Special Board Meeting

001out I got my son my daughter just start that com I get the That's my kind of place to my head under the water and she said let go right oh yeah look I'm like this [Laughter] iig new7 and I went for that on and then I remod [Music] and then I worked at valy for a little while back par and then weed and then all everybody shoing onl nobody's gonna want brick and anymore and then down same place same place place times all right but things can change mil for to here and on and and this 6:30 I call this meeting to order um marivel can you please uh do roll call today is a special board meeting of July 25th 2024 at 6:30 pm members of the board and attendance president Linda Chavez

002present vice president Andres Quintero clerk MIM fam present member coordinator ala present member Andrea Flores Shelton here members administr Administration interim superintendent Manny Barbara here we have Quorum today and this uh meeting has being recorded can you all stand for the pledge allegiance I pledge allegiance to the BL of the United States of America and to the repic for which it stands one nation under God indivisible with liberty and justice for all than moving on to the 2011 the Board of Trustees will meet with the Consultants from mcferson and Jacobson to review and accept the stakeholder report and determine the interview process the board will like to follow do I have any public comment seeing none um do you want to Mr troli can you please uh for transparency purposes we have translation available for

003public who wish to hear the session in Spanish in person I can read also um would you like me to read the next item please in in Spanish for okay what I forgot my glasses give me a [Laughter] second Madame President would you like to would you like me to read um item one or 1 or 2011 uh 2011 okay [Music] 2011 thank you um so we're going to um move to close session and uh the announcement in public comments regarding items to be discussed in close session government code section 54957.6 so we will be re number two we haven't done number two yeah we just did we haven't reviewed the stakeholder report orer we're gonna go do that in Clos session it's open yeah okay whoops okay I had it backwards close first and

004then open the other part we do need to do well the process is well on it its way and I want to thank all of you and the many community members that have participated in the stakeholder meetings both online as well well virtually online and face- Toof face what you have in front of you in just a few moments uh my colleague and Nicole Anderson will walk you through the report or give you the big picture of the report itself as I've said in the various uh times that we've spoken really take a look at this report as a grow uh glow and grow sort of report there are things in this report that you can be very proud of and there are things in the report that sometimes you oh but that's where you

005can grow from and that's what the applicants are going to be looking at and when they come to meet with you the ones you determine that you want to interview hopefully they're going to speak to some of that every District has glowing parts and every District we've done this for report has growing parts so just keep that mindset in mind as we go through this um and again my colleague Nicole Anderson will start through the record reflect that uh vice president K is here as well so um good evening Board of Trustees and staff and good see evening um really honored to have been a part of the process um I think we shared one of our favorite parts of doing the superintendent surges engaging with the different community members and just really hearing the

006voices it also helps us get a good sense of what might be a right fit right considering all the various voices so you all have this particular report in front of you um for the sake of time I'm not going to go through every bit of it but I do encourage you if you haven't done so already to really kind of come through and see some of the um comments that have been made and perspective that's been shared by the different stakeholder groups so alt together um there were um 51 uh individual face-to-face meetings and 156 virtual which is the survey and so um based on what we normally like to see is in a district of your size we usually say like three to 5% is really a good number to get right and

007you actually were fairly close to the 3% um based on having the number of kids you have and so with that being said there's really good sense of what people have shared but also recognize there are a lot of voices that aren't in here um and we also recognize it was summertime so we had a great opportunity to meet with people in person also virtually um and then via the survey but the way I want you to look at this is starting on page three there's an executive summary and so as we went through we asked four questions and those questions were the first two what's good about the community what's good about the district and the schools and part of that remember is for us to learn but also um it it's kind of

008a marketing piece right to really highlight the great things that are going on um and so to Dr Dan's point the glows um number three is really important because it helps us to better know how to look at whose skill sets would match some of the key issues so we ask the question what are the issues of a new that the new superintendent should be aware of we ask those so that we can really better understand like the ones that really rise to the top we know being a superintendent there's lots of issues to address but what are the key issues so that's kind of the context of how we ask the question as well and then of course number four is really asking people like what is their wish list like what are those

009characteristics attributes they want to see in the next superintendent and what you'll find is you'll see these responses I want you to be mindful of the criteria you establish for the job right and see how well they match and maybe where there's areas that you you want to you know kind of look at a little more deeply so on page three you can see the first question is share what is good about the community and the way we broke it out is the theme so the executive summary is the themes and that's a real easy way to read the report versus going through every single response so you can see where it says the high level um kind of themes that came up under what's good about your community is an appreciation and acceptance of

010cultural diversity and you can see the bullet points really just kind of give more of a um comments that were made and things that came up often but that was the broad category so appreciation and acceptance of diversity the multi-generational community so that came up quite a bit as well that people kind of come go through the district stay and really looking at kind of a family oriented space where Generations continue to give back to the community um you saw that there was diversity in the social economic status so you saw a variety of of ways that people um um kind of enter the space from economic space but there was still a collective commitment of the community which is not always the case so that was a really powerful thing to hear um when

011you have such a commitment to the community um even despite challenges economically um a welcoming community so that came up quite a bit and so you can see the community piece then connects the question two which is about the schools so what's good about the schools and the district and so you can see the commitment of Staff came up as a theme um whether it was teachers or classified so that was definitely something that Rose for us um you had special education program was highlighted quite a few times and so that was something that I'm being very proud of um which also compared to other districts is not always a highlight um so that's actually a powerful piece um to build upon right definitely from from that strength um a variety of resources for students

012stud and famili so that was pretty powerful too that even despite challenges and lack of resources right there is so much that's offered to students and families um and you can see some of the ways that things came up in terms of the dual immersion program that came up quite a bit but also your before your after school um programs um providing Child Care having Community Liaisons those are all things that were were highlights um so as you go into uh number three these are the issues and so again what we did is tried to really highlight the themes of the issues that came up and so some of these you'll probably see as things that you may also as a board um kind of lift as issues but also this is kind of the

013perspective community so you can see that one that came up is around the pr and kind of communication process so really messaging the great things that are going on here so really having that narrative is is needed um and having some clarity around Direction in terms of where this district is going but the narrative the communication the messaging um a focus and direction from the board so one of the things that you all get to live in the board space and as you know um people watch board meetings people are engaged with board members but as you know you've had your own challenges over the years so those are things when you look at perception right perceptions of Direction and unity of the board is something that came up and so um definitely um in

014this process of having a superintendent I think some of that actually helps support that right because you've had some interims right you've gone through that process so this is actually something that hopefully will look different as you bring on your new permanent employee um retaining staff so this is something that's come up in quite a number districts but yours as well is the retention um as you know um salaries came up is one conversation about you know how much people are paid and they could leave and go somewhere else that has come up in many districts of how do we retain staff um although you have staff who have come through the district and do are committed and stay this still came up as an issue around retention um so definitely want to be mindful

015of that and salaries was definitely one that came up um The Maintenance and Facilities piece um I think that is something that came up in a couple of spaces one is it's it it appears that just Staffing is is an issue right and a lot of districts will will have this come up as a concern so to maintain the schools um Staffing definitely is something that um has come up and um that is something that the new superintendent have going to have to consider right how to maintain SCH schools um but also the Nuance of schools being closed or Consolidated what that looks like so these this is definitely an issue new superintendent GNA have to consider um attention academic so I think it's it's you know so no secret that academically that's something you

016all are continuously on the journey to close those achievement gaps to make sure that overall we're raising um academic outcomes for all students uh but that did come up um around just I think the covid piece all the districts dealt with that but it's to a point now it's like okay how do we kind kind of recover from that really get to a space of now really focusing on academics in a very different way and um academically um because it's been um low in comparison to other districts and in comparison to even what you've done in the past that definitely came up um if you look at your declining enrollment no surprise right so that's something that the new superintendent should be very well aware of and of course you know the it it also

017um speaks to the potential of having to close or consolidate schools so h issue coupled with your budget right so having um you know the perception of um and reality of a deficit and having to cut is going to be a huge piece that this new superintendent is goingon to have to be aware of and these two alone are two issues that help us around our not only the recruitment efforts but how we screen the applicants because having experience in these two areas would be important right uh morale um I think that that is something that um is continuously a journey um for a lot of districts who've gone through some you know um uh challenges um having you know been in the news right sometimes the the perception of what's Happening can affect morale

018um areas of trust um is definitely something to continue to build on and again the retention piece right making sure we retain um and again that narrative around the district um does impact morale and last but not least the fourth one is the characteristics so what do um your uh community members feel about what they want to see in the next superintendent and this again think about the criteria that you all selected so it's interesting how they see a lot of similarities to what you're looking for so someone who can be collaborative right work with the community members work with staff really involve people in the decision-making process um someone who can be very um much uh well let me back up the um the Creator and I would even say maintaining those Partnerships you

019have is super important um someone that can collaborate from a community standpoint also communication so having someone who can be very um much a listener but also effective in their communication transparency has come up quite a number of times so someone who can really communicate clearly and um help um not only staff but also Community feel like it's a transparent space and communication is a huge one um sometimes repairing that narrative that PR came up again how do you promote your District um the community involvement being visible so definitely somebody who's going to be out there right in the schools in the community um very present came up quite a bit um someone who can uh Reach Out and be accessible but also know how to balance right so I want to say that because

020balancing Community involvement is actually tricky it's like how do you have a good balance where you allow um yourself to be engaged with the community but also that it's not an a um an opportunity for the community to then also what I call have certain distractions of the work and so when you unpack that right there are some priorities of a school district and that's why communication is so important when we talk about balancing how you involve the Community there are roles of Staff there's roles of the board role of superintendent and Community plays a role as well and so helping to teach that as well what are the role that we all play but being very transparent and communicating is important um you can see a lot of uh bur points under this next

021one the Visionary leadership piece that actually aligns a lot with some of the things you said in your criteria so having someone who's going to be a Visionary um who's you seek some of the great uh ways that people have responded to um someone who's going to be inspiration right someone who's going to really um be clear on their um Vision but also be proactive someone is not going to be in the reactive space and that's going to be important to consider um and being here for the long term so that's actually a conversation we've had with several applicants is like you plan on staying because that's what people want right they don't want someone who's going to come and go very quickly because that's very hard to establish that uh community and collaborative peace

022um someone who's going to be politically Savvy um on a variety of levels right obviously um this is an election year so that will be something that they're going to have to know how to navigate from not just your local level but from a national level so also the politics of knowing how to work with a governance team right so knowing the role of superintendent and how to have a positive working relationship with their five bosses right is super important um but being politically Savvy understanding how to navigate those roles um valuing the staff that came up so really um there's I think there's a lot of healing that probably um has been shared so just the value making people feel valued um really spending that time showing empathy and really genuinely helping people to

023feel like there's an authentic care um ethical um so that came up a few times um having a moral compass making sure there's honesty transparency um and a feeling like building that trust again um culturally competent so I know um calling out being an equity leader we were really happy to see that there's a sense um of wanting to have someone who's really strong in equity social justice work um some someone who um understands all different cultural differences and the needs um knowing that you have different students from ethnic and gender um religion this is a diverse community so it's very unique when we talk about being a culturally competent person um so definitely in our lens of of uh looking at screening people this is something that's super important and really glad your community

024values that um and then the last two is just an educator right that whole achievement Gap and really working on academics somebody who's been an instructional leader right somebody really has that experience um in instruction and really has a vision for how to um really close the gaps um including not just academics but also the social emotional side we know the whole child is super important and um you know I'll say the the financially Savvy um based on the budget that's going to be a big one right someone who's been able to um have the experience of understanding how to run a district um understanding the Dynamics you have with your budget so you can see those are um just themes that came up for the four questions if you go through and look at

025all of the different um uh responses we typed in as best we could exact responses we redacted any names or any um like attacks on anyone we always make sure we um keep that in mind but you can also see the number of people that were part of each of those categories okay and so if you notice um the uh in person is the first part of the report and then when you get to page 30 30 I think it cuts off 32 you'll then go into the um the actual survey and you can see the responses from the survey which is uh this kind of blue color so that's going into page uh 33 and you can actually see um kind of a theme from the online surveys as well and then you'll see

026that we actually includeed starting on it's a a new page page one I think we called it after the online survey you got the actual responses if you want to see what people share okay and so um it's kind of a overview this again is considered to be a public document that you know applicants will see you can place on the website make sure it is um available for the community um to look at but I want to pause and just see what questions you have um and again thank you for allowing us to to meet with the different groups because um and might want to make sure we commend her on hurting the cats helping us hurt the cats like she's very helpful and I think you got a good representation of course we'd

027always want more voices but I think you got a good representation of your Community um probably more students we would have loved to have more students but it is summertime and they want to have nothing to do with us in the summer so questions or thoughts about the stakeholder report yeah I want to thank you for doing your best to engage our families yeah um and Community considering all things you know such a short time and summer and all the things you mentioned um and I want to thank all those that got involved you know and that answered the email or the phone call or you know whatever it was um to me this is one of like the key areas when we're doing the interviews I have my own um and being from community

028and the parent myself you know a lot of the same things align so like you said right like when we were choosing the different um areas um you know it it makes sense so I'm like okay we're not you know I'm not I'm not that far off I'm a board member but um we we are thinking the same and um from it was important to hear and make sure that um if there was anything that was missing you know that that we we um make sure to take note so thank you for you know the very I I was able to just kind of you know look through them but I look forward to just diving deep before the interviews and ensure that um if there is anything else that I might have missed um

029and then also as a board member right like you said the areas of growth um how we can grow as a board absolutely um and some of the things we you know we might have known or we might be feeling but um just to have that confirmation you know also for our next superintendent or our current one you know some of the areas that he'll help in uh but also our next one and how we're going to be able to grow as a district I look forward to it thank you abely absolutely thank you any other trusty comment well thank uh D you know thank you so much mcperson and Jacobson for this report and I like to say you know I like to see the glass half full but uh at the same time

030you know uh we need work right I want to say this district is a work in progress and it's sort of like a like a good old house right some there are you know sometime we have to replace the wall or the kitchen sink and uh so thank you very much for uh you know cond conduc in conducting the survey and to get get you know get so many respondents in such a short amount of time and I know this we we have this compressed timeline here so I wanted to express my appreciation and also you know let the community know that we we hope to hear more from all of you as we you know get closer to appointing the new superintendent thank you um also my gratitude to the work in um I

031mean between the eth and the 15th that's a lot of conversation so um I do think this as a as an artifact right I think is going to be super valuable um to the board to the community it actually even though it's under 3% it feels validating whether it's you know the special ed program pulling that out and just pulling out nuggets that um I think we don't get a chance to really talk about very much um and you know the flip side of it right it's it's it's like these are I like the the glow and grow right you know it's it's it's a strong program and say special end but then you go further and it's like okay but it doesn't have the support that it needs right so what are our systemic

032you know um responsibilities towards that or the variety of our resources and programs but then if you go to the students the students say not enough extracurricular activities right so how do you kind of um tease all of this out so I think it's a a great tool that should sort of be used by the board for the superintendence whether it's the work plan or to kind of see so where are we in two years maybe based on this so thank you um again under you know difficult circumstances you made it work so thank you oh thank you for the work um very U I'm glad that we went with a good firm that's been able to go through a comprehensive process uh and for um letting us Z right from the getg go then

033you were able to get it done even under the time constraints uh and so that was very um uh reassuring and so to see it happen and come to fruition is great I we're only part of the way there but I'm glad that we're here it's looking good the data and the information we're getting is excellent U the stuff regarding areas for growth is always welcom needed uh you're gonna constantly engage in um trying to fix things you need you need that input and it's also excellent to see the great feedback that uh the folks from the community are given regarding uh our departments their responsiveness um it's U clear that there's a lot of folks out there that might not come to the meetings but they they have a perspective in this case they'

034shared it and so it's great to have all of the input and I think it benefits it's all so thank you for the work um when I spoke to Dr Daniel um two days ago um he asked me if we had or if I had any questions and I said no it was so clear and concise that I had none so that's when you know that you've done a good job is when you answered all the questions thank you very much for all the work thank you appreciate it right so next steps you want to point out this is also already posted on your website on tonight's board agenda um and uh we will move that posting over to the updates on the superintendent search and it's also now on our website as a company

035so yeah it's getting well publicized as well the next piece is kind a a short piece right now we'll go more into depth about the interview process next time we meet but what we need to try to set up now between that time is what is the process you want to use and when I say we're looking at two different options here one is where the board itself does the interviews uh of the uh applicants that you decide that you want to talk to version two is where you have the board and a stakeholders group conduct interviews now it need to be clear the stakeholders group does not make a recommendation to you they will interview the same people you interview What We Gather from them from the interviews is what do you see as

036the strengths from this candidate and what are the questions that you still have after speaking with this candidate that's what we bring back to you there's not this is our favorite this is our second favorite etc etc because that decision is yours this is as we've said all along this is the most important decision you as a board have to make so the question becomes do you want to do that now these interviews all occur on at the same time while you're while you're interviewing one candidate the stakeholders are interviewing another candidate and then you you switch um and then at the end of the day we gather all the information and bring that back we need to know which way we want to okay vice president kto uh in your experience um because my

037concern is our ability to attract the widest pool that we can if uh we have a stakeholders group that could possibly leak out names of people who've interviewed um would that be something that might turn off some potential candidates who are not 100% sure that they want to let their employers know that they're out there looking um is that a is is that a is that might that be a concern or is I'm I'm just coming out of nowhere with that sometimes a concern what we will have and we'll have you do the same thing we have you sign a confidentiality stat um and what we would have if you have a stakeholders group they sign that as well we really were to enforce that there's always there's not always a guarantee had one situation

038where somebody was texting uh as they were interviewing and you know we didn't know about it until after everything was done um so you do that's that's always in Jeopardy we really we're talking to you and the stakeholders group really emphasize the importance of confidentiality we also say when they if you selected an applicant to interview one of the questions we ask that applicant H who knows does your board know you're doing this uh what have you because pretty much once they start to interview the word gets out there that uh you know we're talking so and so what have you so we really encourage the applicant to make sure that he or she lets their supervisor no I'm I'm about to interview you um question about um using the board and stakeholder process in

039other districts like how large have the stakeholder groups been what do you recommend um just given our diverse population right it could be a full of stakeholders right that's or or how small should it could it be you want to respond it's okay I just want to finish like kind of uh responding also about that concern and then definitely great question um I I will say this is I think search number 15 for me um and I have not had the experience of um any breaches of confidentiality um I think it's a facilitation process that is very very important for us um often joke with folks about they're going to see Mama Nicole come out um is that we absolutely think it's essential that um this is someone's career their livelihood so we spend a

040lot of time prepping the stakeholder group to understand why that is so critical um I will say this if you we've had a couple of boards that decided not to do the stakeholder panel and there it comes with also um some concerns from Community who do want to give input but also they need to also be taught and we do a whole orientation to help them understand their role right their go is to give input through strengths and concerns but not to give a ranking not to tell the board who to hire and that is our role and our responsibility as facilitators and I take it very very seriously but I know that boards have expressed if they know and they feel that there's a concern about confidentiality remember you choose who goes in that

041interview panel also so I think that's important to recognize that um there is the value of having it is that you're having this input in another layer of information um that you can consider when you deliberate but I will say that again in all the searches I've done I've not had that experience um but I do recognize the risk right like the concern and the risk and so our applicants know that you know this is a process and I haven't had anyone say they want to pull out because of it but I do know people ask right and it is something that um we do take very seriously um including the board right like we said all boards too this is confidential and this only stays in this space too because because we know how

042small the education world is I mean people know people and so we want to respect like the livelihood and careers of our of our um our applicants so with that being said I'm not as concerned but it is something that you have to consider um because I've not had that experience yet and that was I'm losing track of how many searches I've done now but it has not been an experience yet um and I hope it would never be but there have been occasions very very rare um so I didn't want discard that question but I wanted to just follow and make sure you heard the other perspective and Nicole's been lucky it was my second one that I was on where we did have a breach and like I said there was issues afterwards

043and the district dealt with it but we try as Nicole points out to put the fear of word fear God in you know yeah this is meant to be confidential and we really work hard of that when the question of size I can tell you there was another one I worked on where we had over 30 people on the stakeholder group it was too large it was it was very difficult to manage there was two of us trying to manage the stakeholder group um because it just got unwieldy um you know maybe half of that because once you start thinking you you you would want your associations included in there um you would want probably some representation from your parent leadership group that sort of thing some of the same people same organizations that you

044identified for us to talk to as stakeholders um and so it's a matter of how much and some boards have even said okay we each want to select one person again we need to worry about sides you know because it becomes unmanageable otherwise I hope that answer you she that on the okay um something like a 7eleven committee or something like that would be the appropriate size probably if it works for making big facility decisions uh I've seen uh other groups that have gone through a process in order to gather a wide enough pool they've they've had a process where they've not has stakeholders uh at the at the front end but when they do get to the finalist uh there's an opportunity to engage in a if somebody's going to go for the and

045and if they're going for a final spot then at that point they have to be open to talking to their employers they're not going for the like a they're not taking a not just AIT application that's not even going to get selected and they're going to be outed in this case they're going for the top spot so um have you seen that in other districts where they they possibly have gone through the process amongst themselves uh haven't had stakeholder groups at the front end but with the finalists have opened it up and have allowed uh the F the the finalist to get in interviewed or in in this case they had like these gatherings it wasn't a formal interview but they were able to answer questions and it was kind of an informal setting where

046a group of people were able to engage with them well part of particular with stakeholders on the informal is you really got to watch what questions they're asking because there's many questions that are illegal to ask that for any of us to ask I personally have not done what if I understand what you're suggesting is once you as a board of ID identified maybe the top two or three the stakeholder group then talks to those folks is that my understanding yeah that's what I've seen in another district and that is something that we could set up if that's the way this board chose to go I personally have not done it that way and I don't know Nicole if you have I would say um ironically like we're a national search firm so it's interesting

047in other states um this is a open process actually for superintendent um and so it's kind of awkward but um what we could do is cater it to what you want um I would say that the second round so like you know you pick two days right so you could say hey maybe on day two that you want to have um the finalist and maybe it's you narrowed down to two and you want to allow them to go through a process um and it is I would say it's more formal so you want to cater the question so it's guided um and again facilitated right um but also you can have your own informal process where you can um we call it the social component and you can also have time to meet them um

048from an informal space right just kind of getting the Vibes and spending time usually have two board members at a time um and do a little rotation um and so it's really up to you and we wouldn't decide that tonight because you don't know how many people you're going to even interview right but that is something to consider but I think what Dr Dan is kind of getting at tonight is you need to decide if that's something you want to do because there's a process for you actually bringing in your interview uh group from your stakeholders because you it's an ad hoc committee right so now this is a group that you have to appoint um and that does take a little bit of time uh because you need to identify you can have to

049reach out there there's a little bit of work to do that and then you have to make like actually take action to them I do have a question um what have you seen that works better seen them work both ways actually I've had districts were own the board actually the last two I did was where only the board interviewed it was the last two searches I did also had searches that already mentioned one search where they had the stakeholder group of over 30 people um which was unring I said that we go with that many but and it works quite president I think she was next and then you I was just gonna ask um Dr that right no okay myself um what in your experience um you've seen and what you might suggest based

050on what we heard to well you've it's been done a lot of different ways there's some districts recently just appointed without a search at all that's one option um I've been involved I remember when I was a principal we're hiring actually director hiring a superintendent was an open session um with the board interviewing the superintendent an open session and we were allowed to give input ahead of time on this basis um and then also just the board interviews alone so I think it's something worth discussing it depends on the sense of the community I've only been here a short time my inclination is um maybe some Community involvement may be helpful to you down the line but you know that's something for discussion but there like I said 30 sounds like a lot Daniel that's

051like you know I'm not sure I'd go 30 but um I think given the circumstances of the community something might want to think about getting them all the same room exactly exact just given a little context of what our process is is um typically no more than 15 yeah um and I can actually give you um numbers you know so typically like there's a composition and you select what that is so you you pick um and so typically like an example if you're going to do you do seven of Staff seven Community which can include parents right like it's a mixture within that Community making sure you have at least one student um is super important and so you would determine like what that staff is and as Dr Dan said you'd have your union

052representation right a lot of what you kind of did during your stakeholder space but you would select who they are and in just to kind of reiterate what Dr Barbara said is that um our opinion right now like I like doing anything with stakeholders being involved because I feel like that's the most transparent process and that's what we stand for and it just allows them to be a part of the process from start to finish while also understanding they do not make the decision you are the only ones who decide who your one employee is and that has to be clear from you to those that are you're inviting to be a part of a process that they don't have to be a part of so I think it's just being really clear and transparent

053but I I would think based on just what came up even in stakeholder space is that being a part of the process maybe a good thing because of a couple things one is this new person this is like an introduction right to some key stakeholders you have versus a stranger showing up right first day and it's like hey here's our new superintendent they've never seen anyone right but if people who are a part of that actually and have been in the process that actually is kind of a nice welcome right when they've been in the space um um during the process but didn't necessarily select that person they just gave input on the process and gave input um about each candidate so that would be like my my professional thought but it is something you

054have to feel comfortable with so I think you covered a lot of things I was going to say so um I'm in agreement I think we need we need to involve the community um and I think it shows that they will respond right to emails calls whatever it was in the short period of time so we have a pool already we have people that you know are willing to to be involved so that's great um I see nothing but you know Pros toward involving the community um but I think the biggest one is that lack of trust right and we continue to put out you know Community involvement then what does that say and so um you know I I am Community I'm a parent you know I was parent first and foremost to before

055becoming a Schoolboard member so um I think involving Community is going to be key and I don't know if it's a recommendation or motion that uh we do um at this point I know that we are no it's not okay doing um okay I'm sorry we're still doing quesy comments we're not GNA well it would do a motion uh to involve uh Community input um we'll call for it when it's when we're ready we're going to take his comments next you'll call for the motion okay so um again I think uh I trust in who you will involve but definitely you know involving um our our union rep Representatives um and all those that you know were mentioned before and if we all get to pick one you know I mean I have several names

056great thank you vice president kto um yeah I'm kind of torn uh because I do want um to have Community involvement but I I'm aware of the history of this district and what the the Anderson the experience that You' had is has sometimes not reflected what's taking place in this district and and it's not involving superintendent it's out a different levels where confidentially have been breached and it's C and it's caused significant strip for people's lives and I don't want to see that happen uh and I don't want to see us not get a a big enough pool because um the word gets out there Ah that's a district where people talk uh and so I was trying to figure out how we can strike a a balance here getting a big enough pool but

057then getting then Prov getting Community input uh at some point Point um so I that's my it's just based off of experience that I've lived here in alen rock um and um that is a a concern that I do have but um I I could go either way um my my ideal my my thoughts would be that we'd probably not have more than 11 people I think it's unwieldy 7 11 committee brings in the input for taking big decis uh big decisions and I think that would be a good fit for us I think it would allow us all our stakeholders to get uh a a space and then each board member would be able to appoint a design um as happens in in other jurisdictions and so that's something that I would be comfortable

058with but 15 seems kind of unwieldy uh for me so those are my thoughts I have a question um I think less is more and so reducing the number to 11 how would you recommend um like before you said seven staff seven Community how would you recommend the 11 what we would need to do is break it down we need to sit back and go right you have three associations in the district so there's three spots right off the top how do you identify your um parent leadership you should have a district administrator and some districts go with a district level administrator and a site level administrator um or and or from another Department not necessarily in the certificated RS only um you each then decide on either a staff member or a Community member

059that you feel confident in and that's would be your suggestions back to us so it would be 11 so it' be minus three because of the Union so we're looking at basically eight uh others okay they and and just for clarification the applications have closed they closed on Monday of this week so now if anybody fears we really haven't had anybody get excited or over anxious about this they would be dropping out completely because the applications are in and and one consideration um we can do a tally of what you all want to how your composition is but one consideration is that second round of interviews could be also a thought and again you don't have to determine that today because you don't know how many people you're interviewing yet but when we meet with

060you on August 6 um you'll know like what your pool is going to look like that's when you create the schedule right and then that's when you determine where you want to put the stakeholder group in but the key tonight is with this composition you do have to choose like okay here's the number we want and then we will work with you and and usually like your assistant to uh the point of contact UM works with us in between that and then you're GNA have to come back and actually appoint them in a regular board meeting because it's an ad hoc committee and so you'll have some time to think about you don't have to do it tonight but um it is something that uh we do want to make sure if you have you

061know particular ones you know like your union reps you know who they are but you are going to have to determine that and then on August 6 you can determine how you want them to fit in that space the catch is that it's communicating to make sure they have it on their calendar so if you're going to pick folks like immediately you got to make sure they know hey save this dat to save that date and that is important because if it is a two-day process you want to have them as a part of then they have to know that they commit to that so we usually also ask for alternates because you you don't want to have it where they're there one day and not another like that doesn't work well so you want

062to have it as consistent if I'm there day one I need to be there day two but again a lot of this you don't know yet because you don't have your your uh candidates your interview needs selected yet but you want to be really U clear and communicating with the group that you're going to appoint so that they have it on their calendars and are available and again A lot of times what happens you ask your union rep and then you ask for they usually kind of talk about like maybe there's someone within membership that they want to have as an alternate right but ultimately you decide who you appoint okay it is not the community telling you who to have on the it is your decision um what that looks like so um I

063think that would be kind of the last piece for this um and then you all will have to look at your um uh can't remember the board meeting but you um have to appoint them at a reue board meeting I want to make sure you understand six you said sorry I'm just a regular board meeting and August is August 8th so and you mentioned August 6 is when we would be meeting again correct right will determine how many you're interviewing and who you're inter okay so first I'm going to ask for a motion do I have a motion to accept the stakeholder report uh so move uh do I have a second second um no public comment okay so we're still doing trustee comments um so uh do have a motion on how many um

064the number motion to do we have to the number tell us um to involve stakeholders motion to involve stakeholders as well I'd like to formalize the motion or narrow down to the amount uh motion I've heard 11 so motion to have up to 11 uh stakeholders also involved uh in our interviewing and um our super ask you for five for the board and then their balance made up of St I have a I have a question because on the first motion did you guys take a vote on it or uh let's take a vote uh all in favor to have to accept the stakeholder report uh raise your hand so it's unanimous 5 thank you so if I can Amit second can you please a wait uh truste uh excuse me vice president kto can

065you say what you just said again I didn't hear you I I can make a motion on my own given the fact that there was no it was theemotion was improper we have a motion on the floor is there a wait a second was never second can you want to make your motion uh vatto our motion is to accept uh stakeholder input and maximum of 11 that five board members be authorized to designate each uh uh have a designate each and that um the each Union get a representative and then the rest U be composed of of parent leaders and the formal stakeholders that you uh would bring to us the recommendation so let me get that straight you want to repeat that Mar did you get that I got that he wants to accept

066the stakeholder to 11 and that each board member would choose one right correct and then um each Union would you know um have one person to represent and um then we would have the rest of the stakeholder groups okay and and also can you add um and they're alternate alternate for the for the unions and they're alternate so that way that would be that we so that that way we don't have to you know reappoint Nam so the the unions and their alternate all right the union represent representativ and altern okay uh I'll second um can we ensure that one of the 11 is a student well I'm asking the maker of the motion um in we're at Keith R district is it normal practice to have a younger person be part of a have

067high school students but I will tell you the the couple of eight graders we had they were delightful and they had some real insight for them to say we need more trash cans not just in the cafeteria I thought that's they care about yeah V your experience has worked out while then I I would support it yeah I'll amend motion to include one one student so so you want to read maybe the what the composition could be just to have Clarity for the 11 make we're clear then we can connect with Mell to make sure we work with each of you on your five that you have each board member would have five design okay no one and then you'd have your three Union uh unions give um one representative to be on the panel

068then one alternate right correct okay and then in that other composition just to include make sure there's a district office administrator there's a site administrator um I have on here possibly two parents could be an option one student um I'm putting here one Community member but you could increase that but the last two um in that process could also be an additional classify an additional teacher if you would like to also have outside of Union representation is membership if that make sense that sounds like a lot more than 11 no that's 11 three four five six seven eight nine 10 11 so three Union reps okay the F and so as you pick your five that is the categories to consider who you're picking right so yes you all would pick one but think about

069who you'd be picking and so um having your appointed one of you might say I want a Community member right one of you might say hey I want to um have pick someone from the district office but I just want to give you a sense of who you would have as your options if that's something you'd like to do does that make sense and I'm assuming that when you're mentioning parents you would grab you would select them or they would come out of a formal uh group parent groups within the district because it would typically your leadership site leadership your parent groups what that's 11 y yeah okay um I I think you had a were next you had your hand up and and you still want to that was to second okay um anybody

070else okay um I haven't heard from men fan [Laughter] today okay just trying to give everybody a chance now okay um so we have a first and the second and so um usually we would have Community input but there's no community so uh no public there um so I guess we can vote we're going to all be voting for exactly what they said 11 total each uh trustee picks one three unions one student one community and one district office um I'm going to call everybody uh trustee uh erera hi uh vice president PTO hi uh trusty minan I uh trusty Andrea Flor selton yes and I so it's unanimous 5 so you got this in your mind we' got direction we're going to approach the association he to select one person that's their prerogative who

071they select so sometimes you may say oh person well asking the associations and typically it's the leadership of the association somebody leadership but as Nicole pointed out one of the things is we've got to make sure they're available all day for both days you know like this worried now I'm worried about student Dr Barbara just so that we clarified they're not making a recommendation to the board they're just providing input yes corre has to be clear in the resolution thank you for that we're making the decision yes thank you for that the board will be making the decision that's right that's right you still want to do that okay work with M to make sure that the language is clear um that you know they really understand what they're signing up for as well yeah

072that's also important and we are also available always like if you have questions about the process even you know in between these meetings like just let us know but um uh working with moille you all should start thinking about who that person is so you can have those names and then what'll happen is you'll come to your regular board meetings you have to provide all those names at the public conversation and um assuming that they you know got that invite um and hopefully agree and then you all have to actually adopt it because it is an ad hoc committee okay so next meeting we have an ad hoc committee your Nomes nominees uhuh nominees nominees and take action okay so we're good at this point session okay so we're gonna uh go to close session

073now at 7:26 and we I could ask for a five minute and you got till 7:32 I'll give you one more six minutes s uh is there any public comment for Clos session uh seeing there's none and then we're going to go to close session now after the break e e e so we have Quorum and we're back from close session um there's nothing to report out and the meeting is adjourned at 8:20 let's go no