2/24/26 - Azusa Unified School District Board Meeting/Study Session

001Students, parents, and staff, welcome to the board of education study session. The following are the guidelines for public comment. Items 3.1 on the agenda. If you wish to participate in public comment, please make note of the following. The board of education encourages public input. Board members are not permitted to respond to public comment. A member of staff will contact you if information is needed. Individuals participating in public comment must adhere to the following guidelines. Speaker cards must be turned in to the board secretary or hands raised on Zoom by 5:40 p.m. 10 minutes after the meeting begins or prior to the start of public comment, whichever comes first. No speaker may yield their time to another individual speaker. Speakers must be present when their name is called in order to be heard. Maximum speaking time

002is three minutes. Thank you for your participation. For item 1.1, I would like to call the meeting to order on Tuesday, February 24, 2026 at 5:32 p.m. Moving on to item 1.2, roll call. Board vice president Rodriguez Pñena, >> present. >> Board clerk Ramos, >> present. >> Board member Greer is running a few minutes behind. Board member Arianas >> here. >> And I am present. Moving on to item 1.3, pledge of allegiance. Will Mr. Arasio Tjo, principal of Aladdale Elementary School, please come to the podium? >> Good evening, board president Benvidas, board members, cabinet, and community. I am Oasio TCO. I am the incredibly proud to serve as principal of Valley Elementary. This year at Valley, we have been focused on building systems that support students and holding ourselves accountable to results. We are strengthening

003student voice, deepening partnerships with family, improving attendance, and sharpening instruction. And we are seeing growth because of it. It begins with student leadership and voice. At Valley, we believe students should not just attend school, they should help shape it. Through the expansion of Viking Council and Viking Voices, our students now have structured opportunities to lead, gather peer feedback, and bring forward the issues that matter most to them. Their ideas directly led to our schoolwide kindness bingo initiative, which engaged students across campus in intentional acts of kindness towards one another. This year, for the first time, our student leaders also partnered with our PTO to help plan a school dance. They were not simply attendees. They were collaborators. They helped think think through what would make this event meaningful for their peers. When students are trusted

004with responsibility, they rise to it. And ours are rising. That leadership extends into a culture of mentorship both during and after school. During the school day, every classroom is paired with a buddy class or a Viking buddies program. Older students mentor younger students through academic class or task. Structured collaboration and relationship building. They are learning that leadership is not about a title. It is about service. And after school that culture continues. More than 50 of our think together students are mentored by high school students from Isuza High School student union club. What we are building is a cross age support system that reminds students they belong to something bigger than themselves. Strong schools are built upon strong partnerships. Our parent leadership continues to be a driving force. Our PTO remains active and engage. Several parents

005have completed LA County's PALS program and are now leading parent engagement initiatives on our campus. One powerful example is our math workshop designed to help families support homework at home. It began with a single parents request. We listened, we built it, and now it's expanding beyond our campus. And that is what partnership looks like. We also understand something simple but essential. For any of this to matter, students have to be present. We are now in our second year of implementing our formal attendance team. Through strengthened systems, consistent follow through, and intentional outreach to families, we have reduced chronic absenteeism by 7% compared to this time last year. That is focus. That is accountability and that is community working together. All of these efforts converge in our academic results by remaining intentional about collaborative conversations, rigorous

006math task, seal strategies, and high quality instruction valley. They'll achieve the largest increase in district scores in both language arts and math. We also have the highest number of elementary teachers and classified staff participating in afterchool tutoring. That alignment between strong instruction, targeted invent intervention and student engagement is producing measurable growth. At Valley though, we are building more than acade strong academic outcomes. We are building leaders. We are building mentors. We are building partnerships and we are building presence and build building belief belief that every child can grow that every voice matters and that when a community moves together progress follows. Now I would like to introduce validel student Valerie Alcant Sanchez who will lead us in the p pledge of allegiance tonight. Please stand. Place your right hand over your heart. Ready? Begin. I

007pledge 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. That was beautiful. Thank you for doing it both in English and Spanish. Wow. Well, thank you. We have a certificate for you. Will board vice president Yolanda Rodriguez Pam please read the certificate? >> Yes. Um Isuza Unified School District Certificate of Recognition is Polly to present Valerie Aantab Sanchez for leading the pledge of allegiance at the Isuza Unified School District Board meeting February 24th 2026 signed by Superintendent Arurga and board president Sandra Benvidas. And that was really beautiful in English in Spanish. >> Thank you. >> Beautiful. Will my colleagues join me in the center of the room for a photo? Good morning. Thank you. Moving

008on to item 2.1, approval of agenda. Can I have a motion to approve the agenda, please? >> Motion to approve. >> Second motion. >> Any discussion? Seeing none, colleagues, please place your vote. I think we're going to take a hand vote. Uh, board vice president Rodriguez Pñena. >> Yes. >> Board member Arianes. >> Yes. >> Board member Ramos. >> Yes. >> And I am a yes. So, the motion passes. Moving on to item 3.1, public comment on agenda or non-aggenda or close session items. Hope do we have any blue cards? We have one blue card. Well, Pier Pearson. >> Oh, okay. I was like I'm a person. Thank you for clearing that up. >> Tell me when I can go. >> Go ahead. >> Go. Okay. Um, good evening board members, esteemed colleagues. We are

009here tonight because we are heavily invested in this process. We have enjoyed five years um under our current superintendent with collaboration, with transparency. Uh have things always been perfect? No. But we've always worked together to come to a common understanding that was best for all stakeholders, our students, our families, our employees, our administrators, our community. And we hope that as you're looking to this process, this timeline, uh the values that we have here in ISUSA, the attributes that we would like to see in our new superintendent that you will look for those same things that are so value to valuable to us now. And again, collaboration, input, transparency, um the skill of listening and understanding, valuing all the stakeholders and making sure that it is an inclusive process for everyone in this district, our entire

010ISUsa community. And so, as we all are here tonight, um trying to listen and and hopefully I guess we don't engage because it's a school board meeting. I understand, but we also would like to respectfully request that we're included in the process that we are one of the stakeholders um of of whom you are going to solicit input because we feel that as teachers and I'm sorry you don't know me I'm the president of the teachers union um as teachers we play a vital role uh in the education of the students and we want to make sure that um our voices are heard as well. So, thank you. >> Thank you, Meg. Leica, do we have any hands raised on Zoom? >> We have no hands raised on Zoom. >> No hands raised on Zoom.

011Moving on to item 4.1, discussion of superintendent search process. Mr. Ortega, I turn it over to you. >> Thank you. Thank you, board president uh Benides. Uh it is my uh pleasure and my honor uh tonight uh to introduce uh Dr. Verdugo and uh Dr. Smith. Um both of these uh gentlemen uh are going to be with the board of education on this journey uh on this search uh for the new superintendent. uh and tonight uh they're going to be partnering with you uh to make some decisions in terms of um the the process and how it goes. Um so at this point I'd like to turn it over to Dr. Verdugo. >> Thank you, Superintendent Ortega. Madame President and board members, I know I can speak for Dr. Smith and myself as well when

012we say thank you to each of you for the opportunity to be a partner in this process uh in this search process. I also want to thank Superintendent Ortega um and certainly particularly uh to hope near um for the support leading up to this evening's uh presentation. U it's been exceptional. We don't always get this type of support uh from other districts and so I think it speaks volumes of this district and the assistance and support that we've been able to be provided. So on behalf of Dr. Smith and myself, thank you. It's my understanding that you most likely have the materials in front of you that we're going to cover. The first thing that I'll bring to your attention is the open session agenda that I believe we can place on the screen for

013the audience as well. There you go. Good evening, board member Greer. We were just going to start with the uh process that you see on the screen there and perhaps at your screens well the screen as well. But um what we want to do tonight is to make sure that we are reviewing the search process and answering any questions that you folks might have. So that is number one in that open session area that you see there. Number two, we'd like to ask the board to designate two leazison from the board for us. And that is not to say that the board would not be receiving mutually information and updates but typically we might have some simple question and generally if I may madame president it's the president and vice president that are typically the

014leazison to us as we might have a question we might want to make sure that we're extending the survey for example for three or four days so we want to make sure that we're telling you that as well but I would I do want to reiterate though that any updates and uh constant information consistent is going to be made available to the entire board as well. So that would be a decision that you folks would be able to um come to consensus on now at this stage >> in terms the leazison that it's >> is that um is is that okay with discussing that now or would you yes okay so board vice president Rodriguez Pñena >> uh yes I would like to be included okay >> and I'm a yes okay thank you Dr.

015says, "When we send out >> mute his microphone, >> it's not turning green. >> Is there like a green light around the microphone?" >> No, I think the point would reiterate we'll be sending updates regularly to the board. We'll send to the whole board and this be just when we have some questions and some clarifications on things. >> Thank you, Madam President. >> Next would be what you see there is number three. We want to and we've done that to a certain degree and that is confirmed that our executive assistant who by the way our executive assistants I'll just make mention of this are former executive assistants to superintendent um which really does help with the support with uh Mrs. Near and ourselves but I can share with you after speaking to Mrs. near that

016we have received the templates some of the information from Linda Harter. Um uh we will begin to create a web page together announcing this information. Uh same thing with number four. We want to make sure that uh uh Mrs. Near is going to provide us uh your email addresses so that we can have constant and consistent um clarification and information to you folks. The next thing is really a very important item that uh was brought forward by your uh teachers president and that is discuss the use of input from the board, the community, staff groups, stakeholders and the online survey results in the development of what we call the profile or position profile. That's particularly important because once we collect all of the stakeholder input from a wide variety of sources, and we'll go to

017a template in a couple of seconds, that information is compiled um and provided for your approval prior to us actually publicizing that or utilizing that position description in order to obtain interest on different people who might be interested in the position. the um input sessions themselves. One of the things that's important um is again that you will in a moment um affirm who we want to speak to and you are going to have most likely others that you're going to add to this template or to this list. But the position description and we would able again to get this from Mrs. Near a narrative of the community in the district is also included. We not only think that the characteristics and the skill set and the experiences of what you desire most in the next

018superintendent is important, but also a description of the district and a description of the community. It provides a much better narrative or example for anybody who might be interested in the position. It might already be available on your website. So, we also are going to require a salary range. We can discuss that a little bit further. Um, not necessarily here right now, but that's required by law. Now, in terms of a position description that we have a salary range that is available for people who might be interested in the position, as I mentioned, the majority of the board members, that's the third bullet under number five, uh, need to review and respond to the position description. It simply needs to be a consensus on the part of the board that we could move forward to

019utilize and use that position description um to send it out and advertise accordingly. Also, uh we have a leadership associates website. We have a website in which we blast out any open position to approximately 1,500 users. Now that does not necessarily mean that that person or who'sever looking at it is the right match and fit. But my point simply is is we do send that out. Also, we want to find out which particular languages are going to be required for the survey. Typically, we have the survey cover for at least a couple of weeks, two weeks for your entire community. We sometimes ask your city, in this case the city of ISUsa, to maybe have it on their website as well so that it expands the interest and expands the opportunity for respondents. But the

020online survey, and again, if I may, I'm going to take the liberty in talking to Mrs. Near. Um, we understand that you're going to have that survey in English and in espanol, Spanish, as well as Mandarin. That is the case. No other languages are required. It's my understanding. Okay, we'll make sure that we have those. Let's see. Let me Yeah, let me go to the template if you don't mind, stakeholder input, educational partners. Okay. What you see here, ladies and gentlemen, is an example of the outreach that we typically and normally have available as we have stakeholder input. As your teachers president mentioned, we not only are going to talk to certificated staff, which is number seven, confidential staff, but we specifically want to make sure that we're talking to the teachers association executive board

021as well, and that is CSEA as well. But if I may, this this evening and the latter part of this process, we are going to acquire from you, the trustees, what your characteristics are that you desire most in the next superintendent. Those skill sets, those experiences, those characteristics. However, if you wouldn't mind looking at that list now, we will be taking we will be taking your input at this meeting. We will be speaking to Superintendent Ortega, to the cabinet, to any district leadership, representatives, directors, coordinators, all your site principles, classified staff, including your district office staff, confidential staff, certificated staff, as I mentioned, number eight and nine is the association uh executive boards. And as was mentioned by your site principal at the podium earlier, we believe that student voice is particularly important. That being

022said, we will continue on with parent partners. Anything that you don't see on this list, we are prepared to add to that. So, we'll give that a moment in a second. But we do speak to a wide variety of students, whether it's elementary, middle school, or high school. We sometimes uh divert from just your ASB council. We want to speak to different entities that are on the campus as well. Parent partners, um, our DAC, our PTA, our ELAC, um, that's important as well. community partners, Rotary service clubs, the chamber, as a matter of fact, business partners, if you have an education foundation, and then we do have an open community forum in which we are here perhaps in your high school gymnasium or a multi-purpose room to take in any information um from stakeholders in

023a more open-ended opportunity. So, that is typically starting at 6 in the evening. It might go till about 7 or 7:30, but it's an open forum for us to capture anybody else. And of course, we're capturing that information uh from your stakeholders through the survey as well. And again, all that gets compiled. But if I may ask the board uh and I'll just open it up, Madame President, in kind of a popcorn fashion, anything else or anyone else that you believe is important to have on this list to make sure that we are speaking them to them? board vice president Rodriguez Pñena. >> Yes. Um, so where is the city of Isuza included in here? Like the mayor and the council members. >> That's exactly Mrs. Pñena. What we'll do, we'll we're going to add

024to this list. >> And um I don't not sure if this is the problem, but I am the president of the educational foundation. >> Okay. When you say city um detective city officials council >> mainly the mayor and the city council may even city manager because we do have um 2 by two meetings where do meet together for partnerships and I think it's important that we have their input. >> What about the uh law enforcement the police captain >> the police chief >> chief is that correct? >> Yeah. What we do is yes, >> we send the invitation out and we probably have a group meeting with those those individuals and they feel pretty honored to be asked. Not everyone comes, but it's good to ask and then we'll get that input. When we provide

025you the input back, you'll see it by the different groups, teachers, classified, principles, you know, whoever that might be, city officials. Okay. >> Yeah. The police chiefs, I think that's important. >> Yes. Safety being so important. Okay. Yes, sir. other items that could be added to this list >> for clerk Ramos. >> Yeah, I had also the city, but also what about the community college? >> There's a strong collaboration between um our district and the community college. >> Citrus College. Yes, sir. >> Can we add APU also since we do partner with them through our CHAMP program and our Zuza scholars? >> Yeah. >> Scholarship. And we may be talking to superano about the right contact person and so we're talking >> so we'll put it down generically but more specifically we can reach out

026>> board member Gria. >> No there there are none that that come to mind in addition to uh the list that you already have collected here. board member Ariana's >> I think we you guys have done a really good job in making sure that we include our all our stakeholders. >> Okay. >> And so I I do agree with my colleagues. >> And Madame President, if the board receives some additional thought about this, we'd be happy to have that contact and then add that to the list should there be a a thought later on perhaps. And >> can I just add one? I'm not sure if the superintendent's round table, are they the same parents? Uh I I know they they do have um SSC parents committees. Would that be considered a parent committee? Right.

027>> Okay. >> And we might add that what we what we do is we ask the same questions. >> What's what are the strengths of you know what are the things that you're really proud of? What are the challenges facing the school district? Because there are a lot of great people out there. are they equipped to deal with the exact challenges that you have? And so those are the things and then what are the characteristics you're looking for? We heard that in the board president transparency and so we pull all that together in terms of a report to you about what the individual group said but then collectively and then the the online survey we'll get a lot of people coming to these invited um meetings but the online survey we may get five to

028seven to a thousand uh results on that which we will compile that and that's a report that comes to you all in an executive summary. So that's the purpose in doing this and that helps us out the position description. >> That executive summary is almost like a WASK accredititation uh document if you will. And with respect to those stakeholder input sessions, they can be done via Zoom. Most most often I will be here if that needs to be done in a personal basis meeting with the city council or the city manager. But very often people are preferring Zoom because of their timetables and their busy schedules. So it's a combination of those things and we will work uh again with Mrs. Near in terms of setting up literally a schedule for that. We'll typically spend

029three days perhaps sometimes here sometimes via Zoom and we'll break up these opportunities typically in 30 minute intervals um maybe five or six people we can accomplish this quite easily. And of course the survey at the end again as de Dr. Smith mentioned gets compiled into that. Yeah. >> Thank you. I I I don't have any um you know stakeholders to add other than those that my colleagues mentioned, but I do have a question and I want to say I appreciate the fact that you do um bring in the community, the parents because we are, you know, we're a Hispanic community here and and I was going to ask about bilingual and I don't know if this is the appropriate place on your agenda, but I was going to ask about bilingual material. The survey

030will certainly be u translated >> right >> um any meetings that I might have with the parents or any group that needs interpretation I am available for that. >> The only time we might not have me directly have an interpreter available is if we have a large crowd. So, for example, at the community forum, >> if we have a large crowd, it makes sense to have a district interpreter or translator simply because it allows me to um describe what we're doing and not have to go back and forth. So, it's just more of a time element kind of thing. I had shared with Dr. with Madame President Benvdas earlier. Uh, in fact, Dr. Smith and I were doing that search in Bakersfield. It's been probably 70 years ago or so. And I can recall the

031DAC group end ending up saying they just wanted somebody young and handsome. And so I think that that provides you a little bit of an input about how we become partners and we become embedded with the district accordingly. And so we're really looking forward to that. Of course. >> Thank you. I just wanted to make sure we shared that with the community. definitely to have it would be worth just even if we could do some of the whether it's a zoom or just a you know small meeting >> all with the parents. Thank you. I appreciate it. >> Right. And what Dr. Smith referred to in terms of those characteristics and the input the challenges and the strength that's exactly what we would be doing um in Spanish as well. >> Okay. Timeline the timeline.

032Yes. You wouldn't mind this near the timeline. What you're going to see next on the screen is the timeline that we've drafted. This is particularly important as the board begins to contemplate and look at their calendars and schedule. Um it is a draft but it's probably well not probably it is the timeline that we believe um matches the timeline that you would have for a new superintendent to begin by July 1st. So if you wouldn't mind looking at that. Not sure if we can scroll that up a little bit. There you go. So, I know that the board approved leadership's associates contract and agreement on February 10th. Here we are on February 24th, our initial meeting determining characteristics and skills and qualities by the board. But we do want to try as much as possible

033to adhere to a timeline. We believe the comfort zone in terms of working with your technology department, with the surveys, with Mrs. near on scheduling those appointments with all the stakeholders. We could typically begin on March 9th through the 20th and have those surveys available for your public. In addition, we would be available to have designated input on that week of March 9th. And again, as I mentioned earlier, typically three days or so, um we would be available for that. But it coincides with the survey, the stakeholder input with us and then the survey continues >> and then I might ask a question in your would March 10th or 11th those days if we really concentrated on that for input are there any conflicts that you see or if there are >> no I think

034I think that is that is uh doable. We do have a board meeting on the 10th but >> and these won't be meeting board to go to. Yeah. And it's actually sometimes preferable not you know just because people can feel very free to talk >> and so maybe we'll look at we'll talk more maybe the 10th and 11th those two days um it gives some time later in the week to pick up anybody who would miss too. So Dr. So that >> perfect. Yes. >> And then the survey would get kicked off on the 9th through the 20th. Close that 20. We do all that. Um but there may be reminders that go out to say principles or to make sure that we tell the teacher association please we want your input on on. In

035fact, we will monitor the number of survey responses and if we believe it's u a little bit low, we'll uh utilize your site principles and through perhaps u you you I you probably have some kind of a communication system where you can reach all parents and remind them that the survey is available on the district website, that type of thing. And anybody that we speak to stakeholder-wise, we're always reminding them to extend to their colleagues and friends to take the the uh uh the survey. The survey will also indicate who it's coming from. Is it a student? Is it a volunteer? Is it a teacher? Is it a CSEA member? Um so that classification is important for us so that you know what voice is being uh shared with. >> Thank you. Board member Ariana.

036Um, you answered part of my question, but my question is, um, you said it was going to be on our website, correct? >> Correct. >> Um, it's going to be ma emailed to all staff, parents, and so forth. It >> all the all the emails that we have. >> It can be communicated that way. And we also, I'm sorry, Mrs. Adians, we also maintain it on our website, Leadership Associates, as well. And I I I think I would I would like to ask for for the emails to be sent. Okay. Um I don't know about my colleagues. So that way each employee has the survey in their email and they don't have to go looking for it. >> Um >> and even though it, you know, it's on our website. >> Oh, no. That's good.

037>> One more one more thing. Um so are you guys, like you said, you you need you need it for data, right? Um, it's going to be one of the the questions where it says, you know, CSEA, are you a parent and so forth? Who are you type of thing? >> Are the surveys going to be attached to the emails to to an email? That way they can only do one survey. Are they going to be able to >> to to be open? Um, how is that going to work >> with the IP addresses? They can only do it one time. >> Only do it one time. >> Do it one time. And u they identify who they are. It's anonymous. And so when they link, it links over to our website to our survey.

038So it's not tracked in any way to the person other than I'm a parent or I'm a teacher, whatever the case might be. And then so on your on your website, they can just click it and and they can go on or that's a great idea. Any of the emails, they click it and they can take it. The other thing we may just want to be flexible because the survey goes to the 20th depending on Mrs. Near and how we can schedule whether it's the 9th and 10th or if we find we're pressed and we can't get all those that out. It could go into the next week. It doesn't really make I don't think any difference to the board. It may not doesn't make a game of us. We just want to make sure

039we give everyone enough time that they can come to the meeting and they're aware of it. So, we're saying the ninth and 10th, but we want to make sure that we can get because she has a database to send those emails out. We don't. And so, that's where we have to work with her in in that regard to make sure that the principles get it, the parents get it and all that. But the board will recall, if I don't, if you don't mind, how critical that position description is for us to to to uh develop that position description. Your approval allows us now to have that on our website so that any interested applicant can begin to see is it a match and fit? Am I, you know, what are some of the characteristics that

040they're looking for? That kind of thing >> for for students. Um, so the survey is it going to be the same questions for for teachers and students? >> Yes, it is. >> And parents. Okay. So, it's going to be all questions across the board. >> That's pretty straightforward. >> Okay. >> Yeah. It's an instrument that we've used for many years and uh we're we are we are again finding that people are preferring to take that survey rather than come in sometimes. that may have been a little bit of a phenomena of COVID as well where people were, you know, inside and utilizing their computers to provide information or get information, that kind of thing. Um, the next item on the timeline that you'll see there is just generically the month of March. That's when we

041will begin to identify potential candidates, uh, the development of the posting and the recruitment materials and that position description. That's really very very critical. Many people will be interested. In fact, I don't mind sharing with the board and the public that we've already received uh conversations, I'll put it that way, of interest for ISUsa. So, this wonderful reputation, there's a number of people who are already interested in finding out more as we go forward in this process. >> Question. >> Yes. On this timeline, we have um the deadline for applications in bold. Could you please guide me on where it says uh when the applications are open? Am I not seeing it? >> Uh that will be so it's on our website. >> It's on everything that we send out. And so when someone requests

042for an application, request one, it'll be on there. and and they also we send that email out to everyone so they know it's an opening they know when it closes is that >> but in addition if I may >> yes >> you'll see that one portion about advertising >> when we have our advertisement which is statewide through AXA the assoc the administrators association in the state of California that will also indicate when the deadline is so twice we're going to plan to send that out >> so if If I'm understanding correctly, just ju just just because I'm still I don't think I I got the the the >> the answer that I was I was looking for. >> Okay. >> Um what what I'm hearing from you is that um March 16th people can go

043on to your website and um look at all of the requirements and so forth. So that's kind of like the the opening of of this um application. Correct. >> Well, actually it'll open up tomorrow. So tomorrow we put it on our website. We send 1,500 emails >> and and so and people look at our website all the time. So immediately then and then then we put it in EDCAL and so EdCal has it's clear the position when it closes. And so we we don't have an issue we've ever had in terms of people getting that information out through our website and and through the the email blast and throughout. >> So John can go onto your website tomorrow. Let's just say a candidate apply tomorrow. >> Yeah. Request an application. >> Request an application, right?

044Request an application. They could certainly apply, but we would not suggest that they apply prior to seeing the position description. >> Okay. Right. When I say tomorrow, our our staff will be getting up sometime tomorrow. So, yeah, that that's exactly right. And and we'll we'll get with it by the end of this week, we'll have 10 or 12 requests easily just on our website. >> They'll contact us as partners or consultants. What is it about? What can you share with me? Um and we obviously tell them to do their homework kind of thing. Um, thanks. Thanks for clarifying that. >> If I may, you'll see the deadline for applications. We're actually going to change that, if I'm not mistaken, now to noon. >> Yes. >> Yeah. So, April 6th at noon, not 5:00 p.m. Part

045of that aggressive timeline, if I may, is as a result of what we believe is competitiveness. you're going to have a fair amount, I think a handful of of districts that are going to be looking for superintendents within the next two months at least. And so we want to make sure that we are in line, if I can put it that way, accordingly in terms of that competitive nature to make sure that we get everything done appropriately. Um because again, it's going to be competitive. If I'm not mistaken, you have Basset, Norwok, Lamarada, ISUsa. Oh gosh, >> Coina Valley. There may be some others that are going to be looking for superintendent. So there that timeline is particularly important. >> I was I was going to say earlier um uh back to uh board member

046Ariana's question. I mean that was a good question because I think and my thing is just a comment or is is I would presume that you do that to gen start generating some interest. >> That's correct. >> Yeah, it's exactly correct. No, that's right. >> And and and how successful is that again >> on the Oh, it's very it's it's amazing. And we like So we have a,000 to,200 subscribers and so >> it'll get out right away >> and and the word gets out just based on our website and then the other point thank you. it'll go on to the electronic version of EDC cal and so we don't wait thank we don't wait until the publication on the 16th it'll go I don't know within a few days we'll be on the electronic version

047of >> edcal >> and that's that's the journal everyone reads >> which comes out prior to the printed copies of that edcal publication >> thank you >> with the deadline of applications being on April 6th You'll see that next uh column between April 16th and 17th is when we will begin the comprehensive vetting and reference checks on all applicants. Um and we suspect and expect there to be a high volume or number of applicants either pulling applications to be prepared and or ultimately applying itself. Um, next would be the April 28th meeting that we're suggesting, which would allow us enough time to begin to um tier the individuals that have applied. And by tier we are um really looking at how we might best provide the board with who is the best match and fit

048according to the number of applicants that you have. Um that board meeting on April 28th would about would be about three hours. It would be a special board meeting. That's where you would review I'm sorry. That's where you would select the candidates that you want to interview that we have vetted and reference checked. Prior to that, approximately 5 days prior to that, however, you will receive all of the applications um uh technologically. It's a readonly or view only, but it provides the board the opportunity to be prepared to ask us any questions about any applicant whether they're a tier one, two, or three. Tier one are those folks who we believe are the best match and fit. Tier two, they're excellent people, but they may not meet all the characteristics that the board and your

049stakeholders are requiring. and tier three are typically, if I may, people who are on a trajectory for good things, but they're not ready. They're just not ready for the seat of the superintendency, but you know, we have we provide them and afford them a a reference check. Mrs. Pena, >> um I was going to ask, so the session board meeting, is that an evening meeting or a morning meeting? Do we know? >> It's dependent upon your schedules, but typically it's a 4:30 to 6:30 or 7:30 meeting. So, I think this is where we want to make sure you have your calendars, >> right? >> It doesn't matter to us. >> You tell us a date and time that works. And so, we need about two to three hours. It's all close session. We done on

050Saturdays, we do them at 10:00 in the morning, we do them at noon. Whatever works for you. >> Generally, it's not great to attach it to a board meeting >> because this is exhausting. you're gonna it's a it's a big job to do this. There's a lot to it. Not just reviewing the applicants, but then we're looking at the interview questions and your process. And so, we need to really look at what date works for the board and then make sure we can make that work. The 28th, I think, is a date that we I'm not sure exactly why we put that date on, but we're not locked in stone on that. >> Right. And again, I emphasize that this is a draft. If it needs to be modified or edited, as Dr. Smith mentioned

051we can do that. A board member might be on vacation, for example, and not be able to make that. And so if I happen to already know that the 28th won't work for me in particular, so is is now that time to identify a date? >> We need to >> Yeah, we'd like to try to nail that down on the part of the board. >> So what what are good time frames? The middle of the day, the morning, the evening, the late afternoon. What's a good general generally what what works? Saturdays. >> Board member Greer, are you out that whole entire week or are you available anytime that week? >> I'm I'm out mon Monday through Friday. Yeah. >> We don't want to go into core then because we don't want to get too far

052later, right? >> Because of where we are with our interview schedule and boarded actually when the board has to take action on this. >> How about the week before the 21st? Um, we have a schoolboard meeting scheduled. I I'll >> I'll be here. >> The 14th. >> I can do it on the 14th. >> That That would be too soon. >> Because of the closing and the vetting. >> Do we have to do it on a Tuesday or >> No. No. >> How about the 23rd? I mean, yeah, the 23rd. >> The 23rd would work really well for me. Okay. >> What time of day is it? It's a Thursday. >> Are the daytime good >> on on the 23rd? I cannot do it till after 12:00. I have a commitment. >> Okay. >> Thursday

053mornings >> and I'm good up until 7. So I'd have to I'd have to finish by 7 >> like a one one o'lock or >> um actually I >> one o'clock probably actually that doesn't work for me. I would have to do it after my my my job. So uh the earliest that I can actually like you know uh do it would be like 3:30 4 o'clock. That works. >> 4 to 7 would be great. >> Perfect. >> Yeah. >> So, we are okay. Madam President, >> that's the 23rd. April 23rd. It's a Thursday. >> Thursday. April 23rd. >> Yeah. >> And what what are thes? >> 4 to 7. >> Yeah. >> Does that work for everyone? >> Yeah. >> Yes. >> Candidate. And so that's a total close session and then usually bring

054some dinner and go through. It could be not it could take two hours but you as as Dr. Redo said the weekend before you'll get the the tiered candidates you'll get access to it you'll be able to review everyone so you'll come prepared to kind of know who you think um kind of put the profile >> well um I cannot make it I just I have RO meeting on that Thursday. >> My RO meetings start at 5:30 >> in the afternoon. >> Yes. >> What about the >> 22nd? >> What about the Wednesday? >> Wednesday. >> 22nd. I'm good. >> I don't know anyone else. >> How about the balance of the board? The 22nd of April. 4 to 7. >> It works for me. Is 4 to7 still the good time? >> Yes, >>

055AJ. >> It's not great, but I can make it I can make it work. >> 22. >> Okay. So, um >> unless we want to come on a Saturday. >> Adrian can make it work. He said >> I can make that I I would prefer a Saturday, but I can make that 22. >> Yeah, 22. >> Okay. So, we're April 22nd. Yeah, we're good. >> Okay, the next column is the suggested day for the actual interviews and that would be a Saturday, May 16th. That provides us enough time to establish some other additional materials and binders. It provides us the opportunity once you have selected who you'd like to interview, what that schedule looks like. What time do we begin? What time might we typically end? Um, where might be the location for the interviews

056to take place? Uh, how many questions are going to be asked? >> Yeah, that's a complete day. 8:00 to 5. >> We would generally do that. It's it's Saturday is good. We do it here in the district office. We're working, you know, we have candies coming and going and we'll work with the superintendent and uh you know, Miss Ne to find the right arrangements in room, but uh day >> Saturday, May 16th, >> how does that work for everybody? >> I'm good. >> Full day Saturday. >> Full day. >> Okay. >> Yeah. >> Okay. Thank you. The next column. >> Can I request some donuts? I'm so sorry for that day. >> Please remember, we didn't hear from you. Does that work? >> Okay. >> Looks like it works for everyone. >> That was the

057next following week if they wanted to. The next column is a suggested uh timestamp or milestone regarding and the board does not need to make a decision now on this but generally speaking boards sometimes are interested in making a validation visit to whomever you've selected um pending board approval and going to that school district and speaking to some of the members of that u candidate or applicant's uh location. Um, we're not going to get anybody from Hawaii, so you're not going to I'm joking. But if two board members want to attend that, it does not need to be agendaized. However, three or more would like to make a visit with um to the uh person's district. That's another opportunity that is sometimes done via Zoom as well. >> You don't have to decide that. You

058could actually do it on the uh 16th with the candy. you say what would work out and you kind of talk that through and figure out a date that would work. >> Recall, however, that the following week after that Saturday interview process, Madame President, your legal counsel and whoever you've selected pending approval by the board is going to begin to work on that person's contract. So, that is one thing that typically takes place following that. >> We must have a title here. That was just about to say May. >> So we need to know when your >> what's your next board meeting regularly scheduled after >> June 12th >> in June. >> June June. Okay. >> June 12th. So >> and the approval of a contract for a superintendent must be done at a regular

059board meeting, not a special board meeting. >> So then that would be what? >> June 16th, not 12th. >> Oh, June 16th. Yeah, likely what that would show a gap in between. You would, you know, got your final, you would kind of negotiate contract and you would probably be ready to make an announcement that you're going to hire so and so. Um, and it'll take place on the board meeting of the 16th. So, it's not going to be secret. You know, that's not going to happen. But, you know, you do want to make sure that when you walk out of the interviews, you're saying, "We found a finalist." That's based upon a site visit and then contract negotiations. So that can take a couple weeks. >> And we will assist the board with a press

060release should should that be required. And most often it is of course to your public um to your executive cabinet, whatever the case might be. >> Yeah. >> Thank you. Um I'd like to ask Mr. Ortega if you could put the scheduled events on our calendar on our packet. Thank you. Now, beyond the approval of the contract on June 16th, the board most likely will need to contemplate um your finalist. Would you like him or her here with their family perhaps? U that kind of celebration aspect. There are times when the approval of the contract is done in this case on June 16th and perhaps the very next board meeting you bring in to celebrate accordingly. Uh so just more of a celebration aspect to that. >> Let's see when is our last meeting in

061June. >> So that might be the opportunity for that. Can we put that on the calendar already? So that way we know that we have that date because some of us in June take vacations. >> Put what on the calendar? >> It's already my calendar here. It's on this calendar. >> On my calendar. >> Okay. But I would like for the community to know that we're going to have the celebration. >> I I think it would be good to get there like to get a little closer before I think I think tentatively saying that is the plan. But as we get closer, I think it'd be better to >> You bring up a good point, Adrian, but I think teachers after June check out and so I would like to give them plenty of opportunity

062for them to come and celebrate with us for that um for that um last meeting. Um so I would like to request that that date be uh available as soon as possible for for our teachers >> and staff >> and perhaps particularly the executive cabinet of those associations. >> Yes. It's not the date. It's just including the celebration as an agenda item for that meeting. >> I'm sorry. Can you repeat that? >> Yeah. So, the date is already set, my understanding, our meeting. Is that correct? >> That that is correct. And I think what I heard Dr. Verdugo say is you can either the night that the contract gets approved, do a little something or the board meeting after if that's what the board desires. >> That is correct. Yeah. >> Put it on on

063one of those. >> No, no, not saying right now. I'm just saying when it does get decided, it should be sooner than later. Then we can go ahead and publish that that it will be on that date. Yeah. Just so we give them plenty of time. >> Yeah. Okay. Excellent. Moving on back to the agenda itself where we had that available would be number seven that you see there candidate recruitment. We've talked a little bit about that with advertisement with our website with the fact that there's knowledge that there'll be an opening accordingly. Um the next item is number eight contract parameters worksheet. This will be completed by candidates who are invited to be interviewed. Uh a contract parameters worksheet is something that we provide to anybody who you intend to interview. That contract parameters

064worksheet will indicate to the board ahead of time whether or not what they'd like in terms of compensation, in terms of contract years, uh in terms of health and welfare benefits, in terms of any relocation. Perhaps you're going to be getting somebody from Texas just theoretically. That being said, they they they would be requesting relocation amounts um associations that they are uh requesting to be uh joining AXA, Kulsa, CASA, um Kappell, u Rotary, things of that sort. So that's kind of a laundry list of those things that board president would utilize along with legal counsel as you're de developing the contract for the new person. Um and we assist those by the way we assist these people in that in that aspect. Um an example would be salary. Uh you may have a salary range

065that you've determined um and they've asked for $100,000 more than that. Well, that's usually a deal deal breaker and so as a result, we will have a conversation with them about, you know, the rationale behind that. Any questions regarding the parameters worksheet? >> Well, this is where we would would ask for a superintendent or take contract and get a sense of is that just generally in the ballpark because what we don't want to see happen is someone says, I love that. you love this person, but but they they want something that's unrealistic. And so we temper that. We say, "No, the board's looking at something in this grant." And so we don't have unrealistic expectations. So we're going to request super contract and then sometimes we'll talk to board president, vice president, could be a

066little subcommittee and say, "Are we just generally okay knowing that you're going to have flexibility to decide a range there?" Does that make sense to you? And it may be dependent upon whether or not this person is currently a sitting superintendent or an associate or deputy superintendent who's coming into the seat for the first time. >> We'll also provide comps to say a district like this here the range is this and so we don't want you to overpay. That's not good for anybody. But we don't want you to get down here where we say we can't get the right candidates. And so there's a range for a super position for a district like ISUSA. We'll provide that to you and and I think I think we'll be in pretty good shape to make sure that

067it it match your needs and also needs of the candidates. >> And so we are at number 10 now. Any points, questions or clarification from the board? >> Colleagues, any questions? Well, what we would like to do now, and this was this is going to be prior to close session because we'd like to meet with the board uh separately in close session. But right now, what we are asking and Dr. Smith is going to be able to take this down is what you desire most, what qualities, characteristics, experiential background, you'll see that on the list there. Number 11. Um, we are going to ask you what some of the district's strengths and challenges are and then any other questions that you might have regarding the process or the procedures regarding all this. So, if I

068may, Madam President, would you like me to start with anybody in particular or with you? >> We could start with board president Rodriguez Pñena. >> Are we starting with the strengths or the challenges or >> Yeah, we're we're going to start with the characteristics. Okay. We typically will say, "What do you desire most in the next superintendent?" You heard a little bit of that from the teachers association individual. Someone who's listened, someone who's transparent, has integrity, someone perhaps who's had experience with the same demographics of this particular school district, someone who's been an instruction leader, someone who understands the fiscal crisis, someone who understands declining enrollment. whatever comes into your mind about what you believe is going to be those characteristics that will um be specific to ISUSA >> and we ask these same questions

069of every single group and then from this is the position description okay so you're one of many groups the most important one I think really in many ways but you'll see everyone's and then we try to get that together in a in in a picture that reflects Dr. Zusa, >> I do have I do have a question and it's kind of off of back to where we were at if we had any other follow-up questions. Something that just popped up. Okay. >> So, I was wondering and maybe you have already stated this, but is because we have a copy of the timeline, right? And then you shared it here. Now, is this timeline going to be available to the community? >> Yes. Generally speaking, we will work with Mrs. near so that there's going to

070be a special bulletin on your website and it will be available on that as well including the timeline >> so that your public knows exactly what the next steps are andor the process. >> There'll be a little page superintendent search >> and then there'll be links timeline position description survey >> and should should there be any hiccups like let's say the timeline changes and it'll be updated. >> It would be or can be. We're suspecting though that we're going to maintain this particular timeline because we've heard agreements of course >> for confirmation of dates and times. >> Okay. And that's going to be available in Spanish as well and Mandarin. >> Yes. >> Thank you. >> Yeah. Thank you for asking that. >> Yeah. In fact, Linda Harter, our executive assistant, has already met or

071spoken to Mrs. Near about some of those factors. And it's my understanding that tomorrow, Wednesday, there's going to be a a conference with Mrs. Harter and Mrs. Near as well. knowing Mrs. Harter. She's listening to this for me right now. >> She most likely is watching. Yeah, >> I'm sure it >> she happens to be have been the former executive assistant to the Fullerton Joint Union High School District. >> Okay, good. Well, I'm glad there's diligent folks with us. >> Well versed. >> Yeah. >> Thank you. I'm sorry. I'm board vice president Rodriguez Pñena. >> And what we're going to do, Mrs. Ben, if I may, uh, is we're going to concentrate just on those characteristics that you'd like to see in the next superintendent and then we'll circle back after we have every board

072member's uh, information and um, you okay with that? >> Yeah. Yeah, definitely. And then we'll get into strengths. What are we We'll circle back to Mrs. Pena. What are the strengths? We'll hear everybody then we'll hear what are some of the um, challenges. So, Mrs. Pena, I know that you've been through this before. >> Yes. >> Yeah. Well, um I I agree on the transparency is very important um to continue our transparency that we have and also um the characteristics is to continue to be great good union partners with our our union partners, our community that we have, you know, and with our city that um the person continues to keep that. >> Yes, ma'am. >> Right. um because we work very well together and also someone being bilingual. Um I'm reading through your sheet

073right here that you gave us. You know, strong communication skills, empathy and good listener, um um a consensus builder, um accountable, you know, it needs to make people accountable, including themselves and including the board of education. Um, I think that um a visionary and um what is best for our children here is this unified school district and our staff and our community. Yes, ma'am. >> That's very important to me. >> Yes. Wow. Yeah. Outstanding. And very often in the application process or the position description, we will mention the fact that bilingual is desirable. There may be other factors. You may want to have somebody who has a master's and or a doctorate or whatever the case might be, but we can we'll deal with that a little bit later. You mentioned superintendent in uh board

074relations. Extremely important. >> Yes, it is. >> Certainly the most important thing that I've ever learned, the closest thing to a marriage that I ever had with my board by all means. >> Definitely. >> And I think we've been both married for about 53 years >> as I twitch her a little bit. No, >> that's what it feels like here. I've been here a while, you know. when we can tell. We can tell. Absolutely. >> What does that mean though? >> Should we go to Mr. Ramos next? >> Board clerk Ramos. >> Okay. Yes. Thank you. Um I think I agree with everything that um board vice president reduced payment meant and also um me the union rep those characteristics. But I think if I if I were to pick one of the strong ones

075would be um someone that understands the demographics of of the community, right? because I think that covers a lot of these these things that we've been talking about. Um, and we are very strong in bilingually with Spanish, but most recently also, you know, uh, you got mentioned that you're also going to do the surveys in in in uh, Cantonese, I believe, or uh, Mandarin. Mandarin. Yes, sir. >> So, um, maybe someone that's had um, experience with that demographic where recently, I would say in the last maybe 15 years, we've had um, other other communities come in, right? and um the for example Chinese so I think that's important um but understanding the the demographic what Isuza is is made up of >> I think kind of covers a lot of these characteristics that that have

076already been mentioned >> excellent >> board member Greer >> yes there's a a few I mean some some that have already been mentioned but um I would say someone who leans into difficult situations um as opposed who kind of hides or or turns away from them. Um, I think that that has served us well. Um, having a superintendent that that that leans in and I would love to see that continue. I agree with the importance of experience with this particular demographic uh and working in communities similar to ISUSA. Um, high value and and uh of communication. Um, the importance of communication and transparency as I hear that it's been mentioned. Uh, classroom experience. >> Yeah. Um, and I would say, uh, innovation, um, proven track record of of trying some stuff, um, even if there's

077some things that that didn't go as well as as hoped, but but the the desire to to lean into some new and innovative ways of doing things. Uh, and then, uh, lastly, I would say high emotional intelligence. >> Um, and finding a way to to gauge and show value for for that. >> Yes, sir. >> Excellent. You know, if I could just piggy back on that, you said classroom teacher. I'm assuming classroom teacher been a principal and maybe district office experience at an executive level. >> No. >> Can I just add um I know our superintendent here was an aid as well. So he's part he's been part of CS CSCA. That is what makes our superintendent right now so knowledgeable and understanding to each of our groups that we have here. So for me

078Oh, I'm sorry. Was it my turn? I just jumped in. >> Is he done? I just piggy back off what he said. >> Um I think that that is important for me because um if you have not been in the shoes, how can you lead that group? >> It it's very important for the experience. Um uh for me the the number one thing before the individual can do anything it is important for the individual that we are going to hire to have strong human relation skills people person if you can't talk and speak eloquently without getting upset when a problem arises because let's let's face it we we have issues fires to put out at times >> approaching it like my colleagues have said, you know, in an emotional intelligence manner where they're not going

079to flip out, >> correct? >> Um because we can't have that anymore here. We've come a long way. >> Um and I I think that's the most important thing as a people person. Um the second um bringing the entire community together towards a strong vision of student achievement. I'm just kind of going off what you guys again before we can even start doing anything else. One of the things that I really appreciate about the board um this board and the previous board along working with um Arthuro is that he literally came during co >> we we and brought we the community we had to to establish that. So, it is important for for me for the the new superintendent to want to be in our community. >> Correct. Absolutely. >> Not just at the schools.

080Yeah. >> But at the events, city council. >> Um it's it's important um for me for the superintendent to be accessible to return, you know, along that line to return emails, phone calls. Um, in other districts, I've heard superintendents don't do that and not here in Asuza. We want someone who will be in touch with our community. um the visionary thinking. >> It is important for me as a board member to be able to uh hire somebody who has clear long-term vision that inspires our stakeholders to set the tone for academic success. So that that is a must as well and I think my colleagues have have shared um the majority of them and um I I would have to agree and emphasize on transparency. >> Correct. >> We cannot engage our our community, our

081teachers, our CSEA, our students if we don't have transparency, >> which leads to a healthy organization. And that visibility that you talked about is particularly important nowadays. Absolutely. And longevity as well. >> Thank you. >> I think most of my colleagues have shared a lot of good qualities. Um some things that I would like to share is that they hold themselves to high standards, high values, >> uh a problem solver. One of the things I noticed about Mr. Ortega, he's very forward thinking, always having solutions. Um, for me personally, I think I I would love to see someone that um, yes, someone that understands our community, but also understands our parents and um, listens, has a gives them a voice and then also um, students at the top as well and their needs and is

082bilingual. And I would like to see someone that's fiscally sound. And I think for the most part that I've been here on the board, I've noticed that um we have a great, you know, cabinet member that holds us very accountable, but I mean, if it wasn't for the leadership, right, the superintendent. So that's important for me, a collaborator. Uh one of the things that I like that Mr. Ortega does is he does collaborate with different stakeholders. And not only does he collaborate, I he sets time aside to join some of the foundations. And that's something that I don't share a lot with him, but I I've I've noticed it's very noticeable. And not just to me, I I think the parents know that and the community. Someone that's flexible, and that kind of goes hand

083in hand that has that flexibility because this is a very demanding job. I mean, we're we're over we have a lot of employees. So, you know, I think that's very important. Someone that's very objective when they look at things, they look at them objectively. I would also like to see someone that has um that has great analytical perspective on things. So, >> those are kind of my top that I would love to see. >> Thank you. >> Outstanding. And if I may just add that if there are other characteristics that come to mind a week from now, tomorrow, whatever the case might be, I know you have Dr. Smith's card and my card at your dis. Please feel free to call us or text us or uh email us. >> Can I just add one

084thing while you're Yes, m this >> um someone that's open-minded and not afraid of change. >> You know that that's the thing that you know we we make many changes here unified school district and you know we need that person to be open-minded >> and willing to to I mean if if need be >> go with it. >> Yes. >> Yeah. Good. I did have one more uh comment and I looking back on the notes I noticed that we have the CSEA executive board but I don't see any management association or education association will they on the list >> generally those are taken care of with um district reps all of your directors your coordinators your confidential staff typically the district office is completely covered in that respect >> okay just making sure we don't

085forget the Thank you. >> And they need to love the Dodgers. Okay. >> No Angel fans. >> He likes angels. >> Excellent. >> Well, we'd like to switch gears and we'll do the same order if you don't mind. Uh, Madame President, what comes to mind when you think of the strengths of the district? Things that are working well, particular projects, programs, AVID, dual language immersion, fine and performing arts, whatever the case might be. But what are you most proud of? What comes out as a strength in the district, certainly your teachers, your staff, and so on. Mrs. Pena, we'll start with you. >> And, um, you mentioned you mentioned some of them, but I, you know, back to Measure K, you know, we had Measure K 2014, and I'm very proud that I was on

086the board when measure K, you know, we made those decisions and they were hard decisions, but you know, uh the majority of the projects have being um done >> and that's what we promised the community and that's really important to me. um knowing that that they're not saying we lied that we were going to do this or we're going to do that because our superintendent has made sure that goes back and look at we had another superintendent when we went into Mr. K and then Mr. Ortega came in, but he continued. >> Yeah. >> You know, and um I'm very proud of that. And also, of course, yes, our dual immersion program, our Mandarin program just started last year, and who said we couldn't do that, right? And it's working out really well. And I

087went to the Chinese New Year program at Adultton. And those kids, I mean, I mean, now first graders speaking Mandarin. Imagine speaking Mandarin. >> Uh um Spanish and English. I'm very proud to be a board member knowing that who said it couldn't be done because we we had some situation going on but you know we wanted to try it. We moved forward and we did it. So so I'm very proud of that and also I am proud with um of course our staff and and our um classified certificate employees and parents that we all work very well together and we're all very transparent and that um you know we're people too. I mean, it's not like, you know, we're here and they're there and I like that that the relationship that we have >> um

088with the superintendent and and the board and and our community and our staff members. >> I think that's a very strong strength that we do have. Transparency is number one. And that's how we earned our trust. You have to earn your trust. Correct. >> You don't just get it. So I feel that we earned our trust by doing just the things that I just mentioned >> and the bond referendum is proof of that. Certainly folks were good stewards to that >> and um we've come here every meeting if you've been here there's always our children that get awards may it be um academically may it be sports wise just seeing those um students you know I makes me proud that you know the merging of the school that was huge again who said that couldn't

089be done >> and now these kids are together and they're stronger together the two teams are in two different high schools they're both strong but now they're stronger >> so those are the things that I see the decisions were hard but it's happening and our kids if they're for the students are doing great >> excellent is it Jack Johnson the musician together we're better I think one of >> that's right you can't do it alone you can't never do anything alone >> and we're going to go to Mr. Greer I believe no Mr. promise. Thank you. >> Um I think as far as strengths, what what I've seen um is just the the communication within the district in general as a community, you know, the district with uh with the teachers, all the staff, the

090parents, children, um but also our external um communication that we have with, you know, the city, law enforcement, um the college, Citrus College, APU, as was mentioned. So, I think um those are things that I I would like to see to continue and we can we continue to strengthen that because with all that comes the transparency and you know there's great communication is is always um I mean you're always going to win that way, right? And sometimes that communication is not always positive or it's but it's but it's it's what's going on. It's so the right communication, right? So um uh that that's what I've I've seen as you know I've been on the board for over just a little bit over a year. So, um I mean I've been around the community for a

091while, but um from this seat I've that's what I've really seen and I'm really really proud of being part of this board uh because of that. So I want to see us continue that and um a big part has also been driven by our leadership team which has been led by our so that's what we want to see uh kind of moving forward as one of our strengths. >> Very good. Thank you sir. Um >> yeah, I I would I would look at really over the years the the increase in just our our relationships with various partners and stakeholder groups maybe every I I every single one I can't think of one that there there isn't growth and and a strengthen relationship with and I I would love to see that continue um and and

092not um head in the opposite ction um with that uh just an appetite for making difficult decisions um when when difficult decisions are needing to be made and I I think that some of what we are seeing um happen now that that we're able to celebrate is a result of some really difficult decisions but because of the appetite to do so um we are reaping the benefits of that um programs uh continuing to invest in the programs and evaluate our programs strengthen our our programs um and uh our our facilities improvements. We're we're charting a course and there's some some funds and we've given some some direction there and I I would love to see the the trajectory that has begun continue. And so um going even back to the previous area, some some experience

093even doing some of those types of of projects and and bringing some innovation uh there would would be um uh I'd love to see that continue to build upon the strength that is is already at play today. Thank you, Mr. G. Mrs. >> Gez, what else can I add? You know, um I think our nutrition services >> um stands out. Um I I since I was a child here, we used to have, you know, food like that and then we went to the I can't even remember the name right now, but now we're back to um to to being able to have a lot of um you know, positive influence and from scratch um our nutrition services, which I I'm very very uh um happy that we're we've done that and dedicated staff, >> you

094know, Um, Asusa is definitely we may not agree on everything because we're all individuals, but one thing that we all have in common is that we're here for the children. >> And so I I'm very proud to to have dedicated staff here in Asus. I think that's one of our strengths and that's why it's it's working. Um, it's diverse definitely now that um like board member Rodriguez Pena said um we have three languages. Yeah, two two dual immersions and that's that was um the goal and we did it and I'm going to agree with her too. Measure K, >> if it was not for Measure K, we both campaigned for Measure K and I promised the community that I would see the money through and here I am still in making sure we spend every

095single dime. >> Certainly >> for our community. >> Yeah, definitely. >> A big difference. >> Madam President, strengths. I think for me really it's about um someone that could really continue to work with the stakeholders as as board member Greer said and someone that what I noticed being on the board here is that when you have great leadership right and you can diffuse situations internally then it's good perception to our community and other stakeholders because you're able to work with closely with your staff um you know the management staff that's really important to me because as a board member sitting here for almost four years now I feel that um and I've never sat on a board at another district but I feel that coming it's such it's such a big district to me I

096feel that we for as many employees as we have the leadership here is um Mr. Ortega, I see that he works with the staff to try to diffuse situations and we I don't see many complaints coming to us. >> So, I appreciate that. I would like to see someone that is forward thinking, can diffuse, you know, is good at conflict resolution and things like that. Um, I think with respect to our programs, I think that we need to continue to work as we're working and always think of what can we do better for our students, right? But to me, really focusing on college readiness, >> right? That's a big thing for me because I think that right now, you know, with AI and all this, you hear we don't know what tomorrow brings. So, we

097need to make sure that our students are ready when they step out of Isuza Unified School District, whether it's a, you know, it's a skill or they move on to a university, they're that they're job ready. So that's really important to me. >> Excellent. We're going to switch gears one last time here and that is challenges. When you think of challenges, are you thinking in terms of for example the fiscal crisis that might be facing all of us in the state of California? It's my understanding after reading this morning that there's between nine and 12 school districts in the state that may go on strike. Sacramento, Oakland, West Contraosta, so on and so forth. And certainly that's not the case here. My point simply being is what might you be forecasting as a challenge? Or

098if you want to revert that to an opportunity is declining enrollment concern is another bond referendum a challenge perhaps that you're contemplating. But when you think of challenges, that's what I meant. What what might be something that you know you're going to need to face? It could be more technology. It could be issues with AI. um uh decline in enrollment. Special ed often is a is a uh challenge simply because of the way things are now in terms of fiscal and some of the uh cost factors. So I'm just trying to set the tone here a little bit, but if I may, we'll start with uh Mrs. Pena again. Challenges. >> Yes. um challenges I I I see is um to complete our measure K funding of course because you know we're still there and

099you we had a 10-year mark. >> Um but there's still a few projects that need to be done. Um but I I think also we have um our properties that we have for sale. >> I see. and you know um they're out there but we need to know you know um complete what we said we were going to do with the projects remaining. >> Yeah. >> You know we have two projects that we need to and I think for a new superintendent coming in that I think that I see that a challenge for that that new superintendent. >> Sure. >> You know um to jump on board and find out what we were doing and to um complete it the way we started it. you know, I don't want someone to come in and all

100of a sudden they're gonna have their own idea and it's all going to change. >> Yeah. >> Right. Um and and yeah, also the declining enrollment, >> certainly. >> That that's like the number one. >> Sure. >> But um and our budget, you know, budget changes all the time. So I those are kind of the biggest challenges that I that I see because I I I I see I feel we're doing a great job, >> but these are like one of the big big things that I see that it will be a challenge. >> Right. >> And Mrs. Pena, you're not alone in that. You know, there are a number of districts that Yes. >> really asking themselves where are we going to be? How are we going to get there? Those kinds of things.

101>> And then we're know we're trying everything in our power to do the right thing, right? But sometimes it's it's it's a challenge, right, to reach them. >> Correct. Mr. Ramos. >> Yeah. I think Miss uh board member Rodriguez Pñena hit on on some of the key ones. But I think in in looking at all that and um in looking at the last, I don't know, maybe eight to 10 years with this district, a lot of the adversity that this district has faced and has overcome. Um, I think that we're going to continue to be challenged to be able to the needs of every student in our in our district, right? And then we have a whole, you know, there's students that have different needs and to be able to continue to focus on each

102student um, in spite of what's going on around us, right? So I think uh to me that's that's continues to be the biggest challenge so that every student can can be successful and and and kind of move the needle um as far as their academic success their their um their personal growth right and that's I see that at all levels starting from kindergarten or you know prek all the way up through high school >> so um just to me that's going to be the continue to be a a big challenge to not lose sight of you know the different needs that we have for for different for different kids you mentioned special ed, right? And >> sure. >> So, it's kind of >> and it it'll be interesting as the board progresses through this process,

103some of those challenges will turn into some of your interview questions. How have you dealt with it? How have you experienced this? Tell us a little bit more. How have you, you know, dealt with student achievement or special ed funding crisis and so on, social emotional needs, things of that sort. Member Greer, challenges. Yes. So a few I would I would say um continuing to increase our academic achievement >> um safety and also perceptions of safety >> as well as as it's it's been mentioned a lot of work has been started with facilities but it will need to be seen through and so um the the work though there will definitely some work to do in that regard. >> Thank you Mr. G. >> Mrs. Well, >> let's see here. I um would have to

104say ditto again. But the challenges that our new superintendent will also have to um face is that you know coming into a district that has moved the you know the um what would you say has moved from and I'm going to say this you know being investigated for corruption you know and so forth. Now we're on the right track. I I don't want to see that back. So one of the challenges would be is that um making sure and I agree with Rodriguez Pñena that the money right the challenges is making sure that the money gets spent in what we have said as this board right now >> but those genuine and authentic reflections of the past are important for the future. >> Absolutely. >> So we understand that very well. >> Yes. Madam President,

105challenges >> uh I think a lot of them were shared by my colleagues. Academic achievement, safety, um facilities. I think that uh it's been it's been a while that the community you know we they saw, you know, not not not a lot of stuff happening because it's it's all about right. it's visual to some of us and um so I appreciate that this leadership team and you know my colleagues here have have placed that at the forefront changing that image. So I would love to see that continue. Uh I think also continue to work look at the challenges that that with the cost of living right increases what what is what is the next plan? Do we have that factored in? Um, and then our retirement Kalpers for our staff because you always hear about

106Kalpers, right? Are they ever going to are they going to be able to meet the adjustments that Kalpers puts forth? And so I think for me it's really about protecting those things that are important because if we we need to be keep our teachers here if we're going to deliver the services to our students and produce a a great product which is right achievement >> that recruitment and retainment is real critical obviously to the success of a school district. By the way, I was going to mention that uh we provide a 90-day plan for whomever you're going to select, but that 90-day plan as that person works in conjunction with the board. It's not an independent, you know, separate document. It's going to be in alignment with what you believe and what you desire most.

107>> Mrs. J, >> just what you said, 90 days from um >> their their beginning, their start, >> July 1. Yeah, >> it can be. I mean, you're going to give it a week or two, but nevertheless, my point simply being is that they're going to create a document of what does that 90-day plan look like? What's the listening opportunities that they have? Not forgetting that there needs to be action as well. But, uh, it really is a wonderful guide and the uh mentors and coaches are another item of what we believe is important as well. Uh, one thing that I forgot for challenges since we were talking about de declining enrollment and we're talking about uh, you know, not in the next year or two, but the challenges that I that I that I

108see that the new superintendent will confront is closing another school if we continue to have declining enrollment. We cannot have a school that's 50% capacity if the declining enrollment keeps on going. So future, you know, 5 years, seven years, 10 years closing of schools. Again, a very frank and authentic genuine conversation. If I may for a moment, I was the interim superintendent in Pasadena for five months back in 201920. I'm the guy who closed three schools. You can imagine what that was like. And so, how can you be strategic about that but still fulfill the fiscal needs of your district to provide the services to your students accordingly, if not even raise them accordingly? But it those are very difficult decisions and challenges that a lot of school districts are currently facing. Anything else that

109we might be able to answer? Any questions that you might have prior to going into close session? And close session should not take long, but we do have a couple of other questions. >> Colleagues, you have any other questions? I do not. Thank you. >> No. Okay. So, we will now be moving to close session. Is that held here, Madam President? >> Good job, >> David. We're just looking at All right, go ahead. I'll pop up. Sorry. Turn it on. That's all I need. Give up your phone. over where? >> Oh, yeah. Oh, okay. Thank you. >> New to this whole thing about being working late. Why you working so late? Why you didn't come home? >> And doesn't school end at Right. >> She's thinking I'm standing here. I'm out here. No good. >>

110What's her name? What's her name? >> Yeah, for real. >> Oh, there he is. Let's do the adjournment. >> Nico, can you hear me? >> Yes, I can. >> Um, are we are we streaming? >> Yes, we are. >> Thank you. >> Moving on to Moving on to item 6.0. report action of closed session matters. There is nothing to report at this time. Moving on to item 7.1, adjournment. Can I have a motion? >> I move second. >> No discussion. I don't see any. >> Y. Okay. This meeting has adjourned at 7:34. >> Oh, yes. >> Can I have a vote, please? >> Yes. We're doing a hand vote. >> Yes. Yes. >> Board member Adri. Board member Greer. Yes. Board member Ramos. Yes. Board member Ariana. Yes. >> Board vice president. Yes. And I'm

111a Yes. This meeting has adjourned at 7:34. Good night. A night.