these candidates the strengths of the answers are re revealed in that exceeds meets disappointed kind of rubric on every single question you could ask your interview committees to do the exact same thing it's going to boil down to how much data do you want to see before you are discussing and debating and making a decision so you could do either of those um you usually with the audience input forums again it's who gets to be in that so you're not excluding people you want to be inclusive don't leave people off but you don't want 25 people doing it or you're going to be here for 6 hours trying to Wade
103through 25 people times three candidates 75 times six things three strengths and three weaknesses 75 time 6 I can't even do it it's a lot of stuff for you to read and absorb and then be able to make your own decisions following so maybe you want to deliberate the next day you could do that too so I think our process is helpful because we never tell you what is going to come next and I appreciate all of your patience and waiting for the stakeholder survey report to come in before decisions are made I do want to be real clear though that mba's process has never said we're going to not have people involved in the interviews and we're not going to have Community sessions to do q&as we've never said that I've said let's wait
104until after this point and then we'll discuss pros and cons of each of those options and you tell us what you want and we will do that and so I'm hoping that you're you're thinking through all of these pitfalls and opportunities on all of these options because they're there and there'll be some heavy lifting required of Staff if we're going to be doing interview committees as far as contacting those folks I'll get the email addresses I'll send out practice links if we're doing the electronic form I'll do all that sort of stuff there's still a lot of coordination internally that we'll need to rely on your your staff to help us with because we're not here and we don't know these people so the next discussion might be the list of possible stakeholder groups to
105consider who in St Louis Park might be included in either interview committees or input forums and then the whole separate area is still the idea of interaction with candidates do you want those q&as do you not want a moderator do you want to be there should you not be there that's another discussion and I know it's a lot and it feels like a lot maybe it would have been easier if I could have come in and said this is exactly how you need to do your search and just told you what need to do but I don't ever want to do that because I don't live here and work here so the first decision will be do you want formalized input during your interviews yes I'm hearing that yes do you want to do separate
106interview committees or do you want to do input for them can yeah can I ask a good question um how many committees are typical how many people are in how many committees are toal and how many people the committee areal maybe up to 10 per interview committee because we want each of them to also be engaged in asking questions of the candidate from a predetermined list from that group and if you have 25 people in it you're not going to have 25 questions that's too many so probably about 10 and we have had groups where it's been purely a group of staff and administrators and purely a group of parents and students and we've also had maybe two or three groups where it's a mix of all you've got stakeholder groups mixing and mingling on
107all two or three and so it depends on what view points you want and the reporting mechanism you want them to use it's um is all that information from the interview committees and the votes and stakeholder groups is that all public information does that all get disseminated publicly typically no if there's a data request though yes if the board lays eyes on it there's a data request for it yes you provide it but typically it's for the board's eyes to help you make an informed decision um did we so do we need to do any sort of thumbs up thumbs down or I mean we we don't have this is not an action item but I just I want to be I don't want to make any assumptions that that that we're ruling out or
108we're definitely doing one of the things here but did you com I'm sorry yeah you you go ahead yeah I want the pro and cons questions about the pros and cons so I'm going to try and to seal it down because there's a lot um the interview committees if you had a group of staff stakeholders parents and another group of Staff stakeholders parents the pro is that people feel included and they get to directly ask the candidate the questions they want to ask and their their voices are important the con is it might only be 20 people and so you are having a lot of people who are not able to participate in that way um if they feel feel strongly about one of your candidates one way or the other and yet the board
109for whatever decision choices makes a different Choice that's where they can resent why did you ask me to interview them and I preferred Jane do over John do I made it very clear and yet you hired joh do so there's some of that possibility and I know people know that you're the hiring Authority it's just this job you've been elected to do this job you hire and you evaluate the superintendent and that's why you got elected as part of your job as Schoolboard members so you are representative of the community already um so it's good to invite them in if you manage the expectations that it's an advisory capacity only and they don't get to make this decision then you can avoid some of that frustration of not choosing the right candidate those are the
110Committees and then similarly for the input where they just watch your your interviews and they provide feedback on strengths and weaknesses that similarly it's just not quite as a Conant centrated interview it's more strengths and opportunities for growth and you see all of those comments and it takes a while to wait through them as well they feel included but they don't feel as entitled is not the right word but they're not at a table interviewing a candidate so they don't tend to feel as frustrated if you hire the person that they don't feel as good about so it's a little bit less of a risk I guess to have them watch your interview then they're also answering strengths and weaknesses based on the same exact questions all of you did and you can see do
111I align with what they see or not so it's more of an Apples to Apples comparison between you and the stakeholders if they watch your interview you aren't going to know what happened in that in their interview 5 hours earlier in the day you won't know how that went all you're going to know is the feedback whether it's from those 10 or 20 individuals or if it's per group but you don't have any context for how the interviews went and what the room felt like and how the candidate what their affect was when they answered the questions you won't know any of that um but you will if they listen to your interview and you're working off the same sheet of music right you're all listening and you responding to the same answers so those
112are a lot though it's it's complex I I hope I got to some of that for you the other concern I'm having is like selective par how we going to select like that's a very good question and that that sheet that says representative stakeholder groups is a starting point if you look at each of those groups you could invite each group to send one person because you as board members should not decide who gets to be involved whether it's the input Forum or the interview committees you don't want to be placed in that position of handpicking who gets to be participants so some districts will invite every bargaining unit to send one person some combine some bargaining units and invite one person from them um there's Community organizations there's I mean there's all those people
113on that list and it gets very big very quickly which is one of the cons to involving stakeholders is where do you stop because you do want maybe about 10 people providing that input a large group makes it very unwieldly and very difficult to manage but that's where the board should talk about how do we invite so that it's fair and fair is one of those really stretchy words about who gets to be involved in this can I ask a question about timing like how did how when do these actually take place if it is interview committees or input forums the same day as the school board's interviews now one thing that's different from 287 is we have you scheduled for second round of interviews on March 13th so what would happen is it could
114be more of a round robin thing where you start a candidate's interview at 3:30 that means the candidate at 1:00 met with this group for an interview or 9:30 in the morning and so every it's kind of a round robin schedule in that day where a candidate starts with this group and then goes to this group and then finishes with the board and then those that group input needs to be got gotten to you before you start deliberations that night so when I say unwieldly it can get that way but you can make it work without question if it's the input forums then they come and sit through your interviews at 3:30 you know 5:00 and 6:30 and at 9:00 you've gotten all their input from them watching your interview and providing you with that
115feedback so it's not quite the round robin thing but it would happen that same day and remind me about how many finalists do we anticipate two or three two or three is what we'd recommend okay to many um but the for the interview committees is that only for the finalists or is that for the are we calling them semi-finalists right round one and round two round one um the round one folks I I guess I was thinking the interview committee would be for the round one you can certainly do that is that not a feasible MH it's asking a lot of your stakeholders to commit like nine hours of their life to watch you know to interviewing six candidates six or seven candidates it's stakeholder availability that usually drives it two or three candidates is
116more manageable than six or seven because they need to sit through every interview to give feedback you can't let someone watch two or three interviews and provide your feedback they need to see all six or all three so that it's fair to the candidate that's really really important so it's usually round two finalists but doesn't have to be that was kind of what where I was getting at with the timing is that like it's also a commitment during the day so it's only specific people who can make your that kind of commitment during the day especially if we're going to do a long one right so I just want to keep that in mind we're thinking about something like this that's at a specific time um trying to I'm trying to like noodle on is
117there some way to build in flexibility on the time um for people who can't be in a specific place at a specific time um but I don't know if that's so I make sure other people are getting voiced I have I have a couple questions one being um I'm going to start with this one which was what would the round one interview like if we didn't have who's at interview panel for round one typically the board the board is right okay and round two we're also involved with it so that's but okay great just want to be clear on that and then the second thing that I want to ask is the other option out here is to say back to uh item number one here of options is to say we feel like the
118stakeholder survey has gotten at what we think are the main themes we feel pretty good we make it other input we have the opportunity to look these questions and sort of pick and choose based on that and and sort of tweak some things here so that would be another option too that we could do is say we feel like we were satisfied with what we've gotten out of the survey and satisfied enough that we could still that we could come up with some reasonable questions and we'd still have a meet and greet type of opportunity or something at another point where people do get to interact with finalists but they wouldn't be involved in this sort of process here we would just say you know this is this feels good right so I just want
119to make that clear that I don't know that we've excluded that one or if we have if we want to drop that off the table and just focus on the other two but I just want to say that that's still an option here yep input interaction so input you have the three options for input so do we so do we have like a temperature on what people want for input do we I mean I feel like what's been very helpful about the stakeholder I read all of it before came here it was helpful I think for folks who are watching afterwards to see that but you know every comment and all of that information is incredibly valuable to but I I I think it's it's really guiding Us in sort of what we're thinking about
120as we're conducting these interviews I do think that I also think the fact that we have so we have such strong engagement indicates that like people want to be really engaged which is not surprising in our community like our community always shows up for Education right like that's just who we are as a community and so what I would say is that we should in some way do both input and engagement I think was the other input interaction interaction I'm sorry I'm very tired input and interaction um I'm not convinced that doing inut like having stakeholders sit through first round interviews is feas ible in terms of like that the amount of time commitment that that would take but um I I would be in the camp but we should we should do both and
121do you have can I ask do you have reference over two or three then well it seems like an had a really good experience and Rachel had a good experience in District 287 with the option two and Virginia also had a good experience with using Op 2 and it sounds like that's like a normal thing that places too so um I could totally see where that would be more engaging and You' feel like your voice is more valued you get to actually choose different questions it provides a different opportunity for input versus just watching what what we're doing so I guess number two door please no can I just name something though I think it might be helpful um like we have gotten bar know that you won't be surprised by this that we've gotten
122so much feedback um lately about our community wants us to hear their voices they want to be involved in this and they you know I think that they have made it very clear through um emails and other ways of reaching out to board members that they would like to have a listening session of some sort to talk about it um and so I think we I think it would behoove us to have a little conversation about what we've feel what each of us feels about the stakeholder survey before we go too down too far down into what the process will look like just to acknowledge that yeah yes Community we have we have heard you loud and clear that you want to be a part of this process and we're we're working we're working towards
123that um you know just from my point of view and I haven't been in stats for a very long time but it seems to me that this was a really high turnout five like if I'm looking at um if I'm looking at the number of caregivers so 551 caregivers who gave us input that's a lot and I feel like in a listening session um you know just within the constraints of time I don't think we could hear 551 voices if we were going to have like a listening session so I do feel as though the stakeholder survey is giving us a really clear message about what our Community Values um I I appreciated Barb very much that you went through and said where are the overlaps so where are the overlaps between what we value
124as a board and where are the overlaps from different Community areas um and and it it it's meaningful to me that you know collaborative leadership budget and finance diversity Equity inclusion and curriculum development and um evaluation was so high on the list of what our community values and I'm just I I want to know what other Schoolboard members think I feel as though this is giving us really good feedback as far as what our Community Values um I mean and I like Sarah when we got this on I thought we got on Friday I don't know I had Co last week so everything kind of ran together um but I went through and I read all of it and I I read all of the comments um and I felt like sometimes in listening sessions
125and things like that one particular Voice or two or three voices sort of Dominate and we don't get a chance to hear everybody's input so that's just my feeling um and I'm I I'm hoping that others will share what they think about um the stakeholder survey well maybe we can do that as we kind of go around and try to check people's temperature here I do want to point out that not the it's 8:40 so I don't want us to you know I think we need to make some decisions here relatively quickly but um but if people want to share some thoughts about the stakeholder surveys we kind of go around and comment I think maybe just to piggy back off of what you just said and um but Barb I think you had said
126something earlier about uh the anonymous nature of it drives or helps to drive authenticity from the comments and I think that came through uh and I like to pick you back off your point I'm not sure we would have gotten that authenticity in a this session maybe um I think I'm um I agree with Sarah I would like to see the okay I'm going to screw it up I think it's the the input and the interaction I'm down what those two things um I could go either way on the interview committees or stakeholder groups I I don't know I have a slight preference towards stakeholder groups uh sting a representative um I guess my one fear would be if someone if a candidate interviewed really well with us and the public got to see that
127and for some reason something went wrong in one of the interview groups and I don't know there could be an inconsistency there that that might drive some confusion that I'm a little bit cautious over I can be persuaded and just to clarify real quick the stakeholder groups list is the same you still need to invite people to par participate either on interview committees or input forums from that same suggested group but that's that's not your group those are just our ideas so that would apply to both of those options for input okay thank you I I already Shar uh yeah so how because like has one choice I said we need to choose another so that so just to be clear here you're looking for one of these like number two or three yeah and
128do you have a preference no what I'm saying is the um I mean this the survey we already have and it's taking for the survey the survey sorry I just want to be clear here the survey has the has a lot of input in it but are you are you leaning any way on two or three did are you interested in three three okay okay right I think celan an I think um originally I was kind of Teeter titering with two and three um I think I like to best because we have had Fort members who viewed that before um it was successful um and I like input and interaction I think we need both um to kind of just go over again our community want to be involved we want them to be involved
129we love that they're involved um so both things are very important sure I mean to was okay but the issue I was having is selective fairness how and if that so out then it's okay I'm still trying to F because I I think like this input we got is fantastic so like number one it's fantastic so it's like helping us drive what we're thinking and it's fantastic so like can we replicate it and is is is there like I'm trying to I don't does anybody have an idea of like how how can we how can we collect information from anybody who wants to give their input right like does it have to be just people we invite to give input or could we like what would it look like if we after we picked our
130two or three finalists we sent out the videos of their first round interviews and said watch these and then take this survey or what would it look like for us to you know have some kind of um short survey that is out that is you know available to everybody during our you know whether it's you know like if we did number three like during our final round interview what would it look like for us to send out a survey for anybody who wanted to watch that they would be able to like respond back to a a short survey I mean I get that we're not going to be able to like read 800 responses in an hour or whatever but if if we had you know quantitative questions especially could we like quickly do that
131I don't know those are the kinds of things that I'm thinking because I I do think we heard we want people we want we want people's input and I think um I I mean I think I'm hearing what OB said like when we start selecting groups then we're selecting groups can I I'm can I to clarify a question um when you're saying talking about the um input or I'm talking about how people give input how anybody who meets the or somehow watches a interview or sees a candidate and a meet and greet or whatever it is how do we get input from anybody in our community who wants to give it I I agree I mean I think we should open it up regardless of whether we do the stakeholder whatever whatever do the interview
132committee or the stakeholder groups like that's great because we're making sure we have specific representation but I completely agree we should really open it up I think there's maybe a concern what you're sharing about like time frame right cuz we're supposed to deliberate right afterwards and I guess like but if we could we just like like if we got that after the second round interview could we just push it out like instead of deliberating that night could we just do it like a week later or something and give us I don't know are we allowed to change that at the absolutely with notice you can change I'm with you like we want to hear it I can't I'm not going to be able to digest that in an hour I don't think I don't know
133whatever so we have the second interview on the third March 13th we that's I mean that didn't work out for Caesar just pointing that out oh is that the so if we're having and like that would be the two or three finalists um I agree is there a way that we can instead of deliberating I know that we were hoping that we would be able to have the contract negotiation by the meeting of the 26th but in order to digest some of the the feedback and push the deliberation out a little bit so in a previous experience it was really highly recommended that we deliberate that evening is that your recommendation as well that's how it's typically done if it doesn't fit you then don't do it there is there are a couple considerations the
134immediacy of discussing it right after the interviews you're all fresh and you are remembering it immediately memories fade over a day or two but you could do it a day or two certainly absolutely um one consideration is that you are not the only search going on in the metro area right now and you don't want to deliberate too long and risk a candidate perhaps iing another opportunity that's on a similar time frame but you can't do anything about timing of other searches but there are other ones so that's why sometimes people don't want to go too you're early out you came out early at the gate which is great more more than the others um so you can do whatever you want I mean there's there's a little bit of a communication thing to people
135when you're like oh we had to spend 3 days to decide what right for us too they they want to feel also like they're special and whatever but again that's that's just a consideration and that means that we could lose a candidate somebody could turn us down because they didn't feel like like it was unanimous or felt like it was strong or felt like whatever so that's just it's just a risk of any of this right so correct ask a question so if we um if we did the I'm going to call it a forum because that's my understanding where we would have like moderated questions people could submit their questions in advance the interaction one um and you uh so the candidates would come and maybe a representative from msba would be the moderator
136of that is that could that be that time when we start to get the feedback because then theoretically we could get that be before the 13th interviews great yes because candidates are expecting on March 1 1st to be notified whether you want to invite them back or not so you really have between March 2nd and March 13th to do something like that so and that would that would give us more time and could we record it the Q&A session The Forum yeah whatever sorry you can you can absolutely and then we could get feedback from people who could watch it later yes potentially I think Rachel called that a community interview I really like that did you call it a community interview and it's it's essentially what I think was what happened last time I
137have my sheet I found it from the last time we hired a superintendent which said here after you watch this fill this out and it said I'm a Community member uh please give your impressions describe how you think this candidate will lead and relate what questions you encourage the board to explore further with this candidate I mean those are just that's just some ways that they did this to gather some input after those after those sessions happen so there are ways to do that the the difference is right we're talking interaction we're talking about some possibility but we've made some selections prior to this so we're saying do people do we feel like stakeholders should be involved in some of that so to speak selection some some of that early on evaluation or should they
138be the interaction we're allowing typically is occurring more in the in the closing stages we've we've narrowed it down do you have grave concern concerns do you whatever it is you know what is your what is your sort of leaning on some of these people that's how I'm kind of thinking so um which you know I mean I I too was impressed by the the survey and the volume of responses Did It capture everybody in the district no did it capture every single voice no are you going to be able to no and you know this is part of what I do for a living is I do this stuff and I work to help gather input about construction projects and we we do our best with that and we always say now it's about
139it's about what have we heard from the community plus our engineering decisions we have to we have to factor in both of these right so we can't always do purely what we hear from the public if they want a bike lane and we can't fit in a bike lane we're not going to do that right but if we say they want better bike facilities we can accommodate that and we can do that with the engineering that we have so that's where like I do feel that there's a lot of strength in some of what we're seeing here um and but I just I you know one of seven here we've got to kind of come to an agreement here I I do want us to if we're going to make some stakeholder decisions we need
140to move on to that because we still haven't gone to our interview training yet too so I don't I want to over Rush this but I do want to be mindful of time and people have other needs here too so well I'm in favor if we're going to do the interactive is that the semantics it sounds like you're talking a blend of interaction and input okay so interaction so for if we're doing the interaction where we have that some type of form where people can submit some feedback to us then I can see the value of the number three for the second interviews where something similar to what you had mentioned about is this does this meet my expectation with the question exceed the expectation or like I like that as a very fast kind
141of response if we could still get that Community feedback from a form similar to that and I I'm seeing some I'm seeing some head nods here I I again I we don't have formal we could pick a vote but I'm just I'm just trying to see if you know um I you know what people are feeling like if people can we can we eliminate any options here are we eliminating straight up survey are we eliminating to are we just focusing on three that where we're at I'm in favor of three if we're going to do it that way would they not I'm seeing like everybody so this is where we're so bar I think we have I think we have consent we have agreement on this not consent whatever but yeah but we are agreed
142on this that that seems like a reasonable way to go so now I think we need to talk about what those stakeholder groups are what we think and again Barb you can walk us through that but like um in terms of what what considerations we need to make there this is again for anybody to chime in but I think I you've said it up enough I'm going to let you speak sorry can I answer your question I'm sorry um so if we're going to do number three and we're clearly going to invite specific stakeholder groups to to observe and fill out the form but are we also going to create space for anybody who wants to give us feedback or that would be that would potentially happen in that interaction phase correct but I guess
143you're you're asking both so can people share their feedback from from observing from observing the interview whether they were invited stakeholders I I I'm try that's what would that be more than you're saying like I mean obviously people can email us they can email the board they could share things like that but you want a more formal like survey type thing or something like that is what we're suggesting TL yes yeah I was just going to say um if if we're like rating how they did on each question is it possible to open that up to more than just you know 10 or 15 people and like get a quantitative you yes you can do that you you'll be using the exceeds meets disappoint yourself if you have 40 people in the room and they
144all fill that out there's just an electronic link they would be doing the same thing as they go the risk you run is people who have a bias for or against a candidate they give a candidate all e and stack the deck and they sometimes give another candidate all D's and you can't control that because it's an open anybody can evaluate these candidates and people have special interests and people will work the system to influence you and so if there's a group of people that don't like John Doe and you're interviewing him it's an anonymous survey and they'll put D's on every single answer and you're going to think that that he did not do well well in fact he might have done really great they just don't like him you know so you need
145to put parameters around it so it's fair to these candidates which is why we like representative groups to have one person come not that they speak for everybody in their group we recognize that but they have chosen someone to come and provide that feedback so it is a little bit more objective and balanced than a free-for-all and the and the third choice here does allow for a little bit more of sort of having a broader stakeholder group selection to choose from because we're sort of just asking for that but it is still through that we still are looking at that so if we say we want 15 different groups here we could but then that's 15 plus the qu each of the questions and looking through all of that and tabulating some of that in
146a and how do we tabulate that we we tabulate it it's electronic form on our end okay yes we'll do that for you that's a pretty rapid kind of thing it's more rapid if the group is using the EMD form if the group which typically is they're giving you strengths and weaknesses of your that's going to take a long time because it's verbiage and they're typing and you need to spend a long time reading you'll probably have 40 pages of comments that takes a lot longer if you're asking the group to do EMD you could invite 20 stakeholder groups or 25 stakeholder groups because it's a much quicker tool to coate and and tell you how many D's and E and um M's this candidate got so it's quicker if you do it Virginia um
147so we have that question too so we have EMD and we have what's what how many do we want to start with uh I don't know how other people do this in terms of like do we want to start with what are the stakeholder groups or that we want what is the maximum number of stakeholder groups I I'm sorry I just had done with this last discussion before move on stolder groups I'm not and maybe I'm and if if everyone else disagrees that's fine but I'm not particularly concerned about waiting through like folks you know sort of trying to wait you know like if a group of people were like let's go all and rake you know this person X like I I think that we're all capable of sort of reviewing and seeing that
148I wonder if there's a way to have the invited stakeholder group participants compiled in one and then just the broader like what are wearing frombody who submitted it and maybe it could have like a demographic attached to it like are you a student are you a family member are you a staff right and like it's not perfect I understand that but I trust this group to be able to weave through that and I think I would be more comfortable doing number three if we're I I totally get like we if we're going to invite stakeholders we want to like separate that out and hear what they have to say but I would like to to be able to open it up more broadly I'm not concerned about I hear you I don't want to dismiss
149your concern but it's not a concern for me I think I was thinking roughly what you were just said that there would probably be something where we have an invited stakeholder group that would be the primary focus of some of that but then you could also offer up something else to people to comment but that would be more just kind of open so so in my understanding Sarah you just you want to give more opportunity those who are not the committee I think anybody who wants to share their opinion with us we should hear it I think what I'm suggesting is that we know if we're going to get a representative stakeholder group like we should have that information separate from the broader like maybe they have a different link or something a a special
150link so that we get that information tabulated separately but I don't I mean I think more input is better um and this doesn't I I'm confident in this group's ability to wait through that information yeah thank uh Barb any sort of pros and cons that we should be thinking about with anything that just is suggested there the people who are in the select stakeholder groups need to be here at 3:30 that day and watch all three interviews I'm assuming you have three you may not they have to sit through all three the people who the larger group you'll get a lot more people watching you last in than you're first and so that's just something you need to think we just need to know yeah I mean again it's we we'll take it for whatever
151it's worth people can you know whatever but I we'll we'll look at it with that you know it's like I say again in my work um just because we put option A and option b in front of you doesn't mean that we're going to go with what's the most proper it's not election here but we're just trying to gather some input from people so we went in from that caveat of just collecting input from them but to your point the stakeholder group would be that they would have to do all of them so the stakeholder group we will talk through that in a moment I will work with them the week before to give them a practice link to go in and see what the EMD form looks like and here's how you do it
152and here's the hiring criteria and all of that we will know let's say that there's 10 people in that group and there's we'll know that when 30 is the magic number there's 10 10 people in the group I'm making that up 10 people and three candidates so once 30 responses are in we're done we're tabulating it we're getting that back to you guys um the public at large how will they get the electronic link to fill that out because the stakeholder groups have been told you need to bring a device if you don't have a device we'll have one from the district available where you just click on the link it's usually associated with an email address so they know it's you public at large I mean we can't put key asks out here with
153a link to this EMD form and just you know align forms to fill it out so do we tell QR code I don't know that's what I'm asking we haven't done it that way way before if there's a QR code in technology is sometimes the barrier to the public at large being able to to access this so so what I and correct me if I'm wrong so what I'm imagining based on your discussion is that the stakeholder interview or Community interview would happen the 30 the 30 responses would come in from that then we would be recording these three interviews and sending a link out to those of those three interviews along with the survey of some sort I thought that was a community interview we're going to record I like the word Community interview
154by the way thank you for that word Community interview otherwise a Q&A session with the final three and maybe the first one is we'll have to pick times and days that's another thing that and it's not a board meeting so we don't need you there but if we're going to record those Q&A sessions maybe one candidate's on a Saturday from noon to 2 and the next candidate is from 2 2 to 4 and the third one is from 4 to 6 I don't know but we record all of those put those on the website and then people are allowed to fill out a form of some type saying I watched it or I was there and we can take a look at the form you have coling from last time if you'd like us to
155use that that's that and then the input form is the EMD form for a group of maybe 10 representative stakeholders and then the public at large that is sitting here that night watching it so people who aren't here are not going to be able to fill that out you have to be present to fill it out and they might only fill it out on one person not all three so that disparity is just something you're going to have to keep in mind but I guess the question was could we keep the invited stakeholders separate yeah there'll be two different links okay but how does the members of the public stakeholders are watching our final interview of the candidates can can we use demographics for the invited uh for the invited you could do whatever you
156would like we could have that form include before you answer exceeds meets doesn't meet we could ask what group are you representing and have the 10 groups listed or 15 or 20 whatever you'd like um and then we can also if you'd like to include race Andor ethnicity it's up to you that's all a part of the form that they would fill out I'm still not clear on how the people sitting in the audience will access this form online to fill it out that's the logistical challenge that I think we may face because the other 10 people I've got their email addresses I've sent them the link they click on it in their email and boom they're in I think Sarah cop well that would be one I because I had that's a concern too
157but I think also Sarah were you just implying like a QR code that they could go to the wall scan and just do it on our phone real quick um the other thing is I just want to take into consideration um if our if we ask to our Somali group and our Lino group and both of them said communication is a it's a problem we might want to consider how we are um doing that so are we going to have our cultur of aison here are we going to have interpreters here are we going you know those are just some of the other things that we might consider um I I like the QR thing like going up to if that's I feel like that's a doable I don't know what any sort of data
158privacy might come into play but if you're in the room and I've come to watch I just simply walk over to the QR code I scan it and I do my thing and then maybe a few districts is that even possible have a few if for people who don't have that technology although doesn't everybody have a phone I mean that I think one of the things I'm I'm contemplating is is that an essential part of what we're doing here like is that do we need to make a formal decision on that tonight or I'm really interested in making sure that the stakeholder groups are identified but we is it safe to say we will explore whether people other people that are attend that they wanted to attend those interviews that they could that will explore
159what that kind of way gather input from or or do people feel strongly that it needs to be consistent with what the stakeholder group is is going to get at we're meeting again on February 21st to determine the finalists at that meeting we could have spoken about is there a way to do this to just general public take this quick survey have to be a survey monkey or qual tricks or something else like that may not be consistent but it may be that we find something that's that's relevantly you know reflects that and may not be exactly the same tool that sound I think that's fine I mean we made our intention known that we want to create space for more voices and I think we should yeah I'm good with moving on to talk
160about the stakeholder groups I do think virgin this point is well take in that and and this also gives me pot like are we going to like real time interpret what's happening like it just gives me a lot of pause to deliberate that same night if folks if we're actually going to ask for input from folks for whom English is not their first language like how was that even can can I add that I attended the Hispanic Community engagement and uh it was well experienced and one of the reason I attended because his ban uh voice was missing at the table and I want to listen to them and they were very grateful but I think um as far would we get from already we have from histic community and somatic Community I think that's
161that's enough I think that's in my opinion I'm sorry I didn't understand the end of I couldn't hear the end of what you said from the input we already have from those two Community I think it's enough in my opinion okay so are we so we're in agreement and we want we need to talk stakeholder groups or we need to talk who we who we think need to be at this table and I think I was I can't remember what whoops I can't remember what my question was but I think there's a couple different ways we can approach this in terms of do we want to talk about Max or do we want to like what's the fair amount or do we mind talk about who we think are the most important stakeholders and we
162have to make a decision tonight it may not be perfect but we have to make our best guesses on what we think would be important stakeholder groups to be included in part of this so I want you know again we have I don't know we still you still thinking we have 45 minutes of training to do after this too so I just want to keep that in mind again we should take the time it needs to but the redy is is helpful here too so the stakeholder group list that you have there that is just a beginning it's something that we share with districts and say Here's Food For Thought who you want to invite to send us someone and then someone in the district needs to collect those email addresses and once that group
163is finalized they send it to me and then I take over the training and the expectations and the form and all that kind of thing so who do you want to be providing the input that those are just some ideas uh could it could it reflect similar to could the face I'm just going to throw out an idea here for again for Speed um it could at least some of the key groups be the ones that we've identified already for the survey is that a good starting place that we'd have parent student Community member is that an is that a starting spot yes Barbie you're holding back here it it it gets real huge real quick yeah yes we want a parent in here the ideas are easy and implementation is difficult so sometimes you
164can work through pto's or the Chamber of Commerce or there's some formalized group to invite those groups if you say a student okay that's really broad listen down to right students and so yeah like you're saying so we could say that we could um one option for parents could be PTO we'd invite all the PTO in in organizations at six s what is it I think we don't want Early Learning so that's seven seven okay so that's seven so there would be seven there already and then students you could you could potentially invite people of all three levels and you're at you know um representative from each level the schools or we could look at primarily focusing on secondary ad question yeah so this is the invitation not necessarily thinking this is just like sending
165the invitation out to the pto's and say if you serve on the PTO you know and put your name forward and then we would somehow choose one of those parent people we we don't choose but some's choosing yeah we could do a random draw if you have eight people from one group that want to do it we'll just do a random so then we're talking about invitations right now yeah I think largely talking about invitations but again again like so that's so you could have you would have seven there potentially so we're already up at seven and we feel like that parents staff do we want to break down anything else very similarly do we want to do by schools do we want to do it by levels do we want to do it any
166other ways you know in terms of teacher versus and I mean I think the bargaining units are one of the units and we have 13 bargaining units so I'll be so we're at 7 PTO 13 bargaining units right 20 people just throwing this out doesn't mean that we can't do it but that's just a consideration here I mean I mean oh P they are not inclusive I go middle school and it's only one group comes in s counil so like how inclusive they BTO and I think it would be a good idea to then reach out to our APAC groups our um I know that there's other parent groups aren't there right um so I think we should reach out to to those groups that we have I don't I'm embarrassed that I don't know
167all of them but I know that we have the American Indian parent advisory group we have an African-American Advisory Group um don't we have a Latino rate I'm not aware of specific racial groups outside of the community okay but I think we should invite whatever parent groups that we have um I would I would just also I don't want to make anybody upset but as far as like having one teacher representative or one principal representative we might want to also think about level um simply because the needs of a secondary staff are different than the needs of an Elementary staff and so we might open be open to the idea of having Maybe two principles one from upper or like not upper so sorry everybody for me saying that um secondary in primary um same
168with teachers and then um Community Ed as Comm is community ad is sort of a special it's not I know that they are part of a different they're part of a bargaining unit but they're also Community Ed is um its own sort of unique person or entity open come to all sorts of ideas here but I do think we need to come we do have to make some decisions here and I know that it's going to be hard but like and and so I guess one of the things that we were suggesting is that we would cover all schools potentially by having somebody from PTO and we' have parents so we'd have all levels there I'm hearing something about staff and administration and if we're differenti sorry teachers in administration and staff and so I
169don't know I'm not clear on whether we think sorry you said bargaining units I like bargaining bargaining units are fine I'm saying when we go down to pick the actual people who sit on this I'm wondering if we should have different levels representing maybe if we have a principal from the secondary then we need to have a teacher from is that is that is there only two bargaining units that that really is part of it would be for our administrators and for our teachers that we'd have different grade level things is that right major grade level considerations is what I'm saying right like yeah it's not like our it's not some of our other like custodial or some of the other barking units we probably don't have to get that differentiated but particularly principales teachers
170okay so you could potentially have 13 bargaining sorry we have 13 bargaining units and you would have a couple of Representatives in two of those so you would have 14 15 15 uh people from bargaining units and then you'd have uh potentially seven parents anyone from the community any other commun group there a long list of possibilities there higher education I mean students I hear students I'm hearing that's priority here I agree and do we have do we have a again I would argue or seems like we're saying that there should be some different levels can I um can I offer that again it's we could do all three levels or if that doesn't seem fair primarily focusing on secondary for something like this which I'm and seeing head nods that we primarily focus on
171secondary just want to be clear um and then secondary meaning anybody from middle school on up seven 678 on up could could potentially be considered in here so so and do we want a certain number per School per level so that's two School two schools do we care what that number looks like I'd say it probably should be more than one is my in one from each more than one one from middle one from high school I don't know I I would actually to just that I'd like to see it be a little bit broader than just one but I'm open to other people's thoughts again we're you know I'm doing some I don't know if you're tabulating numbers here but I'm not okay I've got 13 and seven this this is such an internal
172decision that I'm trying to stay out of it someone will need to take ownership of defining these groups and how many means and then someone else needs to take ownership of reaching out to those groups and say get us your names by this date somebody meaning our staff somebody staff or a board member and we're looking primarily to sort of the people that are in this room to make sure that you're our check against this that we're not getting too far off base or that when we say students how are we going to collect that information who are those student represent atives How would how would we Define that so I think I agree that we should have someone from each of the bargaining units um I'm not sure that I think somebody else already
173said this but that choosing like one person from each PTO or School site council is necessarily the way to get the most representative voices for parents um maybe have was the one who said that so I think maybe we just say like we want X number of family members um it doesn't necessarily have to be a parent right like you know caregivers or what have you we certainly want representation from different grade levels but um I think we want to make sure that that the folks who are joining us are reflecting the diversity of our community so do you have a recommendation here well couldn't we I mean could we open it up or I mean we could do Outreach to like you know some of this through our cultur zon through APAC through um
174yeah so that was a group that I've been missing so we've talked about potentially having some other the parent advisory councils and APAC is the clearest one right is there right but if there's not another parent advisory group then I agree with Sarah that we should use our lean into our culturals so we would say APAC and then somale and Latino uh the yes I I have a question so those groups are they part of Bing Group uh propal and transportations foods are they in the groups for the bargaining groups we professionals yes um that would be incl yeah yeah do you uh uh director CER do you know what the 13 bargaining units are off the top of your head is this unfair yeah unfortunately um so you our administrator group our principal group
175our teacher group our spark par professional group we have our clerical group a technical group custodians nutrition and Community Ed uh their child care uh workers um then there's um there's a couple individual you know individual contracts that are in there as well yeah and when you see those individual ones so are we think like some of those I know previously we had like one person in what would be considered so would you I we would lump those in with their their pure group like the professional okay so would we have 13 do we think then or we would maybe trim that down to more like 10 yeah let's call it 10 if we Consolidated okay you know um but that doesn't mean they're going to take the invitation corre correct and anybody could could
176we could not fill the spot right like if if if some bargain unit did not have anybody to participate we we're not forcing anybody to do this this is just at as as they we welcoming to the table and they have to accept that invitation or put somebody forward you know fair I don't think everybody came from every group to the stakeholder needing either yeah okay all right so we've covered some of that in terms of Staff we have some good staff coverage generally thinking we have some parent thinking here that I think we've identified again are Rachel are you tracking on this should I be taking notes here or should I have questions you have questions that's fair um Taylor's doing a great job Taylor's taking some good notes I guess I have uh
177did you should we are there more groups or do you have some specific questions about the groups that we're already talking about here yes so if you want to bring those forward then I'm curious about the board's interest in like how are you imagining the invitation process is this some sort of um the like the invitation goes out there and then whoever wants to apply for that position um does so and then there's a selection process or we would work with Multicultural Liaisons for example and come up with a specific person that they felt um would be in a good position to be representing this community interview me Barb you were saying so there's some Randomness some sometimes too where that's another option where we would just say you put three names forward and we
178pick one name out of the half right correct and I sort of I don't know that's again for the s of prty that's that's where I lean it's just like let's not make this super complicated or like about an evaluation or somebody's judgment in here let's say if you're willing to come forward and do it we're excited to have you part of this and and then we'll it'll be random draw there and they would need to commit to being available on March 13th from 3:15 I'd say at least 3:15 through the conclusion of the interviews which could go till 8 or so so these people need to they can't say yeah I'll be there and then choose not to to show up they it's a commitment from these people they need to understand it's a
179serious commitment to be here and provide input on behalf of that group Rachel you asking like are we so are we communicating with the groups or are we communicating with the individuals in the groups is that your question like are we soliciting from you know group a or are we soliciting from are we sending it broadly to all of the people in that group is that your question yes okay so that I think we need to decide MH if I may um so I'm just wondering especially if we're looking the the the benefit of going and talking to leadership teams is that they are the ones that can communicate with their people so like communicating to spark leadership and um Pat leadership or even the leadership of the PTO we're not saying that the PTO
180are going to necessarily submit themselves um the PTO can do the soliciting of the person who would be able to do this okay that's my suggestion and that was my thinking but I can be wrong anybody disagree with that we're just moving on to this kind of stuff if you don't disagree we're move I think we're so I think that the direction is speak to leadership within these areas unless we have more time we need to decide how many like how many parents are we going to include how many students are we going to include and then if we get more names than that who's I mean it's not going to be us deciding is it going to be a random draw is Rachel deciding like who's who's decided the random draw feels fine with
181me but it's also getting late so I I may have be thinking clearly it seems fair excuse me the random draw seems fair and unbias I can see how someone might feel like this bias especially if you ask three people and then just random L well not randomly but just selectively um pick one I think my only concern with that is that how do we ensure that we get like diverse perspectives and on the group if we just randomly draw we I mean we may not get diverse perspectives strictly within each of those areas but we've said that we make some make sure that we're reaching out to some different parents groups so we'd have some different voices coming through through that but it's that not it's that that would be our guarantee but you
182would like something stronger than that no I'm sorry I was understanding like we might say like we want five parents and then we get solicit all the pto's and the cultural Liaisons and APAC and put them all in a hat and I think we were saying no I think we were going to say all the PTO would be invited to participate in all of in in APAC and smali and Latino cultural groups would each get to send somebody so we would have so we would have those for sure for three areas for sure we would have something as long as they wanted to participate but we'd have that there that would be our baked and guaranteed sort of stuff amongst the rest we it would be sort of it would be luck of the draw
183we may not get fully represented to of our community to do that yeah but I also trust our bargaining units that they would I think that they I our teachers are fantastic and our spark representation is really fantastic and they I I trust them to send forth a representative like if we have made um one of our goals is to you know retain and support staff of color I don't I don't imagine that Pat would suddenly choose like one I think I'm going to I trust them for their judgment okay um so uh yeah you can you can voice this I just want to know that yeah a social workers are they part of a bargaining unit teachers teachers unit okay um so do we have a stakeholder group yet or are there other groups
184that we've talked about the bargaining units we've talked about parents we were sort of talking about students that was I think where we left off is there any sort of recommendations anything I I said is it two is it two per level I don't have a way to pick that but I just thought two might be a good number just to ensure that we might just want to say two and if we can get two different levels but yeah I mean I think reality might be that we're going to be lucky to yeah right so so and do we have recommendations on how those people should be reached out to is it a broad appeal through Administration that they that they pick that the that the leadership within the schools identify who they think the
185two names that they would put forth or I think that's a smart choice okay and then I would also offer we do have a special education advisory um as well and you may want to consider that as one of this the parent groups good I didn't know that I'm leing so much okay other other important stakeholder groups I I mean again I don't want to Short change any group here but I just I do know that we want to watch time here and and the list is in front of us that we have is a pretty comprehensive list but is there anything else that we can through our conversations that we've had with people in the community or things like that anything anybody else that really comes to mind that we just we don't have
186any outside community and and we have heard you know I don't know one comment about that or one or two so is there anything else and that could be city council representative that could be a business owner it could be any number of things right chamber anything do we want anybody from um LX or from sort of our adult learner space I'm sorry Virginia I'm looking at you because you were the representative there but I think you're not anymore for seniors in those groups over there I mean are you thinking that would be sort of broader community members and I mean it you know as I've worked with the seniors I was just the senior Lea on there I mean they are people that are invested in they're part of our community and they are
187some they usually a number of them are people who've been in our community for a long time too and have some perspective there it would seem to be a good way to do that they're already part of our community in a SM in a in this sort of way but then to broaden that up and say as somebody else broader from the community um that would be an option I think bringing it to the Linux Advisory Board would be appropriate here here's my wonder about Community um we are like we're the conduit with our community in the sense of like working with our um our city council members our state representatives um like I you know I feel like we are that representative is that good point I mean that could be argued in so
188many ways for a b bunch of these it gets back to that you know we are parents we are electeds we are all sorts of things we do have connections to the community but but to your point we may not reach every stakeholder group and so this may be sort of it is a bit of a catchall that we will be something there I do generally support some sort of lenux connection and it sounds like I mean that could be in lenux could could decide whether that's seniors or some other B Community or something too but because it is a very narrow window March 13th 35 15 to9 yeah and again people could reject people could say no I can't do this and but we're just trying to did you have yeah I'm thinking Early
189Education at committee yeah I think you said Early Education would be part of that we put them in a PTO list sorry do we need to run through this list again to ensure that we have everything here I think that would be clear for viewers who are watching yes okay so I got it you got it you got it's cler I'm a clerk nice clerk Ru for you so this is what I have and please to sure so PTO groups including Early Childhood um education um APAC cultural leison the Tim bargaining units because we sort of SM smushed you said you there's an opportunity to consolidate your discretion there within reason I think students were for two student Representatives reaching out to leadership at the schools so I'm assuming that means the middle school and
190the high school um the sped Advisory board and the Linux and Advisory Board do we need to divide up who's going to do this NOP it's all them right it's all the we're putting this all on our staff here they do all the reach out I'm going to bring you which one afrian see I knew there was say it say it to for the yeah African ameran at City committee I knew there was one okay all right one one last not so you said 10 for the bargaining units did you did that include the teacher principal so it gets really Nuy but when you get down to a few of these things like we have some that we call with they bargaining units because of how we we've said you know we're going to classify
191people so that they all have the same sort of level of thing but there's maybe one or two people in there and so it's it doesn't so that's where we're saying we consolidate a few the only thing that I'm still unclear about is how many parents from the PTO groups do we want I think it's I think it's one per PTO one per PTO okay so to clarify anybody in the Aquila PTO for example could put their name into the hat and then we would randomly select who the rep one representative from the Aquila PTO would be or are or is the Aquila PTO selecting and just giving us a name it's that I think it's that they select that however they determine that they want to put someone if they want to put people
192from their eam some of them have robust e team some have two people on their e team some people might have other people in their Community because again as we've been saying a along this is a big commitment too we can't guarantee that somebody from the executive team of these things will be able to to necessarily donate donate six hours at their time or whatever it is a donation it's a volunteer y so then that's not a random drawing correct than if they're just saying this is the person that we are that we that we're bringing forward for our representative I'd say I'd say if they put if they put forth one name that's good if they put forth more than one it'll be a random selection so we also reaching out with Somali and
193Hispanic Community right y yes yep okay okay good can we move on to interview questions we can come back Community who don't have but all the community we selected is those who have those who have connected to the school right so what about the community who don't have kids that's what we were just saying and I think I think Virginia's uh is saying that we may have to be the catch all for that as school board members we may not get everybody we have a couple of other things lenux some of those connections that potentially could be that but we may not at the sake of not necessarily identifying but Virginia you look like you're about to say something no and I just want to remind everybody that so we're still doing our interaction interfac
194I don't know whatever Community interview with input so it's input and interaction you have developed a new process um as much as I appreciate this as a giant list and we were given a task of only having an ideal group of 7 to 10 and we're like at 30 so yeah just wanted to knock that doubt there okay all right so can we move on to interview questions nope interview training interview interview training sorry interview train we all reviewed our packet you reviewed your packet so it won't be too bad all right so it looks like this you may have to step away for just a second or two because it's a long meeting so fine should I wait or should I just dive in no I I think please go on one last question
195it's just a formality the stakeholder survey report thank you for reviewing that and your thoughts on that do you want that to go on the website I think I think everybody wants that to go absolutely verify with that but I think that it's again over great that's I just want the official board acknowledgement that it is in board book but it also should really be shared with everyone thank you yep and you you could certainly stand out of communication saying thank you to our stakeholders here is the report your voices in here and then let people watch it and to be clear that probably likely by the end of the week it may not be up tomorrow but by the end of the week it could be up it was a part of the board
196boardbook so there's a lot of people who have already it okay and it it will probably be on the superintendent search button because candidates are waiting to look at this as well so they're going to want to find it on the website under superintendent search thank you very much okay all right so this will be less time than normal because you received this in advance so I'm going to go right past all of the information yeah that's fine I can wait we can take a break I can wait so we're going to go past the timeline vacancy brochure all of those sorts of stuff um because you know that um relevant law page two this is what I referred to earlier about protected categories so there are things you cannot ask about nor consider when
197it comes to this position so therefore when we look at questions later there will clearly be no questions surrounding any of these protected categories you also do not want to take notes on any of these protected categories for example your board notes when you're done with the search your board notes cuz you're jotting down things during the interview you're going to have a lot in your head so you need to take some notes about them you would not want to jot down an approximate age or a gender or something about their religion because those are protected classes and that is not a part of your decision-making process so when you turn your notes into your HR department they'll be kept in accordance with data retention policies so we ask you just be aware of what
198you cannot ask about and cannot write down for notes you don't need to do it it's a common sense thing we just want to be real careful you're not separate can just one clarification on that so if somebody identified that they're part of the lgbtq community or something like that if they offer that up it's information that you can note in there you're not because that's being offered up but but you can't speculate or you can't do something like that and write down something that if they offer it up as part of who they are in answer particularly any of the questions you're free to write that down because they are sharing it I whatever you know these kind I'm a St Louis Park resident whatever they want sure if they've offered it y okay
199all right so not going to spend a long time on this there are lots of ways to ask things about protected categories but we just don't want you to ask any of them we just want you to be aware that those are in there okay the policies I'm not going to go through in depth other than to say you are an EEOC employer so you have got to abide to all of those requirements for your HR Director when the time comes model policy 406 is public and private Personnel data I want you to look ahead if you could to page 12 the top of page C this is that private data that we've talked about a couple of times you will see the applications beginning in a few days now the information in there contains
200private data names especially so the names of applicants are private data except when they become finalists for an employment position so I'm going to take out eligible for appointment but the names of the applicants are private data except when they become finalist for an employment position the moment you've selected them to be interviewed day their names will go public when we announce them that night interview one or interview two one so in round one as they they go public as soon as we going to interview them even in round one statute does not differentiate semi-finalist from finalists they just say if you are going to um be a finalist that means go back to page 10 okay finalist means an individual who is selected to be interviewed by the school board for a position so
201I just want people to be aware when you're looking at these applications if you choose to look at them on your computer do not look at them in a room with people behind you do not do it in a coffee shop do not do it at your kitchen table people will see resumés names you've violated data Practices Act right there so be super careful with that information so when you then on the page 10 F finalist means an individual who selected to be interviewed by the school board for position on February 21st you'll select your finalists candidates a b and c when that motion passes at the conclusion of that meeting I'll read the names out loud of your finalists even though they're really semifinalists for round one okay it doesn't in statute say finalists
202and semi it's just one of those little semantic things so um you can't confirm if someone has told people they're applying and if someone's so excited about this and they're telling everybody I really want to be the superintendent in St Louis Park I can't wait to hear if the board wants to interview with me someone will approach you and say hey I heard that so and so applied no comment you you just can't confirm it that's private data right that's all the way up to you announcing the three finalists the six or seven semifinalist finalist six or semi-finalist okay just want that to be clear which will happen on what date February 21st February 2 okay so when you start seeing this information Day After Tomorrow is when you're going to have access to it
203and I do have a quick question for you about that um we'll look at them tomorrow to make sure that they're complete and then the next day you're going to get instructions from Shelby from our office about how to set up a username and a password up in the cloud and that's going to be your access to every piece of information about your applicants if any of you want to look at them in hard copy instead you absolutely can do that but it needs to be done through Rick and he'll have one set of applications in the district office and you need to make an appointment to go in and look at them and you can't take them out of the district office or out of the building okay out of the HR department out
204of the HR department thank you so is there anyone who prefers a hard copy if so he'll have them and just work with him to set up a time to come look at all those applications otherwise you can do it in the cloud 24/7 is we anticipate that some people like to be visual but is it because there's going to be extensive attachments or anything like that typically or is it it's a lot there's resumés transcripts licenses uh letters of recommendation um answers to the questions that you chose to include in your application originally it can feel like a lot to scroll through and to be tapping through work history educational history okay all right very good thank you can feel like a lot are you able to tell us or will it be public
205I guess I've had people ask how many applicants have we had is that we can tell you that tomorrow Y and that's public information I could share at that point how many is public information yeah yeah great yep uh so on February 21st that night you'll be discussing the candidates we'll be telling you the six we recommend mend it might be five or four it might be eight I don't know but usually six and you're going to ask us that night why I really aligned with you except I didn't have D I had F why aren't you recommending F and I will do my absolute best to tell you why not but I'm going to be very very vague because I can't violate data Practices Act either so I can't tell you why if it's
206something that would be identifiable of that individual so there is some trust involved that are ERS have done their work and perhaps uncovered things through our calls or reference checks or whatever it might be that they're not the best alignment with what you're looking for and yet if you want to as a board decide to interview F absolutely we will not be a gatekeeper between you and your applicants at all whoever you want to interview and as many as you want to interview will support you in that but we'll be recommending people okay all right so that's it for that policy is who is a finalist and this is how they Define it so I want you to at least see that all all right then moving on this is a long policy open and
207close meetings I'm just going to tell you as a reminder everything done in an open session no Clos sessions at all during this process so you get to negotiate negotiated right the negotiation process do you have a committee that's doing that again did we decide on I don't think we make made a decision on that do we need to make a decision on that it'll St on the timeline because I know we talked about it with the timeline okay board design begins negotiations of employment contract with loan finalist that's what we chose versus committee identifi that we'll have to do that so there was a discussion about a group of people taking a look at your parameters kind of how big a compensation package you can offer what model contract you want to use there
208was a group going to do that do you have a negotiation subcommittee or something we had decided that yet de and we might have talked about any a district deze it sometimes involves director of HR and your legal councel and a board member sometimes there's different ways to do it but someone's going to come up with a a proposed contract so that one person on the board is usually the board chair sends it the day after the interview you made your decision to this person so you can start negotiating and I don't want to corrupt this discussion here but is that something that need to be decide ASAP or do we have you have time to do that and does that have to be done during a board meeting we need to identify what we
209that you could have um a group a small group come up with what you think is a fair contract and a starting point for negotiations then it comes to the full board and the full board has to look at it and say yes we're comfortable idy our committee or how we're going to build up that committee do we need to be having that as part of a formal board discussion or can you don't have you don't have an existing committee that reviews superintendent contracts okay do you have a negotiating Committee subcommittee of the board okay so then you would probably want to decide who will be part of deciding what parameters you're going to have yes at a board meeting at a board meeting M so that might be something to add I don't know
210what our agendas I keep forgetting what our 13th February 13th agend something like that we could okay all right I just want you did decide it's okay if one person have the conversation with the candidate after you've selected who you want to hire one person can do that we talked about that at the planning meeting IED we have a committee you need to be part of that conversation I should actually not be a part of that okay so go past all the um policies there are three pages that are not numbered and it's right before page 27 and it has some highlights on it this is just some statutes I want to make you aware of okay there's a couple of things that are important if when you look at the candidate the applicants excuse
211me when you look at the applicants if you are in any way related to any of them you must let me know okay if a successful finalist or semi-finalist is related to they cannot be hired by the board unless it's a unanimous vote of the full board so if you're related to the fourth degree by blood or marriage I really need to know that doesn't happen very often but every once in a while there's someone in the pool who you are related to and it's not I'm this person's my friend I know this person or anything like that it's strictly about marriage or a teacher related by blood or marriage within the fourth degree computed by civil law to a board member shall not be employed except by a unanimous vote of the full board
212we don't have to disclose that we like if somebody makes it through the process there's no point where we need to be like oh I know this person from you don't need to wor about that I don't I know this person because I've worked with them as a they've been a principal at my school or whatever so none of that stuff is like things that have to be disclosed or part of anything related to this we just stocking lines okay we've had board members who have babysat a candidate that sits here and I babysat them years ago well irrelevant and you don't have to report that but it has happened so it's kind of fun when that full circle you know it just happens when you're working in education that you're going to overlap with
213people and stuff like that I just want that to be clear for y so that that part is important for you to know about if they're related to please tell me that I have to be aware of that and we won't know until after you look at the pool right and then the last highlighted halfway down nobody you cannot require them to reside in your District as a condition of employment so residency can't be asked about nor considered right and then the bottom part is just about contracts you don't need to worry about that other than you can certainly start negotiating within that 365 days of the last year of the contract so if you have that three-year contract because that's all you can do in Minnesota you no longer since 1991 can have a
214long-term contract it's three years or less but after two years in one day you could start negotiating to lock them in for another 3 years so that's just some stuff you should know about the next few pages are the special voting circumstan es especially the first one is about the unanimous vot of the full board if you're related to somebody I won't go through common interview mistakes other than to say please read this it is important you take good notes it's important you recognize they're interviewing you as well as you interviewing them so it is a two-way street um you can read that and accepting the wrong fit I want to remind people if you don't find the right candidate in this search we will do another search for you next year for free um
215so you don't have to settle make sure you find the right person for St Louis Park is it the roll call roll call you don't have to do a roll call but some boards do that to go on the record with how they voted you don't have to do it unless one of you is joining virtually then you have to do roll call otherwise no it can be just by Voice vote okay um and uh I was going to say something oh uh you and you again just to reiterate people might just be watching this presentation if we didn't select a superintendent you would help us find an inter term superintendent correct we know that would not be Dr Maguire again um I think pretty clear I don't know but but just that we'd have
216to find an interm and you would help us with absolutely no charge for that either y okay the last one on interview mistakes is it's a mistake to not check your bias and the next page does talk about implicit bias and explicit bias this district is much further along in conversations about bias and many boards in Minnesota so I want to commend you and thank you for that the the way I have seen it come to life in a superintendent interview is usually around race or um excuse me around gender or age and I'll just give you the examples and it you just so one of the things I have seen happen is if there's two finalists and it's um happens to be a man and happens to be a woman the board listens to
217them and rates them and takes notes and then we're doing deliberations and this is a true story of a school board member that was talking about strengths of the first candidate and commented on we'll go John John was just a really strong personality I enjoyed listening to him and he had um strong opinions and I think he'd fit in really really well in this community okay next person said something about 10 minutes later they're debating um discussing Jane Jane's interview and the exact same board memb said you know what Jane has a really strong personality and really strong opinions and I just don't think she's going to fit in here in this community what you're is a clear gender bias that strong leadership under this person's perception was okay in a man and not okay
218in a woman and so sometimes calling that out to people that they aren't even aware that they think of leadership in terms of gender is helpful we've also had board members comment on their perception that a younger candidate is really social media Savvy and we'll be able to tweet and Tik Tok whatever and then in the next breath they're commenting that the older candidate probably is not going to be up to speed on that sort of thing if they had asked about it they would know that the older candidate in that circumstance was crazy busy on social media and the younger candidate wanted absolutely nothing to do with it so it's the assumptions you make about people based upon the things that you see and we don't want that to enter into your deliberations during
219the the search now that I know we can ask about Tik Tock Jing Jing so thoughts on bias again I think you're prepared for that and you discuss it and it's it's something you're familiar with so deliberation scenarios I just wanted to touch on the fact that that does not always go easil easily when you have um a really strong pool if you are fortunate enough to have two or three people in your final that are so good that you don't know how you're going to possibly choose sometimes things can deadlock and people can get um frustrated and digging their heels and not want to compromise and so these are just some ideas about if you if people are digging into their positions how might you break that deadlock a couple of thoughts I'm not
220going to have you brainstorm any of these um one is just don't make assumptions based upon some of the things that you've seen age race gender whatever so make sure you're using facts when you're deliberating and things you noted in their interview because you will like some responses much better than others and that's based on your own individual lenses of what exceeds your expectations and what are you disappointed in we want your individual perspectives on that um sometimes it is less a deliberation and more of a debate and things do start to unravel a little bit because people are carrying baggage from previous board meetings or previous conversations and sometimes when they're frustrated with a fellow board member they'll say something inappropriate or that shouldn't be at the board table a good um thing to
221do then is just to take a recess if you can't reach agreement and you need to clear your heads call a recess for 5 minutes go for a walk then you might need to do that as well go for a walk on your own go for a walk seven board members not seven board members in a group than you for clarifying that because then you're you're a walking open meeting doesn't an open meeting and that's also the concern with us also attending Community the the community input sessions that we would do said if we do all show up there then we would have some issues with that you individuals can show up you could stagger that but we wouldn't want to have all seven people there cuz then I think it has to be a
222a posted meeting and we could also look like we might make a decision that night something the community interview of the three candidates possibly I would say you could come as individuals and sit far far apart and don't talk to each other then you would be able to be there to see that or wait and watch it on the recording since we're going to record these things but there is open meeting on considerations for all of those things so okay uh I mean I trust we're professionals we're we're highly intelligent people we're not going to violate open meeting law because we know better uh also sticking to facts the third one people sometimes have been told because you will be lobbied incessantly once you name your finalists it it's just you're going to hear from
223people sometimes you will hear at the very last minute people would have had two weeks to tell you what they think of the three finalists in an hour before the interviews you're going to get spammed with thoughts okay you just need to be able to rise above that take it into consideration and just breathe um if you can't get it done in one night we've had boards that at 1:00 in the morning still haven't chosen someone because both candidates are so good you could call a recess and meet again the next day I wouldn't suggest putting out for a couple of days but we've had people say it's tired it's 1:00 can we please meet here tomorrow at 4: and just and they did that and within 10 minutes had a decision so sometimes you
224just too tired to make a decision so it's okay you can continue that meeting till the next day you don't need to worry about 3 days posting okay and also the last one just you're going to hear stuff and I'm not so worried about this Bo but don't bring rumors and endos and Word of Mouth to the deliberations because people will tell you anything and you have to just sift through it um I'm not going to go through any of these interview questions because we're going to do that here in just a moment so these are just there for you if you saw any you love love loved we're going to talk about that here just a moment page 37 is simply to be prepared for them to ask you some really good questions they
225will have time at the end of the interview hopefully if they've managed their time well because I'll be here holding up signs letting them know they're 30 minutes 15 five the last question should probably be to have questions for us and candidates are getting better and better at asking some phenomenal questions of the board it's kind of their chance to interview you they might only have five minutes they might have 15 minutes depends how they kind of stagger their time I would just encourage you please as a board to all participate in that every once in a while there's only one or two board members willing to answer and so it makes a great impression on candidates if you build off of each other's ideas and you agree and say and another thing I'd like
226to add is they want to see you interacting and that's one way they can do it is during their chance to ask you but that would that would calculate into the time of their too so we have to be respectful of that too so correct correct okay um reference checks we talked a little bit about this during the planning meeting between round one and round two we do like a board member to do some reference checks and the reason for that is people will tell board members things they haven't told the search firm and so for a purpose of due diligence and if it's three people we just want someone to say I can make some reference check calls here are some suggestions you don't have to do it is there anybody who really would
227like to do this we can make a note that you're the person to do it you don't have to um and you don't even have to do the reference check calls it's just that it does confirm from a board lens that these are the right people that you want to be talking to and you could learn something troubling that we don't know Celia no I don't mind doing it is it for the round one or round two round two between one and two so it's only going to be maybe three or two people okay awesome I did reference check in for Fairview for a while so right up your alley okay so Celia thank you very much reference check so we'll talk more about that when it gets closer but there's some thoughts in here
228you could take a look at if you'd like to do that too if there's another person that wants to do it too yeah you could you just want to make sure that you're um calling the same kind of people but not the same exact people so if there's two people doing reference checks you need to be in Partnership about here the questions we're going to ask so you have an agreed to list uh for whoever you call and also the kind of people you call you don't have to stick to their listed references because they're going to tell you good things you can go off script and call people in the community or call people in their building or someone who's worked for them or supervised them and it's kind of a little bit of
229a detective you can dig in a little bit and learn about them I mean you are somebody who's particularly connected to districts I mean I I don't know what other people think but I just know that you might have some of those other connections to other districts that's POS but maybe Celia and an two two people okay all right great uh let's see deliberating in public the main thing to know on I know you've read this is at the bottom on the do please do focus on the positive attributes of the candidates during your discussion if someone did not do well in their interview it takes a lot of guts to come and interview for a superintendent position in Minnesota because it's been public for a while everybody has an opinion they might be nervous
230and they might not be at their absolute best so what we ask of board members is when you then start talking about them in the candacy deliberations focus on what they did well no need to point out where they didn't do well or that they were super nervous or that whatever no need to do that correct the only time we might suggest you go to potential deficits is if you have just a tie with two people so strong that based on strengths you can't make a decision then you might say you know what why don't we take a look at areas of growth maybe John do is financial backgrounds just not as strong as Jane Do's so you can point out deficits if you need to to break a tie otherwise generally speaking we really
231want to focus on positive things if possible okay that reminds me did you decide and then we discussed about live streaming the interviews or not live streaming the interviews um the risk with live streaming interviews is candidates can watch it and they can know the questions then when they come in later in the day or the next day so we recommend that live streaming but this is a board decision and we'll do whatever you want it's getting day and I'm getting um froggy but did you say that we were we wanted people to provide any input for these um they can they do it in person this is during the interviews interviews round one and round two interviews we have our agent director yeah we don't live stream I don't know that's my that's my
232sort of being clean is we don't live stream them anybody disagree agreed okay all right we talked about it this just kind of the point they we can PR it and they can watch it lat right yeah sure I mean all that stuff would be public information we're just saying that we don't want it to be right you can record it if you'd like to by recording it you then have to it's a data point you have to retain it according to I mean it's a it's a record it's a record of the meeting of the interviews you can certainly do that um you need to be careful about putting them online for too long because if you have six candidates and you've made a decision to interview three two weeks later I don't know
233if I put all six because chances are that the three you're not bringing back weren't necessarily as strong as the three you're bringing back and candidates might be in some pools where um for all the world to see when they weren't at their best is a courtesy to not have it up too long or only put the three between round one and round two online and then take them down I wouldn't leave them up there into Infinity you know if I interviewed two years ago at a job I don't want to still be able to go find it and realize how much I've improved in two years so we just say don't leave them up forever on your website if possible just it's a courtesy to candidates but you can do whatever you want to
234do okay you don't have to decide that tonight um but some boards do choose simply not to record to avoid the complications of having a record that is subject to data requests and so on so forth is there a difference if we say that we video or audio record or anything I don't think so okay I mean because that would be another option is that we could audio record it and I don't know if there's any benefit but just randomly okay let's move on all right so that's delivery in public and then in here is the sample contract for you um I'm sure you have a contract already in place that is a great starting point we did just finish just today um a renegotiation of the model contract with Masa so Masa and msba
235have a model contract that both associations agree upon and this one this year took a long time because of some stuff that came out of the legislature so we have it available if you want it I can certainly share it with you or you could use the one that you are using um already within your District it's up to you that's it that didn't take an hour how about that huh but now we have to select questions yep and this is um here I'll give you just a moment to look at it so actually I'll just give you three right there these questions I developed based upon the stakeholder reports and your um leadership profile I already printed one out but oh okay extra one I mean for you have one too okay so what
236I would suggest because you don't want to have 15 or 20 questions in round one that's a lot so if you go through here and there's some other things I know I sent you you could look at as well I did suggest the opening question and closing question are pretty standard ones if you want to use them and then I suggested within each of these bucket categories you choose two two two two one one and then one within the miscellaneous categories and the categories are divided by a dotted line generally speaking these came out of your stakeholder report so maybe one of each of those and that would get us to about maybe 12 questions I can't remember however um I want you to also remember that there were a lot of questions submitted during
237the Q&A session I emailed that to you as well if you want to look through it I we don't solicit questions but if you want to look through these your stakeholders included these in the the Q&A session where they could submit questions about the process they submitted 20 five questions that could be asked of candidates um I think the themes are captured in the ones I'm recommending but I want you to look at these two because I said that you would see these okay and then the last group of possibilities are the 175 questions in our training packet if you fell in love with any of those questions we can certainly weave them in um these are more specific however to your District those are more generic in that training packet getting to this bar
238but we'd like to refer to these primarily by the numbers on here because so again we're not like broadcasting exactly what our questions are to people and you know to our potential candidates so for any the questions here you know by the group so this one this current packet that you just passed out to us this is the one that in your email was specific to SLP or is this no this is the one from the Q&A that's that's candidate now that's from stakeholders for the Q&A which is two months ago which I don't think I have I think that one I um I think get you on the one I would like you to take just 5 minutes and read or 10 if you need it I don't want you to feel rushed says
239recommended at the top recommended interview questions did did people review these already or do they need I think we might be ready to actually talk to them okay anybody need any more time with questioned think we're ready recommended okay and then I'll give you this one call these are the questions 25 questions stakeholders had submitted great well I will take fality then we'll see where we land is everyone okay with question one okay all right so in the next category I'm going to ask you to choose two between 2 3 4 and five so just raise your hands and I'll do T how many people liked question two sorry can I before we do that um is I this is so difficult because I totally understand why we can't talk about what these say but
240also like if we wanted to modify these at all like is there a way to talk about how we might do that mm absolutely you could say say well I'm the second sentence I'm not as comfortable with and I might suggest this and then you could also do it by email with me or if there's a writer in the group that wants to take and rewrite them I will send them out with um a revised list with suggested edits either from someone here or I'll do it based on what you're trying to describe to me and then you can just approve it then good question all right I mean I already modified some oh great thank you so just for starting points um if you liked question two please raise your hand three four of
241you oh wait question okay 1 2 3 four five six people liked question two there were a couple questions that just felt repeated and so that's why my hesitation so I was just kind of going through there yep um did anyone like three no question four no oh four I'm sorry want four hi two two for question four question five 1 2 3 4 5 okay so initially in that category question two and question five would be in round one and some of these if you'd prefer to use them for round two you can we have to use two here okay right perfect time so I'm okay okay so two and five two and five right now look like they'll be in round one I will bring a list of suggest questions for round two
242to the round one interviews and when round one is done and you've chosen who to move on and I've called them I'm going to come back and say okay here is a list of maybe 10 round two questions or I'll give you 20 but we got to narrow it down and those will include some scenario questions that are more indepth um fewer questions in round two is a good idea do you have a question Taylor yeah if there's a question that I that wasn't in here in one of these sections that maybe pertain to that I thought we should take a look at sure do I do that before we start voting or is it one that you can identify by number there's one on the this next section um that there's number 107 in
243the okay list that would be important it's page 33 Okay [Music] um I don't know how to describe it without using but I I like 107 we just I don't think there's anything like that in the the rest of the questions and it might even fit under another category but it probably fits under the second category at the bottom of this page so if we add 107 here we have six through 11 and 107 so please do read that I'll try to say please choose to I know you and we could do three from this category if you want if there's that much interest in those so 107 has been added all right so if you uh would like to ask six as one of your top couple questions I would but I would modify
244it so okay I see one how about seven 1 2 3 four five for question seven question eight no one question nine no one 10 no one 11 1 2 3 4 5 and seven winner winner that's great okay so I think we will ask most likely question 7 question 11 and question 107 okay good thank you all right the next category top of that page um questions 12 through 15 perhaps two of these we'll see where you land how many you like to question 12 okay 1 2 3 4 5 6 another seven Great 3 4 5 6 7 went from 0 to 7 13 zero 14 14 I would like to modify okay modify um I'm trying to think if there's a way for you to let the group know how to modify
245it so they could choose whether to include that or not you pass it around would that be okay yeah I think I'm okay with can can we can we ask about the next one too just see if that okay and 15 15 anyone really like 15 okay so it sounds like 12 and then maybe AB hake's modified question 14 and we'll let you all take a look at it okay so this is the whole question just the whole question I took from this okay that's so this is the okay yes well I mean if we're sort of all it's going to be some variation of 14 yep so do we have to yeah that's fine I'm okay with all right some variation of 14 modified per obdi H okay uh the next group if we
246had two in here 16 to 19 how many I liked 16 2 3 1 2 3 question 17 1 2 3 4 18 1 2 3 4 19 okay so um 17 for sure and then uh 18 had one more vote than 16 so it's very close 18 and 16 are very close I'm fine with going to 18 okay 18 okay you were a 16 vote I was a 16 vote so 17 and 18 in this category oh good okay the next category well I'm not I'm not going to but is this the only question so far that we have that relates to that latter part of the question 17 no 16 16 um yeah I could weave that word into 17 or 18 okay I just feel like we don't have a lot of
247questions the end of 18 18 would go really well the last thank you thank you 19 does that make sense beginning where like with what okay thank you thank you I got take this okay and put it at the ah thank you got it well done okay uh the next category that was a 20 and 21 um I'd like to just choose one here perhaps uh these are coming from stakeholder comments 20 how many hold hold on give me a second 20 2 one here one I'm sorry do I get to advocate for number 20 sorry are you as have you done the polling I asked for a little extra time yeah absolutely if you like good advocate for it or reward it that's fine you can reward it in an email to me if
248something I'm supporting 20 I like 202 okay how many like 20 all right that means nobody cares for 21 as much so it's not I don't care about it care as much yeah no I'm careful with that so the next one also the rest of these are coming from the stakeholder summary report and so we're weaving them in because of what we heard there um here I think one of these four questions in round one if you like one we could do one in round two also so I would like to modify number 22 22 okay but I want to modify it significantly are you rewri I know already did you rewrite it no but I think I just make it beautiful I appreciate that I really do so we'll take a vote momentarily and
249then we'll see if um if the winner is 22 then Abe's edits can be incorporated how many did like 22 knowing that it might be modified per his idea two okay two or three how about 23 didn't resonate with one for 23 24 none 25 can I open two um I'm switching to 25 okay so then 25 is a is clear winner four over two can we go with 25 abim are you okay with that if you'd like to send me your modified question for 22 I'll include it in my proposed round two questions so we'll still have it in there it'll just be possibly second round okay can we can we combine those yeah so the if we did sort of the tell us about and then like and and what is your vision
250see okay it's a lot for somebody to ask in one question but if you could really number 25 is super important you could still I mean because I think this I think this is what people are are saying is important about 25 can we add it together second round interview though I feel like number 22 really fits in the second round interview where okay that good hold on to it I hear you for a second round interview no no no no you hold on to it is that what you're saying I would I would prefer 22 to be in the second round I feel as though 25 is a super like I need to know the answer to that question in order for me to make a decision okay so 25 is in in round
251one uh now we're into the miscellanous categories so 26 27 and 28 are in the same vein are we ready to take a vote or do you want to think about it or do you have another one can I have I just have one question y as we get to the last couple categories um back to the original big old document page 30 I didn't notice any questions in these suggested that had to do with the third section on page 30 mhm would that be better for a second round interview anyway that's actually better for the first round I think unless you want to make it very specific for a second round and get really drilled down to how they see that coming to life in this District then you could some of these are
252not as deep as you could go in round two um because I think it would be important that LE one the one that's this question I don't know which one I have 17 through yeah you didn't have a question from that one uh not right off the top of my head I just I mean I there were two that I had marked at one point no no there's more than that I marked five but a long time ago but yeah know I had at some point I don't know where it is um I just I think I you know one one out of that if if we were just speaking in this area that um we've sometimes looked at this 24 I that one it's very Sim I think 21 is a little bit more
253is a little broader and so it may like the answer to 24 may come come up in 2 I guess for me this section wasn't as important I think maybe as a someone who's new yeah that's I mean I sort of I I sort of like 24 maybe for a round two question more than I like for round I agree I think that topic is good 37's real similar and more in depth I like 37 I do like 37 yeah that's okay I'm going to make a note here 37 as a question mark possibly for round two I also highed 31 I did too but I figured we would just say that you could just tell them we would dictate some well that's why to a certain extent a broader question like 21 that is
254they're welcome to address that yes right so that would be so like I don't know do you want me to add 21 into round one not necessarily because I've taken a look at some of these other miscellaneous ones that came up from the stakeholders um I'm just saying that if we were going to ask a question about that particular category then I would say go iera and and and it could be relevant knowing that our candidate pool could include people that have not had to consider this in great detail I mean yeah I don't want to search for a particular answer and hear something that I want to hear I would rather hear yeah okay yeah so we're not adding that yet but we are adding 37 as a round two possibility yeah that's fine
255okay all right so the first area of miscellaneous 26 27 and 28 I'd like you to choose one of those that you may like and you don't have to ask it in round one it might be more appropriate in round two if you'd like to do that here's my problem with 26 there's a word in there at the very beginning that is defined differently across multiple stakeholding groups I think there's value I mean actually I would I like that question but I would I would eliminate the second sentence from that question or make it broader because I don't think it I think it the second second sentence from that communicate something that I don't think we're trying to communicate I think the first sentence is what's that although I might be I think the answer
256to number one would tell us sure you how they would to part one would tell us what we need to know about part two I'm willing to go with part one I'm not I don't like the second question of six but I kind of want to know what they think about that SEC or fourth to last word well I think we could ask that I'd be willing to like send a suggested modification about how do you think about mhm that word in this context that sounds good um so you will send me a suggested modification to 26 sure do we do we have a question like 28 anywhere because that seem to also get to one of our sort of core that could be a good round two question okay yeah that would be a
257really good round two question 28 yeah thank you okay in round one so you'll choose between 26 and 27 and 26 will be modified by Sarah and email to me I think did be say 27 I have no I just said you have to vote between the two yeah I think we're good with 26 but okay so no one's like 27 has to be asked okay so 0 for 27 7 for 26 pending Sarah's edits right okay thank you for that all right the next category head two 29 and I think that knowing what I know about our like the education system I feel like 30 is a more answerable question than 29 you think these are round one or round two questions I mean there's so I mean they're important and things key things
258but I feel like they they get into some really specifics that feel more like around two and I was going to say like 29 I was okay with but I was like almost you could like cross out that first sentence and just make it about you know like other than this you know and that's because to me I'm sort of interested in that component too but I don't do you want to keep 29 as a round two question but send me some suggestions to reward it and I'll include it in my possibilities for round two no no you're like or 30 no what I don't like both you don't like either of them okay but to the point that what's that def I don't know but we're not piing either one for right now I
259think is what we're saying right ask one about that area you don't have to ask about it in round one by any means it just rose up in the stakeholder report as an an area so and when and we will talk about round two questions after round one after round one so can we just leave that on the yeah possibility list Colin if you want to look at modifying it then we can then we can decide okay so 20 question 29 might be around two edited per column perhaps sure okay but I yeah I would just I think 30 is a better Direction I actually like 29 better personally but I have to see the modified version 29 I this is approach 29 I don't not supposed to really get into detail that's what I'm
260saying and i' say anybody can after modification join that yeah I have an idea let's think about that okay all right so neither of those for round one um 31 to 33 Okay well based on just Community feedback I feel like 33 is what the community really wants us to ask um although I would like to know the answer for number 31 mhm mhm would you like to ask 33 in the first round and the 31's stickier one for round two possibly it's up to [Music] you just feel like they're asking two different things can we add so we have a question so we have a question that's similar to 33 and 107 that we've added it's not exact L but it it speaks to some stuff there too so do we need to number
261107 107 that we just added oh okay oh it's similar to 33 not precisely precisely right right is there any sort of do we cross out 33 we sort of ask 107 or do we I mean they're two different questions like substantively but they're but they have no I get it I get it but they're I mean the answers are different I think yeah didn't seem like we'd want to ask that in both round like that same question in the first round would be if we did something like 33 we went or whatever we were asking I can't remember 107 being asked we can combine 33 and [Music] 107 I think 10 107 is in round one at this point so 33 is potential for for round two but I think 31 is a super
262important question that we need to ask okay is that better to ask in round one um no I think it can be a round two question but it's I think it's super important to ask I think it's important we should ask it for round one if if that's well unless I mean we could vote on this one so 31 32 or 33 if we're looking for something in the first round how many like 31 for the first round for the first yeah I can be we're only picking one for the F and then 33 would be okay so 31 is in for round one 33 that's round two I thought we decided potential potential 33 in round two okay all right we're getting close finish line is in sight all right so the next category
263is actually truly miscellaneous um you don't have to choose any of these because they weren't specifically called out by your stakeholders however if you want them in here absolutely does anyone really like 34 I love it but wait I can only pick one these are all kind of they're catch all you can pick two how about two out of this one two so I'm seeing 34 one two three one 2 three four five okay five or six okay so 34 is in 34 is in round one um 35 I see one 36 no one on 36 one one 34 was the only one that got a lot of votes so 34 let mean I don't mind 37 if we get to have two I think it's kind of a a real basic cheesy question I
264don't I don't know that we have to ask it but it could be it could be enlightening let's see how many we have right now how's that I'll go back you mean number 34 no 37 37 I I just think like you never know what you might get but I don't know that's a good question to ask the focus I don't remember having was 11 um 12 I have 14 right now and 15 if we add 37 15 yeah don't ask 30 don't wait don't add 37 so I think we're at 14 but I'm going to review the list to make sure that our lists are all the same that was a lot so please correct me if I'm wrong we're talking round one okay that's what we're talking at least at this point question
265two well question one sorry so we're going to be at 15 question [Applause] 12 okay 12 with medication I have 14 yep 14 with modification per Obe so 12 and then 14 with ob is going is going to send me some changes 18 with that phrase at the end added to 18 from 16 okay so 17 and 18 uh 26 with edits coming from Sarah 34 and 38 okay so that's probably more than 15 now let me count 1 2 3 4 5 6 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 16 is a lot if you want to do a 1 hour interview but I've had boards do 18 in one round and it's fine they just have to manage their time and be um succinct
266anyone who's really long-winded will run out of time with 16 questions and that might be okay or we could go an hour and 15 minutes for every interview like 16 is too long there too much to get to any dep do we so do we is this a thing where we need to decide right now 16 or 15 or 14 I could bring back the list on the 21st yeah for one more go around with the [Music] modifications right CU we haven't we didn't do this and this was really important to stakeholders we don't have any question so if you go to page 34 what's a question number that so it starts at so we have two interview I mean we have a second interview I'm just saying I want to make sure that we
267remember that our stakeholders told us that that keep this category oh okay so by the 21st we're going to do we going to keep this bar or do we have to give these back to you you can keep them if you absolutely guarantee they're not going to somehow get leaked I have people who will take them back and shred them to avoid that if you pinky swear yeah I mean yeah that way maybe we can on the 21st when down a little bit more yes and I will email those to board members before that night just to ensure you have some time to look at it kind of like I did with these um I keep losing my timeline important questions I'm getting Punchy I get up at o00 uh day all right um please
268take a look through all of the questions the 25 that were submitted by people relative to the Q&A session and let me know or bring your thoughts on the 21st to what you want if any of those otherwise I think that's it for now and I'll be working with Rachel on some things for the stakeholder input for the community interview we'll have to pick a date for that and I'll need to make sure candidates are aware of it and I need to put it on the timeline and then the other thing the whole technology piece about EMD form we'll talk how that works I don't know how to do that okay thank you for your help on that thank you also for your help finding the stakeholder groups and having people submit their names so
269appreciate it anything else you need from me relative to the superintendent search we know how to reach out to you if there's anything else anything pertaining to anything that was brought up tonight otherwise I'm appreciative of your extra time I'm appreciative of all of our board members extra time I know that we have people have kids that are in better way and things like that and and I do want to acknowledge that and thank you everybody for all that extra time so if there's nothing else I yeah the staff and staff oh sorry and staff as well thank you very much for being here and for contributing in the ways that you did all right with that I'll take a motion to seconded Second by Sarah all in favor say hi any post all right