001work session to order today. Um, first thing on the agenda is public comment. Do we have any public comment today? >> Right. Anyone in the audience wish to speak? >> All right. >> Yeah, exactly. Um did my uh committee colleagues have an opportunity adopting them? >> All right, we are adopted. Thank you. >> Uh okay, so we've spent the last two meetings uh hearing from our HR team, learning about recruitment strategies and hiring processes. um I want to make sure that those conversations don't just kind of fizzle out and get lost. Um, so I wanted to use the first part of this meeting to just engage in a conversation among committee members about um if we I think that there were all pieces and let me know if I'm wrong that we um may feel
002there are opportunities to be able to support the um uh the HR team in in strengthening or expanding or other pieces or just have additional questions before we can even uh make those types of decisions. and so wanted to open up for a dialogue about the pieces that we've heard if they sort of stuck out to us. Um, and if we feel that there's anything that we would like to explore a little bit more deeply and and potentially bring back to the board um as an idea to uh to make suggestions or bring ideas to the HR committee or the HR team more formally. >> So I'm just Yeah. Do you have any, you know, any specific thing with your mind like about any of the steps or, you know, I saw you said about
003recommendations and any ideas of like certain categories that were sticking out for you? Um I have been thinking about ways that we could um kind of zero in on the areas with which we had like questions about is there a way to streamline this or strengthen it or you know shorten the application process. um without giving uh kind of uh opinions or directives about how to necessarily do that, but to think about ways we might like for me for example um empower the uh the HR department to think uh or to come up with some ideas of ways that we could kind of streamline the application process. Um so we have talked about things like um um is there like any repetition in the application and versus the um what is it called the like
004writing sample versus the cover letter things like that. So instead of saying like we want to we would love to see this added or gotten rid of um to more kind of talk about empowering those pieces. So for me that was one of them about thinking about are there ways in which that uh the kind of application and hiring process could be streamlined to reduce repetition across the things that people are submitting and what's happening in in hiring uh interviews. >> So that's one >> that makes sense. Um yeah, I mean one I guess one of the things that stuck out for me were the uh uh some of the individuals that that are going to be on the hiring committee I think especially like in terms of community members and if we're like if
005we have a broad a broad enough range of of participants that are coming from outside of the actual school district. I know a couple of interventions. Um, but I was I was wondering a little bit more about that like do we do you know how how many outside members would be on the committee? Which organizations should they come from in terms of representation? Um, I just know that that was one thing that our chatting about. Um, I I think I just had just more questions about it and wanted to make sure that maybe different groups in the community were represented. Um, so that sounds like something we could actually continue to talk to our team about who's here today um to understand what what parts of what areas of that are even flexible and not
006and in fact instead of coming back to that anyone want to join us chat a little bit more about that. >> Thank you. >> Happy new year. I was just opening up the other the last refresh my memory on all the processes that we talked. >> Um yeah, it seems like in our conversations the last couple of times there's like a lot of really exciting things that you guys are already kind of making adjustments to or expanding the work that you're doing like the video and other things. Um, so I really was hoping to like work with the board on like are there any other ways in which we've kind of identified areas of kind of interest or concern or questions that would um allow us to to help kind of streamline and strengthen the
007work. So do you want to ask your question again? >> Sure. Uh, yeah. I was just I wanted to know a little bit more about outside members that catered for the interview processes in the community, how they're selected in the first place and if we're selecting from like wide varieties or groups of people. I know I think we talked about one in groups last time. Um or you know if there was a group that that wanted to be part of the process if there's a way for that to be part of the process or like how groups get selected as being outside members because the inside members seem more straightforward to me because they're just you know administrators or people that are you know going to be making decisions that would make sense to make
008decisions. So >> curious about that. >> I mean there's there's a couple things here. Um typically don't get a lot of external participation. Um you know for many of our roles there's not there's just not a broad interest where people are like I want to sit in on a whatever that role might some I don't want to single out a single role here but there just not interest. Usually the interests that we've seen are for um administrative appointments, you know, building principal type role. That's that's usually the one where people want to get involved. And the the point where we bring in people who haven't done before. It's usually through the PTA. There'll be a conversation usually between myself and Sarah, someone in the PTA about finding people who want to want to participate. So
009that's the the main pathway. Um and then speak to sort of for all other times how we reach out to folks. >> Yeah. So we do have um what we refer to as our uh community members um uh in the stakeholder groups uh and they have been appointed through the village at Ithaca. um that has been a process that's just been in place um through EILC when EIC was in place. Um and so those that are appointed as a community member uh go through also a training that village provide. Um and so there those are the outside groups. um those appointed to the village at ICA are PTA special education um are really the makeup of it right now >> and then have there been other groups in the past that participated or is it
010always just PTA? Yeah, we're usually if someone um comes to HR and says, "Hey, I really want to be uh on this uh hiring committee as an outside person," then we direct them to the village at Ethica to participate. >> If they're not associated, >> correct? If they're not associated with a as a parent, um then they would be strictly community. Um I cannot recall at this time if there has been uh a person appointed that is not associated that is a community member that has not gone through village something that's yeah been >> would anyone know that they witness any >> just a a community member that um they >> the only way I'm thinking they would know is if they communicated with a building and said, "Hey, I'd love to be part of
011the hiring committee >> or contact HR." >> They could contact the HR, >> but it's usually they would have to take an active interest. We don't have like a banner on our website that says, "Do you want to participate here?" Yeah, there was at one point we had a person that was considering moving to the area, did not have children in the district but wanted to learn more of the hiring process. Um, and they contacted HR and then we we said okay to be appointed as a community network. >> And do you I'm just wondering like what is that what's that process like? Like let's say like I just moved to Ithaca like a week ago and I'm interested in this and then I contacted the village and said I'd like to I want to
012be on the hiring committee, you know. >> Yeah. >> I'm just kind of a an arbitrary person that just kind of came into town. Um I mean like how how does it work? like you go down to the village and meet with somebody and get a training or they have you to be approved or I guess like what's the process like if that just I I can just think of like lots of different reasons why like maybe having a formalized process would be good. >> Yes. Um I cannot provide the details on the village at Ithaca's um uh actual training process. Uh, but I know there's two people that have been the the main contacts. Um, so Roberto Wall was the Merryill um have been the contact for individuals who are interested. Um, and um,
013they like our other stakeholder leader groups. Um, if they have several people that are interested, they go through a selection process themselves of, uh, who they're going to appoint as that representative. answer question. >> It's Yeah, it seems like I've been I've been thinking that it would be really great to have somebody like Robera come chat with us at an HR committee just because there there are a number of things that have been processes that are seem like they're heavily influenced by the work of the ELIC. Um, and I know that she's been to uh the PTA council um and other places kind of talking about that work and I think that it might be helpful for our committee to have a little bit more of an understanding of like the I know that they
014did a lot of really important work and that kind of informed what the committee what the department has been doing for quite some time now and so especially as we're thinking about you know whether it's still the process that should that that the board would want to see followed that it might be helpful to get more understanding especially if we don't know even know what the process looks like. >> Yeah, that'd be great. I guess just kind of curious >> maybe in January to the end of the month we can connect about the agenda for February. >> Yeah, that'd be great. >> Good job. >> I didn't mean to cut you off their questions. >> Oh, no, no, that was just one thing that came to the process. >> Are there community members? Is there
015a community member on every one or just it's still only if somebody's interested? >> It's only in So that's you know one of the the parts this is we we send an invite for every single interview I'd say if we hold a 100 interviews in terms of community maybe there's five or six times someone in the community full attend. So it's not uh it's just not widely uh accessed >> and that invite goes to the village. >> Yes. >> But that but my data would would include PTAs. I mean >> for administrative principal appointments usually there'll be folks and then beyond that I can think of maybe one or two maybe some science positions. We had uh new members join but beyond that we haven't had anybody >> years years probably. So I mean we've
016certainly moved towards that. >> Yeah. I mean I guess it just seems like it there could be other people from other groups that might be interested that don't even know that there's a possibility of participation but and it sounds like it's kind of an a little bit of an open process in the sense of if the community member were interested they could do it but community members right now might not even know >> Yeah. >> that they were even eligible to participate. and and usually our PTAs are are on all the lists for the when we send out notifications. Um, so that that's been our assumption as the the main point. Usually the nexus of people that are interested and in our community and not employed by the district already would be in the PTAs,
017but there's certainly people beyond that because there's for certainly folks who have um have students in the schools but maybe aren't active. So there could be other pathways. Thanks. Um, Erin, do you have any follow-up questions or thoughts? >> No, I'm just kind of honestly I'm paying attention. I just let folks know I'm reviewing the NISBA sample policy about recruiting and hiring because I just I want to be better first and and understand what is the common practice in New York State and not just spitball ideas. Um, so that's kind of what I'm doing now. Jacob, back to questions from you. >> I was just echoing some of the I apologize if I missed it. I think I more just wonder about what is the purpose of community members participating in the hiring process and
018then planning a process based on that purpose. So, not a leading question saying there is no purpose, but just to to have the process be informed by purpose. >> Yeah. Because like you know, they're not the hiring managers. So is the primary purpose for the benefit of the committee to get a community perspective in which case there's a lot of different communities in Ithaca the village and PTA would be two of them. >> Yeah. Versus is it primarily for the benefit of the community member to learn about it which in my mind would be the only instance in which it makes sense for someone who like is thinking about moving to Ithaca would come. But even so, I would frankly say no, you can't come learn about it in other ways because it makes candidates
019uncomfortable and leads to a problematic hiring experience in my in my perspective. Right. I think um one of the tensions within that system is when someone begins to participate in the hiring process really anywhere, but we'll say here uh there's a lot of sort of you enter, you know, you're in a group and it's confidential process. Um and then we we spend a lot of time sort of uh thinking about bias, formulating our questions. It's quite it's quite it's a lot to to engage in. So it is a big ask for someone. Um it's probably not as simple as just sort of I'll just come on down for two hours and and listen. So that's um so that could be an obstacle um to getting those all the different feedback points. And you know sometimes
020those interviews are scheduled know two o'clock in the afternoon which isn't always convenient for many folks. For what it's worth, in my previous experiences, just one one type, we would not have had community members as part of interview processes for some of the reasons I think have been either named or implied. But we would have community members as part of a sort of like a Q&A process, right? like for potential candidates or for folks who have been offered to go like, you know, do you want to talk to some teachers for example in in Ithaca to like learn about or do you want to talk to a sampling of community members or like the PTA would probably be a good example like parents from the school. Um but I think like for me like confidentiality
021itself is sufficient reason not to have community members be part of a hiring process. >> Yeah. I mean and that and that might be one iteration like maybe maybe it doesn't make sense to have any any community members participate. Maybe you know in other words one could say it should be open wider so that more people can participate. You could say well no it should be even more closed because um it isn't just for anybody to come down and participate. You have to have certain way about yourself and a certain you know qualification of some sort or understanding of the process to confidentiality what you're looking for. you want like every voice in the entire community to be able to come down and participate in the process. Um but but it just it seems interesting
022to me because it's like there's a couple of groups that this seems open to then and only those groups and so it's like I could see different different sides for either saying like it should be much tighter and no community members should be involved or it should be more open to other groups and many people should be involved and I don't know what the answer is. I'm just kind of bringing up this discussion point >> and now um community members are required to take our um the hiring process workshop in addition to the um village at ethica training and I think um when the uh recruitment retention plan was put in place um in collaboration with EIC it was um Billa also played a key role in ensuring that okay we good at the um
023forefront u equity inclusion diversity and so that's where it made sense to have um community members of the group >> and another point of consideration really helpful to know the historical context of this I appreciate that like I also would worry about potential liability for the district if I'm a community member I um I am not accountable to the district, right? As an employee, I break confidentiality that impacts the hiring decision or the reputation of a teacher. Um if I was a teacher, I would >> um but there's always Yes, you're right. There's always those liabilities. Um I think that's part of why we do I mean that's part of why we actually dive into our process. Once you're when we're holding an interview, we have structured questions. We have feedback protocols and and part
024of the reason for that is that um our hiring managers essentially are folks that we we sort of trust to facilitate that process and um they're explicitly asked to interrupt bias are asked to interrupt whatever might happen in the moment um and then sort of facilitate the process to be as smooth as possible. Um, obviously you can't solve for once people leave the room, but when we're in the room, we've done a pretty good job with that. And then even now with we have our we have protocols in place where we look at candidates and um we have the things we noticed and then the the things that we want there. questions we have about um the strengths that we noticed of candidates and then um questions we have about you know how they might
025fit. And we use that noticing and wondering protocol for folks to sort of it helps us service things in ways that are not as um leading and usually disrupt bias a little bit more efficiently. And then ultimately at the end of that we ask our candidates to um make recommendations on candidates. Um and we actually ask sorry we ask that folks in the interview to make recommendations for as many candidates as they think would be viable to do that job. Um and that's important because you know people get to voice their opinion but it's not always does it's not a binding decision that that those folks make make the hiring manager still gets decide. The reason I say all that is that um it's a pretty tight process that and you know if folks are
026involved and they have been trained they sort of know how it goes and they know what it is they're being asked to do which helps us from anything going sideways. >> So it sounds like just so that we can keep the conversation going. I think that Jacob made a a good point that understanding like the intended purpose of having a community member on the committee is kind of the first step in understanding you know who would be or if there should be or anything else. Um, so next steps it would be great unless you can just like blurt it out now, but I wouldn't of like what like what is the district's uh view on the intended purpose of having a community member and like do you as the HR department like recommend that the
027district continue to do that? Like have you found value in and why are you doing it in the first place? Oh, I think it's anytime you can have community members that have been trained and are part of the process really the the when you have full committees, it provides value and there's two reasons. One, it gives you diverse perspectives when you sit with families who are on an interview committee or we actually had some students on interview committees. Um, what they're looking at is going to be a little bit different, but you know, I see it see things through my lens, right? But it allows us to hear from multiple folks. So when we have a community member, if a certain, you know, let's say math is really important to them, they're going to focus
028on the math question or special education processes might be a focus here. That's that's fairly common and it gives us great insight into that. So that's been um really helpful. The other thing actually helps our candidates once they're placed into jobs. If we have a committee and there's 10 people in a room and everyone, you know, consensus generally is, hey, this is a candidate we find to be really strong and effective. When that person shows up in the building, they, you know, though the process is confidential, folks generally know this person was on the committee, they know some of that information. And once someone goes into into a building what you know whatever role it is they sort of have a they have a have the support of a committee behind them and that that's
029a helpful tool. Additionally when we talk about the the strengths we noticed and the wonders we have about candidates for me particularly for our um or highprofile positions if there's any areas where we had any questions in the committee. Usually when I meet with a candidate and we put them into a role. I'll actually have discussions like hey the committee was really happy with you. We'd like to offer you the job um here's a couple of things that we we do want to we have some wonderings about and as we go into the job let's just let's work on these together because that helps us address any concerns right away. So there is a lot of value in that. Um you know we don't often have poll committees but when you do have that it
030can be really helpful. The one question I have and this kind of goes back a little bit when you're talking about bias. Um several years ago I was on I was participating in a committee and the one thing that stood out is the the questions are um and forgive me if this goes off topic a little bit Emily from your agenda but the questions are kind of canned. You can't really divert. can't ask follow-ups and please can you explain like is that is that there in place you cannot because of bias because I found that that made it really difficult to ask questions for clarity and for understanding how viable a candidate might be and I want to understand that part of the process. >> Yeah. So we actually um this past at the beginning
031of this year we actually implemented structured follow-up questions um because of that that same reason people were feeling like oh we we want to get more clarity on on their response. Um and so the process itself still remains structured to um avoid um any inappropriate questions. Um so our followup right now um the chairperson can ask uh a structured follow-up question if they need clarity um need the the uh the candidate to expand more on their response >> and can members of the sorry inter but can members of the hiring committee like pass notes or like to say like hey can you word this some or whatever >> they can in our um trainings with the um chairperson. That's one of the things is to first um when they have that premeating with the with
032just the committee to say hey I'll be asking the followup but if you feel that there's a question that should be asked you know pass a note um and the candidates are are also um made aware we have this structured process if you see this this is what it means um so to um to make the the process as transparent as possible and and that did come out of our conversations last year as a like an iteration of how to change things at the board level. And the other thing I would notice having facilitated this a couple of times is that it's usually, you know, oftentimes when we're interviewing for almost any role, the the skill you're demonstrating while interviewing isn't always the skill that you're going to be performing, right? So folks will be
033really nervous. That doesn't mean that they're not going to be a good teacher, right? So um sometimes the follow-up question could just you know give them a chance to reset sometimes. So for me it'll often be just say hey can you expand upon you know the first part of that question or hey you didn't you know the question asked for two parts can you complete the rest of it and what we found is that um in terms of allowing accessibility to answers for the candidates when you do that you give them a chance to take a better shot at that and um you know perform as best they can. I just want to say I really appreciate I appreciate the level of thought that's going into allowing candidates to be their best. I think that's
034rare in hiring processes and is obviously you're attentive to that. >> Back to community members real quick then. Do you think like given that it's only for a small percent of it and maybe the answer is just like it doesn't matter but like I'm curious like do you think the presence of community members or some but not all candidates advantages or disadvantages or provides it in any way or no? So the community members are only there for like a set interview. So if we're doing science interviews and there's seven of them, they're there for all seven. So okay, >> it wouldn't be like there's another round next week where they're not there. Okay. Um, so usually we try to keep them all in together and even when we've had situations usually where someone can't be
035there for all of it, usually we ask anyone, hey, this is really an all or nothing because we want you there for either all the candidates or not. >> Thank you. >> Good to hear. That was not my experience a couple of years ago. So glad that that that effort is being made. I've written down the exact question that you just asked. So I really appreciate that. Um I do think um one of the kind of follow-up questions to that is uh like what questions are being asked. Again, this was a couple of years ago now when I was um on the committee. Uh but I I definitely got the impression that a lot of effort was being made to be thinking about um or to be hearing from candidates about their um their approach
036to you know equitable teaching practices and anti-racist instruction and and all of that great work that did come out of the ELIC. Um, I would say that I heard more questions kind of reflecting that than I did about uh, you know, other pieces of the job, like if this were this was like a principal role. Um, and and I didn't hear quite as much about like their, you know, approach to, you know, instructional coaching or, you know, the the the more kind of like concrete um parts of their role that actually does determine more about how they would how well they would do their not work that would also determine how well they would do their day-to-day job. Um I would assume that you can't just like share hiring questions question maybe you can in
037like a public >> so we do create questions for each the chair has the discretion to create questions based on the role that's open. Um so let and often it's in response. So there's always going to be some standard questions particularly relating to like there's always questions about you know a generic question asking you know tell us about your professional journey and how you're here right like the get to know you question. There's always going to be uh usually at the end we'll have a question that is something along the lines of like you know is there anything else you'd like to share with us that we haven't been able to ask you to give people the opportunity to tell us more. There's going to be questions about uh uh working um you know working
038with different groups within our school system and then there's um questions about equity and inclusion. Beyond that, the chair is usually going to skew questions to the specific role. So if it's science questions, there might be a question about the shifts in the science standards, right? That's something that's going on. So we're going to ask about that this year. Once we shift, we're probably not going to ask the same question anymore. Um, so it I would say it really depends on the the type of role. Um, you know, elementary questions lately for elementary positions. Um, we've been asking additional questions about um teach approaches to teaching literacy and um approaches to differentiating curriculum. So, and maybe I'm leading to where you're I know we've talked about this. I guess the question that we would have
039uh is if there's additional areas of focus that the board would like to see in hiring processes like are there areas um for teaching positions for various units that that that we really want to highlight going forward and then then what would be the process of us sort of thinking about that? what are our values sort of how do we want to align >> I guess I should have just asked the question instead of presenting an assumption like I can't answer that question unless I saw like what was being like when we talk about like the interviews specifically like I have no you know I would there are like an a ton of questions I could think about that I would especially like that are specifically related to like our district about that I would
040love to see like any teacher in the district be asked um and teachers like thinking about like in at the elementary level like specifically about like curricula and instruction and and classroom management. And so I guess I'm trying to understand if it's like, you know, there's these like broader topics about different things and then there's like a couple thrown in at the end that are related specifically to their role or if it's like, you know, how much does like uh you know, do you guys work collaboratively with like Mary's team to make sure that the things that she's noticing that are that were you know that she would love to see in in teacher new teachers that are coming in at the elementary level to make sure that those are reflected in the questions. So,
041I'm generally more curious about like how much what is being emphasized most and to what >> I mean gosh I think it's so broad. Um I would and I almost want to zoom out a little bit more and say the interview process when someone's interviewing and sort of talking in front of you the questions certainly are important. They provide us windows into thought processes um how how people approach problems um and so the while the questions obvious certainly are very important there's also this just this element of like how well can you get through a set of questions and and ultimately for our teachers what I'm looking at often is how well can you convey an idea in a three to five minute window that hits five or six different points right because because that
042when think about the teaching process in a classroom which is very often burly driven that's a that's a skill to demonstrate so that that's sort of one part of it um we definitely have had an increase in the questions around literacy and uh I'd say really literacy has been a big question that we've been using lat with teachers particularly in the lower grade levels which is a reflection of the literacy work we've done around the district um but there's not like a a standard flow a change process of of how that works. >> Are there um are there any uses of scenario based questions or like sample teaches like within the process? >> Uh great question. So we >> know because like you know you talked about like the limitations of questions. I think that
043>> yeah sometimes varying up the activities can more >> insight. Yeah. I mean so scenarios we've actually we've been using a couple scenario based questions um really for for actually some of our non-eing roles that's really effective like uh you know in technology they'll often be like a problem solving question not so much like here's the problem how do you solve it though sometimes it is um but also uh like how do you solve problems like what is your framework what is your systems for things with uh leadership role There's often questions about uh difficult conversations uh windows into how what how what folks think leadership looks like, sounds like, feels like. Um so but the scenario thing I will say several years ago we actually had for our roles for elementary teachers where we
044would have many many candidates we actually had a in this building we had a whole system where they're coming through and meeting with different principles and I think they had little demonstration less as well. So we've done that as well. Not something we've done a lot of lately but it's certainly something we've talked about. had like a a gallery walk and so principles had 10 15 minutes they could spend with each candidate. Um and in addition just to add to the interview set of questions, we do try to include like a classroom management question. uh a uh how do you work with other colleagues or you know if you have that specialist um uh yeah and and what Zach mentioned like problem solving and we try to get into per each interview set something that's
045going to be specific to the subject area um that that for the position that we're interviewing. It's hard sometimes when we or like we could ask 20 questions and then you know the interview process will be very drawn out. >> Yeah. I think I don't know. I'm finding it hard just like as an outside person to put my finger on exactly like what the interview process looks like. Like you're saying a lot of things and like oh sometimes we ask a question like this and sometimes we do this. I just wonder if it could be helpful at some point. I don't know if this is a permissible thing, but even to be like a silent observer for a for a couple of positions, you know, for like one or two people on the committee just
046to sit. >> We wouldn't speak, we wouldn't do anything. We literally just watch because when you asked the question like, is there anything that you would like us to add to the process? It's like, oh, I it's a little hard to know. >> Yeah. >> Based on the conversation, but possibly after watching a few interviews unfold, we be like, oh wow, like that was so helpful to see that. Um, I'm not I'm not trying to, you know, like insert myself into the process, but I just wonder if that might be helpful to to observe. >> Yeah. >> So, no, we're happy to I can check. Let's see. I don't think there's any obstacle against that, but >> I will check on it. See, >> I think you could just like review questions. I just think
047would be interesting session. >> That's true. >> I don't know what the So, we can come back to that. We are like running out of time. So, I'm going to It seems like I I will be following up with you guys with some next steps around hiring committee questions. There's a few specific things. I think it would be very helpful to have someone like, sorry, not um uh why am I blanking on her name now? Um >> is it Roberto >> from the village? Robera, thank you. >> Um Roberta here next time. And I think that that would help really understanding what that community member process has been. Um because one of the things that came up for me was like it sounds like there's value in having certain kinds of people like if you
048have really strong insights or or expertise in science like for sure but if you're just like moving to town like maybe that's not like a a valuable use of time of course like more heads are better than fewer sometimes but so it would be really interesting about like what the criteria >> they're looking at. I think we have some follow-up questions about interview questions specifically. Um I did just want to get like everyone else's feedback on um what I had mentioned originally about just thinking about the hiring process in general. Like is there agreement or disagreement about um being interested in in the team like thinking about whether things could be like streamlined, whether there's repetition in the cover letters and the writing statements and the questions being asked it um during interviews and things
049like that. Do you guys have any like insight to follow about that specifically? From the presentations, I heard a very tight process run by the HR team. And my main wonderings are about the Brit samples and the interview questions. >> Um because it sounds like there's potential ways to either standardize or make more efficient and better get at the core competencies we're looking for in candidates. Overall, I think it sounds like a really I've just been really impressed by the level of thought into your process and stuff. >> Great. Um, any other like buckets that anyone wants to raise? I know that we have a quick exact session item. So, I have nine minutes, but if anybody has anything breaking on this single policy yet? >> No, I did not. >> Okay. >> Um, okay.
050Okay. Well, I will follow up with you all about some of these things and with the committee um so we can think about next steps. Um, I think I did mention at some point that there's a um I'm sure the district has already worked with her, but an IC professor who like specializes in in hiring equitable hiring practices um who I had an opportunity to speak with over the summer who I've already kind of met invited to maybe come and speak at uh and share her uh some of her research and information with us as well. So maybe if we're lucky, we would have two special guests next time. Um, and that is it. Are there any other discussion items? No, I just asked you. >> Uh, agenda setting for next meeting. We just talked
051about that. So we will move to enter into exact session if someone would like to make a motion. >> Sure. I move to enter into executive session for the purpose of discussing appointment history of particular persons. Second. All in favor. >> Thank you. And we have to come back from >> I guess we can do it instrument. >> All right.