001Okay. So, we will call this June 24th special board meeting to order. Um, are there any uh there is no public comment? >> So, we're going to move on to any revisions to the agenda. >> Nope. Okay. So, uh discussion action item A is personnel recommendation for hire with studies. >> Yeah. Okay. So, we have recommended for hire. Um you've got a summer jump start crossing guard social studies teacher, another summer summer jump start counselor all special education teacher and high school English teacher as well. So, um and then some substitute positions. Yes, teacher positions as well. Any questions? >> I have a question on I guess our process again because I think we talked last meeting which maybe that has been enough time but I mean based on the date of some of these
002I think so for example a jump start counselor it looks like there were only two people on that um interview um for Rachel Meyer and for I have it on good authority that there was no teachers included in the at the middle school social studies committee and so that goes against everything we were told on our June 10th meeting that teachers are being included in those committees and they are having input into the hiring. So, I'm confused about the whole process around the hiring, why we're not seeing who else is in part of this interview. And it does lead me to believe that and based on what the WA president said, there is frustration from staff that they're not being included in these interviews. And this alerts me to the problem again. >> Yeah. So
003the last time we met that came up um there was a training on March 3rd with uh via Caliba who did a training on our procedures and process for hiring. One of the changes was a slight we thought the slight change was that we would include staff on external hires. A lot of these are internal just I can go through that with you but on external hires um we would include them um but they wouldn't be asking the questions they would be there um and then they could provide input at the end of the interview process about who they felt was good a good fit for a position or um maybe the best qualified candidate for position. So they um in in those cases here where it is an external hiring position, we did try
004to reach out to staff to invite them to participate in that process. Some of these occurred at the very end of the year or after the year and that would be the case with the middle school one that occurred at a time we couldn't get stat. It was just literally we needed to move forward. We have very few candidates these positions >> because 10 applicants >> well in this one they had to move quickly when they got to that stage of interviewing them. They they tried to to it is still competitive when you found you got the few candidates you're interviewing. I think they interviewed four or something like that. >> Um they tried to move as quickly as they could. They tried to get staff to participate. Staff were not able to participate at
005times that they were trying to schedule. They tried multiple different ways to do it, but it just didn't work out. But it does um in some ways, yes, I've already communicated that we are going to now move back to making sure they feel like they're participating more, that they are a part of that process where they can ask questions, they can then also provide input about the most qualified candidate at the end as well, just like they have in the past. That tweak was made because in a change one of the issues was related to um posting of meetings and so um but I think I think the risk there is are we violating some posting of meetings uh for hiring process. I don't think so. I think if we still going back to our
006same process um and we follow the process where we're staff are asking the questions they're there doing that and then they're also providing their input about the most qualified candidate then we can make a recommendation uh for hire the administrators then take that information this has always been the process they take that information they make the decision um about who's recommended for hiring they take the two top candidates for instance and they do further investigations based on things that teachers can't see. Teachers can't see the application. There's specific information on there that they can't see. They can see a resume and some other information like a an a letter of application. Then the the so the administrators make that recommendation by looking at at the application further, looking at more information, looking at reference checks
007and information that staff can. then they make the recommendation. The only tweak there was that they weren't asking questions and writing notes as a part of the problem. We're going to move back to that. I've already sent an email that we're moving back to that process. So, um, and I've delineated exactly how we're going to move back to it, what exact steps we're going to follow, just like we did in the past. In this case, it was an issue of timing. Okay? >> It really was. And the only one that is an issue here is the middle school. because that was an external one where we couldn't get people to participate and that was a timing issue. The rest of them are internals. >> Okay. >> So, um I believe I'd have to look. Yes,
008they are all internals. The rest of them. >> So, and especially because we don't know who's internal or external. I think the next step would be to update this form. >> And that's my next point. Yes, I would totally agree with you that um I've looked at other samples of other districts and a lot of them don't what this is is a and I didn't do it for this meeting. I almost did. We almost did change it to an Excel spreadsheet, but I thought it would be good to discuss it here first. Most districts you have an Excel spreadsheet might have some of these areas. Most people don't list the names of the individuals on the interview team. We can still do that. That's fine. Um um but if but you can list all of
009these categories in an Excel spreadsheet for each person just like they currently are. But what this is is a screenshot capture of the program. So um and that's why it looks hunky sometimes. >> And on the spreadsheet you could have a column for internal or external. >> Exactly. We we can make it more specific. This does not >> right do that. And the substitutes don't get inter don't get interviewed or >> they do not. No, that's >> so anybody can be a substitute. >> No, >> one of my jobs is to I review every application for guest teacher thoroughly review it, look for reference jokes, review every component of it. Y and then we make a recommendation for hire based on that. >> And they have background checks. They have background checks and stuff. Yeah.
010>> Is there a minimum number of people that have to be on an interview team? >> No. Two is a a minimum. Yes. >> Two is a minimum. >> Yes. Two is a minimum recommended. I mean there is no requirement of that. But that's a what we recommend as a minimum. Two, but then uh we want more than that, right? So u you'll see in the future we're going to add staff or hope that the staff can join us. It's really hard to get staff in the summer. It's one of the issues we're faced with, too. >> Um but um there were staff invited to the middle school one. It it just didn't work out. >> I think if I could just say that I I realize that that the timing of this one was
011particularly close to end school year, but I don't think this is the only one where giving the staff enough notice. >> Yes. >> In a respectful way of their own schedules when they really want to be included. I think having a standard like there's a minimum to a standard time of I know it's hot and you want to capture your people but it's also really important to do it right like if there was a minimum advanced notice to give the history department or whatever if this is November whatever is that possible to >> Yeah it is. It really is. I think this thing this >> one I you're right. No, you're right. We're doing everything we can to >> people departments obviously they know they're missing someone. They know someone's going to be higher grade.
012This usually isn't. That's praising. So they're probably, you know, listening and wondering and waiting and then to be like told, "Oh, tomorrow at 4 we're going to do like that's kind of a weird >> Oh, no doubt." Yeah, for sure. Yeah. No, I think try >> very hard to do that. I always say though, this is really hard work. I used >> I was in a people. It's terrible. >> Well, it is. And you're in the field of hiring quickly but >> and it is challenging. You're trying to move fast because you've got a group that you've identified you want to hire and you've got to meet their some of their scheduling needs as well as your staff's scheduling needs and you're trying to put that all together quickly as you can in a thorough
013manner. >> But I completely agree. We want staff to be included. We want them to have meaningful input and feel like they're providing meaningful input. And so we're moving back to the old process. >> You were mentioned sending out an email. It's communicating that process with them. Did you send out an email or some communication that let them know the process was changing back in March when you changed it because they all seemed surprised by it? >> Um, no. You know, we didn't think at that time that the change would be that different. >> Yeah, we really didn't. >> We really didn't because they were there just not asking the questions and sometimes some staff don't feel comfortable asking questions. So, we didn't really think it would be that different, but it it I think
014it felt different. >> Um, >> let me make a prediction for what I think what I see happening. Um, you're going to make all effort to put a social studies person or something, you know, put a teacher on this and and you're not going to get just in a lot in some cases. And then it's not on you. And here's what I want what I'm why I'm saying that if we can if you can make us privy to how long you give notice the means that you go to give notice so that we can know when there's no teacher listed if it's because >> okay >> no teacher >> applied >> was able >> or or wanted to >> to participate >> correct oh I see >> because I predict that's what's going to happen.
015>> Yeah. I think that'd be super helpful. Well, in >> so if we know that process then we you know that when we come to this we don't see a teacher we know >> you know >> we assume you went through this process and you didn't get >> we tried to get them we notified them in advance and it didn't occur >> giving like four days advance notice of this scheduled time unable to like I think that's hopefully not over >> cumbersome on you but I think that would be really people who have to rubber stamp the hiring and be like okay well it is >> that's a good point yeah and I think in a spreadsheet format that might be easier. The format right now is literally a snapshot from this program where they
016make the a recommendation for hiring that goes forward and they take a picture of it, put it in here. And that's why it looks funny sometimes, too. And it's hard to change. We can't change that within the program. So, within a spreadsheet, we could add some more detail. >> I have one more question. >> Is it required that this person is in the same discipline? An English teacher? >> Yeah, I was gonna ask the same question. It it isn't >> and a good teacher will recognize good, >> right? >> True. It isn't but preferred. Yeah. >> Yeah. But if you're not getting any responses from like the social studies, you know, >> you certainly could. Yeah. >> Because >> a teacher or one teacher who always wants to be involved, >> right? >> Yeah. This
017might be a good Adrian question, too. >> Or we could put counselor on there or something. Yes, we we certainly could. Yeah. And I think we're going to do everything we can to do it. I really am. I I think um we have been here before though at in summer where only administrators are hiring. It happens because you're trying to get people and you can't and it's just >> I think summer is a special time that when it's happening through the school year it feels like those are just >> opportunities sign people up the summer >> right or say like yeah I this was a missed opportunity but I do I do feel strong that it is a good recommendation from our administrative but I agree this was a missed opportunity >> but the rest
018of them have a internal component to every single one of them Great. Thank you. >> Yeah, fully fully support the uh lack of wasting space by using a spreadsheet instead of >> Yeah, it's weird. >> Any other questions or comments? Yes. My question is most of the time most of your hires are during this year, right? But you can anticipate you're going to need a social studies teacher. So most hires aren't. No, but this one was was approaching that time and we start getting into the summer. We're getting into some of them now. >> Yeah. >> So, >> I just wondered why we can't hire the majority before summer. >> Like it's not a surprise that you be the English teacher, is it? >> Well, we had the late retirement this year. >> Oh, that's
019why. So later. >> Yep. >> Got it. But most of the time you have >> warning ahead of time. >> Yes. >> And that's your pool of kids. >> Yeah. >> By this time you're pretty pretty. But even then the later retirement didn't impact it that much but it was a component but it did start delaying some of that um cycle of things because you do an internal opening and another one external and it starts getting closer. >> Any other questions or comments back to the board for a motion or discussion. >> I move we approve a second. >> Moved by Katie, seconded by Rainey. All in favor? >> Okay. Think moving into B which is the quarterly superintendent evaluation. Um so we're going to move into executive session. As a presiding officer of this
020school board, I am calling this meeting to executive session for the purposes of individual privacy. Okay. I'm just going to close the meeting and we'll open that up when we go. So I just say we are opening meeting out of executive session and we are on to our last agenda item and I'm looking for a last motion. >> I'll move to a journ. >> Second. >> Okay. Moved by Katie, seconded by >> Randy. Thank you. He's fishing.