001Call the Germantown School District Board of Education meeting to order June 23rd at 5:00 p.m. located at District Office. Uh item one, open session A, roll call. >> Ewert. >> Here. >> Boyar. >> Here. >> Barney's here. Loth is absent excused. Pollock. >> Here. >> Utech. >> Here. >> You. >> Here. >> Thank you. Uh B, approval of agenda. >> Motion to approve the agenda. >> Second. >> Mr. Barney with the motion, Mr. You with the second. Any discussion? >> Do we need this motion at the beginning? >> Uh I don't have it on here, but yes. Can you do the notification of posting? >> Uh yeah, I don't have the actual formal one, but yes, it has been uh posted outside of the schools and anybody that has requested uh the agenda has been
002provided with that as well. >> Thank you. [snorts] >> Yep. >> Uh Mr. Barney with the motion, Mr. You with the second. Any discussion? Hearing none, all in favor. >> Aye. >> Any opposed? Hearing none, that passes. Uh two, citizen comment. I have two people signed up. Brad is the first one up regarding social media. >> Evening. >> Hi. >> Thanks for letting me speak. Um I wanted to share how disappointed I was to see our board president and vice president um engaging and interacting affirmatively with a local Facebook-based uh right-wing troll page in the last week. Um from my perspective, the page functions primarily as an un- anonymous bully uh carrying anti-LGBTQ messages among other um typically uh right-wing messaging. >> [clears throat] >> In this case, uh the post was um intended to
003denigrate the efforts of a Menomonee Falls school board member who put out a video to educate the public about some basics of school financing and Mr. Ewert and Mr. Boyer both commented um basically making fun of what was happening. Um and you know, that's bad enough in and of itself, but the fact that they found themselves on a page that carries um nothing but uh in my opinion vile messaging is extremely disturbing. If you're not sure what I'm talking about, I'm sure your colleagues would be happy to tell you about what they did and where they posted, send you a link. Um if you're concerned about it, please share that with them. Uh I don't think it looks good for the board as a whole and it really doesn't look good for the two of
004them. Thank you. >> Thank you. Uh Kim Taylor, superintendent search. >> Good evening. Uh my name is Kim Taylor. I'm a resident of the district and my um children all went through the district. I've four kids go through the district. Um I'm going to speak tonight I'm not speaking tonight on behalf of any organization, board member, administrator, but as someone who's spent nearly 30 years in education um and has had the privilege of being in school leadership including as a superintendent. I want to begin by saying that I do do not know all the circumstances surrounding and the resignation of the superintendent. I don't know about the conversations that have happened, every decision that's been made, or every factor that's contributed to the outcome. Because of that, I'm not here to defend or criticize anyone
005individual individually. What I want to talk about is leadership. Across Wisconsin and throughout the country, school districts are facing a growing shortage of district leaders. I think we talk about teachers a lot, but it's really around district leaders as well. Superintendent turnover is at historic levels. Almost weekly we're seeing superintendents um resign. The job has been increasingly become increasingly complex, increasingly public, and increasingly difficult as a human to perform a job that we are asking them to do. As community members, we absolutely have the right and responsibility to ask questions, express concerns, and hold leaders accountable. Accountability is healthy, transparency is important, and public discourse does matter. What concerns me is that the disagreement turns into personal attacks, public shaming, or assumptions about character and intentions of the people that we do not fully know.
006There's a difference between challenging a decision and attacking a person. There is a difference between accountability and hostility. I recently heard someone say that the future leaders that are coming into Germantown should understand the challenges and toxicity and conflict that exist within a community before coming into this leadership position. I agree. However, I agree but that they need to know what they're walking to, but they should also see a community committed to respectful dialogue, thoughtful problem-solving, and shared focus on students. The best leaders are not looking for commun- communities that never disagree. They're looking for communities where disagreement can occur without disparaging people and destroying trust. The narrative we create today will influence who applies tomorrow. That is my concern. Is our we going to be able to attract thoughtful, dedicated leaders that have integrity
007and are pro-kid. Every community wants strong leaders. Every community wants people of character, integrity, and courage to apply for these leadership positions, but those leaders are watching. They are paying close attention to how our communities are treating their leaders when difficult situations arise. The reputation of communities mat- matter. Communities that hold leaders accountable while maintaining trust, respect, and a focus on students are the communities that attract and retain strong leadership. If Germantown becomes a place where disagreements become personal battles, where assumptions replace facts, and where public discourse becomes divisive rather than productive, the district will find it increasingly difficult to attract the kind of leaders our students deserve. I believe we have the opportunity to shape a different narrative. Not one that ignores concerns or has difficult conversations, but one that chooses facts over assumptions,
008solutions over division, and keeps students [clears throat] at the center of their conversation. I've also heard conversation conversations about whether board members are pro-teacher or pro-administration. I would suggest that the most important question here is neither that, but who is pro-kid. Every decision, every conversation conversation, every disagreement, and every future hire should ultimately be measured against that. What is best for our students? I've recently been following the public posts on and forums, and this is really a plea to our community to come together to support the public officials that we've elected to hold our leaders accountable, and to support our leaders in a way that presents facts without being disparaging. I'm very concerned, although my kids don't go here anymore, that we are not going to attract the kind of leader that we that our
009public is saying they want because of some of the things that are being said. Um I am not following the board, I'm not following all of the things. I don't know what happened. I don't really care. What I care about is how we're going to move forward. So, it's really a plea. There's not many people here, but it's really a plea to our community to come together to problem solve, to support you all, cuz it's a tough job to be on the board, and to understand that no one is perfect. And if if future leaders see that they're going to be under the eye of scrutiny, they will not put themselves and their families at risk and come to a community that's doing that. I appreciate um being allowed to speak. Thank you. >> Thank
010you. >> I have no other signed up. Um new business, a discussion possible action regarding superintendent search. I was not a background on this. It's a short notice, but obviously we have to uh move forward with a search. Um and we've been getting a lot of um communications from firms that would be eager to help us with that. I think we've seen a lot of comment communication the community of kind of what they would like, those types of things, um whether it be social media or emails that I've received or maybe some of you have received. Um so I think the best place we could go forward to start with that is an RFP for service. Um I'd just like to get you guys' opinion on that, what you'd like to potentially see considered in
011the the RFP um for that and and uh begin the process of a search. So, with that, I would take a motion and then we can get to discussion regarding RFP. >> I'll make a motion that we uh solicit proposals for a superintendent search. >> Second. >> All right. Discussion. Um I had handed out with everybody and most of everyone here has seen this before or should have seen this before, um is the district administrator eval that we use. It it touches on a lot of different topics that are all encompassing in the scope and responsibility of a superintendent. So, I think this might work as some good framework for what we're looking for in in regards to that RFP, but I think there's a lot beyond that that has to be included in this
012from community citizen input, um staff input, let's see, the board input. So, these firms are going to need that to build a candidate profile. Um, if they would want that in the RFP that they would [clears throat] return some sort of timeline and process um, to make sure all of those stakeholders are included in that. Um, obviously parents, but even just general community members, taxpayers. These decisions made here and and and by the the administrator are going to affect them as well. I don't know if anyone has kind of more input or thought around that. >> Well, um, I don't want to say I wouldn't necessarily consider a candidate that isn't currently employed in Wisconsin, but I think it's important that the candidate be from Wisconsin so that they have the the history that comes
013along with changes that have occurred over the last 15 years in this state. Going, you know, pre-Act 10, the changes that come along with um, negotiations since then, where things are today in that state and where they could be in the next month or year. Um, it's important to have to know that background and if you haven't lived here, you probably don't have enough of that background to um, be able to properly manage a district. >> Sure. >> In that regard, would we also want to consider somebody who's either been a superintendent or been, um, employed in the education world in Wisconsin for a certain number of years? Um, would that be like, I don't know, you were saying 15 years. Do we want somebody that's got more longevity like that or, um, are we
014willing to consider people who are maybe newer to the superintendent role? >> Um, I think in regards to that, I I personally I I I would put some weight around someone who has that responsibility and then performed the job, whether it was a smaller district or or or potentially a larger district. That obviously doesn't get into those specifics, but I think you know, perform job performance and something we can judge a body of work on would be helpful when it comes ultimate time to make the decision. Um for this particular conversation, and maybe I guess I'll I'll kind of hit a reset on it. Martine, can you go over kind of the timeline we're looking at and why we'd be looking at at that timeline? Um >> Yep. Yeah, so uh typically in the hiring
015process, when you think of that timeline with superintendent, um you're typically looking at anywhere between um three to four months from engaging your stakeholders. So obviously that's engaging your board, engaging your community, engaging your staff, really to create that profile. Then from there, you're probably spending a good two months recruiting. So once that's developed, you're starting to recruit those candidates. Um obviously with those inputs that were put in. And then finally, you're spending probably a good month going through that selection process as well. So bringing in people for those initial interviews to those final interviews. It's just kind of a process, so we're probably looking at a good solid four months. Um as far as getting the RFPs out, we'll probably want to pull those together pretty quickly, um just so we can get those
016started. We are in a I mean given the circumstances, but knowing that we're looking to hire for that following year, we're in a good spot to get those going. Um so I would assume we're getting them to you guys, if we can by July's meeting, that'd be great. August by the latest, but that still gives us plenty of time for that hiring process. Cuz typically you're looking at a hire late January, early February. Some run into March, right? Like we're we're in a good spot to be able to pull a pretty solid pool. So the administration recommendation would be for a fall [clears throat] search for a 20 27 28 candidate? >> The process would start in the late fall into the early winter. Yeah. So, we're with the goal really hiring probably by early
017February. Just given the timeline we're we're early enough to be able to hopefully be ahead of that. >> I think I heard in the community some people concerned in kind of in both directions. One, hopefully we can get you going going get a hire in this this summer. And others, I hope they don't rush it. I mean the board. Um I would probably agree with the latter. The the the attempt to try to hire through the summer. First of all, I think we just would face a vastly narrowed pool. >> Yeah, that Yeah, I if you're trying to hire that quick, too, going through a search firm is probably not realistic. Right? So, if you want to do a full engage of your community, we're going to want to take our time with it. >>
018So, then we use a firm, right? We have a third-party that would be conducting some of this outreach to the stakeholders, providing the information that they get back >> Correct. >> um to the board and and really ultimately though to create a candidate profile is my understanding. >> Yes. >> And then they would narrow the applications down for us. >> Yes. So, they would help narrow that down obviously vetting those through you guys. And then at some point, depending on what we determine is that um hiring process. Right? So, how many How many rounds of interviews are we doing? What does that final round interview look like? That would be collectively. But once again, you're engaging even at that phase, you're engaging not just the board, you're engaging staff, you're engaging the community. So, you
019have them along the way. Not just to create the profile, what are we looking for, but even throughout the process. >> So, I think it's important, right? At that point though, it's a third-party that would be doing it. So, then it it it lends itself to a more that kind of transparent manner of this wasn't controlled or directed in any way. Uh it's raw information coming back. Obviously, there's they use all those data sets to make that profile and ultimately deliver however many candidates that we would then narrow down. >> Yep. >> Um Okay. What from a process standpoint from there, we'd look to get those RFPs back. >> Yeah, so >> what they're providing as a suggestion for for that actual timeline and process. >> each one might vary a little bit in the
020timeline, but in general, you're looking at that as far as what that would look like. Obviously, each one might have a little bit of tailored approach and how they approach it. Um but yeah, that would be included in their RFP or the request for proposal. We'd bring that to the board, walk you through each of them. Kind of probably provide our input on what what we think is a strong one and then let you guys make that decision. >> Any questions kind of on that that thought pattern? >> Just more in general, obviously, this is new to at least me. Um >> Me as well. >> But like, can you help me understand why we choose a vendor versus posting something out there? >> Yeah, that's a great question. Yeah, there are advantages and disadvantages.
021Yeah, um I mean, I always lean towards using that vendor when you're looking to hire such a critical position, right? Like not all positions are important, but when we're talking about a position that is impacting on all levels, your community, your board, I think it's really critical that you're bringing someone in to really craft what we're looking for and being able to synthesize that in such a way um from their perspective based off of what they gather, I think is very critical. Um not saying that we can't, but that would be a really heavy lift um and one that I think, given our circumstances, probably isn't the right approach. So, yeah. >> Okay. So, if I understand you correctly, I mean, these vendors have gone through before. They >> They yes, they are. >> This
022is what they do. They have frameworks and they know what >> Yeah, this is is they do, right? Like it's literally the work of these these different organizations where they go and they work with the community, they they build those interview questions if we so choose to have them do that. They will build those um focus groups, they'll probably run, there may be elements of full surveys that they send out. So, yeah, it's their expertise. >> Okay. And to Russ's point, like just having that third party, you know, being able to coordinate that, I think it's helpful for transparency's sake. So, >> Yes. >> Thank you. >> So, if we send that out, what would be What do you think the timeline we'd ask for response and What's the uh >> Yeah, so response for
023them? >> Yeah. >> Um given that I haven't done one through for a superintendent position, while I ambitiously would love to have it in by our July meeting, I don't know if that is doable. So, we're probably looking at August to be safe. Um which still gives us plenty of time, right? You select one in August, they really start building what that looks like in September, and then doing those um focus groups, getting community input. So, we're we're in a good spot where we can probably hit August. >> So, then what once that's selected, we'd understand obviously through that and we can even modify the contract or or work through them with the contract for more of the specific needs. So, kind of between now and when those RFPs come back, we should as the
024board members take time to to think about some more of this process-based stuff. >> Yeah. >> Um obviously they're going to probably have their general process that they run and then I'm sure there's different options for us that they'll provide us. >> Yeah, you some will have like their a la carte type approach to whether it's the marketing, how are they going to advertise the position, are we looking to target more local, regional, national. We'll work with all those pieces as well. But those are getting into the the nitty-gritty, but yeah, they'll all have different pieces to it. >> Mhm. >> Any further discussion? >> Does anyone want anything different in the motion or more or less specific to the issuance of an RFP >> [snorts] >> for service? >> Well, I would hope that
025any firm that wants to submit an RFP would watch this meeting and would see this >> Yes, and >> with 20 minutes worth of discussion to get some idea of what we're looking for. >> But when we submit an RFP >> They're not submit They're going to respond to an RFP. So, these two need an understanding of what they should put in the RFP um specific for that those vendors to respond to. >> Oh. >> Yes, we can build that out. Um yeah, we can provide those services at these costs, those types of things. Or do we leave it a little more open-ended of um provide us what you think understanding we want community involvement and input some form of survey process um via third party. >> I think community involvement's going to be uh
026very important. Um I think I would leave it at that um stressing stressing that piece to see what their thoughts are, what they would do rather than say, "Well, we want a survey done." >> You know, something >> Yeah, very specific >> uh because we don't know what we don't know. >> Correct. So, I I I think community involvement uh is part of the process overall. I think it's going to be important for for us to do um a couple of things with I'm trying to be generic so that they can be creative with what what they come back with, but um you know, the ultimately as we know the superintendent is is pretty out there, very public figure. And so I think it's important that that there's something out there for focus groups, whether
027it be [snorts] teachers or whatever, public, taxpayers, parents, kids to to have their moment, whether it be small group, large group, whatever. So I'd like to see what uh these firms think about that and what what what they may have done before that was that worked well, other suggestions, those type of things. >> Do you want to leave it more vanilla for them to respond with what they're >> I Yeah, because I I mean it's I have a couple of thoughts of what I'd like to see, but at the same time that's not my expertise, so I don't know if there's something that's better. Um. >> [snorts] >> I I tend to agree with that. I think if if they're the experts in this, they can tell us how they recommend we engage the community.
028>> Yeah, my guess is we're going to get various proposals back on that and some may have a lot of the things that we're thinking of and others might not have as many of those and maybe that's also a way to to weed out cuz there's a litany of you know, firms that are eager to do the work. This is from what I what I've seen in the last week. >> So is this process purely like something written or are they going to have a session where they pitch? Like we pick the top three and they I'm just making that up, but >> Yeah, no, they'll they'll I mean the answer to that could be yes if you want that. We utilized that scenario in the search for the law firm where I think it
029was the top three had to pitch in the room um to the various group of people that from administrators [snorts] to board members and that you know, from that scenario. >> Mhm. >> Um so we could we could do that. I would see Martin's taking notes. Um so I would assume you jot some of this down for the RFP. >> Better yet, do you feel that's effective having that pitch or >> Um >> wasn't more like a obviously a sales pitch, but >> Yeah, I I don't know. I haven't been in a room for search for a superintendent before, so I think the only people that have actually one other person in the room that >> knows that has has been [snorts] Tom. >> Yeah. >> I think it's important to hear from them. I
030mean we could get several responses, two of them that both look great. Well, we might need that in-person presentation to make the decision. >> Yeah, I would probably agree cuz then you can ask those specific questions to pieces within their proposal, right? Like you may ask those of us, but we may not know exactly what they're getting at where if they're able to come to the room and present on that. You can make a sound decision on that. >> Yeah, and that would be a scenario where they would present. >> Yep. >> Um you know, just in a general meeting so it won't be full board. Um cuz it won't be an open public meeting on the pitch side or we could arrange it as such. Um [snorts] it'd be a little different for them
031as vendors to probably have to do it that manner. >> I did have a question on um since we're talking about using a third-party vendor, I assume that there's a cost associated with this. And >> well, I am definitely on board with a third-party with a third-party handling all of this. Again, to the transparency and you know, having some neutral third-party handle that. What kind of do you have any kind of range of idea of what that's going to be? >> Yeah, so I've been trying to do some investigating on my part to kind of get what that might be. I connected with Britney as well. Uh she said ranging anywhere between 15 and 20,000 is what you're looking at for our district. Um I would probably go a little higher and maybe push that
032even a 30, 35 just to be clearly safe on it depending on how much you really want to put into it. So, but that's just the range that she was able to pull, just her general knowledge of some of the searches she's been a part of in the past. And you have to keep in mind that our district's more of a mid-size, right? Like it's not a 7,000, 8,000 student district. So, that plays into it. >> So, they're based more on the size of our district? >> There's the Well, there's different pieces to it, right? So, like how many students do you have? Some will say, if you have X amount of students and you want us to survey the community, here's how much it would be for that versus if you have 8,000 students,
033that survey cost might look different. Um but it varies. But yeah, based off of what Britney would recommend or see it somewhere in there. >> I think it would it matter to her Are they going to have like in-person listening sessions? Are they just going to put out an online survey for for the community to fill out? >> Yeah. >> To your point [clears throat] of how are they going to advertise for it? >> Yeah. >> How large are the searches? Is it national? Is it local? Those types of things are all going to vary in the cost. And that's kind of what I've been seeing from the research I've done so far and that is I mean, it's like anything you could spend all the money and get all all of the the bells
034and whistles for it or you could you know, slim it down and and do the bare minimum or whatever you think really fits for the community's needs. >> Right. >> So. The answer is not free. Unfortunately. Any further discussion or do you do you think you guys need any more direction or I mean, you kind of heard some thoughts from the board on it. I kind of agree on the the idea of not running down a list of very specific things right now of exactly what we want cuz I'd like to see what these companies come up with and then >> Yeah. >> look at the price tags associated and and see what was going to fit for the community. >> Yeah, we'll do and we'll take a few different approaches obviously. We have a
035few of the firms that have reached out directly to you guys. We got some in the mail as well. Um uh WASDA Wisconsin Association of School District Administrators, they have a list of a lot of different firms that do the work so we can vet some of those and reach out as well. Um I know I believe I heard uh regionally is probably what you're looking at locally in the sense of or regionally in the state of Wisconsin, people that have that experience cuz obviously you have some firms that are nationally um but keeping in mind you could be a national firm that has done a lot of work in Wisconsin still so >> Yeah, I just want to make sure the RFP purpose, right? >> Yeah. >> Cuz it's a request for proposal from
036these these vendors that we're not getting into cuz part of their process is to build that profile and some of the stuff where you just mentioned is theoretical profile. So we're not there yet. I think everyone's got a lot of ideas going around what what they'd like. I know the community does. Um I know staff definitely [snorts] does. We want to be mindful of all that. I'm sure the companies can understand and hear that. >> Sure. >> Um but through through the RFP process, I think it could be generally stated >> Okay. >> community-minded based approach to the hiring process. You know, and then they can figure out what that means to them and propose it and we can see if we're in alignment. >> All right. Um given that I don't know how quickly
037they can turn that around in the event that they can turn it around by our July meeting, would it be >> Well, the RFP you're going to have to put a date deadline in it, right? >> Yep. >> So yeah, do you want the RFP deadline to be you you you don't want it to be the day of or even the day before cuz you want to be able to whittle down the responses. >> Yeah. >> So is would we look at the first week in August meetings that we could piggyback either full board meeting or special meeting in regards to review of of the uh I don't know timeline wise. I mean they they'll respond as fast as you want them to. >> I'm not really like the timeline there. I think they'd be
038[snorts] pretty quick at their response. It's a matter of >> Well, we want to set the deadline. >> Yeah. >> So then if we do the first week of August, then we would plan on having a meeting then in August. Okay. >> I'm just saying >> No, that's that's fine. I'm just I just wanted to know from your guys's perspective that was something you guys wanted to have that conversation in July or August. >> I don't think it takes them more than a week. I'll be honest with you. This is what they do. They have the skill set built out for it. >> If you're looking at a late July turnaround for the proposal, that gives you a little bit of time to review the RFPs prior to our committee meetings in August. And that
039kind of sets the timeline that we would have where likely by the our committee meetings we could narrow the RFPs down to the ones we'd most likely want to move forward with for whatever interview structure you want to provide to them. So I would assume that the late July piece even with the fact that we've got some holidays in between would work for a timeline. >> I mean coming into the meeting I I assumed that we wouldn't get necessarily be able to gather everything and be able to review everything before the end of July. So I'm personally I'm comfortable with that general timeline so that we can hit the ground running August 1st, let's just say, something like that. >> And just to remind you of our upcoming schedule, July 21st is our board meeting.
040>> August >> 4th is committees and August 25th is board meeting. Not to say we couldn't have another meeting added to go through the RFPs, but >> Yeah, I think the important part for July is there's so much just the one meeting that takes place in July. >> Right, because there'll be committees and yeah. >> So, yeah, I would think if if our first available is August 4th for board involvement, um you probably want at least a week. So, then you'd say July 24th is a Friday that you'd want it. It's a matter of can you turn the RFP around in a month? >> Yeah. >> I would think if we get something out out to them within the next few days, >> I think that's more than enough time. >> [snorts] >> I agree.
041>> So, yeah, you'd look at the response date to be the end of business on the 24th. Gives a week for you guys to look at them, forward on to the board. >> All right. >> And we can piggyback the committee meetings hopefully with a meeting around around that. >> All right. >> And I think we also need to give them a date at which we will move forward with a certain vendor, like a response time from us. >> So, like when they would come to the board and put well, potentially come and present to you guys. >> You mean from from that time? >> Yeah. I mean, I'm assuming we would communicate that as quickly as possible, so that we can start that >> Okay. Process, yeah. >> I think once you have the
042list, if if you're not able to just isolate one and you want the interview process, >> Yeah. >> you would just reach out to the finalists and say when are you both available or three available or whatever it is. I wouldn't recommend going deeper than that. >> Yeah, that'd be a lot. >> Yeah. >> It was probably going to be would be I guess would be top two. >> Um >> Maybe three. I know with the legal it got to be long with having three, but it was important we did that cuz there was three distinct approaches in the room for those those groups. And you might get that here. So, if we can I mean the reality is they can respond and then we can weigh the information and if we want to go
043forward with an interview process, then decide when that is and when they're available and we'll work it out. There's no that way there's not like this giant rush. Reality is the hiring window isn't August or July. It's November, December right to start getting that application out. Or you don't the posting out and then probably January, February, March hire response interviews offer extended for start of July 1st, 2027. >> New calendar year. All right. >> So, if you guys think what you if you have what you need as far as kind of a thought on where the RFP needs to go and timeline, I don't think we need to get that that into the motion. >> Just that we want one. >> So. Any further discussion? Hearing none, all in favor. >> Aye. >> Any opposed?
044Hearing none, that passes. Item four, closed session. A, Board of Education will entertain a motion to go into closed session pursuant to Wisconsin State Statute 119.85 sub one sub C to consider the employment, promotion, compensation, or performance evaluation data of any employee. A, consider the assignment of an interim super interim district administrator and B, Rackfield Elementary principal. >> So moved. Roll call. Erick? >> Yes. >> Lawyer? >> Yes. >> Barnizy? Uh >> Yes. >> Utech? >> Yes. >> You? >> Yes. >> [clears throat] >> Board is in session at 5:35 p.m. with the intent to return to open. >> Who was the second on the motion? >> Reconvene the board back into open session at 7:08 p.m. And I will entertain a motion regarding closed session A, consideration of sorry uh closed session B, Rackfield
045Elementary principal. >> I'd like to make a motion to approve Dr. Daniel Nerdel as Rackfield Elementary principal and to issue a 2-year administrative contract for the 2026-27 and 27-28 school years. >> Second. >> [clears throat] >> Mr. with the motion, Mr. Barney with the second. Any discussion? >> Mr. Nerdel's going to be a great addition to Rackfield. So I'm excited to have him here. >> Yeah. Thanks everyone that participated in the interview panels and process. We had some great candidates put forth. And Dan definitely rose to the top. I'm especially given a lot of his experience but really his approach and genuineness to the process was pretty impressive. So we're excited to have him and his experience in the district. >> Any further discussion? Hearing none, all in favor? Aye. Any opposed? >> [clears throat]
046>> Hearing none, that passes. >> [snorts] >> I will entertain a motion and we consider the assignment of an interim district administrator. >> I'd like to make a motion to approve the following per diem stipends for co-interim superintendents while serving in the interim capacity effective July 1st, 2026 through the end of the 2026-2027 school year. Dr. Martin Castro, Martin Castro, $143 per day for 261 days. Mr. Jake Miziak, $143 per day for 261 days. >> Second. >> [snorts] >> Mr. Popoca with the motion, Mr. Barney with the second. Any discussion? >> I'd like to thank everybody from the board and both Mr. Miziak and Dr. Castro. It's definitely a collaborative thought process as we work through this. We really looked around what would create stability within the district. They've done a wonderful job obviously in
047the short term. And it looks like they have a really good plan to help build out support in in their what they're going to need as far as their their current roles go and kind of the co-interim position moving through a full school year. So on that end he receives my full endorsement especially knowing that it was collaborative with them as an approach to be taken. So >> Any further discussion? >> Yeah, thank you for your dedication in helping keep stability in the district while we search. >> I know Justin's going to have releases for both the principal and the interim position moving forward. I believe it's going out to parents and staff. >> Nice. >> And media that's in the room I'm sure can get a copy of that. So any further discussion? Hearing
048none, all in favor? >> Aye. >> Any opposed? Hearing none, that passes. I will take one more motion. >> Move to adjourn. >> Second. >> Mr. you with the motion, Mr. Voyer with a second. Any discussion? Hearing none, all in favor? >> Aye. >> Any opposed? Hearing none, that passes. We are adjourned at 7:11 p.m.