Board of Education Special Meeting: February 3, 2026

001Welcome. This is the February 3rd, 2026 Sis Park School District R3 Board of Education special meeting. It is now 3:31 p.m. and this meeting is called to order. Please stand for the pledge of allegiance. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. to board. >> Director Fere >> here. >> Director Kendall >> here. >> Director Shocket >> here. >> Director Widerski >> here. >> Director Wis >> here. >> Moving on to approval agenda. Board members have an agenda before you at this time. I'll take any comments or amendment to the current agenda. Seeing none, is there a motion to approve the current agenda? I move that we approve the current agenda. Is

002there a second? >> Second. >> We have a motion and second. Aaron, please conduct a board roll call. >> Director Fere, >> I. >> Director Kendall, >> I. >> Director Shocket, >> I. >> Director Werski, >> I. >> Director Wis. >> I. I vote. Agenda is approved. Moving on to agenda item two, discussion items. Moving on to agenda item 21, introduction and demonstrations. >> Thank you. Well, it's nice to be here back in Esta's part. Um, tonight we have a long agenda. However, um, some of those items will just take a couple of moments to cover. And, uh, I'm understanding that the record for getting through a planning agenda with the board is 45 minutes. >> Wow. >> The the worst record ever is like three and a half hours. I don't think we're going

003to be anywhere near there. So, I just put that put it out there. Um, we're here for record-breaking uh, time. Not really. Um, the first thing I'd like to do is I just want you guys to take a minute and introduce yourselves to me. I mean, you know, I'm Brian, former superintendent Wood. Um, I've been retired for three years. I've served in almost every uh capacity in public education that you can think of except for special education director, which is maybe the toughest job. But I'd like to know who you are. Um, a little bit about why you're choosing to serve. Um this is a incredibly uh difficult job that board members uh do um but it's also incredibly innovative and it's complex. So tell me why what is your why for being here? Um

004and uh and then we'll get started on the agenda to go. I guess I can go first. Um so Brad Shocket, I'm here I guess mostly as a parent. So I have a elementary school boy. I have a middle school boy and then my wife also is a science teacher at the high school. So yeah, kind of every step of the way there and then um you know I just wanted to give back to the community and so I I ran for this position. >> Great. >> And more specifically on the hiring thing. So I have done a lot of hiring at my day job at like the corporate level. So, I think that might be one of some of the questions that I have and feel free to. That's not how it works in

005education. >> Maybe it should work that way. No. Okay, we'll talk about that. >> My turn. Yeah, I'm Frank Oski and uh wonder where I started cuz when I was going to going to high school and stuff like that, I just, you know, I just wanted to get through, you know, I just didn't really think about it or just I just wanted to get through. I didn't care. I just wanted to get through. When I realized after that when you get back into the world is that I realized that in school I should have studied hard study harder harder and look out for my future and that's why I got in here so I can see the kids don't make the same mistake I did. >> That's a Christian. I believe in Jesus Christ. We

006had we was at this meeting and I called him Paul. He might he might call Paul. My god, he might call Paul. But he told me to to run. So I did. I want to see the kids not go through what I did. >> Great. >> Thank you for sharing that. >> And I'm Amy Kendall. Um I am a retired teacher having taught kindergarten, first grade, second grade, fifth grade and have a lot of leadership and um the schools that I taught in >> saw a wide spectrum of children from poverty level that I taught to um children that didn't think they needed anything but they needed a lot of love and support. So, I saw two um school board members come through our school at 25 years, our different schools, and that's not what

007a school board member needs to be about. They need to be involved. They need to know what's going on. They can give their best decisions to everyone. So, that passion continued after our retirement. the opportunity this four years. So I think I'm just like students and my teachers. >> Did you teach kindergarten? >> Yeah, >> I did two for 20 days. Long story short, we knew that was it. >> But you're a special person for having done that before. >> I will tell you that story another time. I didn't get fired, but this Yeah, that was a challenge. God bless every kindergarten teacher. >> Right. >> Okay. My name is Bergen Whiss and I work in local government but I have a history of teaching English as a second language and being helped with education

008in different country and I have two kids who came up to the schools in one very successfully and one not so successfully. We actually ended up moving him to an alternative school. So kind of seeing both sides of the wing and um I do wanted to give back to our community here. So once my kids had graduated from high school and were out of the house, I wanted to take this on. So here I am. >> Great. Thank you for your service. >> I'm Stacy Bri. I'm mom of two kids. My kids started preschool here, graduated in 20 uh 2020 and 2022. So been very involved in our school districts. has been lived here. My kids went to school with her kids, just been involved overall since preschool. Always volunteered in the district and we

009have a great district, great community, and like similar to Brenda, it's time that I could give back in a more formal capacity that I ran. This will be entering my fifth year. Great service. >> Yeah. Um well, it is incredibly demanding job and it is incredibly rewarding and this is probably the most important decision this board will make um in your tenure together collectively and we know that. So, um we'll work through today. Uh feel free. This is wide open question time. If you have any questions, comments or concerns, let's talk about them. Um if I can't answer them, and I think that I probably can having done quite a few searches, um I'll make sure that I talk with Mike my colleague and and Dave my colleague and then we'll we'll make sure that

010the questions get answered but I think we can get through most of them today. So if we could bring up um the working agenda on the big screen and the reason that um I've asked Erin to have this on the big screen is it's going to be easier for us to reference um even though you might have it on on your screen as well. Um but the first thing we're going to talk about is the Estus Park board portal. Has everyone tried it? >> Yes. and had nobody struggled to get on to it yet or anything like that. There is one quirky thing that I would like to address. Erin, if you wouldn't mind clicking on the portal link and bringing it up and then uh roll your c up in the upper right hand

011corner of the document just so we can see how how they pop up. Okay, right there. You see that? When when I was first introduced to this, I couldn't figure out why they wouldn't open up. You have to go to that cute little grade thing there and it'll pop up when you hang on. So just wanted to point that out. Um right now um everything all the documents on the portal right now there's nothing on there that's confidential. That's why we've been working probably on this document. Um it it is locked down and uh only only you the board >> and anyone else that you direct us to give access to has access and and Aaron because she'll have to be in there doing the documents and building out the website and working with Stacy

012who I'll talk about just a little bit. Excuse me. working with the other Stacy. That's another confusing thing. We've got two Stacies on this. We've got your spacing and we've got our spaces. So, just so you know that. Um, a couple of other things I want to point out to you on this uh is that not only do you have documents here, but you also have tabs. So, these are the different stages of the search. Um, and we'll kind of go through those later, but I just wanted you to know that if you if you uh click on propose, if you do that just for a second, it populates another whole section. Um, so you'll see the contract, the agreement, you'll see the PowerPoint that we had and things like that. So you move across

013of here and then down here are where all the documents are stored. Um, this is where you will see every single one of the applications qualified or not, that come in. We do the initial vetting and everything, but that doesn't preclude you from looking if you want to. Um, you can look at everyone's resume. You can look at everyone's letters of reference. Um, and those will be in a PDF document. Same they work the same way. They will be in the um uh it's either in the I think it's in the select um tab. I can't remember, but it's in one of those tabs. And you'll see the resumes pop up. Do the same thing. Get your scroll across it, then click on it, and it pops up. Okay. >> Looks like it. >> All

014right. Any questions on the board? >> The other thing. Go ahead. >> Confidential information. >> Uh, >> not right this second. >> No, there's no one yet. >> No, there will be. >> Yes. So, this is not a public facing >> awareness. Exactly. >> This is not a public facing portal except for today. Um, everyone here can see it and not they can see it online and that's fine because all of these documents that you see that are public, they will be built out on your own search website. And what we recommend, and I think you've already been in contact with Stacy Richie um and she'll give you some examples of what websites look like. It's basically a website that has um the entire search outline and every single thing that's happening and any of

015the documents that are public facing can be housed there as well. So the public can have full transparency about everything that's happening. The only thing they can't see um are those candidates as they come in until we get to the finalists. And we'll talk about that as well. Okay. All right. Let's um let's talk just then a little bit about um how do we meet if we're not going to meet in person. Um if you would go back to the original um working Yep. That one right there. >> So what I've done is I've built a link specifically for the Estus Park superintendent search. So when we do our one- on-one interviews, whether you're talking with me or with Dave or Mike, we will use that link. It is a Google meet, it is an

016open link. We've set the permissions so that um uh your team is the moderators and that you guys have open access. We will also use this link for um when it's time to do focus groups online. If the board chooses to have a virtual online focus group, we can use it for that as well. So, just know that we'll be using that link throughout. Um, I will tell you that um if you run into any trouble um we are absolutely able to use Zoom as well. It's not a problem, but we try to establish one link for an entire search. That link will be open all the way through June 30. I think we'll be done by June. Um okay, so we've had introductions. We talked about the link. We talked about portal. Um let's

017scroll up just a little bit. And I just need consensus. Everything that we talk about today is all about consensus. Um to make sure that um who I should be contacting and who I should be talking with. >> So Brian, let me as we're moving, we need to announce the agenda items. >> What's that? >> As we're moving through, I have to announce agenda items so the public knows. >> Absolutely. >> So we're going to move on to agenda item 22 contacts during the search. >> Okay. So during the search, um and Stacy and I have already been in close contact and Aaron and I have had some emails. Um, I just need consensus from the board. Is that the way you want to continue to work? Um, Aaron and I and Mike and Dave

018and Stacy, we'll work behind the scenes to make sure that she has everything that she needs to to post or to send out. If there's someone else that you want us to work with as well as Aaron, that's fine, too. Like when we do an email blast with the survey or something like that, if that's Aaron, fine. Or Okay. So our two primary >> email and um web >> that would go right to Aaron. >> Well, if we come across something that that's not your responsibility, just tell us. >> I'd like to know where we find that. >> Just kidding. >> You are in charge. So, okay. So, we'll just continue on with that if that's what the board would like. And that that's typically what we do. We work with the board president and

019we work with the um the board secretary or the admin. So, okay, that's handled. you want to um let's see this is step we're still on the oh scroll down just a little bit more we're still on the same agenda item >> right we still want to >> so agenda item 23 board email address is ha's contact information >> yes um one other thing there is a contact sheet that Aaron has uh that we will want to have all of your uh cell phone numbers if you don't mind we do not release them to anybody that's just for your search team along we have your email addresses and we'll communicate with you mostly uh via email and uh once in a while we might have to have a phone call but for updates on the

020search we actually have a section on the portal where you'll get your updates every usually we do it every Friday and we tell you what's going on through the entire search um you know kind of the highlights if you will so it's probably a paragraph or two um on what's going on so you're always aware of what's going on you can always check in there if you have any questions along the way you can call I almost will always pick up unless I'm on the phone or sleeping or swimming. So, but I will always get back with you within just a few hours if that's okay. Um, okay. Let's scroll up just a little bit. >> A quick note. My email address is correct. The left side has extra C. >> Ah, can you correct?

021>> No, I can't. I don't have anything actually. >> The the important part of the email address is correct. >> Okay. Is it SC? Right on. How about that? >> No. >> Okay, look at that. Real time. Thank you. Sorry about that. >> Okay, let's scroll down to the HYA team. I think we're still on the same agenda item. If you can't get a hold of me for some reason, um you always have the opportunity to call Mike. He is uh the vice president of the Midwestern and Rocky Mountain region. Um and he's also very involved in the search. Um, and matter of fact, I spoke to him about an hour today just about how we're doing and about this afternoon's meeting. Uh, Dave, he's online. Um, feel free to call him uh at any

022time. Um, you probably won't need to have any contact with um Danielle. Um, she's back at the office project manager. She's just managing that we're always on track with the project, so she's more of our resource, but she's there available to you if you need her. Um, and Aaron probably will have contact with Stacy. Uh Stacy um does all of the girations behind the scenes to build out the portal to make sure all the documents are in the right place and to make sure that um they're posted in a timely manner. And she will also be working with Aaron in relationship to um the posting, making sure it's going out to the right places from the district. We have our own postings going out as well. And uh so so you'll get to know Stacy

023Girl. She's incredibly efficient and she gets stuff done fast. So, it's great to have her on our team. >> Does the portal tell you when something's changed? Does it say when there's new documents or >> I don't think so. >> Okay. >> I would at least check in there when things really get um happening. I would check in there maybe at least every other day. Um but at least every week check for that Friday update and then you'll know what's going well. That's the blurb that'll say, "Hey, this is going well." I don't think we have the ability to flag the members of the portal when there's a change made. But that's a great question. >> Or new documents or when it was posted, dates or anything like that, so you can just see what

024changes. >> Yeah, let me let me ask. >> Okay, good question. >> President, I would have you introduce the next section. >> Agenda item 24, review search process. >> Okay, I'm going to jump down now to the very end of this document and I and this is going to be in general terms. We're going to come talk come back and talk specifically about the items, but I want to uh go clear down to the um the planning document where there's dates um for everything that happens. Code clear the bottom. Keep going. Right there. Okay. Let's start here. So, what I need now is just general consensus um about the calendar, the timeline, and the activities that are going to take place. Um you may want to check your calendars as well if you have anything

025that's looming out there. Um, remember the board doesn't have to be at everything. Matter of fact, we would encourage the board not to be at the focus groups. Our experience is when we have board members at a focus group and involving themselves at that level, it changes the dynamic and it changes the conversation in the room. Like it or not, it doesn't matter how much trust you have in the community. It just does. I can give you a very specific example where we had um one board member who sat in the middle of a focus group and there was about 50 people in the room and nobody wanted to talk >> and he was a good guy but nobody wanted to share um some of the you know the things that they wanted to share.

026So it was very very uncomfortable because we had all of these people with things to say nobody wanted to say anything. So I would encourage you um you know give us your thoughts and everything but the focus groups belong to the um to the stakeholders. So let's take a look at this schedule. Um any of this can change um it can change tonight after we reach consensus >> but I want to talk just about generally the the process. So we've already um we're meeting tonight to go over everything. Um we'd like to post the position as soon as possible. Now, I have February 9th, but if we can agree on the posting tonight, we can post it as soon as I can get it to Danielle at the head office. So, um, we want to

027post it as soon as possible. We would like to leave it open through March 20th. That gives us a very long time, particularly if we post it this week. Um, so think about that. And then when when I walk through all this, then if you have questions, please ask. Um, we will continue to vet and screen as applications come in. And as we do that, you will see those applications uh posted in the portal. Um by February 15th, um we would like to have all of our individual interviews done with you. Um which is really done by a Google Meet link where we'll sit down and we'll spend about 30 to 40 minutes with you and ask you about three to four questions um and just have a dialogue. It'll be either me or Dave

028reaching out to schedule those. We'd like to get those done before the 15th. >> Is that done individually or >> those are individual? Yeah. We would also like to have permission to um interview individually your current superintendent. Um that really gives us some really good insight on past, present, and future on the school district. Um we would like that as well. Um it's really valuable. Um if we can interview Aaron as well individually, but that's again up to the board. and then anybody else you would like to have an individual interview for. It could it usually it's at the executive level but in a smaller district sometimes um we can interview individual principles if you'd like. I think you have two um or as we get into the focus group discussion we can have groups

029as well. So we can interview the two principles or two principles and the APs or whatever you want but we'll talk about that in just a little bit. So think on that. um we would like to have those interviews all completed by um the 15th especially the or the u individual interviews. So we don't have a date uh for the in-person stakeholder focus groups or if we want to do some virtual ones or if we want to do a Saturday one and you don't need to be there. So we don't need a date from the board of education other than if you want to provide counsel to myself and to Aaron about when would be a good time for that. um because we're happy to do it whenever, but it also means that um Aaron

030will have to check the school schedules like is there sports, is there music, is there drama, is what's going on in the district. We don't want to um interfere well we don't want to interfere at any great level with any activities that are going on. So, it's going to take um us looking deeply at the calendar for that one or two days that we do focus groups um in the district. So, we'll come back again to the focus group to conversation in just a little bit. So, we need a date there. Uh, we want to uh open up the online survey. Um, if you had a chance, we have the draft of that. That's a pretty standard survey that we always do. If you want to add a question or two, that's fine as well.

031The more length that you put into a survey, the fewer respondents we get. So, we try to keep it fairly simple, but think about that. We'll come back to that in a minute. Um, we can open that as soon as we reach consensus uh this this evening. Um, if you don't have too many uh changes or complex changes, we can probably get that out this week as well. And we can leave it open for a significant amount of time probably um through uh well, we have a date here somewhere March March something I think. Um we would like to have all of the stakeholder groups and focus groups done by March 3rd. Uh we would like to close the online survey February 27th if not maybe just a few days earlier so that we can

032compile all of the data but February 27th would work. Um we want to be here on March 10th if that works for the board of education. You guys have a work session and at that um meeting we would like to present the district leadership report. It typically doesn't take more than 20 minutes, but you guys may have questions, so it can dribble into 30 or 40 minutes as well. Um, there's no action to be taken. You don't have to approve the report. Matter of fact, we don't ask the board to uh approve the report because it's the data that we've gathered from the community. So, um, as you giggle, um, I'll give you an example. Uh we had a board member in a particular district who said, "I don't want that published because it reflects

033poorly on the board of education's collaboration." >> Yeah. Yeah. That's what everyone said >> and we're not going to um you know not say what the community said. So um that was an interesting conversation, but um we will share um all of the highlights of that report um at the uh at the And what did I say? March 10th if that works for the board. You can always schedule special sessions if you want to as well. Um then you guys have spring break I believe the 13th through the 20th. Then um remember we are in the background uh interviewing and we're continuing to screen down and we're um we're ranking all of the candidates as they come in and we're really placing them in three different tiers. the top tier being the top candidates. Second

034tier, they're they're good, but maybe they're not as good as the first. And then the the the tier three candidates probably really aren't qualified um to be here in Estus Park. Um we will bring you our hope is to bring you um a slate um on March 23rd and I believe that is a scheduled board meeting that would have to be and required by law to be in executive session. We're not allowed to release um semi- finalist names in Colorado until we get to the naming the finalists. Okay. Um on April 7th and 8th, I threw these dates in there because um it seemed to work with the schedule. We can change these around. It could be a whole day on Saturday, but once the board agrees on the slate, then we set up those

035first round interviews. If they're local to Colorado, um typically they would want to drive here and and be in person with the board. Um if they're not, uh we invite them to do that by a Google link or by Zoom. Um it's standard that boards do not pay for uh candidates to come for the first round interviews. Um and we can talk about that in just a little bit when we talk about um that. But um standard practice would be if you're making the slate of six, you're on your own. um happy to give you a Google uh first round interview if you'd like that. Okay. Um the reason that I have April 7th and 8th or uh Saturday, April 4th is um interviewing six people makes for a very um long day. It's really

036nice to do it on a Saturday when everyone's relaxed and they're, you know, phones aren't going off and you've got work responsibilities and kid responsibilities maybe. So maybe that Saturday works, maybe it doesn't. Um, if we do it during the week, I would recommend um two chunks of maybe three hours each, like um on the uh seventh three-hour block of time during that day and then on the eighth three-hour block of time. So, it's really under the purview of the board as to what you want that to look like and feel like. Um we did a Saturday um at a district because that's what everyone could get together and it worked really nicely. Um it was very low-key. um you know people were away from the district and the the six candidates were able to

037come in and still be uh remain confidential etc. So we can talk about that as well. >> Do you do the candidates prefer one or the other? >> Sure. >> You know um as a candidate myself several times um I always wanted to be there in person. Um so that was just my prerogative that I >> Saturday would be easier because I wouldn't have to take out work. But um you know it's really up to the board. Um if people want to be here, they're going to make arrangements to be here or to at least be on Zoom for that first round. Um so day in the district, April 15th. Um so when we finally name the finalists, those become public. Um all that information will go out on your website to the newspapers and

038all of that. And then we invite them to the day in the district and um we tour them around. uh we have opportunities for them to uh do a meet and greet and a Q&A with the community and that's where uh the community gets to ask their questions um and then they can provide feedback in real time via a QR code or via email to the board of education directly in real time. It's pretty powerful. So um while you might not be in the room watching these interactions with the community, people are um hammering the spreadsheet and you can be at home in your slippers uh watching the feedback as it comes in, which is pretty fascinating. Um, so right now we have April 15th. It doesn't have to be that date. I just threw

039it in there. The reason that the 16th and the following day is the final interviews with the board of education um in public um and uh live streamed so that there's nothing um that the community can say why did you do it in secret? You know what's going on behind closed doors. This is a fully transparent process. Uh so uh we would set it up so that um one candidate at a time would be meeting with the board and you guys would um be asking your questions. Um those interviews can talk about that could be an hour, hour and 15, even an hour and 30 minutes. Um really depends on what you guys want to do there. So and then um after the final interviews, some boards like to get done with the interviews um

040and they post a meeting and they come out, they discuss uh the three candidates and they have a motion. So, or you can do it at another time if you want to be reflective about it and go home, sleep on it. Uh, you can do that as well. Um, but that has to be done in public as well. And we have some strategies for talking about each of the candidates even though two of them won't be successful about what that might look like in public. So, and then contract would begin July 1. There are uh some districts who want those superintendents to be on early if they can at the pdium. Um that's a discussion between you and the new uh superintendent to maybe be here a few days before or maybe even you know

041if they're hired in April come you know a few days in May and June whatever. So that can be done as well. So that's kind of the overall schedule. We're going to go back and drill into some of that. Does anyone have any concerns about the dates or comments about just the process in general? What you like? What you don't like? Any any concerns? I like it. >> And the day in the district, that's another one where as the board we should watch from afar. >> Yes. Um >> Yes. Unless you can be a you're a small town. Nope. >> However, there'll be opportunities and and we'll plan out the day in the district. So, it might be that um a board member wants to take a candidate to lunch or whatever. We we work

042that out so that it feels really comfortable for the candidates. And remember, they're all here in the district the same day, which can be awkward. >> So, we figure out a schedule working with Aaron and um and the community as to what's going to work and where we can um have these meet and greets and these Q&As's um so that they get a good sense of the community. We'll drive them around the community. um get some of your administrators or principles uh to to give them a tour. Um you know, show them the highlights of the community, not just the school community, but if they're not from this area, maybe this will be the um you know, the first time they've been to SSR. Can't imagine that. So, there's lots of ways to do that

043day in the district where we'll flush out. Are any of the dates problematic? straddling problematic but so far right again we have day jobs so >> it's more of the timing during the day and you know is it >> is it 3:30 like this is it 5 is it 6 like what is the right timing for >> balancing that we're going to have to Brian speak about um the timing of the board and the availability of the board absolutely we got to be conscious of that and and those critical things up here because again you're not part of the whole whole process other than getting reports and things like that is those board meetings and or special board meetings. The special board meetings can be planned uh by Stacy and and myself and she'll contact

044the board like will this work? Um there's there's not a lot of special meetings on here. Um you know the meetings that you have to be at are the work sessions which is you be there anyway >> um and for the interviews. And so that's just really what we need to to think about is does that work for everyone's life schedule? You know, kids, grandkids, work, >> right? I think something else that works very I think works well. It's final interviews on April 16th to the Thursday. We already have a board meeting the next Monday where we can take action. >> Good. Good. Thursday. >> Thursday. Yeah, we have a works that month. I was just pulled it up. We have a work session on April 14th at 3:30. And then our regular board meeting

045is at 5:15 on the 20th of April. On the 20th. Mhm. >> So, April 16th, um, if you guys were to call a meeting and conduct the final interviews and we're really talking about one, two, three, four hours. Um, I find that an hourong interview is about >> saturation point. >> Yeah. Saturation for both the candidate and for the board. It's like, okay, I get you. Plus, they will have been really well vetted by the time they get to that point. >> Right. Right. Um the April 16th um final interview and then you said April 20th is a board meeting where you guys can make a final decision, that works perfectly if if it works for everybody. And if we walk out of here and something blows up and we find out that a date

046doesn't work, we just have to get back together and figure out to figure something else out. So, let's tentatively think about is is that okay with everyone to go with that? April 20th is the decision and uh then we're going to go ahead and leave April 16th as the final interviews and then April 15th which you really don't need to worry about because that's really between HYA and Aaron and planning out what that day is going to look like and deal with. >> Okay. And April 16th again is that you said three to four hours. a long meeting. Are we still thinking even in there? >> As long as they start at 3:30ish >> or later. >> Yeah. >> Okay. >> Yeah. So, if you wanted to start at 4, so you the first candidates

047at 4 to 5, you take a little break. >> Just just trying to balance two community still working. If it's too late or Yeah. >> Yeah. We can make whatever whatever is best for everyone involved candidates and community. >> So if you have a candidate at 4 then at 5:15 and then at 6:30 that's reasonable, you know, if you started at 4 and we're done by, you know, 7:30 probably. >> Okay, that sounds good. >> Yeah, that's okay. >> Okay. I'm sorry. Did we confirm whether we want to do April 7th and 8th or the 4th? >> Yeah, let's talk about that >> for the initial first. >> My question is though, do we need to be talking about that detail when we get to items? >> Yeah, we can come back to it also

048on the agenda as we need to make that decision. We'll come back. >> So, everybody think about that. Then when we get down to calendar for search Yeah. 27, we can >> Thank you. Y is Let me get back to the >> 216. >> Okay, thank you. >> Okay, let's go back um up to where we were right way at the top. Okay, we reviewed the process. Um we've landed on a couple of dates, but we'll come back and just uh confirm those. The days of the district uh for Dave and I and Mike. Um sometimes I'll be here. I mean, I'll probably be here every time just because of my proximity. Um, but the days are the planning meeting, the one day. >> So, are we moving on to continue? Yep. >> Okay. So,

049agenda item 25 S Park School District search consultants. >> Yep. Sorry about that. >> That's all right. >> Um, the planning day, uh, one day of the focus groups. Um, however, if you guys want one and a half or two days, um, again, I think I I told um several of you that I'm I'm very flexible and I'm happy to do more than the one day focus groups if you guys need them or a Saturday. It's not a problem at all. Do you do that with your community? You get the community together or how does that work? >> Yep. Um, I work we work with uh Aaron and your uh administrators to figure out what's going to work best for the community and the locations and the times so that um the whole community, >>

050right? The whole community. We have to broadcast those. We have to get those out on the website. We can blast them with your email system, all of that. We want to work with the high school secondary principal to say, "When can we come and talk to the kids?" Um because we have a breakout session for them. uh we need to talk about what is the best time for our hourly classified employees including bus drivers so that they don't feel left out of the process. So we just need to be um when when Aaron and I work on this and it's really not the board responsibilities to figure out what is the best time and place to make sure that everyone has access. If that means that we have to double up and do an early

051morning with classified employees, uh fine. And then an after school, that's fine. or and it's it's impossible to really solve the classified employees for an hour during the day. That's just doesn't make sense because of safety and security for our schools. But whatever is going to make sense, we have worked through those details with all of your administrators and with Aaron kind of, you know, kind of helping us understand how the system works and what makes sense and and what locations too. It can be here. It can be at a school. It could be at a city facility. Um there may be other facilities. It could be the rec center. I don't I don't know where the best places are where people will feel comfortable gathering to come and provide feedback at both screen. So,

052uh first round interviews day in the district and then finally kind of talked about that and I think we're ready to move on to the next item unless there's questions on that. >> No questions. All right, we go on agenda item 26, confidentiality engagement in Colorado. Yeah, we've talked a little bit about this already, but pretty much um everything is public in Colorado um except for the names of the applicants up until we ann you we us announce those finalists. We typically would want three finalists. Sometimes there's two, sometimes there's four. We'll talk about that when we get further down the road and what the board wants to do. Um, and that's why it's so important for us to have um, a search web page on your website. It can be very simple. Um, it's

053another tab, superintendent search. It could be coming off the board tab or however you guys want to do it, but it really lays out the calendar once we agree to it. It lays out the job description. It lays out everything that we're talking about that's public forward facing, if you will. So there are some states and uh people that live in Estus Park may not understand this where other states do it differently where everything is completely done behind closed doors and and nothing is public until they announce, oh here's the person. >> Um that's not the way Colorado does it. Um probably not the best way to do it, but that's the way some states work. So okay, I think we're ready to move on to the next one. >> Agenda item 27, scheduled interviews.

054>> Okay. Um, so Dave and I will be in contact. We'll we'll divide you up. Um, and this is where we need to talk about. Is there anybody else that needs an individual interview besides the board of education and the super and the current city superintendent? Those are really the requirements. We really need to talk to all of you individually and the current superintendent. Um, is there anybody else or would you like everyone else to join a focus group which we'll set out and talk about and do a private interview. >> I don't know. >> It's up to the board. Does the board want me to have a private? >> Yeah, I think your position works closely with the superintendent and that that could be very beneficial. >> Okay. So, I hear five board members,

055a superintendent and the secretary to the board to the superintendent. Do you go by admin or secretary or both? >> All of the earlier you had mentioned principles. We have two. So, do we want principles only individual? We want principles in like a focus group with teachers. >> I'm going to say focus group, but I got a thought on that, but we're not focused groups. So, okay, I I got a thought on that, but >> and kind of overlapping, we can just do an interview with two principles, too. So, we'll talk about that when we get there. I mean, that's considered a focus group. Yes, it's an interview with two people. Um, but sometimes people um when they're together, um, they feel like they can play off of each other and you get a better

056interview. Um and sometimes um you definitely shut down. So it depends on the relationship of those people as well. So um okay, any questions about that? Um it will take about 30 sometimes 40 minutes depending on um how much you want to talk and how much information you want to provide. Any questions on that? We will probably get back with you. Uh so be watching for your email to try to schedule. What I typically do and I'll ask Dave to do the same. We'll divide everybody up and I'll just give you a whole slew of dates and times. Just pick one. It's fine. So, right Dave, we do the same. >> Absolutely. Yeah. Now, we'll split it up and then we'll give you a number of choices and um you know, we really want to

057drill as deep as we can in this part of the process. >> It it can be done by phone. I don't like doing phone interviews. I prefer to see someone's face and their expression. Um, so if if you would grant me that, um, if you would just do it via the Google link, that'd be great as well. But if you really want to do the phone, we can do that. So, >> all right, I think we're ready to move on to the next one. >> So, agenda item 2A, superintendent job posting and salary range. >> Okay. Um, let's go ahead and bring the job posting up. Um, I did quite a bit of work on that this morning. Um, if you haven't looked at it since then, um, it has been updated. Um, we will

058have to talk about the salary in just a little bit. Um, and I'll bring up another document that provides you with some um, kind of a measuring stick as to where you guys sit here in Estus Park on your superintendent salary currently and where some other districts sit. So, basically the um, our job descriptions are pretty standard in that we talk a lot about the school district. There's a lot about the community in there. Um, so you can see that Stacy and I, um, Stacy Richie have worked a lot on trying to give the applicants a pretty good picture of what Estas Park is. Um, pulled lots of things off your website and also off the city uh, website as well. And then if you scroll down, um, this is what I did this uh,

059we actually have your vision statement, the mission statement, the belief statements right out of your um, strategic plan. And then what I did is um I I've pulled as many district highlights and points of pride as I could possibly glean out of what you have posted, which is a lot by the way. Um you have so much good information in your strategic plan. I mean it's just so simple um to to grab information and and really uh this is what I came up with. It doesn't mean we have to leave it like this. It doesn't mean that we can't add to it or subtract from it. But I want you guys to spend just a few minutes reading this. If this captures uh what you want applicants to see, we can leave it or we

060can edit it. So, I'll be quiet now. Thank you. Excellent. >> In here it talks about global outcomes. Oops. Is that okay that we're using that phrase global outcomes, but we're not defining it. Meaning they can go look it up if they >> if you go back up to the higher one. I actually have a list. >> Um >> Oh, there they are. >> Paragraph. Okay. Thank you. >> Pull them right out your strategic plan. >> I'm just used to a list. >> Are there any concerns? Oh, I have a few. Okay. Not concerns. >> No, not concerns, just objections. Because some that we focus on, which is why it's focused there number one, is our academic um achievement and growth. >> Um I think some of our highlights is which is rare, we have

061a 10point gain, and I I don't however it's said, a 10-point gain accreditation rate rating and state accreditation rating in two years using our strategic plan. Would you like to send that to me via email? Can you do that? >> I can do. I'll send a version of it. >> Yeah. >> Hold on. I have a few of them. >> Okay. Yeah, they can incorporate >> because we work hard that >> Okay, I made a note. I know to do that. Um just and to for public I also put focus on student showcase by authentic learning. That's something in our 2027. So we'll have our um our students will be able to do showcases. Okay. Like capstone type. >> Can you send that one to me as well? >> Yeah. >> Okay. >> Um and

062then our perception survey. We have a 74% favorable responses from our families. >> Absolutely. >> And 76% favorable responses from our students. >> Great. >> So I just thought those were some highlights. If you send me those three bullets and all the words smith them to to fit in the context of the of the job description. Okay. >> And then we also in addition to the syllabi literacy, we also offer the climate literacy sill as well. >> Oh, really? >> Yeah. You're one of the only ones in Colorado that offer that. That's amazing. >> I learn something new every day. That's awesome. Send me that, too. >> Okay. Well, in addition to >> Okay. >> Sending me four or five. I consider those. >> Okay. And um Stacey, if you want to add this to

063your list. >> My list. >> Okay. Um it's important that everyone knows we're committed to continuous improvement. >> Okay. >> Absolutely. >> Yeah. >> Those are all excellent additions. >> Ava, what did you say were what? >> Committed to continuing improvement. >> Academic improvement or >> improvement. I love it. general. >> Okay, perfect. >> If you could send those to me tonight. >> Yeah, >> awesome. >> We're getting this thing going. Okay, any other additions? >> Oh, good. >> Yeah. Um, let's now have a hard conversation around superintendent pay. May not be that hard. I don't know. If you could pull up that spreadsheet that I brought on that you we have a different tab. >> Is it on this one? >> No, I think it's under recruit. >> Where is it on here? >>

064Oh, is it this? >> Yeah, you can click Yeah. Yep. Everything's connected. Yep. >> Okay. Let me explain what I did here. Um, don't worry a whole bunch about the 2122 enrollment. Um, I just pulled that off of CDE because it was their best record in auditing school districts in the past. Everyone's in declining enrollment at the same rate. So, don't worry so much about this. But what I did is I pulled every single district in the state of Colorado, first of all, to get their salaries um from the 2425 school year. But specifically, I listed districts between 500 and 2,000. You guys are about 915 kids, I think. So, if you'll scroll down, um the smallest districts up here, and you can see what the salary ranges are. And then I've banded Estus Park

065RE R3. Um, and you're kind of in the center um of these. If you'll scroll down a little bit further, this is where the um school districts of 2000 uh uh stop. >> So that's kind of the range. Everything from, and I'm not suggesting this, uh, you know, 175, but you can see like Eaton 204. Uh, so there is a fairly large discrepancy. Aspen cost of living. Right. Right. >> Um and and plus the former superintendent there, he was he was something. >> Big big shoes to fill for sure. But um you know that that's kind of a cost of living adjustment. >> Sure. >> Salaries are kind of ticking up around Colorado just because of the competition for superintendent. But >> so as you look at this um this is a starting point. Um

066I think you're currently at 155. >> Is that right? Right. I'm a year behind here on >> So this is a conversation for the board. Uh we'd like to have a range. Um usually it's a you know a 15 to $20,000 negotiable range so that when you have a candidate come in there's you start having that conversation between that range. In Colorado, we are required to post that name. I would suggest not doing what another district did. And they said somewhere between 200 and $300,000. >> That That is not >> That's a little big. That's a little big. >> That's not helpful to the candidate to understand if that's um a range that they would be in. It's not helpful to the district, the budgeting needs. Yeah. So, >> so I've been looking at numbers

067all around and everybody just toss out your ideas. Uh, I've been looking at like where we've been, where we come. I took a look at all of this. Um, looked at our previous job posting for current superintendent. Uh, looked at district salaries for administrators to take a look at that. Um, and in my mind, I came up with a range for 137 to 155. That was my range. Just tossing out a number. >> Sorry, did you say 137? So when I came up with 137 to 159 >> also matching our current superintendent >> I will tell you current >> I'm just tossing out >> um cost of living is not cheap here. Yeah. But when you say that I also have teachers >> classified, unconclassified that is doing the same has the same struggle. >>

068Yeah. It it's it's a it's a real challenge. >> It's a real challenge. >> So in some ways we got to we want someone that's wants to be here too >> and you also want to have a pool, >> an attractive pool as well. So >> you don't mention on mention I'm no thank you. So, okay. So, that ranges a lot smaller than $100,000. That's good. >> Just tossing it out. >> Yeah. Some of the variables are, you know, education levels and experience, of course. So, as you're thinking about creating that window, you really have to think about, well, if we do get someone with 10 years of experience and a doctorate, you know, that has a certain value to the work. Um, and so that is part of the calculation. >> Yeah, we could

069broaden the range a little bit on the top end to allow for that, I think. Okay. Maybe 135 to 165. I don't 140 to 160. >> For the range, do you have a best practice there? 2030 like what's the >> I like to see a $20,000 range. Okay. That way you can um if you get a a brand new superintendent, um >> it's easy to argue at the lower end of that. um if you have someone that's coming in with uh 15 years of superintendent experience and a PhD um they will come in and negotiate towards the top end of that and and rightfully so. There's that flexibility. Um you also want to have a range um that is acceptable to to actually recruit um people to the district as well. we want to attract

070>> and and I get what you're saying about teachers and and classified and I absolutely agree with >> because that's something we've been working hard on >> because it's optics. Yeah. >> Yeah. >> Well, it's not it's the reality. >> Yeah. >> I mean, it's not optics to me. It's the reality. Um we've been working hard as a board to up our increase our salaries. >> And so, it's a balance and it's a balance on the pressure of a budget as well. The other thing too is if you're if you're hiring from within, it's a lot easier to get a lower salary. If you're hiring someone from the administrative records, >> um that's not so true when you're hiring from without people that have been in a metropolitan area or whatever. So to your point,

071you got to have someone who wants to be here as well. So >> like 140 to 160 20,000 range. part of what we have currently with a little bit higher because Ruby was a first time superintendent so >> without a she's working on it. What was your I was saying the same thing 140 to >> 140 160 >> what was the previous superintendent show what was his salary when he left the district seven I think I'd have to go back and look at that one >> I think I think 140 to 160 um that's fine I think that you will be low with your comparables if you take a look just recruitment period. >> Do you know what the ranges are for the other? >> I looked at I looked at Salida, for example, Mountaintown,

0721,281 students. There's district of uh distinction. They're at 155. >> That's the current uh salary for the student. Okay. >> Yeah, I pulled all of them. >> Okay. >> Um I looked at Bennett, 1,700 students. They're 137. >> Okay. Um, Sharon's Anomi. I have uh Walsh is small. I'm just trying to slide. Delta. Elizabeth. >> Delta's kind. >> Elizabeth has uh 2,282 students and they're at 180. >> And Delta just posted. I believe it's 185 to 200. >> Manitu Springs is 1,113 students. They're at 159 236. So the user had 189 and it's on the spreadsheet 177. I I pulled off >> unless did they get a new superintendent recently CD2? I don't know. >> And then um the other one I looked at was Ganison Watershed R1J which I know they're post. >> Um

073so the previous they have 2002 students and they're at 156 218. So that's how I came up with. >> I can keep going. >> I know. To me, I think what is also going for CC though? >> Go ahead. Sorry. >> That's twice. Stacey. >> I am also interested to know what the ranges are for the other positions. I know that they're not comparable exactly in the scope of the work, >> the size of the district and whatnot, but that's essentially what we're competing with as well, right? those other openings right now like what are the salary ranges for those? >> Correct. That's what we heard. That's what we heard about. And so there are five other districts that are relatively similar to us for openings right now. >> And what are their ranges? >>

074I did not look at those ranges. I know where they're at. >> I mean, it's here now, right? It's all historical. >> So Gunnison's names are finalist. I know that. I know Eagle has as well, but I didn't look at what their ranches are. >> Not their current ranches in them. I didn't mean our >> So, does that range include >> everything? >> No, that's what I'm saying. >> We're looking at, you know, mileage, >> benefits, all the other things. So, that's just the salary. >> Yep. >> Well, how about if I do this with my colleague Dave? If he could look up um if they have a posted range in uh Gunnison, Crested View, because I know that McFersonen's doing that one right now. If you could look up uh Eagle Veil, I know

075that one's they just named finalists. And Dave, if you could look up uh I don't know if Burlington has that posted yet. >> Yeah, I don't I don't think so. >> Burlington doesn't. I know. I haven't >> What was the What was the other district that was open? >> It's Gunnison, Eagle, Steo Springs. >> Look up Steo. Although it's >> the Yeah, that's the whole problem with that. Um Thompson's already uh what can I think of the five? I normally do >> Burlington, Eagle, Gunnison, Steinboat. There's one other >> Burlington. >> It's Burlington, Gunnison, Eagle, Steamboat. Um on all the websites. I can't do that on my head. Let's let's give Dave a little bit of time. >> Yeah, I'll start uh pulling those Gunnison Eagle Steamboat. >> Eagle's going to be higher than what

076we're going to be at. >> I remember Eagle was really far out there. They were >> maxed out at 285. >> Did you see that? >> No, I didn't see Delta. >> So, Delta is they just posted um 185 to 220. Dave, >> I think so. Yeah, >> they're but they're I mean they're much bigger, right? They're 4,000 kids, I think. Yeah, >> I think they're 4,000. >> I'm gonna trying to pull those now. >> Okay. So, if we could just pause that item. >> We do need to um have those numbers today. 140 to 160 is fine, >> but let's let's have him do some due diligence there and then we'll come back to that. Is that all right? >> I appreciate it. Thank you. Yeah, these towns is different as they're a lot

077higher than we are, right? >> That's all figurated, too. >> So, uh here here's another thing that typically happens as well. Um this is kind of what happens when superintendent retire or resign and the new superintendent comes in. the superintendent that replaced me in Littleton. Um he's making quite a bit more more than I >> It's standard even business, >> you know. It's >> um so yeah, when you come in, your raises aren't commensurate with that next range. Almost never. >> Yeah. >> That that next range is almost always significantly more than what you were at at your top end. So it hurt. Well, and if you go to a if you work what five years for this company, then the next people come in. >> Yep. >> They're making as much as you are

078five years later. I mean, they're making >> Yep. >> You know, you just kind of go >> without the experience, >> right? And what do you >> And that's why people move around so much. >> The market that's what the market does. So, okay, if we could go back to the working agenda while Dave is doing his due diligence. Thank you, Dave. >> Yep. You bet. >> And let's um go ahead and call out the next agenda item and we'll come back to superintendent pay just a bit. >> Is that on the posting scroll scroll up? Is that the last a second. >> Okay. Uh moving on to agenda item 29, focus groups. Okay. So again, um HYA will work closely with Aaron to set up the date or dates uh and the times for

079these and the locations. But what I need from the board is to hear from you and to reach consensus on what focus groups do you want? Who do you want us to talk to and in what configurations? For example, if you want us to do um all the teachers um I would recommend that we have two different sessions so that teachers can come at two different times before school after school or two evenings whatever. So what are the configurations that you would like to to see? you guys all have and these are just examples. If you'll if you'll scroll up just a little bit more. This is what um different districts have done. And I the reason I put superintendent council in there is because I know that um that Ruby does have a group

080of kids that she works with. >> Yes. >> Um and that might be one group of students and then maybe a cross-section of all other subgroups as well. They both will have different um >> context. So for like teachers, do we want sessions with all teachers or do we want sessions with like teacher representatives from every building? >> All teachers. >> I think everyone should have an opportunity to participate if they want to. >> Absolutely. >> And I think included with that uncert uncertified staff >> classified staff or leave. Yeah. >> Yes. I think they need to be included with the teachers because their voice is is very important too. >> Okay, how about this? >> Drivers, the nutritionist. >> What about two teacher sessions? We'll figure out what makes the most sense there and

081two classified hourly employee sessions >> or combine them. >> Yeah, just through two sessions all of them. That's fine, too. That's good. We have a philosophy that we're all better together. So when you start grouping people >> Okay. >> to me that goes against our philosophy. >> Okay. >> So I think I like two two sessions all staff. >> Yes. >> And how many staff do you have? >> Oh that's about 270ish. >> Okay. Two session meet. >> The other the other group I would say um Ruby meets with. So we're very driven by our strategic plan, right? Um the other uh there Ruby every other Friday meets with a strategic leadership team. That's our principles, our assistant principles, all of her direct reports. Um are you're in that meeting, but you're you're not in

082that meeting, right? So Ruby has 19 direct reports. I think I booked all those. She has 19 direct reports. That's basically her Friday group including our instructional coaches that drives the strategic plan and then the leadership meetings. >> Would they be one focus group? >> They could be a focus group. >> I think that's good. >> Okay. And what does she call that? >> So it's her leadership heruh strategic planning leadership team I think is the >> I think or just district >> district. So, it's basically um called it district >> principles, assistant principles. Um Kim Morris, Kim Moran, Wendy, Nick. Um it'd be instructional coaches. We have two of them >> Brian Sunday Peach, Eric. Um >> aren't helping you at all? >> Yeah, it's it's her directors, her coordinators for instructional coaches. They

083meet every other Friday and you could jump on that. >> It is a their instru her instructional coaches don't actually attend that. >> I would throw them in a great >> but they could certainly join part of that. >> Yeah. >> So, so it's her directors, her managers, her coordinators. >> Yes. >> What I need to understand reports >> is everyone going to be comfortable speaking their mind in front of all the different people. For example, will classified people uh hourly rate employee employ employees, will they be completely confident and comfortable speaking their mind in front of teachers? And vice versa, will teachers be confident in speaking their mind in front of classified employees? And will coaches uh be confident in speaking in front of district administrators around the questions that we're going to ask.

084I just need I need the opportunity for everyone to be open and honest and transparent. >> And is the group too big? like what's the maximum whole number >> or or maybe optimal right not too big not too small what is what is an optimal I think sweet >> so if you have a total number then you divide more sessions because you're probably for me my concern is number one everybody needs a voice >> if you start saying it's this day or that day and in this town your coaches are also your parents are also doing a job and you say you have to come this day then they may not get a voice that day and that's that's a concern like I'd rather have >> why don't we agree on two days um even

085though we >> right like they needed I'd rather make sure everyone has opportunity to have a voice than not have a voice because we as a board are saying you can only come to stay >> um >> and I can't control who's comfortable speaking up with who personalities that >> and then their service they're not comfortable speaking up they can particip through the service and then the community >> they need that opportunity as well. That's very important that our community has it. But >> absolutely. No, absolutely. Parents and other stakeholders should be involved. >> Yeah. >> So, um >> so that's our parents, our community partners, and our students. >> Then why don't why don't we just agree that um that Eron and I will come we're going to do two consecutive days. We'll figure

086out what that is. um that we will do. If you if you think that most of the employees are going to show up, 270 um is too large for even two groups if everyone decides to come out. Um we would almost need uh four four groups. Um I mean really when you start getting up above 30 people in a room, people won't have their voice heard, >> right? So, I would like to keep those groups at 25 or less >> if possible, but that doesn't mean everyone's going to come out either. >> What kind of participation do you think people have, >> Eron? A lot. >> Yeah. >> Small towns usually have work participation in their large cities. They do. >> Our employees. >> Yeah. Good. >> Are you guys on a 4 day week?

087Are would Fridays be bad >> because of activities and such? >> It depends. I mean that's where I go back to >> I mean a lot happens >> every day. >> Yeah. >> I was out looking at our schedule. We've always something every single night. >> That's why I'm saying to do this day for certified only or this day for classified only. >> That's too constrictive. >> It's very constrictive. You're right. What about Friday? >> I don't know to come in on Saturday. I think >> am two weeks. >> Okay. >> So, it's four sessions for staff for all school employees. But >> what are you going to do for community? >> You do. Then they're supposed to be in the classroom. How are they going to participate? Well, you said early. >> They would

088have to be before school. I >> I would say maybe at least one session is early. And I agree you're getting up early, but if you coach in your inse every day after school, >> at least you have energy for all the other things that go on. >> So if you look at that, okay, so if you look at overall like don't like let's step back and up a level, you can do a leadership team which can be Friday during the day. We can take one of Ruby's Friday sessions >> Friday. So that's a a Friday and afternoon. She meets with them every other Friday. Then on the focus groups, you not only have certified classified, you have parents. >> That's a separate group than >> that's why I'm asking. It's parents, community members, and

089students, right? That what we call our community partners. So you got to figure out how to do all of that. >> Yeah. >> And and we can we can work out the details on that. Um, but if I know that we we need two consecutive days, >> if we know that um one of those days has to be a Friday because of her leadership team um because they're already coming together, um that would be that would be fine. Um typically in a in in a school district, we would do something before school for those early birds that want to get done. um those aren't as well attended as those um then right after school and then an evening because you have some teachers like I got to get my kids to sports or I got

090to go do something but I'll come back at 6 or seven which is fine. So we could do >> but then you put parents in that one and community partners we can do we can do that. So so Dave and I can both be here um and we can split up. >> Okay. >> So we have two different locations. So um you know I can do staff or he can do staff and community whatever. So we can split that up. >> So you're really having everything be very separate. You're not having just like a room full of potential teachers, parents, >> not for focus groups. >> You're having them be very specific. >> But the board gets to decide that in the end. >> Yeah. Right. Yeah. >> Yeah. The board gets to very >>

091I guess I'm just concerning concerned that if you say this is your one opportunity to share the information. >> I think everyone should have at least two maybe three opportunities. I think for the community if you have um uh two or three opportunities um and with two people working the the the focus groups we can pull that off um because we can really hit um you know do multiple things and if they're in the same location um it's easy for um us to stay in a location and people come to us if we have two different locations or whatever >> and then the survey will be online right so if you can't come to any of them or if you want a voice and you don't want to come to a focus group regardless regardless

092of where you're and you still want to provide input. We still have a survey >> and it's the same questions. >> It's the same questions and I think it's important to know as a board regardless if someone is in person or it's a survey, it's equal weight of input. >> Yeah, >> I think that's important to >> the focus groups um are much more robust and fun and and people play off of each other, right? Right. And you say that in a positive way. They >> Yeah. They start thinking, "Oh yeah, that's a great >> um so so you get a lot more." But the surveys, it's all equal weighted. There's in the final report, nothing is weighs more than another. >> So both of you will be doing this together at different spots on

093campus. >> Yeah, we could do them. I mean, there might be different locations because then that will allow for the focus groups to be small. So in let's say we had two e we have immediately after school there was a session both for community and for um staff and then at 6:00 we have another one or 5:00 what can you put the students in that one immediately after school because if it's close to here the students are here >> well I'm having issues with the students saying please don't select certain students because then we don't need a voice >> all the yeah >> yeah it's unfortunate all the students Yeah, opportunity. >> That's why I'm asking. >> Yeah. If you guys want the students uh section. So, I kind of had it where we had

094two groups of students. The superintendent council would be one and then other students would be invited for the cross-section or all subgroups and that could be selected by the principal or it could just be have an open form for kids. Either way, it's fine. >> Is the superintendent council group too small? What should we do? Superintendent council, student council, and >> you're going to run into the same problem. They're small groups and if they're in activity, this same problem we have that they have to get up and leave a school board meeting because they have the next thing to go to. So, I would probably not do that. I would >> and again hearing this uh voice of all students that puts the certain kids voice >> above others. >> Yes. And I don't like

095that. So, to me, it's we have small number of students to begin with at the high school. So, >> do you want us to do stu two student groups just in general? Two student groups. >> Yes. And who wants to participate can participate? >> That's it. >> That's what I really care about. Who wants to participate and participate? Again, I'm more concerned about them having a voice. And then I'm concerned too if we start saying, well, now it's only this group and that group and they can't go to that, but they can go to this. Sorry, you can't do that. >> That's why I'd like a broader group. >> So, >> and not so isolated. >> Yeah. So people like offer them and then people can come to what works. >> Okay. >> And then

096everyone gets a voice. I'm just >> Do you want a Saturday? Like it's easy for me to have a 10 o'clock in the morning Saturday thing if someone >> maybe for community or do that like here's this is this is the final one. Anyone else is welcome to come wherever you are. >> Thursday, Friday, and then Saturday B if you can't. >> Yeah. I mean Dave Dave can't be there on a Saturday, but I can >> and we could do that Zoom. >> Absolutely. Well, we could do that. >> Or if you're going to be here, >> I'll be here. >> I'd prefer to do it in person >> because I hear what you're saying. If we could do like a Thursday, Friday, if you would combine it with her meeting and then a Saturday.

097>> Y. >> So, I'm taking notes at the end of what I'm hearing then that two days in a row directly after school would be a teacher and a student session at the same time. And then later would be a community and parent type meeting. Meaning like trying to stagger the times, right? Admin was during the school day. >> Teachers and students right after school. >> What are you going to do with the classified? I'm hearing certified, but I'm not hearing classified at all. >> Well, that's teacher staff. That's >> okay. >> You said teachers. >> I know. >> Sorry. >> I wrote teacher class. employees. >> The entire staff >> when you say I think certified. >> Yeah. >> Okay. Oh, staff. >> Okay. Staff then. >> Staff. >> Okay. So, like a staff.

098>> So, what you're saying with two people in two rooms, but can be at the same time. Staff coming in directly after school. You also have students available right after school. >> That's it. There you go. >> And then later after that, you know, get a dinner break or whatever. Then you have community parents a little later in the evening after things are calmed down afterwards. for two days. >> Do you want the community pair together or do you prefer them separate bread? >> I feel like they're the same thing. >> I feel like we all wear all the exact >> I can go to every single one of those. >> Yeah. So, typically parents and community members are are in the same group. >> Okay. >> I'm just trying to make sure. >> So,

099here's I hear um >> So, wait a minute. It'll be or she >> Okay, keep going. >> Okay. So, I hear um a Thursday and a Friday. Dave and I will both be here doing focus groups all day and then I'll do a catchall one on a Saturday morning, maybe midm morning or something like that. I heard um that we want two student groups or just one one on a Thursday, not on a Friday afternoon. >> Yeah. So, a student group um and a and a and then two or three uh staff morning uh >> Right after school and then evening and community maybe early morning for community parents or not? >> No. So, so but two sessions for parents and community as well >> in the evening. In the evening, Friday. >> Yeah. What

100do you want to come on Friday night? That's the problem with Fridays, is it? >> So then wake up Saturday morning. >> Um I've done Saturday mornings. We have a pretty good group because people come out with their coffee and it's group and >> I just it's hard to say. >> That's why I'm saying like when you start dividing it >> I think pretty general groups though, >> right? like the teacher or staff are going to have different concerns than community, >> right? You know, >> okay. Are there any other sub does this capture everyone you need or is there is there another group that has to be a subgroup or are we okay with kind of staff, kids, administration, parents, community? >> That's it. >> Okay. Okay. So, let us uh let Dave and

101I work with Aaron to figure out exactly what that looks like and we'll get the schedule to you for a final approval before we start allocating uh rooms and spaces and and all of that. How's that sound? >> Yeah. >> Okay. Dave, did you hear all that? >> Yep. I figured you brief me later. I'm still scrolling for uh salary windows and uh I posted those into your notes section. Uh, and then I just dug up rangeleas and they're also 125 to 155. >> So, yeah. Yeah. And I'm sorry, I'm still uh actually coaching kids on Saturdays. So, >> yeah, >> I got I got nothing to do on Saturday. It's all good. And and something else that I know has worked with parents, too, is scheduling an hour meeting an hour before the game

102starts can work, too. >> Right. Right. So depending on the >> So like I like to go the hour before the high school volleyball game >> anyway >> because the kids and the parents are going to be there anyways. They just come a little early and >> Sure. >> And you could open that to Yeah, >> that's a great idea. >> Yeah, that is a great idea. >> That's a really good idea. So, I think we have our marching orders in our groups um >> just before I eat >> and we'll come up with a schedule and I'll run that by Google. >> Um where did you put your notes that day? >> I put it in the notes section >> chat section rather chat but I can >> Oh, >> do you want to

103just >> in this you see it >> maybe not while I'm sharing. >> Can you just share the ranges that you found so far? >> Sure. Yeah, >> Gunnison is 155 to 185. >> Hold on just a second, David. Hold on. >> Yeah, we need to change agenda on >> going back to salary. >> Um, >> yeah. So, we're going to diverse back to 28. Superintendent job posting the salary range. >> Yeah. >> Okay, Dave, share what you found. >> So, Gunnison is posting a window of 155 to 185. Uh Eagle's window is 225 uh to 265. Uh Steamboat is 140 to 165. >> Delta is 185 to 220. >> And then is 125 to 155. They're like 400 kids. >> Can you um say the names of the last two districts again, please? >>

104Yes. Delta was 185 to 220,000. >> Okay. >> Rangely was 125 to 155,000. >> Thank you. >> And Dave, just as a side note, um are you surprised about that steamboat? Uh Jose, >> I am. >> What was again? >> 140 to 140 to 165 for steamboat. Okay. >> Yeah, I'm a little surprised by the steamboat uh window. >> Problems. >> So, going back to the conversation we left it off at 140 to 160. Does that feel good to everybody given what you just heard? >> Well, let me go back to just see if I can find steam real quick. So first first notice that their ranges are more than 20,000 across the board. So they're more like 25 30 35. >> Yeah. >> We can go we can go more too. >> Yeah, that

105would be >> you. You could go more, but you don't have to offer it unless you get a unicorn, you know, where you're like, "Wow, look at these credentials. This is amazing. didn't think this would happen. We can push it up. >> How many does does he How many uh students does Stebo have? I think they're >> I think they're around 2,000, but that was a fast read of the job posting. >> Yeah, thank you. Thank you for doing that. Pulling those numbers. It does just provide a little bit of perspective. >> High cost of living. Dave, do they provide housing? >> Uh, I don't know whether Steamboat does. I know Eagle Eagle didn't provide housing to their current superintendent because he came from within, but the superintendent prior there was a housing clause in

106their contract. So, they um I know that uh the Roaring Fork School District has recently added superintendent housing just because it's extremely hard to get into the Roaring Fork Valley. Um and Garfield 2 and Garfield 16 do not provide housing, though their prices are starting to go up as well. So increasingly you're seeing a housing allowance like a or a housing loan. There's a number of creative ways for housing, but that's that's subject to the additional negotiations that you could enter. >> So CEO has 2572 students. >> Oh, I got 2458. >> Somebody needs to update CD's website. You can widen your spread too if you wanted to. Um, you know, to to >> Well, I don't think there's we don't want to set false expectations. Need to be realistic. >> Yeah. >> On both

107sides of the front. >> And there's community optics >> and what it's going to cost us and also what is realistic and beyond the salary range. Once again, the extra stuff. >> Yeah. There's the benefit package here. >> Yeah. Yeah. Good point. Because you're not going to get that solid number, right? >> You're definitely going to be paying um insurance at minimum, >> cell phone, transportation. >> Yeah. >> Do we want to um do we want to reach consensus on the 14160 or do we have another something on the table that you want to discuss? silence the notes agreement. >> I think a 135 to 165 gives the board the most amount of flexibility. >> It sets a nice solid foundation and it gives you some wiggle room should you, like I said, find that

108unicorn. But again, that's what the board is most comfortable with and you know your community really well. >> You guys were right. I don't I don't think we need to lower the bottom. Okay. Like meaning >> no we go down there candidate we're not very happy with like >> I I think the bottom is fine top number that we need to >> set expectations now like 140 to 170 puts our current superintendent in the middle of that range. But would we go as high as 170? That's our question. >> Why would I go as high as 170 when I got a school district that has higher cost of living in a mountain community has more than double our student count and they're only 165? >> Okay. >> That doesn't seem logical to me. >> Fair.

109So then 140 165. >> I do 160 personally, but >> I think I like 165. >> Perfect. >> Okay. How about you two? We have 165. I feel like an auctioneer. >> So, we're gonna offer the same amount of steamboat and they're having double the kids. >> And that's exactly what you're doing. >> I give that to the benefit space. That's more money. >> But all of them have kids. >> Yeah. Well, then all the kids that steamboat, you know, I think 140 to 160. Okay, stick with that. >> 140 160. Okay, we have a consensus. 140 to 160. >> All right, good work. Good work. 140 to 160. We'll get that on there. Got a thumbs up. All right. Thank you, Dave. >> Happy to >> let us go. >> Is there anything else

110on that? >> Uh just what you guys are going to send me um to make some additions to the posting. description. >> You were going to send me like five or six things. >> Yeah. Is there There's nothing else on that dope document. >> That's what I'm asking. >> Do we talk about benefits and stuff later? >> That's uh Yeah, that's completely up to the board. Yeah. Okay. For negotiations. Yeah. >> Okay. So, it's not a now discussion. It's a >> I mean, it's assumed that there's a benefit package. >> Okay. And that that will be for later conversation between you and >> well up front just so everyone knows like transparency. Um our current ad our current superintendent gets the same benefit package as our administrators. >> That's that's common in many districts and

111then in some districts they have different packages but that's up to the board. >> Yeah, that's what we do now. That's been kind of the tradition of the state. I guess this is my word for searching this district and that's commonly what they do. >> All right, let's go back to the working agenda. >> Oh, I know. >> We're done with nine. Let's see. Oh, let's u we need to talk about online survey. >> So, we >> finished up the 28 superintendent job. >> Yeah. I think you should have 29 focus groups. >> Yeah. Which is but included in that is the survey. We just need to handle that one real quickly. Is that >> So we're going back to 29 focus groups. >> Okay. So um we talked about the focus groups and we

112worked all the details out on that and then uh we would like to get the survey out as soon as possible. You guys saw a draft of that. That's kind of our standard survey. We're happy to add a question or two. Um but uh the longer it hits the fewer people respond. The questions that you saw in the survey are exactly what we ask um in the focus groups. So um is there anything else you'd like to add in the survey? >> Are the survey questions all optional, meaning we can get a response where they fill out one and they leave the rest blank or do they have to fill out every question? >> Um I can't remember how it's said. I know what you're talking about. I don't know. What would you like? >>

113I think >> nothing required, >> right? Nothing requires we will accept partial responses. >> Yes. >> Okay. >> So question about how do you uh or is there a way to make sure that it is truly our community and it's not people from outside of our community responding. Um >> it's impossible. >> Yeah. I mean I >> and it's impossible really uh if people want to go from the library to the school to their home to their office with different IP addresses and all that. Um and so You have to you have to kind of manage the data when it comes in to say look um we have someone that's really really angry about everything here and that's over here on this side and then you have this person over here like we do everything

114so perfectly here we can never improve. >> The truth is in the >> in the middle >> and that's when we write that report it's we don't really pay a ton of attention to those outliers. >> Okay. what we pay attention to is everything in that uh center section where where people really want to provide constructive uh feedback to the district and to the board to the new superintendent but also um we want to hear those positive glows on the district as well. So um there's really no way to stop that. >> Okay. And if someone wants to go to that effort, okay, >> you know, >> the multiple >> Yeah. >> surveys. >> So, >> is that potentially Can that happen? >> Do what? >> If if one person decides, I'm going to do

115three or four surveys. Does that happen? >> Um, I'll tell you a difference. >> Stack those cards. >> Um, but but see, there's no benefit to it. it doesn't it doesn't help do anything because at the end of the day the board gets to decide on on the end. So we had one time where a group of teachers decided um someone wrote a beautiful eloquent really negative piece um and then they sent it to all of their teacher friends and then all of those teachers submitted the exact same verbiage. >> It happens. Yeah. >> It's just invalid. >> It's like you that's invalid to control >> you know. Yes. One person had those thoughts and feelings. Absolutely. those matter, but not when you have 25 people who wrote the exact same thing. >> Um, that's

116pretty easy to determine with the survey. >> And as those results come in, Stacy um will keep us um informed as to look, someone's trying to gain the system. I've only seen it happen one time. And it was obvious. It was so obvious. Okay. You know, any additions or we're good to go when the survey comes out. Uh we can probably get it out this week. Um and so who does it go to? Everyone and anyone. Um we want uh it on your website. If you guys do email blast to parents, uh your principal school newsletters that they would, if you have a district newsletter, um however you typically communicate out to the community, um if that includes the newspaper, if they would publish, um you know, a QR code with a with a link

117to the survey, that would be great. >> Yeah. Um, and we'll talk to Erin about like what what are all the different ways that you communicate. If you have um if all of your high school kids have district emails, uh that's a great way to blast the district uh high school kids. Now, we will get some things back. >> That's fine. >> But and there'll be some funny ones, but um you know, whatever ways that we can blast it out and then also it'll be housed on your um your district website. Um, it can be on the word page, it could be on the search page, all of that. So, >> so they can do it when they get it, right? >> Yep. They can do it immediately. Yeah. Quite open. Yeah. >> Okay. All

118right. >> Everyone can participate through the survey. Absolutely. That is so important that for people to understand. >> How many people live in Esta Spark? Well, I mean, storm out like we have every >> everyone can participate. So, if someone says, "Well, that none of the focus groups work." Um, they can call us. They can call me and I'll take notes. Uh, they can send us an email. So, there are other ways. If you choose not to do the survey because you don't trust the survey or if you don't want to come out to a focus group, we will take the data however you want to get it to us >> and that information will be published. >> Uhhuh. >> Yeah. Well, it's it's comes in the form of the final report. >> Yeah. All

119of it comes back to the community. >> Public information. >> Y >> that's important. >> Great. >> Okay. Um and up on the survey then, uh just to confirm the subgroups, um we typically do high school students, uh staff, which is certified staff, teachers, and admin. Um we do support staff as a subgroup. We do parents and guardians of schools attending the school. and community members. Those are the groups that are delineated um and that we can disagregate the data so that you know who's saying what within the community. >> Is that okay? >> So that will just be in the report. It will Yeah, >> that's in the report. But everything's I mean no one is identified. It's just identified by group. >> Perfect. Thank you. >> Okay. the difference between two and three

120for us uh meaning certified staff in two versus staff. >> So some districts call it licensed staff those are teachers or certified staff those are teachers or sometimes their speech language pathologist psychologist and things that are licensed but they're not certified teachers. They're all lumped into number two >> that they hold a state license through the Colorado Department of Education. That's number two. Number three is um all classified employee guys, bus drivers, nutrition services, all of those folks died professionals. So >> no, I'm asking >> say that again, Eric. >> Is there a reason to keep those two separate? I think they provide different perspectives um on how they're feeling about things and they're they're they have a different lens um and and even though we were >> certainly sometimes you get crosswalks, right? Like

121a certified staff might turn up in the support staff because it worked better for his or her schedule and it's it's not the end of the world. We're just trying to make it comfortable, right? And try to it it helps with the grouping as you're analyzing the data. It helps knowing what the voices are, you know, where they're coming from. >> So, we're having those meetings together, right? So, will you be able to separate out the data? >> We don't separate the data out from the focus groups. >> Okay. So, at the focus group level, we'll say, "Here's what the classified certified staff said. Here's what the high school students said. Here's what the parent community group said. Here's what the admin group said." So, we won't delineate those out. We can't do that unless

122we have a different focus group, which is fine. Yeah. >> It doesn't matter. >> Yep. >> But you're saying these these five categories are the online survey categories. >> Yeah. >> Got it. >> Okay. >> We're ready for to move on. Gendic 210 number of slated candidates. >> Okay, so we talked about slated candidates and that is after we've done all the vetting, we've done some uh background checking, we uh you know checked their social media, we're trying to do the you know what we can do from a background check perspective and uh we will bring to you our top six candidates. However, if you're looking at the candidates and you want to know why, why didn't you pick number seven or eight and why aren't they slated? We have that conversation with you in

123executive session. We talk about why we slated the six candidates. Who are they? Uh their background and why they were slated and maybe two or three others weren't slated and we have that conversation. The board always has the discretion to tell us nope. Uh we want that person um within the slate and we're going to move them forward. That's always within your discretion. Um, I'll give you an example of that. Internal candidates, sometimes if there are internal candidates, we recommend they're treated like any other candidate. >> Um, they go through the process, they're vetted by us. Uh, they get part of the conversation when we're in the slate conversation. But we've had board members who said, "That's an internal candidate. We're moving them forward." Okay, that's fine. Even though HYA may say, "We don't think

124they're as highly qualified as X, Y, and Z over here." The board holds the cards and the ultimate decision- making over who is called the slate. The slate's typically six and that's the group of semi- finalists if you will that we call in and do um you know they can be here in person or we do on Zooms. So >> earlier you mentioned kind of like a first category very highly qualified, second category >> kind of qualified, third category not qualified. >> Are we going to see that during the process? or do we see I know that we have a portal but I'm saying your guys's thinking and sorting and do we see any of that in the background or no it's just >> um >> here's our top six for consider pull up the

125board portal again >> I think you do >> okay um go to select one two or three candidates right Okay. >> So, this is where we can view some of the background work that you're doing. >> Yep. >> Okay. See that? >> Yep. >> And we're happy to talk to you about any candidates if you see them come through and as well. Okay. Let's go back to the agenda. Any other questions on slate? >> I like six. >> I like the six. >> Six. It doesn't mean you can't have seven or it doesn't mean you can't have five and it doesn't mean you can't have four. It's just and six is a good number. So, we'll see when we get there. >> If there's not six slated candidates um because they're not qualified, we'll tell

126you that. >> Okay. We already talked >> Oh, sorry. >> Moving on. >> That's right. Um agenda item to 11 internal candidates. Yeah, >> I mentioned this a little bit. Um we recommend but it's the board's prerogative. everyone gets treated the same as you move through the process. Um, if we get to the end of the process and the board is adamant about bringing the internal candidate into the finalist, you can do that too, but just know that we tend to treat them like all candidates. They're just another applicant, which is good. Any questions on those? Okay. Um, candidate expenses 212 candidate expense. Sorry, keep rolling. You're doing great. Well, I'm not going to beat the 40 minutes. Um, candidate expenses. So, the board gets to decide um how they're going to reimburse the candidates

127for travel. Um, it is very very rare for a board to say we're not reimbursing our finalists to come visit us in uh Estus Park for two days. Um, that has never happened since I've done a search. I have had boards that have said we will pay for the slate all to come. I I don't think that that's necessary. That's expensive, particularly if you have out of state candidates. Um, typically what happens, the average is the board pays for expenses of the three finalists. They do not pay for any of the expenses related to the slate. But we also offer for the slate a Zoom interview if you choose not to come here. But if you do choose to come here, it's on your own dime. That's up to the board's discussion. And knowing that

128if we were to not pay for the slate to come here, we have less. We can't hold it against them. Exactly. >> Yeah, I think that sounds fair. >> And then what about on the candidates we pay for? >> What about spouses or like a >> Good question. >> Or is it just the candidate? >> Good question. because um if you're hiring a superintendent um they typically will have a family um spouse or whatever. Um that also would be up for discussion as well. Um we've had districts that have paid for the the spouse to come out um and all expenses or just the candidate and their expenses or we won't pay for the spouse's flight but once you're here lodging and meals will cover that. So again, the board's discretion um about what you

129want to do with a spouse. Most likely the finalist, if they have a spouse and they're out of state, they're bringing their spouse because they're looking for, you know, what they're finding out about the community. Any else? I mean the the hotel isn't more, the car rental isn't more, the meal is not that expensive as the flight, the flight, the expensive part for a second person or six instead of three. >> You can exclude flights or you could include them. And that's really what comes down to the big expense. >> You do a Royal Car. >> Yeah, >> that's whether it's one person. >> No, I know. I'm just saying we have no one has said card. >> No. >> Oh, I'm sorry. >> We're just saying your rental card, you're not doubling up. >>

130Yeah, exactly. >> I would be open to paying for everything that >> the staffs or they're plus one candidate. for the finalists only >> because we do want them to feel welcome and we want them to, you know, really take a good look at their community and know what it's about, right? >> Yeah. >> That's probably >> um I said, okay, starting at the very beginning, I would not pay for anything from the slate. >> Agreed. >> Okay. That's the slightest six. >> That's that's comical. >> Yeah. >> Yep. So you can agree on that. >> Do we agree on the finalists themselves? Flight, rental car if they're coming from out of state, lodging, and uh food. >> Yes. Is food for DM or what? How is that typically done? >> Um submit receipts. >>

131Okay. um is typically the way we handle it. But if they're in the district and we're doing let's say we're doing focus groups, sometimes the districts will say we're providing lunch for the for the candidate or the candidates in this room. We can talk more about that later. I don't know when that occurs. >> Do you think we should pay the flight too? >> We're not the spouse then. Do you think we should pay it for the finals to come here? >> No. >> Oh, I hope so. >> Yes. You said yes. That Yes. >> Do you think we should pay for a plus on one's meals? >> That doesn't matter. >> How about plus one flight? >> No, that's me. >> Okay. Is that what I be? Bring everyone counter. You okay with that?

132Want to bring a plus one? Are you They're paying for their own flight. >> It's fine. >> Don't feel guilty. >> But we will pay for them once they're here. Meaning we'll pay for their meals so they're here. Yes. We're banging dinner for two, not dinner for one, >> right? >> Yeah. We won't pay for the spouses. But >> I would not pay for the spouse's money. >> To me, I would because they're part of they're part they're part of the they're part of the decision. The wife's important. Good argument. >> Or the husband. >> Yeah. Or the husband. I think it's very >> Well, I think it's important because the wife's part of the or the husband's part of the >> The spouse is part of it and they got to like it, too.

133So, I think I think we should pay for >> what's Yeah. I mean what we're talking about here domestic flight for an extra person three extra people >> I don't know where >> you're talking about $1,00 but that's if all three flew in but they might not they might >> they might not have spouses >> they might or they might not want to too. So, >> how is it? >> Brad, has your company ever paid for your stuff? >> Not anywhere. >> No, we don't. >> Okay. >> Right. Or no, >> we don't either. Okay. >> All right. So, plus one everything but flight. >> Yes. >> Okay. Is everyone okay with that? I mean, >> yes, we >> reach consensus at least. Okay. All right. Great. Uh, let's move on to advertising. >> And

134no alcohol still, right? >> Never. >> That's right. >> Well, I think we're ready for the next item. >> All right. Uh, moving on to 213 advertising options. Yeah. So, um, HYA has a huge market position in this field and the number of hits they get on their website, their newsletter, um, with, uh, all the associates that are out doing searches is absolutely incredible. However, I will offer you up what those national packages are. I will tell you personally, um, I wouldn't recommend them, but I have to because that's what HY has available. I don't think they're worth the bang for the buck or smaller school districts for Milwaukee, for Chicago, for New York. Okay. Um, but the packages are this. Uh, the first one is called the AASA, which is um American Association of

135School Administrators. $3,50 for a hosting a year. And these are just pass through costs. Then ed week is 3,50 if that's it's a different package but it includes edeek and not Aasa for the comprehensive package it's 4,400. Um I will put those out there if you guys want us to pursue those we absolutely will. Um I will pay for a splice but to put it in context. So, um, I'll let you guys if if you want to pursue that. Um, there's two other things that that you might want to think about. Chalky is very popular in Colorado amongst educators, board members. >> You probably all get Chalkby. Um, for $199, you can get a 30-day posting there. Case, um, and do you guys have an HR person or is that the superintendent? >> The HR

136person. >> So, um, Case, you guys may have a membership to post there. I don't know. If you do have a membership in case to post, um, you've already paid your 265 a year. Otherwise, it's a $50 per posting. So, districts do it differently. Um, those might be a better bang for your buck, $50, $199, than the $3,000 of AASA or Ebony. And that is my advertising pitch. Um, the breadth that you'll get just out of the HYA is significant. It is a national host and I think I had some stats. >> I couldn't find the viewer. >> Uh right there we had 25,000 uh page views on active search p per month. Our social media pages um it's included. So that's um everything social media related to hya. We have 30,000 newsletter subscribers and

13746,000 website users. So pretty big reach just by being on the HYA >> and and every search in Colorado whether we have it or not goes through the H winds up on the HYA website. >> So anyone looking in Colorado is on the HYA website >> and obviously you're members of CASBY and actually we're an affiliate of CASBY as well. So it's a free posting on CASBY. >> Is that national? >> Uh what's numbers? >> Yes, those are national. Yes. >> Yeah. >> Asby posting done by you or done by us? >> Um, we do all the hya posting stuff. So, >> and then I can help Erin figure out how we post on case and chuckbeat if that's what you choose to do or not. Um, either way in case Dave will handle getting

138it posted on case. >> Absolutely. did it with >> if we have case then she would >> yeah more or HR would do that. >> Okay. >> But just get directed to the right people. >> Yeah. >> Is there like an expected number of applicants that you typically see within the first you know two weeks or something and then we could if we aren't seeing that we could >> um No, it's a good question. Um, no, I don't think there's a typical number, but um, if you wanted to uh to go ahead and get things posted through HYA, the problem is many people wait till the last week. >> Yeah, >> they're fearful that somehow their name's going to leak out. It won't, but um, so they don't they don't apply until that last week,

139>> right? Um, I mean, I think H >> very typical for them not to, you know, apply until the last few days of a closing. >> I mean, they may be working on their application, but when they actually hit the submit button, and we can actually see people that are working on their application that haven't submitted yet through our portal through HYA. I mean, for 50 bucks, case might be um a no-brainer. >> Cassy's free. >> Casby's definitely supported. What do you think, Brad? I mean, these basic ones I think >> I think it's good to do a little bit of outreach just >> right. I think the question should go to Ken >> also like members and what can we do here >> included in what we already paid for our memberships >> you

140know I mean I've been through a number of searches in just this uh district alone >> so I' I would like the opportunity to talk to Kim >> Sure >> and see what her suggestion is because she would have all that history of information on what she knows. >> Yeah. And if you guys had a district LinkedIn or district social media district Facebook all all that district stuff it absolutely should go on all of that. the website. Um, but she may also, you guys may have a relationship with other organizations, right? You know, that she already posts with or has memberships to, >> right? >> Um, all of those count. >> So, we we don't have to zero in on that because that's not going to stop us from posting it on HA. But if

141she wants to do um, you know, case and if she wants to do chop or she has others, that's fine, too. >> Okay. >> I will tell you what I what I also do, and this is just what I do. HYA does not do this. Um I reach out to all of the surrounding states to the um >> the local or the school board associations. Some of them allow us to post, some of them don't. Some of them cost. And they cost I say no. But then what I do is I go to their um department of ed and I pull down all the email addresses of their state superintendents if they have them. Now they don't all have them, but but Colorado does. and uh in batches of 25 um I send the posting

142specifically to all superintendents in our surrounding states just for fun. Um, I get lots of emails back like, "Hey, this is really cool. Thanks, Brian. I may not buy, but yeah, >> it does get the word out there because then we have an assistant student or a direct looking for Colorado who's looking for a superintendency." So, um, in an odd sort of way, it's a different marketing technique that I use. Um, it's not what HIA does. It's just what I do. >> So, you talk about that word of mouth presentation better. That's how this town runs. >> But I did the first time I ever did it, I did it in batches of like 200. They all kick back because they block them. >> So, >> yeah. >> I heard. Okay. >> So, I can

143talk with Kim and get back on. >> Okay. Sure. Y >> start with HY stuff and get it going. >> Okay. Let's uh >> move on. Agenda item 214 background checks. >> Okay. This will >> folks. I'm going to have to drop off. I have to get across town to another schoolboard meeting. Uh I want to thank you for a good conversation and you know some good insights coming forward. >> Thanks Dave. >> I'll leave you in Brian's very capable hands. >> Dave, I will join you um as soon as I can. >> Okay, no problem. Thank you everybody. We'll see you later. >> Thank you very much. >> Okay, so background checks. Um, if you follow the news, um, these are becoming more and more important for school district and boards of education. Um,

144what's happened in De Moine, uh, where we find out that, well, two things. Um, maybe someone doesn't have the credentials I say they did or maybe they're not even a citizen. Um, I mean, all kinds of weird things have popped up, um, now. And so, we're being very, very careful and making sure that we offer the boards the opportunity to do what we call a deep background check. And this is everything. If you would click on Um the due diligence services here and the pricing here is um is based on uh let's see scroll up. >> Yeah. >> So the pricing there it is right here. >> Um and I would recommend I I recommend doing this on your sole finalist when you get to that because you have a waiting period before you can

145actually sign the contract >> and all of that. Um, but this has become so important and these companies, they go deep. They go social media, they go financials, they go criminal, misdemeanor and felony, crimes against children. Um, they go to the universities and they get transcripts and credentials. And even in Colorado here, we've had candidates and applicants that have lied about master's degrees and doctorates >> and scholarship. associates didn't check and the board chose not to do a deep dive. So, um this is really an important thing for you to have a conversation about. Um I'm not so sure that the comprehensive um because we're out there doing the social media review to the best of our ability. The news media one is really valuable. We do some minimal stuff to see if there's anything

146glaring out there like why were you fired or something like that. Um but this goes deep. So, um, you guys can think about that, um, and have a conversation about, um, and it's expensive. I get it, but it's it's worth it to protect the board and the administrator. >> The district. >> Yeah. >> I'm in favor of this. >> Do we have anything we've done before as a district or outside of this option? >> Um, I don't know. I'd have to ask Kim that because I wasn't involved in that side of it. If you want to ask her if she has some other firm that you prefer to use, that's fine, too. You just do >> because I know she does with one, but it's not as as Yeah, >> I think it does depend

147on the final candidate, too. You know, I mean, >> somebody's coming from out of state. Yes. I >> I saw the one that Littleton Public Schools did on me. >> It's scary. >> Wow. >> I mean, what they find I mean it's like, well, I forgot that I live there, you You know, I mean, they have every address and >> I can talk with Ken and get an opinion on this. >> I think so. >> You have to make a decision tonight on this. >> Exactly. >> Does this Can this decision wait until like there's no we need to let them know ahead of time that they'll be okay. >> Well, we can bring it up in another work session. >> Yeah. >> Matter of fact, at the end of the day, if you decided

148to hire someone internally um and said, "We already know this person. They've been here for 15 years." We wouldn't do that. >> We don't do that, >> right? >> Yeah. >> Yep. And I think that's >> agreed. >> We'll call the fourth option which is nothing standard comprehensive or whatever Kim knows or has done in the past. >> That is the the variable. >> Just know that that's available and we'll talk about it later in >> Yeah, we can bring that up and uh like we can get information to bring it back to the board and and we can wait clear to finalists. All HYA needs is the go-ahhead to do it >> or not. >> Thank you. So, we can do both of that. Well, we'll need to do advertising a little bit quicker

149>> and then deep check. We talk with Kim to bring all that back to the board. >> Sure. >> And the extent of what Kim's um background check looks like. >> Yeah. >> Those details. >> Okay. All right. Aaron, next uh transition services. I won't spend a lot of time on this. >> Okay. So, 215 transition services. Introduction. Thank you. You know, I get so used to >> Great. >> As a former superintendent, I get so used to driving an agenda >> that I forget this isn't my meeting, it's your name. So, I apologize. >> It's all good. I need to apologize. >> Drive, drive, drive. Um, >> keep moving. >> Just so you know that when you um chose hazard manito, we're going to stand by you all the way through the first year

150with a with a superintendent evaluation uh should you choose to to to use that option. Um it's relatively new to Colorado. Um I think that the option is a good one. Just know that it's available. We can talk about that much later, but it's there. There's also um the transition academy is available. >> Typically, one board member and the superintendent go through. There's some deliverables for the entire board. Um it's a powerful tool as well. Um I don't teach that or I don't I don't facilitate that. It's a couple of other superintendents in the nation that do it. So, but I think it's a good choice, but we'll get to that way down the road. Um, let's scroll up to the >> Do you have a question? >> I do. So, first year superintendent evaluation.

151I'm just thinking of the timing. We do superintendent evaluation around the first of the year, >> which is the middle of the school year. Are they going to work with the new superintendent? Are we going to do that six months in or are we going to wait till the end of the first school year? just >> well and then you got to figure out too are you going to do a midyear because we do not do midyears. >> We just do >> Yeah. >> And it aligns with contract agreement and renewals. So that >> that's the thing. It's got to align with whatever you guys have in the contract. There are a few superintendents in the state that said a January February timeline for an evaluation doesn't make sense and they've gotten their boards to

152opt into something different. >> Yeah. >> And that and that's fine. Um, I do think that um, it's absolutely critical that the board evaluates their superintendent. It is unfair to the community um, and it's unfair to the superintendent for the board just to blow it off. I just say that and that's happened to me before and I just don't think it's it's right. I think that um, we all deserve both positive and constructive criticism when warranted. The evaluation process that we'll bring forward is not one about we're going to get him or get her. It's one about continuous improvement. It's one about um here's where we are. Here's what we've done. Here's what we need to happen next. Tied to the strategic plan. Uh and what does it look like? What are the artifacts? What

153is the evidence? So, and there's also a 360 component involved. Uh and the board and the superintendent get to agree on what does that 360 look like and who gets to um have access to it. Could you go as deep in the community? Sure, you could. Does the community in general know what a superintendent does on a day-to-day basis? Probably not. But that's a conversation that we'll have, you know, when you guys decide to engage with the superintendent around evaluation. But just know there's something there. >> Perfect. >> And I I appreciate that. I think it's just the timing with the change over and does doing this six monthsish into the job. Is that the right time? >> Legally, you have to do one evaluation per year. >> That's CRS revised statutes, right? Have to

154do one a year. It does not specify what time of year. >> So we can we can push it back. We can change that, right? >> Yeah. And and >> and you can do it year, >> right? And I'm not even recommending that we change. I'm just saying I'm just kind of questioning to myself of >> does it make sense six months in just getting their feet under them. >> Is that just make sure time to adjust or is that not you know we should wait and we should do it later kind of. >> Make sure that you whatever you decide to do is that it's aligned with the contract and state statute and your policy. just all aligned. Okay. >> And because the board get over making sure that you do what you want

155to do, but it has to be aligned. >> Okay. Um, moving on for one more overview. >> Oh, that'd be good. >> 216 uh calendar time. >> The six-month transition academy. >> What is that? Is that you're coming to our work sessions? We're done. What is >> it? is a um it is a transition academy that usually the one board member and superintendent go through and they really come up with that 100 day plan um about the work that's going to go on with um if you will almost goals for the first year. Got it. >> And you're building those through this transition academy and you work through modules with the and it's I think it's all online. Um none of it's in person. Um, I like it because it keeps the superintendent and the

156board focused on what are those key deliverables during that first year, which goes right into the evaluation. >> Okay. So, so the superintendent and a board member are doing that early in the tenure of the superintendent. Okay. >> I would recommend you know as early as August get signed I mean and I think they have the transitionmies throughout but signed up earlier in the fall than later to get going. All right. We've already talked about the calendar for search when we went through the process. Is there any other questions? >> I have a Goldilocks question. >> Yeah. >> Is this schedule too early or too late or just right? >> Just right. Of course. >> I think it's just right for where you are. I mean, if you think about it, are there some districts

157ahead of you? Yes. Um are there um >> I looked at those districts they announced in the fall, >> right? So they knew that those folks were resigning or retiring or whatever. >> Um, no. And I think you're going to see more superintendent resign or retire or be asked to leave. >> That's right. >> Within the next um, you know, few months, too. So, >> so you're kind of right in the middle of the pack, I would say. >> Okay. >> There was something that we're going to talk about. >> We got salaries. >> No, on the dates. Oh, so we're on 216 calendar search. >> Yeah, it's not. >> Okay. What was it? >> I don't remember. >> But I remember I asked >> I mean I was just looking at the yellows. We

158know our plan. We don't know exact dates for those stakeholder meetings we're thinking. >> That's right. >> And and here's why is that um if you would give us the latitude to work work that out because it really >> it doesn't impact you at all. And what it does is impact school activities and all of that. And that's why I need to work with >> It wasn't this. It was the slate of six interviews that I'm concerned about the date on. I'd like to firm that up. >> Oh, yeah. Yeah. Yeah. Uh, April, that's right. We didn't dig deep on that, didn't we? Right. >> So, do you want to do two days or do you want to do a Saturday? >> I'm fine with the Saturday. >> I mean, you guys would all make

159overtime. Zero times anything. Zero time zero. >> Yeah, >> Stacey, that was funny. >> I know. I'm like thinking my calendar in my head. >> That is funny. >> Yeah, I get paid double what I got yesterday. Gotcha. Um, sorry to use vacation time. >> I'm happy to do uh two evenings, you know, kind of before the or whatever. >> Yeah. >> So, the only thing So, I don't know what date we're looking at or what we're thinking, but I'm in April. Are we in April? We're looking at the school calendar through >> date. A Saturday, if we're talking about a Saturday, the 18th is the uh PSCO family dance. >> It's going to be earlier than that. >> Yeah. So, we're talking >> before it's the one before. That that's the only thing that

160like district calendar so that it comes back to individual calendars. I am also okay with the seventh and eth, but I am leaving town on the 9th. So, I would just like to have it done before the 9th. >> Okay. >> Well, let's hear from each board member. What What What's your preference? You want to do two days um or you do three interviews on each or you want to do six interviews on a Saturday? >> Well, I know we have two board members that have full-time jobs. >> That's right. and we I want to give them the more grace and be able to >> do what's best for them. >> So you're you're you're saying you're flexible. >> I I'm Let's see. >> Exactly. Saturday with your kids, Brad. I mean, my >> I

161would say I would say they can either work. I prefer Saturday. >> Okay. Saturday. >> Perfect. >> You okay on a Saturday? you'd be okay on Saturday. >> I I personally like it Saturday. >> Been fine with Saturday. >> It's just a It's a relaxed day. The candidates are coming and going and we'll put up a nice schedule where we can have, you know, breaks between. >> Um be nice >> lunch break. >> Yeah. >> It also helps if we're interviewing a current superintendent from their current job on a Saturday, be able to do this fully, not they're trying to sneak away. They're hiding in their office. >> Yeah. >> Okay. >> Say, so Saturday the 4th. >> Excellent. >> Okay. And I think we agreed on naming the sole finalist at your board meeting

162on April was it 20th? >> The 20th would be the final decision. >> Yeah. Is that Yes. Oh, the final Yeah. The sole the sole finalist. I'm sorry. Not the finalist. the sole finalist because when the reason you call the soul finalist final decision >> is you have to uh there's a waiting period >> you have to when you name him you got to wait 14 days before you can do the yeah there's a by law there's a 14-day waiting period in there >> okay so after the 20th when we've said we want this person then there's a 14-day wait got it >> so we are interviewing six or so on April 4th Is there an announcement of the final three sometime between the 4th and the date of the district on the 15th? >>

163Yes. So immediately on this day, you guys will need to um we'll have a a Saturday meeting scheduled, a special meeting to come out of you. This really is a full day of executive session until you come out of that executive session and you say who your three finalists are and you name them publicly. Um I need a little time after you decide who your three finalists are to call them to say are you in or out? You're going to be named a soul. You're going to be named one of the three finalists. Are you in or out? Um so that they have that final decision. And then you guys come out and it can be a very short say we've named our three finalists and here they are. Boom. Boom. Boom. uh we were

164you know in a meeting. >> So we're in executive session all day. >> We do six interviews. We talk. We decide on three. >> Mhm. >> But you're saying it's not right. Then then become into public. >> You cannot decide on the three in executive session. No decisions can be made in executive session. So you got to come out of executive out of exe executive session have a public discussion on the candidates and that's where you decide the >> Well, but there's names involved. >> Yeah, we can't you can't name uh anyone except for the three >> finalists. So I think that you you can come out and discuss the three finalists. I have to get Coulter's opinion on this um about what you can do after you've uh interviewed the three I'll I'll find

165out for sure but you you need to name the three finalists so that we can prepare then them to come for the interviews. Yeah sure. So it has to be done in public. naming the three candidates in >> after a board discussion of the candidates >> of your >> where it's candidate red candidate green >> well you can't come out and say it's going to be here here and here because you made a decision in executive session >> we need to check we need to check legal we need to check legal counsel because I understand that we don't make decisions in executive session but also if we're talking names It has to be the session. >> It can be interview one, interview two. >> Okay. Let me let me check with Okay. >> Do you

166want to Do you just want to ask Cter that question? >> I have the legal document already. >> Okay. Yeah. Well, >> I don't think I've read that. We all have that in the >> We'll make sure when we get there, we'll make sure we do it right. >> Cool. >> Yeah, we have that in our legal brief. So we will decide on the three on Saturday as well. >> Yes. >> Okay. >> And announce them. >> I would be careful saying we're going to announce them on the Saturday because this is a public meeting and if we find different from council that may vary. So I'm a little uncomfortable saying hey we're going to announce them that day. I think we got a >> And don't you have to call them before you announce?

167>> Yeah. So really literally how it happens is you guys are interviewing all day and when you um when you determine who you believe you are three finalists, I need to call them to confirm that they want to get continue the process because their name's going to be released publicly. >> That takes that takes five minutes to call and because they know they need to be on call >> waiting for a call from me. >> Okay. Then um we need to prepare for the finalist end day in the district and that there's a whole bunch that happens behind the scenes on that as well. >> Okay. >> And you do have to make you do have to decide and I I don't have a brief in front of me but you have to make a

168public announcement about who your three finalists are. >> We can clarify that. >> Okay. Thank you. All right. So, Saturday the 4th is great. >> Okay. >> Is there any questions? >> Scroll down. We're almost done. >> All right. 217. Preparation for interviews. >> Yes. Um we will prep you. Um you guys will have the opportunity to look at a bag of questions and you will have the opportunity to um say, "I have my own questions." They do need to be vetted to make sure that they read it. Um we have a bank >> large questions. >> Excellent. >> To pick and choose from and we'll decide how many questions each board member is going to have and and all of that. But um don't worry too much about preparing you. We'll make sure you

169have all the information you need. And is that it for that? Any questions on that? All right. 218. Additional questions um for discussion. I have a question. >> I guess I do have one question. So we uh do we our next work session scheduled is February 10th. >> Do we need any information or any items for February 10th as a result of this meeting? >> I don't think so right now. Um we have work to do to get the posting up. We have work to do to get the um the survey out. Um, I need information from you about the job posting. You decided on the 140 to 160. >> I don't think there's anything that you need for me on the You'll get updates though in the portal. >> Okay. >> So, we just

170got I just got to get the work done now with Aaron and >> scheduling the other groups. That's >> Yep. What I will do is I'll rough out a draft without dates about how I think it might work given our conversation and then I'll call Aaron and say, "Let's talk about this. Will this work or not?" >> Great. >> Any other questions? All right, moving on to agenda item seven, our upcoming meetings. Our next work session is February 10th, 3:30 back in this building. Moving on to agenda item eight, adjournment. Anyone make a motion to adjourn? >> Right, we'rejourned. Thank you everyone. technology or