001See a picture. >> She's going up. Looks like she's so >> Okay. before she really >> I don't know all them girls do the same >> I the only thing I can guess how they put them below the bend of knee so that when they slide they hit first but I don't know that for That's okay. >> All right. I think we are going to call the meeting order. We'll just start with our pledge to the flag of the United States of America and to the stands nationy for all. Welcome everybody. Um just would seek a motion for approval of the agenda. bills right now. >> No, we're gonna get >> All right. So, I think >> Yes, I just had a couple questions. I'm scrolling. I had it marked that I lost it. Um,
002Apple Inc. there's a $6,294 >> Chromebook is part of that. >> Chromebooks. >> Well, I should have figured I just was curious. I didn't. and then holdings. So that is our lease purchase. Um then we have purchase >> next year. [Music] >> Okay. The same question. >> Well, that just that jumps out to me. I don't want to assume I've heard all these like >> makes sense. >> I figured it had to be something like that because there >> sends those over and he tells us when they come. >> Last one I had was CDW government. So that was part of that enhancement grant also for the um >> Yes. Yeah. We've um one thing that Colt and I are working on and is putting together a rotation schedule so that we don't have everything
003all at once. Any other questions? [Music] No questions. We'll see. six. >> All right. So, that gets us to our first presentation. We have Miss Nancy Rogers. >> Yes. It's It's nice to be here again and to honor these people. So, I want to do a little bit of reading if you don't mind um for Typton Middle School first. So, this is you guys. Uh Typton Middle School, home of the Cardinals, has earned schoolwide tier one recognition, and they've worked really hard uh this year, this past year for positive behavior, intervention, and supports. Uh this distinction identifies Typton as an exe exemplary school in implementing tier one practices. So, I'm going to name some things that they have done. I won't read the whole thing, but name some things that they have done. their universal
004management strategies are designed to support all students while developing a common language and shared focus among staff, families, and community members. The tier one strategies are consistently and efficiently implemented across all settings, both classroom and non-classroom, example, cafeteria hallways, those hotspots. And these practices include teaching behaviors and social skills that lead to school. And I'm really proud of them because some people think that PBIS doesn't work in middle school and high school. And this next year he or this year he's invited the ninth grade in with it. So they're doing great. Uh providing frequent positive reinforcement for expected behaviors, consistently addressing social errors, and structuring teaching and learning environments to promote success for all. The universal level of support is designed to meet the needs of approximately 80% of those kiddos that walk through the
005door. Um Missouri has identified eight essential teaching and learning practices which comes down from Desi and um they have worked with those with their teachers as well. So I'm really proud of Typton Middle School. So, if you guys will come up and I have hand me that banner and the middle school one, >> come on up. And this is presented for um your recognition. And it has the stamp there. And here's your banner to hang up. >> They want to be like the elementary So, if we can get a picture a little bit later. Oh, right now we'll get a picture. >> Yeah. >> Hold on. Stay close because there's one behind. >> Thank you. Thank you guys. >> I thought Bridget was gonna like roll out that banner. a lot of work. >> Uh,
006the next one is Typton Elementary School. And is this your fourth year of getting gold? That's what I thought. Um, Typton Elementary School, home of the Cardinals, once again has achieved tier three gold status and has been recognized as an exemplary school for tiers one, two, and three. Uh this recognition highlights the school's ongoing success in implementing schoolwide positive behavior benefiting the entire school and community. Daily the team and staff uphold behavior expectations utilizing a behavior matrix that is shared among students, staff, and parents lesson plans specifically designed to teach these behaviors and reinforce the school's commitment to growth. Um they have done well. I have a dedicated staff and team at Typton Elementary that create a safe, respectful, and positive environment and sharing success for all students both academically and behaviorally. So, I want
007to congratulate you guys. So, come on up. And this is quite an honor to be the fourth year getting the gold status. So, >> Ash, I know. I actually >> Okay, thank you. Uhhuh. Thank you for your time and thank you for allowing us to come in and do the trainings with them. >> Yeah, absolutely. Thank you. >> That's awesome. Um, it looks like we have an introduction to Mr. Shannon Bates. >> Yeah, I would like to I've invited Shannon to come in tonight. I know some of you I know David was with us on the interview and I just wanted to let the rest of you kind of put a name and just come in and hit the ground running. Super busy. Um, we're just keeping him very receptive to just jumping in. Well,
008first of all, I'm thank you for hiring me. I mean, I am very welcome to be in this community and and helping out in this school. And like I said, my name is Shannon Bates and I met these two. And u like I said, I'm excited to be here. It's a fresh start. You know, where I come from, I came from a bigger school in Arkansas and I was a maintenance and custodial there. So, it's I'm really excited to new adventure and get in and I really wanted to to uh help this school grow. That's what I'm after and the safety of these kids. So, I was very welcome for being hired here. So, >> we appreciate you. >> Welcome attendant. >> Thank you. >> Also has a skill of scorekeeping scoreboard. >> I got
009a skill about a little of everything. Just about a little bit of everything. Okay. >> That's what they say at my other place. >> Yeah. >> So, >> well, thank you, Shann. >> Uhhuh. Thank you. Like I said, I appreciate it. >> Nothing but good about you. Appreciate your hard work. >> Uh-huh. Thank you. >> No. >> Thank you. >> Big Charles. >> All right. So that'll get us into the report section of the meeting. We will start with Dr. >> Yeah. Um so I'm always curious about student counts and so in my um board report I reported out like from 22 23 23 24 25 and then our end of the year sorry our beginning of the year uh student counts that we started this year when I took this uh kind of this
010data look it was we were at 552 after Labor Day. Sometimes kids come in, sometimes kids leave. You just never know. We got a record request on a student that has not come up yet. We got it today. So 552. We're up 28. Um so that's a good that's a good thing. Um we're a little tight in some of the classes, but they're figuring it out. We're getting it. We're getting it um all down. We are in the middle of or finishing up our audit. We had our last was our day that we had time with them like they think call or whatever but um we're on the tail end. They always ask for purchase orders and things like that for a little while and then hopefully we'll have it finished by the end of
011the month. >> Yeah, things are cooking and going well. Move into our administrators. Looks like Mr. Co Pepper is up first. >> All right. Um, so obviously our three-week grade check happened last Friday, so your guys's PDF doesn't have the grade data on there because that was from August. Um, but grade check came out last Friday. Grades look really good. 14 total kids in high school that have one F. Um, 13 in middle school. Overall number as far as year in, year out, um, look very good. a little bit better than last year. Last year was pretty good. Um those students that need help and want help, um we start we started our academic intervention this week. So any of the kids that want additional support, we have that support there for them on Tuesday
012and Thursdays if they choose to take that. Continuing to do what we do during the day with Mr. Corley and the library far as him pulling kids out that need additional support throughout the day. Um, sometimes we'll pull them from an elective course that they're doing well in, maybe PE or band or weights or art. Um, it's something that we use as a tool, but um, if the kids don't utilize their time whenever they get pulled out, we don't pull them. So, if a kid comes in there and they still don't do anything, well, we're not going to let them miss PE and not do the homework while they're in there. Um, but we will help kids whenever they need help. um and they actually want help and and you know we can use time
013to benefit them throughout the day. Um so grades look pretty good. Um electronic device policy just kind of an update on that. Um I would say the first week of school we had a few teachers that maybe had to remind kids but for the most part it was really good. Um second and third week it was probably averaging around one a week. Um and I would say that number maybe is one one and a half a week now. um it hasn't really ticked up that much. It doesn't happen very often. You might have one or two per week uh where where a teacher turns a cell phone in, but for the most part, kids are doing a pretty good job. You can walk through at any time of the day and um there's no cell
014phones at lunch. There's no cell phones um in the library. I pop in there pretty often. Um every day I'm in every classroom and I haven't walked in a room and found a phone yet. So, um cell phone wise, we're looking very good. Now, again, we talked about it. kids are smart so they can find ways to communicate whether it's shared spreadsheets or whatever the case is but again that's going through our network so um it's it's through our server so you know we have a little protection if they're communicating through our devices so um overall with electronics very happy um curriculum update just to keep you guys updated on that because that was something that we looked at last year getting all of our curriculum online um all of our courses uh 6 through
01512 on curricul ulum are on our website. If you go to the curriculum tab and click on that, um you can look at every single course and you can kind of look at the breakdown of every single course. Um as teachers or as we add a class um throughout the years, my expectation for my teacher is that they'll by the end of that course have that curriculum ready to go online. So they're not expected to have it all finished before the school, you know, before that semester starts, but once it's finished, have it complete, ready to update online so we can keep our, you know, community and stakeholders informed. Um, attendance, attendance for high school was really good. Uh, it was 96% and for middle school it was 97.4. That's up from around 2% last
016August. And last year, we had pretty good attendance overall at the high school, middle school. Um, I think, you know, some of that is combination of kids being made aware of their A+, making sure that they stay above that 95%. Um, really targeting those kids that are at 93 94% to make sure they understand the implications their senior year, um, if they miss miss days now. Um, and then also I think us having the backing of, you know, missing 10 classes and then them not being able to pass a class or have to make up hours uh that we talked about a few board meetings ago. I think that also helped with some of the uh students. We had one student last year who missed 69 days in the second semester and that student has
017been there almost every day. I didn't run that individual's report, but they've been there almost every day and on time every morning before 8. So, just in one person's case, it definitely made a change in that kid. So, um you know, I think attendance wise, we're looking looking pretty strong. Um other than that, everything else pretty much remained the same. Few pictures there for you guys. Just they're pictures from the newsletters, but put them there. just picking from the last few weeks. >> This is just a A+ question, Jason. So the 95% that I read, right, sickness does not count on that. Like if they were out sick of the day, even >> it counts towards that 95. Yeah. if they miss >> if they miss 5% of their four years >> um then yeah
018sickness is held against them as well. Now, you always have the option to appeal that. Um, and I think sickness is one that you can consider, but it would be kind of a case by case situation, like was your sickness um, you know, with doctor's notes? Were you hospitalized because you had maybe your spleen removed? You know, I think severity of sickness plays into that role as well. And obviously with these seniors, they're still in the COVID years. So, you know, if a kid maybe their freshman year was quarantined for uh, you know, 15 days, three different times in the fall. That would obviously be something that we would, you know, have documentation in our system for and that would be something definitely get approved. Like we're not going to hold that against you. But
019>> I was just curious. I just knew to understanding A+. So I was kind of shocked when I read that part. >> Yeah. >> They didn't give >> any leanness to you or whatever. No other sickness. >> Yeah. >> So I just was curious. It was just the understanding question. I think it's more the sickness of like, hey, I'm sick today. I don't want to come to school. And then next week, hey, I'm sick today. I don't want to come to school. >> I think if you're, you know, really just missing when you're sick, you're not going to get to that 95. >> I'm just curious. >> Yeah. >> Next up, we have the >> um just a recap of back to school dash of all the families and students we have. We had 210
020out of the 2006 students present. That was great attendance. Um yesterday, Bright Futures had their second meeting. I don't know if you saw on the Facebook page, but they sent out their first round of requests and within like 24 hours a filter. So that was great. They're getting ready to partner with Trisha Bailey and FA or DECA, sorry, um for a coat drive this winter. So that will be coming up soon. We had grandparents day in the kindergarten with our 45 kindergarters. They brought in 100 grandparents and then 150 people in the cafeteria and it was loud and packed so it was busy last Friday. Um Sarah Moon has again done the high five Friday. Um she may be reaching out to the board of education to see if you guys are interested in participating.
021We'd love to have you. Midquarter for elementary is next Friday and progress reports will be sent home soon. We're also having title one night with like a back to school barbecue on the playground. um doing like a little museum. Families get to come in and we're going to have hot dogs. So that day PTO is doing their um cookie dough sales currently that finishes up Friday. We just finished up I Ready testing for both reading and math. Um the results were really good. I think we had some retake kids that just wanted to kind of rush through it the first week of school, but we're back and I think it the results so far look really good. Um we're going to sit down and dive into that in a couple weeks. We have um teachers
022on Monday for PD and so we're going to work on with our PDC. We kind of have it split up into quarter one curriculum for math and ELA. We have a couple of people coming in to help the teachers work on that. But other than that, we're going to be doing reading success plans and the attendance has looked good so far. We have a lot of a little bit, not a lot. >> I heard your kindergarten teacher doing a 46. >> 45. We have one kid who's doing um like a coming in just for specials like home school type situation. Um but we've got 40 or 22 and 23 and 22 23 busy time busy this year. So yeah, you just should appreciate your kindergarten teachers because they're earning every penny. >> Question. Mr. Carbajal,
023you're up next. >> I've been sending you guys emails and updates. Obviously, we're busy right now. Everything is uh underway this week. Girls golf, cross country, junior high volleyball, junior high football all got started. We're in the midst of a home stretch for football and volleyball. Uh 80 side. It's kind of nice that our gates have been big enough to cover the additional workers. That's not always the case. I mean, we're have a decent crowd. So, you never cover the uh extra expenses. If you can cover your workers, that's great. But, uh been pretty successful start so far. I do. >> Oh god. You mean Oh god. >> Never mind. Go ahead. >> It's legitimate. No. >> I got complaints from some JV parents. And you know how parents are they can take they were
024complaining about they hadn't heard about a change in schedule and the child missed. uh practice because they didn't know about the change in the schedule the practice time and so therefore they weren't eligible for first game or subsequent ones after that and so they were just saying now how do you get to know us well got to communicate with the coaches and Mr. hall to uh you know make sure that he has your information so that he can get it out to you if there's a change made. So that was >> yeah the coaches usually let him know a lot of times doesn't get home to the parents and the kids. >> That's what I kind of >> he's pretty pretty good about posting his schedule even on the >> but I said I would
025bring it up so I did. Second question. What about them speakers at the football game? That was >> I complaint about that too. Not that's your fault. >> Yeah, but >> it's been an ongoing problem with that. >> You got to talk to it just right to make it sound good. You know, speakers are not experiment. You know, on our channel are good >> most of the time. But there was an art to uh to setting it up. Like we found out was the uh portable one. The wireless one didn't work as well. The other ones worked well. It depends on how loud you want to make it. Think about football is you upset some people if it's too loud and other people get upset if it's not loud enough. >> Yeah. It part of
026the time I could hear, of course, I'm sitting in my spot up on the hill and I've got to get my truck turned just right so I can get the window down ways to And then sometimes you could hear it, sometimes you couldn't. So I like Amanda, I had several people complain about it. And one person approached me and said, "Well, they're indoor speakers and we put them outdoors." I don't know whether that's true, false, or whatever, but he had said that Argie down at Radio Shack had said he could fix it, and he didn't want anything except for acknowledgement of his contribution to the to the football team. So, >> I don't know. Is it a problem with the speakers or is it a >> problem? >> He came out last year and he
027replaced a subwoofer in the uh one speaker and he put a new speaker in one of them. I don't remember which one left side and the right side he replaced the subwoofer. A lot of times the issue out there is you have different people using your equipment throughout the year and the first thing they try to do is start twisting knobs. And when you twist knobs sometimes he puts notes on there like do not turn this above seven. Do not touch this one. But people go in and they touch and uh if you put it above that it'll blow. And so going to guess that probably blew up. Subter would be my guess. >> I have my spot on the hill for the football game. I got one of them. You guys are all too
028young for this, but one of those old speakers from the old driveins that I hang on my window. >> Yeah, just saying, you know, if you find it in your hearts, but help an old guy out. >> I think what probably happened again was, you know, the wireless mic goes out, the batteries go dead when you can't get it to work. segment and that's what they do. He does have everyone marked where he needs to go. I did hear it better this week than I did last year. >> It's all depends on which side of the track you're probably on with that's >> if he can do it. Absolutely. >> Never turn down three either. >> Yeah, it's worth Okay. Thank you, sir. >> Oh, and I said this earlier. My last complaint, I think.
029>> I was just asking uh we went to volleyball games and I just checked with Jason. Um I said where to deal with Benny Hayan's flag that comes down. And just elaborating, he said that we we don't have a clicker for it. It's been misplaced. >> So, that was something. We had we used to have two. We had them at graduation. So >> I don't know >> walked away things that they walked away this >> I just think we need to get >> it's kind it's kind it's kind of like a garage door clicker is what it is. So I I >> should be pretty easy and it's on a >> it's on a radio frequency because oddly enough whenever we got the new >> um scoreboard as last year it happened to be on
030the same frequency as the clicker. So it took about a week to figure that out. >> And then once we did figure out it wasn't nothing wrong with the flag. >> You'll notice Scott would always turn the uh scoreboard off whenever it was time for the national anthem or else the scoreboard wouldn't come down. So we can get couple new clickers. >> Yeah. Can you send that information down? >> Yeah. >> Thank you, Jason. >> Thank you guys. All right, you're up. >> Okay, so my report kind of started with just the basically the meat and bones of what I do. So we're going through trienal evaluations and initial and as kids transfer in and out we have to every kid that transfers in we have to review their evaluation information. We're basically taking ownership
031for their information. So we want to make sure it meets current eligibility requirements because if it goes through an audit we have claimed ownership and then we're responsible for that information. So we have come through um some that we want to get more information on. Evaluations have two parts. They give current information to help develop IEP goals, plan appropriate and then it also you have to meet eligibility requirements through Missouri. Um so we are again in every three years you have to re-evaluate or discuss as a team review the existing data and see if they still continue or if new information is needed. Um not terribly high on that part right now. Like my old district we were 30 40 continuing on from the year before. There wasn't any on this year. So, it's really
032kind of starting off. We're definitely in the lower digits starting out right now. So, I'm very pleasantly surprised to hear that. Um, we did have to update some testing protocols and information to make sure they were the current levels for publisher manuals and that we are getting the most accurate information when we assess these kiddos. Um, we did have the finance expenditure report, the FP come through. Um, it is due September 30th. So, I'm going to work with Miss Lisa on getting all the appropriate things. She'll submit it, but I will give her the information towards that. Um, our special education staff will be doing further request a specific training on our Sedrack system that I've got a lot of experience in. So, they've kind of separated out of their dual citizen role for some
033of those days on Mondays to where I'll be working with them intensively on that programming step by step, start to finish on IE meeting, evaluation aspects. Um, and then There's other professional development like we have some high needs teachers that will go to like new to MAP a the alternative assessment training and then if they participate anything out outside you want to make sure it links to current needs and support for the district not just hey this looks cool I want to go I want you to tie it to what's important and what we need within the district. So right now they're letting me steer them on what I think is appropriate. So if something comes up, I'm sending it to targeted people like, hey, this would be beneficial for your room. Uh we are
034bringing in, this wasn't in the report because this is the end of August, Project Access out of Springfield as a consultation. It's a free service that they provide. Mainly they target uh kids on the spectrum, autism spectrum disorders, but their classroom observations and classroom structures help all students. So, there's a couple teachers that we targeted classroom observations and supports and strategies, especially those in newer roles. Um, we've had a lot of transfers in and out again that beginning of the year, just like the student enrollment. Currently, we're at 114 students with IEPs. That was a decrease from the last report. And then 10 students with 504 plans. There are several pending reviews and several transferring. This is a very fluid flow type of situation. Um, that number shifted just in the last couple of weeks.
035We've had several 504 meetings and discussing like what's appropriate really getting to the substantial limitation to daily living activities to meet eligibility requirements and then really looking at well I don't think this kid needs an IEP anymore and I'm going back with are you sure that they don't have any weakness that we need to tie to and work to. I never want someone to be removed from their IEP when there's still lingering effects. So, we want to make sure we substantially cover all of our areas for student weaknesses to ensure that we're being successful before we just say, "Let's pull a rug out from underneath." Um, the Department of Elementary and Secondary Education did send over uh July 25th the summary of special education data. They indicated some areas that we should look at to
036review and improve on, specifically separate placements. Our percentage is higher than the state average, i.e. like your private day facilities, homebound, residential settings. This is priority and directly tied to the M6 because of the least restrictive environment. That is a major red flag when it comes to the compliance aspect when we go through file review. Your district's small enough you won't have to send me any files and I'll get to handpick those, but it still doesn't change the fact that they're looking at our outside placements and how often those kids are not in our district. And then our parentally placed private school data wasn't reported. So I have put a contact in for them. I know we serve our private school kiddos. Uh so I just need to make sure I go back and correct
037that and update information and core data appropriately. And then the same thing with the discipline count and seclusion restraint. There might be some possible errors in reporting. Um there's certain forms that have to get filled out. I just want to make sure and cross check that was any of that done? Was it documented? And was it just not missing core data? So that showed up as a zero as well and that there were zero discipline counts which I don't think is accurate. So I want to update and make sure that that gets appropriately but I think the department's very busy so because it's been about two weeks and I need to follow back up with another email or someone's changed positions and haven't um big thing for me is like confidentiality is a big ordeal.
038So if you want specific details and want to go into that report, please let me know and we can have close session over that information. Okay. And then again the other hats that I wear, the foster homeless training, I have reached out to make sure I'm coordinating with like other local area directors or directors of special services to make sure I'm not missing anything. Miss Pedigrew shared a lot of information within the foster care system and like making sure I'm doing things properly. Um I'm waiting for the shoe to drop. It's not an if but a right our numbers really low. Something's going to come through that I'm not going to be aware of, and I want to make sure I'm at least doing my best to keep on track with what's needed. Our parents'
039teacher partner is Bobby Sansbury. I have yet to meet her. Our schedules haven't lined up. Um, but I have spoken with her once. My push is to make sure that our early childhood special education is fully integrated with PAT. making sure the length of first steps is going through PAT and then it coordinates and links with us. She's a very valuable asset and that again if we can get as much early intervention with her before they come to us, maybe those wild or rambunctious kindergarters can be a little bit more prepared when they hit their hit our doors. Um, and that's pretty much the sum of my August. Ah, September is going to look a little different. I'll hopefully have a little bit more specific numbers for you guys. Very good. That will get us
040into uh new business. And tonight we have John D from MSBA here to talk about our superintendent search. >> Good evening. >> How are you? >> Honor pro here split three ways. Um, some of you might remember me for the life of me. I can't remember when I was here when that was that we talked to initiate this pro present about initiating this process. Um, but the weather was nice because I uh outside that night too. Oh, our computer shut down. Give us a second. Be clear if I clip this on here. Just easier than trying to not knock it off the stand. There we go. Thank you. So, tonight we're going to talk a little bit about initiating this process and getting things moving with respect to your superintendent search um that you have
041engaged MSBA to help you with. And I am your lead consultant in this process. And so tonight, we really need to talk through some of the details and hash out some of the things that we need to do with respect to the timing of how this all goes. And then we'll talk about some other things as well. Didn't move. Probably broken this somehow now. >> It doesn't want to go. That's hair long enough. You should try. >> There you go. >> There it goes. Thank you. >> You're welcome. >> So, tonight we're going to talk about a few things. We're going to talk about our hiring timeline and establish the dates for the process that we're going to use in this superintendent search process. Uh there are going to be mult I I you some
042of you might be expecting this and some of you might not. This is going to involve more meetings. So uh be prepared for that. Uh for example, if we elect to do a community survey, which I would recommend, there will be a time when I should come and present the survey results to you and talk through those results with you. That would probably take half an hour or less, I would suspect. Then there's going to be a time once the window has closed where we need to all sit down together and review all the candidates who have applied for the position. That'll take a couple of hours and it'll be held in close session because those applications are all conf considered confidential personnel records. And then we will have we will recommend that you do
043two rounds of discussions with candidates. The first round we call the screening round where there would be a greater number, you know, four to seven from the pool that we've identified that the board wants to speak with briefly. And typically we would do that via Zoom. uh especially if some of the candidates are from a distance away, we wouldn't want to have them drive all the way here for a 30 minute conversation. And if we if we do one by Zoom or Google Meets or whatever you use, we should do them all that way just to be fair. And then the last round of final interviews with your finalist candidates, and normally we recommend that you narrow it down to two to three that you'd like to interview in more depth. That can be a
044lengthy process. We try to get schedule those all on one day so that we can just have, you know, knock them all out at one time, but those interviews tend to be longer, you know, maybe an hour, maybe even a little bit longer. It just depends and uh mostly on how many questions you have. And so, we'll get to that as we go. But there are multiple things that we're going to need to do together through this process. Also, tonight I would like for us to talk through I sent to Bo the draft uh standard questions for the stakeholder survey which are the questions that we normally would recommend you use. Those can be altered in any way to reflect the desires of the Typton board of education and so we should talk through those
045tonight. We also need to start talking about the salary and benefits package this evening. We have a recommendation for you on salary. There are all all kinds of details uh with respect to that. Sometimes that conversation with respect to um when we get to the job posting part can start to wander into conversation that could cross the line into confidential personnel issues. So we have to be very careful about that conversation. And then also we will um look at a potential interview uh format for final interviews. and then if you have additional questions, we'll talk about those. But we'll move you through this as quickly as possible so you're not here all night. The um driving factor behind what I'm going to be presenting to you throughout this entire process is to go back to
046your district's mission and vision statement. And you have very well-crafted mission and vision statements that are very much focused on students and their learning specifically. It talks about learning and academics over and over and over again. So, I'm going to ask you to be mindful of that as we start talking about candidates down the road and which of them do you think will represent the best leader that can exemplify this mission and vision that you have laid out for your school district as a board of education. There are, as I've already mentioned, there are going to be multiple meetings. I'm going to be providing you with a document like this as we go throughout the process that just helps us keep track of what you all will be doing in each of those meetings. And
047it's lined out step by step so that we won't miss anything as we move through this process and you could be confident that we're not overlooking something important. All right. So, I've put together a potential timeline for you and this is the first thing we need to talk about tonight. We don't have to use this timeline. I have created one for you that doesn't wander too far down the road, but I wouldn't back this up and make these things happen any sooner than this. You don't gain anything by trying to hire someone more quickly, right? There's a season for this kind of task and typically superintendent hiring season happens in the late fall and into the winter and a lot of these jobs are offered around about January. And so we don't want to get
048ahead of the game because potential applicants might not be thinking about the job market if we get too early into this process. So, um, I lined out some, uh, draft dates. Uh, if we can get a job posting finalized by the board, uh, relatively soon, then we could move forward with posting it right away, maybe as early as the 22nd of September. I would recommend that you keep that posting open for at least eight weeks. I think that this timeline that I have lined out is 10 weeks. So that that way we have plenty of time to recruit candidates to apply for the position and get the word out across the state and nationally that the position is open so that folks know to apply. And we want to also make sure that we leverage
049like Thanksgiving. Like if you want to push this later, you could push it even that the window is open through Christmas break. Then our hiring is going to be pushed out several weeks, maybe a month later, but you get an influx of applications usually around those break times because the potential candidates are also off work. And so if you set the period to be ending right after Thanksgiving break or right after winter break, then folks have been at home. they have time to sit down and fill out the application and all the materials that are needed for the application and get it submitted without having to worry about doing that while they're also potentially working, you know, 65 hours a week if they're a sitting soup, for example. And then, uh, if if we were
050to get it, then we need about a week off to get all the application materials gathered together, summarized. We create a one-page summary for every applicant and that just takes time and typically the not the bulk but a big percentage of applications come in right at the end before the deadline. That's just the way it works. And so we need a little bit of a break to be able to wrap up the paperwork and then so about a week of a break and then we need to find a date potentially in that next week where the board can get together and review the candidate pool. Then we would want to look at potentially the next week, some date in that week to spend time with the screening interviews where we're having those short 30-ish minute
051conversations with your top four to seven candidates um so that we can then narrow down the pool and then have formal interviews at a later date. With this timeline that I've laid out, Christmas break falls in there. And I'm not a 100% sure of when your starts, but I knew this, nobody's gonna want to come in on December 24th to do interviews, right? And so we would need to push out formal interviews to after winter break. But then this probably would provide us adequate time for the board to make an offer to someone and then um negotiate any contractual um inconsistencies before having our next board meeting where a contract might be approved. So does this all make sense to any everyone? Do you have questions or concerns about the timeline? Do we want to
052push it? What do you want to do? It's it's up to you. >> I feel like we're in so early that we kind of have a lot to play with. I'm not sure that any suggestion I would have would be better or worse than this. I just follow your guidance on it. Personally, this looks fine to me. I'm guessing it's not like we do this every day. So, it's help we get her. You're the expert. So we'll go with far I'm concerned we'll go with your opinion and your suggestion is just totally crazy. >> Well, every place is different and every school district has different traditions and things that happen that I can't possibly be aware of all of those and you are the people who would know. So, if there's something in here that
053doesn't make sense with things that always happen in Typton, uh, that you're the folks that need to let us know that so that we could adjust the schedule. >> Yeah. I mean, I think, you know, the timing of, uh, breaks is the is a difficult piece of it because I get the whole idea of like waiting after Thanksgiving on that. Um, that week I, you know, I I guess I worry a little bit about screenings between us and maybe other folks that people are screening with and there being that gap in time between the 15th and the 5th. Um I mean from your experience you do you see districts lose people? All districts lose people throughout the process because typically if they're applying for your district, they're applying for other districts as well. The good
054news is is that if we have final interviews on January 5th, that's pretty early in the season. Not very many districts are doing final interviews in December. Uh we don't usually encourage that. Larger districts tend to be doing it a little bit later than this even. Um it I my only hesitation is my only question is where else would we put it? >> Yeah. Right. >> Because especially if we're going to have people travel in, we can't do that in that week of the 20s in December >> problem because I mean you you may be in on somebody on the that you like on the 15th and then you know of course can't prevent it but someone may make that decision and say okay we're going to interview that following week that candidate but I
055agree it's probably not that week is probably not the best time to do it. So I think this is fine. Well, we'll mark this down as our tentative calendar. That first of all, things always happen. And so you, this will always be listed as our planned or expected timeline because things life gets in the way. You know, there are seven of you and these people that you're going to be interviewing have things going on in their lives, too. And so, sometimes things might need to get shifted around a little bit. But let's Okay, we'll say that this is our planned timeline. How about that? >> Sounds good. >> Okay, great. All right, so the next thing we need to talk about is the stakeholder survey. And first I need you to decide, do you want
056to do one? I we would recommend it. my opinion. Yes. >> Because it's it's better if your community has an opportunity to have their voice in this process. >> My opinion, yes. I think the best, you know, the more we include the community, the more transparent we show that we're being and they can feel like where their their opinions are important to us and we show that. Yeah, this slide probably should have been first, but it's very important, as you just said, to make sure the community feels like a they're being heard and b they're being included in this process. And re realistically, they can't sit in on interviews, right? And so it becomes a situation where we we need to find a way for them to provide input into the process so that they
057can feel heard and included even though they're not going to be able to sit in on interviews. >> Is this something that's typically done digitally? So, the way that we traditionally will do it is we set up an online survey >> and then we would provide you with a sheet that looks like the kind of like this one where um you can do with it what you will like normally we'll provide it to you as a PDF don't I don't know whose uh survey that QR code goes to so I I wouldn't click on it goes might go to somebody's I don't know but uh we'll provide a QR code and a URL L usually that's um a shortened URL that's tied to the survey as well so that folks could use their phone or
058whatever device at their home to go in and provide their responses. And then also we it depends on your community. If you feel like there's a segment of the population that would prefer to use some other method like pencil and paper then you we would just provide a PDF version of the survey as well that then you could distribute to people who wanted to fill it out that way. It just means that we'll have a little bit more logistical uh issues to deal with because all of that data will have to that's handwritten will have to be entered into the computer system so that then we can aggregate all of that and summarize it all together. >> But we can do both. >> Do you people know how to use QR codes? >> No, I'm
059from the stone age. I still got a hammer jig. >> Yeah. I mean, I think it sounds like the board's in favor of speaking survey. >> I think it's a good idea. I mean, or we can get the community backing us and if anytime down the road, well, I don't like the super you hired, you can say, well, you know, did you send in a survey? No. Well, you didn't provide any information as to what you preferred, so we did the best we could. What's the timeline for the survey again? >> So that again is flexible. I would recommend that you leave it open for 10 to 14 days so that people maybe have a week and a half or two weeks to fill it out. >> Sure. >> Excuse me. And we can do
060that any time that leaves us enough time to synthesize all of that information and provide it to you before we get to screening interview or screening the candidate pool. So before that end of November timeline, it doesn't make sense to wait a long time. You know, I'd say early October might be a good time to just release it and then leave it open for two weeks so people can provide their input. That gives us plenty of time to take the information because depending on how many there are, you know, we have to go through each one and find common themes that throughout the responses and then pre prepare a report that we present to you >> because that would be a time that we'd have a lot of parents in they're sitting in between the
061classrooms waiting to go in to see their I I'm just I'm but we had a bank of computers set up in that survey at all, you know, or the QR code while they're sitting there. >> So when So do you know the dates? >> So the very end, >> would that be too late for you if we >> What if we ran it before then? >> A little before then and then have that Chromebook football. I mean, we can make a big sign, uh, you know, and say like someone could scan with a QR code in >> or we could spend a couple dollars and put it in paper and say, >> yeah, we should probably So, how about So, we'll plan for releasing it maybe like maybe like a week before parent teacher conferences
062so that they have time and then we'll leave it open for a little bit of time after parent teacher conferences. >> Will that be too late for you to get your >> It will be fine. Okay, >> we'll be good. Yeah. Okay, that'll work. >> Okay. And now we need to talk about what what do you want to be in that survey? Let's take a look at the questions that I sent to you. And are there things that you think that we should change? >> Everybody have a copy of that. >> Got it. We can't we can't make it too long or else people won't fill it out. And so we have used this survey format for many many different uh superintendent searches and found that you know five questions is about as many as
063folks can handle. Especially when several of them are open-ended questions where they have to pres pro provide a written response. Um, if we get too lengthy, they just won't they just won't complete it at all. >> You guys, >> I have copy. Does everybody have a copy? There are four questions in here and I'm not I I like all four of these to be honest. >> Is there one on the back? >> This happens every board meeting apparently. Right in the >> one more number. >> I'm not in love with question >> which which what does that say? is why do you [Music] >> think we can I haven't spent enough time thinking there maybe it's a little bit different these are kind of already asked question like giving them the why do you believe
064How would you go about it or how you were hiring out? I haven't thought of all >> just not in love with the question because it has an emotional response in there >> and I you know want to keep the question out of it what they actually you know when it comes down to business side of it what are they what are their goals you know kind of already asked those but if there's any specific things not mentioned that are important to you might be a better We're already asking questions. So if there's anything not on here, how do that? I think it's great. What how do the rest of you feel about it? >> I agree. I feel strong with both of it. >> No, I agree with that. approach to I would >>
065it's I mean I thought of it that way I mean I said I believe part of I didn't relate that to a motion >> I think I I think that's good I I would what about not to shift gears but like questions three and four instead of having please select can we say please rank have those in priority. >> Well, we can. The question is, are they going to go through that whole list and rank them all out? >> That'd be pretty okay. Oh, wait a minute. I want this one number one. If we if we ask the okay, the reason we ask them to say select three is then at the end once we shake out all the responses, the ones that are important to the most people float to the top because they're
066the ones that have the most number of check marks next to them. >> So, sorry, I'm just going through this. We're we're looking to draft a survey. However, make the survey effective We should go back and look at what are we wanting to gain from the results and then maybe you guys have already done this past whenever you're wanting to figure out problems. What do we want to get from the results? Then we get questions so that we can properly analyze the data. >> Maybe you guys already done all that. That's just kind of where I'm at with the whole uh part of the survey because if we're truly and I firmly believe that yes, we need community involvement on this transparent as possible on the whole process of you know what what do we
067this just is our goal to just get what they're respons questions or you know maybe you thought of it. Mhm. The purpose behind the questions that we have for you are are drawn from the the questions themselves are drawn from what we believe most boards want to know which is a what is going well with the school district and so that's an open-ended question at the beginning and b what are challenges that the school district is facing right now and so those are less about the superintendent but they can help you to identify candidates that might have strengths that are related to what the community sees as areas of challenge for the school district. And then the next two questions are about personal traits and professional skills, right? Like in your community, what does your
068population want to see from its next school leader? Right? that they want someone who is highly relational, who's able to somebody's able to come up and talk with, right? Somebody that people like and can get along with. Do they want a manager who is going to be good with the budget and the, you know, technical operations of the district? All of those different indicators that we have help will help you to identify what's important to your community in selecting the person. At the end of the day, the seven of you are going to be the ones who pick, right? That's incumbent upon you as a board is really you want the community's input, but at the end you're going to have to decide who's the best person and who do we offer this job to.
069based on what you know about the district. This is intention of this survey is to provide you with information on what does the community of Typton think should be important to you as you look for the next school leader. >> And and I think that your last question is is a good one. You know, what else is important to you as we look for our next school superintendent? you know, so that way if there are things that aren't on that list that's important to them, they could enunciate those and we could synthesize all that information and provide it to you. >> All right. Does that help? >> Does that answer your question? >> It makes a lot more sense. >> Maybe I shouldn't question. No, we're just >> we're trying to touch on a variety
070of topics really about strengths and weaknesses and then this person without making a survey that will be so overwhelming that no one will fill it out because that's the real danger. We just don't want any people to not respond at all. I mean, if they don't respond at all, you can take that as a compliment because it means that they trust you to make the right decision, right? >> Or they're willing to condemn. Well, I do like question five that you came up with and I don't have any problems with questions one through four issues. We just go with what's on >> Okay. Well, I'll I'll draft something up and I'll send it to Bo and Or do you want me to send it to all of you? >> You could send it to all
071of us. Okay. Or you could I mean if you probably don't have everyone's email, do you? >> We do. >> Okay. Yeah. Send it to >> Yeah. As long as you all gave them to us. >> Well, I guess that would be true. Um, I'll send it out to all of you and then you can look and if there are other things that occur to you after the fact, we could tweak things. You know, sometimes districts want to tweak some of the options that are under that se those select threes. You know, they don't like this word or they prefer phrasing it a different way. Okay. And then once and you've already come up with you've already come up with uh a lot of ideas. This was our list on how to get it out
072there, right? Just whatever whatever you normally do, just do that to get it into get it to as many people as you can. All right? And then once we have the results back and we synthesize them, we'll provide you with a report. That report will be a highle summary of the responses. We will have charts in there that show which of those professional skills and which of those personal traits, you know, floated to the top is the most important. We take all of the written comments and we synthesize those down and look for themes, you know, when folks say the same thing over and over again. And so we summarize that and put it all together for you in a report. And then I'll send that report to you. And then additionally, I can come
073and talk about the report and answer any questions that you have. Once that part is finished, okay, then comes recruitment. And we mentioned this when we came to do our pitch. We post the job all over every place that we can. Um, in Missouri, there are lots of different places for us to post to. And then nationally, we post on a quite a few sites as well, most of which are targeted specifically for administrative jobs. And then also we utilize our network mostly in the state to uh pursue other candidates as well. So for example, we have ongoing relationships with the university preparation programs so that we're communicating with the people who work at like Missou for example who do their education leadership department and find out what folks are coming up through their program
074there. We um have other folks like me. We have 10 superintendent liaison at MSBA now. We're all assigned to different regions of the state. All of us are retired superintendent and we know a lot of people and so we go to a lot of meetings with other superintendent to tomorrow. I will be in Huntsville tomorrow morning at Dons's. Have you ever been to Don's buffet? It's great. Best fried chicken in I've had in a while. Anyway, we have a meeting there every month. And during my part, I'll say, "Hey, Tipton's opening." So, if anybody wants to apply, you know, and so those kinds of things are it's just great that we have this group that go to all these meetings where sitting superintendent are there every month to promote the vacancy. All right. So then
075we are going to have to talk about salary and benefits package and that that's kind of a um can be a lengthy conversation but we've put together for you a listing of superintendent salaries. Now the most recent data is from 24 that's publicly available and so all of these would be slightly higher right and I kind of I I think you all have given 3% raises uh in the last few years I usually say two and a half you know because you just don't know what it's going to be and every place is different so 5% tack on 5% to each of these because it's been a couple of years by the time we're offering the job to someone. And so that's, you know, between another $5,000 and $7,000 uh to each one. That bumps
076them all up. But I we tried to find districts that are similar in size. Many of these are we Okay, you don't have a lot of people who are just like right next door that are the same size as you, but generally in your region. Um I think that your Let me see. So for your region, the average in 2024 was 126,907. That is um includes districts that have as few as 94 kids and as many as 8,282 kids. So you're kind of all over the map because of your region that you're in. We also looked across the state at districts that are your size um from districts that have 530 students to 650 students. So all of them around you. The average in 24 for those districts was 112530. So a little bit about
07712,000 lower than the region um average. And so taking those numbers and then also bumping these up by about 5%. We're recommending a salary range for this position at 110 to 135. But again, it'll be up to you to decide what you want to offer when we finish up the job descript or the job posting. Speaking of which, I have a draft for you so that you can start looking at it. There's stuff highlighted in yellow here. I'm just going to give that to you and you can poke. Oh, can I have one of them so I know what's highlighted. Thank you. Stuff highlighted in yellow are things that the board will have to come to agreement on before we can finalize the posting and put it up. It's things like what's the salary range
078going to be? What is the initial contract look like? That is how many days is the contract? typically 260 for a lot of districts. Um, is it going to be a one-year contract, a two-year contract, a three-year contract for the initial? Uh, and then we will get into conversation about the about the different qualifications that you're seeking in your candidates. And that's when some of that conversation could tiptoe into personnel. and we just have to be careful about it because inevitably conversations start to come up about prior superintendent and so we just have to be careful about confidentiality law when we do that. Uh some of these other numbers we've just got updated ones today and so we'll fix those. For example, like your number of certified staff and your updated enrollments and levies. uh
079on the back or page two. You see I included that timeline that we had talked about earlier. Uh another thing we'll have to decide as a board is whether or not this is going to be an op what we call an open search or a closed search. And what that means is does anyone know who your candidates are before you've announced who you're hiring. And so sometimes what districts in it what's considered an open search people people don't ever know who fully applied but some districts announce who the finalists are before final interviews take place and then um might do other things like host an openhouse where you meet those people. We don't recommend that. And the reason why we recommend a close search where the pool remains confidential and then the board announces who
080they've hired is because some people won't apply if they know that their application isn't going to be confidential all the way through the entire process. Does that make sense? >> Yeah, I mean that makes sense to me. Hire a bunch of people like I think that makes sense. It's um some of your best candidates don't have okay your best candidates have good relationships with their board and they don't want their board relationship damaged by it showing up in the newspaper that they are a finalist somewhere else, you know, and so so that's why we recommend keeping it closed until the end of the process. All right. We are one of the things that we feel sets us apart as a superintendent search group is our um process when it comes to communications with the board
081of education. We provide weekly updates throughout the process to the board. um typically via the president or the board secretary, whatever you prefer. And uh I'll show you in a a moment what that what a typical email from us might look like as we're communicating with you. Of course, we are have already talked about the stakeholder survey. Um, we have uh updates that go out at at throughout the process that we'll work with your district on so that you can keep your community updated on what's happening. You know, like even though we wouldn't release the names of who has applied, we certainly would encourage districts to tell their community, you know, so far we've have 18 applicants for the position, right? like that way the community knows that people is are applying for the job,
082right? And uh you could say things like we're we're going to h hold screening interviews and that pool is seven candidates. We just wouldn't tell them who, right? Um, I was helping on a a much larger district search last year and we would provide them updates on because to them it was real important that we had candidates from both in Missouri and nationally, right? Because they're a large district and so we provided information on what percentage of them were from Missouri and which what percentage of them were from out of state. So, those kinds of communications we can help you with and provide you with all the data that you need so that your community feels like they know what's going on because they're going to want to know what's going on. Um, we'll help
083you with your press release once it's time for you to announce who your uh selected candidate was. And then even uh at the end part of the package that you purchased is you uh Bo probably and the new superintendent could can come to Colombia. it MSBA. We have I don't know if you ever watch the MSBA monthly board report uh video that we send out, right? There's a link to that. It's really well done. That's because we have this awesome studio in at MSBA. And so we can have you come up and do like an introductory video. Here's Bo introducing the new superintendent and the new superintendent talks a little about bit about him or herself and then that video can you can just distribute to whomever like the whole community so they can >>
084meet them. Yeah. Um we've already talked a lot about what's confidential and what's not. Anything about the people, right, is confidential until we get to a point where it's time to release information. Um and so that part of it has to be really strictly adhered to. We are going to um be sending you those updates uh weekly as I mentioned. And then after the application window closes, you'll receive a lot of information. You'll receive every applicant's uh cover letter. You'll receive every applicant's re, presuming they submitted them, every applicant's resume. They have some narrative questions they have to provide responses to and we'll provide you their responses to those. And then any disclosures they make about their past history, we provide those to the board. And then in your uh close session meeting at the
085end, we provide you with those one-page summaries that I mentioned. Uh we do a social media report on all of our people who are probably going to be semi- finalists or finalists so that we can see what does their social media history look like. Are they, you know, doing crazy things on social media, you know, that we would want to know about before we talked even considered talking to them. And then we do a check on their state lensure to make sure that they're appropriately certified or we have a conversation with them about what their status is. Because under MSIP 6, DESIE will allow you to have an non-certified superintendent for up to two years if they are completing their superintendent program when you hire them. So, we need to be really clear on where
086they are in that process if they're not already um certified. This is the kind of email that you will receive on a weekly basis. Basically, it says as of today, we've received X number of completed applications and have X number of applications that are still in progress, which means somebody has started it, but they have not submitted the final application yet. Um, and then also we have this um other opportunity for you and you can decide um what to do. Uh, Linda thought Bo might like to come uh to uh Colombia and do a video about uh what's great about working at Typton so that that way we can provide that to candidates during the application period you know as a way to bolster interest in the position or you know or we could do
087something else. We're that's included in your package and it's up to you all to decide if you want to do it or not. >> Or we could put together some kind of infographic, you know, that had talks about how many kids there are and, you know, more than what's on the posting. Make sense? >> After we finish with the process, we do candidate screenings. What happened to my Oh, here it is. Why is that so late? Okay. Anyway, this should be sooner. We showed you something like this when we did pass those also. Our pitch also I I want to reassure you these are not real people. Chat GPT helped me create these people. the names of the school districts and then the um summary that's on the back. You'll receive a summary that looks
088just like this for everyone of the people that apply for the position. Uh a onepage document that provides their name, what they're currently doing, how much they're currently getting paid, their relevant employment history. We usually stick with central office kind of jobs unless they haven't had one and then we'll fill you in on what kind of building leadership positions that they've had. Uh the highlights on their regarding their education and you know maybe any awards they've won, their certification if it's uh in place and then we provide quotes from the references that are from outside of their reference letters. So, in addition to reference letters, we send out a link to a confidential reference for each one of the references they submit that that person can uh fill out about the person. And then we
089provide you with those confidential comments from their references because some people just aren't able to say everything in the letter they write for someone to go in their application folder. And then on the other side, we tier them for you. And we have three different tiers. Most qualified applicants, qualified applicants, and then not qualified or unqualified applicants. And basically, it should not be any surprise to you what places people into these different tiers. But if someone has experience as a superintendent and has positive recommendations and meets all of the requirements that you have put into place, then we would list them as most qualified. Then qualified are people who are appropriately certified, have mostly positive recommendations and will probably get their lensure in time if they're not already licensed. Uh those people we will list
090as qualified. And then folks who are not qualified are people who have, you know, legal troubles in their past history. Um, don't meet the requirements that you've set out for the minimum requirements for the job and or are otherwise not qualified like they didn't go to school to become a superintendent. You know, last year for one position, someone who applied who never worked in a school before, right? and didn't have any lensure for any uh kind of education related job. So I think you know maybe they were just applying for everything but that person would have been listed as not qualified because they've never even served a day in a school. Um after that we'll have um our screening after we review all of those. We'll talk to the board. The board will select which
091of the candidates to do that shortened interview with in person or by zoom depending on what works best for the candidates. And then after that of course we have the formal interviews which are much more in-depth and we would recommend trying to narrow down to two to three to get to that. Uh the interview questions will be we'll provide you with draft interview questions but the final interview questions are selected by you and we'll work with you to change them however we need to. Last year for the the search that I was on that I mentioned previously we just sat down with the board and started writing questions right there. Right. And so um to meet the needs of the district we'll do whatever we need to do. And then um we you asked about
092folks dropping out. Again, that can't be 100% prevented, but one part of our important part of our process is it's my job to communicate with the applicants, especially those that we think are very highly qualified to see if they're really serious about this job because we don't want to get to a position where we do a formal interview with someone who didn't even really want the job to begin with. you know, that's just a waste of everyone's time. Okay, any questions about any of that? Okay. Uh, if you have not already done so, I would encourage you as a board to engage your district attorney to review contract language from your prior superintendent contract. Not because I believe there's anything wrong with your contract. I have not even seen it yet, but it's just good
093practice to review it so that you can uh determine whether or not a all of your contract meets the current legal requirements because sometimes laws change and that means that the language that might be in a contract that's just been used for like 25 years, you know, we just kept printing out a new one and giving it to each new superintendent, some of the language might not be legally appropriate anymore. And so, uh, I would encourage you to take a look at that with your, uh, or have your attorney take a look at it to see if there are any potential landmines beforehand. Uh, the there are, um, after you have selected someone, we'll enter into negotiations with that person and there'll be discussion back and forth about contract language, right? Like what benefits are
094you offering that person? Are there benefits that they would like to see? because all of that is negotiable throughout this process. Um, we'll ask you if for to think of things like have there been changes to the rest of the administrative team's contracts recently, like the number of days that these people work, things like that, to make sure that we have consistency from one job to the next. We don't want the superintendent's contract to be wildly different from your principal's contracts, for example. And have you had any contractual issues surface in recent history? You know, have did anything happen in the recent past that you should be attending to with respect to your prior contract language? Uh Julie is here and so um this may or may not really apply, right? And but what typically
095is the role of the outgoing leader? You know, sometimes Julie might help recruit folks to um see if she can find a good candidate for you. Uh we don't usually have we don't have the superintendent review candidates. That's a job that we do with you together. Uh sometimes we might go to Julie and ask her questions if candidates have questions about the district. Maybe Julie and Bo both because you know you know about different parts of the district. So that we can get answers to those questions. If you do a formal interview and you have an open search, then you might do things like tours. If you have a closed search, usually you can't do a tour because when you're leading the person around everybody sees the person and so now suddenly everybody knows who
096the person, you know, it only takes one person to recognize them. And then we do not have them typically sit in on any of these meetings like when we're having all these closed sessions to discuss candidates and decide who we're going to advance through the chain. Here's an example of a kind of formal interview question that I mentioned earlier. We could schedule time where the candidate meets with Julie just to talk a little bit about the district before the interview, a board interview, and then if we're not if we're going to do a close search, we wouldn't have a campus tour. But typically what we like to do is try to stagger them like this so that we just get them all done in one day. Now, I would probably ask you as we're when
097it's time for us to land on the dates to schedule a day that we think we're going to do them and then a backup day in that same week because things happen. And sometimes, especially if you have candidates who are from out of state and have to maybe like fly to Typton, something might come up and they can't come on the day that we were planning to have them. But if you really want to interview that person, we might have to be flexible. make sense? And then typically we have a schoolboard meeting right after they're done so that we can talk and you all can decide who is who do we want to make an offer to. Okay. So, let's talk through this. We've we've actually we might have already talked about all of this.
098The job posting, we just really need to get that done and then we'll po post it right away. We'll have it open for at least eight weeks whenever we do. So, you all seem to think closing after Thanksgiving break was fine. The stakeholder survey, we have a plan for that already. The survey feedback to the board will do right after. Is your are your board meetings typically the second Wednesday? Is that >> Wednesday? Yeah, it said Tuesday on the sheet, but it's Wednesday. >> Okay. Yeah. Hey, >> it's the day. >> Okay. >> It's like the first Wednesday after the 10th of the month. something like weird. >> Okay, got it. I'll I'll look up your calendar. >> It's the whatever the Wednesday that's red. >> Okay, got it. Um, and then we already have
099kind of an idea for these and we'll nail down the specific dates later on as we get closer. So, what do you think? Our next steps are these. We need to we'll confirm the dates so that we can hope hopefully reserving rooms won't be too big of a deal, you know, to find a spot where we can do these things. Um, we have a plan for the stakeholder survey. I'll make adjustments to that and get it to you all to review to see if you have any others. Um, and then we will post the job and open the application portal. So, your homework is off to the side, which is again the district needs to promote the survey once we have it done. Think about your the interview schedule and just keep, you know, spreading
100positive things about the district because we just want as many people to apply as we can get. >> Okay. Questions about any of that stuff? >> Sorry, you look bored. I'm sorry. No, he's contemplating. >> Okay, good. Yeah, >> there's a few details on here, obviously. >> Yep. We need to we need to land out all anything that's in yellow on that. >> Yep. Okay. Thank you so much. >> Thank you. >> It looks like next we'll be talking about the mint contract. Yeah. So, I included a copy of the updated contract. This uh encompasses adding the daytime custodian. And uh when we when I mapped out the numbers, it was $16. We hired somebody with all the benefits and stuff versus having them come in. Gotten really good feedback from the the buildings. Super
101excited about everything being cleaned. up ready to go. Anything to add, guys? >> I want >> Yeah, let's get done. Great attitude. >> Everybody's got a good attitude right now. >> I will say this. Um, we had our first of the year um health health department inspection today. This is the cleanest kitchen they've been in this week. >> Yeah, baby. [Laughter] We walked in there, it looked like floors were wet almost. >> Yeah. >> So, I do have a question on what all they clean. Uh because my understanding from talking to Dr. Duke is they are not cleaning the locker room. So, is that like in the weight room and all that area that's on >> so gyms, football field areas like picking up and stuff. None of that is in their contract. It's really
102that instructions. >> Okay. So, >> girls and boys locker room in the school. They don't touch that either. >> They've been I thought they were >> Yeah, they they take care of the water. It's >> just not the gym. >> They just don't go in the gym. >> Although they dusted the gym when you're starting >> Well, they go in the wait room portion. >> No, that's what I wanted. He sent it to me and it caught me off guard and I'm like, "Hey, we're talking about it. I'll bring it up." >> Yeah. And so, um, that's what we're looking at. >> Okay. >> So, this is just reflective of adding that big time. >> Now, we're looking at hiring someone as well. There was a job posting for that. >> That's for like a
1031:30 to 10 person who could be available after the games we had Shannon had come in one day after a volleyball game hours just getting things put back up and all of that and so we're looking at someone continue to dump trash and keep those spaces ready so when the next day rolls around and we have kids >> so if we're bumping up mint does that go down if we hire internal >> no because we had two positions and so we're we're hiring back the two positions just for one. >> They're really confused >> and they'll lap over >> because the M contract I read said $12,000 >> that was sent to us and that would be three people from Mint. >> That is three two in the evening, one during the day. We always
104had two in the evening. >> All right. >> And then we had our our two during the day. >> So we're looking at going from three people to four. We we always had the two in the evening >> and then we had our two local folks during the day. >> Okay. >> And so we're just taking the two local folks that we had during the day with the two in the evening. We're keeping one of those with the mint person during the day. But the last position we have open is going to be that evening. >> So we had four. >> We basically are going to have Mint do three. We're going to do one. So they can then handle the locker rooms and all that. >> Yeah. So we'll have a person that can
105all the other, >> okay? >> Like the gyms after volleyball, you know, to dump trash and things before, you know, Saturday game. >> And if nothing else, the nighttime person could flex a little, say if Shannon needed >> Yeah. >> help doing, you know, extra hand on this job, then flex one day or a week or whatever, you know, it it would be handy to have someone for an extra hand at time. So I >> they'll stay pretty busy till >> somebody's got tied up. >> So for all intents of purposes minus the $108 or whatever you said we were essentially spending the uh $16,000 a month on our last batch of people. So we were had total together. >> So it's no net gain, right? If we can't find a qualified candidate, well meant
106to clean those other areas for us, >> probably. I mean, yeah. Yeah. >> So that's another option. >> It's an option. Go out there. We're hoping we can and that way they'll be more flexible. So like Shannon does on the roof. >> That's our plan B. >> I was just making sure. [Music] >> Sounds good. I was just making sure wasn't a net addition of 48 grand a year. Good question. Cool. We have a contract here. So, >> that's fine. I'll >> 60. >> As long as I can be on the interview team. Profession. >> I make a motion to move us to close session following 610.021 following one two three and 13 including Miss Dr. Sarah Hansen. >> Yes. >> Motion by Derek. >> I'll second it. >> Second by David. >> Yes. >>
107David. >> Yes. Thank you all. >> Thank you guys. Nike lady is German.