001relationship one is really important again it does happen but not very often any questions on that okay common interview mistakes I'm going to go over just for a moment you will not make these um you have very clear selection criteria you know exactly what you're looking for you have received very clear instructions from your stakeholders with what was it 400 and some people responded to your survey so you know what you're looking for that's great it is a two-way street so please try to make a good impression on these candidates they're interviewing you as much as you are interviewing them occasionally a candidate does turn down a second interview or even a job if they get bad vibes from a school board during the interview process so make a good impression if you can not
002going to worry about three not going to worry about four you know this is a big picture you're hiring someone for probably a two or a threee contract but it's big picture don't get too immersed in the details there um why do they want the job this this all goes to interview questions uh one way street we talked okay number eight incomplete notes is a mistake because you're going to have a lot of information coming at you and it's hard to remember everything um when you for example are reviewing the applications it's going to feel like a lot and I suggest when you review the applications you don't have to look at every single thing in their packet the big stuff will give you a sense of if you want to interview them or not
003their cover letter their resume their answers to the questions that you're asking in your application their letters of recommendation those tend to be the big four five things maybe their work history but you shouldn't need to delve down into the details of their transcripts and their license and all of that kind of stuff um but you do want to jot down things about each person so you remember them because if you do get 10 or 15 applications you forget who you've looked at so take notes however take notes very carefully because if you write down something that is a protected class your notes are subject to a data request and they're going to go on file with your HR team according to your data retention policies same thing with the interviews take notes during the
004interviews please don't write down something that is um a protected category just because that's how you're going to read remember them and I'll give you a really faci example but when you interview people and you want to remember who's who if you interview six people you're going to be tired that's a lot of people don't write down um old white guy or um crucifix necklace or something that is a protected class just take very appropriate and professional notes and you won't get in any trouble uh that's it you don't have to rush this decision if you have to call a recess while you're deliberating because you're tired and you want to come back the next day you can do that you don't have to rush to a decision and don't accept the wrong fit um
005we would be happy to do another search next year for free you do have the luxury of time this year as I've mentioned I think a couple times um you still could extend the deadline if you don't like the pool that you see when it closes we'll change the timeline open it up for another two weeks maybe you'll get more people and if it doesn't happen we'll get you an interim and then we'll redo the search again next year no additional charge and then the last thing is please um make sure that you do check your bias at the door and I'm going to talk about bias just for a moment unless there's questions on the mistakes I'll give you five seconds any questions on these you go okay great thank you next page is
006the bias and this I think is in your abbreviated packet um there's nothing wrong with bias because everybody has them um what it means is that when you see people you make an assumption about them based on what you see or what you hear you just automatically make some assumptions you cannot exist as a human being without having bias it's a very natural thing to have what we want to be careful of though is allowing your bias to affect the decision you make for the district and I'll give you a couple examples of times that it that it did affect the decision so these are true stories but there was a board unnamed Northern Minnesota a couple years ago that had two finalists and the finalists were both incredibly qualified people one was a man
007one was a woman and the interviews went great they had tremendous answers they were both very strong during the deliberations the board was talking about the candidates trying to figure out who to make an offer to and a board member said you know what I thought John had a really strong personality he was very direct he said what he thought I think he'd be a great fit in our community just head nodding around and then they eventually got to the second candidate who was a woman and I swear the exact same board member said you know Jane has a really strong personality she's very direct and I just don't think she's going to fit in in this community so I want you to tell me and I can't see you but someone tell me what
008kind of bias that was gender bias gender bias thank you very much that individual had a bias to a strong man with a direct opinion and whatever had a had leadership qualities a strong woman with a direct communication style was not good so without question the exact same observation was good for the man and bad for the woman and so that is something you want to be super careful of you're looking for the best person for the job um the other one that happened was um age so there were three finalists actually but one finalist was probably in their 50s um and the other two finalists probably in their 30s or 40s and during deliberations they were talking about how important it was to be on social media and get the message out and make
009sure that you have a Twitter account and this you know everything was so important and people said I'm pretty sure that Arnold Arnold does not have the Savvy technologically that I know Ben does and so gosh I'm leaning toward Ben and everyone's agreeing with it and nodding and luckily they didn't make the actual decision on that because what happened is we found out Ben refuses to use social media there was he did not have a presence and Arnold who was in his mid-50s was a mad Tweeter he tweeted every day like six times and so the Assumption about Technology based on age would have really hurt that search if they made a decision based on that so age is also big the last one is geography and I think this is going to be applicable
010in Albert Lee um there is some bias in the Metro against Greater Minnesota and there is bias in Greater Minnesota against the Metro so I just want to ask folks to keep in mind that we're talking about individuals and we're going to want to get to who they are as a leader in the interviews and not make assumptions about who they might be based upon what district they work in but I know that that in albertly is going to be something that we're sensitive to um we just always want to be careful that we're not assuming something about them Without Really Trying to find out who they are so we can ask questions to try and find out who they are to uncover concerns you might have but the geography bias does rear its head
011and the last one is it's a hard word to say familiarity the bias of being familiar with someone this comes into play most often with internal candidates sometimes it's the very best thing for an internal candidate that you know them and sometimes it's the very worst thing for an internal candidate that you know them um so a double-edged sword same thing with people in neighboring districts you have administrators all around you in South Central Minnesota and so some of those people might be in your pool and you might know things about them good or bad so trying to set that aside is tricky because there's going to be people that you probably know and people that you have no idea who they are and trying to find a middle ground on that that's objective and
012fair can be tricky so if nothing else pay attention to your bias about who you know and don't know but because it's human nature I'm never going to say that don't trust your gut because you should trust your gut just be aware that you have some stereotypes that exist in your head and we want to be as clear of those as possible that's all I'll say any questions about that okay then on to deliberation scenarios um these may or may not happen and I'm not going to go through each of them in depth but I will tell you deliberations can get sticky one if you have a great pool and you just can't agree on who to move forward because everybody was great or in the last round maybe two out of the three were
013great and you're split with who you want to hire it can get um people can get very stubborn and refuse to compromise or not listen anymore openly to what someone else might be saying you will feel differently about candidates because of your own life experiences correct you all you grew up differently you have different occupations your family backgrounds are different all of your life experiences will help you make these decisions based on your own individual lens just keep in mind that every single board member feels the same way so if you are deadlocked between two people for example there's a couple of things I would say that you should do and I'll I'll be there for your interviews so I can help you too but if you're deadlocked let it kind of ferment for a
014while to see if anybody moves and if not we're going to go back to that leadership profile and maybe even score the two candidates on your leadership profile we're going to pull out the stakeholder report and score them based on what the stakeholder said was important so you can actually kind of quantitatively try to break a tie you also could um take a break you know I said we don't want you to be tired if this goes late I had boards go to one or two in the morning sometimes and still couldn't decide so they just called a recess till the next day came back at four o'clock the next day or whenever people could make it and within 10 minutes they knew who they wanted to hire so you can always call a recess
015the second one um where comments are becoming personal from board members to one another remember you're doing this in the public people are listening and you are role models and people are going to write down what you say about these candidates so we ask you to please try to speak positively about them even if you don't want to hire them we don't want to do any mudslinging in a public meeting because that will get back to a candidate and sometimes it can actually affect their career prospects so we don't want you to do that nor do we want you um between yourselves sort of devolving into an argument about who's who's right this is a time where you call a recess during the meeting call a 10-minute recess get up go out get a fresh
016fresh air get a drink cool off come back see how it goes so call a recess if you need to the last one is about rumors you are going to be lobbied and I'm I'm not exaggerating when I say that when you have candidates announced and you've interviewed them people will Lobby you for and against pretty much everybody including these social media sweeps now we do social media sweeps on everybody and if there's something questionable we investigate it sometimes there's absolutely no basis to the social media information so we still recommend them however you will be told by people boy I Googled them and you wouldn't believe what I learned and how in the world did you choose them well you have to trust the process but also you're going to have to have thick
017skin um people want to tell you you what to do so just thank people but do not under any circumstances as board members share a rumor in an open meeting about a candidate if you are shared if you get information that you think is credible um a pending lawsuit or something something whatever please call me immediately and let me know and we will look into it for you if it's factual yes you could share that in the meeting but if it's hearsay don't do that because you're opening up the district to some liability um defaming someone's character or career in an open meeting so be super careful with hearsay I'm talking a lot normally I ask you to talk as well but I know it's late and you're tired but are there any questions on
018the deliberation scenarios going l no ma'am okay so the next page excuse me is um I'm going to skip all of the and you do not have these in your packet but they are available to you if you want to look through these seven pages to see if there are questions you really like some of them are really good in here however we've suggested questions for you that are customized based on your stakeholder survey and your your leadership profile so if you want to look at this later and pick questions or if you already did and have some favorite questions um let me know and we can certainly talk about them later tonight when we do questions this is in your packet the candidate will ask you questions if they leave enough time we're going
019to do one hour interviews um depends how many questions you have but I'm going to be there holding up signs that say you know 30 minutes left and 10 minutes left we want them to stagger their responses so they get done with the interview and hopefully have chance to ask you questions if they have time to ask you questions please don't make Dave answer all the questions we want every board member to answer if possible now that doesn't mean every question needs all of you to answer because then we'll run out of time but look at these questions here these are some typical ones people are asking but candidates are getting more and more Savvy all the time they're trying to figure out who you are they're trying to figure out what makes you tick
020because they want to know if they want to work for you or not so think about the things you're most passionate about and if they ask a question about the Strategic plan volunteer to answer that one you you know Dave's going to say hey that's a great question who wants to answer that one and hopefully at least two of you will answer it kind of try to build on each other because they like to watch you interact with one another they want to see how you work together as a board so answer questions if it's a question about um I don't know what are you most proud of that's really fun to answer um but if you're really into a curriculum and they ask a curriculum question feel free to answer that the only thing
021I will tell you is that I've seen um candidates ask a question that in hindsight is a trick question okay so as you know our governance model is the board governs and the superintendent manages and that works really well as a team you all have kind of your Lane right I've seen a couple candidates ask a question that is very very detailed and very management oriented and they want to see if the board tries to answer it or not and if the board actually answers it if someone or two people on the board actually answer it and they know the answer that can actually give that candidate pause because they might think that you are then a micromanaging board and they want to have the autonomy to run the district based upon what you tell
022them to do so the question might be something a really complicated question about Finance you don't have to have the answers to those questions you should feel comfortable saying you know we trust our finance department to handle that that bring information to us as a board we take a look at it and we make decisions based on their recommendations and what we feel is best but we don't really know that stuff that's really down in the weeks so I just want to caution you that if someone asks a really detailed question it might be a good idea not to answer it if you truly don't you know don't fake your way through it and if all seven members know everything about Finance those candidates will probably not accept an offer they're going to want to
023know that you stay out of the weave but something learned at a different District all right just about done here reference check I know we've talked about this and I don't have my notes but we would like someone on the board to make a couple reference check calls between round one and round two can you remind me who volunteered for that does anybody remember I believe I probably did yeah I think it was Dave yep Dave okay so um I have two or three Pages kind of similar to this that I will give to Dave when he starts making reference calls um between round one and round two um the gist of it is you'll be surprised what people will tell you as a board member versus what they'll tell the search firm they're generally
024pretty guarded with us about what they say plus we're limited to the references that are listed on the application because the names aren't public yet by now everything is I out in the open Dave could call whoever he wants to and ask anything so they'll tell you a lot of stuff that will help you decide if you've got the right people in round two or not and then this page is about um deliberating in public I already talked about it so I won't hammer it home speaking though please try to speak positively of these people not every state forces people to interview for this job in public many states um do allow all of this to be done in Clos session so until you announce the candidate nobody know who's applied but in Minnesota they've
025put themselves out there they're in the public their own District knows they're interested in albertly area and it's not easy for them so we do ask you to please treat them with um the same care that you would like to get which is don't criticize their performance don't point out things that they didn't do very well try to focus on the positive but ultimately you're going to have people rising to the top and remember that not everybody interviews great they might be really nervous but they might be a stellar candidate keep looking at those application materials don't dismiss them them if they blow the interview because they still might be really good and they might do much better in the second round but deliberating in public is important I think to keep in mind again
026and you're doing your round two interviews um in the evening at four o'clock so you'll be deliberating that night there might be a lot of people listening so keep this in mind and please just um do your best to keep it positive that's it other than the superintendent contract and I know we did talk about it and I believe you have someone on behalf of the board negotiating with this person if you do end up making an offer yeah a board designity begins negotiations on April 1 that also was dav's board chair wasn't it yeah yes have you been talking about a model contractor coming up in um you know working I think with Ashley your HR or your attorney with a contract you're going to be ready to roll out on April 1 not
027yet no that might be something you want to do um in the month of March to make sure that you hammer out some kind of model contract that either it's based on your old contract or our model contract and then you need to bring it back to the full board to look at it to see if there's agreement on kind of the guard rails as far as dollars and benefits that you're in um for your starting point because obviously negotiations are negotiations but the board should approve the starting point for Dave to be able to immediately in April 1st email a contract to your selected finalists and start talking um you have six days April 7th you're hoping to approve a contract if all goes well but that means that he's going to have to
028have the board's approval on kind of those parameters that you want to put on the contract so try and do that maybe in in March if you could so that that's then a um a a board agenda item then that we go through yep I would put it on there you know I I'd probably try and come up with one day um I don't know if you have a negotiations committee or if it' be you and Ashley and your Council coming up with a contract and then you bring it back to the full board in an open meeting to talk about kind of where are you in terms of the starting spot okay if you want it in the consent agenda some boards do that they're just very comfortable reading the consent agenda and if
029they want to pull it out for discussion they can um it really depends on what the board wants to do okay all right thanks okay that's all I have for interview training I went through it qu pretty quick I know you're tired but are there any questions on the interview training packet no there isn't nope Mary Joe did you oh she looks good we're good yes all right so we're really close now the other thing I want to do is have you take a look at these um these are the draft interview schedules for round one and round two um um this is holding places for six people you might end up with three that you're interested in you might end up with eight that you're interested in six is a good number and it
030is a lot you're doing them all in one day but this is just a placeholder does this schedule still look okay for everybody we'd start at 9:00 a.m. on a Wednesday I've got some housekeeping to go over with the board I want to review the EMD form which is your scoring that you're going to use for each candidate there 1 hour interviews 15 minute breaks between each interview and then a half hour for lunch at 12:45 and then maybe three more and then a half hour break for us to tally all of your ratings and scores and then by 5:15 you'll be deliberating on who should come back for round two is this good yep perfect where will the interviews be held I need to fill in that yellow to be determined interviews will be
031held in the boardroom oh wait yeah that's where we do them yeah yep what's the room 109 so what would be the phrase in room 109 of the district office or what high school Brookside Brookside education center room Brookside right is that what we call okay so interviews will be held in um at Brookside Education Center in room 109 and are open to the public sound right yep what about um live streaming I put it in here in italics because I want to ask you for sure whether or not you want to live stream interview we don't have that capability at this time okay should I take that sentence off or do you want me to leave it on there and just remove the italics should I just take it off sorry I'm yep I
032I don't want any employers getting mad at us with employees watching during the the day just kidding yeah take that off we don't have that capability okay and even if you did have the capability I would recommend you not live stream because honestly the people who interviewed later in the day have a big Advantage they watch the first two or three interviews write down every question they come in it's true I don't like liveing the interviews I don't think it's fair to the candidates but I will completely remove the sentence that is in italics okay the next page is round two here we are on Monday March 31st beginning at 4 o'clock I won't have any housekeeping items for you so we can start the interview right away at 4:05 sometimes the candidate is very
033succinct and they get done in less than an hour so that's why those little Asters are there for both round one and round two we can start sooner because times are approximate um if a candidate is there and they're willing to start a little early this is not written in stone okay so there's some flexibility here if people go too short and we can move along a little more quickly so I like that flexibility for you I'll do the same thing at the bottom all interviews will be held at the Brookside Education Center in room 10 109 correct and are open to the public and remove that sentence this is holding three spots you might only have two you might have three or four it just depends the one thing to keep in mind is
034that um by the end of March some candidates will be in a couple of different pools not always but sometimes so it can be helpful to have three people in round two because occasionally one of them drops out between round one and round two and you've got um March 26 to you have five days so you have five days between choosing your finalist for round two and actually interviewing them and in those five days maybe someone takes another job so if you have three people at least you're left with two the risk of having two people is you end up with one candidate to interview in the second round doesn't always happen but when it does it's kind of disappointing that you only interview one person so we do say three if you find good
035three if you don't find good three then don't interview them on this day we'd recommend tours be given of the district I'm assuming that's something that would interest the board and we probably talked a little bit about it already who would I work with in the district to arrange those tours this is again done by the district but I have samples of all kinds of different ways to structure candidate tours would I send those to Darcy and Copy Dave I think that's a goodidea that's I was saying y you want tours then I think that's great yes correct yep yep want to give some thought to who are the hosts for the tours and I'll just tell you briefly what your choices are um usually the building administrators give the tours in their own building
036but a host accompan is the candidate from building to building if it's an adult they usually ride with the person it's a Community member or a chamber person or a former School Board member that is the host and they just kind of drive them around um sometimes districts don't want that and they want a district transp ation so a van and a district driver to take them around from school to school to school that is required if you have students serving as hosts and there are some districts that invite you know two students per candidate to be their host so four to six students could be invited to accompany your finalists on March 31st from building the building to building but then they definitely need to have a district driver and a van or a
037um something to think about you don't have to today but you will need to decide at our next meeting on March 18th any initial thoughts of it or yes NOS on any of the who gives tours kind of thing no initial thoughts so I like the student involvement I'm just gonna say that I think it's a great IDE through student council and districts that have had students serve as the hosts have had really great feedback from candidates because the candidates get to ask and usually it's seniors Juniors or seniors um and sometimes it's the principal that chooses who gets to be a host because it's kind of that again who do you pick to do it but sometimes the students that are doing it give the candidate a glimpse into student life that they get
038to a company for like you know two three hours that day and it brings a new energy to their interview interview so students are great if you can pull it off if not you'll want to figure out who can host them um and we'll talk about that on the 18th okay tour H all right that is it for interview schedule I will make those notes and I am done with that I'm also done screen sharing thank goodness so now I can see your faces again where are you here we go okay we are at the last part of the meeting so um Norma if you could please distribute the draft proposed interview questions to each board member that would be great thank you thanks I did email this to U Mary Joel so she's got
039it as well um so I'm going to tell you what we'll do with this if you give me just a second so this is simply a list of proposed questions we crafted these based on what we know about Albert the opening question is kind of a standard one and then it's broken out by your leadership profile and feedback from your stakeholders so one of the things I'm going to do first is ask you to take five or 10 minutes where each of you individually pick the questions you like and then I'm going to do a quick tally it doesn't mean that's what we're going to use but we usually recommend question one and then for instance in the next category there are five questions and I've suggested you could each pick two of those five
040you don't have to you can pick one or none but please don't pick more than two next category please pick two next category pick two so it's it's time to do some individual reflection on what questions you like at the end question 28 is a question that you ask me to Circle back to after the planning meeting remember that list of questions you talked about and you chose some for the application there was a question in there and it is question 28 but we edited it and we added some things and you said please bring this back for interviews whether it's qu round one or round two I don't care and then question 29 is also the pretty standard question I'd encourage you to use 29 and then the final page there are six questions
041where maybe one of those or two of those could be used so this is simply a tally to start with and then we're going to talk about them but we're not going to talk about them using the language of the questions I'm assuming there's still people in the audience and we want to be very careful with the confidentiality of these questions that's why Norma is going to collect these from the board members after we're done and shred them right after the meeting and that's why Mary Joe is going to delete them from her computer so we're going to talk by number question two question five question 12 and it's frustrating but it's it's important that people don't get a heads up about what the questions are any questions before we stop I'm going to give
042you at least five minutes to do your selections of these questions and if there is three in one area we wanted instead of one or two we could choose three correct I'd rather you not because I want you to winnow it down and if if you do what I've asked here let's see that's one two three four five 6 S 8 n 10 11 12 13 14 you would have 14 questions if you only picked what I suggested but what a lot of boards end up doing is combining questions because a lot of people liked question eight and a lot like question nine and we merge them together into one question we can do that too give it it give it your best shot I'm going to log off for less than five minutes and
043you let me know when you're ready to take a tally e e e I don't want to make any assumptions but let me know if you're ready to go through and take a tally I can wait we're ready Barb go ahead okay thank you so how many how many board members are still in here five uh yeah we have yep yep okay we have our all I'm do at first is just ask for a show of hands and I'll do a quick count and then I'm just going to jot it down and then we'll Circle back okay so for now it's just a count is everybody okay with question one yeah okay yep all right we're gonna ask that one so now questions two through six I'd like you to choose two one or two
044how many of you had question two in your top two zero question three one two two had question three four three three people question five zero question six five all right winner winner chicken dinner there okay the next one we had choose two out of questions 7 through 11 how many had question seven in your top two three question eight one question nine three question 10 two and question 11 one all right next category 12 through 16 you could pick two how many had question 12 one question 13 one two 14 two 15 three okay 15 two for 15 and 16 two that's a close one all right the next category you got to choose two of 17 to 22 how many has 17 in your favorites one two three 18 1 two uh 20
045zero zero you run out of four chose 22 okay that works next category 23 to 27 you can pick two how many had 23 in your top two 1 24 3 25 3 26 two 27 one all right um question 28 how many would like to ask that in round one because we could always use it in round two as well or do you not want to ask how many liked question 28 I guess I should just say generally three four five okay five okay so 28 we'll come back and decide whether it goes in round one or round two in just a minute is question 29 okay with everybody y got it thank you and then the last page about stakeholder input questions one through six they're sort of similar to some other questions
046based on your leadership profile so I didn't want to have too many of the same question but if you could pick one how many picked question one no one question two one question three no one question four one two question five one two three and question six no one okay so go back to the front page if you would please this is what I'm seeing and you can always edit whatever but on the first category question six appears to be universally light um three and four are very close is there anyone who'd like to make a case for number four or for number three or is there anyone who wants to Wordsmith it or work with me after the meeting to Wordsmith it I like I liked four because it had ethic it had certain
047words in it and it talked about strategies and you know I was a number four person but number three is I mean anytime you can give provide an example yeah is maybe more robust response we'll get too so yeah the process that's what I walk us to the process just a little more individualized I could incorporate the word into the word strategies into the end of the question in three that' be okay and what strategies did you use yes if I put that in there does that make question three better Yes sounds good okay so question three and what strategies did you use or something like that okay so questions three and six and I think those are different enough where someone's not going to give you the same answer for both because I do
048want to be careful not to ask the same thing and get the same answer this is meant to really help you figure out what you want to um get from them the next category you were really evenly split between questions s and 11 it's seven and nine got three votes each if we use seven and nine is that okay or does someone want to advocate for question 10 got two I'd be okay with s and n and I was a tener are other people okay with seven and nine yes okay I'm going to circle seven and nine and those also I think are different enough um yeah okay and and remember that we could use these for round two if you want also so I've got question one 3 six seven and nine so far
049this next category you were very very evenly divided the only one that had more than two votes was question um boy it's tough when there's not a clear winner does anyone have a suggestion of which question or questions to use or combining them so that everybody's happy and remember the question on the very back page is real similar to this category and on that page I would say question five on the very last page had the most votes there were three people that chose that one how about 14 since I got three votes can we comfortably ask 14 yeah okay so I got three votes that's more than half of you and then if you look back at question question five on the last page is that enough or do you want to weave in
050something from 12 13 15 or 16 well I I'm concerned that we don't have a diversity related question so I'm yeah I I want to retain 16 just because I don't know if we have any other questions that speak to that and with a 50 almost 50% ethnic diversity within our student body and I just you know I think that's our opportunity uh with that with I'm fine with that I had voted for 12 and 15 but I'm fine with 14 and 16 there really weren't any questions I didn't like no okay Mary Joe you too okay so 16 14 and 16 we will ask um the next one 22 had four votes so I'd say we should include 22 do you feel like we should ask another one that's more specific to like 17
051got three votes if you feel 17 got three votes and 22 got four if you feel 17 and 22 are different enough we could ask both of those or do you think they're too similar and you'd only get the same answer from somebody I think 18's closer to uh 22 but I I don't know either one of those I just that's what we're seeing as you know the financial challenges so Barb how many were for 17 three wa yeah I think 17 is and you're asking someone in 17 to hypothesize a little bit about what they might do because of all these things that could happen but you could then perhaps get to the Visionary thing that your students were looking for or the creativity to see if they come up with some out of
052the box thinking in terms of 17 yeah I like 17 okay so if we have 17 and 20 we're good okay okay 17 and 22 it is um and then the next category 23 to 27 it's kind of a dead heat 24 and 25 had three each and 26 had two so we could ask one question or we could ask two I just don't want to ask the same thing but this did come up pretty high with your stakeholder groups they rated this one pretty important I like 26 because it's Pro they need to provide an example yeah and I think there's a similarity between um 24 and 27 just a point could we word Smith 24 and add that section of measurement up from 25 put that sure uh combine 24 and 25 together
053yeah that's a good idea oh good idea okay let's combine 24 and 2 especially regarding that fourth word of measure and evaluate and I'll find a way to it probably won't be quite exactly worded the same but the context will be the same okay so 24 and 25 so is that enough of a question in that area versus trying to come up with another question for 20 for the category of that you know unless 26 comes with the example but I guess we could probably even add that into yep 24 25 26 is one I I mean I could try to do that it'd be a long question but these people will have a copy of the questions in front of them and I always tell them make sure you read the question and answer
054everything they're asking so it could be almost a three-part question if you want to include 26 up in that also if you're okay letting me do that I I like that because they that makes them think about it then and then how did they give us an example about it so it's not just talking about about it so the prime thing is the example but we'll combine 24 25 and 26 into one question it'll be a long question but people will have to be sure they answer it to your satisfaction okay see if they pay attention exactly exactly um question 28 was the one we talked about at the planning meeting this could be asked in the first round or you could save it for the second round and the way to think about questions
055is when you picked your application questions it was pretty Broad you know you just wanted some big picture ideas and you'll read their answers when you see the applications round one it's like a funnel starts to come down it's a little more specific round two is going to be even more specific and you're going to want more concrete examples even maybe some scenario questions of what they've done or what they would do so if you think of it that way do you feel like question 28 belongs in round one to help you decide who to bring back again or does it belong in round two to help you decide who to hire it's kind of like a proud parent everyone wants to talk about their kids so here's something you really did and I think
056you said that's broad you know maybe a project I was going to say the opposite that that's their time to when they're finalist finalist and really just shine then after we we started to drill down and then they can it would be a a finalist question to me it's my it's actually my question and uh I see it at potentially I think it's where you're going Kim as if there's a tiebreaker that question could help us discern who is the strongest of three candidates yeah am I hearing that that could be a round two question is everybody okay with 28 being in round two yeah that's what I'm suggesting was round two sounds good okay and I will bring you a list of proposed round two questions to think about at the end of March
05726th to select for March 31st and I will include this one in round two so that'll be in the list you see next time we're already using question 29 and the last page do you want to use question five that had three votes question four had two votes and question two had one vote May how about maybe that's a round one question what do you think I mean if we're giving them a the moment at the end to shine maybe that's a decider on what did you do in round one if it's coming I I don't know just was thinking as you said I thought hey kind of similar philosophy yeah Y at 8 o00 yeah it works for 8 o'clock at night barbett works for us to do that one I'm sorry I'm not
058clear on what you are you using questions one through six for round one or not I'm confused so we would want so on that back page um no number five we just talked about as a round one maybe as round one okay so use question five in round one and then we're saving question 28 or whatever it was for round two yes yes yep yep good okay I'm going to read these out loud one more time and if you have your notes in front of you please make sure I've got it right okay you have selected to ask questions one three and I'm going to add and what strategies did you use or something like that 1 three 6 7 22 24 25 26 that's going to be one question 29 and then five is
059that the same as your notes y y yep let me count 1 2 3 four five six seven8 9 10 11 12 that'll give you 12 questions for round one that's a nice number it's not too many and it's not too few um it should use up a good chunk of the hour but not all of it so they still have time to ask you questions as the last question so any final thoughts on this before I ask Norma to recollect these from you and Shred anybody okay a three-hour meeting well done it's a lot of work I appreciate you you uh hanging in there with me very much I will get the no I knew that one in the case I should let you know that I don't ask them in this order because
060they're grouped under you know um leadership profile they're too similar to one another to ask them back to back so I I kind of popcorn them up and I mix them up so we start with the easier questions the middle gets a little tougher the end we save the pretty tough questions for the end and then as a softball at the end as well so they won't be in this ordinance but I will do it the way that you've asked so thank you very much for that that is everything I had for you tonight um follow-up steps I'm going to send probably tomorrow or early next week the blurb to Darcy and Dave to let the groups you identified and were there 11 groups am I correct about that 11 or is it more to
061provide input in round two I think it was 11 11 11 11 yeah yep okay all right and so Dave you'll work with Darcy to be clear on which 11 groups those are to get the invite out but I'll get the blurb to you if not tomorrow Monday we do have time but 11 groups I'll get the blurb out I'll send a blurb to uh Darcy and Dave and copy Norma about getting the stakeholder report out to people and perhaps in an email blast in a press release etc etc I would also encourage them to include a link to the Q&A session about the albertly area search if you have not watched it as board members please do watch that um we've only had 23 views of the Q&A so I think being proactive and
062sending that out with the survey results would be good because people want to know what's going on transparency came up how many times in your survey hundreds of times and so being transparent with that Q&A I think is helpful but having only 23 people watch it so far is a little concerning that rumors might be out there supplanting the facts that are in the Q&A so that might be a good idea but please watch it if you haven't and then I'm done other than questions do you need anything more from me tonight anyone I think we feel good great thanks for hanging in there very great discussion on input in round two that's a tough conversation because there's always ripples from every decision you make so I appreciate you waiting to decide on committees or
063whatever you were going to do until after you saw that report um very much appreciated the the candid conversation all head so have a good night I will allow you to finish your business or adjourn the meeting whatever's next and I'll see you next time and please reach out stay in touch if you have questions about the process sounds great Barb thank you very much see you at Capital of the day any questions any other if not I'm not going to vote meeting's adjourned we're going bye bye see you our