001Welcome. This is the February 10th 20 February 10th, 2026 Es Park School District R3 Board of Education regular meeting. It is now 3:30 p.m. This meeting is called to order. Please stand alone and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Please roll. >> Director Farie >> here. >> Director Kendall >> here. >> Director Shocket >> here. >> Directorski >> here. >> Director W >> here. >> Moving on to approval agenda. Board members have an agenda before you. At this time, I'll take any comments or amendments to the current agenda. Seeing none, is there a motion to approve the current agenda? I move we approve the current agenda. >> Second. >> We have a motion second. Aaron, please conduct board call. >> Director Fere
002>> I. >> Director Kendall >> I. >> Director Shocket. >> Hi. >> Director Werki. >> Hi. >> Director Wis. >> Hi. >> Ice car vote. Agenda is approved. Moving on. Moving on to agenda item two discussion items. 21 superintendent search advertising and background checks. Um, at our last meeting we there was multiple questions about the background checks and advertising and I don't have all those answers. Kim Morris has those answers. So instead of going back and forth, I just invited Kim to um participate in the meeting. So Kim, they were asking about advertising. What should we like suggestions from advertising? Hy and Brian, they presented like a basic ch uh back or a basic chat for um what they are including in advertising. So they had more items for that. Casby case, chalk feed, all
003of that. And then they also discussed, Brian um discussed background checks and they have a more extensive one and I knew we did one as well. So I was hoping we could collaborate on that. So I'll turn it over to you. >> Advertising. Um typically we do case and a couple other platforms. um which I do not believe when I previewed your base package were in there, but your base package is complete and pretty exclusive. So, I've I think that's great. I would also just advertise in case and CASBY. >> Okay. We definitely will advertise in CASBY because we're a partner with them. >> And then uh do you have the case? Um do you already advertise with them? Okay. So you already have the membership, >> correct? >> Okay, great. >> So we would
004just ask you to when we get this thing completed and >> it would go and you would be on there. The only other one I re or I talked about >> um which has become quite popular with superintendent, assistant superintendent is chopbeat. >> Um I don't know if that's a popular one up here. Um I it's big on the front range. >> Yeah, >> I get their newsletters every other day or daily. Um, as far as advertising, when I looked it up, it was like it was pretty costly for a 30-day period, >> like a $200 for 30 days. >> 30 days. So, >> and I don't think it it doesn't necessarily get you any more coverage. It's just it would be more localized. Um, but I think that if you're in Case and Casby,
005um, that's going to cover anybody who is looking in chop feed as well. >> Agreed. Plus just the the presence of HYA and the number of people that hit our website and people that are looking for positions nationally, it's significant. So yeah, >> your your base package and >> you give me the >> you were here, but I don't recommend I don't recommend unless you were like a Chicago or a Milwaukee those big packages for AASA and all of those. I I just don't I don't think you get the return on investment. So >> I would agree with that. >> So yeah, I mean good with hosting the case >> case CASBY and base package. >> Okay, great. >> Yeah. >> And and case because of our membership has a cost to it or >>
006it does actually an annual membership. >> Okay, that's it. There's no to it. >> Okay, >> great. >> It's an annual charge and then I post teacher positions, any kind of positions that we need out there >> and we will post it at CASBY. Dave um works parttime for CASBY so he'll make sure that it gets up on the um >> CASBY website. You guys are members of CASBY anyway, so it's free for member districts. >> Background checks. When I believe the decisions made, I run ba a basic background check with fingerprints, >> FBI and workers comp involved in any existing claims that the person might be involved in. >> Other than that, that's all I do. Yeah. >> I don't do financial, >> just fingerprint. And and I and I think that um >>
007it it depends on who your finalist is. I think if we have a sitting superintendent from somewhere in Colorado um and we're able to do some pretty deep due diligence ourselves, which we do, um I think that um the FBI check is fine, you know, fingerprinting and all that. If it's someone from out of state, someone who um we will again try to get as much as we possibly can, but some of these back the background checks, they will check credentials as well um and college degrees. I will tell you that um a firm not HYA um the applicant lied about college degrees so definitely had a bachelor's degree but did not have a master's or or a PhD and did not qualify for even a principal's license and that person was actually a finalist
008and it didn't come out until um the end and so that that was a that was a real problem. So, so with at least the sole finalist when the board gets that far along, um you know, if it's someone from out of state and someone who we don't know enough about, I would recommend the board would pursue um you know, the deep background check that checks financials, checks social media, checks uh college degrees and transcripts and those kinds of things, >> right? Which is usually something that we require in an applicant's package. teacher, >> right? >> Mostly um transcripts, official transcripts either sent to me via the college encrypted or in the mail, right, with the seal. >> Yeah. >> So, definitely we would want that and the credentials to go along with it, >>
009get official transcripts. So, >> and the board can act on that now or or later. >> Yeah. >> It's see who our finalist thought and then have that conversation again. Yep. Yep. That's fair. >> Any other questions? Okay. >> All right. That's it. Thank you. Thank you. Thank you. >> Thank you. Nice to meet you. >> Nice to meet you. I'm all the time. And if you have any questions, you have my information. So, >> Thank you. Thanks for joining us. >> Yeah. [laughter] >> Lock and load. >> It was it was shared. [clears throat] >> All right. Moving on to agenda item 22, superintendent search job posting. I wanted to bring this back. Brian was kind enough to take all the input that he received and add it back out to the job posting.
010So, I just want to make sure everyone had final eyes on it with the updates and that they were comfortable with the job posting as it has been presented this evening. >> Um, yeah. Can you talk a little bit about like required and recommended qualifications in the job posting or not and what your what the strategy is? So, HYA's approach is because we believe so deeply in community engagement that um we don't just unless it the board asks for it put in characteristics and qualifications and that [clears throat] leads to that lead does leave the door wide open for applicants but most people know what the requirements are generally for a superintendency. So we can do that [clears throat] but it always feels a little bit disingenuous uh for us to put those qualifications particularly
011the characteristics of what you're looking for in a superintendent when we haven't had that community engagement yet which is the focus groups which is the survey. Um if we would have started the search in let's say September October and had that much time and we had the focus groups done by let's say you know the holiday break we could have easily uh extracted all of those characteristics from the community and put them in the job description. And to be fair um you know we can we can put some in there. Um, I would recommend waiting until um, we have we get the job posting up and we have that profile report because when we have that leadership profile report that comes from this community, we do several things with that. We use that as a
012filter uh, to screen candidates and we also build uh, interview questions based on what comes out of that community engagement process. So, you may have a segment of the community that has a very specific interest in asking uh some certain questions about candidates and we're going to bring that forward to you guys. Say, "Hey, this appeared multiple times in our focus groups and this community has a concern and they have questions of these candidates. Would the board consider asking these kinds of questions?" So our approach is get the posting out there and then use um the leadership profile report as our screening device and also for us to build questions for the board. Um as we then we get further down um the superintendency is a very unique position. Um and most applicants will know
013exactly what we're looking for. If you wanted to put something in there that you want um you know at least principalship experience or something like that, we can do that. Um, but we can also screen for that later because you will have principles that apply maybe that um we're interested in being in a smaller district or whatever. So, um, so that that's really up to you guys. Um, I would recommend getting that posting out like tomorrow if we can. Does that kind of cover our conversation? >> Yeah. So, I mean, just so everyone's aware. Yeah. We the way it's written, it it tells a really good story about who Estas Park is, what who we are, >> what we're focused on, >> correct? And then it's silent on what we are looking for in a
014super >> and so now we will have applicants call us and they'll say >> that's true. >> What are they looking for? >> And we will say we are going to publish that report and it's actually on the on the schedule. Um, and we send it to all the applicants. We say it's it's now available. Here's what we're looking for. And you will we will actually have people say, "Oh, wow. I I'm I don't really have that skill set. I'm going to go ahead and withdraw, you know, before they get any further in the process." So, um, but all the applicants know that if they're working, uh, with HYA that we typically will have that profile report done and that is critical for them continuing in the application process. >> And looking at the schedule
015at the bottom of the posting, >> it shows them that and they got like 10 days. they see the report and they got 10 more days before it closes. [clears throat] >> Yeah. >> Um the other thing on the job description is there's a highlighted section um that is critical in that it leads all applicants back to the HYA website and that's intentional. Um when we post this, whether it's tonight, tomorrow night, or the next day, um that link is critical to be hot because we want applicants to be directed back to HYA where we have Frontline, which is an application system, um for them to use. So, it takes them to directly to an application that looks the job posting just like that with all the same exact verbiage, but then it has all
016of the HYA stuff. So, you click here to fill out your resume or upload your information and all of that. So, when that link gets populated, um, you'll be able to see exactly where it goes onto the HYA website. And I think that's the only thing that was left remaining on that job description that wasn't populated. >> Yeah, it's true. >> So, um, I guess I should have told um, HR this as well. wherever it gets posted, whether you put it on your website or whatever, make we have to make sure that that link is live on there that it's not um a static link that it doesn't go anywhere because we want to drive everyone to the HYA website um to to do the application process. It's not a big deal. It's just we
017have had situations where candidates then will be emailing us all of their stuff [laughter] and that's it's got to go through frontline [clears throat] which is our HR process. >> [clears throat] >> I think you've captured uh what the district's been overall what our district is. I appreciate that the vision, mission, and belief statements are in there. I mean, it clearly states that combined with our um highlights. It clearly states, I think, what we've been doing as a district over a number of years and our focus. >> And I did rep prioritize some of the the top four that um I think the board said, "Hey, these are our most important just so they're at the top of the at the list." >> Yeah, I appreciate it. I I think you captured it this district
018well, Brian. A >> lot of good stuff going on. Any other questions, concerns? No. All right, we're going to go on to agenda item 23, superintendent search schedule. Just everyone can take a look at the um latest schedule and see if you have any concerns. The only thing I noticed and I just wanted to bring that up. I noticed on uh the interview weekend is Easter weekend on that 4th of I think it was the 4th of April. >> Yes. >> So just making sure no one had conflicts with that um Saturday before Easter. Outside of that our schedule >> and I will make a comment about that. So that Saturday [clears throat] works really good as far as the calendar goes and and it is Easter weekend, but remember that is the slate. That
019is the slate of six. And if they can't be here in person, um which is fine, um we're we're able to do Zoom or Google Meet as well for that first round, which is not uncommon. if people don't want to travel here or if they are somewhere because their district's on spring break um whether it be Mexico or somewhere other nights, they can still zoom in um and we can still do the interview on that Saturday. Easter obviously is on Sunday. So, but I do know lots of districts have um they align uh their spring breaks with a with an Easter break as well. So, but I'm I'm set to go on Saturday. So what I'm hearing there is you don't think it'll be a candidate impact. >> No. >> If it was the finalist
020weekend or the a day in the district, that might be a little trickier, I think, because they're here for a couple of days. There's a lot going on in the community and that would not be a good weekend for that. But for the and these names aren't released anyway. No one knows who they are at that point except for the board. That's an executive session. >> So I think it'll be just fine as long as you guys can all be present. Okay. Everyone still good for that weekend? >> Yes. Thank you. >> Any other concern was scheduled? >> Not not a concern. We had talked previously about like a pdeium of overlap between our superintendent. I assume that all comes in like the negotiation phase [clears throat] of of the contract. >> Yes. Um, and
021I think if you're talking about a transition of some sort, really nice if the district um, if you guys can start thinking about that because if we're able to hire by uh, mid to late April and you name a sole finalist um, and during the negotiations piece, let's say they have either vacation or personal time coming in their current role um, is to work out some transition days. Um, it's really nice and I know um, I actually spoke with Ruby at length today. she would really be interested in that sort of transition just to get someone up to speed on all the initiatives that are going on. Um that would be really powerful. Um and so that typically is done at a pdium whatever whatever the board negotiates around their salary converting that to a
022pdium and then assigning that to how many days you want them in the district between the time they're hired and June 30. Contracts typically start July 1. Great question. >> [clears throat] >> I think everything is populated on the schedule. >> It's Yeah, it's populated. There's a couple in in yellow still. Um online survey. Are we good there? That is going to go live. >> Yep. We have been working behind the scenes with Aaron and Stacy Richie. Um she's uh back of the house. Um and she does the surveys. So, they're working out. I think we have all the accessibility issues worked out. um because of the House bill in Colorado. So, I think those got ironed out today and then I will be meeting with um with Aaron tomorrow uh for an hour or
023so just to go through the day or excuse me the focus group schedule um around locations and making sure that um it all seems to work, you know. So, not not that you guys have any role or responsibility to be there or anything that day. We'll work all those details out, but right now they're assigned to the 26th, 27th, and 28th, which is a Thursday, Friday, and then a Saturday morning. So, we'll work out all those details. >> That is March or April. >> February. >> This is February. Yeah. Yep. Last three days in February. So, >> that's the date, Franco, on your portal. That's the dates that are listed on there. >> Yeah. what you guys can what you can do um and of course we will advertise this and it'll go out in
024all of the different ways that you guys typically communicate with your community. Um you can help too because you know people just say hey make yourselves available for you know go look at the schedule get to one of the focus groups. >> Uh we need as much input as we possibly can that will make the uh leadership report much more valuable the more input that we have. So, how many people usually go or how many people, >> you know, it's a it's a mixed bag. When we did Gresian Barlo in Oregon, it was a bigger much bigger district. Um, but um unfortunately, we had some of the sessions where no one showed up and they were like, you know, 6:00 p.m. at the high school. You would think um so so the more we market
025and get it out there, I think I think we were more disappointed in the marketing um piece that it didn't get out to the right people. Um, and then some of the groups had 2530, you know, so it's a mixed bag. >> Is there a limit or not? >> No, not really. You know, I think we have enough on the schedule. I think we have 13 or 14 different sessions um on the schedule right now and we'll we'll talk about those to see if it'll if it'll work if we have spaces for all of them. But, you know, >> right now I pretty much have your draft. >> Okay. >> Pretty much happy. >> Okay. [laughter] pretty much, >> you know, and then the other thing if we if if the board says, "Hey, we
026got a complaint that someone didn't have access or something," it's like they are the same questions that we asked in the survey, so it's not a problem. Um, people can do that. Um, if they don't like doing a survey, they can send us an email. Um, they can call us and we'll take notes. I mean, there's lots of ways for people to get input. And so, at the end of this process, we shouldn't have anyone in the community said that I was excluded. You know, everyone everyone should have the opportunity if they want to take it. >> Are you going to put out a survey too what they can take where they can go and what they can do on the survey? >> Yeah, I mean it it'll be a QR code and a link
027um depending on how they want to access it. U but on your website um because of accessibility um we'll also say if this doesn't work for you contact there's a link in there for that as well. Whatever you guys typically do. >> Yeah, the accessibility team. Yeah, >> because there'll be a tab on our website for for superintendent search. We talked about that and >> I think I Yeah. >> Yeah. >> And I don't know if you when you send out email blast to parents um either the QR code or the link can be right embedded in that. I don't know if that's a process you guys do here, but that's worked really well on whatever system that you broadcast to your community. Um because then everyone has it in their inbox, you know, whether
028they take it or not. The more the marrier. >> The survey is translated into Spanish. >> It is. >> Aaron has already sessions in Spanish. >> It can be. Haven't talked with Aaron about it yet. Um but it can be. Um there's two approaches. Um we use you would use the district translator um or interpreter um and we would um work together in a separate session just for Spanish. Um those are as lively as as any session and uh we take the notes and the interpreter tells us what they say and vice versa. I'm not bilingual. I wish I was. The other [clears throat] one is um these devices. I don't know if you guys have them in the district. We have those headphones. That's another way where they just go to a regular whatever
029session they want to go to. Um and then they work with the interpreter to make sure they have the headphones and the interpreter sits at the back of the room and interprets for them as well. >> So couple different approaches. >> So I know we have many of the sessions are kind of general. whoever would like to come. >> Can we like identify at least one of those that is because we we need the person there, right? The whoever. >> Yeah. I mean, once we kind of chat about what is going to be the best way to do that, but um >> the person in my mind of course works as a teacher during the day. So, we're going to have to kind of figure that out. But >> it would probably have to be
030an e one of the evening sessions or a Saturday morning session, whatever. We we'll talk about it. Yeah, we can talk about it and see what options we have, but we do have that like the headphone system too. I don't know [clears throat] where it is right this second, but >> we do have that too. >> That's using quite a bit of our sessions, our community events. We use that. >> Not a problem. >> I think it's scheduling our person is going to be more >> if it's reliant on the interpreter. >> So, we may need to have a a quick conversation like are you available for at any of these at any time? >> Yeah. >> Mhm. >> And then make sure that she can be We have a couple people that we can
031look at. So, >> yeah. >> Any other questions on the timeline? You know, it's highlighted saying February 9th, which obviously that's not happening. um is the goal to do like tomorrow for those things if we can get it all >> depends on our action items. Yeah. >> But if we could pull it off >> because obviously it's not the 9th. So we have to date to be changed to the 10th those two dates or >> I'll go I'll go through all the documents and update them after tonight to make sure that they reflect whatever uh the board wants. But um I would say both the job posting and um the survey sooner is always better ASAP. And I know that's I mean in small districts you have one person. So I want to be really
032sensitive to to errands working >> to the degree that we have to be. Um because it is hard. I mean it's not like >> what does tomorrow look like? >> I know. Well, that was part of what I was trying to say is like, you know, I think >> I think once Brian and I have our meeting tomorrow morning, >> you know, I do we've done a lot of things already in the background. I've already done the majority of the website. Like I've already done it, >> but it's all like it's probably only like halfway done and then whatever comes from here then I still need to do. So, >> y >> just sort of depending on what you guys are the timeline you're thinking. Could I do it tomorrow? probably and if you want
033it then I will make it hum. >> There's kind of three major things that need to go out as soon as Aaron has the time to push them out is well not you don't not the job description but that has to be on the website as well but um there are the focus group schedules and kind of advertising that as well that can come a little bit later but the survey if we can get that out you know so there's it's a lot Nobody will say they didn't have an opportunity to participate. >> I think if we can change that date of the 9th to the 11th, Brian, for both of those >> and we'll get if we can get out on the 11th, we will knowing that we have one person that's working on
034all of this. >> But that at least gives us if it's I'd rather go that direction than the other way. Like we're splattering it out and no one knew it was coming. >> So if we can just change that maybe. Um >> are you talking about the survey? >> Uh yeah. So there's two. There's postp position and HYA or change it to the 11th. I mean it depends on how our action items go >> but and a survey. >> Yeah. So um the HYA um while it's dependent on what you guys decide the HYA posting could actually what is today? >> the 10th. So it I mean they don't have to be simultaneous, right? So like we can put it up on HYAs and and get that link all set up and everything. that could
035actually that could happen tomorrow. I'm going to send it in tonight to the person who does that. Um so that could all be done and then you guys take that same thing and and of course we'll get it to CASBY that'll happen in the next day or so. Um and your HR department can do that kind of thing in the next day or so. So it doesn't have to all happen at once. At >> the same time. >> Yeah. So we'll we'll do the HYA stuff um tomorrow as soon as Danielle has the chance to do it and then the rest of it can come on the 11th is fine. That works. >> Tomorrow was the 11th. >> It's tomorrow the 11th. Yeah. All right. [laughter] That's >> okay. I think we're all Yeah, tomorrow
036is the 11th. So, >> lo track of time. We >> Okay, great. So, the 11th is great. >> Perfect. And that'll help us or take out the two yellows. Anything else? Any other questions? [clears throat] Let me ask Dave. Dave, can you hear us? Did I have I missed anything? We Okay. >> Nope. You're covering it pretty well. Uh the only thing I would have added was in the conversation earlier with the HR director about the clearances, but I think it's really important to think about who your finalist or finalists might be. There have been several scandals in the past year where frankly candidates, very compelling candidates, actually were seated as superintendent in other states and then they lied and turned out they weren't even citizens of the United States. Well, there was one case
037in particular. So, it just when it uh we get to that point, we'll have to think hard about the um background screening. But otherwise, I think you guys are uh you folks are right on track. Other comments? All right, moving on to action to agenda item three, action items 3. One, the board of education may authorize HYA to advertise a superintendent job posting. Is there a motion? I move the board of education author authorize HYA to advertise superintendent job posting through the HYA base package CASPY and case. >> Good. >> I second opening up to board comments discussion. >> I think just for clarity that's what we're including. We are not including job. >> Not including job B. Right. >> Yep. Any other comments? Right. Aaron, please conduct a board roll call. >> Director Farie,
038>> I. >> Director Kendall, >> I. >> Director Shocket, >> I. >> Director Woodski, >> I. >> Director Wis, >> I. >> Eyes carry the vote. The motion passes. Moving on to agenda item 32. The board of education may approve the superintendent job posting. Is there a motion? >> I move the board of education approved the superintendent job posting as presented in draft 4. A second. Any board discussion? Again, I just want to say I think you guys did a great job capturing our uh community and our district and what we're really working on. So, I appreciate that, Brian. >> And the input you guys provided was really helpful. So, thank you. >> Any other board comments? Aaron, please conduct a board roll call. >> Director Fere, >> I. >> Director Kendall, >> I. >>
039Director Shocket, >> I. >> Director Werski, >> I. >> Director Wiss, >> I secure the vote. The motion passes. Moving on. Agenda item 33. The board of education may approve the superintendent search schedule. Is there a motion? I move the board of education approve the superintendent schedule as presented from the portal. >> I second you have the board comments. No. All right. Um Erin, please conduct a board roll call. >> Director Fere >> I. >> Director Kendall. >> I. >> Director Shocket. >> Hi. >> Director Rerski. >> Hi. >> Director Wiss. >> Hi. >> Eyes carry the vote. The motion passes. Moving on to agenda item four, upcoming meetings. Next board's regular meeting is February 23rd at 2026, 5:15 p.m. at Town Hall. And moving on to agenda item five, adjournment. Is there a motion
040to adjurnn? >> I move that we adjourn. >> I second. >> All right, we'rejourned, everyone. Thank you so much. >> Thank you. Thanks for attending.